The menopause – the last workplace taboo?

The menopause – the last workplace taboo?

Approximately half of the UK workforce (47%) is made up of women aged 50 years or older. With around two-thirds of women aged 50 to 59 in employment, these women will be experiencing the menopause or have been through it. The menopause is part of the aging process. It is not a medical disease and it can have a significant impact on psychological well-being, physical health, cognition and social implications on the working lives of women.

Many managers are unaware of the many physical symptoms of the menopause which might affect a woman’s well-being at work. Menopausal symptoms most likely to affect women include hot flushes (70% of women suffer from them for one year, 30% for five years and 5% – 10% for 10 to 15 years), palpitations, night sweats and sleep disturbance, fatigue, poor concentration, irritability and mood disturbance. These working women may also have to care for frail and aging parents, look after their own family, experience changes in health and changes in their relationships.

The Working through the Change study conducted by the TUC (2003) surveyed 500 safety representatives on menopausal issues. Symptoms attributed to the menopause made worse by work were hot flushes, headaches and tiredness. Workplace temperature and poor ventilation also made symptoms worse. Employers should have a duty of care to reduce the stigma and embarrassment when women are in the company of work colleagues. By supporting working women experiencing the menopause employers can reduce absenteeism, maximise productivity and make the workplace environment as comfortable as possible.

Women are now working longer and we are in a new world of work incorporating the fourth generation. Up until recently the menopause has been regarded as a private matter and women have felt unable to discuss menopausal issues. Research suggests that many women in the workplace find it extremely difficult to discuss menopausal issues with their line manager or supervisor. Menopausal symptoms such as hot flushes, tiredness and anxiety may have a significant impact on occupational health for some employees.

Top ten tips for employers to enhance organisational culture within the work place

To help develop a rich and diverse working culture within the workplace here are ten top tips to help employers cultivate good working practice:

1.    Raising awareness of the menopause in an occupational setting through health promotion programmes and awareness training for managers.

2.    Organising social support within the work place. This could include information packs, mentoring schemes and lunch time support.

3.    Offer flexible working hours, job sharing, and opportunities to work from home. Many women experience tiredness.

4.    The temperature of the work environment can be an issue, especially in refined spaces. Fans and temperature controls could be implemented.

5.    A rest room where women can relax, just to have some space.

6.    Cold drinking water – many organisations do not provide this.

7.    Prioritise work life balance and maintain firm boundaries in working life and non-working life. Adopt buffer zones so that women feel in control more effectively. Many menopausal women experience feelings of ‘not coping’. If work becomes an issue encourage a specific time each day so that worries can be written down and then discarded.

8.    Remain hopeful and optimistic – women experiencing the menopause often go through different types of emotions such as anxiety and depression. Remember these feelings do subside. Encourage women to discuss how they feel as these feelings are very normal.

9.    Become a supportive manager, women are more likely to discuss menopausal issues with somebody they feel able to talk to. This also encourages organisational loyalty and less absenteeism which can only be a good thing for all companies.

These tips are based on research undertaken by Amanda Griffiths of Nottingham University: Women’s Experience of Working through the Menopause [PDF].

Posted on April 22, 2013 on LinedIn by Angela Thorogood

(insight and tips from Age Immaterial)

 

 

Access to Work

Access to Work offers a range of services & financial grants devoted to retaining people with mental or physical illnesses within their workplace. The full service extends to all health conditions & disabilities for youth in work experience and persons in paid employment, including Mental Health Support services.

Provided by Remploy for the DWP, they deliver a 6 month advice & support service for employees suffering from either the full effects or symptoms of mental health worries. Each case is managed on an individual basis and the scheme can be applied for either by the individual themselves or a 3^rd party. It is important to note that the support is only available to those already in employment. Once in contact with Remploy, the process will begin by creating a tailor-made approach to coping with the stresses and strains that can make a place of employment a daily struggle. This really highlights the personal level of support offered. Remploy’s website contains a number of case studies to emphasise the personalised element to their services: each one is different & each one showcases a difficult barrier to overcome.

Both the application and the whole 6 month service is entirely free of charge which largely resolves any previous barriers encountered by employees looking for help.

Remploy are aware that many mental illnesses are a by-product of a physical health problem. Despite their remit lying strictly within the mental health realms, if an employee’s physical health problems are still causing an issue with their daily work load then Remploy will put them in contact with the correct health facilities. There really are many ways Access to Work can help and with the service being free, it is worth finding out how Remploy and the DWP can assist your organisations.

There is a wealth of online information about Access to Work on the Remploy Mental Health Support Service and the DWP websites. As mentioned previously, every case is assessed on an individual basis so if you want to know whether Remploy can help employee(s) you may have in mind, just contact them for a more specific proposal.

This relatively unknown scheme really can change someone’s working life and make the difference between them staying in employment or falling onto incapacity benefit