IWD 2024: Menopause is a health issue, and a workplace issue

Every year the International Women’s Day theme aims to highlight the ways in which gender inequality is still evident in society, and what needs to happen to address that. This year’s theme is 'Inspire Inclusion'.

Inclusive workplaces can help to advance women’s workplace equality, but there are still many ways in which workplace culture doesn’t feel inclusive to women. A clear example of this can be seen in working women’s experiences of menopause.

Stigma and stereotypes at work

Menopause is a normal part of women’s lives, but there’s still widespread discomfort around it, particularly at work. Many women don’t feel comfortable talking about it because of stigma and stereotypes. When managers and colleagues avoid the subject, it makes it even harder for women to get the support they need.

But menopause is a workplace issue. A quarter of women are likely to experience difficulties associated with menopausal symptoms at work. Workplaces that don’t recognise the impact of menopause on employees can make things even harder. Women who take sick leave because of their symptoms can be penalised by absence management processes. Where an employee isn’t allowed to take regular breaks, or can’t access bathroom facilities easily, they’ll find it harder to deal with heavy bleeds. Line managers may unfairly refuse a flexible working request that could have made it easier for an employee to manage their symptoms.

Without support, employees experiencing menopause may feel compelled to reduce their hours, or even leave their job altogether. Where workplace support isn’t available, this sends a message to women that they aren’t valued, and their wellbeing isn’t taken seriously.

How employers can create inclusive, menopause-aware workplaces

Menopause is a health issue, and legitimate reason to need support in the workplace. Employers have a key role to play in ensuring women can access the support they need. By making small adjustments to policy and practice, employers can make a real difference to the lives of employees who are experiencing menopause.

Close the Gap has created a resource for employers that sets out how to build a menopause-aware workplace. This includes increasing awareness of menopause and how it impacts women, creating a package of workplace support measures, and introducing a menopause policy to help line managers feel confident providing support.

Increasing awareness of menopause and how it impacts women in the workplace is key to ensure women are able to access the support they need. This includes building understanding among employees more generally, alongside targeted information for key people who will be providing support in the workplace, e.g. line managers and HR advisers.

Employers can create a tailored package of support measures that women experiencing menopause are able to access in their workplace. This can include menopause-sensitive absence management processes, access to free period products including specific products for heavy flow, regular breaks, and simple adjustments like providing a desk fan or moving an employee’s working location to a cooler spot.

Having a specific policy on menopause will help encourage women to ask for support and provide key people with the information they need to provide it. Line managers have a particularly important role - the ‘supervisor effect’ has a big influence on women’s experience of work, how comfortable they feel asking for support, and what support they get. Employers need to make sure line managers are confident providing support and know what’s expected of them.

Creating menopause-aware workplaces will help employers to advance gender equality in their wider workplace. That’s good for women, good for employers, and good for Scotland’s economy.