The remains of the taboo: experiences, attitudes, and knowledge about menopause in the workplace

Abstract

Objectives: This study explored experiences of, attitudes to and knowledge about menopause in the workplace among participants from the UK to assess the extent to which the menopause remains a taboo in this context. Method: An online survey was distributed via TUC (Trades Union Congress, UK) networks and social media and was completed by 5399 respondents. Questions explored three key issues relating to menopause at work: respondents' own experiences of menopause transition; disclosure at work; and availability of information on menopause at work. Result: The largest group (43.4%) of respondents were perimenopausal and 16.8% were post-menopausal. 12.3% indicated that they might be experiencing menopause but were not sure. Only 45.8% had disclosed their menopause status at work. Fewer than 20% were provided with information about menopause in their workplace but the majority would like such information to be available. Conclusion: The survey findings suggest some progress has been made to raise awareness about menopause in the workplace but that substantial work remains to be done to ensure women transitioning through menopause are supported.

Global consensus recommendations on menopause in the workplace: A European Menopause and Andropause Society (EMAS) position statement

“…Apart from hot flushes, a UK study found that the most challenging symptoms were poor concentration, tiredness, poor memory, feeling low/depressed and reduced confidence [45]. Furthermore, where menopause is considered to be a taboo subject, lack of discussion about menopause at work and stigma about menopause add to the burden of symptoms for women [36,46,47]. Another UK study of women aged 50-55 found that those with severe symptoms had a higher chance of exiting employment or reducing their working hours [48].…”

“…Strategies need to involve all in the workplace and to include occupational health professionals [12]. Women want increased knowledge and awareness in the workplace about the menopause so that it is no longer a taboo subject [46,47]. While some women may want to be able to talk about it and agree appropriate work adjustments, others may feel uncomfortable disclosing their menopause status to line managers and employers [45,46].…”

Women’s knowledge on the menopausal transition in relation to their socio-economic status

“…Beck et al . also observed that among British women hot flashes were the most commonly mentioned menopausal symptoms together with fatigue, night sweats and sleeplessness [ 38 ], which dominate the list of the most common menopausal ailments [ 39 – 42 ].…”

Do Menopausal Symptoms Affect the Relationship between Job Demands, Work Ability, and Exhaustion? Testing a Moderated Mediation Model in a Sample of Italian Administrative Employees

“…The increasing presence of employed women undergoing menopause has stimulated a growing corpus of research. This research initially took a primarily medical perspective and has, more recently, incorporated a psychosocial perspective by highlighting the complex relationship between menopause and work [ 7 ].…”

“…On the other hand, empirical evidence has also shed light on hindrances in the workplace that may undermine women’s well-being during menopausal age. Regardless of whether they are actually in menopause, older women (e.g., over 50) are at a higher risk of being subjected to social stigma and targeted for workplace discrimination due to their (supposed) menopausal status [ 7 , 16 ]. Negative stereotypes, which are culturally rooted in many workplaces, characterize menopausal women as irrational, emotionally unstable, and non-performative and may work as self-fulfilling prophecies [ 17 ], thus impeding women’s abilities to fully express their potential at work.…”