Michelle Robinson Hayes, mental health trainer and preventative services lead, Vita Health Group
We know that menopause is a completely natural part of ageing and yet many women experiencing menopause continue to face stigma and shame – both in their personal and professional lives.
In February, the Equality and Human Rights Commission (EHRC) published new guidance on menopause in the workplace following a growing body of evidence showing the negative impact of menopausal symptoms of women in work; research by the CIPD found that more than half of menopausal women were able to think of a time when they were unable to go into work because of their menopause symptoms, whilst a survey by The Fawcett Society found that one in ten women who worked during the menopause have left a job due to their symptoms.
But the impact of ignoring menopause extends far beyond the individual. The UK menopause support app Balance estimated a staggering £10 billion in menopause-related business losses for the nation, whilst Bloomberg has reported that worldwide menopause-related productivity losses can top $150 billion a year.
Given women of average menopausal age are the fastest growing in the workforce, neglecting the problem could be very costly for organisations.
Why managers are key to supporting menopausal women
Managers are critical in determining how employees experience the workplace. So much so that a survey by The Workforce Institute found that managers impact employees’ mental health (69%) more than doctors (51%) or therapists (41%) — and even the same as a spouse or partner (69%). This underscores the importance of empathetic and informed management, particularly in relation to topics that can be sensitive, like menopause.
However, despite the importance of the employee manager relationship, many menopausal women feel they cannot be honest with their manager about their experience. In fact, research has shown that 44% of women who had taken sickness absence due to the menopause had not told their manager the real reason for their absence and only 9% who had told their manager the real reason said that their absence had been recorded accurately.
Clearly there is a need for better education and awareness within organisations to reduce stigma and provide the support necessary for menopausal women in work to thrive.
Often, one of the problems is the lack of knowledge about menopause among managers, specifically how it can show up for individuals and the impact it can have in the workplace. This is often the case for managers who do not have experience of menopause themselves.
With that in mind, it’s essential for employers to equip managers with the tools needed to foster a more supportive environment for menopausal women.
Here are five things it would be beneficial for all managers to know about menopause:
1/ Menopause can trigger avoidance behaviours
Anxiety is a common symptom of menopause, which can be overwhelming for women, particularly if they have not previously experienced significant anxiety. This can lead to avoidance behaviours, where employees shy away from challenges or opportunities, such as applying for promotions, due to feelings of inadequacy or fear. Managers may notice that once-confident employees become more reserved, avoiding situations that trigger anxiety.
2/ Absenteeism may be common
Menopause often brings with it a host of physical symptoms, such as sleep disturbances, hot flashes, and fatigue, which can make regular attendance at work challenging. Absenteeism may be particularly prevalent among women experiencing severe symptoms as they may often need to take time off to manage their health. The burden of absenteeism can be mitigated through flexible working arrangements and open communication about an individual’s needs during this time.
3/ Menopausal women are more prone to accidents
The cognitive effects of menopause, including concentration difficulties and memory lapses, are well-documented. Many women report experiencing cognitive decline during menopause, often referred to as “brain fog.” This, combined with changes in depth of vision can make women more prone to workplace accidents.
4/ Mental health challenges and depression are common
Mental health is another critical area of concern. The combination of hormonal changes, personal stress, and workplace demands can exacerbate underlying mental health conditions or trigger new episodes of depression and anxiety. Providing mental health support, such as access to counselling or employee assistance programmes (EAPs), can help to mitigate these effects.
5/ Menopause is a personal and varied experience
One of the challenges in supporting women during menopause is that symptoms and their severity vary widely. No two women experience menopause in the same way – whilst some may have mild symptoms, others may experience severe, life-altering changes. Therefore, tailored approaches are essential. Managers should encourage open dialogue, allowing employees to express their needs and challenges without fear of judgement.
Building a supportive workplace culture is key
Despite its significant impact on individuals, menopause still remains a misunderstood and often stigmatised experience in the workplace. However, by educating managers and fostering supportive environments, businesses can retain valuable employees and reduce the negative effects of menopause on wellbeing and productivity.
It’s incredibly important for managers to lead by example, support open conversations about menopause and advocate for workplace policies that are flexible enough to accommodate the diverse needs of menopausal women. Doing so will not only create a healthier, more inclusive workplace but will also ensure that experienced, talented women are retained in the workforce.
The post 5 essential insights every manager should know about the menopause first appeared on HR News.