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.
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].
(insight and tips from Age Immaterial)
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