Effectiveness of workplace-based interventions to promote wellbeing among menopausal women: A systematic review

Abstract

Menopausal symptoms are known to affect quality of life and work productivity. This systematic review aimed to describe the range and effectiveness of workplace-based interventions for menopause. MEDLINE, PubMed, Embase, CINAHL, Cochrane Library, Web of Science, PsycINFO, EconLit, and SCOPUS were searched from the inception until April 2022. Quantitative interventional studies evaluating physical/virtual workplace-based interventions aiming to improve well-being, work, and other outcomes, that involved women in menopausal transition, or their line managers/supervisors were eligible for inclusion. Two randomized controlled trials and three uncontrolled trials, comprising 293 women aged 40–60 years and 61, line managers/supervisors, were included in the review. Results were narratively synthesized due to the heterogeneity of interventions and outcomes and we found that only a limited range of interventions have been evaluated for their ability to support women going through menopausal transition in the workplace. Self-help cognitive behavioural therapy (CBT); Raja yoga; and health promotion (involving menopause consultations, work–life coaching and physical training) improved menopausal symptoms significantly. Self-help CBT was associated with a significant improvement in mental resources for work, presenteeism, and work and social adjustment. Awareness programs significantly improved knowledge and attitudes of both employees and line managers/supervisors about menopause. The interventions have mostly been evaluated in small studies with selected populations but have improved menopausal symptoms and work outcomes. A customizable menopause wellbeing intervention package incorporating these evidence-supported interventions should be developed and implemented on a wider scale within organizations alongside robust evaluation of its effectiveness.

Individual and additive-effect relationships of menopausal symptoms and subjective cognitive decline among nurses during menopausal transition: a cross-sectional study

“…First, creating awareness and educational programs within the workplace about potential menopause-related cognitive challenges can be beneficial, 45 reducing stigma and facilitating open communication among nurses, their supervisors, and human resources. Furthermore, implementing flexible work schedules or modifying job duties to accommodate cognitive fluctuations during menopause could be considered.…”

Addressing sociodemographic, socioeconomic, and gendered disparities for equity in menopause care

“…For example, lack of flexibility around work hours and place, limited access to toilets, or nonbreathable uniforms can increase the burden of vasomotor symptoms. 14 The nature of employment is often influenced by socioeconomic status, gender, geography, and education, meaning that disadvantaged, minoritized groups may be further disadvantaged at work. For example, people from ethnic minority backgrounds may face systemic barriers, particularly if educational and network disparities can have an impact on the ability to secure high-paying positions.…”

“…Addressing workplace factors likely to affect disadvantaged women may help create an inclusive work culture, particularly for those with lower socioeconomic status or less job security who may currently be less able to discuss problems with leadership. 14 However, there is a gap in the evidence around workplace interventions for those experiencing troublesome menopausal symptoms.…”