Industry Insight

Julie Missaggia at CMI Media Group, a WPP Company, and Compas, explores how workplaces engage with the symptoms of menopause, and why this needs to be improved

It’s likely that many of a company’s most valued employees are currently experiencing menopause symptoms. It has been estimated that UK businesses suffer an impact of £1.88bn annually as employees struggle to manage symptoms and even choose to leave the workforce as a result.1 In fact, a recent Simplyhealth survey found that 14% of working women are planning to quit due to their menopausal or menstrual symptoms and 23% have considered quitting.2 The same survey reported that 87% wish their employer were more supportive of women’s health needs.

It’s no surprise, then, that there is a trend of menopause-friendly workplace offerings, especially in the UK. It’s important to offer resources at the corporate and individual levels, not only to provide a positive workplace for employees but also to support a company’s success.

Menopause and perimenopause can begin naturally as early as their 30s, and surgically/medically (for example, as the result of cancer treatment) even earlier, but most frequently in their 40s. Symptoms vary and can last a decade or longer. Symptoms can be mild or severe and most people who experience menopause find that effective treatment is not always readily available, and also may experience a stigmatised or taboo environment.

A menopause-friendly workplace provides integrated health benefits, looking at the whole person rather than a collection of symptoms.

This would begin with ensuring that standard medical benefits support the employee’s needs, such as the ability to get related medication, but also extend to benefits like an employee assistance programme (EAP) or health plan coverage that offers mental health support. Many health insurance companies offer reimbursements related to exercise. As well, non-traditional medical services such as nutrition, yoga, massage therapy and acupuncture have been shown to benefit many aspects of health and complement medicine to result in better health outcomes.

Beyond those benefits, companies can offer flexible schedules, which would allow the employee to easily attend doctor appointments or take some time for themselves as needed.

Because a common symptom is hot flushes, a simple but very appreciated offering would be small fans in each location that employees can either borrow from the front desk or placed around the office space for use.

Offering the ability to get educated about menopause, both for the person with symptoms and for their managers and coworkers, helps destigmatise the condition as well as improve the employee experience.

It’s important to meet employees where their needs are, and that differs for each individual. While many symptoms of menopause and perimenopause are common, each person may not experience each symptom, and it’s important not to make assumptions.

Menopause is not unlike other medical conditions. People have different experiences and needs.

Get to know what the employee’s support system is like, how comfortable they are about talking about it, and what they need. Be open-minded and listen rather than making assumptions about what that person’s experience is. Even those who’ve experienced it themselves may not have the same experience as their colleagues.

This four-step process will serve well:

1. Practise active listening

2. Show empathy

3. Take (specific) action

4. Check in.

Each of these steps is critical. Actively listening allows for an understanding of their needs. Showing empathy allows them to see that the company cares. Taking action not only helps them but also sends a strong message that they are supported. It’s important to note that taking action does not always mean fixing every problem. For example, providing an extra week of vacation could probably not be allowed, but providing a flexible schedule might be achievable.

Importantly, when offering help, avoid only saying “let me know what you need.” Instead (or in addition), offer specific help to the need that the employee expresses. This takes the burden of asking off of them. For example, if they share that they have hot flushes in meetings because the meeting room is hot, either choose another meeting room or talk to the office manager about providing fans.

And you don’t need to address issues on your own. Coordinating with human resources or facilities is a good way to find effective solutions.

Finally, check in frequently. When checking in, start again at Step 1 of active listening. If the actions taken didn’t help their issues, checking in allows for pivoting to find a new solution.

Providing a menopause-friendly workplace with real solutions and support not only provides a better experience for employees with menopause, but also more loyalty and trust and a better working experience for all.

References

1. Visit: peppy.health/blogs/hidden-costs-ofmenopause
   
2. Visit: simplyhealth.co.uk/news-and-articles/35-million-women-have-considered-quittingjob-due-to-menopause-and-menstrualhealth-symptoms