Women Health

Human resources in healthcare is a fundamental department, especially for the well-being and productivity of the women in the healthcare workspace. The question of menopause challenges and their impact on the quality of life of employees and their ability to perform during such life cycle moments is fundamental, and let's discuss it.

Over 50% globally for the women population is likely to undergo the stages or process of menopause and out of the remaining 50% may suffer from menopausal-related challenges directly or indirectly, which are likely to affect their productivity in the workplace, this calls upon an HR manager who understands such physiological events taking place amongst the women employees population.

however, the challenge is that most or the majority of women are also making up the total of HR managers, with either little knowledge or understanding of these fundamental health challenges, and since this is not part of the HR manual or curriculum unless the individual effort to learn about it. So what is Menopause?

Menopause is a natural biological process that marks the end of a woman’s reproductive years. It can affect various aspects of a woman’s health and well-being, such as physical, emotional, mental, and social aspects. Put this way it is the period that starts after a women stop her monthly period and can last for at least 7 years, and it affects women of age between 45-55 years.

Some of the common effects of menopause are:

Changes in the menstrual cycle, such as irregular periods, heavier or lighter bleeding, and eventually the cessation of periods. During these changes it is important for HRs to understand and ensure the work environment is safe for such women without fear of embarrassment or guilt from especially male employees. To do this raising awareness about menopause symptoms is such an important aspect and should form part of training from the HR departments.

Hot flashes, which are sudden sensations of heat in the face, neck, and chest, are often accompanied by sweating, flushing, and palpitations. To help the employees, the workstations should have enough air circulation or Aircorn, cold water access station, and more importantly during this time the employee should be allowed or her workstations changed to next to a window or open space with a fresh circulation of air, or to be allowed to work from home if that will still be possible. And so it's important when we are constructing or partitioning work stations such adjustments should be put into consideration, remember some women employees may not know exactly what is happening to them at this stage, and so visiting clinicians should be encouraged in addition to having internal female councillor to talk about it.

Sleep problems, such as insomnia, difficulty falling asleep, or waking up too early. Some of the changes, and it will be important to notice and find out why all of a sudden certain employees of female factor reporting for work late, before you issue them with a warning letter, just try to understand and empathize with them, and try to find ways to encourage them including hgaving flexible work schedules and adjustment including working from home. Having reasonable work adjustments will go a long way in helping the affected women.

Mood changes, such as irritability, anxiety, depression, or mood swings. This sometimes can be worse especially if she is a manager of a department with people reporting to her. So before it gets out of hand, some recommendations including HR organizing social support that menopause champions will help address the situations in place.

Vaginal dryness, which can cause discomfort, itching, burning, or pain during sexual intercourse. This does not have much effect on employees' productivity and performance, but it's important that the woman understands herself during this period and perhaps should engage the husband or the man so that the intimacy aspect should not have such an impact on the next day to reduce the employee concentration and performance, such a difficult conversation but still important.

Urinary problems, such as urinary tract infections, urinary incontinence, or increased frequency or urgency of urination. And so when all of a sudden majority of employees are filling in sick leave, HR must try to check on employee files to ascertain their ages, and that will be an indicator. Again support is required including having proper health insurance to cover the cost of treatment and medication.

Decreased bone density, can increase the risk of osteoporosis and fractures. Therefore it's recommended not to include the employee in such tasks that require lifting of objects, or some kind of carrying heavy items.

Changes in body composition, such as weight gain, loss of muscle mass, or increased fat around the abdomen. Weight gain and good looks of ladies sometimes the perception may limit or even contribute to mental health issues which ultimately will reduce employee productivity. Social support is required during this time, and also advocacy for a good diet, with lots of nutrients, and light physical exercises should be encouraged through subscriptions of gym payments by the company just as a way to support the women.

It is important to note that the severity and duration of these effects vary from person to person and depend on various factors, such as genetics, lifestyle, health status, and cultural background. Some women may experience few or mild symptoms, while others may have more severe or bothersome symptoms that affect their quality of life and reduce productivity at the workplace.

There are different ways to manage the effects of menopause, such as lifestyle modifications, non-hormonal therapies, or hormonal therapies. The choice of treatment depends on the individual needs and preferences of each woman, as well as the potential benefits and risks of each option.

Therefore women need to consult their health care providers before starting any treatment for menopause, as they may have different effects and side effects for different women. Some of the possible risks of hormonal therapies for example include increased risk of breast cancer, endometrial cancer, stroke, blood clots, or cardiovascular disease.

In conclusion, Human resource managers within the healthcare space and all of us should remember, Menopause is not a disease, but a natural and normal stage of life for women. It can have both positive and negative effects on a woman’s health and well-being. By understanding the changes that occur during menopause and seeking appropriate medical advice and support, women can cope with the effects of menopause and enjoy a healthy and fulfilling life after menopause.

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