Every woman’s experience of the menopause is different. Some sail through it. For others it’s more difficult to navigate. What helps one person manage the symptoms might not be right for the next. And, despite increased public awareness and openness about the menopause, it is still a very personal and often private journey for all.
That’s what makes the ‘social side’ of the menopause such a minefield – not just for those going through it, but for the people around them. In a workplace setting, it can be even harder to navigate and for employers to ensure suitable support is in place for those who need it.
Data in recent years has shown that whilst the conversation is more open and the topic less taboo, there is still work to do to stop women taking drastic and unnecessary action. A recent study by the CIPD found that 17% of workers who felt unsupported by their manager or colleagues when it comes to the menopause would consider leaving their job, with 6% actually having done so. Figures also suggest that menopause-related employment claims have more than trebled over the past two years, as employers fail to make “reasonable adjustments” for women going through the menopause.
With the employment rate for women aged 50 and over in the UK continuing to rise, it is more important than ever to ensure the experience of menopause at work is positive and that any barriers to a successful working life are removed. Without directly addressing key issues, initiatives designed to improve women’s experiences may have limited impact.
The Unspoken Threat of The “Ideal Worker”
Policies and guidance for managing the menopause at work are only part of the solution. The issues are often more fundamental and stem from age-old workplace ideals and perceived generational stereotypes which can heighten the hurdles that women face when working during the menopause.
As highlighted in my recent research article, the experience of power, threat and meaning-making can all exacerbate the emotional distress associated with menopausal symptoms at work and its outcomes. In other words, it is not enough to just consider the impact of physical symptoms but the psychosocial, contextual factors experienced by women, when putting support in place.
Inequalities of power can play a key role in emotional distress and are hugely relevant when considering the experience of menopause at work. For example, the prevalence of the ‘ideal worker’ expectation – where work is prioritised over all else – can be one form of ideological power that influences all women. For menopausal women, the often gendered and ageless ideal worker notion can lead to disadvantage, by exposing them to ageist and sexist attitudes in the workplace. Associated feelings of shame, guilt and incompetence can lead to exclusion for women who feel that they are not effectively managing their menopausal symptoms.
Another contextual factor that can lead to women feeling marginalised or unable to cope is in the diversity of the workplace. Environments that are typically male-dominated or reflect a masculine culture, such as the police force, or science and technology occupations, can create a greater sense of threat. This is worsened when workspaces, dress codes, and other work arrangements do not consider menopausal women’s bodies. Organisational culture also influences the taboo around the topic of menopause, impacting threat-related distress.
These are just a few examples of the role that context and conditions can play in menopausal experiences. And whilst every woman will deal with the onset of menopause differently, understanding the impact of the workplace environment will ensure that every woman feels supported, no matter how vocal they are about their journey, symptoms or experiences. Only then can employers make sense of how to best support women at work and design more effective initiatives.
Small Changes, Big Impact
Ensuring positive experiences starts with a move away from the ideal worker notion to the real worker. Organisations must recognise their responsibility in supporting all types of worker. This means not only menopausal women, but older workers, or those with disabilities or chronic conditions, so they can continue to be effective and successful members of the workforce.
Any initiatives put in place should help to reduce the power imbalance and sense of threat that menopausal women may experience. For example, leaders could work to reduce the ideal worker narrative by identifying systemic ageism and sexism within their organisation that reinforce this ideal. When initiatives to support menopausal women do not consider the diversity of needs and circumstances, such as occupational level or disposable income, they can make certain groups of women feel marginalised, regardless of any good intentions.
Positive responses from organisations to women’s requests for adjustments, however small, such as providing desk fans, may also lower the perceived threat by validating their experiences.
At an individual level, women should also be given the opportunity to understand their experiences and internalised beliefs around menopause and work that may be detrimental to their wellbeing. Support and guidance can be provided through training, coaching or group-facilitated sessions, where women can explore their own experiences in the context of the workplace environment.
Leading the Charge
Whilst the menopause is something experienced by women across the globe, how it is managed and supported in different countries varies hugely. In the UK, it is encouraging to see workplaces recognising the need for dedicated initiatives to ensure menopausal women can remain in their roles.
The recent launch of the UKs first independent Menopause Advisory Group is also a huge step forward to help employers put the right support in place for menopausal women so they can break down barriers to work and continue to be valued and successful members of the workforce.
Instead of inadvertently adding to the difficulties of dealing with the menopause, workplaces have an opportunity to empower women and create really positive outcomes. The menopause does not mean game over but could in fact be a game changer, with the right framework in place for women to continue to thrive at work.
Dr Rowson's research interests are the topics of ageing at work and the experiences of older workers, exploring how life, work and career transitions from midlife impact health and wellbeing, labour force participation and economic activity in later working life. She also studies how individuals make sense of, and respond to, changing circumstances at identity and behavioural levels.
Tatiana's work is multidisciplinary, informed by psychology, sociology and social gerontology theories. Her recent projects explore inequalities between groups, cumulative advantages and disadvantages, precarious work conditions, age discrimination (e.g. gendered ageism) and disrupted trajectories (i.e. transitions). She has published in prestigious journals and is on the Work, Employment and Society journal editorial board.
Before joining academia, Tatiana worked for 12 years as an organisational psychologist, consulting high profile organisations in the UK, Brazil and the United Arab Emirates at national and international levels and in both public and private sectors. The industries covered included banking and finance, pharmaceuticals, healthcare, media, energy and manufacturing.