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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.

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Women's Wellness Blog

Domestic Violence

What is Domestic Violence?

April 19, 20249 min read

Domestic violence includes a wide range of behaviours usually between current or former partners, typically where one partner tries to control or dominate the other, or cause them to fear for their own, their children’s or family and friends personal safety or wellbeing.

Domestic and family violence and coercive control can impact anyone, regardless of age, ability, ethnicity, sexual orientation, gender, location and socio-demographic groups.

If you are concerned you or your loved one is experiencing domestic abuse, please look at the checklist below for assistance.

We can help you find the help you need. You are not alone! We can help discuss your exit strategy, get you access to specialist support, take legal steps to help protect you and your family.

Please also refer to our website for contact numbers for Australian emergency domestic violence services..

NOBODY EXPECTS VICTIMS OF DOMESTIC AND FAMILY VIOLENCE TO SUFFER IN SILENCE OR CONTINUE TO DEAL WITH ABUSE – NOT NOW, NOT EVER.

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PHYSICAL OR SEXUAL ABUSE

Physical abuse involves causing OR threatening physical harm to control you, for example:

  • slapping, hitting, kicking, punching,

  • choking, suffocation or strangulation; anything that prevents you from breathing normally,

  • anything that causes injury,

  • threatening or actually damaging your property including punching holes in walls or breaking furniture, damaging your car and/or belongings,

  • threatening to harm you or your extended family or friends,

  • physically restricting your movement, for example locking you in a room or house or preventing you from leaving,

  • threatening to, or actually, harming your children or your pets.

Sexual abuse can include:

  • forcing or coercing you to have sex or engage in sexual acts without your consent,

  • unwanted exposure to pornography or forcing you to engage in pornography,

  • deliberately causing pain during sex,

  • using sexually degrading insults or humiliation during sex,

  • not letting you use contraception or forcing you to use contraception that you do not want to,

  • tampering with your contraception without your knowledge,

  • pressuring you to have a termination you don’t want, or not allowing you to access a termination of pregnancy,

  • forcing someone to participate in sexual acts (not consenting),

  • threatening to post explicit images or videos of you - ’revenge porn.’

EMOTIONAL and PSYCHOLOGICAL ABUSE

They can be mean but is that emotional or psychological abuse?

Emotional or Psychological abuse is not always easy to identify, but it can really lower self-esteem and your confidence, leave you feeling scared and threatened. It can include:

  • constant criticism, put downs and name calling, often in relation to your appearance, level of attractiveness, or parenting ability,

  • controlling what you eat or wear,

  • intentionally belittling and embarrassing you in front of others (in person or by email, text etc),

  • threatening they will commit suicide or self-harm to intimidate and control you,

  • threatening that they have or will get a gun licence,

  • deliberately trying to turn the children and friends against you,

  • controlling your access to medications or any other health assistance,

  • preventing you from going to hospital when injured,

  • gaslighting you – playing mind games which causes you to doubt your own memory, recollection of the events, perception, sanity,

  • trying to convince you or spreading rumours that you are crazy or a liar or suicidal,

  • repeated threatening or aggressive text messages, phone calls or phone messages or DM’s,

  • blackmailing or extorting you over something includes messages, photos, family secrets,

  • stalking:

    • following you on foot or in the car to your home, workplace, your relatives homes, places they know you will be on various days/times,

    • frequent ‘drive-bys’ of your home or workplace etc,

    • taking and reading your mail or going through your rubbish bins,

    • constant phone calls to you or family and friends, day and night (including hanging up),

    • waiting outside your home, workplace or study areas,

    • leaving unwanted notes or gifts for you to find;

    • talking to friends, neighbours or your children about your movements or activities,

    • constantly keeping check on where you are and what you are doing.

COERCIVE CONTROLLING BEHAVIOUR

Coercive control is a form of domestic and family violence. It is a pattern of abusive behaviours used against a person to create a climate of fear, isolation, intimidation and humiliation. Coercive control can include physical and non-physical forms of abuse, and may involve a pattern of one or more of the types of abuse detailed on this page. This includes forcing, intimidating or manipulating a person to do things they don’t want to do. It might make you feel unsafe, scared, threatened or like you are walking on eggshells.

TECHNOLOGY BASED ABUSE

Technology-based abuse and surveillance can include:

  • constantly texting or direct messaging or calling you or your family,

  • checking your phone and other devices without your permission,

  • denying you access to technology or internet access or monitoring your internet usage (looks at your browser history etc),

  • monitoring you on social media, or actively abusing and humiliating or defaming you on social media,

  • using tracking devices to monitor your whereabouts (with or without your knowledge) including spyware on mobile phones, GPS trackers attached to vehicles, cameras in children’s gifted toys, geolocation through Facebook photos, cameras hidden behind photos that are sent,

  • taking video or audio-recordings of your home, car and workplace, with or without your consent or knowledge,

  • posting sexually explicit images or videos of you online without your permission,

  • identification theft to access your information including accessing your credit report (which contains a lot of personal information), health or banking details, MyGov account, private medical benefits insurance, frequent flier programmes,

  • using pretexting to gain access to your bank accounts, telephone records, cancel your credit cards, electricity, gas and credit cards, affect your business records and business reputation,

  • impersonating someone to get access to personal information.

FINANCIAL ABUSE

Financial abuse may often start with subtle, controlling behaviours and end up with someone taking complete control over your money and finances, for example:

  • getting very angry about you spending money which would be reasonable to spend,

  • taking your work related income or welfare payments or restricting your access to joint bank accounts,

  • stealing money from you or your family;

  • refusing to pay for yours or the children’s necessary items such as food and medicine,

  • misusing your joint money or property, or threatening to do so,

  • forcing you to file false tax claims or other legal/financial documents,

  • making you feel as though you don't have a right to know any details about money or household decisions,

  • making key financial or investment decisions that affect you or your family without consulting or reaching an agreement with you,

  • forbidding you from working or attending educational or training sessions,

  • removing you without your consent from the family private medical benefits,

  • putting bills in your name and running up debt in your name or joint names,

  • forcing you to apply for a credit card or personal loan in your name, against your wishes,

  • making you sign contracts or loans, mortgage documents, legal documents such as Wills,

  • forcing you to agree to a power of attorney which would enable your partner to legally sign documents without your knowledge or consent,

  • forcing you to work in a family business without little or no pay,

  • running up debts in your name or joint names,

  • refusing to work and intentional disinterest in finding a job to help support the family,

  • gambling joint money,

  • refusing to pay child support,

  • threatening to falsely report you for 'cheating' on your benefits so they will be cut off,

  • forcing you to cash in, sell or sign over any financial assets or inheritance you own including shares or property.

SOCIAL ISOLATION ABUSE

Social isolation may often start with subtle, controlling behaviours that can end in completely isolating you from your friends, family and support networks, for example:

  • continually criticising your friends and family,

  • purposefully humiliating you in public or in front of other people,

  • moving you away to a geographically isolated location to further separate you from your support network,

  • preventing you from getting your drivers licence or taking other transport,

  • refusing to allow you to have any employment,

  • controlling which friends and family members you have contact with.

VERBAL ABUSE

We often say things we regret, especially in the heat of the moment, but is that verbal abuse?

It can include abuse to your face or electronically including:

  • aggressive yelling, shouting or swearing,

  • using words to intimidate or cause fear,

  • frequently accusing you of having affairs,

  • constant criticism and put downs.

  • public humiliation.

RELIGIOUS AND SPIRITUAL ABUSE

  • ridiculing beliefs, customs, cultural traditions,

  • forcing you to join their religion,

  • stopping you from taking part in your religious or cultural practices,

  • misusing spiritual or religious beliefs and practices to justify their abuse and violence.

IDENTITY BASED ABUSE

Identity-based abuse is often specifically targeted at people from the LGBTIQ+ communities. It can include:

  • threatening to reveal your sexual orientation—outing you—to others,

  • threatening to reveal your HIV status to others,

  • using your concern that support services may be homophobic or transphobic to discourage you from seeking help,

  • isolating you from your family, community, or LGBTIQ+ spaces, or threatening to isolate you if the relationship ends.

PLEASE NOTE:

1. You don’t have to be legally married to experience domestic violence in a relationship!

Violence is considered domestic violence when any of the behaviours listed above take place in any of these relationships:

  • an intimate personal relationship—two people of any gender, who are, or were, a couple, engaged, married, in a de facto relationship, or parents of a child.

  • a family relationship—two relatives (by marriage or blood), including a child over 18, parent, stepchild, stepparent, brother, sister, grandparent, aunt, uncle, nephew or niece, as for some community groups, a person who is not related by blood or marriage but is considered a relative.

  • an informal care relationship—one person who is, or was, depending on another person for help with daily living activities (not paid services).

2. Domestic Violence extends to children seeing violence, like their parent being hurt, being called names, things being broken or police arriving.

3.  Before you decide to leave a domestic violence situation, it is best to ensure you have a safe exit strategy. Where possible, seek assistance to plan a safe departure for you and your children. If it's an emergency call 000.

All forms of domestic, family and sexual violence are serious and never acceptable.

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