It’s time that we change the face of menopause at work and see menopause as not just an issue for people experiencing it, but an issue for organisations, businesses, leaders, team managers, co-workers, and all who are contributing to the integrity and innovation of the workplace. With more people staying in the workplace as they go through menopause and beyond, it’s vital that we begin to create open dialogue and conversation to look at how to support this vast, and growing, demographic.
AllBright’s founding principle is when women come together, amazing things happen. That’s why we’ve teamed up with No7 to change the face of menopause at work.
"The menopause can affect people in so many different ways. It’s such an individual journey for each and every single person." - Dr Wendy Molefi, GP and Menopause Specialist
Alongside the more typical symptoms experienced, such as hot flushes, night sweats, mood swings, anxiety, lack of concentration, brain fog, and indecisiveness, it is incredibly common for people to just not feel like themselves at this time. This can lead to feeling unable to do their jobs fully, losing confidence, affecting performance capacity, and impacting their relationships both at home and in the work environment.
During perimenopause and menopause, women are reporting not going for promotions, reducing hours, not putting themselves forward and even leaving jobs. In fact, around 14 million days are lost every year in the UK because of menopause symptoms (1), and shockingly, one in ten people will leave their jobs because of the menopause (2). Yet with the right support, there would be a much brighter outlook in the workplace. So, what can, and should, businesses be doing in order to inspire action, implement change and create an agenda of accountability? And how can organisations ensure that they support and retain their employees so that they can continue to thrive?
Firstly, let’s look at the statistics:
"The World Health Organisation estimates that 50 million women will have reached menopause by the late 2020s, and this rises to 1.2 billion by the end of the 2030s."
"The DWP estimates that women between the ages of 50 and 64 years old who are still in work, has increased by more than 50% in the last 30 years." - Helen Normoyle, Co-founder at My Menopause Centre
80% of women say their workplace does not offer advice on wellbeing during menopause. (3)
90% of women agree there is a negative stigma around menopause. (4)
So, what kind of actions would improve the wellbeing for people experiencing menopause in the workplace?
Get Ready for Menopause:
Learning empowers. It dissolves the lack of knowledge, fear and helplessness that many people can face when menopause symptoms begin to surface. It’s the first stage of acceptance, and it’s impossible to ask for the right help and seek support, without that.
Armed with knowledge, you can look for the right support and treatment needed, whether that’s through specific menopause GP-led, clinical-based, or community-created, websites and online resources, or via books, podcasts or communities. There are even free apps to work with you on your journey. Essentially, it must start with you!
In order to begin to cultivate these conversations in the workplace, people need to feel that it’s psychologically safe to do so. Your story matters!
Culture, Education & Training:
It’s vital to create a menopause and an age inclusive culture.
Workplaces must provide grassroots support, which may include clear signposts for in-house menopause support, having menopause champions, menopause support groups, events, coaching, workshops and training, which includes men too. It may be possible to provide wellbeing services such as yoga or mindfulness sessions.
Menopause policies and/or guidelines can also contribute to people feeling comfortable to ask for the support they need and help to change the status quo.
"Visible leadership from senior managers, and managers the whole way through the line is important. The benefits that you get from educating your workforce spread far beyond. It really benefits your organisation, but it will benefit society too." - Helen Normoyle, Co-founder of My Menopause Centre
Appropriate Workplace Adjustments:
To really support people going through the menopause, reasonable workplace adjustments are vital. Of course, there is no one size fits all. For example, offering flexible working hours, and working from home options, will suit more office-based roles. Adding in more toilet breaks and offering free sanitary products in the toilets, will help improve factory-based or shop floor working environments. A huge, and obvious, change could be changing the fabric of employees’ uniforms, something that NHS workers struggle with, to more natural fibres.
It’s essential that these adjustments are co-created. As Michael Kerrigan, Senior Associate Employment Solicitor Debenhams Ottaway, says:
"As an employee, you know your role better than anyone else. So, you will know what might be possible and might be achievable, to help you overcome the impact of the menopause in your workplace environment."
How can workplaces change the stigma around menopause in the workplace, both on a wider business and at a smaller team leadership level?
To break the stigma, we need to speak out about the impact that menopause has for people at work. Not just in how it affects those directly experiencing it, but also how it impacts relationships with colleagues, line and team managers and leaders.
It’s time that people who are going through menopause and perimenopause, often at the peak of their careers, need to be valued, and heard. It’s time for leaders to lean in, and to make it clear that you are committed to being the change. This includes calling out sexist and ageist banter, and to be clear that these are not tolerated in the culture you are creating. Educate and train your staff. Get familiar with the Equality Act and Disability Discrimination Act. Do your research. Take proactive steps and show your commitment!
The biggest way to change the stigma is through having conversations and to make it as easy and supportive for people to come to their managers to ask for the help that they need. Kayley Wilson, owner of Change It Up, says:
"It may not go well the first time and it may take quite a few attempts until you get the outcome that you’re looking for. But the important thing is, just don’t give in, because conversations about menopause in the workplace are relatively new. And we must make sure that together we’re pushing the conversation, which in turn will make it easier for those who are yet to begin their menopause journey."
It’s also crucial to be aware of the cultural differences as well. Diversifying our conversations, and casting the net wider, opens us up to the nuances of the menopause experience. Diversity is something that means everybody wins.
"I would challenge everybody in the workplace, wherever you’re from, whether you’re experiencing menopause directly or indirectly, to challenge stereotypes and speak up for people who aren’t being heard. Allyship is about advocating for those who don’t have a voice." - Karen Arthur, Fashion Creative and host of the Menopause Whilst Black Podcast
The more your organisation shows how menopause inclusive it is, and the more you can provide some structures and adjustments to make that person feel valued, then the more everyone can feel the possibility to thrive in their roles during menopause.
The bottom line is menopause will impact millions of people in the workplace. So, let’s get this revolution going!
"It’s so important that we as people work together to change what menopause means. To change what ageing people means. Working together, we can empower one another so that we get the choice to stay in employment for as long as we choose. And it should be a choice." - Kayley Wilson
To join the conversation and be part of changing the face of menopause at work, check out the AllBright x No7 Academy course here.
References:
(1) Publications Parliament UK survey
(3) Wates article