Five ways to support a coworker during Menopause

If you knew for a fact that over 47% of your workforce would be affected by a health condition with debilitating symptoms, wouldn’t you want to prepare for that? Over 40% of the UK population will go through menopause, and of those most will experience symptoms that can make it a challenge to perform at work.

Holding true to our value of ‘We put people first’, Masabi has compiled guidance for our leaders to support colleagues going through menopause, which we are happy to share publically here .?We’ve worked with menopause mentor and workplace training consultant, Dinah Tobias (Founder of Blooming Menopause ) to help build out these support resources which included a fantastic workshop with our Masabi team.

We’re proud to have these policies in place so those who need it know they can get support at work.

Here are five ways you can support someone going through menopause. While we refer to ‘women’ here, we know menopause can impact trans or non-binary colleagues who don’t identify as women in the same manner.

1. Understand what menopause is

Menopause can affect people’s confidence. It can be very daunting talking to someone who has no knowledge or awareness. Get clued up on what menopause is and how it might affect someone at work.?

"If we want to support someone through menopause at work, first we need to understand what they might be experiencing. This type of education is critical for leaders of all types. I’m so glad we’re talking openly about menopause at Masabi" - John Scrooby, Chief People Officer.

What is menopause?

It’s a natural transitional stage in a woman’s life when oestrogen levels decline. Women have reached menopause when they haven’t had a period for a year, prior to this, symptoms may be experienced and this is known as the ‘peri menopause’.?

When does menopause begin and end?

Typically it begins between ages 45 and 55, although for some women it can begin earlier, this is known as ‘early menopause’. On average, symptoms last for around 4-to-7 years after the last period. Symptoms can last much longer than that for some.

What are menopause symptoms?

There are over 35 symptoms associated with menopause. These range from physical symptoms, hot flushes and night sweats, to symptoms affecting cognitive function including brain fog and anxiety.?

A quarter of menopausal women will experience debilitating and troublesome symptoms. It can even force them out of the workplace. Almost a million women in the UK have left their job because of menopause-related symptoms.

2. Create an environment of open communication

Purposefully fostering a culture of psychological safety is key to building an environment where your people feel they can be themselves and share sensitive information. Even in the safest environment, some could feel embarrassed or reluctant to discuss the impact their symptoms are having on their work. It’s important to let the individual choose whether they want to discuss menopause.

“Do not bring menopause up directly with an employee unless they mention it themselves.” Dinah clarifies, “You can say, I’m worried about you because I’ve noticed you seem tired or low at the moment. I just wanted to see how you’re doing today.? There are many reasons that they may not want to disclose that they are dealing with menopause or intimate symptoms.? Your role is just to be there to support, as you would with any other health or welfare condition.”

If you’re a manager, regular catch-ups or one-to-ones in a private, confidential setting are an opportunity to start the process of helping an employee find the right support at work. Ask how they are, and after they say “I’m OK”, ask again. It’s entirely up to the individual whether they choose to discuss menopause with you.?

Approach conversations with empathy and try not to be embarrassed by the issue. Focus on how the individual is feeling.

3. Be an active listener

As a colleague or a manager, we all know good listening skills get you far. Ask open questions and allow them to open up in their own time. Don’t make assumptions about how menopause is affecting someone.?

Everyone is different, so take your lead from the individual. Avoid giving advice if you haven’t directly experienced the issues being shared with you. Your role is to listen, signpost to appropriate resources, and make reasonable adjustments for your colleague.?

On that note, Dinah adds, “Never mention visible or invisible symptoms. Anything disclosed is at the individual’s discretion.” Let them set the parameters of a discussion around menopause.

4. Find out what support is available in your workplace

You or a colleague may be able to access different services. From Occupational Health teams, employee assistance programs, or even a designated menopause assistance programme or champion.?For example, At Masabi, we will fund HRT medication for those who are required to pay for it themselves.

Different people will have different needs depending on symptoms, so be open to making adjustments.

If support is not there, bring this up with your HR department - it’s time we made these changes for everyone’s benefit.?

5. Don’t patronise?

It’s widely considered outdated to refer to this transition as ‘The Change’. Steer clear of this. And while, yes there are many troublesome symptoms associated with the transition, for many, it is a time of new beginnings.?

While some of the symptoms can be downright infuriating to experience, it is still in the words of Dinah, ‘another stage of life, another phase of growth’.

“It can be a time of empowerment. A second spring, as it’s referred to in Chinese cultures.”

Remember, by creating open lines of communication you’ll help break the taboo that can make it a challenge to support those experiencing menopause at work.?

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