Note: whilst this article and the webinar refers to “women”, it is important to recognise that not everyone who is affected by menopause identifies as a woman – it can impact our non-binary and trans colleagues too.
Female and employee life cycle
In the webinar, Karen gave an informative presentation considering how the “female life cycle” sits alongside the “employee life cycle”. She noted that everyone navigates different phases in their personal lives alongside their employee life cycle, and for those with female reproductive organs this may include managing symptoms or challenges associated with anything from menstruation to menopause. These are natural processes impacting a huge number of people in the workplace and yet these subjects have been taboo, dismissed, stigmatised or seen as a weakness!
With regard to menopause in particular, many people still find it is met with bias and lack of empathy, making it a really difficult and lonely time. Add to this the onset of symptoms as we go through the stages of menopause, and it can lead to misery in the workplace and in the home. Symptoms such as poor concentration/memory, tiredness and sleep deprivation, low mood/anxiety, hot flushes/sweats and aching joints can last several years and there are also long-term health implications linking menopause to cardiovascular disease and osteoporosis.
Karen also noted that all genders can experience challenging times as a result of hormone imbalance – for example, men can experience a drop in testosterone known as “andropause” – and everyone should be encouraged to speak up about physical and mental illness too and seek any reasonable adjustments and support they need.
Workplace issues and supporting employees
At a time when many people may be at the peak of their careers, menopause can not only bring mental and physical health challenges but also lead to discrimination and bias. Individuals may have their work performance reviewed if there are changes in how they work. They may not feel safe to talk to their manager about the menopause and the impact it’s having on them, and managers may lack training on how to support their staff or reasonable adjustments.
However, education and resources around the menopause are increasing. Businesses are beginning to take menopause seriously. Some employers have launched menopause policies. People at menopausal age have lots of experience and skill so failure to fully support them can result in talented people leaving the business. Employers need to make reasonable adjustments, allow greater flexibility and support employees through this transition. This is a really important conversation for businesses to have and the challenge remains to ensure staff feel genuinely supported and listened to.
There are also legal considerations. Menopause falls within the Equality Act 2010, which legally protects people from discrimination because of inter alia sex, age or disability in the workplace and in wider society and we are beginning to see women go to tribunal and win discrimination cases.
In summary, women play an important part in any business. The female life cycle is not a barrier but a normal part of who they are and as such, workplace policies, practices and support functions should be inclusive in acknowledgement of reproductive, menstrual and menopausal health issues.
Panel discussion
The panellists spent a few minutes each sharing their own relation to and experiences of menopause. It was a wide-ranging and interesting discussion which included peri-menopausal symptoms such as extreme anger, mood swings and brain fog; uncertainty around their cause (depression? early onset dementia?); helpful and less helpful GPs; HRT (hormone replacement therapy); PMDD (premenstrual dysphoric disorder, a very severe form of premenstrual syndrome); surgical menopause; the post-menopausal experience; and workplace support.
All of the panellists are keen to be open and share their stories in order to educate others, so they can have a better understanding of what to expect during menopause, for themselves, family members, friends and employees. See below for more about the sharing of menopause stories.
Breakout rooms
The event concluded with a series of small group discussions where we considered the question: “How has the menopause affected your relationships with those around you, and what might help?”
The discussions were open and engaging. The varied responses included:
- Understanding the process
- Normalising it
- Being honest – making people aware so they can help you
- Embedding a culture of understanding at work
- Workplace allies
Practical tips for individuals included:
- Collagen supplements to help with hair thinning and nails
- Vitamin D
- Exercise
- Taking regular breaks to clear your head
- Making use of local support, such as knowledgeable GPs, online or in-person groups, etc.
Do you have a menopause story to share?
The IP Inclusive menopause working group is currently working to produce a collection of short recordings and blog posts, in which IP professionals share their experiences of (peri)menopause in order to reassure and inspire other people. If you’d like to contribute one, please get in touch with us at [email protected].
Future events and resources
Our menopause working group is planning a number of events, webinars and coffee dates over the coming months so do keep an eye out for these on our website Events page.
Check out our menopause resources document here.
We’ve also established a LinkedIn group for UK-based IP professionals who want to exchange news, views and ideas about the (peri)menopause. It’s a private group so just send us a request to join and we’ll do the rest.