Embracing menopause in the workplace

Menopause has conventionally been seen as a period of decline. But my personal experience is that it can be beneficially reframed as a transition. It's a time that brings new opportunities and a fresh phase of life, akin to the 'second spring' of Eastern philosophy.

This shift in mindset can be transformational for individuals, and for businesses ambitious to create inclusive, supportive, high-performing work environments. By embracing menopause, organisations can enhance productivity and vitality by tapping into the unique strengths and experience that women bring to the workplace. 

Being at their peak  

When I entered menopause, I was at the peak of both my career and my life demands. The responsibilities and expectations in my leadership role were intense, and additional pressure came from juggling family responsibilities outside of work.  

Research from the Fawcett Society reveals that 44% of women with menopausal symptoms report it affecting their job performance. 61% experienced a drop in motivation, and 52% lost confidence at work.  

The CIPD estimates that nearly a quarter of women have either left work or considered leaving because of their menopausal symptoms. I certainly recall contemplating my future at work, feeling overwhelmed by the physical and emotional toll that menopause was taking. But this trend is not inevitable.  

Organisations must do their part

The choice to stay or leave is heavily influenced by how much support and understanding women receive from their employers, managers, and colleagues. Having a supportive work environment makes a big difference. If issues of confidence, motivation, and performance are addressed, employers can retain high-value employees while cultivating an inclusive and supportive work environment. This can be achieved if the focus shifts from surviving menopause to embracing the positive aspects of a 'second spring'. 

According to the Equality Act 2010 in the UK, menopause symptoms could be considered a disability if they have a long-term and substantial impact on a woman’s ability to carry out normal day-to-day activities. If they amount to a disability, then employers become legally obliged to make reasonable adjustments. This legal framework underscores the importance of taking menopause in the workplace seriously. 

A unique approach  

Menopause is a unique experience for every individual. For me, it brought challenging symptoms such as hot flushes, sleep disturbances, brain fog, and emotional swings. Organisations need to understand this variability and work on providing tailored support to their employees. Recognising that menopause is a personal journey will also foster a more empathetic and accommodating workplace. 

Effective management of menopause often involves a mix of medical treatments and lifestyle changes. Hormone replacement therapy (HRT) can alleviate many symptoms, but lifestyle adaptations such as proper nutrition, regular exercise, and stress management are equally important. Businesses can play their part by promoting these healthy practices and providing resources and support to help their employees adopt positive behaviours. 

Celebrate the wisdom 

Borrowing from traditional Chinese medicine, the 'second spring' reframes menopause as a time of wisdom and experience, in contrast to Western culture’s perception of it as a time of loss. This strengths-based approach helped me to tap into my innate talents, celebrate the wisdom that comes with experience, and re-energise myself to meet the challenges I faced. 

Acceptance is key - for individuals and organisations. The latter should foster a culture where menopause is acknowledged as a natural process, not something to be ignored or stigmatised. Ignoring menopause can lead to long-term health issues and decreased productivity. By contrast, fostering an environment where these changes are respected and accommodated can lead to a more engaged and healthier workforce. 

A place for women to harness their strengths  

We foster this mindset of positive renewal through our Second Spring Leaders wellbeing programme. This ranges from two-hour masterclasses to two-day off-site retreats, all designed for senior executives who are approaching, experiencing, or post-menopause. The programme aims to help women harness their strengths, embrace their journey, and thrive professionally and personally. 

Incorporating a Second Spring mindset into workplace culture is not just a compassionate approach; it’s a strategic business move. If they recognise menopause as a major life transition that deserves attention and support, organisations can create a more inclusive and supportive work environment. This shift in perspective, combined with practical measures, can lead to a healthier, more productive workforce and a workplace where employees feel valued and understood. 

Photo: David Vig (via Unsplash)