In a world where diversity and inclusion are becoming increasingly important, there's one aspect of workplace well-being that often goes unnoticed, especially in male-dominated industries: menopause.
You might be wondering, "What relevance does menopause have in a predominantly male workforce?".
The answer may surprise you.
Currently, there are around 4.5 million women aged 50-64 employed in the UK. Women over 50 are the fastest-growing demographic in the workplace. This shift in demographics means that menopause is no longer a niche issue – it's a significant factor affecting productivity, retention, and overall workplace satisfaction.
- The average age for menopause in the UK is 51 (NHS)
- 1 in 100 women start their menopause journey before 40 (NHS)
- 1 in 1000 women start their menopause journey before 30 (NHS)
- At least 25% of a menopausal person's working life will be during the menopause (UK Parliament)
The impact of menopause on businesses is substantial. Consider these facts:
- Women who reported at least one problematic menopausal symptom at age 50 were 43% more likely to leave their jobs by age 55 (UK Parliament)
- 23% of these women were more likely to reduce their hours (UK Parliament)
- The UK economy loses 14 million working days per year to alleviating menopause symptoms (UK Parliament)
- In the US, the economy loses $26.6 billion annually to menopause symptom management, with $1.8 billion due to productivity losses (Mayo Clinic)
These statistics paint a clear picture: failing to support menopausal employees can lead to a significant loss of talent, experience, and productivity.
In February 2024, the Equality and Human Rights Commission issued guidelines about menopause in the workplace. These guidelines clarify that every employer has a legal obligation under the Equality Act 2010 to protect workers from discrimination, harassment, and victimisation based on protected characteristics, including disability, age, and sex.
If menopause symptoms substantially impact an employee's ability to carry out normal day-to-day activities, they could be considered a disability. This means employers have a legal obligation to make reasonable adjustments and avoid discrimination.
Despite its prevalence, menopause remains a taboo subject in many workplaces:
- Over 25% of menopausal people don't seek workplace adjustments due to concerns about reactions (UK Parliament)
- 41% of respondents have seen menopause or its symptoms treated as a joke at work (Fawcett Society & Channel 4)
This stigma can lead to decreased job satisfaction, lower productivity, and even job loss. It's crucial for male-dominated industries to recognise that menopause affects everyone – directly or indirectly – and create an environment where open discussion is encouraged.
- Education: Implement menopause awareness training for all employees, especially managers.
- Policy development: Create clear menopause policies and include them in onboarding processes.
- Workplace adjustments: Offer flexible working arrangements and make environmental adjustments (e.g., temperature control).
- Support systems: Establish menopause champions or support groups.
- Open dialogue: Encourage open conversations about menopause to reduce stigma.
Menopause is not just a "women's issue" – it's a workplace issue that affects productivity, retention, and overall business success. By taking proactive steps to support menopausal employees, male-dominated industries can not only comply with legal obligations but also create a more inclusive, productive, and loyal workforce. It's time to bring menopause out of the shadows and into the spotlight of workplace well-being.
