In partnership with Vichy Laboratories, two women share their experiences of the menopause to explain how Irish businesses can help to support menopausal employees.
The menopause can cause numerous symptoms that last for a number of years, so it’s not surprising that it could affect our performance at work. In fact, recent research from AllBright found that half (50%) of Irish women said their symptoms impacted their ability to do their jobs.
Despite this, 77% of the Irish women surveyed said they did not feel comfortable talking to either their team or their line manager about their menopause, or discussing the ways their organisations could potentially help them manage their transition more effectively. With menopause affecting approximately half of the Irish population, it’s clear that it’s time to change the narrative around this important health issue in the workplace.
In order to help break down the taboo that surrounds menopause, AllBright joined forces with Vichy Laboratories to run the Let’s Not Pause Ireland Summit, an important step forwards in reframing the conversation around this significant phase of women’s lives. Vichy Laboratories has over 20 years of dedicated scientific research and development into menopause diagnosis and education to help women feel better equipped for and supported in their experience. With Neovadiol, a dedicated skincare range for menopause, Vichy Laboratories has long been a pioneer in this space and continues to be passionately committed to the wider conversation and movement.
Read on to hear two women share their experiences of the menopause, and their thoughts on how Irish businesses could help move the conversation forwards, to support menopausal women in the workplace.
Please tell us about your career so far?
That’s a very long story spanning 40 years, with many unusual turns; menopause being a great example of that. My first career was in financial services, working my way up the ladder to become a bank manager. Then, while I was studying for my MBA, I decided to take a complete change of direction, and moved into communications. This spanned a 20-year career, culminating in becoming a Communications Director.
Then, when I was preparing for the early retirement I’d planned, I launched henpicked.net, our online community for women. This led to my current focus, which is changing the way everyone thinks and feels about menopause. I’d heard so many stories from women that they were struggling, and the more I looked into it, the more I didn’t understand how a phase in our lives could lead to stigma and so many people suffering in silence. So my big life passion is to change that!
Please tell us about Henpicked – why did you create it? Who is your audience? What have been the highs and lows so far? What do you hope to achieve?
Henpicked.net was created for ‘women who weren’t born yesterday’. My view back in 2012 was that there was lots of help and support available for mums and teenagers online, but that women like me weren’t represented. The idea was to share ideas, tips and support from the lessons we’ve all learned, to help us make the most of our lives.
Please tell us about your experience of going through the menopause, including your symptoms and the severity of these, and how old you were at the time?
Bumpy. Alone. Like so many women I speak to, I hit my menopause transition not knowing what I was experiencing, or what I could do about it. My symptoms started with excruciatingly painful periods that landed me in hospital a couple of times. However, the doctors had no idea what it was and at 45, ‘perimenopause’ didn’t spring to anyone’s mind. That was followed by other symptoms, both physical and psychological.
My work life and personal life were affected; I just didn’t feel up to my job anymore, and I struggled to keep on top of it. Menopause knocked my confidence, my self-esteem, and my interest. A year later, following a private consultation with a women’s health specialist, menopause was diagnosed and treated. I took HRT and within a month I was back to my former self. Awareness, education and support would have made the world of difference to me.
What was your experience with your employer while going through the menopause?
I loved my job and I still love the employer that I worked for – I’m a loyal shopper. I’d already left before menopause was diagnosed and a big part of that was because I wasn’t coping. That year was the first time I didn’t hit an ‘exceed’ performance review. It’s funny that that meant so much to me, but it was a turning point.
What support could Irish businesses be offering to menopausal employees?
We know that some women consider leaving work during their menopause, and it is completely unnecessary. That’s a cost to a business: losing talent they’ve invested in, and replacing them. It doesn’t take a lot to change that picture and the inspirational employers that are raising awareness, education and support in their organisations are showing us this. They’re making it clear that they care about their employees’ wellbeing, diversity and inclusion, by putting menopause policies or guidance documents in place, training up line managers, raising awareness of menopause and offering support.
We’ve supported hundreds of employers on this journey and the common themes are the difference it makes and that it was easier than they thought. It’s a true win-win for workplaces, and a big plus for the cultural change that is needed around menopause, both in and out of work.
What steps could Irish businesses start taking today in order to inspire action, implement change and create an agenda of accountability?
Commit to being a menopause friendly employer; that shows that you’re taking it seriously. Tell your employees that you’re doing it. Our experience tells us that as soon as the conversation is opened up, you’ll be surprised who joins in and you can ask your employees what would help them. This is how so many employers have started their journey; passionate advocates have come forward and been keen to be involved in their organisation’s campaign.
Employer’s plans differ; they’re unique in terms of their leadership, culture, what they already have in place and, of course, the work roles. But the areas of focus are the same. Make it clear that you take menopause seriously in the workplace with a policy or guidance document. Drive engagement to get everyone in the conversation, to raise awareness of the facts about menopause. Train up your managers and support teams (HR or OH). Look at your facilities and uniforms; is there anything that needs changing to support those experiencing symptoms? For example, you could supply desk fans, uniforms made in breathable fabric, changing facilities and so on. These programmes don’t cost much, but they can have big returns.
What advice would you give to other women currently going through the menopause
I’d say read up about it; understand what menopause is, as well as the symptoms and the options on managing them. There really is so much you can do to reduce symptoms and not let them get in the way of your enjoying life or work. Do ask for help; I wish I had, and I know it would have been available.
From our experience, many don’t realise that what they’re experiencing is the menopause; too many of us think we reach it at a much older age than we do, and that’s part of the problem. So we should all read up on the menopause to be prepared, whether it’s us experiencing it ourselves, or helping us to support a partner, family member, friend or colleague. Understanding about menopause is a life-skill. One day, we’ll get to the stage where people say things like, ‘of course I know about menopause’, ‘no, my symptoms didn’t get in the way for me: I knew what to look out for and I knew what to do.’
The changes we’re making today can help those already experiencing menopause, and they’ll also help the generations to come.
Please tell us about your career so far?
Prior to setting up The Menopause Hub, I’d spent over 30 years working in the corporate sector as a senior commercial marketer. I’ve had the privilege of working with some great multinationals, such as Mars Inc., Diageo plc., Kerry Group plc., and Ardagh Group plc., both internationally and in Ireland. I also worked for Jacob Fruitfield, and was awarded Marketer of the Year in 2011.
I have lectured in Marketing and Communications in the Michael Smurfit Business School on the MSc and MBA programmes. I ran my own consultancy business for a while, and worked across a variety of sectors in strategic planning, new product development and go-to market strategies. I have just stepped down from the Board of our National Theatre, The Abbey, where I was a ministerial appointment. I chaired the Gender Equality Committee as well as the Development Committee, and was a member of the Audit and Risk Committee. I had a wonderful career, fantastic training and met some superb friends along the way.
Please tell us about The Menopause Hub – why did you create it? Who is your audience? What have been the highs and lows so far? What do you hope to achieve?
I launched The Menopause Hub in Dec 2018, borne out of my own experience of going through menopause, which I felt was challenging, confusing and isolating. I was so unprepared for menopause, just like many other women in Ireland. I knew nothing about menopause (except that it involved hot flushes and no periods). I had never even heard the word perimenopause! I was 49, and felt that I was far too young to be experiencing menopause. I thought it happened to women in their late 50s or early 60s.
There is so much awareness and education needed around menopause. So I decided to do something about it; I launched Ireland's first dedicated menopause clinic. Can you imagine that there was no dedicated clinic before that, in 21st century Ireland? Given my own journey, I wanted to set up an evidence-based clinic, so we opened with doctors, a psychologist, then added a dietician and nutritionist, along with a women's health physiotherapist and an acupuncturist.
We are the only dedicated, multidisciplinary menopause clinic in Ireland. I called it The Menopause Hub, so that I could add services to the clinic according to what women need. I am an advocate for menopausal women and have lobbied with the government, the major political parties, the Department of Health and the ICGP (Irish College of General Practitioners). This year, I have launched our Menopause in the Workplace Programme, to help employers create more menopause-friendly workplaces. I have spoken on many webinars, at conferences, on podcasts and in the media, in an effort to break the taboo and the stigma of menopause. I also host a World Menopause Day conference every year. I want my generation to be the last to have to suffer in silence as they go through menopause, a life event that around half of the population will go through and the other half will be impacted by. As the saying goes, there is nothing certain in this life, but death and taxes.... and menopause.
The primary audience for The Menopause Hub is women experiencing menopause, including perimenopause, post menopause, surgical menopause and premature menopause. The values of The Menopause Hub are the 3 E’s; Education, Empathy and Empowerment. I’m aiming to bring menopause out of the shadows, to ensure it becomes mainstream, and that women are given information, facts, treatment options and support in what, for many, can be a challenging phase of their life. In fact, our research conducted in October 2021 showed that, out of 1,150 menopausal women, over 80% had symptoms, and 30% described their symptoms as severe or debilitating.
There have been many highs and lows throughout the process. The highs are the rewarding feelings that come from the feedback we receive, typically when women tell us that they 'have got their old life back', that they 'feel like a new woman' or that they 'no longer think they are going crazy'. This makes the lows worthwhile. I am thrilled to say that we have an excellent team now, and we all work together in supporting and changing women’s experiences of menopause. And of late, the biggest challenge is keeping pace with growth and expansion.
Please tell us about your experience of going through the menopause, including your age, symptoms and the severity of these?
Given my ignorance around perimenopause, I completely missed the perimenopausal symptoms that plagued me throughout my 40s. I had bad headaches and was sent by my GP for a brain scan. Luckily it was clear. Then I was plagued by UTIs (Urinary Tract Infections) and was on antibiotics for months on end. Then I had dizzy spells. I was so tired (I described myself as a slow puncture), I gained weight, I had brain fog, memory loss and I felt as if my mood was flat. I had no mojo and night sweats.
Then once my periods stopped, and the hot flashes started, I knew that I was menopausal. I had 20-30 hot flushes a day and at night. The duvet was on and off all night long, impacting my sleep. I had to get up to go to the loo at night. When I coughed, laughed or sneezed, I had a slight leak. Then I got pains in my ankles... all on top of my perimenopase symptoms. The joys of menopause!
This went on for three years, and it was relentless. I was worn out and could see no end in sight. Then I went to see a menopause specialist, and got educated about what was happening to my hormones, my body, my mind, and my emotions. I started on HRT, taking two separate hormones, estrogen and progesterone. After three months, testosterone was added in and bingo! I was back to my old self. I wish I had known then what I know now. I would have had a significantly better quality of life over 10 years. And who doesn't want that?
What was your experience with your employer while going through the menopause?
My menopause was very visible, particularly the hot flushes. Imagine the scenario; presenting to a board or a group of senior managers, usually male, and then mid-sentence a flush comes on. It is embarrassing, throwing me off my train of thought. However, I said nothing. I was scared of embarrassing others, or myself, and afraid that people would see me as 'old' and 'past it' or 'an irrational woman'. I preferred that people did not know. But that was then. If it happened now, I would behave completely differently. I would be open about my menopause. We all need to start to normalise menopause and de-stigmatise it. It has been taboo for too long.
What support could Irish businesses be offering to menopausal employees?
Employers have a duty of care for their employees and that includes menopause. The health and safety legislation means that employers need to ensure the workplace is compliant. Therefore looking through the lens of menopause is the best way to achieve that. In addition, 50% of the women in our research tell us that their performance is affected 'a little' at work, whereas a staggering 30% tell us that their performance is affected 'a lot' at work. Therefore employees may need support to ensure they can perform at their best. (Source: Research by The Menopause Hub, October 2021, 1150 respondents)
Employers could start by introducing awareness and education training for staff, managers and HR. Appointing menopause champions can help to provide a confidential ear. Employers could also look at reasonable adjustments on an individual basis, such as access to temperature control. They also need to consider the introduction of a menopause in the workplace policy. Employers need to tell their staff that they are willing to offer support to menopausal women, just as they have done in mental health and other areas.
What steps could Irish businesses start taking today in order to inspire action, implement change and create an agenda of accountability?
Organisations have already embraced mental health in the workplace, so there’s no need to completely reinvent the wheel. Many of the pillars and programmes that have been launched for mental health can be adapted for menopause. Organisations should review their employee profile, identifying how relevant menopause supports might be. Then they should survey and conduct some focus groups, to understand what staff and management know about menopause and how best to support it. This should be followed up by a commitment to changing the way menopause is supported in the workplace. Communication needs to start from the top down, with a suitable programme of education and awareness put in place. Progress can be tracked over time. A menopause policy should not sit on a shelf, but be a living document that gradually becomes part of the DNA of an organisation. We are currently working with many organisations, big and small, for-profit and not-for-profit, and we are embarking on this journey with them.
What advice would you give to other women currently going through the menopause, particularly with regards to their careers?
The menopause is not an older woman's condition. It affects us as we are reaching the peak of our careers, often when we are sandwiched between looking after kids, alongside working and looking after ageing parents. So, I say to you, please don't suffer in silence. There is help available. You do not need to struggle. You do not need to 'put up and shut up'. And if your work is being impacted, speak up. Speak to HR, speak to your line manager, create a support network. Look for supports to help you do your job. They can be reasonable adjustments that cost little, but make a big difference to you.
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If you're looking for more information about the menopause, please visit the HSE website here. Please not this article does not constitute medical advice, always speak to your doctor or GP if you have any concerns or questions.