A new survey highlights significant challenges faced by menopausal women in the workplace.
- Three-quarters of women experience daily difficulties due to insufficient managerial support.
- Only 23% of women feel their employers take menopause seriously, despite 90% reporting debilitating symptoms.
- 40% of respondents sense discrimination related to their condition.
- Most workplaces lack effective menopause policies, with many employees uncomfortable discussing their symptoms.
A recent survey by employment law specialists has unveiled pressing issues for menopausal women within the workplace. Despite being among the fastest growing demographics, these women often feel neglected by their employers. The survey, which included over 3,000 women aged between 40 and 59, reveals that a significant 75% of menopausal women face daily challenges exacerbated by a perceived lack of support from management. This lack of support is particularly glaring given the 90% of respondents who confess to struggling with symptoms that adversely affect their work performance.
The survey indicates that only 23% of the participants believe their employer addresses menopause with the seriousness it demands. This lack of recognition and understanding from employers underscores a critical need for enhanced support systems in the workplace. Despite the overwhelming impact of perimenopausal and menopausal symptoms, a staggering 85% of women do not feel at ease discussing these issues with their employers. This reticence is compounded by 40% of respondents who believe they are treated less favourably than their counterparts due to their condition.
Direct quotes from Hannah Strawbridge, CEO of Han Law, highlight the widespread sentiments of invisibility and neglect among menopausal women. “It’s no wonder that menopausal women often feel invisible, overlooked, forgotten, and unsupported,” Strawbridge asserts. “The fact that so many are misunderstood and embarrassed to talk to their managers is shocking.” Her remarks further emphasise the urgent need for supportive work environments for women experiencing menopause.
The negative impact of menopausal symptoms on working life is profound, with respondents citing issues such as concentration, anxiety, fatigue, and memory loss as particularly debilitating. The testimony from survey participants clearly indicates that current workplace accommodations, such as mere environmental adjustments, fall short of adequately addressing these challenges. Comprehensive measures, such as flexible working options, are proposed to ensure women are not compelled to exit the workforce prematurely.
Furthermore, the survey reveals a critical policy gap within many organisations, with 71% of workplaces lacking any formal menopause policy. Of those that have implemented policies, only a minority of 12.5% of women feel any tangible benefits. Strawbridge advocates for policies that are actively implemented and communicated throughout organisations. “Whilst some organisations will have already taken initial, practical steps to support their employees who are going through menopause, this is just the tip of the iceberg, and it’s not enough to simply have a policy in place,” she comments.
In response to these findings, Han Law has initiated a menopause advocacy service designed to equip businesses with the necessary tools and support systems. The programme includes training on managing menopause in the workplace and features a ‘menopause mentor’ scheme to bridge communication gaps between employers and employees. Strawbridge emphasises, “More can be done and employers should be supporting women and helping them to stay at work rather than hindering their ability to not only succeed but to also thrive.”
The survey underscores the urgent need for workplaces to adopt comprehensive support systems for menopausal women.
