Workplace menopause support, advise for managers

What is the Menopause?

Please excuse me for writing this section but not everyone knows this.

Menopause also euphemistically called the “change” is a natural biological process that marks the end of a woman's menstrual cycles. Typically occurring between the ages of 45 and 55 (though this can vary), it is defined as the time when a woman has not had a menstrual period for twelve consecutive months.

The transition leading up to menopause, known as perimenopause, can last several years and is characterised by fluctuations in hormone levels. This stage of life signifies the conclusion of the ovaries releasing eggs and producing most of their oestrogen, bringing about various physical and emotional changes.

What effect does Menopause have on Women?

The symptoms of menopause can vary widely among women, both in type and severity. Common symptoms include hot flashes, night sweats, and irregular periods. Many women also experience sleep disturbances, mood swings, and difficulty concentrating at times. There are more personal and physical changes which is beyond the scope of this article. But more information can be found on the NHS website

These symptoms can significantly impact daily life and well-being, making it crucial for workplaces to offer understanding and support to those going through this transition.

The benefits of Menopause support in the workplace

Menopause support initiatives in the workplace are increasingly recognised as vital tools for fostering a supportive and inclusive environment, reducing staff absences, and improving retention rates, particularly among women. Menopause, a natural phase of life for women typically occurring in their late 40s or early 50s, can bring about various physical and emotional symptoms, including hot flushes, mood swings, and fatigue, which can significantly impact work performance and overall well-being.

Although Menopause may not be the only reason, a significant number of women leave the workforce in this period, and while that may be the right decision for them, they take with them a lot of skills and experience so making staying more attractive may give a positive return on investment.

By implementing menopause support programmes, companies can demonstrate their commitment to promoting gender equality, diversity, and employee well-being.

What can a company do to provide Menopause support in the workplace?

Culture

Women often downplay the symptoms not wishing to highlight something they may feel embarrassed about, or fear discrimination or becoming a target for some people's insensitivity. Managers who employees can trust, help build a great company culture, so building up that trust is vital in sensitive areas like this.

That said, like many issues that have a professional overlap but are broadly personal, employees should have the freedom to talk and the freedom not to talk about these issues.

Then initiatives should be taken to educate staff on approaching topics such as menopause which require understanding, sensitivity and discretion. That may include specific awareness training for managers and colleagues to help them understand the challenges women may face during menopause and create a supportive and empathetic workplace culture.

Providing access to general wellness resources such as counselling services, and support groups can also empower women to manage their symptoms effectively and seek the support they need.

Moreover, offering flexible working arrangements, such as remote work options or adjusted schedules, can accommodate the fluctuating energy levels and physical discomfort experienced by women going through menopause, enabling them to maintain their productivity and job satisfaction. Workforce Wisdom Flexitime tracking can help companies with this.

Additionally, implementing policies that allow for reasonable adjustments, such as providing access to fans or allowing extra breaks, can further support women in managing their symptoms while at work. Reasonable adjustment is a legal requirement in many cases but being proactive will make employees feel valued and often raise productivity.

By proactively supporting women through the menopausal transition, companies can not only reduce staff absences attributed to menopause-related issues but also enhance employee morale, engagement, and loyalty. Creating an inclusive and supportive workplace culture that acknowledges and addresses the unique needs of women going through menopause is not only the right thing to do but also a strategic investment in the long-term success and sustainability of the organisation.

Useful further reading

How Companies Can Support Employees Experiencing Menopause - Harvard Business Review