Feature topic – Recruitment, retention, succession
An uncomfortable period
Perimenopause needs to become a hot topic for employers nowor they could find themselves facing a retention problem, says Lesley Salem, founder of Over The BloodyMoon
T ime and again studies have shown that diverse business teams with a good balance of gender thrive the most. In particular, there is the value that older women bring to the workplace. Often by the time women reach their forties and fifties, they are experiencing a career high and applying their ‘superpowers’ to the work they do: organisation, problem solving, creativity and collaboration. And, according to the Office of National Statistics, this demographic is experiencing the fastest growth in UK employment. While this is great news for organisations, it is also a double-edged sword. For the first time in the history of women in the labour force, there will be a significant number managing a life-changing transition whilst in the workplace. This transition is perimenopause – a period of fluctuating hormone levels that starts several years before menopause (which, itself, is actually just one day). Some women experience manageable symptoms, but too many experience a severe impact on their physical, emotional and cognitive functions. Of course, every woman goes through perimenopause and has done so since the beginning of time. Today’s perimenopause experience, however, is unlike that of any other generation. Not so long ago, women approaching their forties and fifties were either slowing down or settling into their roles as grandparents. These days, women are working longer, having children later and simply ‘doing more.’ With the pandemic heightening stress levels, a lot of women in employment and going through perimenopause are facing a particular kind of burnout, and leaving their jobs is a very real possibility. For many it is negatively impacting the work they
do; according to the Chartered Institute of Personnel and Development three in five women feel perimenopause has a negative impact at work. It’s been widely quoted that one in five women are leaving their jobs because of perimenopause, but we believe that, worryingly, this number is much higher. We’re often not told the underlying reasons of why they leave, so they fall off the radar. The issue is made worse by the fact that many women don’t connect what is happening to them with menopause and feel that they are becoming ‘invisible’ or ‘mad’. Whilst women have heard of the term menopause, they don’t understand the different phases and how mental symptoms such as poor sleep, anxiety and brain fog, often begin years before hot flushes. In fact, 46% of women have never even heard of the word perimenopause, and three in five women in the UK feel totally unprepared for the symptoms of perimenopause (see Avon’s Too little information – http://bit. ly/3hbce62). ...employers may struggle to hold onto their older female talent. Sadly, a lack of GP (general practitioner) education in menopause also means that a lack of support and misdiagnosis is a common story ( The invisibility report – https://bit.ly/3aCpY8E). For many women, particularly those who are in senior roles, their struggle with perimenopause is off the radar – either suffering in silence or leaving their jobs.
Without policies and practices in place to support women going through this stage, employers may struggle to hold onto their older female talent. Their absence would leave a considerable gap for organisations in terms of knowledge, experience and leadership, not to mention the cost of recruiting or potential legal fees from discrimination complaints. This is why there is a pressing need for employers to take the lead and start conversations. They can play a more active role by putting in place initiatives and networks where women can gain awareness and go to discuss their experiences during work time. Employers should also consider running education workshops for line managers and colleagues. We need to step away from the idea that women going through perimenopause should know what is happening to them and seek out the ‘right’ information themselves. By taking these steps, employers will not only help cultivate a more positive menopause culture and actively help reduce the silent suffering that is taking place, but they will see significant benefits and avoid the potential loss of valuable team members. In conclusion, there is a distinct lack of awareness of perimenopause and how debilitating it can be for many women. This lack of education is both among the women going through it and in society as a whole. In addition, many women feel stigmatised by menopause, preferring to ignore tell-tale signs until it’s too late. If companies take leadership by educating and supporting their staff, the taboo of menopause is removed and employers gain the advantage of keeping valuable and experienced women in senior roles at this stage of life. n
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| Professional in Payroll, Pensions and Reward |
Issue 71 | June 2021
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