It’s not just about opening a window
How can employers support women as they navigate menopause
When I last checked, there were 62 symptoms of menopause. Whether you are living with just a handful of these symptoms or more than most, they can be debilitating. The impact of these symptoms on your ability to function especially at work can be huge. We’ve got some potential practical menopause solutions.
Broken sleep, brain fog and fatigue are, from my experience, the most challenging.
Menopause is a natural yet tricky phase in a woman’s life. While it is known to typically occur between the ages of 45 and 55, the onset of perimenopause can start much earlier. This can be a scary and bewildering time for women as they face significant physical and emotional changes which they may struggle to understand.
Despite its inevitability, menopause is only now really being talked about especially with the impact on women in the workplace. While there have been huge strides in raising the profile of menopausal symptoms thanks to women like Davina McCall and Mariella Fostrup, the challenges of the menopause in the workplace still needs further exploration and understanding.
Understanding the challenges faced by women and implementing supportive measures is crucial for developing an inclusive and productive work environment. You may be completely au fait with the challenges, but we are here to explore further. There may be areas you haven’t thought of or address.
How does your organisation support midlife women and their families?
This is not just a topic for women to talk about, everyone needs to understand the impact and empathise and support. It is not a situation to fix, purely to listen, understand no support.
1. Physical Symptoms
Menopause can bring a range of physical symptoms, including hot flushes, night sweats, fatigue, and joint pain. These symptoms can be unpredictable and disruptive, making it difficult for women to maintain their usual work performance. For example, hot flushes can cause discomfort and embarrassment, while fatigue can reduce concentration and productivity.
Potential practical menopause solutions
- Menopause champions or advocates in your organisation, a listening ear to empathise and support on how to access the changes needed.
- Identify if this is something covered by your organisation’s medical insurance.
- Check or update your organisations menopause policy.
- Look to raise awareness of menopause this could include, additional training, talks from professionals.
- Encourage a culture of openness and empathy.
2. Emotional and Mental Health
The hormonal changes associated with menopause can also impact emotional and mental health. Women may experience mood swings, anxiety, depression, and difficulty concentrating, often referred to as brain fog. These symptoms can affect confidence and self-esteem, making it challenging to engage fully in work tasks and interactions. Having spoken to a friend of mine who really struggled with brain fog, she found it really difficult to remember names and words especially in stressful situations. Once when she was giving a presentation, she forgot halfway though. It was both embarrassing and hard to recover from. She made light of it but felt that she had let herself down.
Potential practical menopause solutions
- Don’t assume that the symptoms are menopause.
- Start a conversation.
- Get mental health support before starting the conversation.
3. Workplace Stigma and Lack of Awareness
Despite affecting a significant portion of the workforce, menopause is often surrounded by stigma and old fashioned sterotypes. Many workplace cultures lack awareness and education about menopause, leading to a lack of empathy and fear of saying the wrong thing. Women may feel reluctant to discuss their symptoms for fear of judgment or discrimination.
Potential proactive solutions
- Training. Training. Training. Building awareness through understanding the impact of the symptoms.
- Calling out micro aggressions and stereotypes.
- Talk to and listen.
4. Impact on Career Progression
The challenges of menopause can also impact how a woman progresses in her career due to having time off to manage their symptoms, which can be perceived negatively by employers. Additionally, the lack of support and understanding can lead to decreased job satisfaction and the woman wishing to leave.
Possible practical menopause solutions
- Recognise the situation, start the conversation and listen.
- Offer options for flexible working.
- Look into practical ways to help – access to fresh air, space to reset.
- Medical insurance support.
5. Balancing Work and Personal Life
Menopause often coincides with other life changes, such as caring for aging parents or supporting children through significant life stages like exams of leaving to go to university. Balancing these responsibilities with the demands of work can be overwhelming, exacerbating the stress and challenges associated with menopause.
Possible practical menopause solutions
- Be aware of what is going on, recognise they may need more flexible working or time to adjust.
- Find a midlife ally who can support on a day to day basis.
Solutions for Supporting Women Through Menopause
1. Creating a Supportive Culture
Workplaces should foster a culture of openness and support around menopause. This includes raising awareness through training and education for all employees, promoting understanding and empathy. Encouraging open conversations can help reduce stigma and make it easier for women to seek the support they need.
2. Implementing Flexible Working Arrangements
Flexible working arrangements, such as remote work, flexible hours, and job sharing, can help women manage their symptoms more effectively. Allowing women to adjust their work schedules can reduce stress and improve their ability to balance work and personal responsibilities.
3. Providing Health and Well-being Resources
Employers can offer resources and support for managing menopause symptoms. This might include access to healthcare professionals, counselling services, and wellness programs. Providing information about menopause and its impact can empower women to take proactive steps in managing their health.
4. Making Workplace Adjustments
Simple adjustments in the workplace can make a significant difference. This might include providing fans or temperature control options, ensuring access to rest areas, and allowing for regular breaks. These accommodations can help women manage physical symptoms more comfortably.
5. Encouraging Peer Support Networks
Creating peer support networks or employee resource groups for women experiencing menopause can provide a sense of community and shared understanding. These groups can offer a platform for sharing experiences, advice, and support, helping women feel less isolated.
Final thoughts
Menopause is a natural and significant phase in a woman’s life that can present various challenges in the workplace. By understanding these challenges and implementing supportive measures, employers can create a more inclusive and empathetic work environment. Supporting women through menopause not only benefits the individuals affected but also enhances overall workplace morale, productivity, and retention.
What steps do you think your workplace could take to better support women experiencing menopause? How can we foster a more inclusive and understanding environment for all employees?
If you feel that your organisation could benefit from external support on how to manage and evolve your menopause strategy then get in touch.