Transforming Menopause Challenges into Workplace Solutions

From Stigma to Support: Menopause at Work

In our last article we touched on the profound effects perimenopause and menopause has on women in the workplace. Creating a supportive work environment for women experiencing menopause is essential for their wellbeing and career success. Support for women in the workplace can help staff retention and be attractive for new employees joining the business.

Here are some ways employers can help:

1. Raise Awareness: Employers can provide education and resources to all staff about menopause to reduce stigma and create a culture of understanding. This could include workshops, informational sessions, or access to online resources.
2. Flexible Working Arrangements: Offering flexible working hours, remote work options, or the ability to take short breaks during the day can help women manage symptoms more effectively.
3. Temperature Control: Providing access to fans, adjusting office temperatures, or offering more breathable uniforms can help alleviate discomfort from hot flashes.
4. Workplace Products: Hey Girls Pants and Pads are designed to provide comfort and protection for women experiencing unexpected bleeding during menopause or perimenopause. For many women, unpredictable bleeding is a common symptom, making it essential to have reliable period products readily available. Our range of sustainable pants and pads offers discreet, absorbent solutions that can help women feel confident throughout their day, whether at home or in the workplace.
5. Mental Health Support: Employers can ensure that mental health resources, such as counselling or employee assistance programs, are available and accessible to women going through menopause.
6. Open Communication: Encouraging open communication between employees and managers can help women feel more comfortable discussing their needs and seeking accommodations.
7. Inclusive Policies: Including menopause in workplace wellness policies and ensuring that HR departments are equipped to support women through this transition can make a significant difference.
8. Providing a platform: Create a safe space where your team can share their thoughts, provide feedback on how to improve as a business, and offer suggestions. Everyone’s experience is different, so their needs will naturally vary.

Menopause is a natural part of life that can significantly affect women at work, yet it remains an overlooked issue in many workplaces. By acknowledging the challenges and providing appropriate support, employers can help women manage their symptoms while continuing to thrive in their careers. Creating a more inclusive and understanding work environment benefits not only the women going through menopause but the entire organization, fostering a culture of respect, well-being, and productivity.

References

• National Institute on Aging (NIA): Information on the effects of menopause on health and well-being.
• British Menopause Society (BMS): Guidelines for employers on supporting women through menopause.
• Chartered Institute of Personnel and Development (CIPD): Research on menopause and its impact on the workplace.

As a dedicated Menstrual Educator, Kate is deeply passionate about all aspects of menstruation, with a particular focus on the nuanced conversations surrounding menopause. Her work emphasises how Perimenopause and Menopause can impact someone’s mental health, relationships, equal opportunities, and day-to-day life.

She has trained as a Menopause Coach, specialising in a holistic approach to menopause management through self-awareness, support, and lifestyle changes, and have earned an award of distinction from the Centre of Excellence for her work.

It is essential to her that those navigating menstrual challenges, at any stage of life, are equipped with the information and education they need to feel empowered, in control, and truly heard.

Disclaimer

In this content, the term “women” is used to refer to individuals who identify as women. We recognise and respect the diversity of gender identities and expressions. Our intention is to be inclusive, and we acknowledge that not all individuals who experience issues discussed here may identify as women. Everyone is welcome, and we encourage the use of language that aligns with your identity.