Working through menopause: five ways to support our coworkers

Over 40% of the UK population will go through menopause. Of those, most will experience symptoms that can make daily working life a challenge. Almost a million women in the UK have left their job because of menopause-related symptoms, which frankly, is pretty shocking.

Holding true to our value of ‘We put people first’, Masabi is facing menopause education and awareness head-on to try and do our bit to help tackle this issue.

We’ve worked with menopause mentor and workplace training consultant, Dinah Tobias (Founder of Blooming Menopause), to help build our menopause support resource and we’re proud to have policies in place so those who need it can get the support they need.

One of the things we have done is compile guidance to support team members going through menopause and here are our top takeaways for everyone as Masabi. We are also sharing this on our blog in case others find it useful.

While we refer to ‘women’ here, we know menopause can impact trans or non-binary colleagues who don’t identify as women in the same manner.

 

1, Understand what menopause is

It can be very daunting talking to someone who has no knowledge or awareness of menopause. Get clued up on what menopause is and how menopause might affect a colleague.

“If we want to support someone through menopause at work, first we need to understand what they might be experiencing. This type of education is critical for leaders of all types. I’m so glad we’re talking openly about menopause as Masabi” –

John Scrooby, Chief People Officer

What is menopause?

It’s a natural transitional stage in a woman’s life when estrogen levels decline. Women have reached menopause when they haven’t had a period for a year. Prior to this, some symptoms may be experienced and this is known as the ‘peri menopause’.

When does menopause begin and end?

Typically it begins between ages 45 and 55, although for some women it can begin earlier, this is known as ‘early menopause’. On average, symptoms last for around 4 – 7 years after the last period, but can last much longer than that for some.

What are menopause symptoms?

There are over 35 symptoms associated with menopause. These range from physical symptoms, hot flushes and night sweats, to symptoms affecting cognitive function including brain fog and anxiety.

A quarter of menopausal women will experience debilitating and troublesome symptoms. It can even force them out of the workplace. Almost a million women in the UK have left their job because of menopause-related symptoms, and the most progressive of companies are trying to do something about that.

 

2, Create an environment of open communication

Many people could feel embarrassed or reluctant to discuss the impact their symptoms are having on their work. It’s important to let the individual choose whether they want to discuss menopause.

“Do not bring menopause up directly with an employee unless they mention it themselves.” Dinah clarifies, “You can say, I’m worried about you because I’ve noticed you seem tired or low at the moment. I just wanted to see how you’re doing today. There are many reasons that they may not want to disclose that they are dealing with menopause or intimate symptoms. Your role is just to be there to support, as you would with any other health or welfare condition.”

Managers who create an environment of open communication will be able to ask someone how they are, and after they say “I’m OK”, ask again. It’s entirely up to the individual whether they choose to discuss this with you, but if you have good foundation of open non-judgemental communication, this will make it easier for someone to open up to you.

Approach conversations with empathy and try not to be embarrassed by the issue. Focus on how the individual is feeling. Regular catch-ups or one-to-ones in a private setting are an opportunity to start the process of finding the right support at work.

 

3, Be an active listener

As a colleague or a manager, we all know good listening skills are crucial. Ask open questions and allow them to open up in their own time. Don’t make assumptions about how menopause is affecting someone. Everyone is different, so take your lead from the individual. Avoid giving advice if you haven’t directly experienced the issues being shared with you. Your role is to listen, signpost to appropriate resources, and make reasonable adjustments for your colleague.

On that note, Dinah adds, “Never mention visible or invisible symptoms. Anything disclosed is at the individual’s discretion.” Let them set the parameters of a discussion around menopause.

 

4, Find out what support is available

Different people will have different needs depending on symptoms. They may need additional equipment such as a desk that makes it possible to stand and work.

If support is not there, bring this up with your HR department – it’s time we made these changes for everyone’s benefit.

 

5, Don’t patronize

It’s widely considered outdated to refer to this transition as ‘The Change’. Steer clear of this. And while, yes there are many troublesome symptoms associated with the transition, for many, it is a time of new beginnings.

While some of the symptoms can be downright infuriating to experience, it is still in the words of Dinah, ‘another stage of life, another phase of growth.

“It can be a time of empowerment. A second spring, as it’s referred to in Chinese cultures.”

 

We put people first

Remember, by creating open lines of communication you’ll help break the taboo that can make it a challenge to support those experiencing menopause at work.

We know we have more to learn and more to do when it comes to supporting our coworkers through menopause, but we hope you found this blog useful.

Looking to meet other menopausal people, or want to learn more? Flush Fest runs this month. For more information visit the event page.

 

We have also put together this guide for line managers here at Masabi which we wanted to share publically in case others find it useful:

A Guide to Managing Menopause at Work: A Guide for Line Managers

 

Let us know your thoughts in the comments, or by emailing james.gooch@masabi.com.