Raising Awareness

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Impact on individuals 

The symptoms of the menopause are wide ranging and can include fatigue, anxiety, mental health issues, hot flushes, insomnia, migraines and physical body aches. The menopause does not affect every person in the same way and people may attempt to control their symptoms by different means; whether that be medication, dietary or herbal remedies. 

Often a person will not know that they are going through the menopause (or the perimenopause, the transitional phase before the occurrence of the menopause) as their symptoms may be misdiagnosed or they may experience very few symptoms. At the other end of the spectrum, some individuals believe that they are experiencing the onset of dementia due to the memory loss they encounter.

Participants discussed real life examples of employees being absent from work due to the effects of the menopause. There were other interesting examples of where HR’s knowledge of the menopause helped employees to identify that the menopause was the cause of their symptoms. For those that do not identify as women, the menopause can cause additional challenges as the notion that the menopause only affects ‘women over a certain age’ makes it difficult for those individuals to raise the issue or ask for adjustments. It is clear from our conversations that with the right knowledge, businesses can offer real and meaningful support to menopausal people at work.

Starting the conversation

All participants agreed that there was an undisputable business need to raise awareness of the menopause. Awareness of the issue is not only crucial to a person’s wellbeing generally, but also to ensuring that they obtain the right support in work and employers avoid loss of work days, productivity and in worse case scenarios, talent. This raises the question, how do you, for the benefit of menopausal people, and the business, bring the matter out into the open?

Who is the best person to have awareness of menopause symptoms? It was acknowledged that many line managers would welcome the opportunity to learn and support their staff in order to get the best out of their team and may be best placed to spot people in need of support, however the employee may not feel comfortable approaching them. If an employee was to indicate that they were suffering from menopausal symptoms during a one to one, then managers should know how to best handle that conversation and how to make it meaningful. 

There were differing views on whether HR were best placed to have the awareness of menopause symptoms. Some felt it should not be an HR specific role as it was important that all staff felt able to identify colleagues in need of support and discuss the menopause, whereas others felt that employees may feel more able to confide in HR and that HR are best placed to have sensitive conversations. 

Menopause mentor - a mentor too far?

The idea of a menopause mentor was discussed, someone who had knowledge  of menopause symptoms and could be available to speak to individuals who needed support. However, overall there was reluctance to have  a specific menopause mentor role.

It was recognised that individuals will often not want to be singled out specifically as going through the menopause and suffering from symptoms for a number of reasons. Such reasons may include fear of being “written off” in the organisation or indeed their own lack of understanding or education on the topic. 

It was also noted that there are various initiatives already in place in businesses such as Mental Health First Aiders and Equality Champions and that it was perhaps best to avoid having another specific mentor when businesses were unsure how well that role would be received. 

Overall, participants agreed that raising awareness for all staff of the menopause and its symptoms, similar to how employers are raising awareness and support in respect of mental health, was the best way to help all staff recognise, understand and support individuals going through the perimenopause or the menopause. 

Training on its own is often not the best means of raising awareness, as training only works if all staff attend. Organisations may wish to consider compulsory training for management and HR, as well as including information regarding menopause in newsletters or displaying information at coffee points to help to ensure that all staff have some menopause awareness.

It was recognised that individuals will often not want to be singled out specifically as going through the menopause and suffering from symptoms for a number of reasons. Such reasons may include fear of being “written off” in the organisation or indeed their own lack of understanding or education on the topic. 

It was also noted that there are various initiatives already in place in businesses such as Mental Health First Aiders and Equality Champions and that it was perhaps best to avoid having another specific mentor when businesses were unsure how well that role would be received. 

Overall, participants agreed that raising awareness for all staff of the menopause and its symptoms, similar to how employers are raising awareness and support in respect of mental health, was the best way to help all staff recognise, understand and support individuals going through the perimenopause or the menopause. 

Training on its own is often not the best means of raising awareness, as training only works if all staff attend. Organisations may wish to consider compulsory training for management and HR, as well as including information regarding menopause in newsletters or displaying information at coffee points to help to ensure that all staff have some menopause awareness.

It is unlikely that raising awareness alone would  provide a solution.

One of the main difficulties is that there is still a stigma around “the menopause” with some individuals being worried that they will be “written off” if they admit that they are going through it, or some may be in denial that they are at that age or stage of life and not wish to discuss it.

Creating an inclusive culture, where people suffering from the menopause are recognised and supported with no stigma, is required.

Management buy-in to support that culture, from the very top down, is required to achieve a normalisation of the menopause in the workplace. 

Where does menopause fit in the workplace?  

 There was a lively debate around whether the matter should be considered as part of an employer’s health and wellbeing or diversity and inclusion initiatives. While some participants felt that diversity and inclusion was the necessary and appropriate place for menopause discussions to take place, others felt that making it a gender specific issue was a major turn-off, not only for the people experiencing the menopause but also for colleagues and line management.  

That feeling may stem from a lack of education around the menopause but also the people themselves feeling that the menopause was not something that they care to openly discuss or have marked as a gender specific matter which needs support. Raising awareness as part of a diversity and/or inclusion policy may also lead to stigma or result in a focus on what women, trans men and non-binary people may not be able to do rather than what they could offer during that stage in their life.  

Regard was had to the fact that it was called menopause for a reason. The pause meaning that the menopause could be for a very temporary period and the extent of symptoms are highly variable between each individual. Therefore, to label the menopause under a gender specific diversity and/or inclusion agenda did not necessarily grapple with the varying degrees that the menopause could cover. 

It was also discussed that between the ages of 40 to 50, the age period for people about to embark on the perimenopause, mental health issues were not just limited to women, transgender men or some non-binary people. Statistically, men’s vulnerability in this age group is also heightened with increased rates of suicide.  

A broader approach to health and wellbeing of all genders could be very beneficial for workers and assist with enhancing business offerings. For example, those over 40 regardless of gender  could be offered a general ‘health MOT’. Within that, there could be specific discussion with health advisors for needs as determined by the individual, with an increased focus on mental health.  

Employers would have to be able to justify the offering, otherwise there could be a risk of indirect age discrimination claims if only offered to a certain age group. Whilst this benefit would clearly cost an employer, it is perhaps a realistic and enhancing benefit to workers that could save a business money.  

Health MOTs could assist with identifying support and adaptation for the workplace at an early stage, and avoid management time being taken up with formal processes if matters are left to fester. It could also help with morale and staff retention. More importantly, it could help to improve workers’ health and wellbeing and avoid absence. 

The role of medical professionals

Menopause can be difficult to diagnose and often individuals are misdiagnosed as suffering from, for example, depression, when actually the symptoms were menopause related. Participants felt that this was an area that occupational health specialists could be fully trained in, offering a service to employers to train and support their workforce. 

It is crucial that all occupational health advisors are experienced in addressing the menopause as employers will often need to rely on occupational health for medical input. Employers may also offer employee assistance programmes and should ensure those offering support as part of that service are able to recognise and understand the menopause and its symptoms too.

The right medical input can be crucial for employers if, for example, an employee is absent from work or struggling with their performance. However, it was recognised that referral to occupational health, particularly at a certain age and stage of life, may be seen by the employee as ominous and be met with resistance.

Therefore, the general preference remained a more proactive but invested approach to the health and wellbeing of individuals at this stage of their lives across all genders, but participants recognised that if an individual was struggling, occupational health have a key role to play. 

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