Since 2009, the International Menopause Society (IMS), in collaboration with the World Health Organization (WHO), has designated October as World Menopause Awareness Month, with 18 October celebrated as World Menopause Awareness Day.
The IMS says that the purpose of the day is to raise awareness of the menopause and the support options available for improving health and wellbeing.
Why is talking about menopause in the workplace an important discussion to have at St George’s?
Despite it being a natural life process the menopause and how menopause at work can affect employees is rarely discussed.
The Government Report on Menopause in 2017 highlighted that:
- those who experience the menopause are the fastest growing workforce demographic
- the average age to go through menopause is 51; it can be earlier than this, naturally or due to surgery, or illness (and symptoms may start years before menopause, during the perimenopause phase)
- according to the Faculty of Occupational Medicine (FOM), nearly 8 out of 10 of those going through the menopause are in work
- of those going through the menopause, 3 out of 4 experience symptoms, 1 in 4 could experience serious symptoms
- 1 in 3 of the workforce will soon be over 50, and retirement ages are now 68
- there have already been successful employment tribunals against employers.
It is also difficult to gauge statistically the number of people who experience the menopause from the non-binary, transgender or intersex communities. In some cases, trans people may be affected by menopausal symptoms due to the natural menopause process, or treatments or surgeries. It should be noted that due to a variety of factors, the experience of the menopause may be different for those among these communities.
Experiences and perceptions of the menopause may also differ in relation to disability, age, race, religion, sexual orientation or marital/civil partnership status. It is important to recognise that for many reasons, people’s individual experiences of the menopause may differ greatly.
Employers are responsible for the health, diversity and inclusion of all employees. Menopause affects everyone but few understand it and know how to discuss it or support it especially at work.
- Talking Menopause
By talking about menopause openly, raising awareness and putting the right support in place, perhaps we could get to a point where menopause is no longer an issue in the workplace at all.
- Menopause in the Workplace
But, today, it’s hidden with potentially significant consequences for both employees and employers. It impacts on many staff working here at St George’s on a daily basis. We don’t talk about or acknowledge the impact of menopause enough and some employees suffer in silence.
How is St George's supporting menopause in the workplace?
St George’s has a menopause policy and guidance. Staff and managers can also seek support and advice through the Employee Assistance Programme.
Have a conversation about menopause
We would like to invite line managers to access resources and support to have conversations about menopause and support their staff.
In addition to St George’s menopause policy and guidance, the CIPD – A Guide to Managing Menopause at Work is a great resource that is available.
Further support and guidance
The following external organisations can provide further support as well as specialist guidance on the menopause: