A survey reveals significant discrimination against menopausal women in UK workplaces.
- Over two-thirds of UK respondents acknowledge workplace bias during menopause.
- Menopause symptoms, both physical and mental, complicate everyday tasks for affected women.
- There is a call for proactive employer support to address these challenges.
- Recent tribunal cases emphasize the need for increased awareness and fairness.
A recent survey indicates that 69% of people in the UK believe women face workplace discrimination during menopause, highlighting a significant societal issue. The physical and mental challenges posed by menopause symptoms can make routine tasks more difficult, affecting women’s professional lives adversely. According to the Faculty of Occupational Medicine, nearly 80% of menopausal individuals remain active in the workforce, thus amplifying the need for awareness and supportive measures.
In response to this growing concern, the Equality and Human Rights Commission (EHRC) has issued new guidance under the Equality Act 2010. This guidance categorises menopause symptoms with long-lasting and substantial impacts as a potential disability, safeguarding employees from discrimination and harassment. Forth, a company focusing on hormonal health, conducted a survey of over 2,000 individuals, revealing that only 13.8% believe women never face discrimination related to menopause.
The gender breakdown of the survey shows a stark contrast, with 74% of women and 64% of men affirming discrimination against menopausal women. Interestingly, those aged 16-24 were more likely to perceive discrimination, potentially due to greater exposure to information through social media or personal connections like mothers experiencing menopause.
Specific forms of discrimination include being overlooked for promotions and inadequate consideration of menopause symptoms by managers and colleagues. The importance of employer awareness of these symptoms and their repercussions on performance and career progression is crucial. Proactive steps by employers could prevent discrimination complaints in Employment Tribunals.
Dr Beverley Taylor, a Menopause Expert, pointed out that while some companies have made strides in raising awareness and providing support, much work remains. Media coverage of tribunal cases, such as those of Maria Rooney and Karen Farquharson, underscores the critical nature of the issue and the necessity for societal progress to fully support women during menopause. Sarah Bolt, CEO of Forth, also acknowledged the increased awareness but stressed the ongoing prevalence of bias, emphasising the need for continued societal efforts.
Heightened awareness must be matched by tangible actions to eliminate workplace discrimination against menopausal women.
