When it comes to managing and supporting menopause, Gosia Bowling argues employers should be creating and using educational resources and training based on the principles of behavioural science and health psychology. This approach can create a more inclusive and supportive environment.
Women make up 51% of the current UK workforce and, according to research, nearly eight out of 10 menopausal women are in work. Menopause typically happens occurs between the ages of 45 -55, which is also when most women are likely to move into leadership positions.
Despite this, the challenges and difficulties faced by those experiencing menopause in the workplace remain largely invisible, undiscussed, and unsupported. That’s why, at Nuffield Health, we are embarking upon a pioneering educational research programme to help businesses create menopause-friendly workplaces using the principles of behavioural science and health psychology. The fact today (Monday 18 October) is World Menopause Day of course makes this even more topical.
What does research reveal about menopause in the workplace?
Individuals experience menopause differently and research findings are essential in revealing which symptoms women struggle with most in the workplace. There are the more well-known physical symptoms, including hot flushes and night sweats, but, according to a study, one in four women will experience serious menopause symptoms.
Changes in hormone levels influence neurotransmitters in the brain, which can lead to depression and increased anxiety. The drop in oestrogen levels can also create disturbed sleep and 60% of menopausal women report difficulty concentrating and other issues with cognition.
Research evidence reveals the factors driving menopausal women away from the workplace too. These include a range of issues from uncomfortable working environments (stuffy, overheated offices, cramped conditions) to misunderstandings amongst co-workers and not always feeling met by supportive management practices.
Menopause
Half of employers still failing to support menopause
However, despite these circumstances, many women desperately want to find solutions, which will help them stay at work. Paid employment is vital to improving their psychological health, providing fulfilment, self-esteem, and social support.
Role of behavioural science
What can behavioural science help businesses achieve?
Research can provide measures to evaluate learner knowledge, attitudes, stigma, and intentions to change key workplace practices. We learnt from our research many employees don’t need help in managing physical symptoms from their workplaces. What they want is an environment which recognises their experiences and provides the right support to enable them to thrive and reach their potential.
Educational resources and training that are based on the principles of behavioural science and health physchology do more than simply raise awareness and understanding of issues relating to the menopause. They work to actively promote a positive culture and behavioural change within an organisation to create an inclusive and supportive environment.
These are women who are at the top of their game; we need to retain this talent but with one in four menopausal women considering giving up their roles due to menopause side-effects, it’s important businesses create offerings based on learnings and research to encourage women to stay in work.
With one in four menopausal women considering giving up their roles due to menopause side-effects, it’s important businesses create offerings based on learnings and research to encourage women to stay in work.”
Businesses that invest in research are providing opportunities for their employees to directly feedback, helping women’s voices be heard at senior levels. Driving normalisation and validation is not only key to retaining employees but it can also help them better manage both the physical symptoms and psychological impact of menopause. When we can better manage stressful environments, our cortisol levels drop, which, in turn, can lessen uncomfortable physical symptoms.
Practical advice for businesses
Organisations
At this time, women bringing a claim for menopause-related discrimination must do so under one of the existing protected characteristics, usually age, sex, or disability. Acute symptoms may create disabilities, which means reasonable adjustments and protection from less favourable treatment should be made. However, these current legal limitations have resulted in employment tribunal decisions being mixed.
Responsible businesses should introduce a menopause policy and workplace adjustments to protect their employees from feeling discrimination. Not only this but once a policy is introduced organisations need to follow through on it. There’s no point in having a policy if no one knows it exists or where to go when they need support.
Line managers
Embracing awareness also takes education. There’s a lot of mystery and misinformation about this life stage. Managers can emphasise the importance of menopause knowledge by highlighting its connection to employee wellbeing.
Talk with the women and men on your team about how you might approach accommodation strategies like flexible work schedules, offering options to work from home, or delivering company training. There might also be options to work condensed hours so employees in menopause transition can take an extra day off each week for more rest and recuperation.
Through active leadership support, businesses can start to see the positive impact on productivity, culture, and the bottom line, when menopausal transition is addressed as a relevant, work-related issue.
Colleagues
Colleagues should be open about conversations and attend any relevant training or educational sessions to boost their knowledge and understanding of menopause so they can better support their peers.
Empathy and sensitivity are needed, and not for it to be treated as a joke.
Businesses have reported the success of menopause exchange forums, like virtual coffee mornings, where employees have met to discuss symptoms, struggles, and even share humorous stories to help each other through difficult times.
Podcasts or company talks inviting experts to discuss menopause-related topics are also well-received and inexpensive to provide. Subjects could include HRT, menopause and mental health. Getting men to join in the conversation with sessions on how they can better understand the menopause, to effectively support their colleagues, family members or loved ones is also beneficial with men reporting they highly value these sessions.
Individuals
For individuals, often the first step is talking.
If you are finding things difficult make an appointment with your GP to discuss symptoms and follow up with a one-to-one with your employer to discuss next steps and any reasonable adjustments that need to be made. Ask your employer to signpost you to any internal company offerings which could help you manage physical and emotional symptoms better.
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For example, company offerings like employee assistance programmes (EAPs) and cognitive behavioural therapy may be useful for those experiencing from emotional distress. Digital or virtual therapy solutions can be effective too.
Most importantly, make sure you attend any company focus groups or complete any internal company surveys so your voice is always heard.
