4 OCT 2023

The Menopause Dilemma in Workplaces: What's Missing and Why It Matters

Recent research reveals a startling oversight in workplaces when it comes to understanding and supporting women undergoing menopause.

 A whitepaper titled Pause for Thought: Reflecting on Menopause in the Workplace by Perspectus shows that a whopping 50% of women aged 45 and above believe their workplace lacks a menopause policy. Additionally, 40% are in the dark about whether such a policy even exists.

The Menopause Impact on Work

Menopause isn't just hot flashes; it can bring about symptoms like brain fog, memory lapses, fatigue, and mood fluctuations. Out of the 2,000 individuals (both men and women of varying age groups) who participated in the study, startling statistics emerged from women over 45:

1 in 20 had severe work difficulties due to menopause symptoms.
1 in 10 faced moderate challenges.
27% experienced slight issues.
Kathy Abernethy, a prominent figure from the British Menopause Society, pinpoints menopause as not just a workplace concern but a health issue. The relationship between work pressure and menopause symptoms can become a vicious cycle affecting employee wellbeing, productivity, and even staff retention.

The Management Gap

It's not just employees who are unaware. The research showed:

Only 37% of managers received training on menopause.
27% of managers were taken aback when faced with menopause-related concerns from their team.
25% were clueless on how to respond.
Disturbingly, 16% believed they were being deceived, while 8% simply ignored the concerns.
The outcome? Almost half of the women aged 45 and above felt uneasy discussing their menopausal symptoms with their managers.

The Bigger Picture

Deborah Garlick, CEO of Henpicked: Menopause in the Workplace, underscores the importance of menopause support in the context of a shrinking talent pool in the UK. A menopause-friendly workplace, she suggests, can become a magnet for talent and drive employee engagement, reduce absenteeism, and enhance performance. But there's a flip side: failing to offer support can lead to legal repercussions, financial losses, and tarnished employer branding.

While MPs have recently declined certain menopause-related recommendations, the winds of change seem evident as 63% of workers now feel that menopause should be protected under the Equality Act.

In another significant survey by health app Peppy, 75% of women thought about either resigning or cutting their work hours due to inadequate menopause support. Furthermore, 70% believed their job performance suffered due to menopausal symptoms.

What Can Be Done?

Dana Moinian, a psychotherapist at The Soke, recommends treating menopause as any other health condition. By fostering open dialogues, backed by trained personnel, and introducing provisions like flexible work hours, companies can break the menopause taboo. Additionally, connecting affected women to employee support groups and assistance programs can make a big difference. Moinian aptly concludes, "By providing education and training to create greater workplace awareness among all staff, companies will help to nurture a supportive, productive, and inclusive environment."