This week I shine the spotlight on Menopause in the workplace. Things are slowly changing, and I noticed that on my own journey, but there is still a lot more that employees can and should do. After all we are a valuable resource.
In May 2022, the Fawcett Society published its largest ever survey of Peri-Menopausal and Menopausal women in the UK and the results are an eye opener!
The study found that:
77% of women experience one or more signs of the Menopause that they would describe as ‘very difficult’;
69% of women said they experienced anxiety & depression due to Menopause;
44% of women said their ability to work had been compromised;
21% of women who have to wear uniform or dress code say it is uncomfortable given their symptoms; and
81% of Menopausal women say every employer should have an action plan on the Menopause.
Staggeringly the study found that 1 in 10 women left work due to Menopause signs. That estimated at around 333,000 women leaving the workforce in the UK because of Menopause.
Though there is increasing awareness of this monumental topic, many peri-Menopausal and Menopausal women still feel unsupported, ill-informed and alone during this transformational time of their lives.
When I started my Menopause Journey back in 2016, the Menopause was still a taboo subject, especially in the workplace and even more so in the heavily male dominated sector I was in. When my Menopause became too much in 2018, my GP didn’t even relate my signs to the Menopause, so even if there had been Menopause support at work (and there wasn’t) I would not have received the right support at the time. Things were starting to change when my Menopause became too much again in 2021 and my GP recognised my breakdown was Menopause related and I was actually signed off with ‘Post-Menopausal symptoms’ (much to my husband’s horror – he was soon put right!) and I received more appropriate support when I returned to work. Thankfully the Fawcett Society study was a landmark survey, which helped to raise awareness of this important topic and helped to accelerate change, especially in the workplace.
In July 2022 the UK Government published it’s Menopause and the Workplace: How to enable fulfilling working lives; government response. This report sets out 10 recommendations aimed at bringing change and support for those on their Menopause journey. The report includes recommendations for government, employers as well as societal and financial recommendations. In March 2023, the Government announced the appointment of Helen Tomlinson as the Government’s DWP Menopause Employment Champion as part of the Government’s ‘No Time to Step Back’ policy paper. Helen Tomlinson is a Post-Menopausal woman, so understands the challenges we face, and she has a powerful vision (hooray!). I love that part of her vision is that “Menopause need not be a time for women to step back, step down or step out of their career. Post-Menopause is a time to thrive and grow, giving women the best 10, 15 or 25 years of their career.” YES!!
In the Government’s policy paper they say that there are nearly 4 million women aged 45-55 employed in the UK and women over 50 represent the fastest growing segment of the workforce – we are a huge and valuable resource.
With UK Government now getting behind this monumental topic, it’s important that employers take notice and step up to the mark. Things are improving and more and more employers are now introducing specific Menopause policies and awareness training, but it’s easy to put a policy in place and set up training, the key part is ensuring that the policies are enacted, and women really feel supported in the workplace during this time. After all, we have a lot of valuable wisdom inside of us. The Government’s ‘Help to Grow’ campaign contains useful resources for employers, and employers can also sign the ‘Wellbeing of Women Menopause Workplace Pledge’. If you are an employer do you have a Menopause Policy in Place, and have you signed up to the Pledge?
If you are an employee on your Menopause journey, know that you are not alone and there is help and support out there. Reach out to your employer, they have a duty of care to look after employees, including those on their Menopause journey. ACAS has some helpful advice on how employers should be supporting employees during this time.
Hopefully in the future, Menopause in the Workplace will be second nature, just like health & safety, and all women on their Menopause journey will be supported to thrive.
Next time I focus on a sometimes distressing, and a contentious one in our hose, Menopause sign – hair loss.
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