Menopause in the Workplace

Australian work culture often prides itself on resilience and a 'can-do' attitude; however many women feel pressured to hide their menopausal symptoms or push through them, fearing stigma or misunderstanding in the workplace.

The Australian Workplace Landscape: Statistics and Realities

To understand the scope of menopause's impact in Australian workplaces, let's look at the numbers. In Australia, over 3 million women aged 40-59 years are potentially in the midst of menopause right now! That’s a lot of women who are either currently or about to be experiencing menopausal symptoms at work.

Yet, despite its prevalence, menopause in the workplace remains shrouded in silence, often overlooked in workplace policies and health programs. In a study supported by the Victorian Women’s Trust, out of over 700 menopausal women, 83% of respondents felt their work was negatively affected and 60% felt workplace support was ‘poor’ or ‘below average’. Yet, 70% of respondents felt uncomfortable speaking with their manager about their needs.

This silence has consequences. Without support, women are often left to manage symptoms on their own, leading to increased absenteeism and reduced productivity. More concerning is the number of women who feel compelled to leave their jobs or reduce their hours due to a lack of understanding and support in the workplace. One in eight women retired or took time off work due to the challenges of their menopausal symptoms at work, and another two in eight would do so if they could financially afford to.

Women can start experiencing perimenopausal symptoms in their 40s. Many women may spend a decade or more of their working lives experiencing menopausal symptoms. That is too long a journey for any woman to be left unsupported.

These numbers highlight a need for change – for workplaces to recognize menopause as a significant health and well-being issue and take proactive steps to support affected employees. It’s important that a woman going through menopause feels comfortable discussing her needs and confident that she’ll be supported. By doing so, we not only retain valuable talent but also foster a more inclusive and supportive work environment for everyone.

What Can We Do?

First up, let's talk about it. Women should feel comfortable asking for what they need, whether that's a fan at their desk or the flexibility to start later because of a rough night's sleep. It’s important to not assume that every woman wants to talk about their symptoms and respect their privacy, but when one woman speaks up, it can empower others to share if they wish.

Everyone Plays a Part. Managers play a key role in the workplace culture. Simple things such as regular check-ins and being available for informal one-on-one conversations can contribute towards a supportive environment at work. There are many things leadership roles can do to create a menopause-friendly environment. It’s not just down to the leaders, however. Even colleagues just being there for each other, whether that's through understanding, adjusting shared spaces, or just listening, can make a big difference.

Build a community. When women share their stories and tips with each other, it not only helps them feel less alone but also builds a network of support. Plus, when everyone in the workplace gets behind this, it can create a stronger, more inclusive culture.

Ultimately, women should be able to openly discuss their needs related to menopause with their employers if they wish to and ask for accommodations if required. So, what are some easy things that can be done on a day-to-day basis to help with menopausal symptoms at work?