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facilities or toilet facilities, and a lack of access to cold drinking water. One of the biggest issues highlighted in the TUC report was the relationship between stress and increased symptoms, with 49% of respondents mentioning this as an issue. Working hours were also cited as a problem for women working through the menopause. Support There is much that employers can do to support women going through the menopause, although evidence suggests that the menopause is still a taboo sub- ject in the workplace. 6 Attitudes to the menopause can range from empathetic and understanding to insensitive and jokey, to a complete lack of sympathy for employees who are experiencing this normal life event. In a recent report on supporting older workers, the UK govern- ment’s adviser on older people called on employers to recognise the symptoms of the menopause in their workforce, speak openly about it, and understand the great advantages a ‘mid aged’ female workforce can contribute to any employment. 7 The menopause needs to be recognised as an equality and occupational health issue, where work factors have the poten- tial to impact significantly on a woman’s experience of the menopause. Women who are experiencing the menopause need support from line management. With any longstanding health-related condition this is crucial and can make a major difference. As already stated, the workplace can affect women going through the menopause in vari- ous ways, especially if they cannot make healthy choices at work. It is also impor- tant to remember that every workplace is different, but it can impact on female employees’ management of their meno- pausal symptoms. 8 The British Menopause Society suggested the following guidelines for workplaces: 9 • Develop a menopause policy that is accommodating for women going through the menopause. For example, does the workplace have policies that allow work adjustments such as flexible working? • Employ sickness absence procedures that allow women time off if needed for health appointments, or more breaks to help them during this tem- po ra r y t ime o f t he i r menopaus a l transition • If no menopause-specific policy exists, having the word ‘menopause’ mentioned
• Workplaces and working practices are not designed with menopausal women in mind. Heavy and painful periods, hot flushes, mood disturbance, fatigue and poor concentration posed significant and embarrassing problems for some women, leaving them feeling less confident. Women are not comfortable disclosing their difficulties to their managers, particu- larly if those managers are younger than them or are male. Where women had taken time off work to deal with their symptoms, only half of them disclosed the real reason for absence to their line managers. Some women said they worked extremely hard to overcome their perceived shortcomings. Others considered working part-time, although they were concerned about the impact on their career if they did so, or had even thought about leaving the labour force altogether. More than half of the sample reported they were not able to negotiate flexible working hours or work- ing practices as much as they needed to in order to deal with their symptoms. Over half the women felt that it would be useful to have information or advice from their employer regarding the meno- pause and how to cope with their work. Temperature in the workplace appeared to be an issue for many women. Nearly half the sample reported not having temperature control in their usual work- ing environment. Some could not open windows or experienced interpersonal dif- ficulties doing so in shared workspaces. The Trade Union Congress in the UK (TUC) surveyed 500 safety representatives on the issue of menopause in the work- place. 5 This survey found that: • 45% of respondents said their managers didn’t recognise problems associated with the menopause • Almost one in three respondents reported management criticism of menopause-re- lated sick leave • More than one-third cited embarrass- ment or difficulties in discussing the menopause with their employers • One in five spoke of criticism, ridicule and even harassment from their managers when the subject was broached. The survey identified the working envi- ronment as being responsible for making symptoms worse. Two-thirds of the safety representatives reported that high work- place temperatures were causing problems for menopausal women, and more than half blamed poor ventilation. Other com- plaints included poor or non-existent rest
in existing wellbeing and health policies has also been regarded as useful and should be highlighted within guidance • The availability of support is another key aspect to address in guidance. Both formal and informal sources of support should be created and detailed. This should include who and where women and line managers can go to when they need some additional help and advice. This could be a named person in HR or maybe the occupational health team. It will be different for each organisation. There could be a named ‘men- opause champion’. Whoever it is, it should be clear in the guidance policy who they are and how they can be contacted • Menopausal women also report that the physical work environment can have an impact on their menopausal symptom experience. This should be addressed so all staff are aware of the policies and pro- cedures to help support women who may be experiencing problems related to their physical working environment. For exam- ple, are staff allowed desk fans, can they move their workstation to a window that can be opened, or closer to the toilet, and is cool water available? Conclusion Communication, support and sensitivity are essential in order to support and under- stand employees’ needs during menopause transition. 10 Having resources in place that are avail- able to all staff will ensure that women are supported during this time and will raise awareness in the organisation of the work issues that can accompany menopause. Kathleen Kinsella is an honorary senior lecturer at the RCSI. She is also director of Kinsella Leadership Development which provides management and leadership training for the healthcare industry References 1.Griffiths A,Knight K,Nor Mohd Mahudin D.(2009) Ageing,work-related stress and health.Reviewing the evidence.A report for Age Concern,Help the Aged and TAEN 2.Royal College of Nursing (2011) RCN Competences: an integrated career and competence framework for nurses and health care support workers working in the field of menopause.Publication code 003 528 3.Griffiths A et al. (2010) Women’s Experience of Working through the Menopause, Institute of Work,Health & Organisations 4.www.bohrf.org.uk/downloads/Work_and_the_ Menopause-A_Guide_ for_Managers.pdf 5.TUC (2013) Supporting working women through Menopause; Guidance for union representatives 6.Grandey A,Gabriel A,King E.Tackling taboo topics: a review of the three Ms in working women’s lives.J Management 2019; https://doi. org/10.1177/0149206319857144 7.Altmann R.(2015) A new vision for older workers: Retain,Retrain,(UK Government) 8.Royal College of Nursing (2018).The menopause and work: Guidance for RCN Representatives 9.British Menopause Society (2019).Menopause and the workplace guidance; what to consider? 10.Abernethy K (2018).Menopause – the one stop guide; Profile Books (London)
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