October is Menopause Awareness Month. Menopause is a natural physiological event that in the UK on average happens at the age of 51, but around 1 in 100 people may experience menopause before the age of 40 (NHS, 2023). With the recent recognition of menopause as a disability under the Equality Act (2010), workplaces need to create supportive environments for women experiencing this transition.
Neurodiversity and menopause
Recent studies show that neurodivergent women often face intensified menopausal symptoms. The intersection of hormonal changes and neurodiversity can lead to increased emotional and physical challenges, highlighting the need for targeted support in the workplace. Recent studies by Attitude Magazine reported that 94% of women said that their ADHD symptoms became more severe during perimenopause and menopause.
Menopause in the workplace
Under the Equality Act 2010, if menopause symptoms have a long-term and substantial impact on an individual’s ability to carry out day-to-day activities, then these symptoms could be considered a disability. This means that an employer is under legal obligation to make reasonable adjustments and not directly or indirectly discriminate. A CIPD report (2023) found that 67% of women aged between 40 to 60 who are in employment said that their menopausal symptoms had a negative effect on them at work, and 53% were able to think of a time when they were unable to go to work. Workplace support can make a considerable difference to the impact it can have on productivity and well-being.
Manager responsibilities
Line managers play a critical role in supporting employees during this transition, but often don’t feel confident in how they can provide support. Research from CIPD (2023) shows that one in six people have considered leaving work due to lack of support in relation to their menopause symptoms. Here are key responsibilities to ensure that menopausal employees feel understood and accommodated:
- Open communication: with 46% of women keeping the cause of their absence private from their manager, it is important to create an atmosphere where they feel comfortable discussing their health issues. Regular one-on-one meetings can facilitate these conversations.
- Implement reasonable adjustments: understand that each experience with menopause is unique. Simple adjustments such as modifying work hours or providing access to cooling equipment can significantly enhance comfort and performance. Adjustments should always be tailored to an individual’s specific needs.
- Empathy: build relationships based on respect and empathy. When employees trust their managers, they are more likely to discuss their challenges and request support.
- Understanding: access educational and training materials in relation to menopause, to develop an awareness of the symptoms and understanding of how it affects people.
Summary
By fostering an inclusive environment and implementing necessary adjustments, managers can help women navigate menopause while maintaining their productivity and well-being.
Creating a supportive workplace culture not only benefits individuals but also enhances overall team morale and productivity. This Menopause Awareness Month, let’s commit to breaking the stigma and ensuring that individuals feel supported during this natural phase of life.
If you would like support with raising awareness of menopause in the workplace get in touch at hello@thriiver.co.uk
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