Diversity of menopause experience in the workplace: Understanding confounding factors

Riach, Kathleen; Rees, Margaret

doi:10.1016/j.coemr.2022.100391

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Neal Et Al 2022)1

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2022

2024

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Cited by 6 publications

(2 citation statements)

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“…To fully appreciate why an individual does or does not acknowledge they are 'old' or feel 'old', surely it is necessary to dig a little deeper as detailed previously (Riach and Rees 2022).…”

Section: Neal Et Al 2022)mentioning

confidence: 99%

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Subjective aging: factors influencing individuals’ perspectives

Kydd

Rees

2022

Int. Psychogeriatr.

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Section: Neal Et Al 2022)mentioning

confidence: 99%

“…LGBTQI+. Further research would benefit from a wider base sample as has occurred in other fields to increase understanding of the diversity of the ageing experience (Riach and Rees 2022).…”

mentioning

confidence: 99%

Subjective aging: factors influencing individuals’ perspectives

Kydd

Rees

2022

Int. Psychogeriatr.

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Labour Law’s (Mis)Management of Menopausal Workers

James

2024

Fem Leg Stud

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At the core of this paper is a critique of labour law’s engagement with menopausal workers in the UK. The critique is framed by an overarching discussion of the coping strategies adopted when lived realities of menopausal workers disrupt traditional organisational cultures, especially its manifestation in the ‘ideal worker’ norm. At the core of the paper is an argument that the legal treatment of menopausal workers is failing to encourage effective management of menopause / workplace tensions and, as a result, validates the promotion of this problematic ‘ideal worker’ norm within organisational cultures. Effective labour laws could however better support menopausal workers: labour laws could encourage long term individual and organisational resilience by adopting more effective anti-discrimination and dismissal protections and more strongly centring negotiation as a realistic strategy for menopausal workers and employers when navigating any tensions that arise.

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