Menopausal women are the biggest demographic in the workforce, and now, with women working for longer and until they are older, this will continue to rise.
Menopause is a natural stage in life that every woman will go through, but it can bring a variety of physical, emotional, and psychological challenges – especially at work.
Menopause is not just an issue for women. It’s an issue for organisations, leaders, team managers, co-workers, and all who contribute to workplace culture.
If organisations want to be fully menopause inclusive and supportive, they have a responsibility to ensure all staff become allies. Menopause allyship isn’t a ‘nice-to-have’—it’s a crucial step in retaining experienced talent, improving morale, and ensuring women feel valued and supported at work.
What is menopause?
To effectively support colleagues through menopause, it’s essential to understand what it is.
Menopause is a natural biological process that marks the end of a woman’s reproductive years, typically occurring between the ages of 45 and 55. However, it’s preceded by a transitional period known as perimenopause, which can start years earlier and bring with it a range of symptoms.
Common symptoms of menopause include:
Physical changes: Hot flushes, night sweats, fatigue, joint pain, and sleep disturbances.
Emotional challenges: Anxiety, mood swings, irritability, and feelings of low self-esteem.
Cognitive effects: Difficulty concentrating, memory lapses, and brain fog.
Every woman’s experience of menopause is different, with some experiencing only mild symptoms and others facing significant disruption in their daily lives, including work performance. For context, around 80% of women will experience some symptoms. For 1 in 4 women, these symptoms will be debilitating.
Why menopause allyship matters
For many women, menopause intersects with pivotal moments in their careers, often when they hold senior or leadership positions. At the same time, the lack of open discussion or understanding around menopause in many workplaces can make this stage of life isolating or stigmatising.
Women may feel pressure to ‘power through’ their symptoms, which can lead to increased stress, burnout, or decisions to step back from their careers.
Being an ally means breaking down the stigma and creating an environment where women feel comfortable discussing their needs.
How managers can be menopause allies
Normalise the conversation: Managers need to create an open culture where menopause isn’t a taboo topic. By openly acknowledging menopause as a normal life stage, you help create an atmosphere of understanding and support.
Encourage flexibility: For women experiencing menopause symptoms like insomnia, offering flexible working arrangements, such as remote work or adjusted hours, can be a lifeline. Flexibility can be key in helping them manage their symptoms without feeling like they’re compromising their work performance or having to take time off.
Provide practical support: Simple adjustments can make a big difference. For example, allowing access to temperature-controlled spaces and fans or allowing more frequent breaks can help women manage physical symptoms.
Educate your team: Provide menopause awareness training for all employees. This helps everyone understand the symptoms and challenges associated with menopause, reducing the potential for misunderstandings or negative judgments.
Listen without judgment: If an employee brings up their menopause symptoms or asks for adjustments, listen actively and without judgment. Avoid making assumptions about their capabilities based on what you know about menopause.
Tailor support to the individual: Just as each woman’s experience of menopause is unique, the support provided should be equally personalized. Ask what would help them most, whether it’s temporary adjustments to their workload or creating a more flexible performance review process during this time.
Appoint a Menopause Champion: Designating a Menopause Champion can provide employees with a go-to person for advice or help. This might be someone from HR or a trained staff member with knowledge of menopause.
How coworkers can be menopause allies
Be informed: Understanding menopause is the first step to being an ally. Educate yourself on the symptoms and impacts of menopause so that you can offer empathy and support. Being aware also helps to avoid unintentional comments or behaviour that could be dismissive or hurtful.
Create a non-judgmental culture: If a coworker mentions their menopause symptoms, respond with empathy. Avoid downplaying their experience by saying things like, “It’s just a phase” or “Everyone goes through it.” Instead, acknowledge their challenges and offer your support.
Be a good listener: Sometimes, the most powerful form of support is simply listening. If a colleague opens up about their menopause experience, be present, ask how you can help, and don’t interrupt with unsolicited advice. Let them lead the conversation.
Avoid stereotypes: Beware of workplace stereotypes that can surround menopause, such as assumptions that women in menopause are less capable or more emotional. Challenge these myths if you encounter them, and focus on the person’s abilities and contributions, not the symptoms they may be experiencing.
Empower leaders to support menopausal colleagues effectively
A lot of people don’t fully understand menopause or its effects. Providing staff training helps to reduce stigma and foster an inclusive workplace culture. This can include workshops, line manager training, webinars, and Menopause Champion training.
Explore our array of training courses, including the Accredited Menopause Awareness for Managers. This training is specifically designed for managers and leaders, providing a comprehensive overview of menopause and its impact on women in the workplace.
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