Why should organisations take a proactive approach to menopause in the workplace?
In 1850, female life expectancy was only 45. By 2018, when the average age of menopause was 51, our life expectancy had increased to 83.
Women are now spending greater than 30% of their life in a post-menopausal state. Given that around 3.5 million women aged between 50 and 65 are currently employed in the UK, the menopause has huge socioeconomic implications. As such, this demographic change means the menopause is having an increasing impact on the workforce.
Menopausal women are now the fastest growing workforce demographic.
Coping with menopause in the workplace
Many women still feel reluctant to talk openly to their employers about the impact their symptoms are having on their productivity and performance. The menopause hits at an age when many women are enjoying more senior and substantive roles.
Perimenopausal loss of confidence can lead to avoidance of promotion and stagnated career progression and have detrimental effects on professional relationships. Many women feel ill prepared to cope and need additional support.
Although some workplaces are now acknowledging the impact of the menopause and putting into place workplace strategies, many remain poorly equipped.
Ninety per cent of female staff report that their organisation offers no menopause support.
Women still feel that certain symptoms e.g. dysfunctional uterine bleeding remain shrouded in stigma and taboo and are often unwilling to disclose the extent of their problems.
Many will go to lengths to try to mask symptoms at work. One study showed that 47% would take time off work without disclosing the true reason for their absence. Many women drop their hours during the menopause and up to 10% stop working altogether, resulting in loss of talent and increased staff turnover.
What can organisations do to address menopause in the workplace?
- Recognise the extent of the problem.
- Create a safe culture- challenge negative stereotypes, end stigma and encourage communication.
- Develop a menopause policy. Currently only a quarter of all employers have a menopause policy in place. A robust policy minimises the risk of litigation and reputational damage. Although there is currently no specific legislation relating to the menopause, cases have been brought against employers on grounds of direct and indirect discrimination, unfair dismissal, harassment and personal injury. A policy provides management with clear direction and can reduce absences and maintain productivity.
- Provide educational and training resources in the workplace for all staff members.
- Appoint a menopause champion who can provide empathy and can signpost women to appropriate resources.
- Consider reasonable workplace adjustments for those in need e.g. table fans/ quiet spaces, altered hours/ menopause leave where appropriate.
