Shattering the silence: menopause awareness as key to more inclusive work environments

While menopause is experienced on an individual level as a physical transition, it is also a universal societal phenomenon that has broad impacts at home and at work. It affects a significant portion of the population yet remains one of the least discussed aspects of ageing.  
 
To better understand menopause and how it can impact working life, we spoke to Kathleen Riach, Professor in Organisational Studies at the University of Glasgow and chair for the forthcoming ISO guidelines on Menopause, Menstruation and Menstrual Health in the Workplace. 
 
“Every person will have a different constellation of symptoms that fluctuate during perimenopause – that is, the period before actual menopause. There may be times where symptoms are more significant, and times when they’re less noticeable. Symptoms may also persist into the postmenopausal phase,” Prof. Riach explains.

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Ignoring menopause means missing out on a tremendous source of talent and labour.

“We know what happens if we don’t talk about something: it can become stigmatised and misunderstood,” says Prof. Riach. “Women over 45 represent a vast and growing talent pool. They are highly skilled, resilient and dedicated. Ignoring menopause – a natural yet significant life event – means missing out on a tremendous source of talent and labour.” 

High-impact support can be easy to implement 

Prof. Riach emphasises the bidirectional relationship between menopause and the workplace. This means that menopause symptoms can affect work performance and engagement, while workplace conditions can either alleviate or worsen symptoms. 
 
“Imagine being in a meeting room where you cannot control the temperature, and suddenly you experience a hot flush. It can feel like a hair dryer blowing in your face, which is obviously going to affect your physical and emotional state,” says Prof. Riach. 
 
“Providing menopause support can involve low-resource but high-impact solutions. It’s often not difficult for organisations to implement and it can significantly improve employee well-being,” explains Prof. Riach. 
 
Organisations can enhance their inclusion and diversity initiatives by prioritising menopause support to create a healthier work environment for everyone. This boosts employee engagement and morale – strengthening the organisation as a whole. 

Acknowledging the value of senior employees 

Menopause is part of a larger conversation about ageing and its societal implications. Despite progress in gender equality, many countries still struggle to address the realities of growing older. The increasing visibility of menopause in public discourse is a step in the right direction. 
 
“Several celebrities have now openly discussed their experiences with menopause. This is helping to raise awareness and shift the discussion,” explains Prof. Riach. 
 
“Attitudes toward ageing and menopause vary in different parts of the world. In some cultures, menopause is seen negatively, while in others it’s viewed as a positive phase of life.”  

“As our populations age and workplaces become more age-diverse, it’s crucial to foster environments that embrace and support all stages of life. We need to shift the narrative from viewing ageing as a decline in productivity, to recognising it as a phase rich with experience and potential,” says Prof. Riach.  
 
By prioritizing the menopause discussion, organizations can send a strong signal about valuing age diversity and the contributions of more senior employees. With people living longer than ever before, it’s crucial that inclusivity initiatives expand to include this dimension of support.