Why your organisation needs a menopause work policy
There’s no doubt menopause in the workplace is a hot topic for politicians, with all parties pushing for mandatory workplace menopause policies put in place by organisations to support employees.
All female employees and some members of the trans and non-binary community will go through menopause at different ages and for different reasons, before the age of retirement.
Despite this, few of this cohort anticipate that peri-menopause indicators can begin as early as their 40’s and for some, menopausal symptoms continue into their late 50’s and beyond. Uninvited hormonal shifts may have overwhelming consequences for certain working women. Not great for those experiencing symptoms, or for their colleagues too!
A growing menopause workforce
In the UK there are around 4.3 million women aged 50 and over in employment. It is estimated that at least 1 in 3 British workers will be over 50 by 2024. According to the Department for Work and Pensions report published in 2017, the biggest increases in employment rates over the last 30 years have been for women aged 55-59.
Women are now working later in life, either through the increase in pension age, or personal choice. It’s inevitable that a larger proportion of women will be working through their menopause and beyond. The more employers can do to acknowledge this, and 'normalise' it, the better!
With the average UK employee in their 40s and nearly a third over 50, one would expect UK employers to have a strong framework in place to recruit, retain and develop this growing sector. However, according to a survey commissioned by the Centre for Ageing Better for employees over the age of 50, it’s the opposite!
46% felt their age put them at a disadvantage when applying for a job.
32% believed they were offered fewer opportunities for training and progression than younger colleagues.
20% thought younger colleagues viewed them as less competent because of their age.
These are not positive statistics for the millions of women working through menopause in the UK.
So, what should employers do to support a more age friendly environment for women working through menopause? Workplace menopause policies are the answer.
These policies are most effective when combined with a wider workplace strategy and an accompanying training course.
Employers should offer a flexible working policy, ensure there is health support relating to menopause symptoms, and encourage an age positive work culture.
Small steps can have a big impact
The charity, Wellbeing of Women, published a major study looking at how symptoms of menopause affect women’s careers. Myra Hunter, Emeritus professor of clinical health psychology at King’s College London, and her team, tracked 124 women from the public and private sector who were struggling with menopause symptoms in the workplace.
The study concluded that a self-help CBT programme, provided in a short booklet with practical and accessible guidance on coping with stress at work, had a positive effect. Helping reduce the degree women felt their symptoms were causing them problems and improved how they could discuss menopause at work, thus challenging the stereotypical belief that women in menopause are 'past it’.
A 2017 research study by the University of Leicester on ‘the effects of menopause transition on women’s economic participation in the UK’, outlined what the government can do to support women going through transition.
The menopause work policy advice included:
More awareness raising campaigns for mid-life women
Further advice to employers
More training for medical and social care professionals so they are more aware of and sympathetic to the effects of menopause.
It looks as though the government are taking heed of this report. Let’s hope that change is on its way to make organisations more aware of the impact menopause may have on their female workforce. Let’s also hope that menopause work policies becomes mandatory to support and retain working women.
PositivePause offer menopause in the workplace training and support for organisations.
To find out more about this subject, read our Complete Guide to Menopause in the Workplace.
