Let's Talk Menopause #MenopauseInTheWorkplace
A global awareness campaign created with the aim of breaking the stigma of menopause and highlighting how the health and wellbeing of those impacted by menopause, can be improved, is marked by World Menopause Day.
Women make up 51.5% of Ireland’s labour pool and with an ageing workforce and as a result of later retirement age, a large and increasing proportion of workers will work through and well beyond the menopause. Estimates indicate that around 1 in 3 women are either currently going through or have reached menopause. Menopause affects all women, and it can often indirectly affect their partners, families, and colleagues too. It is estimated that 80% of women report noticeable changes, whilst 25% of women experience very debilitating symptoms.
A survey carried out by The Menopause Hub found more than a third of women consider leaving their jobs, one out of ten actually quit their job and 81% of those surveyed indicated they were uncomfortable discussing issues experienced in the workplace in relation to menopause symptoms. For an organisation, menopause is not just about gender or age.
The experience of the menopause can vary significantly between women; some experience hardly any symptoms, whereas others can experience severe symptoms. It is important to recognise that variance exists in the age of onset of symptoms and the severity and longevity of symptoms experienced. In many cases, it is an individual experience not comparable with colleagues of the same age or stage of menopause. Menopause usually occurs between the ages of 45 and 55 years. In Ireland, the average age of menopause is 51 years. It is recognised that menopause can begin much earlier; women can experience early menopause before the age of 45 years, whereas before the age of 40 years, this can be termed premature menopause. Some women can also experience medical/surgical menopause, not age-related, but due to specific treatments or medical conditions.
Awareness of this important topic is vital for employers. Menopause needs to be normalised so people feel comfortable talking openly, sharing their concerns, and getting the support they need throughout this sensitive time in life.
As employers, we have a duty in the workplace to support employees with menopause and improve staff experience. Steps to protect the health, safety, and wellbeing, such as referrals to health professionals, making reasonable accommodations to workplace practices, empathising with and empowering women to navigate a time in life which can be difficult, are important so they can continue to work within a supportive environment. If not provided, women may lose confidence in their work capabilities, with stress worsening their condition, impacting their career, and affecting the contribution they make to their employer.
Although menopause isn’t specifically covered in Irish employment law, employees cannot be disadvantaged and cannot be overlooked when it comes to equal work opportunities, such as promotions or development and training, while experiencing menopause. Employees have a legal right to be treated fairly, and an employer can be liable for discrimination under the Employment Equality Act (2015) if not treated fairly due to symptoms connected to a protected characteristic, like disability or age.
In order to retain a skilled and experienced workforce within your organisation, we will look at how employers can best support menopausal employees in the workplace…
Eliminate attitudes or stigmas around employees with menopause, presenting occupational awareness around this as a medical issue.
Tackle any discriminatory behaviours as soon as possible. Otherwise, employees will fear speaking up about their condition and may suffer in silence.
Create a menopause workplace policy setting out your organisation’s approach and key principles to members of staff experiencing menopausal symptoms, considering the types of risks employees might face during work and what supports those employees can expect to receive during this time. These guidelines should include rules on work practices, conditions, and welfare facilities. It can also include rules on sick leave relating to menopause and reasonable accommodation needed for specific employees.
The workplace policy should provide information in regard to medical referrals, therapy sessions, and menopause support groups.
Deliver training to managers on how to educate staff on menopause, the symptoms experienced and how everyday work life is impacted. This training should also demonstrate how working practices can be adjusted to support employees.
Managers should be ready and willing to have open discussions about menopause, appreciating the personal nature of the conversation and treating the discussion sensitively and professionally, assuring staff that despite menopause, they are an integral part of the company.
Ensure there is an appropriate structure for the monitoring and review of arrangements to manage staff health and wellbeing in relation to menopause in the workplace.
Create and encourage a culture which supports an age-diverse workforce where staff can have confident conversations with management and where a healthy and safe workspace is evident, a fundamental element for anyone suffering from menopause.
For further information and support, go to The Menopause Hub - www.themenopausehub.ie where training is offered to educate organisations to become menopause-friendly workplaces. This evidenced-based centre of excellence also advocates on behalf of women for better menopause awareness and education, and for accessible care and affordable treatment.
Celtic Careers supports Menopause in the workplace, and we encourage all employers to normalise and drive awareness too.
#MenopauseAwareness #MenopauseInTheWorkplace
