A study was carried out last year called Menopause in the workplace by academics from University College Cork and University of Galway to explore women’s experiences. It also looked at the attitudes of other workers who are not experiencing menopause, the impact of menopause on work outcomes for women, and identified interventions to support women.
Almost 1,000 people (including 835 women and 151 men) from five public sector organisations in Ireland completed the survey.
Some of the key findings published to mark World Menopause Day on 18 October were:
68% of people who took the survey stated that menopause was not spoken about in their workplace.75% didn’t know if their company had a menopause policy.29% of line managers whose direct reports have spoken to them about menopause do not feel equipped to discuss menopause and offer support.Overall one third of men feel they are not well informed about menopause.Nearly one in 10 women leave their jobs due to menopause symptom severity.70% stated that organisations should adjust the physical work environment for those going through menopause.While 62% of menopausal employees have discussed their menopause with their co-workers, only one in 12 have spoken to their manager about it, underlining a lack of trust or fear among many women.Dr Elaine O’Brien in University College Cork says that despite menopause now being openly discussed in today’s society, “there is very little focus on its impact on work and vice versa”.
“Our Menopause in the workplace study found that while some female employees discuss menopause with colleagues, only 12% do so with their managers.
“The study shines a light on this taboo topic and recommends key workplace interventions to improve menopausal employees’ wellbeing and boost organisational productivity,” she says.
With the survey findings, a number of recommendations were set out, which included training and education programmes to target line managers, along with the importance of removing the stigma associated with menopause.
Female workers should be offered greater flexibility when going through menopausal transition, for example, start and finish times, time for medical appointments, temperature-adjustable work environments and hybrid working.
Hormonal health policy
One organisation in the agri food sector that has placed a strong emphasis on this topic is Teagasc, which this week has launched a Hormonal Health in the Workplace policy and toolkit for employees.
The policy states that Teagasc is committed to fostering an inclusive, respectful, and supportive working environment where all employees can thrive.
“We recognise that hormonal health, including menopause and other hormone-related experiences, can impact individuals differently and at varying stages in life.
“We are committed to supporting employees through these changes in a manner that promotes dignity, wellbeing, and equality of opportunity,” says Aíne Coady, equity, diversity and inclusion specialist and internal communications at Teagasc.
This policy is to consider all types of hormonal health challenges, from fertility treatments to those who might be undergoing hormone treatment therapy for menopause or gender affirming care, which makes it inclusive for men and women.
“We’re trying to highlight and raise awareness and understanding of hormonal health challenges and their potential impacts on the workplace.
“We want to create an environment where employees are comfortable and can have open conversations about hormonal health. To make sure that support systems are available,” says Aíne.
Safe space
For a manager’s perspective, Aíne hopes the policy helps managers who have staff going through hormonal challenges, to support colleagues and create a safe space for people to chat openly about it.
“We can’t have a special menopause leave. But, if you’re unwell, then you’re entitled to leave for that.
“We’re not reinventing the wheel but bringing all the information together,” she explains.
Several public sector organisations have a similar policy in place, which helped Aíne develop the one in Teagasc. It took a year from the development time to the review and writing phase before it went to the senior leadership team for approval.
“We are hoping that we will be able to seek nominees and appoint hormonal health champions in the big Teagasc centres to champion it. We have e-learning available for line managers and the webinar that was held this week raises awareness,” says Aíne.
Recommendations include allowing staff to take walking breaks and providing reasonable adjustments around ventilation.
Another area also taken into consideration is support for those going through fertility treatment.
“We are launching the policy for staff, and it is a living document if we need to make amendments to it, we want to start a conversation with it,” concludes Aíne.
A study was carried out last year called Menopause in the workplace by academics from University College Cork and University of Galway to explore women’s experiences. It also looked at the attitudes of other workers who are not experiencing menopause, the impact of menopause on work outcomes for women, and identified interventions to support women.
Almost 1,000 people (including 835 women and 151 men) from five public sector organisations in Ireland completed the survey.
Some of the key findings published to mark World Menopause Day on 18 October were:
68% of people who took the survey stated that menopause was not spoken about in their workplace.75% didn’t know if their company had a menopause policy.29% of line managers whose direct reports have spoken to them about menopause do not feel equipped to discuss menopause and offer support.Overall one third of men feel they are not well informed about menopause.Nearly one in 10 women leave their jobs due to menopause symptom severity.70% stated that organisations should adjust the physical work environment for those going through menopause.While 62% of menopausal employees have discussed their menopause with their co-workers, only one in 12 have spoken to their manager about it, underlining a lack of trust or fear among many women.Dr Elaine O’Brien in University College Cork says that despite menopause now being openly discussed in today’s society, “there is very little focus on its impact on work and vice versa”.
“Our Menopause in the workplace study found that while some female employees discuss menopause with colleagues, only 12% do so with their managers.
“The study shines a light on this taboo topic and recommends key workplace interventions to improve menopausal employees’ wellbeing and boost organisational productivity,” she says.
With the survey findings, a number of recommendations were set out, which included training and education programmes to target line managers, along with the importance of removing the stigma associated with menopause.
Female workers should be offered greater flexibility when going through menopausal transition, for example, start and finish times, time for medical appointments, temperature-adjustable work environments and hybrid working.
Hormonal health policy
One organisation in the agri food sector that has placed a strong emphasis on this topic is Teagasc, which this week has launched a Hormonal Health in the Workplace policy and toolkit for employees.
The policy states that Teagasc is committed to fostering an inclusive, respectful, and supportive working environment where all employees can thrive.
“We recognise that hormonal health, including menopause and other hormone-related experiences, can impact individuals differently and at varying stages in life.
“We are committed to supporting employees through these changes in a manner that promotes dignity, wellbeing, and equality of opportunity,” says Aíne Coady, equity, diversity and inclusion specialist and internal communications at Teagasc.
This policy is to consider all types of hormonal health challenges, from fertility treatments to those who might be undergoing hormone treatment therapy for menopause or gender affirming care, which makes it inclusive for men and women.
“We’re trying to highlight and raise awareness and understanding of hormonal health challenges and their potential impacts on the workplace.
“We want to create an environment where employees are comfortable and can have open conversations about hormonal health. To make sure that support systems are available,” says Aíne.
Safe space
For a manager’s perspective, Aíne hopes the policy helps managers who have staff going through hormonal challenges, to support colleagues and create a safe space for people to chat openly about it.
“We can’t have a special menopause leave. But, if you’re unwell, then you’re entitled to leave for that.
“We’re not reinventing the wheel but bringing all the information together,” she explains.
Several public sector organisations have a similar policy in place, which helped Aíne develop the one in Teagasc. It took a year from the development time to the review and writing phase before it went to the senior leadership team for approval.
“We are hoping that we will be able to seek nominees and appoint hormonal health champions in the big Teagasc centres to champion it. We have e-learning available for line managers and the webinar that was held this week raises awareness,” says Aíne.
Recommendations include allowing staff to take walking breaks and providing reasonable adjustments around ventilation.
Another area also taken into consideration is support for those going through fertility treatment.
“We are launching the policy for staff, and it is a living document if we need to make amendments to it, we want to start a conversation with it,” concludes Aíne.
SHARING OPTIONS