Time to tackle last taboo
A new study by the Government Equalities Officer claims menopause impacts negatively on women’s economic participation. Here, HR consultant Cathryn Foreman delves deeper into the issues surrounding menopause in the workplace and poses the question: is men
IREAD with interest a recent report which found that one in 10 women in their early 50s suffer severe symptoms from the menopause which affect their work.
Studies suggest the average age of natural menopause in industrialised countries is 51 and the median for moving into the perimenopause is 47.
And with around 4.3 million women aged 50 or over working in the UK, it’s apparent that more working women are experiencing the menopause transition than ever before.
Therefore, it is distinctly likely that most organisations will have women who are, or will be experiencing menopausal changes and symptoms. And I’m one of them. In late 2016 there was a Tonight programme focusing on the menopause, the impact it can have on women and how they cope.
As a “Woman Of a Certain Age” (WOCA) myself I watched with interest and recognised myself instantly.
It struck me this, perhaps, is one of the last taboos in the workplace.
Most organisations these days have equality and diversity policies and fully embrace the concept of equity, fairness and support.
We openly talk about and manage pregnancy and infertility and the impact on individuals at work.
We deal with and help support people nearing retirement and the changes that can bring to work and life. We support employees through bereavement.
We support those with mental health and other potentially incapacitating health issues.
But, do we ever discuss or recognise the issues of menopause?
No. Why not?
I have been at functions and failed to introduce a colleague to a contact as, at that moment, my memory has deserted me and my colleague’s name – who I have worked with for many, many years – has gone. How can that be?
I have been at client meetings when you get that creeping feeling and know that you are about to have a horrendous flush – resulting in sweat running down your face and forehead.
And you are powerless to do anything about it.
What does the client think? Am I nervous and out of my depth? No, just a WOCA. You start doubting yourself and your abilities.
Yet still we say nothing, do nothing, until perhaps we get to a performance management situation.
Do we then say “oh it’s my age, you know” and even then not openly talk about the symptoms?
I would consider myself an intelligent, educated and articulate woman. I have opinions – and am usually happy to share them and have the confidence to do so.
But yet, despite suffering from debilitating menopausal symptoms at times, have I sought help? No. Have I raised this with my employer? No.
As an HR professional, I should be one who champions this and raises awareness in the workplace.
Clearly there is a reluctance for women to raise the fact that they’re experiencing symptoms which have a detriment on their wellbeing and possibly contribution and performance with their employer.
While women are protected under the Equality Act in relation to gender and age, it is time to give this subject more prominence. The relevant training, advice, support and policies need to be fully developed so it is not a taboo subject.
The challenge employers face in providing support is that people have different experiences.
These can include hot flushes and night sweats, depression/anxiety, loss of concentration/memory, lack of energy, mood swings, irritability, tiredness and fatigue – all of which can impact on work performance.
Of course, not every woman suffers during the menopause. Many sail through it. Lucky them, I say.
But for those that are not so fortunate, shouldn’t we start recognising this fact and identifying what support they might need?
Under the Equality Act 2010, a disability is classed as a mental or physical impairment that has a substantial and long-term negative effect on your ability to carry out normal daily activities.
There is an argument that for many women, menopausal symptoms meet all that criteria.
I’m not advocating that the menopause should be classed as a disability. But isn’t it about time we openly recognise that, for some women, it is a major issue that needs understanding and support – and possibly some adjustment in the workplace?”