10 Aug 2021

42% of women consider leaving their job due to the menopause leading to calls for greater support

Workplace demographics are changing and there are more women aged 40+ in the workplace than ever before.

Fertifa recently teamed up with the Latte Lounge, a leading online community, and surveyed 500 women who are experiencing menopause or perimenopause (the period leading up to it which involves severe hormone fluctuations) to find out how the condition has impacted on their working life.

Of the women surveyed, 97% were aged 41 and above; of those, 60% were experienced mid-level professionals and 25% were in senior management or leadership roles.

Menopause can lead to low job satisfaction and high turnover

Our survey uncovered a number of ways in which the perimenopause or menopause has negatively impacted women over 40 at work, which in turn has a clear knock-on effect for employers.

Half of those surveyed cited decreased job satisfaction as a direct result of perimenopause or menopause, while 42% said that it has led them to consider leaving their job.

So, what can employers do to turn this around and make women feel supported, rather than pushed out?

It’s not all about hot flushes

When we think of the menopause, hot flushes are usually the top symptom which comes to mind. In reality, although hot flushes are clearly a pain, it’s the effect which hormonal fluctuations have on mental health which is more concerning. When asked to state which symptoms the respondents experienced, the top six answers were all related to mental health and cognition.

The majority (87%) of the survey respondents said that they experienced brain fog or difficulty concentrating, and 84% reported suffering from anxiety. The link between menopause and mental health is not widely discussed and awareness is currently low.

While many office-based employers are ensuring a comfortable working space with air conditioning and water coolers, the non-physical symptoms of menopause are much harder to spot – or to treat.

Some women in the survey commented that they thought they were suffering from early onset dementia, until they sought medical help.

Hormone replacement therapy (HRT) can usually alleviate many of these symptoms, but not all women are able to take it. There’s not always a magic cure for the cognitive issues which often accompany menopause, but there are ways in which businesses can offer support.

Now that home-working or hybrid working is more widespread, the option to work from home can be a huge help. Not having to commute on a packed train or negotiate traffic can provide much-needed clarity.

Taking regular breaks and getting some fresh air is something we should all be doing more of, but for those experiencing the debilitating symptoms of menopause, it’s vital.

Most important of all, however, is having an honest and open dialogue between the employee and their line manager, so that both feel comfortable raising any potential issues before they become problematic.

Talking about menopause at work remains an uncomfortable topic

According to the survey, 70% did not speak with their employer about their symptoms. 26% of these said they were “too embarrassed”, and 28% “feared it may make them look incapable of doing their job properly”.

Katie Taylor, founder of the Latte Lounge, shared her own personal experience: “I know first-hand how awkward it can be to talk about your menopause symptoms whilst at work – it’s one of the main reasons why I left my own job. Breaking down the taboo, to get the conversation going, has to be the first step."

One anonymous survey respondent echoed this sentiment: “I realised that I was getting forgetful and often struggled to keep my focus on certain tasks. It was so unlike me as I am highly motivated to do a great job and I’ve always performed well, but these symptoms were just out of my control.

Thankfully, HRT has been a massive help, but I wish I’d had the courage to speak to my boss earlier. I was worried that it might end up putting me out of a job, but I know now this would not have been the case.”

The more we talk openly about the menopause and other ‘taboo’ topics, such as infertility and miscarriage, the more likely it is that employees will speak up, rather than trying to hide their struggles.

The simplest way employers can show that they understand the issues associated with the menopause is to update their policies and to provide education for the whole company, via guest speakers, workshops or webinars.

However, only 16% of respondents said that they were aware that their employer has a menopause policy. More than half (51%) said there is nothing in place and 33% were unsure whether one exists.

Taylor commented: “This is a disappointing, but sadly not surprising result. Implementing or updating a policy is not an onerous task and it’s an important step in helping employees to feel more comfortable in approaching their employer for support.”

Each menopause journey is different

Menopause is something which all women will go through but the length and severity of symptoms will vary enormously between individuals. Some will be lucky and sail through, others will be less fortunate and experience every textbook symptom, and many will fall somewhere in between the two. It’s a multi-faceted stage of life and there is no universal solution, but companies that show awareness and compassion will go a long way to making the journey far smoother for anyone affected by it.

This article is provided by Fertifa.