26/02/2024
I welcome the new guidance issued last week from the Equality and Human Rights Commission calling for workplaces to make reasonable, tailored and appropriate adjustments for women experiencing menopause difficulties at work.
I have seen heartbreaking work discrimination against menopause in my patients for decades. That is why I dedicated a chapter to this topic in my book “The Complete Guide to the Menopause”.
While women are demeaned, discriminated against, made to feel inadequate and feel they need to hide their health concerns, how can they thrive in the workplace?
Despite the increased awareness around menopause, discrimination is still rife in workplaces. We need action, not lip service.
Work support is not just about having some time off or taking medication (e.g. HRT). I see many women struggling in the workplace during menopause with and without HRT. The support a woman may need is individual. Some need no extra support, and at the other extreme, menopause may catastrophically affect a woman’s ability to work. Most are somewhere in between. We are all different. But menopause impacts most women to some extent at work.
Too many women are leaving work due to a lack of understanding and discrimination about menopause. The impact on work is time-limited for most, and work support requirements usually lessen over time.
Midlifers lead our workplaces. We need female leaders across society to balance our world. Midlife men don’t go through menopause. So, just at the time when women have built up crucial skills, expertise, experience, menopause is pulling many away from leadership positions. Reasonable adjustments can make a seismic difference. So legislation to help retain women in the workplace is a progressive step 👏🏻
