Legal update – Advancing Menopause Awareness in Male-Dominated Industries 


World Menopause Day 2024: Advancing Menopause Awareness in Male-Dominated Industries 

As World Menopause Day 2024 approaches, this year’s theme of Menopause Hormone Therapy (MHT) brings a crucial focus to an often-overlooked aspect of workplace health. For industries like engineering, which are predominantly male-dominated, understanding and addressing menopause in the workforce is a significant yet frequently neglected issue. This article explores why menopause matters in such industries and how organisations can implement meaningful changes to support their employees. 

In male-dominated fields, menopause may not initially seem like a pressing issue. However, with a growing number of women remaining in the workforce well into their 50s, understanding menopause and its impacts is essential for fostering a supportive and inclusive work environment. 

 

The Impact of Menopause on Women 

Women may experience a range of menopausal symptoms including hot flashes, night sweats, fatigue, and cognitive changes such as memory lapses. These symptoms can affect work performance and wellbeing, particularly in high-pressure or physically demanding roles common in engineering. 

  • Physical Discomfort: Hot flashes and night sweats can be particularly challenging in environments where safety gear and work conditions may exacerbate discomfort. 
  • Mental Health: Symptoms like mood swings and memory issues can impact concentration and job performance, which is critical in roles requiring high levels of precision and problem-solving. 
  • Absenteeism and Productivity: Severe symptoms may lead to increased absenteeism or reduced productivity, affecting project timelines and team dynamics. 

Supporting menopausal employees is not only a matter of fairness but also has tangible benefits for the organisation: 

  • Retention of Talent: By providing support, employers can retain experienced female employees who might otherwise leave the industry due to menopausal symptoms. 
  • Enhanced Performance: Addressing menopausal symptoms can improve job performance and reduce the impact on productivity and project deadlines. 
  • Inclusive Culture: Creating an inclusive environment where all employees feel supported contributes to a positive workplace culture and enhances overall morale. 

To support menopausal employees effectively, employers can adopt several key strategies: 

  1. Increase Awareness and Education: 
  • Training for Managers: Provide training for managers and team leaders on menopause and its potential impact on employees. This helps in fostering understanding and empathy. 
  • Educational Resources: Share information about menopause and menopausal hormone therapy through internal communications to raise awareness among all employees. 
  1. Promote an Open Culture: 
  • Encourage Conversations: Create a culture where discussing health issues, including menopause, is normalised and not stigmatised. This can involve incorporating discussions into wellness programs or team meetings. 
  • Supportive Policies: Develop policies that support open conversations and provide a safe space for employees to discuss their needs and seek support. 
  1. Implement Flexible Work Arrangements: 
  • Flexible Hours: Offer flexible working hours or remote work options to accommodate symptoms like fatigue or cognitive changes. 
  • Adjustments for Physical Comfort: Provide access to cooling devices, adjustable workstations, or private rest areas to help manage symptoms. 
  1. Adapt Workplace Facilities: 
  • Comfortable Work Environment: Ensure that the work environment can be adjusted to improve comfort, such as providing fans or cooling systems in work areas. 
  • Private Spaces: Designate private areas where employees can take breaks or manage symptoms discreetly. 
  1. Offer Health and Wellbeing Support: 
  • Access to Healthcare Resources: Provide information on menopause-related healthcare services, including access to occupational health professionals who can offer advice on managing symptoms. 
  • Wellness Programs: Include menopause support in broader employee wellness programs, offering resources and guidance on managing symptoms effectively. 
  1. Review and Adjust Policies: 
  • Absence Policies: Adapt policies to consider menopause-related symptoms, allowing for flexibility in managing sickness and absence without penalizing employees. 
  • Performance Reviews: Ensure that performance reviews and promotion criteria take into account the potential impacts of menopausal symptoms on performance. 

While menopause itself is not classified as a disability under the Equality Act 2010, severe symptoms may sometimes meet the criteria for disability if they have a substantial and long-term impact on day-to-day activities. Employers should be aware of their obligations to make reasonable adjustments and avoid discrimination claims related to menopause. 

World Menopause Day 2024’s focus on Menopause Hormone Therapy provides an opportunity for male-dominated industries to address and support menopausal employees effectively. By implementing thoughtful strategies and fostering an inclusive culture, employers can not only enhance the wellbeing of their employees but also improve overall productivity and retention. 

Supporting menopausal employees is a step towards a more inclusive and supportive workplace, ensuring that all employees, regardless of gender or life stage, can thrive and contribute fully to their roles.