Managing menopause: tackling taboos at work

Once a silent struggle, the impact of menopause upon female workers can no longer be ignored. With global menopause productivity losses estimated at $150 billion annually, it is an experience which not only affects individuals but also the wider workforce. 

So how can employers help to tackle the taboo, break down social stigma, and provide their employees with meaningful mental and physical care and support during this transitional stage?

For many women, menopause can be a difficult topic to address with friends and family - let alone in the workplace. Even today, a general lack of public understanding - or simply personal embarrassment - can prevent a woman from seeking the help she needs. However, this is where employers have a vital role to play. By raising awareness, encouraging dialogues, and cultivating a work environment that accommodates the additional needs that menopause may present, employers can help retain women in senior leadership positions and foster a more inclusive workplace.

What is menopause?

Menopause simply signals the end of a woman’s fertility, which is marked by 12 months without a period. This can be caused by a drop in hormone levels, surgeries such as an oophorectomy (removal of the ovaries) or a hysterectomy (removal of the uterus), or cancer treatments like chemotherapy.

Menopause is often preceded by perimenopause, a phase during which a person experiences the symptoms of menopause but their periods haven’t yet stopped. The range of symptoms experienced during perimenopause and menopause can last for months, or even years. 

Who does it affect?

Menopause most commonly affects women between the ages of 45 and 55 (in the UAE, for example, the average age is 48). However, women can start to notice changes associated with menopause as early as their mid-to-late-30s.

It is during this age range that many career women are likely to take on senior leadership roles. Even more so nowadays where, across the GCC, the make-up of C-Suites and executive leadership teams is changing rapidly. Today, 30% of senior leadership roles in the UAE are occupied by women.

What are the symptoms of menopause and perimenopause? 

The symptoms of perimenopause and menopause can feel different for everyone. The earliest indicator of perimenopause is a change in the pattern of a person’s periods, or their stopping altogether. 

Perimenopause and menopause are linked to several physical symptoms, including hot flashes, palpitations, headaches and migraines, weight gain, dry skin, and hair loss. Menopause can also cause more intimate problems which a woman may feel uncomfortable discussing with a male doctor, such as vaginal dryness and loss of libido.

However, for many women, the mental symptoms of perimenopause and menopause can be equally, if not more, of a challenge. They can include mood swings and insomnia, as well as anxiety, depression, and a loss of concentration or ‘brain fog’. For working women in particular this can be a source of embarrassment, and severely impact their confidence in the workplace.

These symptoms can also be exacerbated by factors such as stress. In this respect, the experience of menopause can quickly evolve into a vicious cycle where symptoms are also triggers. 

What impact does menopause have?

A lack of understanding of - and accommodation for - menopause and its symptoms therefore presents a risk to ensuring equality and diversity within the workforce.

Although understanding of menopause - and the eradication of associated stigma - is rapidly increasing in the UAE, it remains limited in other GCC nations such as KSA. It was only recently that the Arabic dictionary, Almaany, replaced the phrase 'age of despair' to describe menopause, with 'age of renewal'. 

A lack of public awareness, compounded with sometimes debilitating physical and mental symptoms, can lead to women either taking an extended leave from work or even quitting the workforce altogether. A 2019 survey found that almost 900,000 women in the UK had left their roles due to menopause, whilst a report from summer 2023 estimated global menopause productivity losses at $150 billion annually. 

How can menopausal symptoms be treated?

Menopause does not require treatment, but treatments can be provided to control its symptoms. These include estrogen and progestin for hot flashes, vaginal estrogen for vaginal dryness and discomfort, and antidepressants to regulate mood swings.

A good diet and fitness routine can also help to manage symptoms. 

How can employers support team members experiencing menopause? 

The best thing that employers can do to support their menopausal employees is to provide and promote access to well-being support. 

This could include additional wellness days, a dedicated workplace wellness program, or assigning a dedicated team member as a ‘menopause mentor’ who is on-hand to confidentially listen, empathize and share advice or similar experiences.

Your workplace’s well-being policy should also recognise menopause as a key issue. It is worth engaging with staff members about their personal experiences and what changes they would make, such as flexible working or a more relaxed dress code. This will help you to get your framework right, whilst optimizing equality, diversity and inclusion (EDI) in the workplace. 

Also, be sure to outline the support available through your corporate health insurance provider. Initiatives such as an Employee Assistance Program (EAP), counseling, or chatting to a medical professional via a tele-heath service can provide much-needed emotional support, as well as professional medical guidance where necessary.  

But perhaps the most important way that an employer can break down taboos surrounding menopause is to encourage a culture of open conversation, communication, and education. Raising awareness of menopause amongst staff members of all ages and genders is critical to shedding the stigmas associated with menopause in the workplace and beyond. 

As awareness of menopause and its impact on the workforce grows, employers need to take proactive steps in creating a supportive and inclusive environment. By breaking down the taboos associated with menopause and implementing policies that address the unique needs of menopausal individuals, companies can not only retain valuable talent but also foster a workplace culture that prioritizes the well-being of all employees.

Working with a corporate healthcare partner, such as GulfCare, can be a significant first step. We work with leading organizations of all sizes in the GCC to create tailored healthcare packages that meet the unique needs of their employees. 

To learn more about how GulfCare can support your business, contact us today.