Menopause is a natural biological process that typically occurs between ages 45 and 55. It is at the center of women’s daily lives from home to work and beyond. Triggered by the natural process of lowering levels of hormones like oestrogen and progesterone, menopause can cause a multitude of symptoms. According to recent research conducted by Jean Hailes for Women’s Health and Monash University, close to 20 percent of women don’t have any symptoms. Of those, 60 percent say they have mild to moderate symptoms and 20 percent are plagued by symptoms that make it hard to function in daily life. This Australian-first research highlights the pressing need for organizations to adopt menopause-friendly policies to support women in this critical life stage.
The workplace environment can be a real minefield for women experiencing menopause. Right now, millions of women between the ages of 45-55 are experiencing a variety of debilitating symptoms due to menopause. Instead, some decide to leave the field of leadership altogether, work fewer hours or retire younger than planned. According to Amanda, the stigma around menopause leads to misconceptions and limited support from coworkers and employers. Consequently, organizations are losing highly talented and experienced individuals.
The Need for Understanding
The study released two years ago by Jean Hailes and Monash University warned against the “catastrophising” of menopause. The results underscore the importance of frank conversations about this normal stage of life. Honest and open Liz Bonner, who thinks she works at Australia’s most menopause-friendly workplace, calls for businesses to be transparent and understanding in the workplace.
“I had a meeting with the Deputy Prime Minister before the election and I’m going to talk about passionate topics and I’m probably going to cry and I can’t help that, but I’m not embarrassed by it either.” – Liz Bonner
Bonner is quick to point out that many women reentering the workforce after childrearing or career changes face challenges that are particular and compounded. “A lot of our workforce is older women. So, a lot of people come into our sector who have had careers in other vocations,” she explains. This diversity brings dynamic advancement and depth but requires nimbleness and the ability to adapt to new and different needs.
Employers have a key role to play in creating a culture of openness around menopause. Provide training so your managers can have supportive and constructive conversations about menopause. Offer employees resources and implement policies that prioritize work-life balance during this transitional time.
Current Accreditations and Initiatives
Currently, only four Australian companies are accredited as officially menopause friendly: Deloitte Australia, AngloGold Ashanti Australia, St John WA, and Australian Red Cross Lifeblood. At the same time, another 38 organizations are in the process of becoming accredited through Menopause Friendly Australia, which collaborates with Menopause Friendly Accreditation UK. Other significant businesses working towards certification are the Commonwealth Bank, Melbourne Airport, BHP and Sydney Water.
Menopause Friendly Australia is working to raise awareness of menopause in the workplace and inspire organizations to adopt policies that are supportive of staff experiencing menopause. Menopause is not just a personal issue, and the campaign’s goal is to expand women’s health approach. It is primarily a workplace issue that requires the right workplace accommodations.
Catherine Grace Molloy has navigated perimenopause herself. As a healthcare provider, she shares her frustration on the lack of education regarding this issue, even amongst healthcare professionals.
“I was shocked that I didn’t know anything about ‘peri’ [perimenopause] when I was in it,” – Grace Molloy.
Like many health care workers, Molloy’s educational background left her ill-prepared to address issues surrounding menopause.
“And I also did a Master of Nursing, and I didn’t learn anything about it at all in my nursing degree,” she states.
This gap in knowledge further emphasises the importance of robust training programs within institutions to educate staff on menopause.
Personal Experiences
These firsthand accounts from women going through menopause offer helpful perspectives on the problems encountered in the workplace. Jeanette Anderson describes her emotional journey through menopause, stating, “I just felt that I was teary all the time. I was emotional. I had physical symptoms as well, like heart palpitations.”
Anderson’s experience echoes the feelings of many women who are feeling the pressure to step into a leadership role in this challenging pipeline transition. Not all women face severe symptoms.
“I was probably quite lucky in that I didn’t have extreme symptoms. I can honestly say it didn’t interrupt me at all,” – Jeanette Anderson.
These varied experiences highlight just how important personalized support systems — or ecosystems of support — in the workplace are. They make sure that every woman’s needs are being addressed in this important life stage.
