Menopause: opening up the conversation at work

Menopause is a natural process, but it has sadly resulted in women ‘of a certain age’ being stigmatised for decades. Today, with medical advances, increased research, and celebrities creating awareness, many more women can find the support they need to help them through this transitional stage and onto a ‘Second Spring’.

With nearly 5 million women aged 50-64 in the UK, they represent the fastest growing demographic in the workplace. A recent CIPD report revealed 84% of women who lack support in the workplace say their menopause symptoms have a mostly negative effect on them at work (and it's still 71% for those who are supported).

Menopause is now associated with over 30 common symptoms - well beyond the odd hot flush or generalised grumpiness of popular cliche. Symptoms are unique to each individual and can vary in intensity, but are often debilitating and affect attendance, performance and retention. This has a significant real cost for businesses.

Companies have a duty of care to support women through this phase of their life and a growing number now have menopause policies in place. These help ensure that support is about wellness, inclusion, compassion, empathy and awareness - for everyone. The Labour manifesto contains a specific requirement on companies over 250 employees to produce Menopause Action Plans. 

It can be very hard, as a menopausal woman, to start the conversation with a boss or colleague about what you're experiencing. There are plenty of reasons why you might not want to. My boss is a man; I’m the only woman in the team; they won’t understand what I’m talking about; they’ll be embarrassed; I’ll be embarrassed; they won’t ‘get it’. 

If you are a senior woman, the challenges can be even greater, because your peers and team members expect a level of consistency from you that you find harder to maintain. That's why at Second Spring Leaders we have developed a programme of masterclasses, workshops and retreats specifically to support you.

We also know that the first conversation about menopause with your boss may be daunting, so here are a few tips for broaching it successfully:

• Review your company's material/policies so you know what support is already available.

• Understand the commercial realities of dealing with the issue in your workforce; starting wth understanding the demographics of your own team and organisation. 

• Reflect on what improvements to productivity and retention could be achieved if menopausal women were better supported – put a simple business case together. 

• Build awareness with your boss and peers; talk unashamedly about menopause, and share articles and research to increase their understanding. 

• Schedule a conversation to explore the topic with your boss; find out how much they know and how aware they are of the potential impacts on the business if it is not addressed.

• Pick the right moment to talk about you – you should be thinking of all the people it affects, but don't forget the effect on you too. 

• Talk about how you would like to be supported, and how you need to build resilience to face the challenges of menopause.

While many companies are putting policies in place to support their female employees, many more still have work to do. Hopefully these pointers will help to open up the conversation.

It all starts with you, in your position of leadership right now, but the bigger picture features all of the future women who will be impacted by what you do today.

Photo: Anthony Delanoix (via Unsplash)