Menopause in the workplace: the compelling research and what it tells us

Menopause Friendly Australia CEO, Grace Molloy, recently talked to a panel of expert researchers about the types and findings of research conducted so far, how it is being applied to inform workplace engagement, policy and practice, and where the research needs to focus next to build out a more inclusive body of knowledge.

The panel comprised Professor Jo Brewis, Dr Belinda Steffan, Professor Carol Atkinson and Deborah Garlick.

Gender issues have been a topic of workplace research since at least the 1960s, with a focus on menopause emerging in the 1990s and ramping up significantly since 2010.

An increasing body of peer-reviewed social science research, both qualitative and quantitative, is providing compelling foundational evidence to inform and build engagement with workplaces in how to improve their people’s experience of menopause and, in turn, benefit by attracting and retaining experienced staff.

So, what is this research telling us and where do we next need to focus our efforts?

The panel shared interesting findings from studies in the United Kingdom.

Correlation between menopausal symptoms and reduced workforce participation: Longitudinal studies published by the University College of London suggest a possible correlation between women who have one troublesome menopausal symptom at age 50, and their likelihood of leaving or reducing work by 55. This is in the context of a lack of workplace support.

Workplace practice lags behind policy: Work with both the police force and National Health Service (NHS) in the UK found that even where there are enlightened approaches to menopause policy, this is often not matched by progress with ingrained workplace culture and practice, such as a lack of flexibility, long shifts without access to toilets, water or a change of clothes, and even issues with uniforms that make it challenging to manage menopausal symptoms. An ongoing sense of stigmatisation makes open, normalised conversation difficult.

Impact on sense of self: The impact of the menopause transition can see women shift from a positive sense of self to being more negative and self-deprecating. Individuals adopt different mechanisms to cope with physical and psychological symptoms. A stronger social support network helps accommodate physical symptoms, with a greater reliance on more individual resources such as selection, optimisation and compensation (focusing on using and practising their most needed skills, and compensating for losses in other areas) to manage menopause symptoms at work. As in any life transition, personal resilience helps individuals make sense of the experience but, conflictingly, menopause itself can disrupt personal resilience.

Overcompensating to manage performance: Some studies showed that despite women’s symptoms becoming more severe over six months, their self-reported performance increased because they were working weekends, evenings and through annual leave to overcompensate, often at the expense of their health, wellbeing and personal time.

Whilst it is heartening to see the progress made in researching the experience of menopause at work, the conversation so far is over-represented by the voices of white, affluent, middle-class, cisgender women, who comprise a higher proportion of some workforces and are often more likely to feel confident participating in research activities about menopause.

Research targeting more diverse communities will help broaden these important conversations.

LGBTQI+ communities: It is not only cisgender women (that is those whose female gender identity corresponds with their being assigned female at birth) who experience menopause. Anyone born with ovaries, including some transgender men and non-binary individuals, will go through this transition.

Need for multi-domain research: More research is needed to explore the workforce experiences of those identifying as having a disability, of different races, ethnicities and religions, and the intersection with neurodiversity, as well as those people navigating the experience within the precarious and unpredictable gig economy.

The midlife experience: Midlife can be messy and complicated. There can be relationship disruption, divorce, and caring responsibilities for older children, elders and partners, with much of this unpaid burden falling to women. There is an opportunity to compare the experience of midlife women with that of midlife men in the broader context of midlife workplace retention and gendered ageism.

Localised research: While the panel’s research has primarily been conducted in the UK, the findings translate well into culturally similar regions like Australia. US research translates less well due to major workplace support and healthcare access differences. The panel referenced localised research in Australia, the Netherlands, Kenya and the Philippines, helping build a broader perspective and fostering more open conversations.

Social science research reflects that there is not one right way to manage menopause in the workplace. Just as each person’s experience is unique, so too each organisation is unique in its culture, leadership style, roles and workplace environment.

It starts with an organisation wanting to change simply to do the right thing for their employees and then asking an important question: ‘How can we help?’

The key to success is a focus on cultural change informed first by raising awareness around menopause – the ages, stages, symptoms, solutions and options – and then reviewing the levers available to lift and shift culture, including policies, practices, engagement and training, with sustained engagement and open conversation to embed the change.

Every organisation taking this journey and every Menopause Friendly Accreditation contributes evidence of what works. Conducting a baseline survey helps measure the difference these activities are making. In the UK, Menopause Friendly has over 500 members with more than 100 achieving accreditation, which is rigorous, meaningful and helps attract talent, increase engagement and improve workplace environments. Menopause Friendly reviews its standards yearly to maintain currency.

There are clear indications that people have been waiting for this conversation to happen, with workplaces reporting record engagement with intranet posts and events focused on menopause – because knowledge is empowering and sometimes even life-changing. However, organisations must also realise that not all women want to disclose menopause symptoms at work, but they can still be supported through a culture of health and well-being. Research is foundational to building a culture of openness and inclusion that enables individuals to understand, disclose and address what’s happening to them with confidence, and to equip workplaces to support them, which benefits both the individual and the organisation.

Closing out our panel, Deborah Garlick reflected on how great it would have been to have started this work 20 years ago when we knew we had an ageing demographic with increased female participation. It has certainly started now, and we look forward to sharing further insight from this ongoing Australian and international research.

Menopause Friendly membership gives you access to resources and documents that can support you in producing your policy. If you’re not already a member, chat to us today and find out more about joining.