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Menopause in the Workplace: Building Evidence, Changing Workplaces, Supporting Women
... Turning to the workplace, in recent years, a growing body of research has highlighted that workplace systems are often not menopause-friendly, menopausal women are often under-supported, and many are subject to bullying and harassment, often linked to the intersection of ageism and sexism (Beck and Brewis, 2024;Chartered Institute of Personnel and Development (CIPD), 2023;Jack et al., 2021). Some women have sought legal redress in the UK and the US, primarily drawing upon non-discrimination legislation, although there are concerns about the extent to which the law currently provides sufficient protection from menopause discrimination both within and beyond the workplace (Cahn, 2021;Cahn et al., 2024;Crawford et al., 2021). ...
... Similarly, the positive impacts of menopause for both trans men and some cis women also offer the opportunity to understand menopause beyond narratives of decline to those of freedom and liberation (Throsby and Roberts, 2024). It is therefore essential to expand normative understandings of menopause (Crawford et al., 2021;Glyde, 2022aGlyde, , 2022bGlyde, , 2023Jack et al., 2021;Throsby and Roberts, 2024). ...
There is growing interest in menopause discrimination in healthcare, the workplace and beyond. However, there is a dearth of research on lesbian, gay, bisexual, transgender and queer (LGBTQ+) experiences of the menopause. This article reports on a scoping review of the recent literature which identified a very limited number of articles and a wide range of knowledge gaps. This is discussed in relation to LGBTQ+ wider health, healthcare and workplace inequalities, and heteronormative and cisnormative conceptualisations of the menopause. A research agenda is proposed. Research should: be intersectional; differentiate between LGBTQ+ sub-groups; aim to understand how menopause experiences impact and are impacted by minority sexuality/gender identities; and examine how menopause healthcare and workplace support can be LGBTQ+ inclusive. Such research is urgently needed to ensure that LGBTQ+ people are fully included in menopause justice discussions and solutions.
... Elsewhere, emphasis on the intersection of disability and reproductive health created enduring conceptions of 'normalcy' that systematically denigrate both men and women, although this manifests in different ways across genders [15]. Studies of menopause also articulated differing experiences amongst women in consonance with gender and/or age, and/or sexuality, amongst other hierarchies [16]. More recently, calls to understand and respond to the effects of Covid-19 emphasized the need for an intersectional lens surrounding the health life course of women more generally [17]. ...
... This paper advances the understanding of menopause at work as an intersectional phenomenon. In one sense, this complements previous studies of a gendered life course, echoing ideas that age-related discourses are gender-specific and intimately attached to their embodiment, whether that be in earlier [31] or later [16] working life. However, more significantly, an intersectional lens helps to take away a focus on women's menopausal experience as an individualized 'problem'. ...
This paper employs an intersectional lens to explore menopausal experiences of women working in the higher education and healthcare sectors in Australia. Open-text responses from surveys across three universities and three healthcare settings were subject to a multistage qualitative data analysis. The findings explore three aspects of menopause experience that required women to contend with a constellation of aged, gendered and ableist dynamics and normative parameters of labor market participation. Reflecting on the findings, the paper articulates the challenges of menopause as issues of workplace inequality that are rendered visible through an intersectional lens. The paper holds a range of implications for how to best support women going through menopause at work. It emphasizes the need for approaches to tackle embedded and more complex modes of inequality that impact working women’s menopause, and ensure that workforce policy both protects and supports menopausal women experiencing intersectional disadvantage.
... Unfortunately, there has been inconsistent success in recognizing and addressing the needs of women experiencing menopausal symptoms at work. 1 According to the World Health Organization, menopause is a natural stage in a woman's life that affects a large percentage of working women. 2 We may address menopauserelated difficulties and create a more inclusive and supportive work environment for women by embracing the concepts of Sustainable Development Goal 3 (SDG 3) -Good Health and Well-being. We can enable menopausal women to thrive in the workplace by increasing awareness, enacting inclusive policies, providing health support, and promoting education, thereby boosting their overall well-being and contributing to sustainable development following SDG 3. ...
Introduction Menopause is an inevitable phase in every woman's life, significantly impacting their physical, psychological, and social well-being, with wide-ranging effects on their quality of life, including their ability to work. This systematic review employed a meta-synthesis to explore the workplace experiences of menopausal women. Methodology This study employed meta-synthesis to integrate findings from several qualitative and mixed-methods studies. Using the Critical Appraisal Skills Programme checklist and structured according to the PRISMA 2020 flow diagram, the review synthesized data from 12 final articles. Results Four key themes emerged from the thematic analysis: Impact and Symptom Experience, Disclosure and Attitude, Coping Tactics and Self-Management, and Workplace Policies and Practices. A meta-theme, Menopause as a Diversity-Wellbeing Concern in the Workplace, highlighted the need to recognize menopause as a critical diversity issue affecting women across all stages of their careers, from entry-level roles to senior positions. Conclusion This review underscores the importance of tailored support and creating inclusive workplace environments that value and respect menopausal women, allowing them to thrive professionally while navigating this life stage.
... Certain types of social support can negatively affect performance and health, e.g., when this support highlights workplace stress, makes the recipient feel inadequate, or is unwanted Deelstra et al., 2003). Women are more likely to receive this inadequate support, especially in the form of "mansplaining, " where men provide unsolicited explanations that undermine women's abilities (Jack et al., 2021). All this could help to understand why -in the case of womena supportive climate is related to lower healthy organizational outcomes. ...
Introduction
Gender difference management is one of the most challenging dimensions organizations must cope with to adapt to VUCA (Volatile, Uncertain, Complex and Ambiguous) environments. The aim of this study is to identify the main drivers (i.e., most influential job resources, job demands, and organizational practices) of healthy employees and organizational outcomes assessing the differences between men and women, based on the HERO (HEalthy and Resilient Organization) Model.
Methods
Data were collected through the HERO-CHECK Questionnaire: job demands (e.g., quantitative overload), job (e.g., team coordination) and personal resources (e.g., emotional competence), healthy organizational practices (e.g., work-family balance practices), healthy employees (e.g., work engagement) and healthy organizational outcomes (e.g., in-role performance). The sample consisted of 2,128 professionals (70% female) from 8 organizations. Gender-based multigroup SEM was performed using R 4.1.2.
Results
Results of the multigroup SEM analysis show a good fit of the HERO model and support the existence of configural invariance among gender groups. This research shows that women perceive more resources to cope with demands, in consequence, they perceive more well-being and better job performance. Regardless of gender, coordination, horizontal trust, vertical trust, and emotional competence stand as relevant resources for achieving healthy employees and healthy organizational outcomes. However, there are gender-specific predictors of healthy employees and healthy organizational outcomes, depending on gender.
Discussion
Based on these results, gender-related recommendations for promoting specific resources (e.g., autonomy in women) and preventing specific demands (e.g., mobbing in men) may be suggested in organizational contexts.
... MENOPAUSE is a topic that is gaining increasing attention and there is growing evidence that the 'silence' has now been broken. 1 According to the Central Statistics Office there are almost 350,000 women employed in Ireland aged 45-64. The average age of a woman's menopause is 51 years, 2 so a significant number of women will be working throughout their menopause transition. ...
This article presents an account of one woman’s experience of the menopause. Affecting 51% of the global population, menopause has the potential to negatively impact home and work life. Yet, the arrival of menopause can often be a surprise due to a lack of education and awareness. Over 63% of UK working women claim menopause has negatively affected their careers, yet only 30% of employers support women to work through the menopause, and the cost to business and to women’s health is significant. Shrouded in silence, the menopause is often misunderstood, and taboo exists. Therefore, women do not divulge, and many leave their jobs unsupported. Through Grace’s story, this article explores how women’s hormone health can affect work and by opening up conversations and raising awareness, as we have with mental health, it is possible to eradicate the silence behind the taboo.
Building on the rich array of literatures that explore women's ageing and employment, we conduct a comprehensive review of research on middle‐ and older‐age women and work (including menopause and post‐menopause). In reviewing these studies, we blend our interdisciplinary discussions across several domains. We reflect on the question: How are employed, middle‐ and older‐age women treated in organizations, and what are employers’ perceptions of these workers? Through our analysis, we identify and critique two predominant, conflicting yet inter‐related themes. These are, namely, notions of constraint (and women's supposed/perceived reduced competencies as they age) versus ideas of flexibility (foregrounding assumptions that employed women experience fewer limitations as they age). As a theoretical lens for theorizing the constraints theme, we draw upon the concept of abjection, highlighting how employer perceptions of women's health as supposedly diminishing can lead to discriminatory treatment at work. In analysing theoretical assumptions regarding apparently enhanced flexibility among middle‐ and older‐age women, we note how women's differing circumstances and requirements might go unrecognized. We argue the need to deepen theoretical understandings about ideas of flexibility during women's middle and older age. Reflecting on the limitations of both themes, we consider the implications for future research agendas.
(1) Objectives: This paper presents a scoping review of global evidence relating to interventions (i.e., policies, practices, guidelines, and legislation) aimed at supporting women to manage menstruation, menstrual disorders, and menopause at work. (2) Methods: Databases including Medline (Ebsco), CINAHL (Ebsco), Scopus, Web of Science, APA PsychInfo (Ebsco), Humanities International Complete (Ebsco), Academic Search Premier (Ebsco), HeinOnline and OSH Update, and Google Scholar were searched in May 2022. (3) Results: Of 1181 unique articles screened, 66 articles are included. Less half of the articles (42%, 28/66) presented/reviewed an intervention related to women’s workplace health. A total of 55 out of the 66 articles are set across 13 countries with the remaining 12 articles described as multi-country studies or reviews. Half of the articles presenting/reviewing an intervention were grey literature, with several undertaken in UK and EU member countries. Interventions focusing on supporting women with menopause at work were the most common (43%, 12/28), followed by menstruation (25%, 7/28) and menstrual disorders (7%, 2/28). Across the reviewed articles, recommendations were categorised as adjustments to the physical work environment, information and training needs, and policy and processes. Few articles explicitly presented or affirmed a design-process and/or evaluation tied to their intervention. In lieu of design-process, this review categorises the rationales driving the development of an intervention as: pronatalist, economic rationalism, gendered occupational health concern, cultural shift towards gender equity objectives, and efforts to reduced shame and stigma. (4) Conclusions: There is a growing body of evidence aimed at understanding women’s experiences of managing their menstrual and reproductive health in the workplace and how this impacts their work/career trajectories. However, little research is explicitly concerned with exploring or understanding interventions, including their design or evaluation. Most articles report menopause guidelines and are typically confined to the UK and EU-member countries. Despite the prevalence of menstrual disorders (e.g., endometriosis and polycystic ovarian syndrome (PCOS)) there is limited literature focused on how women might be supported to manage symptoms associated with these conditions at work. Accordingly, future policies should consider how women can be better supported to manage menstruation and menstrual disorders at work and recognise the importance of co-design during policy development and post-intervention evaluation. Further research needs to be undertaken on the impact of workplace policies on both employers and employees.
Objective:
Inequity of access and choice to different hormone replacement therapy (HRT) products across the UK has been suggested (Hillman, 2020). While, the cause is not entirely understood, potential contributors include conflicting national guidance, economic deprivation and a local formulary approach. With a diverse and growing population of women reaching and living well beyond the menopause, the impact of this inequity is becoming more pronounced, and challenges the goal of providing personalised care. The study objective is to establish a consensus that supports a greater equity of access and choice of HRT and provision of individualised care.
Study design:
Modified Delphi study designed by UK HCPs with expertise in menopause care. This group identified 40 consensus statements over four key topics, related to access and choice of different HRT products. An online 4-point Likert scale questionnaire, sent to UK HCPs, was used to assess agreement, with a consensus threshold set at 75%.
Main outcome measures:
150 HCP responses between June and September 2021.
Results:
A total of 137 responses were received. Analysis identified 37/40 statements attaining very high agreement (≥ 90%) and 3/40 statements attaining high agreement (< 90% and ≥75%). Nine recommendations were developed with the intent to inform potential improvements to menopause care in the UK.
Conclusions:
The high levels of agreement displayed suggest a desire to change the way menopause care is delivered in the UK. Implementation of the suggested recommendations has the potential to improve equity of access to licensed treatment options, compliant with the NICE recommendation for personalisation of care.
This paper offers two key arguments. The first is that HRM scholars and HR practitioners need to pay a good deal more attention to the bi‐directional relationship between menopause and the workplace—how menopausal symptoms can affect women's experience of work and how work can exacerbate a woman's symptoms. We outline the social responsibility, demographic, legal and business cases which explain the urgency of more research and more concerted practice in this area. Our second argument concerns the importance of future research and practice adopting an intersectional political economy approach, in order to better understand the considerable differences between how women going through menopause transition experience work. Here, we offer arguments ranging from the macro‐ through the meso‐ down to the micro‐level of these differences, in so doing setting an agenda for the work to come on this very significant issue.
This study explored women's experiences of working through menopausal transition in the UK. It aimed to identify the perceived effects of menopausal symptoms on working life, to outline the perceived effects of work on menopausal symptoms, and to provide recommendations for women, healthcare practitioners and employers.
An electronic questionnaire was distributed to women aged 45-55 in professional, managerial and administrative (non-manual) occupations in 10 organisations. Items included: age, age and gender of line manager, educational level, job satisfaction; menopausal status; symptoms that were problematic for work; hot flushes; working conditions; work performance, disclosure to line managers; individual coping strategies; and, effective workplace adjustments and employer support.
The final sample comprised 896 women. Menopausal transition caused difficulties for some women at work. The most problematic symptoms were: poor concentration, tiredness, poor memory, feeling low/depressed and lowered confidence. Hot flushes were particularly difficult. Some women felt work performance had been negatively affected. The majority of women were unwilling to disclose menopause-related health problems to line managers, most of whom were men or younger than them. Individual coping strategies were described. Four major areas for organisational-level support emerged: (i) greater awareness among managers about menopause as a possible occupational health issue, (ii) flexible working hours, (iii) access to information and sources of support at work, and (iv) attention to workplace temperature and ventilation.
Employers and healthcare practitioners should be aware that menopausal transition causes difficulty for some women at work, and that much can be done to support them.
Background
Recent evidence suggests that some women experience menopausal symptoms that impact on their working lives, and that work environments can impact upon the experience of menopause. As a result, guidance for employers and other key stakeholders about this potential occupational health issue has emerged. To date there has not been a review of these documents to identify their main recommendations for policy and practice.
Aims
To provide a narrative overview of such guidance and summary of content.
Methods
Documents published in the UK and available in a major UK trade union library were searched systematically to identify guidance on the topic of menopause and work. An inductive thematic analysis was performed to identify the main themes addressed.
Results
Twenty-five relevant documents, on average eight pages long, were identified. A minority indicated that the use of scientific evidence informed the content. Five overarching themes were identified: (i) legislation; (ii) policy; (iii) information and training needs; (iv) workplace support; and (v) the physical work environment.
Conclusions
This overview of UK guidance revealed common areas of concern about reducing and managing difficulties experienced by working menopausal women. Possible areas for action were identified. Some recommendations were common across much of the guidance, whereas others were exclusive. Future guidance might include consideration of all these issues, while making reference both to the evidence base and sources of further information.
Objectives: To develop and evaluate a 30-min online training for managers, in order to improve menopause-related knowledge, attitudes and confidence in having supportive discussions with women experiencing menopausal symptoms at work. The study also explored intentions and behaviour in terms of having conversations. Study design: A prospective, pre-post design involved collecting data at three time points: pre-training, immediately after training, and four weeks post-training. Three UK organizations (one public, two private sector) participated. On-line questionnaires collected sociodemographic and background data. Qualitative and quantitative evaluation data were collected in post-intervention questionnaires. Paired t-tests and McNemar tests examined statistical differences pre- and post-training; thematic content analysis was performed on qualitative data. Main outcome measures: Menopause knowledge, attitudes and confidence in talking about the menopause at work, intentions, and actual behaviour. Results: 270 staff were invited and 98 consented to participate; 62 and 61 provided data immediately and 4 weeks post training, respectively. Compared to pre-training scores, statistically significant improvements were found in menopause-related knowledge, attitude (not viewing the menopause as an embarrassing topic to talk about at work), confidence in talking about the menopause with staff, and intentions to discuss menopause, at both follow-up assessments. Over 90% of respondents reported that they found the training useful and would recommend it to others. Conclusions: A brief menopause awareness training may be a feasible and effective way to help managers become more knowledgeable about menopause-related problems and more confident in discussing and exploring solutions with their staff.
This article advances feminist organizational theorizing about embodiment and subjectivity by investigating menopause at work as a temporally constituted phenomenon. We ask how time matters in women’s embodied and subjective experiences of menopause at work. Theoretically, we draw on feminist writers McNay and Grosz to explore the relationship between gendered agency and time in a corpus of 48 qualitative interviews conducted with women employed at two Australian universities about their experiences of menopause. Our empirical analysis identifies three temporal modalities – episodic, helical and relational – that show how gendered organizational subjectivities are not simply temporally situated, but created in and through distinct temporal forces. We offer two contributions to feminist organizational theory: first, by illuminating the ontological role played by time in gendered agency; and second, by fleshing out the notion of a ‘body politics of surprise’ with implications for feminist studies of organizational embodiment, politics and ethics.
Objective:
The aim of the study was to examine the efficacy of an unguided, self-help cognitive behavior therapy (SH-CBT) booklet on hot flush and night sweat (HFNS) problem rating, delivered in a work setting.
Methods:
Women aged 45 to 60 years, having 10 or more problematic HFNS a week, were recruited to a multicenter randomized controlled trial, via the occupational health/human resources departments of eight organizations. Participants were 1:1 randomized to SH-CBT or no treatment waitlist control (NTWC). The primary outcome was HFNS problem rating; secondary outcomes included HFNS frequency, work and social adjustment, sleep, mood, beliefs and behaviors, and work-related variables (absence, performance, turnover intention, and work impairment due to presenteeism). Intention-to-treat analysis was used, and between-group differences estimated using linear mixed models.
Results:
A total of 124 women were randomly allocated to SH-CBT (n = 60) and NTWC (n = 64). 104 (84%) were assessed for primary outcome at 6 weeks and 102 (82%) at 20 weeks. SH-CBT significantly reduced HFNS problem rating at 6 weeks (SH-CBT vs NTWC adjusted mean difference, -1.49; 95% CI, -2.11 to -0.86; P < 0.001) and at 20 weeks (-1.09; 95% CI, -1.87 to -0.31; P < 0.01). SH-CBT also significantly reduced HFNS frequency, improved work and social adjustment; sleep, menopause beliefs, HFNS beliefs/behaviors at 6 and 20 weeks; improved wellbeing and somatic symptoms and reduced work impairment due to menopause-related presenteeism at 20 weeks, compared with the NTWC. There was no difference between groups in other work-related outcomes.
Conclusions:
A brief, unguided SH-CBT booklet is a potentially effective management option for working women experiencing problematic HFNS.
Introduction:
Menopause usually occurs between the ages of 45 and 55, a time when women are likely to be in the paid workforce. Most women have menopausal symptoms and these may impact on daytime function and work performance. This study examines the relationship between reproductive stage, menopausal symptoms and work, and advises how employers can best support menopausal women.
Methods:
An online and paper-based survey was completed in 2015-16 by 1092 women (22% response rate) aged 40 years plus employed in three hospitals in metropolitan Australia. Survey questions examined demographics, health and lifestyle variables, menopausal symptom reporting, and work-related variables. Reproductive stage was determined using modified STRAW +10 principal and descriptive criteria.
Results:
Reproductive stage was not significantly associated with work engagement, organizational commitment, job satisfaction, work limitations and perceived supervisor support. Postmenopausal women had lower intention to leave their organizations than pre- and peri-menopausal women. While sleep problems were the most commonly reported menopausal symptom by peri-menopausal women, for postmenopausal women it was joint and muscular discomfort. Only hot flushes and vaginal dryness were significantly more frequent in peri- and post, compared to pre-menopausal women. In general, women rated their work performance as high and did not feel that menopausal symptoms impaired their work ability. Most women would appreciate greater organizational support, specifically temperature control, flexible work hours and information about menopause for employees and managers.
Discussion:
Most women did not believe that menopausal symptoms negatively impacted on their work. Organizational changes may reduce the burden of menopausal symptoms in the workplace.
Objective:
While many women undergo menopausal transition while they are in paid employment, the effect of poor working conditions on women's experience of the menopause has received scant empirical attention. We examined associations between employment conditions, work-related stressors, and menopausal symptom reporting among perimenopausal and postmenopausal working women.
Methods:
Data were drawn from an online survey conducted between 2013 and 2014 involving 476 perimenopausal and postmenopausal women working in the higher education sector in Australia. Survey questions assessed demographics; health-related variables; menopausal symptom reporting; employment status; presence of flexible working hours; presence of temperature control; job autonomy; and supervisor support.
Results:
A forced entry multivariable regression analysis revealed that high supervisor support (β = -0.10, P = 0.04), being employed on a full-time basis (β = -0.11, P = 0.02), and having control over workplace temperature (β = -0.11, P = 0.02) were independently associated with lower menopausal symptom reporting.
Conclusions:
These findings may help inform the development of tailored occupational health policies and programs that cater for the needs of older women as they transition through menopause in the workplace.
Large numbers of women transition through menopause whilst in paid employment. Symptoms associated with menopause may cause difficulties for working women, especially if untreated, yet employers are practically silent on this potentially costly issue. This review summarises existing research on the underexplored topic of menopause in the workplace, and synthesises recommendations for employers. Longstanding scholarly interest in the relationship between employment status and symptom reporting typically (but not consistently) shows that women in paid employment (and in specific occupations) report fewer and less severe symptoms than those who are unemployed. Recent studies more systematically focused on the effects of menopausal symptoms on work are typically cross-sectional self-report surveys, with a small number of qualitative studies. Though several papers established that vasomotor (and associated) symptoms have a negative impact on women's productivity, capacity to work and work experience, this is not a uniform finding. Psychological and other somatic symptoms associated with menopause can have a relatively greater negative influence. Physical (e.g., workplace temperature and design) and psychosocial (e.g., work stress, perceptions of control/autonomy) workplace factors have been found to influence the relationship between symptoms and work. Principal recommendations for employers to best support menopausal women as part of a holistic approach to employee health and well-being include risk assessments to make suitable adjustments to the physical and psychosocial work environment, provision of information and support, and training for line managers. Limitations of prior studies, and directions for future research are presented.