But that isn’t the whole picture. In the Acas survey, 1 in 3 (33%) employers report feeling ‘not that well equipped’ or ‘not at all equipped’. This adds to an increasing number of surveys which point to insufficient workplace support.
The common denominator? Knowledge. Indeed, for what is a natural part of life, a significant amount of taboo continues to swirl around the subject. Breaking this pervasive culture of silence requires efforts to continually educate and inform, and the workplace is core to advancing the dialogue.
Debunking the myths
Stubborn misconceptions mean that the menopause and its impact are still misunderstood. Often it can be reduced to the single symptom of hot flushes, despite this being just 1 of as many as 34 common symptoms like brain fog, headaches, palpitations and mood changes.
Focusing on the theme of cognition and mood this World Menopause Day, research colombia phone number library published in the Social Science and Medicine Journal shows that menopause-related psychological problems – namely anxiety and depression, tearfulness, panic, forgetfulness, palpitations and irritability – have the largest effects on employment rates.
Myths that the menopause affects only those in their
40s and 50s are also common. In reality, some people will experience early or medically-triggered menopause at a much younger age. The Women and Equalities Committee’s report on menopause and the workplace further atb directory references the ‘significant social and cultural stigma’ faced by groups such as LGBT+ people, and young and ethnic minority women – areas where big evidence gaps remain.
A lack of education can naturally perpetuate conflict at work. Various analyses show that run sfc and dism scans menopause-related employment tribunal claims are on the rise.
In calls to Acas’s helpline and in conciliation cases relating to the menopause, employees commonly voice concerns around unfair treatment, discrimination and harassment. Employees often cite disparaging comments made by managers and colleagues, a failure to make reasonable adjustments or unfair dismissal.
Businesses are under increasing scrutiny. But conflict can be used as a force for positive, meaningful change. There are 3 critical aspects to menopause education: recognising the business role, establishing a safe environment to talk, and creating proactive and accessible guidelines.
