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Helen Trinca

Why employers need to be more open about the menopause

Helen Trinca
Until very recently it was unheard of to talk openly in the office about period pain, or hot flushes or being menopausal, writes Helen Trinca.
Until very recently it was unheard of to talk openly in the office about period pain, or hot flushes or being menopausal, writes Helen Trinca.

When we read of fans throwing mobile phones at their heroes on stage in order to make an emotional connection rather than causing them harm, we know we live in interesting times.

The distorting impact of disruptive technology – like smart phones – will occupy historians and philosophers for decades.

For the rest of us, it’s another reminder of unexpected outcomes in a society changing so rapidly it’s hard to keep up: recent shifts in attitudes and behaviour have transformed the way we work, for example. And not just because we can stay home.

Here’s one. Until very recently it was unheard of to talk openly in the office about period pain, or hot flushes or being menopausal. Women popped pills and struggled through; opted for shirts rather than jackets, even in winter; blamed the flu for their days off – anything other than admit to suffering from a female “condition”. Embarrassment, even shame, were attached to menstruation and menopause and raising it with a boss, especially a male boss, was unimaginable. Men, of course, felt the same way: absolutely terrified about saying or doing the wrong thing even if they worried about a female colleague’s health.

The shift began decades ago with a more realistic approach to pregnant workers, and the more recent moves to normalise the experience and conversation about menstruation is terrific. But we’re not there yet it seems.

A report this week from BSI Australia found that 23 per cent of Australian women say menopause is a barrier to their remaining in the workforce, with 72 per cent calling on organisations to give support to those experiencing symptoms.

A similar percentage say formal policies around difficult pregnancies or miscarriage are helpful, but only 3 per cent are aware of these being in place and 58 per cent said they would be uncomfortable raising this with an employer. We’re not talking here about formal policies about parental leave which are well explained, but rather companies’ approach to the problems women -– and their partners – face during a difficult pregnancy.

Charlene Loo, managing director of BSI Australia, a business improvement company that is part of the global BSI (British Standards Institution), says about 10 per cent of women experiencing menopause leave work because of the symptoms: “Women are not feeling supported. They’re finding difficulties in terms of having a career, especially later in life.”

BSI research has identified a “second glass ceiling” for women – the barriers that stop them continuing in the workforce as they get older. Those barriers include lack of support during the menopausal years, and Loo argues it’s a problem for employers because older women often provide mentorship for younger women.

BSI in May released BS 30416, a standard on menstruation, menstrual health and menopause in the workplace in an effort to break down the stigma surrounding these conditions.

Loo says the standard includes tips on consulting with women, opening the dialogue and, ensuring the issue is well known, especially among male peers. “It’s about a broader culture of care and ensuring support is available and accessible,” she says.

According to the BSI website, a British parliamentary survey in 2022 found 92 per cent of respondents reported that menopause symptoms affected them at work.

“As well as difficulties caused by menopause symptoms themselves, the survey highlighted that the attitude of other colleagues and line managers can have a significant impact on people experiencing the menopause or menstruation, in terms of feeling able to seek support and even stay in their job,” it says.

The British standard is a “free, practical toolkit for businesses of all sizes and sectors … Developed by experts in the field of menstruation, menopause, HR and occupational health and academics”. The document “aims to help organisations identify the misconceptions around menstruation and menopause. It also identifies the impact of stigma surrounding these topics on workplace cultures and support.”

The standard is a good idea for employers keen to retain female staff, but it is also handy to have given the legal requirements that companies must make sure workers are not discriminated against.

Anne Hayes, director of standards at BSI, is quoted on the website: “Now is the time that businesses want to make sure they are not losing their talent and encourage women to stay and progress to more senior leadership roles. Society will benefit if we ­enable them with a supportive ­environment.”

Loo says a crucial challenge for companies is how to help women enjoy long careers, not just to retain them but because older workers mentor younger ones. The survey of 1000 Australian women found 75 per cent say that experienced female mentors can benefit the development of younger women, yet 40 per cent say it is not common to see women in leadership roles. A similar number say they have not had the opportunity to learn from such mentors.

Women like to see other women in leadership roles, according to the Australian research, yet only 42 per cent actually feel they have had access to these women.

Breaking down barriers around menstruation and menopause is not just about employers being more open – there’s a broader question of why we are so coy about these conversations.

It’s easy to see that, despite all the encouragement for people to talk about health problems, especially mental health problems, we still worry about giving the boss any ammunition to mark us down as not committed to the bigger project, of not being serious about putting the job ahead of everything else in our lives, including our health.

The BSI standard can help change attitudes but it’s also about women – and men – exercising their right to ask an employer to accommodate their health-related needs.

Read related topics:HealthWomen’s health

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Original URL: https://www.theaustralian.com.au/health/medical/why-employers-need-to-be-more-open-about-the-menopause/news-story/8ec973f1123064d8ca4ad5a53972a00d