6 supportive policies to address menopause and retain valuable talent

In too many workplaces, menopause remains a taboo subject. Although it is a natural stage in the female life cycle, it is seldom discussed, particularly in professional settings. Menopause directly impacts the work environment, not only due to its physical and psychological effects but also because many women, lacking adequate support, choose to leave their jobs and endure this stage in isolation at home. Consequently, numerous careers at their peak are prematurely cut short by a completely natural condition. For those who continue to work through menopause, it can be an incredibly challenging and often lonely experience.

The Situation in Australian Workplaces

Australian workplaces are experiencing a significant loss of experienced and skilled women at the height of their careers due to a lack of comprehensive policies addressing menopause and its effects. This silent crisis not only affects individual women's lives but also imposes a substantial financial burden on businesses and the broader economy. Despite limited research, conservative estimates suggest that menopause-related issues could be costing organizations around $5 billion annually.

A pioneering survey by the Jean Hailes for Women's Health Organization, in collaboration with Monash University, provides an in-depth look into the experiences of Australian women during menopause. The study, which surveyed 3,500 women from diverse racial and economic backgrounds, reveals that two-thirds of women aged 45 to 64 have experienced "bothersome" menopausal symptoms in the past five years. Additionally, one in five found it challenging to work or study, and 7% reported missing days off due to these symptoms.

While many women aim to retire around age 59, they tend to retire much earlier, at about 52. This early exit from the workforce is primarily attributed to health issues, with 45% of women citing personal sickness or disability as the reason for premature retirement. Notably, this percentage drops to 24% for women nearing 60, highlighting a critical crisis in the 45-55 age bracket, which experts link to menopause.

Dr. Sarah White, a co-author of the study, emphasized the significant impact of menopausal symptoms on women's lives: "It's not just the case of one or two people going through these symptoms; it's 50% of the population who go through menstruation and menopause," she said. "By not implementing policies to support those employees, you have to look at yourself and ask, are you an inclusive employer?"

Read also: Article: Cognizant's Shameka Young on why it is time to address menopause in the workplace (peoplemattersglobal.com)

Key Aspects of Supportive Policies

1. Normalizing the Experience: By providing guidance and support for associates experiencing menopause, we acknowledge that it is a natural and common life stage. This approach helps normalize the experience and reduces feelings of shame or embarrassment that some individuals might feel about discussing menopause in the workplace.

2. Encouraging Open Conversations: Addressing menopause openly can alleviate feelings of isolation and promote a more inclusive workplace culture. The guidance not only sensitizes managers but also fosters open and honest conversations about menopause. This can help break down barriers and reduce stigma, creating a safe environment where associates feel comfortable sharing their experiences and seeking support.

3. Providing Comprehensive Support: Supporting impacted team members involves more than just conversations. It includes offering practical tools, benefits, and resources for associates and their support networks. This comprehensive support ensures that associates have access to the necessary resources and assistance during this stage of their lives, enhancing their overall well-being and work experience.

The Economic Impact of Menopause on the Workforce

Rebecca Mitchell from Macquarie University's Health & Wellbeing Research Unit highlighted the economic implications of menopause on the workforce. Her research found that if 10% of women exit the workforce due to menopause, it costs Australian businesses approximately $5 billion in turnover costs. "We just looked at turnover costs. The costs of replacing women who leave organizations and we used conservative figures," Professor Mitchell said, underscoring the substantial financial burden on businesses.

Despite these significant findings, there are considerable gaps in research on women in this critical period of their careers. This lack of data further complicates efforts to address the issue effectively and underscores the need for more focused studies on menopausal women in the workforce.

The Australasian Menopause Society (AMS), a not-for-profit organization providing menopause education for nearly 40 years, emphasizes the importance of supporting menopausal women in the workplace. The average age of menopause in Australia is 51, and women aged 45-55 represent a significant proportion of the global workforce. As the number of women going through menopause increases, with many likely to experience moderate to severe symptoms at work, employers must provide support to ensure these women remain effective and valued employees.

Women at midlife are often highly educated and experienced, with leadership qualities that are crucial for organizational success. They are likely to remain in the workforce for up to another 20 years. Therefore, creating a supportive environment for menopausal women is not only a legal obligation under the Occupational Health and Safety Act 2004, which requires that workplace conditions do not adversely impact health, but also a strategic move for businesses aiming to retain talent and reduce turnover.

Lessons from the UK

Three years ago, UK media organization Channel 4 implemented a menopause policy after identifying high turnover rates due to menopausal symptoms. Their research showed that as many as one in four women were considering leaving due to menopause, and 5% were actually leaving. This policy outlines the support available to women before, during, and after menopause, aiming to create an inclusive and supportive work culture.

The policy includes minor adjustments to the working environment, such as desk fans, quiet/cool rooms, and first aid rooms. Occupational health assessments ensure that an employee's physical environment, whether at home or in the office, does not exacerbate menopausal symptoms. Flexible working arrangements are also crucial, allowing more breaks, flexible hours, and the option to work in different areas of the building or remotely.

Channel 4's policy also provides for sickness or paid leave for employees unfit for work due to menopausal symptoms. General support mechanisms encourage open, understanding environments where employees can discuss their symptoms with line managers or trusted colleagues. Medical support, including access to menopause specialists and virtual health services, is also available.

Six Supportive Policies

• Environmental Adjustments: Providing desk fans, quiet rooms, and first aid rooms to help manage physical symptoms in the workplace.

• Occupational Health Assessments: Ensuring that the work environment does not exacerbate symptoms.

• Flexible Working Arrangements: Allowing flexible hours, more breaks, and the option to work in different areas or remotely.

• Open Communication: Encouraging discussions about menopausal symptoms with line managers and colleagues to create a supportive work culture.

• Medical Support: Providing access to menopause specialists and virtual health services.

• Sickness/Paid Leave: Allowing for paid leave for employees unfit for work due to menopausal symptoms.