WHAT IS MENOPAUSE?

Diversity, equality, and inclusion in the workplace have long been key focus areas for businesses Through building an environment that embraces values and respects individual differences, organisations create opportunities where all feel accepted, heard, and understood Inclusive workplaces ensure a high-functioning, high-performing, and potentially industry-leading workplace

Many workplaces have made countless strides in this area, but some areas continue to lack This leads us to the topic at hand: women’s health and menopause

Some people may not consider menopause an important aspect of building an inclusive and supportive workplace

However, it has been suggested that 1 in 8 women experiencing menopause leave the workplace and that a further 2 in 8 have considered it

When we consider research on women’s health and observe workplace trends, it is evident why businesses need to shine a spotlight on menopause There are steps that organisations, managers, and individuals can take to create a menopause-friendly workplace

The Facts

There are three stages of menopause: Perimenopause, Menopause and Postmenopause, with menopause referring to the last menstrual period experienced by a woman. All women will experience symptoms related to menopause

It occurs usually between the ages of 45 and 60 years, with the average onset age at 51 Symptoms can often last from 5 to 10 years. They can be physical or psychological, including:

Sleep disorders or fatigue

Hot flushes, night sweats, and itchy skin

Low mood, depression, or changes in mood

Nervousness, worry, or anxiety

Reduced ability to concentrate or focus

Memory recall and concentration concerns

Migraines, headaches, dizziness, and heart palpitations

Aches and pains, muscle tension, and osteoporosis

Irregular and/or heavy periods

Urinary issues, e.g., increased frequency.

Workplaces

There are many steps that workplaces can implement to ensure that women experiencing menopause are supported This is through increasing the understanding of menopause and prioritising the health and wellbeing of employees, particularly women.

Firstly, develop, implement, and regularly review programs, policies, and procedures relating to women’s health and equality Develop and continuously review your policies relating to menopause Consult with women and women’s health experts – a perspective of lived experience for any policy, particularly those regarding menopause, is valuable in providing feedback and ensuring yours is transferable and impactful

Make sure your people are conscious of your policies Specifically, ensure leaders have the necessary skill set, knowledge, and training to proactively support their people

Lastly, provide an appropriate level of support to women in the workforce to ensure they can perform their roles. Consider their work-related tasks and responsibilities, and allow for flexible working arrangements, where possible

Leaders

Managers and leaders have a responsibility to ensure all women in their workforce are treated with genuine care and empathy

Create a safe and supportive environment for women to discuss (as openly as they are comfortable) their unique experiences, concerns, and needs around menopause

Create opportunities for conversations around increasing your knowledge and understanding of menopause, its symptoms, and its impacts Developing your competence ensures you are supporting your capacity to check in on your people and have meaningful, supportive conversations.

Ask how you may support and what assistance could you and/or the organisation provide. Remember no two women will have the same experience, nor will all women feel comfortable or willing to share

Consider workplace adjustments that can be made. These may include allowing workingfrom-home arrangements, providing hot water bottles or heat packs for pain management, and allowing desk fans or positioning workstations near air conditioning

Individuals

As individuals, speak up and out about your experience of menopause Sharing your personal story, even in smaller trusted circles, starts a process of normalising the challenges and difficulties experienced by countless women Your courage may empower not only yourself but other women, allowing them to exercise control over their narrative.

Unfortunately, there is a lot of misinformation out there in the world about menopause, so, where possible, communicate your needs, requirements, and preferences Your workplace can only aid you if they understand Provide feedback and assist your workplace in reviewing and developing policies to address menopause.

Lastly, seek support, regardless if it’s professional or from a peer You don’t need to go through this alone. There are many benefits to connecting with others and sharing your stories Remove the taboo nature of menopause and bring it out into the open where it should be

While menopause is a woman’s health issue, it is not an issue for women to tackle on their own We all must play our part in creating a safe and supportive work environment for all Take steps today to create equal opportunities for all women in the workplace.