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What does menopause have to do with business?

Is your natural reaction to shy away from this conversation? Please read below.

Menopause

We wholeheartedly embrace the incredible journey of pregnancy and the profound transformations it brings to the female body, offering support and understanding throughout every stage. However, it’s perplexing that menopause and perimenopause another perfectly natural phase of a woman’s life, remains silent and often stigmatised a taboo subject, making it rarely acknowledged or explored.

These factors can pose significant obstacles for women in their professional journeys, especially for those with ambitious career goals. The apprehension surrounding the prospect of taking time off or speaking out, because it could potentially hinder their career progression, only amplifies the challenges they face.

A 2021 study found that 83% of women experiencing menopause, advised their work was negatively affected. Almost half said they considered retiring or taking a break from work when their menopausal symptoms were severe. And seven out of ten women who have experienced menopause are not comfortable talking to their manager about their challenges or needs. (Circle In) But what didn’t surprise me about this, was that the majority didn’t feel comfortable sharing with their ‘male’ manager or because the workplace was male dominated.

To me, this highlights the perception that male managers or employers just don’t ‘get it’ or won’t understand.

We talk about attracting and retaining more women in male dominant industries, yet there is a culture of ignorance and isolation around menopause in the workplace with a clear lack of support for employees and their managers. With every woman in her lifetime experiencing menopause in one way or another and the alarming statistics of the silent struggle, it’s evident we need to be doing more as a company/employer to provide an inclusive and supportive workplace.

Many companies are already doing great things when it comes to providing flexibility at work, but have you considered how you can build your policies to support menopause at work.

Menopause

Hot flashes and night sweats, anxiety, depressive episodes, brain fog, achy joints, and disrupted sleep – these are prevalent symptoms, severe enough to warrant a day off work for anyone. Surprisingly, though, a staggering amount of the 4 million women, ranging from as young as 40 to 65, endure these hardships in silence which can last anywhere from 2 – 10 years. The unvoiced struggles they face fuel elevated turnover rates, absenteeism, reduce time in employment and reduce career advancement.

By raising awareness, educating leaders and normalising the conversations about menopause and the impact on women, you will be creating a more inclusive environment, which in turn will encourage and empower your employees to speak up and ask for support.

For more information on menopause please visit these resources:

www.menopausefriendly.au

www.circlein.com

www.menopause.org.au