Studies On Menopause And Its Effects On Women In The Workplace
The Trades Union Congress (TUC) conducted a survey in 2017 on menopause and the workplace. The survey involved over 1,000 women who were either experiencing menopause symptoms or had gone through menopause.
The key findings of the survey were:
- Over 50% of women said they would feel uncomfortable talking to their manager about menopause symptoms.
- Over 25% of women said they had taken time off work due to menopause symptoms.
- Over 10% of women said they had no choice but to leave their job due to menopause symptoms.
- Over 25% of women said they had experienced negative comments or attitudes from colleagues or managers due to their menopause symptoms.
The survey highlighted the need for employers to better support women going through menopause, including providing access to information and support, making reasonable adjustments, and fostering a supportive workplace culture.
The British Menopause Society conducted a survey in 2019 on the impact of menopause on women in the workplace. The survey involved over 3,000 women, including those currently going through menopause or who had gone through menopause.
The key findings of the survey were:
- Almost half (46%) of the women surveyed had considered leaving their job due to menopause symptoms.
- A quarter (25%) of women surveyed had taken time off work due to menopause symptoms.
- Over 60% of women surveyed said their workplace had no menopause policy.
- Over 80% of women surveyed said they felt unsupported during their menopause transition.
- Almost 90% of women surveyed said that menopause symptoms had somehow affected their work.
The survey highlighted the significant impact of menopause on women in the workplace and the need for employers to do more to support their employees. This includes providing access to information and support, making reasonable adjustments, and creating a supportive workplace culture.
The British Menopause Society has called for greater awareness and education around menopause in the workplace and the development of menopause policies and guidelines to support women going through menopause.
One UK study on the effect of menopause on women in the workplace was conducted by the University of Leicester together with the University of Nottingham and Loughborough University. The study, published in the journal Maturitas in 2017, aimed to explore the experiences of menopausal women in the workplace and the support they received from their employers.
The researchers conducted interviews with 23 women aged 45 to 60 who were experiencing menopausal symptoms while working in a range of industries, including education, healthcare, and finance. The study found that many women felt unsupported in the workplace, with few employers offering adjustments or accommodations to help them manage their symptoms.
The study also identified a lack of awareness and understanding of menopause among managers and colleagues, often leading to stigma and discrimination. Many women reported feeling embarrassed or ashamed to discuss their symptoms at work and felt that their experiences were not taken seriously.
Overall, the study highlights the need for greater awareness and support for menopausal women in the workplace.
A UK study on the effect of menopause on women in the workplace was conducted by the University of Sheffield and the University of Stirling. The study, published in the journal Gender, Work and Organisation in 2019, aimed to explore the experiences of women going through menopause in the workplace, focusing on the role of organisational culture.
The researchers conducted semi-structured interviews with 36 women aged 45 to 60 who were experiencing menopausal symptoms while working in a range of industries, including healthcare, finance, and higher education. The study found that organisational culture significantly shaped women’s experiences of menopause in the workplace.
Women in workplaces with a supportive and inclusive culture reported feeling more comfortable discussing their symptoms and accessing support and accommodations. In contrast, women in workplaces with a culture of silence and stigma reported feeling unsupported and isolated, with many resorting to hiding their symptoms or taking sick leave.
The study also identified a lack of awareness and training among managers and colleagues about menopause and its effects on women in the workplace. Women reported feeling frustrated by the lack of understanding and support, with some describing their experiences as “invisible” or “erased” by the dominant culture.
Overall, the study highlights the importance of addressing organisational culture in supporting women going through menopause in the workplace and suggests that interventions such as education and training, policy development, and cultural change initiatives may be effective in improving the experiences of menopausal women at work.
The University of Nottingham and Nottingham University Hospitals NHS Trust conducted a UK study on how menopause affects women’s productivity at work. The study, published in the journal Maturitas in 2018, aimed to investigate the impact of menopausal symptoms on women’s work performance.
The researchers surveyed 909 women aged 45 to 60 in paid employment and experiencing menopausal symptoms. The survey included questions about the type and severity of menopausal symptoms and measures of work productivity, such as absenteeism, presenteeism, and overall work impairment.
The study found that menopausal symptoms significantly negatively impacted women’s work productivity. Nearly half of the women reported experiencing menopausal symptoms that affected their work, with hot flushes, fatigue, and poor concentration being the most common symptoms.
Women who reported moderate to severe symptoms had higher levels of absenteeism, presenteeism, and overall work impairment than those with mild or no symptoms. The study also found that women who received support from their employer, such as flexible working arrangements or access to information and resources, had better work performance than those who did not receive support.
Overall, the study highlights the need for greater awareness and support for menopausal women in the workplace to minimise the negative impact of menopausal symptoms on work productivity. In addition, employers may need to consider implementing policies and practices that support women experiencing menopause, such as flexible working arrangements, education and training for managers and colleagues, and access to information and resources.
Another UK study on how menopause affects women’s productivity at work was conducted by the University of Bradford and published in Menopause International in 2018. The study explored the relationship between menopausal symptoms and work performance among women in different occupational groups.
The researchers surveyed 947 women aged 45 to 60 in various occupations, including healthcare, education, retail, and manufacturing. The survey included questions about the type and severity of menopausal symptoms and measures of work performance, such as productivity, absenteeism, and presenteeism.
The study found menopausal symptoms significantly negatively impacted women’s work performance across all occupational groups. In addition, women who reported moderate to severe symptoms had higher presenteeism, overall work impairment, and lower productivity levels than women with mild or no symptoms.
The study also identified a lack of awareness and support for menopausal women in the workplace. Many women reported that they did not feel comfortable discussing their symptoms with their employers or colleagues. In addition, women in male-dominated occupations, such as manufacturing and construction, reported feeling isolated and unsupported.
Overall, the study highlights the need for greater awareness and support for menopausal women across all occupational groups in the workplace. In addition, employers may need to consider implementing policies and practices that support women experiencing menopause.