Breaking the Silence: Working with the Menopause

Did you know that today, 18th October 2023, is World Menopause Day? With research showing that women aged 50 + are the fastest growing demographic in the workforce, and the average age of menopause transition ranging from 45 to 55 years old, we are taking the opportunity this Menopause Awareness Day to explore the reality of menopause in the workplace and how employees can thrive with the support of their employers.

Until recently the menopause has been an unspoken subject across society, let alone in the workplace, but with increased media attention, case law and more informed discussions around the impact of the menopause, employers need to listen up!

Often overlooked as something every woman ‘just gets on with’, menopause can have significant consequences for both those experiencing it, and also the wider workforce. According to the Chartered Institute of Personnel and Development (CIPD), 3/5 of women in the workplace experiencing menopausal symptoms say it has a negative impact on them at work, with more than 50% of this group experiencing increased stress. In reality, this means that by not offering support, companies are faced with a large proportion of their workforce not being able to perform at their best.

?The number of women within the workforce experiencing menopause increases as more women stay in work for a longer period of time. Many women feel forced to leave their work due to menopausal symptoms, this is evidenced by Bupa who discovered that around 900,000 women in the UK left their jobs due to menopausal symptoms, and furthered by the Chartered Institute of Personal and Development (CIPD) stating that 1/3 of women had been unable to go to work due to their symptoms often taking many leaves of absence. This as suggested by Bupa could result in damage to both the individuals and the business.

As more studies investigate the stats and personal stories are shared, it is crucial for companies to view menopause as an organisational issue rather than merely a gender or age issue.

So, how do you retain the fastest growing workforce demographic and support your employees? ?

??Education and awareness – provide training and resources to educate employees and managers about menopause, symptoms, and its potential impact on work performance. Think of training as part of your wider learning and development offering so everyone is informed.

?? Break the taboo - encourage open and empathetic communication. Create a support network where employees can share experiences and advice.

? Flexibility - offer flexible work hours or remote options to accommodate employees who may be experiencing symptoms such as fatigue, hot flushes, or mood swings. Allow for temporary adjustments in workloads if needed, without penalising performance.

??Provide wellness programs that focus on physical and mental health, including stress management, nutrition, and fitness programmes.

?? Ensure that the workplace is temperature-controlled, and that employees can make individual adjustments, like using fans or personal heaters, to help manage hot flushes. It might seem minor but could make all the difference for some.

?? Review policies to ensure they do not inadvertently discriminate against employees experiencing menopause. This includes reviewing policies related to sick leave, accommodations, and performance evaluations. A specific menopause policy brings consistency and guidance across organisations.

?? Supportive leadership – encourage leadership to lead by example in addressing menopause issues and always lead with a supportive mindset

?? Regular feedback and adaptation – continuously seek feedback, allowing anonymity. Be willing to adapt your approach based on the evolving needs of your workforce.

If you want more information or guidance on introducing policies and supporting your employees, Kane HR is on hand to support. Please contact us via email on [email protected], or if you work with us already contacted your consultant.