How to make work menopause-friendly: don't think of it as a problem to be managed

For many, menopause conjures up feelings of embarrassment, hot flushes, mood swings and sleep disturbance. It doesn’t usually conjure up thoughts about the workplace.

Stressful work environments can exacerbate menopausal symptoms. Women who enjoy higher levels of support, on the other hand, report lower levels of menopausal symptoms.

Some employers think menopause hurts productivity and is therefore a reason to avoid employing older women. But not every woman experiences menopausal transition the same way and it is wrong to assume it will always have a negative impact on wor

More and more Australian women are facing a silent career killer. It can increase their dissatisfaction with work, their absenteeism and their intention to quit their jobs. Menopause is one of the last great taboo subjects in the workplace but its impacts are great – and it’s time we talked about it.

Menopause typically occurs in women around 51 years of age. Prior to this women also pass through a period of peri-menopause where symptoms are apparent. These include fatigue, hot flushes, sleep disruption, irregular and unpredictable bleeding, urinary issues and mood swings. In all, menopausal symptoms generally last from four to eight years.

This directly relates to the workforce in Australia because the participation of women over 45 years of age is steadily increasing, particularly in the 55-64 age group. Between 1999 and 2012, this group’s workforce participation rate grew by a staggering 23%

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What do we know about menopause and work?

A large study of women over 40 working at Australian universities was conducted in 2013-14. It’s one of the few to examine this issue locally.

This research showed that menopause did not necessarily affect job performance. But there was a strong link between the severity of symptoms and reduced engagement and satisfaction with work – as well as a higher intention to quit work.

Unsurprisingly, these reactions can have negative impacts on career aspirations. A 2013 report, Older Women Matter: Harnessing the talents of Australia’s older female workforce, examined the issue of attracting and retaining older women in Australian workplaces. While not directly about menopause, this report argued that employers could reap significant benefits by examining their strategies and policies for employees in this demographic.

Studies overseas, particularly in the UK, have more comprehensively explored the link between workplace performance and menopause. It is generally agreed that women are often able to conceal their symptoms and manage their workloads. Yet they often do so at their own personal expense.

One study found that only a quarter of respondents felt comfortable enough to discuss their menopausal symptoms with their line managers. Most believed it was a personal and private matter. Other reasons for non-disclosure included the belief that it had no impact on their work, and their manager being male and being embarrassed.

The consensus then is that this important group of employees need support so that menopausal symptoms can be discussed and managed. That in turn means employees can be retained and developed. But how do employers make this happen?

Cultural influences

Features of the workplace culture and managerial styles stressful work environments can exacerbate menopausal symptoms. Women who enjoy higher levels of support, on the other hand, report lower levels of menopausal symptoms.

For some women menopause will present significant and long-term health episodes and may be covered under disability discrimination employment laws. It is also important to note that any medical information provided by a staff member is likely deemed sensitive information under the Privacy Act.

For other women, menopause was just seen as part of a broader “time of life” when many women feel energised, more free from caring responsibilities and ready to go in terms of their career.

Practical steps

There are a number of practical steps employers can take to create menopause-friendly workplaces:

Fans and easy access to temperature control were a common recommendation from our research.

Ability to work flexibly or from home during extreme weather or times when they were experiencing symptoms such as excessive bleeding or migraines.

Culturally supportive so women feel like they can reach out for support when needed.

Information ;provided about menopause – for both men and women – should be part of organisational health and wellness agendas. Book in well trained menopause trainers through Corporate Wellness Solutions. www.corporatewellnesssolutions.com.au

Cultural shifts

A shift in social attitudes can make menopause a positive experience,

Managerial systems should put menopause on the workplace agenda rather than considering it only when it becomes an “issue” or “problem”. Including menopause in occupational health and safety and human resource policies can also challenge hidden biases.

Finally, line management training is vital. All too often how menopause is dealt with in the workplace comes down to a supervisor’s personal experience and understanding. When managerial responses remain ad hoc and unpredictable, it is not surprising that 60% of women feel unable to discuss their menopausal symptoms with their line manager.

Don’t manage menopause

These steps are not just about alleviating symptoms. They are about avoiding signalling that women of a certain age are an inconvenience or less valued as employees.

So want to know the best way to support menopause in the workplace?

Provide ways to start the conversation in a positive way.

Encourage open and honest communication that does not automatically lead to discussion of performance.

Think about proactive practical steps that can accommodate symptoms.

It is about enabling a positive and productive work environment for those going through menopause, not “managing” menopause and its symptoms as a problem.

Get help to become a Menopause Accredited Business

Corporate Wellness Solutions is one of the leading Australian wellness organisations equipped to help businesses ensure better support for their staff experiencing perimenopause or menopause. They provide practical and expert training and resources to businesses to provide support to staff

experiencing menopausal symptoms at work and help managers and HR professionals to understand how they can provide the right support to their workforce. They help workplaces create an environment where everyone enjoys equal opportunity to achieve their best at work regardless of age, gender, or experience of menopause. Corporate Wellness Solutions compliance team also ensure compliance obligations are met and works with business to attain menopause friendly accreditation, which has enormous value on culture, staff retention, staff productivity and morale.

Book a menopause wellness education session through highly skilled trainers - www.corporatewellnesssolutions.com.au

GET YOUR BUSINESS MENOPAUSE ACCREDITED NOW.