Redefining the Workplace: The Business Case for Supporting Menopause
Estimated Reading time: 4 minutes
In a recent episode of the Sage Women's Health Podcast, Professor Rebecca Mitchell from Macquarie University tackled a critical topic: ‘The Business Case for Supporting Menopause’. Her insights revealed a significant gap in research and highlighted the urgent need for organisational change.
This blog post delves into the key aspects of her discussion, emphasising the importance of recognising menopause not just as a health issue but as a pivotal factor in workplace dynamics and gender equality. Professor Mitchell's conversation underscored the limited but quality research in this area and the need to bridge the clinical understanding of menopause with its practical implications in the work environment.
This exploration forms the basis of Professor Mitchell’s work to redefine the workplace, advocating for a business case that supports menopause, thereby fostering an inclusive, empathetic, and productive workplace culture.
The Under-Researched Phenomenon of Menopause at Work
Menopause is often perceived merely as a biological transition, but it profoundly intersects with issues of age, gender, and professional identity in the workplace. There is a noticeable lack of research and dialogue about menopause's impact on professional environments. It’s a silence that leaves many women to manage its symptoms without support. This gap between clinical understanding and workplace realities has far-reaching consequences for women's careers, wellbeing, and the organisations they contribute to.
It's crucial for organisations to acknowledge menopause as more than a personal health issue;
Beyond the clinical lens, the implications of menopause extend into the fabric of the workforce. Women are increasingly occupying significant roles in the workforce, often ascending to leadership positions around the age of menopause. It’s vital that we comprehend and accommodate their experiences so that we can sustain a diverse and effective workforce.
It's crucial for organisations to acknowledge menopause as more than a personal health issue; it's a critical workplace concern that impacts productivity, employee engagement, and retention.
The do-nothing approach doesn’t work. If we neglect menopause in the workplace, there are significant economic repercussions. Based on Professor Mitchell's insights, approximately 10 to 13% of women leave their jobs due to menopausal symptoms, a trend even more pronounced in leadership roles.
The early retirement of women of menopausal age has a threefold impact;
A substantial replacement cost to organisations and economies, at an estimated $10 billion per year in Australia;
Lost wages and superannuation to the tune of $17 billion per year; and
A significant depletion of intellectual capital and diversity in leadership, flow-on resignations, social impacts and much more that is yet to be quantified.
This phenomenon underscores the urgent need for workplaces to address menopause comprehensively, recognising its multifaceted nature and implementing supportive measures for women during this transitional phase.
Challenging Stigmas and Stereotypes
A significant barrier to addressing menopause at work is the prevailing stigma and stereotypes associated with it. Often, menopause is tightly linked to ageing and gender biases, creating an environment where women may feel compelled to hide their symptoms.
A significant barrier to addressing menopause at work is the prevailing stigma and stereotypes associated with it.
Women often hesitate to discuss menopausal symptoms for fear of being perceived as less capable or nearing the end of their professional peak. This silence and stigma can lead to increased stress, which ironically can worsen menopausal symptoms.
Professor Mitchell’s take home message is that it is imperative for organisations to dismantle these stereotypes and create a culture where discussing menopause is not taboo.
Strategic Responses and Organisational Change
To support menopausal women, organisations need to go beyond token policies. Flexible work hours, access to health support, and an understanding culture can make a significant difference.
Training and education for managers about menopause are essential for creating an environment where women feel comfortable advocating for their needs. Simple policy changes can have profound impacts on employee wellbeing and organisational performance.
Professor Mitchell acknowledges that the solution lies not in one-size-fits-all policies but in flexible, individualised approaches that acknowledge the unique experiences of each woman.
There is no evidence to suggest that women's performance diminishes during menopause. On the contrary - this phase often coincides with a period of peak experience and skill. Therefore, supporting menopausal women is not about compensating for decreased capability but about acknowledging and harnessing their full potential.
Summary: Embracing Menopause as an Organisational Opportunity
Addressing menopause in the workplace is not just about individual organisations or women. It has a ripple effect on society at large. By supporting menopausal women, organisations can contribute to broader social goals like gender equality, reduced homelessness among older women, and greater economic stability.
By supporting menopausal women, organisations can contribute to broader social goals like gender equality, reduced homelessness among older women, and greater economic stability.
The journey to making workplaces more supportive of menopause is akin to other significant cultural shifts like smoking cessation or the introduction of pregnancy leave. Initially, these changes were seen as challenging and resource-intensive. However, they eventually became integral parts of a progressive work culture. Similarly, accommodating menopause in the workplace may seem daunting initially but is likely to become a standard and beneficial practice.
Professor Mitchell emphasised the need to focus on the opportunities of addressing menopause in the workplace. This positive approach is essential. Organisations can create a more inclusive, supportive, and productive work environment by focusing on simple yet impactful change. What is also clear is that by addressing menopause effectively can lead to increased retention, reduced absenteeism, and a more engaged workforce.
As more research emerges in this field, organisations have the opportunity to become pioneers in creating a truly inclusive workplace that values and supports women through all stages of their lives.
References/Citations
Williamson, J. (no date) Menopause: The silent economic crisis, Financial Standard. Available at: https://www.financialstandard.com.au/news/menopause-the-silent-economic-crisis-179798921#:~:text=According%20to%20the%20Australian%20Institute,superannuation%20than%20the%20average%20man.
Managers need menopause training to protect profits and retain women in, The Lighthouse. Available at: Https://phys.org/news/2023-08-menopause-profits-retain-women-senior.pdf (Accessed: 21 November 2023).
There needs to be more conversations about menopause to keep women in... (2023) Jean Hailes. Available at: https://www.jeanhailes.org.au/news/menopause-conversations-in-the-workforce (Accessed: 21 November 2023).
More posts about Menopause
