As a 43-year-old pre-menopausal / peri-menopausal woman, I surprise myself daily in how little I know about something that impacts 51% of the population. And you know what? My pre and peri friends are in the same boat.
Yet menopause is an important topic that impacts every woman in the workforce, and it often remains under-discussed in workplace settings.
As more organisations strive to build inclusive environments, it’s vital that Learning and Development (L&D) and Human Resources (HR) teams take active roles in supporting employees through menopause.
By promoting understanding, breaking down stigma, and providing practical support, L&D and HR can help ensure that menopausal women thrive professionally without compromising their wellbeing.
Raising awareness of menopause – A cautionary tale
The first step L&D teams can take in supporting menopausal employees is raising awareness throughout the organisation. Menopause is a natural phase of life, but misconceptions and lack of understanding often lead to unnecessary discomfort or alienation.
One of my best friends recently shared with me that her colleague had been taken off an exciting project as she had disclosed to her male manager her brain fog and lack of energy, following a menopause diagnosis.
This proves what we already know. We need to educate all employees, regardless of gender or age, about the spectrum of the menopause. This includes its varying symptoms, and its impact on both physical and mental health for all genders.
Using AI as a tutor and thought partner with menopause
The use of Gen AI can also cut through the noise in this space. I asked it to summarise five key points as a 43-year-old woman, and this is what it gave me.
Timing and Perimenopause:
Menopause typically occurs between ages 45-55, but symptoms often begin in the years leading up to it (perimenopause). At 43, you might already be in this transition phase, experiencing irregular periods, hot flashes, or mood changes.
Hormonal Changes:
Menopause marks the end of menstruation and is caused by a decline in oestrogen and progesterone levels. This hormone shift can lead to a range of physical and emotional changes, including hot flashes, night sweats, and changes in sleep patterns.
Bone and Heart Health:
Lower oestrogen levels can affect bone density, increasing the risk of osteoporosis, and may also influence heart health. Regular exercise, calcium, vitamin D, and healthy eating are important to help mitigate these risks.
Mental and Emotional Wellbeing:
Some women experience mood swings, anxiety, or depression during menopause due to hormonal changes. Practices like mindfulness, therapy, or medication can help manage these symptoms.
Treatment Options:
Hormone Replacement Therapy (HRT), lifestyle changes, and non-hormonal treatments are available to ease menopause symptoms. It’s important to discuss options with a healthcare provider to find what suits your needs best.
A good start I thought, but it just isn’t enough; we need lived experiences and positive use cases.
We need top-down, honest, leadership-led cultures that recognise the ebb and flow of life. We need employers that don’t expect productivity to be a constant straight line upwards.
Managers play an influential role in an employee’s day-to-day experience, and ensuring they are prepared to approach menopause-related conversations with sensitivity and understanding is crucial.
Training could focus on recognising menopause symptoms, such as hot flashes, mood swings, or fatigue, and understanding how these may impact performance without making assumptions about an employee’s capabilities.*
*This is the key learning point here!
L&D teams can develop manager guides that outline best practices for having supportive conversations, emphasising active listening, empathy, and confidentiality.
We should also stress the importance of flexibility by encouraging managers to offer reasonable adjustments. Flexible working hours or access to a comfortable workspace can go a long way in supporting menopausal women.
Peer support networks
Menopause can be a challenging and isolating experience for some women, and having a supportive community can make a significant difference.
L&D teams can play a role in creating peer support networks or employee resource groups (ERGs) that provide a safe space for women to share their experiences, ask questions, and offer support to one another. These groups can meet in person or virtually, allowing employees to connect regardless of their location.
Providing facilitation training for group leaders can ensure that these networks are welcoming and inclusive spaces. L&D can also collaborate with HR to ensure these groups are officially recognised and supported within the organisation, promoting visibility and encouraging participation.
Policies that support, not punish menopausal women
While L&D focuses on education and training, HR teams play a crucial role in ensuring that company policies reflect a supportive stance toward menopausal employees.
HR should review existing policies related to health, wellbeing, and workplace accommodations to ensure they are inclusive of menopause.
For example, flexible working arrangements can be particularly beneficial for menopausal women. Symptoms such as sleep disturbances or hot flashes may make traditional working hours challenging. By offering flexible hours, remote work options, or the ability to take breaks when needed, HR can help alleviate some of the difficulties associated with menopause.
And let’s face it, there will be times we just can’t go to work….
…So, for goodness sake, get rid of sickness calculations such as the Bradford factor. These can drive behaviours which work against menopausal women, not for them, and drive true reporting underground.
A combined effort from HR and L&D teams
It’s essential for both L&D and HR teams to throw away the tick box and cultivate an inclusive culture where menopausal women feel comfortable seeking support.
This starts by ensuring that menopause is not a taboo subject; encouraging open dialogue can make it easier for employees to speak up about their needs.
And this doesn’t mean running a few training sessions on ‘diversity’ topics. We need top-down, honest, leadership-led cultures that recognise the ebb and flow of life. We need employers that don’t expect productivity to be a constant straight line upwards.
Life just isn’t like that and it’s time we get real.
Written, lovingly, by a pre / peri menopausal 43-year-old woman in collaboration with ChatGPT, October 16, 2024.
Your next read: Menopause support and education at work: why do businesses need it?
