Menopause in the workplace and why we need positive change

Menopause and perimenopause is more widely talked about now than it was in the not too distant past, but the workplace still has some catching up to do when it comes to understanding and supporting those going through menopause.

Not that long ago, the menopause was something that was mentioned but never really talked about in detail. Aside from occasional jokes or comments about hot flushes and hormones, it wasn’t a topic that was widely acknowledged. And perimenopause was hardly ever mentioned.

Thankfully, we’ve come a long way since then and, along with other issues surrounding women’s health, it’s a topic that is being talked about more openly - at least amongst those directly affected. 

However, with more women than ever working through to retirement and going back to work after having a family, it’s not just a women’s health issue, but also a workplace issue. And it’s a big one. When we held focus groups last year, where we explored the issues facing women in the second half of their careers at work, menopause and perimenopause was one of the first topics to come up in every group.  

Almost everyone we spoke to hadn’t realised that the menopause would affect them as dramatically as it had done, in both work and personal life - or for such a long time. Most of us were aware of the more well-known symptoms such as hot flushes, but hadn’t anticipated other challenges such as brain fog, loss of confidence, being bothered by things that we once would have taken in our stride, and generally acting out of character. All of these things, combined with the general impact of going through such a significant change, can have a major effect on our mental health. 

There was a general feeling that employers, at least larger ones, were taking steps in the right direction with menopause policies being put in place (which of course are only any good if they are actually acted upon and become part of the organisation’s culture) and in some cases, menopause days being on offer and even menopause mentors.

But these real signature actions were in the minority and many of the women we spoke to had faced issues in the workplace, particularly where they found themselves working for a boss who didn’t understand the effects of menopause, or felt uncomfortable speaking about it - making references to “women’s stuff”, suggesting “just take some pills and sort it out” or making a token offer of a desk fan to help with hot flushes. 

Sadly, several of the women we spoke to had actually been triggered to leave the organisations they were working for - either out of a desire to take stock at a key point in life, or simply because they felt unsupported. Even if ultimately this was the right decision for them, it shouldn’t have happened in the way that it did.

From all the conversations we have had with women about menopause in the workplace, we’ve concluded that organisations need to do more in terms of offering support - not least educating line managers so that they feel more comfortable in supporting and managing people being affected by the symptoms.

With this in mind, our next online event, Menopause at Work: Leading Positive Change, focuses on some of the things that organisations could or should be doing in this area - and how all of us can take action to lead and drive positive change when it comes to support for those affected by the menopause. 

The event is on Wednesday 30th March at 10.00 a.m. and is for anyone who is interested in making the workplace a better and more supportive environment for those affected by the menopause.

We'd love you to join us and you can reserve your place here.

Written by Hannah Poulton

Co-founder of Nonpareil Network.

Hannah is a portfolio Marketing Director. She is also a Non Executive Director for the Welsh Cycling Union and a Lay Member for the British Chiropractic Council. She also volunteers as a Magistrate and is a Lay Member for NHS Blood and Transplant.