Fri 12 Jan 2024
Talking about menstruation and menopause can be difficult and uncomfortable, but it’s necessary to foster a more inclusive workplace
Working women have considered quitting due to the impact of menopause at work – almost one in three, according to new research from UK healthcare provider Simplyhealth. The report notes that at least one in 10 female professionals are actively planning to quit.
Menopause, a natural and inevitable phase in a woman's life, affects women typically between the ages of 45 and 55, marking the end of their reproductive years – but it doesn’t have to end their careers.
It’s widely recognised that menopausal women are the fastest-growing demographic in the workforce. Despite its prevalence, discussions surrounding menopause have often been relegated to hushed tones and private conversations – and the workplace has not been exempted from this silence. Women experiencing menopause are finding themselves navigating uncharted territory without the necessary support or understanding of their colleagues and superiors.
Last year, the British Standards Institute (BSI) introduced the menstruation, menstrual health and menopause in the workplace standard to help organisations retain experienced and talented staff, and employers are encouraged to make use of it as part of their overall approach to managing risks to workers’ health.
However, the challenges women face from the mental, physical and emotional effects of menstruation and menopause have been at the heart of our conference Supporting Menopause at Work – part of the Diverse Workforce Series – for the past five years. The event has been providing budding leaders, HR managers and professionals in leadership positions with the understanding and the tools for developing a menopause policy that protects staff and the organisation alike. The conference returns on 19 March with an agenda that now also focuses on menstruation.
Leadership and stereotypes
Menstruation is a physiological process experienced by at least 50% of the population. Almost a quarter of women who currently menstruate say they get period pains that affect their ability to work every or most times they get their period – and 85% of UK working women feel stress or anxiety managing their period at work.
Menopause, on the other hand, brings with it a myriad of physical and emotional changes that can impact a woman's professional life. Hot flashes, sleep disturbances, and mood swings are just a few symptoms that can disrupt daily activities and make it challenging to maintain peak performance at work. The stigma and lack of awareness surrounding menopause often mean that women suffer in silence, afraid to disclose their struggles for fear of being perceived as weak or incapable.
Assertiveness, resilience, and unwavering focus are qualities often associated with the traditional image of a leader. Unfortunately, these stereotypes can create an environment where menstrual and menopausal women feel compelled to hide their symptoms and continue performing at their best, even when faced with significant challenges. This pressure to conform to societal expectations can indeed act as a barrier to women ascending to leadership positions during menopause.
However, as organisations strive to foster diversity and inclusion in the workplace, it’s crucial to challenge these stereotypes and recognise that effective leadership is not contingent on age or hormonal status. On the contrary, the experiences and wisdom gained by women navigating menopause may contribute unique perspectives and problem-solving skills that enhance their leadership qualities.
Changing perspectives
A proactive approach is necessary to dismantle the potential barrier menopause may pose to women in leadership. Breaking the silence around menopause is the first crucial step, followed by implementing policies that accommodate the needs of women experiencing this life transition. Flexible work arrangements, open communication channels, and education programmes can all contribute to a workplace where menopausal women feel valued and understood.
How do you talk about periods and menopause at work? The narrative around menstruation and menopause must shift from one of limitation to one of empowerment. Women should be encouraged to embrace their experiences and view period and menopause symptoms not as a hurdle but as a stage of life that brings its own set of strengths.
Join us on 19 March for Supporting Menopause and Menstruation at Work and take to your organisation the insight that will help you foster a more inclusive workplace.
ABOUT THE AUTHOR
Murielle Gonzalez, content strategy manager at Dods Events Diversity & Inclusion, is an experienced journalist and editor. She can be reached via email on murielle.gonzalez@totalpolitics.com.
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