Kirsten Trussell of Kirsten Trussell Coaching and Consultancy
By Kirsten Trussell of Kirsten Trussell Coaching and Consultancy
Menopause. It’s no longer the taboo subject it once was but are we talking about it enough? As an employer is it on your radar? If not, it probably should be.
Women now make up nearly half of the UK workforce and within that workforce, women over 50 are the fastest growing demographic . Nearly 8 out of 10 menopausal women are in work and 44% of menopausal women say their ability to work has been affected .
It is clear to see that the significance of menopause in the workplace is increasing.
What is menopause?
Menopause is when periods stop due to lower hormone levels. This usually happens between the ages of 45 and 55. The period leading up to this is called the perimenopause, normally starting in the early forties and it can continue for many years. Everyone’s menopause is different, but this is a time of great fluctuations in hormones, and it is possible to experience a variety of unpleasant symptoms. Symptoms may continue into the post-menopause phase and may last for many years.
It is important to note that menopause could happen at any time as a result of early menopause or surgical menopause. Also, menopause can impact anyone who has a menstrual cycle including some transgender men, non-binary people and intersex people or people with variations in sex characteristics.
How does menopause impact on work?
There are many symptoms of menopause and any combination of these may affect an individual’s ability to do their job and cause them to lose motivation and confidence as a result.
The most common symptoms that impact individuals at work are anxiety, brain fog and fatigue, and these often lead to lack of confidence and self-esteem. Tasks and activities that employees have been doing for a long time can become more difficult, or even impossible, as a result of brain fog and memory issues. Tiredness brought about by sleep problems can impact on a person's behaviour and performance. Other symptoms such as hot flushes, heavy and unexpected periods, and the need to urinate frequently and urgently can be embarrassing and inconvenient.
Often individuals are reluctant to talk about their menopause symptoms and the support that they need for fear of being humiliated, ignored, being passed up for promotion or losing their job. Shockingly, one in ten women who have been employed during the menopause have left work due to menopause symptoms . Others reduce their hours, go part-time, or pass up promotion.
So, what can you do to support those individuals who are experiencing menopause symptoms in your organisation?
Treat it as a strategic issue
Openly recognise that the menopause can be an issue in the workplace and individuals may need support. Get to know the demographics of your workforce and dive into any surprising absenteeism, retention, or performance issues.
A good, but not obligatory, next step is to introduce a menopause policy, be it standalone or as a part of another policy. Make sure that it is communicated to all staff and easily accessible. Be clear on what support and reasonable adjustments are available and seek suggestions from your staff to help you develop this offer. With a policy for menopause in place, it is easier for people to raise the subject and for managers to support.
Think about the culture of your business
Encourage individuals in your business to talk about their menopause and their support needs by creating a safe and supportive environment in which they can do so. If you’re not hearing much about the menopause in your organisation, that doesn’t necessarily mean it’s not an issue. It might be that people don’t feel safe to speak up. They may be worried about being judged, demoted, held back or even worse, losing their job. Prioritising health and wellbeing across the organisation may also help those experiencing menopause related difficulties feel comfortable to speak up.
Raise awareness and offer support
Menopause can be a very difficult time. Alongside the symptoms, there are often issues around identity and place in the world. It is a significant time of change and cannot be underestimated. Mental health issues such as anxiety, low mood and panic attacks are common and will be made worse in an environment where menopause is not taken seriously.
You can actively support people affected by the menopause. You don’t need to be an expert, just be aware of what is available and where to signpost to.
• Make menopause awareness training available for everyone to build knowledge and understanding and to reduce stigma
• Share links to reliable sources of information. Many companies keep virtual menopause resources in an area which is accessible to all. Others share useful information and updates in a regular company bulletin.
• Provide space and time to help ALL employees understand and talk about the menopause. Why not allow time for staff to get together to talk informally? One of the colleges in Sussex hosts a regular menopause breakfast where anyone with an interest in menopause can get together to chat and share experiences.
• Train your managers. Give them the knowledge, information, and skills they need to communicate confidently and most importantly, to listen.
• Promote your existing health and wellbeing support that is relevant to those experiencing menopause symptoms. This could be counselling through your Employee Assistance Programme, free period care or medical cover.
Here are some changes that you could introduce and refer to in your menopause policy:
• Easy access to toilets and toilet breaks
• Regular short breaks where needed
• Free menstrual products
• Access to fans
• Adjustments to dress / uniform requirements
• Flexible start times
• Home working where possible
• A temporary reduction in duties
This guide for people managers by the CIPD is a good source of further information about the menopause in general and menopause at work and the Equalities and Human Rights Commission recently released this guidance.
__________________________________________________________________________________
Kirsten Trussell Coaching and Consultancy works with education providers, charities and small businesses that put their people first, and place high value on diversity, to support individuals who are going through the various stages of menopause to thrive at work.
Kirsten also writes a regular blog about her experiences of the menopause – ‘The not-so-secret diary of a perimenopausal woman’ which gives a candid insight into some of the symptoms!