Why misaligned menopause action could be costly for business
With the employment rate for women aged 50 and over continuing to rise, Dr Tatiana Rowson, Associate Professor in Organisational Behaviour, looks at the importance of not just ticking the box for menopause support in the workplace but addressing key influencing factors that could impact employee wellbeing, success and stability at work.
Every woman’s experience of the menopause is different. In a workplace setting, this can make it hard for employers to ensure suitable support is in place for all those who need it. But without directly understanding and addressing the different and sometimes unspoken influencing factors, initiatives designed to improve women’s experiences at work may have limited impact and prove costly for businesses.
Despite the topic of the menopause generally being more open, a study by the CIPD found that 17% of workers who felt unsupported by their manager or colleagues when it comes to the menopause would consider leaving their job, with 6% actually having done so. Data also suggests that the annual cost to the economy related to the menopause is approximately £1.5 billion due to unemployment and a further £191 million due to absenteeism.
These figures indicate that there is more work for employers to do before women feel truly supported in their roles. The recent Employment Rights Bill, which requires large employers to produce Menopause Action Plans, and the Plan to Make Work Pay which provides guidance to smaller employers on how to support employees through the menopause, are huge steps in the right direction but policies and guidance for managing the menopause at work are only part of the solution.
The issues are often more fundamental and stem from age-old workplace ideals and perceived generational stereotypes which can heighten the hurdles that women face when working during the menopause.