Anxiety, insomnia, brain fog, painful joints and rapid changes in body temperature are enough to make any person take a day off sick. But the reality is, these symptoms affect approximately 1.6 million Australian working women – and they are largely ignored.
Given the sheer volume of women who will go through the menopause, regardless of their employment status or age – which can start from as young as mid-40 – you would think society would be more open to talk about this natural phase of life.
The reality is, the topic is still largely stigmatised. The unfortunate result of this is increased turnover, reduced time in employment, absenteeism and decreased career advancement. The current system is failing working women, and something needs to change.
The challenges facing working women
Globally, we are making progress. But the majority of Australian employers still do not have dedicated menopause policies, nor do they provide adequate resources or education to support women experiencing this transition. Addressing this isn’t just an issue of gender equity, but a fundamental aspect of employee wellbeing and mental health.
Many women in the Australian workforce are currently dealing with the challenges of perimenopause and menopause in silence. Symptoms are not only uncomfortable, and at times overwhelming, but also affect work performance and wellbeing, ultimately leading to decreased job satisfaction, decreased productivity and increased presenteeism and absenteeism.
These factors are particularly detrimental for many women striving to progress and excel in their careers. Some women worry they have early signs of dementia from the brain fog, some face extreme exhaustion and irritability and some enter a window of vulnerability for anxiety and depression.
Yet fearing speaking out may negatively impact their career advancement, many are hesitant to take time off to address their symptoms and seek help, ultimately camouflaging the distress.
Much of this silence comes from the shame and fear of being labelled as ’emotional’ or ‘irrational’. The unfortunate repercussions of this has led to a knowledge gap among women, their colleagues and their workplace when it comes to the menopause.
This lack of understanding and support consequently creates a hostile and isolating workplace environment, resulting in a decline in self-esteem and mental health issues, further affecting job performance. It’s like an endless cycle of set-backs.
The current state of play for employers
Contrary to Australia, countries like the United Kingdom and Canada have made significant progress in acknowledging the importance of menopause in the workplace. These nations have introduced policies that mandate employers to provide support and accommodations for menopausal employees. This includes flexible work hours, access to medical support, and awareness campaigns aimed at reducing the stigma surrounding menopause.
But progress for this remains slow in Australia, and there is a significant lack of policies and support systems specifically aimed at addressing menopause.
Education and awareness campaigns can play a significant role in reducing the stigma associated with menopause. The NSW Government has just released a new, free Perimenopause and Menopause Toolkit to focus on raising awareness in culturally and linguistically diverse communities. This is part of a four-year $37.3 million campaign to improve access to advice and support for women experiencing severe or complex menopausal symptoms.
This is great news for many who have campaigned for increased awareness, but this is just one step. It’s up to employers to actively develop and implement menopause policies themselves.
It’s not just a women’s issue; it’s a business one
Macquarie Business School recently found that women who are leaving the workforce prematurely, due to the effects of the menopause, are costing Australian businesses more than $10 billion a year. And with an ageing workforce, more and more working women will be impacted.
Women make up a substantial portion of the workforce, and their wellbeing should be a priority. So how can employers extend support?
Employers play a really vital role in educating themselves and their staff, not only benefiting the internal workforce, but the world at large. Some workplaces are more progressive than others, offering paid leave or greater flexibility, and while we can all strive towards this type of support, for those that do not know where to start, it’s good to go back to basics.
There’s so many amazing ripple effects from having education and really learning about menopause and perimenopause. Managers should actively create an environment which makes individuals feel open and free to discuss how their symptoms are impacting them and their work.
For those conversations to happen it means allowing access to various supports with cultural sensitivity in mind, acknowledging that whether it’s due to the home a woman grew up in, their country of origin, their cultural beliefs and practises, sometimes conversations around women’s reproductive health can be challenging or considered to be a bit of a taboo.
For greater understanding, many managers may need to undergo training. Whilst they are not expected to be experts, nor should they feel pressure to be, if they can be educated about some of the key factors and the ways in which it impacts people, it’s a great start. EAPs, such as TELUS Health, offer training sessions such as these and they go a long way towards helping create an environment where women can feel safe to share their stories.
This also extends out to implementing the proper support. Workplace accommodations, occupational advice and redefining how absences are viewed are adjustments to policies that can make a huge impact on women’s work experience.
Starting with awareness and psychoeducation, we can begin to normalise the topic and find the right words to properly communicate. It’s a big cultural shift and change, but the ultimate goal is to create a more understanding and empathetic workplace environment – and it’s down to businesses to make the first step