Menopause: top tips for employers
If I told you there was a group of people your organisation had forgotten about or ignored would you be interested?
If I told you your organisation may be open to liability for not being supportive or having a supportive structure in place would you sit up?
If I say “menopausal woman”, who and what comes to mind?
Menopause, its symptoms, the age it begins, how long it lasts and how to support women at work is still misunderstood, not on the agenda or skimmed over. What do you know about Menopause and who it affects? Did you know women can start feeling the effects in their 30s and 40s? Are you aware that there are over 30 different symptoms ranging from fatigue to depression? Women can suffer mild, medium and severe symptoms – not everyone is the same.
Did you know that the average age for a woman to hit menopause is 52? Did you also know this happens to be the same age a woman is likely to commit suicide? Coincidence? Not necessarily. Severe depression is a symptom for some women.
Are you aware that menopause can continue for decades, well into the 7th decade in fact? With retirement age increasing this means more working women experiencing symptoms for the majority of their working life.
Did you know a company was successfully sued by a menopausal woman for lack of support? This could be your organisation.
What policies and support systems do you have in place? How well do your senior people, team leaders and line managers understand the menopause and its effects?
Are you someone who thinks this is no longer an issue because people are working from home? You’d be wrong.
It’s easy to introduce some small changes that will make a huge difference to the lives of women in your workforce who are going through ‘the change’. We work with clients to help support them in establishing better practices, policies and interventions that support their female talent. Our top tips for employers are:
Make meetings shorter or introduce comfort breaks every 30–45 mins. Put simply, the menopause can mean we need to use the loo more often. Sitting in long meetings at work or via a link can be uncomfortable.
And on a similar note … ensure menopausal women do not have a long walk/journey to visit the restrooms. Urinary urgency is a common symptom and can cause embarrassment and stress.
Supply sanitary products in abundance for free in the workplace. Heavy bleeding for prolonged periods effects some women prior to menopause.
Provide lockers or enough hanging space for a change of clothes at work. Some women sweat profusely during menopause and feel the need to change outfits.
Provide tissues and fans on desks, at home and in meeting rooms. Some women experience bursts of hot flushes.
Organise a forum where women can meet and talk all things menopause.
Offer education to all staff in the form of reading, webinars or guides. Make this a topic that people feel more comfortable talking about.
Make sure your staff know who to approach or how to find help.
Encourage consultation if there are reports of a woman behaving aggressively or having a change of behaviour rather than going down the disciplinary route. Feelings of aggression are common during menopause.
Create safe spaces where women can go to find solace or a space to breath.
If you would like help creating a menopause policy, learn how you can support or educate your workforce, create a menopause guide or speak with a specialist coach, contact us for an exploratory conversation.