Senior Leaders and the Big M – It’s a stage, and it varies. Let’s start there.

As discussion around menopause and perimenopause grows, business leaders are increasingly aware of the impact this period of time can have on women at work. While this change is helping to break down the stigma that exists, with approximately 20% of the Australian workforce¹ currently experiencing this transition, much more can still be done to improve the outcomes for women as they navigate this life stage.

“Menopause and perimenopause are a normal and necessary part of the aging process, but it can be a challenging time for women at work, especially if they perform senior leadership roles,” says Jennifer Grove, a Partner for Gerard Daniels.

Here we consider how leaders can improve their understanding, to provide more effective and targeted support.

How does menopause affect women at work?

Perimenopause and menopause typically affect women between the ages of 40 and 55 – timing that often coincides with the career peak for many women. Without appropriate support, this transition disrupts career progression for women; creates missed job opportunities; and ultimately widens the gender gap.

In 2021, an Australian study² revealed some alarming findings on the impact of menopause on women at work. It found that 83 per cent of women who experienced menopause, were negatively impacted by their symptoms at work. Of these women:

Almost half (46 per cent) felt most affected by the need to hide their experience
One third felt disconnected from their workplace during this time
Almost half (45 per cent) considered retiring or taking a break when symptoms were severe.

Helping women to manage the impact of menopause at work

Providing the right support to female employees during menopause and perimenopause can:

Improve workforce participation and engagement
Build stronger, more supportive relationships
Reduce the financial impact of reduced work arrangements
Mitigate gender and age-related bias
Improve performance and future career prospects for women

“These outcomes are good for individuals and good for business too,” says Jennifer. "To achieve this, business leaders must start by encouraging open, honest and employee-led discussion. This helps to normalises health and wellbeing and creates an environment where women feel more comfortable sharing their experience and getting the support they need.”

Moving beyond a one-size-fits-all approach

The menopause transition is just one of many life events that can impact people’s performance and wellbeing at work. While some of the strategies that support people during these events are effective in managing the symptoms of menopause, this life stage also brings some unique challenges for female employees and managers to navigate.

“There’s no such thing as a ‘typical’ menopause experience,” Jennifer explains. “Unlike many other life events – which have largely predictable experiences and support needs – with menopause and perimenopause there are no due dates or timeframes to plan around. The symptoms can also vary greatly from one female to the next, often occurring with little or no warning at all.”

As all human beings are different, it’s pointless assuming that menopause will affect everyone in the same way, or that a standard approach can adequately support the women during this time.

Building a supportive work culture

While some life events affect everyone, only women of a certain age go through menopause. This limits the knowledge and understanding that comes with shared or lived experience. “It can be hard to open up to or ask for help when others don’t understand what you are going through,” says Jennifer.

To validate the menopause experience for women at work, business leaders must first grow their understanding of this issue. “Facilitating honest and open discussion allows women to share their concerns and ask for support, without fear of being shut down, judged or overlooked,” says Jennifer. “This is key to building trust and fostering a culture of empathy, inclusivity and respect.”

Employee-led discussions

The transition through menopause and perimenopause can significantly affect job satisfaction and detract from women’s performance and wellbeing at work. Despite this, the personal nature of many symptoms, prevent women from wanting to share their experience. This reluctance also stems from the belief that talking about women’s issues fuels ageism and sexism – but with the right approach this needn’t be the case.

“Encouraging employee-led discussion isn’t about forcing conversations on people. It’s about taking the lead from individual employees on their experience; exploring strategies that can be helpful; and creating an environment where people feel safe, supported and seen,” says Jennifer. “These discussions needn’t delve too deep into personal details, either. Instead, the focus should be on finding solutions.”

How to prepare for menopause discussions at work

Most employers are happy to listen to employees and provide support, when they come equipped with solutions. “If you are affected by menopause symptoms at work, before you open the discussion with your employer, be very clear on what you are experiencing and the support that you need,” says Jennifer. “Having a good understanding of what is reasonable and the support that’s available, can help to move the discussion forward.”

For example, following a night of particularly poor-quality sleep, women may benefit from an arrangement that allows them to take a day of leave to recover; to work from home; or prioritise less critical tasks that day. “Naturally, many of the accommodations that can be helpful, require a healthy degree of trust.”

To achieve good outcomes, all parties must come prepared and approach these important conversations with an open mind and a willingness to find mutually beneficial solutions. It’s also important to know when additional or specialist support is needed as part of a holistic approach to wellbeing at home and at work.

Many resources are available to help leaders refresh their knowledge and develop new skills. For advice on how to support and develop leaders at all life stages in your organisation, connect with Jennifer or reach out to your local Gerard Daniels team.

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