We’re welcoming all the conversations businesses and workplaces are having about supporting people with the menopause at work – especially when the McKinsey Health Institute reports that the women’s health gap is equivalent to 75 million years of lost life due to poor health.

In fact, according to the World Economic Forum, only 20% of women with menopause are properly diagnosed. Even less actually get the treatment and support they need – and we’re talking about a condition experienced by half the population at some point in their lives. 

As a boutique creative agency, you might think menopause hardly has an effect on us. Yet, the ripples are felt all around. Some of our team members are going through the menopause themselves; for others, it’s a question of when, not if. However you identify, and whether or not the menopause is something you will directly experience, the impact of symptoms like poor sleep and focus, and mental health concerns such as anxiety and depression, touch us all. 

The silent signs of menopause 

Most people connect the menopause with things like hot flushes or skin irritation, but aren’t aware of more ‘silent’ problems. These can include trouble with sleep, memory and focus; tiredness; and headaches. All of these can compound into panic attacks, anxiety and depression. Ultimately, women (and those around them) can suffer a huge loss of confidence and wellbeing at a time where they need more support than ever. 

One of the issues around the topic of menopause, and supporting people with the menopause at work, is that of women’s health. Lack of funding, historical biases (where women were excluded from clinical trials in the past) and delays in diagnosis are some of the biggest, while others – like a research focus on reproductive health, rather than health across women’s entire life spans – only add to the problem. In other words: women have to fight for a menopause diagnosis, and even when they get one, we still don’t know the full impact that menopause has.

Treatments – for life?

As with most conditions, diet, sleep and exercise all play a role in reducing symptoms, and can even factor into supporting people with the menopause at work. But when it comes to treatments, there’s little to choose from – and even the available options have their drawbacks.
 
Most women take hormone replacement therapy (HRT) medication, from pills to patches. But that’s just for dealing with part of the problem – typically addressing the physical symptoms, such as hot flushes, hyperhidrosis (sweating) and loss of bone density and muscle strength. 

Of course, HRT medications also have side-effects that include changes to weight and appetite, headaches, swelling and hyperpigmentation (skin tone changes). And the fact is, many women aren’t just on HRT treatment. They’re also taking a cocktails of other medicines – like antidepressants, blood pressure medications, epilepsy treatments and oestrogen tablets. And many also need the support of a therapist to manage concerns like anxiety, low mood and joint pain. 

Regardless of what a person’s symptoms may be, the reality is that they’ll need ways to manage them long-term – especially as it can last 7-14 years. Even after menopause ends, medications may still be needed to manage some of its impact.

Supporting people with menopause at work

With so much for menopausal women – and those around them – to manage, we think organisations should do more to focus on supporting people with the menopause at work. And, with some menopause symptoms equivalent to a disability, there’s a legal requirement for employers to make reasonable adjustments (and not to discriminate, either). If employers don’t do enough to offer support and adjustments, they can face legal challenges that can result in fines and loss of reputation. So, ensuring health, safety and welfare are top priorities protects both employers and employees. 

Additionally, the menopause has an overwhelming effect on our day-to-day lives – particularly at work. Whether it’s managing deadlines, refining processes, or just retaining and processing information, symptoms can impact a wide variety of tasks (even ones which may, at first glance, seem straightforward).

So, what should businesses focus on when supporting people with the menopause at work? And what could some reasonable adjustments for employees look like? Here are some things to try:

1. Location

All the One Studio team work remotely, with occasional get-togethers in person. Businesses could explore hybrid and home working, so women feel more comfortable managing their symptoms at home. If in-office working is still needed to carry out a specific role, working nearer to toilets and in a place where the temperature is more manageable can make a big difference to some menopausal symptoms.

2. Flexibility

Flexible hours are something many of our team members have to have for their day-to-day lives, whether for childcare or to fit in other work. Wherever employees need to do their job, having some flexibility in their hours not only gives time to rest if needed, but also means they can work at times where their symptoms feel more manageable. 

3. Workload

Because some symptoms can affect focus and memory, it might be a good opportunity to assess whether any tasks need delegating, deadlines can be moved or more life-balance is needed. Investing in planning tools can also help take off some of the ‘mental load’. And as for goals? Perhaps it’s time to reassess what’s achievable across employees and teams. For supporting people with the menopause at work, as well as our wider team, our agency has appraisals each year to monitor workload. But, our supportive culture means employees are free to discuss workload at any time – and as all our team are client-facing and involved in projects, there’s always someone to delegate to. 

4. Policies

You have an absence policy, an environmental policy and a security policy. Why not put something in writing for the menopause? This should define and raise awareness of what menopause is, signpost useful resources and support, and outline any procedures, adjustments and obligations. While we already have a menopause policy at One Studio, we also review it every year to make sure it’s up-to-date and fit for purpose. 

5. Training

It’s not enough to put measures in place solely for those experiencing the menopause. It’s key to create a wider culture of acceptance and kindness within the workplace itself – whether through training for employees, senior staff members modelling company behaviours and expectations, or defined actions for dealing with harassment and intolerance. You could also look into talks and workshops for team members.

6. Investment

What mental health support do you offer your employees in general? With so many symptoms of the menopause tied to depression, stress and anxiety, many businesses turn to ‘employee assistance programmes’ that offer counselling or wellbeing support. 

Looking to the future

The amount of exposure menopause is getting at the moment – especially during this October, Menopause Awareness Month – is only a positive thing.
 
And there’s more good news on the Horizon.

• There are new drugs in development, including from pharmaceutical giant, Bayer.
• Workplaces are encouraged to join the Menopause Friendly Accreditation scheme, which marks them as an ‘employer of excellence’ in terms of menopause awareness, adjustment and support (brands like Boots, Sainsbury’s and M&S are all members). 
• And the government-funded Acas – the Advisory, Conciliation and Arbitration Service – offers free advice to employers and employees on everything from resolving workplace conflict to best practices, employment rights and training. 

Because menopausal women are the fastest-growing demographic in the workplace – and supporting people with menopause at work not only means they get to shine, but so do you. Businesses that take the menopause seriously not only attract new hires, but better retain the ones they have – all with an uplift in productivity (and a reduction in absenteeism). 

A final word…

As well as being the kind of workplace that prioritises health and wellbeing for our employees, we love to work with other businesses that have the same approach. In the last month, we’ve rolled out an exciting menopause campaign for I’m Your Coach (follow along here), with founder Jeanette Silver offering a menopause support programme for workplaces that covers workshops, toolkits and awareness sessions. And, we’ve supported Troy Business Services with menopause-related social posts, getting the word out to their followers and showcasing them as the HR experts in all things business. We’re also looking ahead to future projects that bring women’s health and wellbeing to the foreground – before, during and after menopause. 

The question is, how will you be supporting people with the menopause at work?