Recent findings from Deloitte’s “Women at Work” report, which surveyed over 5,000 women, reveal that more than a quarter of participants face health challenges linked to menstruation, menopause, or fertility. Notably, these challenges often force women to endure pain or discomfort while at work.
The report highlights a concerning trend: approximately 40% of women experiencing significant menopausal symptoms continue to work through their discomfort, a notable increase from last year. Alarmingly, the stigma around discussing these issues persists, with an increase in women feeling uncomfortable talking to their managers about menopause symptoms—from 10% last year to 14% this year. Moreover, 16% of respondents reported that taking time off due to menopause negatively impacted their career progression, up from 6% in 2023.
Furthermore, 15% of women grappling with menstruation, menopause, or fertility issues believe that speaking up about their struggles could hinder their career advancement. A disturbing 10% think it could even lead to potential redundancy.
Amid these challenges, some companies are pioneering supportive practices. The Ascott, for instance, has introduced paid menstrual and menopause leave, coupled with a comprehensive education on the symptoms and impacts for all employees. This initiative, initially seen as a costly measure, has proven beneficial, transforming The Ascott into a sought-after employer known for its positive workplace culture. This shift has eliminated the need for recruitment advertising, as the company now attracts numerous skilled applicants eager to join their team.
Strategies to Overcome the Stigma of Menopause at Work:
- Open Dialogue: Encourage open discussions about menopause as a normal life stage. Leaders should be trained to initiate and facilitate these conversations sensitively.
- Policy Implementation: Develop clear policies that support menopausal symptoms, such as flexible working arrangements, temperature-controlled environments, and private rest areas.
- Educational Programs: Implement educational sessions that help all employees understand menopause, its symptoms, and the effects it can have on work and personal life.
- Support Networks: Establish support networks or affinity groups within the company where employees can share experiences and strategies for managing symptoms.
- Lead by Example: Senior leaders, especially those who have navigated similar challenges, should share their experiences to normalize the conversation and demonstrate organizational commitment to inclusivity.
David Mansfield, Managing Director of The Ascott, emphasizes that fostering such an inclusive culture is not only beneficial but also “the right thing to do.” This approach not only supports employees but also serves as a testament to the business benefits of nurturing a supportive and understanding workplace environment. The Ascott’s success story is a powerful example for other organizations to consider, demonstrating that prioritizing employee well-being can also lead to significant organizational benefits.
If you know of great practices helping to overcome this stigma, then please share it with us. Then let’s recognise either those individuals or companies making a difference by nominating them for a Gender Equity Award.