Supporting Menopausal Employees in the Workplace: Key Findings and Recommendations

November 29, 2024

Recent research from the University of Galway and University College Cork highlights the significant challenges faced by women experiencing menopause in the workplace. Released on World Menopause Day, October 18, 2024, the study, titled Menopause in the Workplace, surveyed nearly 1,000 individuals, including 835 women and 151 men, to better understand the impact of menopause on women's professional lives and the support provided by employers.

 

The Hidden Struggles of Menopausal Employees

The findings of the study reveal that menopause remains a largely unspoken and even taboo subject in many workplaces. According to the research, 68% of respondents reported that menopause is not discussed at all in their workplace, with 8% describing it as a “taboo” topic. Despite menopause being a natural part of life, the study emphasises the ongoing silence around it, particularly in professional environments where such discussions are crucial for understanding and addressing the needs of employees experiencing symptoms.

 

Additionally, a concerning 75% of respondents were unsure whether their company had a menopause policy in place. This lack of awareness is compounded by the fact that only 12% of respondents felt comfortable discussing their menopause experiences with their manager, indicating a significant gap in communication between employees and employers.

 

The Impact on Employees and Organisations

The symptoms of menopause, including physical and mental exhaustion, hot flashes, and sleep disturbances, can significantly impact a woman’s performance at work. The study highlights that many employees struggle to manage these symptoms, which can affect job satisfaction, productivity, and overall well-being. Despite this, 29% of line managers expressed feeling unprepared to support menopausal employees, showing that the lack of awareness and training is a widespread issue.

 

Dr. Elaine O’Brien, from University College Cork, emphasised the importance of addressing this issue in the workplace: “Our study sheds light on the taboo nature of menopause at work and the need for targeted interventions. We find that while some women do discuss menopause with colleagues, only a small percentage feel comfortable addressing it with their managers.”

 

Recommendations for Creating a Supportive Workplace

To address these challenges and improve the experiences of menopausal employees, the study offers several key recommendations:

 

Training for Managers and Employees

One of the most crucial steps organisations can take is to implement targeted training for line managers, HR teams, and employees. This training should focus on understanding menopause and its impact on employees, breaking down stigma, and providing clear guidance on how to support menopausal workers. By fostering an environment of understanding, employers can help reduce the negative consequences of silence and stigma.

 

Workplace Adjustments

Many women experiencing menopause find that flexible work arrangements, temperature-controlled environments, and hybrid working options can help them manage symptoms more effectively. These adjustments can make a significant difference in the well-being of menopausal employees, allowing them to continue performing their roles without undue strain.

 

Well-being Programs and Support

Access to specialised menopause consultants or health coaching can provide additional support for employees. Furthermore, introducing well-being programs, such as yoga, cognitive behavioral therapy (CBT), and sleep hygiene interventions, can help alleviate the mental and physical toll of menopause symptoms. These programs not only benefit menopausal employees but also contribute to a healthier, more engaged workforce.

 

Encouraging Open Communication

Improving communication around menopause is essential. Encouraging an open dialogue within teams and across the organisation helps to create a culture where menopausal employees feel comfortable seeking support. Employers should aim to create a workplace where menopause is viewed as a natural life stage that does not negatively affect professional opportunities or job satisfaction.

 

The Bigger Picture: Menopause as an Organisational Issue

Dr. Maeve O’Sullivan from the University of Galway also pointed out that menopause should not be seen as solely a gender or age issue, as its impact can extend to both colleagues directly and indirectly affected. She stressed that menopause is an organisational issue that should be addressed at the policy level to ensure that all employees are supported in their professional journeys.

 

As menopause is an inevitable life stage for many employees, organisations have a responsibility to create a supportive environment that not only boosts well-being but also enhances productivity and morale. By implementing the strategies outlined in this research, employers can help minimise the negative impacts of menopause, foster inclusivity, and ultimately improve their overall organisational performance.

 

Moving Forward

With an increasing number of women remaining in the workforce for longer, organisations must recognise the importance of supporting menopausal employees. By addressing the gaps in awareness, training, and workplace adjustments, employers can create a more inclusive and supportive environment that promotes the well-being of all employees.

 

As businesses continue to evolve, supporting employees through every life stage, including menopause, will be an essential part of building a sustainable and productive workforce.



If you are interested in creating policies or seeking advice on this topic, get in touch with our team at MSS The HR People today.

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