The Menopause: Starting the Conversation
Menopausal women are the fastest-growing demographic in the workplace, yet, the menopause is somewhat of a taboo subject in many workplaces. Whether you’re a line manager in a large business or the leader of a small company, it’s extremely likely that you employ or manage at least one woman. However, many organisational leaders are unsure how to broach the subject of the menopause, never mind know how to support women going through it.
What is it?
The menopause is a natural stage in a woman’s life, where their oestrogen levels decline and they stop having periods. Typically a woman is ‘going through’ the menopause for several years, so for this reason, is best described as a ‘transition’, rather than a one-off event.
When does it happen?
There’s no definitive age when women go through the menopause, however, it typically happens between the ages of 45 and 55, with the average age being 51. For some women it can be later, whilst others can experience it earlier.
Premature Menopause - when women experience the menopause before the age of 40.
Early Menopause - when women experience the menopause between the ages of 40 and 45.
Perimenopause - the phase leading up to the menopause. During this time a woman may start to suffer with menopause symptoms, but is still having periods.
Menopause - women are said to have reached the menopause when they haven’t had a period for a year. The symptoms last on average for 4 years but for some can last much longer.
Source: CIPD - a guide to managing menopause at work
What are the symptoms?
The menopause comes with a wide range of both physical and psychological symptoms, which can last for several years. Although some don’t, the majority of menopausal women experience some type of symptoms, which, can fluctuate and be felt to varying degrees. Some of the most common symptoms are highlighted in the image below, however, this isn’t an exhaustive list.
A large number of women find their symptoms negatively affect their job performance and confidence in the workplace. Many women will start to experience menopausal symptoms when they are at the height of their careers, and therefore, organisations need to take action to support women at this time in their lives.
Source: CIPD - a guide to managing menopause at work
Some of the symptoms associated with the menopause can manifest themselves in a particularly intimate, even visible, way, therefore it’s completely understandable why many women could feel embarrassed and reluctant to discuss the impact of their symptoms.
Starting the conversation
Starting the conversation is always the most difficult part, but if you notice someone isn’t quite right, it is so important that you do address it with the person, or at least, make someone else aware of it. When starting a conversation with someone, what you mustn’t do is make assumptions about someone’s health condition or ask them a direct question as to whether they are having menopause symptoms. Keep any questions general and open, for example: ‘How are you doing at the moment?’ or ‘I’ve noticed you’ve been arriving late recently, and I wondered if you’re okay?’ It’s then completely up to the individual as to whether they disclose any particular symptoms or health issues they may be experiencing. Even if they don’t share any information with you, make sure that you start these kind of conversations in a private, confidential setting, and not in front of the entire office.
Approaching the Conversation
If an individual chooses to engage in a conversation with you about their symptoms or health issues, there are number of things you can do to make the conversation as comfortable as possible, for both parties:
Avoid interruptions – switch off phones, ensure colleagues can’t walk in and interrupt.
Ask simple, open, non-judgemental questions.
Avoid judgemental or patronising responses.
Speak calmly.
Maintain good eye contact.
Listen actively and carefully.
Encourage them to talk.
Give them ample opportunity to explain the situation in their own words.
Show empathy and understanding.
Be prepared for some silences and be patient.
Focus on the person, not the problem.
Avoid making assumptions or being prescriptive.
During the conversation, it’s a good idea to ask whether any adjustments need making to support the individual and, if at all possible, to help minimise, or at least, help them manage their symptoms.
What kind of adjustments could help?
Depending on the symptoms that the individual has, there are number of adjustments that can be considered or put in place to help individuals going through the menopause.
Remember that menopause symptoms can fluctuate; sometimes they’ll be more severe, other times less so, therefore it’s important that a flexible approach is taken and regular check-ins are arranged with the individual.
In Summary: the menopause is somewhat of a taboo subject in many workplaces, with many women suffering in silence. By educating people on what the menopause is, and the symptoms that come with it, employers can provide women with the support they need during this time in their lives.
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