Talking about menopause in the workplace has proven to be beneficial for companies that have in place employee programmes that address life transitions like menopause. - 123rf
Alaina knew exactly why she was extremely irritable on some days, while on other days it felt as if she had the patience of a saint.
“It’s menopause,” she says. The diagnosis, she admitted, was her own but backed by extensive readings she’d done about the topic in the past six months or so. “It (menopause) really messes with your moods. You’re short on hormones and that makes your moods fluctuate and creates real havoc in the body, the mind and emotions too.
“I’m not saying I can’t control it ... but it takes a lot of restraint and sometimes I just let it rip,” said the 53-year-old marketing manager from Kuala Lumpur.
To make it easier for her colleagues, Alaina says that she’s been speaking up about menopause and her experiences through the climacteric (the period from perimenopause right up to the point a woman is postmenopausal) with her superiors, her colleagues and her staff.
“I hate thinking that I am using menopause as an excuse. But I am not, really. It’s just something I am going through and something so many women go through. I need my co-workers to be aware so that they don’t think I’ve lost it or report me to HR or something,” she says.
“Also, I need my bosses to know what is going on so that they are aware of the challenges their 40something or 50something female staff are going through and actually do something to help us,” she says.
Her personal menopause advocacy has borne fruit. Last month, her boss organised a tea session for their team (both males and females) and the topic of discussion was menopause. A guest speaker – a gynaecologist – was invited and answered all and any questions.
Menopause is when a woman’s periods stop due to lower hormone levels. An official diagnosis is made after a woman hasn’t got her periods for 12 consecutive months.
In Malaysia, the average age of menopausal women is 51 or 52, although it can also happen earlier (at or before 45) or later (after 55) for various reasons. Prior to menopause, some women experience irregular periods (perimenopause): Some experience disrupted cycles and other symptoms for up to a decade before they reach menopause. While the transition is not a uniform experience, it can have a negative effect on women and can affect a woman’s participation in the workplace if not proactively managed, experts say.
In Britain, the Chartered Institute of Personnel and Development found that two-thirds (67%) of working women between the ages of 40 and 60 with experience of menopausal symptoms said they have had a mostly negative impact on them at work.
Of those who were negatively affected at work: 79% said they were less able to concentrate; 68% said they experienced more stress; nearly half (49%) said they felt less patient with clients and colleagues, and 46% felt less physically able to carry out work tasks. Over half of the 2,000 respondents of the research (conducted in 2023) were able to think of a time when they were unable to go into work due to their symptoms.
It makes a difference
Talking about menopause in the workplace has proven to be beneficial for companies that have in place employee programmes that address life transitions like menopause.
Petrofac, an international service provider for the energy industry, has initiated a programme to address the needs of women going through the climacteric in their offices globally. Called Shine (Supportive, Harmonious and Inspirational Network for Excellence), the initiative is part of the company’s Women’s Empowerment Network
According to Latha Devi Balan, Petrofac Malaysia’s financial services manager who is the Shine representative for Asia Pacific, apart from menopause guidelines (to ensure a better working environment for women in menopause), there are other activities like webinars and talks for all employees. Last year, for the first time, the KL office invited consultant gynaecologist Dr Premitha Damodaran to talk to staff about the menopause transition, and more importantly, to answer questions about all things related to menopause.
“The talk was a hit,” says Latha. “We wanted to cap it at 30 people but so many more showed up, both men and women. And, there were so many questions, also from male employees which is really good because they are our allies,” she shared about the session.
“The session not only raised awareness but also helped normalise conversations about menopause. I have noticed a difference in how staff have become more open to talk about menopause or even say the word when before they would feel uncomfortable,” she says, adding that she is also a trained menopause first-aider.
“This doesn’t mean that I just give unsolicited advice but, if I do notice a staff member is not faring well or that something is amiss, I would approach her or him and offer to get them help that they need, even if it is just to listen to them,” she says.
People do have a lot of doubt and questions and they don’t know where to go.
“By breaking the stigma in the workplace, menopause is regarded with more respect. “Also, people will be more understanding of the things the other gender is going through,” she concludes.
What companies can do
Organisations can better support their employees by:
* Opening up the culture and encouraging conversations about menopause.
* Developing a supportive framework.
* Creating a strong and supportive culture around flexible working.
* Managing health and absence in a fair and flexible way.
* Educating and training line managers.
What policy-makers can do:
l Reference all stages of menopause transition as a priority issue in the government’s public policy agenda on work, equality, diversity and inclusion.
l Develop a methodology to quantify the cost of menopause on the individual, businesses and the economy.
l Launch a collaborative and government-backed employer-led campaign to raise awareness of the importance of menopause as a workplace issue.
