Creating a Menopause Friendly Work Place

And then I just stopped talking. I don't know for how long.....

Long enough to notice that everyone was staring at me with curiosity. No, I hadn't deliberately gone for the "dramatic pause". I had forgotten the words. It had happened a few times before and I could feel the panic rising. Damn it!

I had reviewed my content so many times and I was hoping that it wouldn't happen again. The thing is, I had been teaching this content for years! It felt like my training content had turned to quicksand that flowed from my brain, leaving an empty space and replacing it with dread and humiliation. 

After the training session held in a hot and stuffy boardroom, I made a beeline for the bathroom. I was frustrated, sweating, red and borderline tearful. What the heck is wrong with me? Why can't I get it right?

The training feedback came back positive, "life changing" even, but the negative impact on my mental health was baked in. I'm an imposter. I'm too old for this. 

And it's a Catch-22 if you want to open up to anyone about it. If I speak to my boss, will she wonder if she should be looking for my replacement? Will my work colleagues start plotting for my exit? What will I do if I can't work here? Do companies hire 50 year old women these days?

I know I'm not alone but I sure as hell felt like it when I didn't know that this was the beginning of perimenopause. A few extra symptoms deep and I decided to speak up. The hormonal fluctuations that occur during perimenopause are a natural life stage for all women but when it starts messing with your work performance and even your career, finding support in the work place can be challenging or non-existent. 

Here is the good news - the narrative on menopause is changing.

Some would say not fast enough but I'm an optimist and in the five years I've immersed myself full time as a menopause advocate, author, podcaster and educator, I can see businesses and bosses coming to the party to accept that support is a necessity for the fastest growing demographic in the workplace - women 45-55 years (World Economic Forum).  Oh, and that just happens to be around the same time that perimenopause shows up.

I've been delivering menopause education workshops for a while now and the feedback has been incredible. I'm not blowing my trumpet on this, but I definitely feel more confident after addressing my perimenopause symptoms.  Everyone who shows up to the workshop, live or online, is universally saying "I'm so happy we are discussing this. We want to help our colleagues. We want to support them. And now we know how - thank you!"

If you're not aware or convinced that discussing menopause in the workplace is worthwhile, then let's look at some data. 

1. 4 out of 10 women report experiencing menopause symptoms that negatively affect their work performance (BusinessWire)

2. 80% of women experience hot flashes during menopause, which can cause discomfort, irritability and fatigue. (Women's Health Concern)

3. Despite the prevalence of menopause, many women feel uncomfortable discussing their symptoms in the workplace due to stigma and lack of support (Forbes)

"Many firms are in danger of losing some of their most experienced and highly qualified women without realising the true reason, or what they, as employers, could do to retain them". Psychology Today

So, how do we get started to support women in menopause whilst at work?

1. Normalise the conversation and say the word "menopause" without fear or jest. Host a workshop with a menopause educator for ALL employees and NOT just the women, to better understand what menopause is, the symptoms, the challenges and the simple processes that can be set up to support women in menopause. For best success, the attendance of managers, senior team leaders, HR personnel and allies should be mandatory. 

2. Offer flexible work arrangements such as remote work and flexible hours and check in frequently so both parties are happy with the arrangement and productivity is satisfactory. 

   
   

3. Explore comfortable working conditions such as sufficient airflow, temperature, lighting, quieter spaces, cool drinking water and free sanitary products in the bathrooms. 

   
   

4. Create an open and communicative workplace culture so that menopausal women feel safe and supported to discuss any challenges they might be experiencing with their symptoms. Sometimes, it's as easy as an honest discussion where you feel heard and understood. Stress builds up when you are constantly doubting your performance due to out-of-control symptoms - I would know! I had no one to offload on. 

5. Encourage women to take control of their own health by moving, paying attention to their nutrition, getting enough sleep, reducing stress and participating in activities that bring joy outside of the workplace. For a full and comprehensive resource to manage menopause symptoms with practical and tangible tools, check out the Sexy Ageing App

   
   

6. My favourite one - celebrate the menopause transition as the next phase in their career with flexible goals and planning to help women reach their full potential in your company. 

I'm on top of my symptoms now that I've implemented lifestyle strategies and MHT (menopause hormone therapy) but my experience did propel me away from my career. The upside - I'm purposefully advocating for support and education for women during menopause and I'm ready to help your business have the conversation too. To discuss your menopause workshop in your workplace, CLICK HERE

 Tracy Minnoch-Nuku is the host of Sexy Ageing - the Podcast, the author of My Menopause Memoir and creator of the Sexy Ageing Fitness and Lifestyle APP to support Midlife Womens Health. She is also an experienced educator and speaker with over 30 years as a fitness educator internationally for Les Mills, Fitness First Asia and FireFit. Tracy brings her wealth of knowledge in fitness, nutrition and wellness into tangible tools to support women in the menopause life stage.