The long and short of it:
- Until now, menopause has been a taboo topic in the workplace, leaving those experiencing it without the support to manage symptoms and work simultaneously.
- Simple changes in the workplace such as thoughtful and customized facilities, flexible working options, and raising awareness can significantly impact employee productivity, focus, and comfort for the better.
Menopause or perimenopause can be an isolating experience for cisgender female, transgender, or non-binary employees. Menopause affects half the population, but it’s a largely neglected issue, and those who experience symptoms often do so in silence, not knowing how to access the right information to help them navigate this life phase. Some employees continue working through challenging symptoms not wanting to appear unprofessional or lose their jobs.
Circle In research shows that 70% of cisgender women surveyed who have experienced menopause did not feel comfortable talking to their manager about their needs. However, 53% of cisgender women surveyed said that their manager’s awareness would have been a great support to them during this time.
Every perimenopausal and menopausal employee is different and diverse in how they experience this life transition. Here are some practical things managers can do to make sure their employees feel seen and supported in the workplace as they navigate through it.
Flexible working options
People who are transitioning through perimenopause can experience hot flashes, heavy period flow, pain or discomfort, or irritability which can interfere with their work, productivity, and focus. Based on Circle In research, a flexible work policy can go a long way in retaining your talent. 86% of respondents surveyed wished they had better access to flexible working options as a way of supporting them through challenging symptoms. Having the choice of where to work and when can alleviate some, if not all of the pressure and stressors of managing symptoms and working simultaneously.
Customized facilities
Provision of cool or cold drinking water and fans will help employees feel more comfortable if they’re experiencing hot flashes and/or dry skin while at work.
A designated rest area in the workplace to support menopausal or perimenopausal employees can help them to rest and take a break from work when symptoms become challenging. Comfortable working spaces near toilets or rest areas and away from cubicles, offices, or high-traffic zones can help to increase comfort and ease.
Provide natural light and good ventilation in working areas, and give employees the freedom to decide if and when they want to go outside for fresh air.
Uniforms made from light and breathable fabrics can make employees feel more comfortable, especially those experiencing hot flashes.
Normalize the conversation
Remove the taboo around menopause by normalizing conversations about menopause in the workplace. The more employees and management talk openly about the topic, the more comfortable employees will feel about communicating their experiences and asking for help.
Create awareness in the workplace by:
- Create a safe space either online, using your organization’s messaging app or intranet, or in person for employees to share their stories and experiences.
- Appointing champions from within senior management to champion the cause.
- Developing a policy and framework around menopause and perimenopause so it becomes business-as-usual.
- Organizing events/training designed to create awareness around menopause and menstruation.
- Offering well-being and or mental health services designed to help employees manage menopause and perimenopause.
- Conducting workplace training to help other employees learn how to support those experiencing menopause.
- Making information freely available around menopause or perimenopause, e.g. where to go for help, what to look for, and how to manage it.
Tips to help you get the conversation right:
- Know that every employee’s experience is different so avoid making assumptions.
- Avoid jokes or using derogatory or negative language that can make your employee feel uncomfortable.
- Ask your employee to let you know how much detail they feel comfortable sharing with you.
- Be respectful of their needs and actively listen to their unique experiences.
- Avoid perpetuating myths, and self-educate to raise your awareness of how menopause affects people.
- Avoid singling out or ridiculing employees in front of their peers – e.g. making a joke about their experience after they’ve experienced a hot flash and stepped out of the meeting.
- Direct them to reliable sources of information e.g. government health websites, company policies, and Circle In resources (see links below).
- Be open to listening without judgment and practice empathy.
Self-reflection
If you feel uncomfortable talking about menopause with your employees, take time to self-reflect and talk to someone you trust about how you feel. Ask yourself what’s making you uncomfortable and how you can address it to provide the type of support your employee needs from you.
