Menopause is one of those things that until a few years ago, most of the population hadn’t heard of. Even if they had, it certainly wasn’t a workplace issue. Which is interesting as half the population will have one in some form. More specifically more than one in every ten people in our workforce is currently menopausal.
To understand why menopause isn’t a hot topic – pun intended – we must first look at some of the common misconceptions.
It’s a ‘woman’s issue’
Because of the nature of symptoms, of which there are over 40, they can’ t be left on the other side of the security barriers. Many can’t be kept off camera either. They are ever-present for on average four to eight years. We are all interacting with someone who is menopausal and struggling with their symptoms, whether they are a colleague, partner, family member or friend. Menopause is everyone’s issue. It’s not a choice.
It’s the run into retirement
Most experience symptoms in their 40s. Which means that at the start of this transition they have at least 20 years of their career left to go. It’s often the point that we’re at our most valuable to an organisation. Whether we are female or male, our accumulated knowledge of how and why our industry works, plus our ability to manage and mentor younger colleagues, only increases our value.
It’s a minor issue
One in ten women leave employment due to a lack of support during menopause. Almost double that consider it, often reducing their ambitions in order to manage their symptoms. Which means nearly three in ten women step off the talent pipeline. This is unsustainable. It’s estimated that menopause costs UK business £1.8bn per year.
Why change?
Organisations are starting to recognise the impact of menopause, not just on productivity and share performance, but talent retention and recruitment as well. Diversity and inclusive environments sit at the heart of this.
It has been suggested that no-one ever asks for a menopause-enabled workplace. I would hazard a guess that five years ago no-one asked for a neurodiverse-aware workplace either, but it’s a key consideration in many schemes today. Menopause represents an opportunity both for employers and the design community.
The menopause-enabled workplace offers a new perspective on design. One that creates a frictionless environment that supports those going through menopause. This is bigger than a wellbeing room or an awareness session, and focuses on the interdependency of factors that influence inclusivity within our places of work.
At its heart are three core elements: cultural, procedural and physical, and the connection between all three. If we take the wellbeing room, there is little value in it if the culture of the organisation doesn’t support those using it. Importantly though, if the room doesn’t flex to incorporate women’s needs, it’s ineffective.
Changing the way we think can feel like turning around an oil tanker, but once it takes hold those who had the vision to incorporate it can capitalise on a market that is growing rapidly.
There’s no down side. A menopause-enabled workplace is a better workplace for everyone.
Kate Usher is a Menopause Coach & Gender Equity Consultant. She work’s with women and organisations to create modern menopause conversations.
September 17, 2024
Menopause is a workplace issue. Here’s why
by Kate Usher • Comment, Workplace
Menopause is one of those things that until a few years ago, most of the population hadn’t heard of. Even if they had, it certainly wasn’t a workplace issue. Which is interesting as half the population will have one in some form. More specifically more than one in every ten people in our workforce is currently menopausal.
To understand why menopause isn’t a hot topic – pun intended – we must first look at some of the common misconceptions.
It’s a ‘woman’s issue’
Because of the nature of symptoms, of which there are over 40, they can’ t be left on the other side of the security barriers. Many can’t be kept off camera either. They are ever-present for on average four to eight years. We are all interacting with someone who is menopausal and struggling with their symptoms, whether they are a colleague, partner, family member or friend. Menopause is everyone’s issue. It’s not a choice.
It’s the run into retirement
Most experience symptoms in their 40s. Which means that at the start of this transition they have at least 20 years of their career left to go. It’s often the point that we’re at our most valuable to an organisation. Whether we are female or male, our accumulated knowledge of how and why our industry works, plus our ability to manage and mentor younger colleagues, only increases our value.
It’s a minor issue
One in ten women leave employment due to a lack of support during menopause. Almost double that consider it, often reducing their ambitions in order to manage their symptoms. Which means nearly three in ten women step off the talent pipeline. This is unsustainable. It’s estimated that menopause costs UK business £1.8bn per year.
Why change?
Organisations are starting to recognise the impact of menopause, not just on productivity and share performance, but talent retention and recruitment as well. Diversity and inclusive environments sit at the heart of this.
It has been suggested that no-one ever asks for a menopause-enabled workplace. I would hazard a guess that five years ago no-one asked for a neurodiverse-aware workplace either, but it’s a key consideration in many schemes today. Menopause represents an opportunity both for employers and the design community.
The menopause-enabled workplace offers a new perspective on design. One that creates a frictionless environment that supports those going through menopause. This is bigger than a wellbeing room or an awareness session, and focuses on the interdependency of factors that influence inclusivity within our places of work.
At its heart are three core elements: cultural, procedural and physical, and the connection between all three. If we take the wellbeing room, there is little value in it if the culture of the organisation doesn’t support those using it. Importantly though, if the room doesn’t flex to incorporate women’s needs, it’s ineffective.
Changing the way we think can feel like turning around an oil tanker, but once it takes hold those who had the vision to incorporate it can capitalise on a market that is growing rapidly.
There’s no down side. A menopause-enabled workplace is a better workplace for everyone.
Kate Usher is a Menopause Coach & Gender Equity Consultant. She work’s with women and organisations to create modern menopause conversations.