Fri 25 Aug 2023
Becoming a menopause-informed manager can help your organisation foster a diverse and inclusive workplace
Menopause is a natural phase in a woman's life, yet it is often shrouded in silence and misunderstanding in the workplace. Several studies have shown how this critical juncture can significantly impact an employee's physical and emotional well-being, potentially affecting their productivity, engagement, and overall job satisfaction.
However, it's high time for organisations to recognise the significance of managing menopause in the workplace and for managers to act as empathetic leaders who support this transition. Our conference Supporting Menopause at Work is for anyone interested in supporting colleagues and creating an empathic environment to benefit their teams and organisation. The event is part of our Diverse Workforce Series.
What to expect
The conference Supporting Menopause at Work delves into the intricacies of managing menopause in the workplace. The next event will be held online on 14 December, with expert speakers and senior leaders in the civil service and the private sector coming together to discuss the challenges women face during this phase and why organisations must address these challenges. Moreover, attendees will gain an insight into the framework that enables leaders to support their staff effectively.
Following on from previous events, the conference Supporting Menopause at Work will examine the role leaders play in keeping an inclusive workforce. We've learned that to support menopause in the workplace, managers need a framework rooted in empathy, inclusivity, and a commitment to creating a workplace that values the experiences and contributions of all employees.
The menopause challenge
Women are likely to experience menopause between the ages of 45 and 55 when many people are at the peak of their careers. However, this life transition is often under-discussed, leaving employees and employers ill-prepared to handle its challenges.
Women experiencing menopause may face a range of symptoms, including hot flashes, mood swings, sleep disturbances, and cognitive changes. These symptoms can be physically and emotionally taxing, impacting not only the woman experiencing them but also her colleagues and the organisation.
The stigma surrounding menopause
One of the primary challenges in managing menopause in the workplace is the associated stigma and misconceptions.
Menopause is often seen as taboo, leading many women to suffer silently. This silence can harm their well-being, as they may avoid seeking the support they need, fearing judgment or professional repercussions.
The lack of open dialogue about menopause can perpetuate stereotypes and biases. Managers and colleagues may unintentionally attribute a woman's performance issues or emotional changes to age, reinforcing harmful age-related stereotypes and potentially hindering career growth.
Why should organisations care?
Effective management of menopause in the workplace is not just a matter of empathy; it's also a strategic imperative. Presenting at previous Supporting Menopause at Work events, Deborah Garlick, CEO of Henpicked, Menopaused at Work, a provider of menopause support at work, has discussed many reasons organisations should prioritise addressing this issue. Here we review a few:
- Retaining talent: menopause is a life phase, not a performance issue. Organisations that support women through this transition are more likely to retain experienced and valuable employees.
- Diversity and inclusion: Creating an inclusive workplace where everyone feels supported and valued is essential for attracting and retaining diverse talent. Managing menopause positively contributes to this goal.
- Productivity and well-being: When employees receive support during menopause, they are more likely to maintain their productivity and overall well-being, reducing absenteeism and presenteeism.
- Legal and ethical considerations: Discrimination against employees based on sex, age, or disability status, which can be a consequence of not addressing menopause issues, can have legal repercussions and damage an organisation's reputation.
Garlick is our chair for the upcoming Supporting Menopause at Work on 14 December. Below is a list of speakers from past Supporting Menopause at Work conferences, which illustrates the calibre and range of backgrounds in our speaker line-up.
- Julie Dennis, Director & Trainer, Menopause at Work
- Deborah Garlick, Founder, Henpicked: Menopause in the Workplace
- Professor Jo Brewis, Professor of People and Organisations, The Open University Business School
- Lynn Lawless, People Strategy SME & Menopause Support Lead, HSBC
- Dr Tonye Wokoma, Consultant in Sexual and Reproductive Health and Community Gynaecology, My Menopause Centre
- Sally Leech, Director, Menopause in the Workplace
- Lee McNamara, Group Head of Internal Communications, DFS
- Alison Shemwell, Menopause Trainer
A framework for managing menopause in the workplace
To effectively manage menopause in the workplace and support colleagues, organisations need to adopt a comprehensive framework that fosters understanding, empathy, and inclusivity. Join us for Supporting Menopause at Work , and you will learn how to make a difference equipped with a framework to foster a menopause-informed and inclusive workplace.
ABOUT THE AUTHOR
Murielle Gonzalez, content strategy manager at Dods Events, is an experienced journalist and editor. She can be reached via email on murielle.gonzalez@totalpolitics.com.
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