what is menopause champion? and why do employers need one?

Menopause for far too long has been a taboo and stigmatised topic both in society and in the workplace. For a condition that affects 50% of the population and may impact the other 50%, menopause has been almost secret and has been spoken about in hushed tones This is finally changing. Women no longer have to suffer in silence. We are experiencing a menopause revolution!

Menopause is an important workplace issue because it affects so many employees. The average age of perimenopause is 45 and menopause is 51. menopause is clearly not an older woman’s condition! In Ireland there are 350,000 menopausal women in the workplace, in the UK there are 4.4m in Australia 2m, in the US 27m menopausal women in the workplace.

The vast majority of these women will go through the menopause transition during their working lives. There is a strong business case for supporting women experiencing the menopause at work, who are often at the peak of their skills, experience and careers – enhancing talent attraction and retention, wellbeing and organisational performance.

Why hasn’t it been addressed before?

There is still a real taboo when it comes to the menopause at work. While some menopausal women receive help and understanding from colleagues and managers, many are too embarrassed to discuss the issue or think their manager would be embarrassed. Often a few small practical adjustments at work could make a world of difference to those experiencing the often uncomfortable symptoms of menopause. 86% of women said they would not be comfortable telling their line manager the real reason for taking time off work (which was due to their symptoms of menopause.)

Menopause is seen by many as a taboo topic in the workplace. What can employers do to help overcome this?

The only way to overcome the taboo and help to normalise the conversation is to start talking and educating people about menopause. The Menopause Hub helps employers to support their colleagues through staff awareness and education training and training for Menopause Champions who will signpost and offer support groups and buddies for those experiencing menopause at work. We also ensure that employers are engaging with men on the issue and have senior level support. Many of our clients have also developed an organisational framework which encompasses training for line managers on sensitive conversations and reasonable adjustments. Many have also developed menopause workplace policies. .

Tell us more about the support material…

We have published a people managers guide. It includes practical guidance aimed at helping to normalise the conversation around menopause at work. Also included are developing frameworks of support and education helping to create diverse and inclusive cultures. We hope that organisations will use our practical guidance to effect change and tailor to their individual organisation’s contexts and cultures.

If you could tell employers just one thing about the menopause at work, what would it be?

Don’t assume that all women will be experiencing the menopause in the same way. Some might experience very few symptoms, while others might experience severe physical and psychological symptoms that can last for 10 years or more. The average length of menopause is 7.4. years and there are over 40 symptoms. One of the most important things you can do as an employer is to train line managers to have be confident to have sensitive conversations that consider individual needs and offer adjustments that help with the specific symptoms that are being experienced.