Tips for open conversations about the menopause in the workplace

Did you know??Menopause is a natural life event. It can affect anyone who has been born with ovaries. It particularly affects women between the ages of 45 and 55, although older and younger people and transgender people can be affected, too.

Symptoms include fatigue, hot flushes, aches and pains, as well as psychological symptoms like low mood, brain fog and irritability — all of which can have an impact on work.

There are some personal topics we rarely talk about at work. Sometimes it's because we feel uncomfortable or ashamed about them. Other times we're worried about getting it all wrong.

But some subjects have a big impact on our work as well as personal life. And when we don't talk about these things, we marginalise discussion about them in the same way we marginalise the people affected by them.

One example is?menopause.

Studies?predict?that by the year 2030, there will be 1.2 billion menopausal or postmenopausal women around the globe. But for a subject that affects so many people, there's a noticeable lack of discussion about it at work.

According to the?State of the Cycle, a study into menopausal experiences, 80% of female respondents feel comfortable discussing menstruation with friends. 71% say they feel comfortable talking about it with their family.

But with a colleague? Only 30% say they're comfortable having that conversation at work.

That uncomfortableness is an issue, because menopause can have a big impact on professional life.

According to the?CIPD, 6 out of every 10 women experiencing menopause say it has a negative impact on their work life. When we avoid the conversation, we miss out on developing strategies to make life easier. Even worse, we unintentionally cause women to hide their experiences.

Ultimately you want to start the conversation so people feel comfortable candidly discussing challenges they're experiencing, and we can begin to discuss solutions like workplace adjustments to help (which is a legal obligation of employers, by the way).

So, where to begin? The CIPD recommend these steps.

??1. Research the topic you want to talk about.?Knowledge is half the battle when building up the confidence to speak up on a topic you feel nervous about.

There are lots of resources around menopause. Here are some we recommend:

Balance's Menopause Library

Newson Health's?Menopause and the workplace?booklet

? 2. Skip assumptions and ask open questions

With personal health-related topics, it's important to avoid making assumptions. Don't ask direct questions about menopause symptoms, for example, as this can make others feel more uncomfortable and less likely to open up.

Better questions invite the other person to share their experiences if and when they're ready.

??? "How are you at the moment?"

??? "I was just wondering if you're okay as I've noticed you don't seem yourself?"

If the other person doesn't provide a detailed answer, that's also ok. Say "My door is always open to chat if you'd like to discuss anything." It'll give them room to return to the conversation in their own time.

It's also best practice to ask these questions in private moments like 1:1s rather than in front of others.

? 3. Bring your whole self to the conversation

It's important to show that you're completely there for the other person during a personal conversation. It'll help them to know you're focused on listening and providing support.

Among the tips recommended by the CIPD:

?? Switch off your phone

?? Maintain eye contact

?? Accept silences and don't try to fill them

?? Focus on the person rather than the subject

? 4. Be confidential

With any personal conversation, it's essential to maintain confidentiality.

Let the other person know that you respect their privacy. If they open up about challenges with menopause and you need to share details with someone else to help them, ask their permission first.

These are just a few tips to share with your team to destigmatize personal subjects at work and give individuals more confidence to express their challenges in the workplace.