Michelle Robinson Hayes is a mental health trainer, preventative services leader, and Vita Health Group
Menopause is an entirely natural part of aging, but many women still experience stigma and shame in both their personal and work lives.
The Equality and Human Rights Commission published new guidelines on menopause at work in February. This was in response to a growing body evidence that shows the negative impact menopausal symptomatology has on women’s careers. A study by the CIPD revealed that over half of all menopausal woman could recall a time they couldn’t go to work due to menopause symptoms.
Ignoring menopause can have a far-reaching impact. Balance, a UK menopause app, estimated that menopause related business losses in the UK totaled PS10 billion. Bloomberg reported that menopause productivity losses worldwide can reach $150 billion per year.
Neglecting this problem, given that women in their average menopausal years are the fastest-growing group of workers, could prove very costly to organisations.
Managers are essential to menopausal support
Managers play a crucial role in determining the experience of employees at work. A survey by The Workforce Institute revealed that managers have a greater impact on employees’ mental health than doctors (51%), therapists (41%), and even spouses or partners (69%). This highlights the importance of having a management style that is both empathetic, and well-informed, especially when it comes to sensitive topics like menopause.
Many menopausal woman feel that they can’t be honest about their experience with their manager, despite how important the relationship is. Research has shown that 44 % of women who took a sick leave due to menopause did not tell their manager why they were absent. Only 9% of those who told their manager their real reason claimed that their absence was recorded correctly.
There is clearly a need to improve education and awareness in organisations to reduce stigmas and provide the necessary support for menopausal working women to thrive.
One of the main problems in menopause is that managers are not aware of how it affects individuals and what impact it has on the workplace. Managers who have not experienced menopause are often at risk.
Employers must equip their managers with the necessary tools to create a supportive environment for women going through menopause.
Five things that all managers should know about menopause
1/ Menopause may trigger avoidance behaviors
Menopause is often accompanied by anxiety, and this can be overwhelming, especially for women who have never experienced it before. It can cause employees to shy away from opportunities or challenges, like applying for promotion, because they feel inadequate or afraid. Managers might notice that employees who were once confident become more reserved and avoid situations that cause anxiety.
2/ Absenteeism is common
Menopause can bring with it many physical symptoms such as fatigue, sleep disturbances and hot flashes. These symptoms can make it difficult to attend work regularly. Women with severe symptoms may have a higher rate of absenteeism, as they need time to take care of their health. Flexible working arrangements and communication with employees about their needs can help reduce absenteeism.
3/ Women who are menopausal are more likely to be involved in accidents
Menopause’s cognitive effects, such as memory loss and concentration problems, are well documented. Menopause is a time when many women experience cognitive decline, also known as “brain fog.” These changes, along with changes in vision, can increase the risk of workplace accidents.
4/ Depression and mental health issues are common
Another area that is of great concern is mental health. Combining hormonal changes, workplace demands, and personal stress can trigger depression or anxiety. Mental health support can be provided, including access to counseling or employee assistance programs (EAPs).
5/ The menopause can be a very personal and diverse experience
The severity of symptoms and the range in which they occur can be a challenge for women going through menopause. Menopause is not experienced by all women in the same manner. Some may have mild symptoms while others may suffer from severe and life-altering changes. It is important to tailor your approach. Managers must encourage an open dialogue that allows employees to voice their concerns and needs without fear of judgment.
Creating a supportive work culture is important
Menopause is still misunderstood in the workplace, despite its impact on women. By educating managers and creating supportive environments, companies can retain valued employees and reduce negative effects of the menopause.
Managers must set an example by leading by example, promoting open discussions about menopause and advocating for flexible workplace policies to meet the needs of women going through menopause. This will create a more inclusive and healthy workplace, as well as retaining talented, experienced women.
The original version of this article 5 essential facts every manager needs to know about menopause appeared first on Human Resources News.
