Guide to supporting menopausal staff in the workplace

As the dialogue on menopause in the workplace gains momentum, many organizations still fall short in providing the necessary support for employees navigating this natural life stage.  

In an effort to bridge this gap, McLean & Company has released a new guide titled ‘Be an Ally for Menopausal Staff.’ This resource aims to equip people leaders with the tools to support menopausal staff through enhanced understanding, inclusivity, and positive team dynamics. 

Karen Mann, senior vice president at McLean & Company, emphasizes the broad impact of menopause, affecting women, individuals with medical menopause, and some non-binary, intersex, and transgender people. This represents roughly half of the workforce.  

Mann notes that while menopausal support is more prevalent in regions like Northern Europe, New Zealand, and Australia, it is significantly lacking in North America.  

She stresses the importance of people leaders taking proactive steps to dispel misconceptions and enhance their understanding of the challenges menopausal staff face. 

Menopause encompasses a range of symptoms—emotional, cognitive, and physical—that can affect an individual’s work life.  

These symptoms, which include anxiety, brain fog, hot flushes, and insomnia, vary widely and can persist through four stages: pre-menopause, perimenopause, menopause, and post-menopause. Effective workplace support can help manage these symptoms over the years. 

Michelle Courneyea, a research analyst at McLean & Company, asserts that supporting menopausal staff should be akin to supporting any other team member, with a focus on inclusion.  

“Menopause can impact a person's working life, but it does not diminish their ability to perform their job effectively,” she explains. Prioritizing inclusive practices is crucial and benefits the entire team. 

McLean & Company outlines five key actions for leaders to foster a supportive environment for menopausal employees: 

• Inform: Leaders should enhance their understanding of menopause, challenge their assumptions, and utilize organizational resources to mitigate biases. 

• Empathize: Building empathetic and trusting relationships is essential. This involves respecting privacy, fostering a confidential environment, and enabling open communication with employees about their experiences. 

• Understand Needs: Recognizing unique menopausal experiences and their potential impact on work, such as reduced participation or signs of insomnia, helps leaders support individual employee needs proactively. 

• Accommodate: Tailored support strategies, including flexible working conditions and adjusted deadlines, can significantly boost morale and inclusivity. 

• Advocate: Leaders should actively promote menopausal awareness, model supportive behaviors, and celebrate team members who contribute positively to an inclusive workplace culture. 

By addressing these areas, McLean & Company advises that overcoming common barriers like lack of awareness and inadequate policies is possible. Leaders are encouraged to lead with empathy and understanding, advocate for tailored support, and promote an inclusive environment.