Diversity and Inclusion Survey Questions: Menopause

Are you Failing Women Over 40?
What You Can Do About It?

7^th May 2024

Imagine walking into your office every day feeling like you're stuck in a perpetual heatwave, with hot flashes and mood swings making it difficult to focus on your work. Imagine having to take frequent bathroom breaks because of heavy bleeding, or dealing with the emotional turmoil of anxiety and depression.

This is the reality for millions of women going through menopause, however, its impact extends far beyond the individual: affecting not only their personal lives but also their professional careers. The workplace, in particular, can be a challenging environment for menopausal women, who often face stigma, discrimination, and lack of support. This blog post explores the impact of menopause on individuals, why it remains a taboo subject, and provides practical steps that organizations can take to support menopausal women.

N.B. A study by the University of Nottingham found that 70% of women reported that their symptoms affected their work, with 25% considering leaving their jobs due to their symptoms (University of Nottingham. (2017). Menopause and the Workplace.).

That's a signficant, highly experienced, and important demographic group that we're either including, or perpetuating a culture of exclusion and inequality,

The Impact of Menopause on individuals

Menopause typically occurs in women between the ages of 45 and 55, with symptoms ranging from hot flashes and night sweats to mood swings, fatigue, and memory problems. These physical and emotional changes can significantly affect a woman's ability to perform her job, leading to decreased productivity, increased absenteeism, and reduced job satisfaction (Griffin, 2015). Furthermore, menopausal women may experience anxiety, depression, and low self-esteem, which can further exacerbate their work-related challenges.

In addition to the physical symptoms, menopause can also have a profound impact on a woman's sense of identity and confidence. Many women have reported feeling invisible, irrelevant, or no longer capable of performing at their best (Dixon, 2018). This erosion of self-confidence can lead to feelings of inadequacy, making it difficult for women to navigate the workplace with the same level of authority and assurance they once had.

Why Menopause Remains a Taboo Subject

Despite its prevalence, menopause remains a taboo subject in many workplaces. Several factors contribute to this silence:

1. Gendered stereotypes: Women are often socialized to prioritize caregiving roles over their careers, leading to the assumption that menopausal women are no longer committed to their jobs (Acker, 2009).
2. Ageism: Age-related biases can lead to assumptions that older workers are less capable or less productive, further stigmatizing menopausal women.
3. Lack of awareness and education: Many employers and coworkers lack a basic understanding of menopause, its symptoms, and its impact on the workplace.

These factors combine to create an environment where menopausal women feel uncomfortable discussing their experiences, fearing ridicule, judgment, or marginalization.

Practical Steps to Support Menopausal Women

Fortunately, there are steps that organizations can take to support menopausal women and create a more inclusive work environment:

1. Education and awareness: Provide training sessions, workshops, or online resources to educate employees about menopause, its symptoms, and its impact on the workplace.
2. Flexible work arrangements: Offer flexible scheduling, remote work options, or job restructuring to accommodate menopausal women's changing needs.
3. Wellness initiatives: Implement wellness programs that focus on stress management, sleep quality, and nutrition to support overall health and well-being.
4. Menopause-friendly policies: Develop and communicate clear policies regarding menopause-related absences, flexible work arrangements, and accommodations for menopausal symptoms.
5. Support networks: Establish employee resource groups or mentorship programs that provide a safe space for menopausal women to share their experiences and receive support.
6. Manager training: Train managers to recognize the signs of menopause, have empathetic conversations, and provide necessary accommodations and support.
7. Anonymous feedback mechanisms: Create avenues for menopausal women to provide anonymous feedback on their workplace experiences, allowing organizations to identify areas for improvement.

Real world examples

1. Vodafone: Vodafone has introduced a menopause policy that includes flexible working arrangements, access to wellness programs, and a dedicated menopause support network.
2. Asda: Asda, a UK-based retailer, has launched a menopause awareness campaign, which includes training for managers, a menopause support group, and adjustments to the workplace environment to accommodate menopausal symptoms.
3. PwC: PwC, a professional services firm, has introduced a menopause policy that includes flexible working arrangements, access to wellness programs, and a dedicated menopause support network. They also provide training for managers to recognize the signs of menopause and have empathetic conversations with employees.
4. Royal Mail: Royal Mail has launched a menopause awareness campaign, which includes training for managers, a menopause support group, and adjustments to the workplace environment to accommodate menopausal symptoms.
5. NHS Employers: NHS Employers, an organization that represents NHS trusts in England, has developed a menopause guidance toolkit for employers, which includes resources on creating a menopause-friendly workplace culture, managing menopause-related absences, and providing support for employees experiencing menopause symptoms.
6. M&S: Marks & Spencer (M&S) has introduced a menopause policy that includes flexible working arrangements, access to wellness programs, and a dedicated menopause support network.Civil Service**: The UK Civil Service has launched a menopause awareness campaign, which includes training for managers, a menopause support group, and adjustments to the workplace environment to accommodate menopausal symptoms.

These organizations have recognized the importance of supporting their employees during this critical life stage and have taken proactive steps to create a more inclusive work environment.

Additionally, the UK has recently introduced guidance for employers on managing menopause in the workplace, which includes recommendations for creating a menopause-friendly workplace culture and providing support for employees experiencing menopause symptoms.

Best Practices for Menopause Questions in EDI Surveys

So what does best practice look like when it comes to including menopause questions in Diversity and Inclusion surveys? Here are a few tips:

• Ask the right questions: Include questions that specifically relate to menopause, such as "Have you experienced symptoms related to menopause in the past 12 months?" or "How has menopause affected your ability to perform your job?"
• Ensure confidentiality: Make sure that respondents feel confident that their answers will remain confidential and anonymous.
• Provide resources and support: Offer access to educational resources, counseling services, or employee resource groups for women going through menopause.
• Act on the results: Use the insights gained from the survey to make meaningful changes to policies and procedures, such as providing flexible working arrangements or access to wellness programs.

As always, our template Diversity and Inclusion Survey questions are constantly evolving, so you can be confident that working with Divrsity will deliver insights, without causing offense.

Sign-up and launch your own EDI survey today...

Conclusion

Menopause is a natural part of life that affects millions of women worldwide. However, its impact extends far beyond the individual, affecting not only their personal lives but also their professional careers. The workplace can be a challenging environment for menopausal women, who often face stigma, discrimination, and lack of support. By educating employees, providing flexible work arrangements, and implementing wellness initiatives, organizations can create a more inclusive work environment that supports menopausal women. It is essential to break the silence surrounding menopause and provide the necessary support to ensure that these women can continue to thrive in their careers.

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Menopause References

1. Acker, J. (2009). Gender and the workplace. In C. L. Sheppard (Ed.), Encyclopedia of industrial organizational psychology.
2. Dixon, A. (2018). The menopause transition: A qualitative study exploring women's experiences in the workplace. Journal of Women & Aging.
3. Griffin, M. (2015). Menopause and work: An examination of the impact of menopause on women's employment. Journal of Women & Aging.
4. (4) NHS. (2020). Menopause and Work.
5. (5) World Health Organization. (2020). International Menopause Society.