In the workplace, people can still tune out when they hear the word menopause. Some workers may have been raised to see menopause as a taboo subject and find that thinking hard to shake off. Men might assume it has nothing to do with them. And, for younger women, it could seem too far ahead to worry about.

However, as menopause champion, group coach and award-winning author Karen Stein points out, talking about menopause presents an important opportunity for organisations to provide better support to a significant and experienced part of the workforce.

“Every woman and some non-binary and transgendered persons will experience menopause,” she says. “It’s a natural life transition that, for some, can temporarily affect how they think, feel and function.”

Everyone experiences menopause differently. While many have few difficulties, some have symptoms that can affect them at work. These can include brain fog, forgetfulness, fatigue, disrupted sleep and hot flushes.

“Menopause does not diminish the value or capability of experienced women,” says Stein. “This is a large and valuable part of our workforce, bringing experience, knowledge, relationships and leadership capability. The opportunity for organisations is to consider what will help people continue to contribute, develop their careers and remain part of a diverse talent pipeline.”

Why menopause matters at work

Stein points out that when workplaces don’t respond to the experiences of team members going through menopause, there can be consequences for talent, contribution and culture.

1. Experienced talent can be lost when people experiencing menopause step back, lose confidence or opt out of opportunities at a critical stage in their career.
2. Contribution can be constrained when people manage symptoms without appropriate support, sometimes masking what they are experiencing and pushing through.
3. Workplace culture can amplify the impact when stigma, misunderstanding or silence makes people reluctant to seek support.

“These are not capability issues,” says Stein. “When menopause is understood and supported, women have more choices about how they manage this stage of life and continue their careers, while organisations have a greater opportunity to retain experienced and diverse talent.”

Make the menopause conversation easy

Stein believes that one of the most powerful things an organisation can do is to take some of the mystery out of menopause, to educate and create menopause allies at work.

“Awareness and understanding help to normalise menopause as something that can be talked about at work when someone chooses to do so,” she says. “It allows us to recognise that symptoms may sometimes affect how a colleague is showing up, without making assumptions about their capability or what they need.”

She sees this as part of a much broader workplace skill.

“Throughout our working lives, there can be times when something affects how we think, feel or function,” she says. “It might be mental wellbeing or physical health, caring for children or ageing parents, going through a relationship breakdown or managing significant change in our lives. Good workplaces already know how to have conversations about what someone might need during those times. Menopause should not be any different.”

Rather than assuming what someone needs, leaders can create psychologically safe, non-judgemental space for inquiry and understanding.

“The aim is to make the discussion as accessible as possible for everyone,” says Stein. “There isn’t any set framework, it's more about developing a philosophy of respect, inclusion, curiosity and understanding. Not everyone wants to share their personal experience and they shouldn’t have to. But everyone can have a better understanding of menopause at work and how to respond respectfully should a colleague choose to speak about it.”

Workplace training for menopause

Stein has developed a number of coaching programs and workshops to support and inform everyone in the workplace.

One example is her M.A.D about Menopause workshops including Men are M.A.D. about Menopause, which have nothing to do with anger and everything to do with making a difference. These workshops show leaders and colleagues how to support people through the challenges of menopause and educate employers in the importance of retaining top talent.

“This is a topic that affects all genders,” she says. “When men are comfortable with talking about menopause and can ask questions without feeling at risk of getting it wrong or being judged, they gain a better understanding of how they can support family and friends, as well as their colleagues. Male leaders can have an important role in modelling that openness and curiosity.”

An inclusive culture

Ultimately, Stein sees menopause support as part of creating an inclusive workplace where experienced talent can continue to grow, contribute and build sustainable careers.

“When people feel like they matter, belong and can express what they need without shame or embarrassment, we create better choices for individuals and a greater opportunity for organisations to retain valuable and diverse talent.”

For more

On 29 October, join CA ANZ’s one-hour complimentary online webinar, ‘Women accountants in midlife and wellbeing: helping women CAs thrive’.

Actor, author and comedian Mary Coustas, leadership coach and HR consultant Robin Davies CA, and associate professor Carly Moulang FCA and Dr Annemarie Conrath-Hargreaves from Monash Business School will explore the impact of menopause and midlife transitions for people experiencing them, as well as their leaders and colleagues.

Register here.