Supporting Team Members Through Menopause Video

Did you know that women over the age of 50 represent the fastest-growing segment of the workforce? And yet one in four women of this age doesn't feel that they get the support they need as they approach menopause. [1]

[Note that the studies we quote in our menopause resources were specific to cis women, that is women whose gender matches the sex assigned to them at birth. Menopause also affects some intersex people, some trans men, and some non-binary people.]

Many of the symptoms of menopause, such as hot flashes, headaches, migraines and memory problems can be debilitating and difficult to manage. Despite this, people often tend to suffer in silence at work because the subject is still seen as taboo or embarrassing, and so concerns go ignored and unresolved. Over time, this can cause people to lose confidence and become frustrated, stressed, and demotivated. It has even resulted in experienced and talented women leaving the workforce altogether. [1]

When organizations don't listen to people's concerns about menopause and fail to provide effective support it can result in a toxic combination of sexism and ageism. And may even put them at risk of legal action. So, let's look at some things that you and your organization can do to support employees going through the menopause.

Start by introducing a menopause policy, as well as relevant training. This will help employees, managers and leaders to spot the signs that someone could be struggling, as well as understand how it might be impacting individuals and what support to provide. Include a section on menopause in your existing wellbeing and sickness policies, as well as your formal management training programs. This will improve understanding of menopause and enable people to talk about it more confidently and openly with one another.

Team members need to feel comfortable discussing sensitive matters, such as menopause, with their managers. Create a supportive and trusting environment by scheduling regular one-on-ones with your people. These meetings don't always need to be about performance. They can also be a space to discuss issues or problems. But, avoid asking direct questions. Instead, take the lead from your team member. Remember that confidentiality is key. Menopause can be a deeply personal issue, and so these meetings and anything said within them, must be completely private. If you do need to seek further advice, for example, from HR, check with your team member that they are happy for you to do so first.

Too often people shy away from talking about the real struggle they're going through when they experience menopause because they find it embarrassing and fear ridicule or even hostility from managers. Do what you can to break this taboo. For example, by running an internal campaign to raise awareness. This could be as simple as putting up posters, or organizing a talk from an expert. You could even consider running your own organization-wide Menopause Cafe, where people can go to share their experiences with each other. Clearly signpost other help as well, like support groups, wellbeing initiatives, or private healthcare.

Sometimes issues can be resolved quickly and easily. Simple things like taking regular breaks and having access to a desk fan and suitable washroom facilities can help people to feel more comfortable and able to manage their symptoms while at work. Offering flexible or hybrid working arrangements also allows people to work in a way that suits them, and can help them to flex their work on days when they're struggling to manage their symptoms.

Your team members don't need to suffer in silence when it comes to menopause. So, don't be afraid to break the taboo. Start the conversation and do what you can to offer support.

Learn more with our article, Menopause at Work.