Supporting employees through menopause
Menopause is a significant life transition that can significantly impact people's health and wellbeing. For many women, the symptoms of menopause can also affect their work performance and overall quality of life.
The impact of menopause symptoms in the workplace has been attracting increasing attention in the media and in research.
Given women aged 45 years and over are a growing segment of Australia’s workforce, it is important for organisations to better understand the impact of the symptoms of the menopause transition and to support these workers’ lives and their capacity to work.
Understanding the impact of menopause at work
Australian employers (and society) have been slow to understand the realities of the menopause transition for women in the workplace. It was only in 2023 that the word 'perimenopause' was first spoken in federal parliament by Senator Larissa Waters. This year, journalist Imogen Crump went viral for breaking off mid-sentence on live TV to apologise for a hot flush - a first for national television.
A report published in 2023 by Jean Hailes reminded us that each person’s experience of menopause is unique, and the majority of women navigate this transition with little to no additional support or therapeutic interventions.
This report cautioned against ‘catastrophising’ menopause and called for further studies to inform the frameworks used to test the efficacy of workplace interventions.
This was the catalyst for Transitioning Well to partner with Thea O'Connor, a workplace wellbeing advisor specialising in menopause, on a workplace intervention to help both at an individual, and at an organisational level.
Delivered by our national team of registered psychologists, our program prioritises confidentiality and comfort, ensuring a safe space to discuss challenges and develop strategies for managing symptoms, maintaining performance, communicating with managers, and leveraging the strengths often associated with menopause.
In 2022 a UK Study of 4,000 women found 44% of women experiencing menopause reported impacted ability to work, with 10% leaving work due to menopause symptoms
What we know
Studies in Australia have identified a link between menopause and its impact at work
A New Approach To Supporting Menopause in the Workplace
Transitioning Well takes a holistic approach to supporting employees experiencing menopause in the workplace. This includes offering evidence-based programs and interventions tailored to the unique needs of each participant.
56 People Coached. 49 Managers Trained.
Transitioning Well was engaged by a Victorian government department to provide menopause support services to its employees and managers.
The program ran from March to June 2024 and included:
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Workshops: Two employee workshops and three manager workshops were conducted.
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Coaching: 64 employees participated in one-on-one coaching sessions.
Total Participation:
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Manager Workshops: 49 participants
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Employee Workshops: 93 participants
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Coaching: 56 participants
The coaching program was delivered by a national team of registered psychologists. The program emphasised confidentiality and comfort, creating a safe space for participants to discuss challenges, develop strategies, and leverage the strengths associated with menopause.
This program should be offered again in my workplace. I would encourage all the women I know in my age range to participate.
The 4 Phases Of Menopause Support In The Workplace
1. Awareness and Education
- Workshops: General audience and manager workshops are offered to provide information about menopause, its symptoms, and strategies for managing them.
- Resources: Participants are given access to pre-coaching materials like the Transition Guide and book selections.
2. Assessment and Engagement
- Individual Consultation: Participants have an initial call to discuss the program, ask questions, and commit to participation.
- Resources: Participants sign a consent form and are provided with resources for managers.
3. Tailored Support
- One-on-One Sessions: Participants engage in up to 3 hours of personalised coaching with a registered organisational psychologist.
- Individualised coaching: Coaching is designed to address the participant's specific needs and goals, including symptom management, workplace adjustments, and mental health support.
- Manager Training: Equipping leaders with the knowledge and skills to support their employees who are experiencing menopause.
4. Follow-up and Evaluation
- Post-Coaching Survey: Participants are asked to complete a survey to provide feedback on the program's effectiveness and identify areas for improvement.
- Ongoing Support: Transitioning Well offers additional resources or support as needed.
This phased approach ensures that participants and their managers receive comprehensive support throughout the menopause transition, addressing both organisational and individual needs.
By taking proactive steps to make our workplaces more menopause-friendly, we can create a healthier and happier environment for women, while also reaping the benefits of increased employee engagement and retention.
Increasing Manager Confidence
Managers were invited to answer a small number of questions at the start of the workshop, with the same questions repeated at the end. Their responses suggests that the workshop was effective in increasing their knowledge and confidence, as well as challenging negative assumption about menopause.
Figure 1. shows that confidence to have comfortable and constructive conversations with employees increased dramatically. Only 19% of participants felt confident at the start of the workshop, which increased to 92% by the end.
Figure 1. Pre- and post- comparisons of confidence in having conversations
It is fantastic to raise awareness around how going through the menopause transition can impact women and how they work.
Talking about menopause more openly will lead to conversations about menopause becoming more open.
A Brighter Future for Women At Work
Our program has demonstrated that it is possible to create a workplace where women can thrive during the menopause transition. With a prevention-led approach, the program offered tools and education to facilitate systemic change. To achieve this, the Transitioning Well program concentrated on several key areas:
✓ Increased Employee Engagement
We know that women who feel valued and supported are more likely to be engaged and motivated. The program's workshops and coaching sessions provided women with the information and tools they needed to manage menopause symptoms and navigate workplace challenges.
✓ Manager Confidence
Increased awareness and upskilled managers to better understand facts about menopause and its impact on women, as well as legal constraints related to workplace accommodations. This enabled managers to feel more confident in having supportive conversations with their team members.
✓ Workplace Adjustments
The program emphasised the importance of providing workplace adjustments to accommodate the needs of women experiencing menopause symptoms. This included flexible work arrangements, access to quiet spaces, and support for mental health challenges.
Menopause is a significant life transition for women everywhere. So it's important that women understand how menopause can impact mental health, and it’s essential that individuals going through this phase and their managers have access to information and support.
The Menopause Transition Coaching Program In Your Workplace
Our national team of psychologists bring evidence-based approaches, tailored tactics, and extensive research to the table, which allows us to support your people at the intersection where work meets life.
The Menopause Transition Coaching Program is evidence-based, developed and facilitated by workplace psychologists, and designed to help leverage the strengths that come with this life stage.
We tailor three hours of individual coaching around the unique needs of the individual as well as the inclusion of manager sessions as required.
Take advantage of the strengths that come with this life-stage.
Menopause brings valuable strengths to the workplace, including enhanced perspective and insights, confidence, and the ability to leverage experience and expertise to bring more authority to the table than ever before.