In the last ten years, the narrative surrounding the perimenopause and the menopause has started to change – for the better. As a life change, it used to be one of the most clandestine, with women masking their symptoms, which can range from low mood and brain fog, to memory problems and night sweats.
The reality is the perimenopause and menopause can have a significant impact on women’s lives including how they function at work. As campaigns to raise awareness of the (peri) menopause have burgeoned, so has employers’ realisation they have to put in appropriate measures to support women who are transitioning through this life stage – if they don’t, it can have serious implications for their workforces – one in ten women who worked during the menopause have left a job due to their symptoms.
Having menopause action plans and putting in place flexible working options are some of the ways in which employers can help support their female workforce when they reach their 40s and 50s. So what are the key factors employers need to bear in mind? A multi-faceted approach is needed:
- Policy and awareness: it’s important organisations have clear menopause policies outlining available support, reasonable adjustments and a commitment to fostering an inclusive culture. This can also include awareness training for management and a wider push to normalise the conversation around the issue.
- Workplace adjustments: flexible working is an important consideration for women in menopause – being able to adjust their working hours to help them combat symptoms like brain fog and fatigue. Temperature control is another, with fans being a good idea to help with hot flushes. Breathable uniforms and ergonomic seating to aid comfort are also useful.
- Health and well-being support: is another vital area – having menopause champions and peer support networks can provide essential assistance. Access to medical support and counselling services is also key, as depression and anxiety can escalate as a result of these hormonal changes.
- Leadership and culture shift: ultimately, sponsorship, cultural acceptance and leadership are needed for organisations to champion menopause activity and embed it into company culture. Inclusive language and understanding is needed and the support to help women through what can be a difficult time.
Partly as a result of some successful celebrity endorsed campaigns, the taboo around the subject of menopause has started to lift. Awareness of (peri) menopause symptoms and their effects has grown and women are more inclined to talk more openly, rather than mask what they are going through. This needs to be celebrated and the recognition that women need support through this life stage – just as people do through maternity, paternity or serious illness – should be common practice for every organisation.
