Why menopause at work is important
Making menopause inclusivity a priority not only improves your organisation’s performance and financial bottom line, but also makes it a great place for employees to work.
WHAT DOES MENOPAUSE HAVE TO DO WITH WORK?
Sometimes nothing. And it would be great if that was always the case. Some women sail through their menopause with barely a symptom, but it’s not an easy transition for all.
By talking about it openly, raising awareness and putting the right support in place, we can get to a point where menopause is no longer an issue in the workplace.
But, today, it’s often hidden with potentially significant consequences for both employees and employers.
THE DEMOGRAPHIC CASE
We’re living and working longer
Menopausal women are the fastest-growing working demographic. The number of women aged 45-54 in paid employment has grown by nearly 40% since 1980.
These women are often at the peak of their professional careers – but despite intending to retire at age of 64, the average retirement age for women is 52, 7.4 years earlier than men.
45% of women that retire early report their own disability, sickness or injury as the reason. Acting now is important for all employers to ensure they retain this talent and close the gender pay gap.
THE LEGAL CASE
Short-term investment can prevent long-term issues
In the UK, menopause-related tribunals have already been found in favour of the employee. It’s highly likely there will be similar action in Australia to come. Employers never want issues to get this far, and taking steps to provide support to women can help protect them from legal entanglements.
Respect@Work
The Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) Act 2022 (Cth) amended the Sex Discrimination Act 1984 (Cth), introducing a positive duty on employers and PCBUs to eliminate:
- Workplace sexual harassment, sex discrimination and sex-based harassment
- Conduct that amounts to subjecting a person to a hostile workplace environment on the ground of sex
- Certain acts of victimisation.
THE BUSINESS CASE
It helps your financial bottom line.
Educating and informing leaders and managers to understand what menopause is, how it can affect an employee and how your business can help means they can have great conversations and provide the right support.
It’s the right thing to do, and if that’s not enough, it helps your organisation’s performance and financial bottom line too.
INCREASE PRODUCTIVITY
If menopausal symptoms are affecting performance or relationships, your support can make a huge difference.
LOWER ABSENCE LEVELS
People experiencing menopause take 40% more leave, which could be significantly reduced with reasonable adjustments.
REDUCE RECRUITMENT COSTS
25% of women intend to quit their jobs due to menopause.. The cost to replace a woman who leaves the business is estimated to be 150% of their salary.
REDUCE TRIBUNAL RISK
Proactively manage the health and wellbeing of your people by de-stigmatising menopause and encouraging open conversations. Several tribunals have been won by employees in the UK.
THE SOCIAL RESPONSIBILITY CASE
Menopause symptoms can be exacerbated by by the work environment
Everyone experiences menopause differently. Symptoms can be physical, such as hot flushes, headaches, poor sleep and erratic periods, or psychological, such as anxiety, low moods, lack of confidence and poor concentration.
Employers are responsible for the psychosocial care of their employees. Reports show a relationship between menopause symptom frequency and severity to workplace engagement, job satisfaction and intention to quit: Achieving menopause awareness and ensuring the right support is available is a must for all employers.
of women experience menopause symptoms. 25% experience serious symptoms
of women report concern about the impact of menopause on their mental health
of women don’t feel comfortable talking about menopause at work