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The Midlife Professional, Menopause and the Workplace

Women over 50 are now the largest growing workforce demographic. Increased rates of employment among women aged 50 and above mean more women than ever before will experience menopause whilst at work


Let’s examine how menopausal symptoms impact women at work, and how creating a supportive environment and targeted interventions can improve midlife employees' well-being while also promoting retention of this highly skilled cohort, a broader and more vibrant workforce, and a thriving more productive, and profitable organisation.


Understanding Menopause and its Impact on the Workplace


I have covered the basics of the menopause transition (ages, stages, and symptoms) in an earlier newsletter, so I will not cover this here. What is clear, is that menopause symptoms do have an impact on women in the workplace, one paper suggests the top 5 symptoms women found bothered them most are


  • Fatigue

  • Hot flushes

  • Difficulty focusing or concentrating

  • Anxiety and worry

  • Insomnia

  • Problems with memory recall


If not taken care of properly, these symptoms may have a negative impact on a person’s physical and mental well-being, productivity, and interpersonal relationships. In future newsletters, I will look at the symptoms individually in more depth.


In fact, the British Medical Association discovered a recurring trend of exceptionally talented women quitting general practice, their jobs as clinical executives and directors, and quitting medicine sooner because they were unable to get support from colleagues or management as they struggled


The workplace plays a significant role in many women's lives and is not immune to the changes or symptoms they experience during the menopause. It's crucial for employers to recognise and acknowledge the impact of menopause on women's overall well-being and performance and introduce relevant support so they can thrive at work and halt the drain of this skilled part of the workforce


How can a person with symptoms cope at work?


Though not an exhaustive list, here are a few strategies you can employ to make you feel more comfortable if you are a person who is impacted by menopause symptoms at work:


Open Communication: It's essential for you to communicate your needs with your supervisors and colleagues. Having an open conversation about menopause-related symptoms and potential accommodations can lead to a more understanding and supportive work environment.


Flexible Work Arrangements: You can also negotiate flexible work arrangements with your employer or team, such as adjusting work hours or working remotely on certain days. This will allow you to have more control over your schedule and balance work demands with self-care.


Dress Comfortably: One common menopausal symptom is hot flushes. Wearing breathable materials and layering your clothing might help you better regulate your body temperature throughout the day.


Stay Hydrated: Drinking plenty of water can help alleviate some menopause symptoms, including hot flushes. Having a water bottle at the desk and taking regular hydration breaks can be beneficial.


Practice Stress Management: Stress can worsen menopause symptoms. Engaging in stress-reducing practices such as deep breathing exercises, meditation, or taking short walks during breaks can help manage stress levels.


Create a comfortable workspace: If possible, adjust your workspace to enhance your comfort. This might include having a fan, ergonomic chair, or cushioning for added support.


Healthy Lifestyle Choices: Regular exercise, a balanced diet, and adequate sleep can contribute to better overall well-being and help manage some menopause symptoms.


Build a Support Network: Connect with colleagues, friends, or online communities where you can share experiences and seek advice. Having a support network can make the journey through menopause more manageable.


Practice Self-Care: Taking care of yourself both inside and outside of work is essential. Engage in activities that bring you joy and relaxation, whether it's reading, spending time outdoors, or practicing a hobby.


How can employers support menopausal women?


Here are some of the best practices recommended for employers again, this is not an exhaustive list


Leadership buy-in

It’s important for leaders in an organisation to have buy in and be vocal about their commitment to workplace menopause support, when this is the case, their positive stance and message is recognised, permeates, and is cascaded throughout the organisation to influence others


Break the Silence

Despite its prevalence, menopause has often been treated as a taboo topic, resulting in a lack of open conversation, and understanding. This silence can create a sense of isolation for people experiencing menopause-related symptoms at work. Employers can initiate a cultural shift by encouraging open dialogues about menopause, destigmatizing its discussion, and promoting awareness. When women feel comfortable sharing their experiences, it not only fosters a sense of community but also educates colleagues about the challenges they might be facing.


Create a Supportive Work

Environment A workplace that recognizes and supports menopause can make a positive impact on employee morale and productivity. Simple accommodations such as providing flexible work hours, access to private spaces, and opportunities for breaks can go a long way in helping women manage their symptoms. Additionally, employee wellness programs that offer resources for coping with stress, improving sleep, and maintaining a healthy lifestyle can contribute to a more resilient workforce overall.


Train, Educate and Empower

Employers should provide training to all staff and line managers about the menopause, to increase awareness and provide the right tools and support people need to help them Menopause workshops or seminars to educate both women and men about the physiological and psychological aspects of menopause will be useful. This knowledge can lead to a more inclusive work environment where everyone understands the challenges and can work together to find solutions. Empowered employees are more likely to seek help when needed and continue contributing effectively to their teams.


Guidance, Policy & EDI Efforts

Organisations should choose to have either a guidance document or policy that stipulates their approach and consideration of menopause as a relevant topic to be addressed within the organisation.  As organisations strive for greater diversity and inclusion, menopause should not be overlooked. Acknowledging the unique experiences and needs of people going through this phase contributes to a comprehensive approach to inclusivity. By creating policies that address menopause-related concerns and ensuring that women feel supported and understood, companies can make substantial strides toward a more equitable workplace for all.


Some more practical steps to take are:

  • Provide desk fans

  • Providing extra uniforms – lightweight, natural fabrics, uniforms such as scrubs are preferable in hospitals or clinical settings. Allow for changing of uniform in the workday

  • Offer flexible working and reallocate certain tasks

  • Provide private rest areas

  • Ensure there is constant access to water and toilet facilities

  • Provide supply baskets –could consist of hand fans, sanitary items, water, etc


Finally

Personally, in my role at NHS England, it’s a privilege to be responsible for bringing some of the interventions mentioned to our 1.3 million-strong NHS workforce.


As 1 in 5 of the entire workforce is in an age group that could be impacted by the menopause, support to these colleagues is essential to ensure they thrive and remain at work to deliver the excellent patient care we rely on as a nation.


The NHS recognises menopause impacts staff well-being and their retention, hence our work around the menopause to create support, amongst other initiatives is a big focus of our retention plans and aligns also with the retention focus of the recently announced NHS Long term workforce plan


To date, we have:


There is more to come – specific e-learning modules for Occupational health and Human resource professionals and an optimal clinical pathway for clinicians is near completion and planned to be piloted in a region before rolling out nationally.


Our NHSE initiatives are national, however, there is also fabulous work being done up and down the country at a local level in different trusts and regions where tailored initiatives and support exist for staff locally.


Menopause should no longer just be seen as a women’s issue, addressing menopausal symptoms at work is a sign of how inclusive and compassionate today’s workplace has become. The work has started but there is still much more to do. Women need a supportive environment that acknowledges and gives them the resources they need to thrive and stay in the workplace as they navigate the menopause journey.


That’s it for this blogpost, I’d like to hear your thoughts so please feel free to reach out here.


Till next time Bukky x


References:

3.    Hill A. Female doctors in menopause retiring early due to sexism, says study. The Guardian (London) 2020 August 6.

4.    Garlick D. Menopause in the workplace: introducing good practice. Endocrinologist 2019; 131: 16

 
 
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