Closing the gap: Addressing the lack of menopause support in UK workplaces

Four out of five women say that their employers provide little to no support for those experiencing symptoms of the menopause according to a recent survey by the Unite trade union. This statistic likely resonates deeply with many people experiencing this transition.

The workplace can already feel like a constant game of catch-up for women, and menopause adds another layer of challenge. A historically taboo topic, menopause has only recently gained mainstream attention. While in popular culture menopause awareness is undoubtedly increasing, marked each year with ‘Menopause Awareness Day’ on the 18th of October, awareness in the workplace is trailing behind (as it often does). 

Let’s take a look at the factors contributing to a lack of menopausal adjustments in the workplace, and the role that leadership can play to counteract this.

Why is the menopause so often overlooked at work?

Women of menopausal age are the fastest-growing demographic in the UK workforce. Yet, menopause is overlooked in the workplace and those affected are left unsupported and to manage on their own. 

So, why is there such a void in menopause awareness in the workplace? The answer is not simple.

Societal factors

Once ominously referred to as “the change”, menopause has remained a taboo in society for decades. Despite being a naturally occurring transition that half of the population will experience, years of taboo shrouding the subject has led to a lack of awareness of its impact on individuals and the challenges they may face in the workplace.

Nowadays, we are seeing menopause enter discussions in popular culture in a way we’ve never seen before. Whether it’s Emma Thompson discussing her menopausal symptoms on the red carpet, or Nina Kuypers recounting her experiences of the menopause as a person of colour, times are changing and awareness is increasing. 

However, society’s ingrained sexism and ageism mean that while menopause awareness may be increasing steadily, workplace adjustments for those experiencing its symptoms continue to be overlooked. 

Inherent ageism and sexism are not the only societal factors at play. It’s essential to recognise the impact of intersectionality on menopausal experiences. Women from diverse backgrounds face compounded challenges due to factors such as race, ethnicity, socioeconomic status, and disability. Furthermore, non-binary and transgender people will face heightened challenges due to the intersection of their gender identity and their menopausal experience.

Menopause support must be inclusive and account for these intersecting identities. Employers should strive to create policies and initiatives that consider the unique needs of all employees, as well as the societal prejudices and structures of oppression that lead to these needs being ignored. This will ensure that no one is left behind in receiving the support they require during this significant life transition.

Organisational factors

In most workplaces, there is little or no budget for a menopause policy, as companies tend to plan their cost allocations for their female employees only considering maternity leave and adjustments.

In addition, a recent survey found that only 22% of women and trans men going through menopause felt comfortable disclosing this at work. Often, this was due to their employer failing to create a supportive dialogue around menopause. 

The taboo surrounding menopause have had a devastating effect on the people who experience its symptoms in the workplace. It has led to isolation of predominantly older female employees whose presence at work is imperative both for their employers and for the young women they inspire at work. 

But, it’s not all doom and gloom — just as organisational failures perpetuate the lack of menopause workplace support, organisational successes can begin to mend it.

The role of leadership, awareness and culture 

Considering that 10% of women leave their jobs because of menopause symptoms, it is in a company’s best interest to transform their organisational culture and prioritise menopause support. What makes this statistic worse, is that by the time women reach menopause, it is likely they are at the peak of their careers and have a wealth of knowledge and expertise that could be benefiting their company. 

To see a workplace transition, change needs to start at the top. Employers and managers need to encourage conversations that bring greater awareness to the obstacles menopausal individuals face, and how employees can support their colleagues going through menopause. 

Another effective way to create some real cultural change in the workplace is to bring in specialists to run menopause awareness training. These training sessions can help to reduce absenteeism and staff turnover and dismantle the menopause stigma that plagues society and workplaces alike. 

Incorporating menopause education and awareness into diversity, equity, and inclusion (DEI) initiatives can further strengthen organisational support systems. By integrating discussions on menopause into broader conversations on workplace diversity and equity, companies can foster a culture of understanding and acceptance. This approach not only enhances support for menopausal individuals but also promotes overall inclusivity within the organisation.

Closing the gap for good

Closing the gap in menopause workplace support requires a multifaceted approach that addresses societal, cultural, and organisational factors. By fostering open dialogue, prioritising menopause support policies, and investing in awareness training, companies can not only support their employees going through this natural transition but also harness the wealth of experience and expertise these individuals bring to the workplace. It’s time to bridge the 80% void and create a more inclusive and supportive work environment for all.