Menopause Matters
The topic of the Menopause really does matter. This is real life and many people are struggling with it. I have worked with people that are experiencing symptoms of the menopause and they find some days at work unmanageable. The embarrassment of hot flushes during meetings, the lack of sleep, the roller coaster of emotions. Sadly many women feel that they can’t continue working.
I have also seen my own mother go through the menopause and it was heartbreaking to see her struggles.
October is Menopause Awareness Month
For employers National Awareness months and days are a great opportunity to highlight all the brilliant things you have available to support people during this difficult time. World Menopause Day is October 18 and a time for employees and employers to talk about what can sometimes feel like quite a taboo topic.
What will this article cover?
What is the Menopause?
Is Peri-Menopause different?
Tackling a taboo topic
Symptoms of Menopause
Let’s look at the stats
What support can employers give?
What is the Menopause?
Menopause is caused by a change in the balance of the body's hormones which occurs as you get older. Menopause happens when the ovaries stop producing as much of the hormone oestrogen and no longer release an egg each month. The average age at which menopause occurs is around 51 years old, but it can vary widely from person to person. Some women may experience menopause in their late 40s, while others may not reach menopause until their early 50s.
Is Peri-Menopause different?
Perimenopause, also known as the menopausal transition, is the stage in a woman's life that occurs leading up to menopause. It is the period during which a woman's body undergoes significant hormonal and physiological changes, marking the transition from reproductive years to menopause.
It can start in a woman's 40s, although the exact timing varies from person to person. Some women may notice the first signs of perimenopause in their late 30s, while others may not experience significant changes until their early 50s.
Tackling a Taboo Topic
Menopausal women are the fastest-growing demographic in the workforce, so it's important now more than ever to be able to speak openly about menopause at work. Unfortunately, I think it is the case in many organisations that this is one topic that many people don’t feel comfortable discussing.
A line manager told menopauseintheworkplace.co.uk that he felt uncomfortable talking about menopause because he didn’t know enough about HRT. When they explained that he probably didn’t know enough about an epidural but could do a maternity meeting, he felt happier knowing that his role was to support his team member, following his organisation’s policies.
There is definitely an issue around a lack of Education. This lack of knowledge can lead to misconceptions and misunderstandings, making people reluctant to discuss or address the topic. If people don’t know enough about a topic there will be a level of fear of the unknown. Many people also worry about saying the wrong thing, so in their mind it is easier to not talk about it.
In the British Culture (and I’m sure in many others around the world) there is a view that you don’t openly discuss personal or private matters. The menopause could certainly fall into that category. There may be a level of embarrassment talking about how the menopause is affecting an individual personally. I think people, by nature, also don’t like to admit that they are struggling. Particularly in a work perspective. Any conversation around not being able to perform at their best may be worrying for people.
It's important to challenge these taboos and stigmas surrounding menopause. Open and honest discussions about menopause can be empowering for women, help to dispel myths and misconceptions, and provide much-needed support and information. It may alleviate concerns that they are going to be dismissed and they will feel much more support. By breaking the taboo, we can create a more inclusive and understanding workplace that supports women through all phases of life.
Symptoms of the Menopause
There are many symptoms that women can experience but it’s important to remember that everyone will experience the menopause differently. They may have some symptoms but not all.
Common symptoms include hot flushes, night sweats, vaginal dryness and discomfort during sex, difficulty sleeping, mood changes such as low mood or anxiety, reduced sex drive, problems with memory and concentration, headaches, palpitations, joint stiffness, aches and pains, reduced muscle mass and recurrent urinary tract infections.
The decrease in the body’s production of oestrogen can affect many parts of the body: the brain, the skin, and the strength of the bones and their resistance to fracture. Menopausal women are at risk of osteoporosis. There is also evidence that the fall in hormone levels can increase vulnerability to heart disease and strokes.
To learn more about the symptoms CLICK HERE
Let’s look at the stats?
Around one in 100 women experience the menopause before 40 years of age.
In a survey of 1,000 adults in the UK, the British Menopause Society found that 45% of women felt that menopausal symptoms had a negative impact on their work and 47% who needed to take a day off work due to menopause symptoms say they wouldn’t tell their employer the real reason.
Research shows that 10 per cent of women leave their jobs, and many more are reducing their hours or passing up promotions, because of their menopausal symptoms.
A report published in July 2022 discusses a survey carried out by the CIPD in 2019. It found that three in five menopausal women—usually aged between 45 and 55—were negatively affected at work
A survey from ACAS (reported in August 2023) has found that a third of employers (33 per cent) do not feel well equipped to support women going through the menopause.
What support can employers give?
Many women have said that they often find managing their menopause symptoms in the workplace very challenging. Coping with symptoms in the workplace can be hard, especially as many women find it difficult to talk about menopause at work.
Menopause can significantly affect a woman's working life. Sometimes menopausal symptoms or working conditions can impact their ability to concentrate or carry out a role to the best of their ability.
Talk openly about Menopause. This may be through blog posts on the intranet, a section in a newsletter or asking guest speakers to come in
Provide training. Very often it will be managers that are noticing someone struggle, or will be having conversations with employees about the menopause. We don’t want managers avoiding the topic simply because they’re embarrassed or feel ill equipped to have the conversation. Line managers don’t need to be experts, they just need to have the conversation and signpost the support available.
Discuss flexible working. Everyone is different but some people may appreciate the opportunity to flex their working hours or pattern.
Provide a different uniform. If employees wear a uniform you may want to consider adjusting this for them if they are experiencing hot flushes and becoming uncomfortable at various points through the day.
Ways of working. If an individual is forgetting things or they have brain fog then have a discussion around how technology could help them. Maybe set reminders etc to help them during the day.
Set up a network. It’s nice for people to realise they’re not alone. Being able to talk to others that are experiencing similar things will help them feel supported in the workplace.
Provide a fan. If the employee is working in the office they may appreciate a fan being provided for them.
EAP Helping. Many organisations have this in place. A 24/7 helpline phone number that employees can contact when they feel like they can’t cope or just need to speak to someone in confidence.
STELLA. As an employer you can provide access to Stella. It’s an online clinic for menopause support. If provides a lot of interesting resources so definitely worth having a look around.
Wellbeing Policy. Your wellbeing policy will cover a lot of things but if you specifically call out Menopause within it then employees will see that you recognise the need for employees to be supported during this time
Menopause as reason for absence. In your HR System many will have a drop down box that says ‘Reason for sickness’ once you have chosen Sickness as a reason for your absence. If you put menopause as an option this may naturally encourage a conversation between the employee and line manager without anyone feeling awkward about bringing it up.
So what will you do this October to show your employees that you are a supportive employer. The Menopause doesn’t last forever so do what you can to support them during this difficult time in their life.