Ahead of World Menopause Day, we caught up with leadership consultant and lecturer, and women in business champion, Patricia Byron, who speaks on a major life event women face– Menopause in the workplace.
Tackling the taboos - making the impermissible, permissible
We all realise that workplace priorities and needs are different now. Since Covid many barriers to ways of working have been broken down and with awareness of needs heightened working practices are becoming more flexible. But I wonder is the workplace becoming braver!
Are employers willing to tackle the last taboos – the issues maybe not previously spoken about?
For most organisations, words such as menopause, infertility, and miscarriage are difficult subjects to address openly and maybe training is not given to those in the leadership team on how to navigate around these subjects.
What is the real impact of not tackling the taboo?
A recent UK study found two thirds of women working through the menopause say they currently have no support at all from their employers. Therefore, it is not surprising why 25% of women say they have considered leaving their job. In fact 1 in 10 actually do end up handing in their notice.
Take for example the taboo that is menopause. Thankfully due to recent media coverage during Covid lockdown we are now hearing a lot more about its impact on women and many are now aware of its impact in the workplace.
I have been working with women for a number of years who were in perimenopause or menopause who did not realise the symptoms (such as brain fog, forgetfulness, unexplained anxiety and heart palpitations) were impacting their confidence. As a result, they were considering stepping out of a senior role or leaving the workplace completely.
In a world where we are becoming more diverse and inclusive and openly discussing race, generational differences, misogyny and gender, we may still lack the courage to tackle the some taboos that have such an impact on many successful women.
What can you do as an employer or colleague?
In the post -covid hybrid workplace, consider creating an environment that some of your most valuable, talented and successful women will feel comfortable stepping back into. Imagine the cost (both time and money) of replacing your most successful women if they choose not to return.
If taboo subjects are to be destigmatised, then we all need to be able to speak openly. As an employer, there are loads of simple practices you can put into place, at no cost to the organisations, other than some time and consideration. It’s about providing an empathetic environment which acknowledges issues without embarrassment, judgement or fear of ridicule.
- Review your corporate wellbeing programmes to educate the whole workforce
- Allow and encourage women to say things such as “I am in the middle of menopause, I keep forgetting things” or I am on fertility treatment and going through a challenging time at the moment.
- Ask your team what changes to the working environment are needed to make it more comfortable for women who are dealing with these issues.
There are exciting times ahead in the workplace and those organisations who recognise that workplace conversations need to change, will be the ones who thrive the most.
We can never return to the Dolly Parton school of working (for those not old enough, check out the film, 9 to 5), nor should we have too.
About Author
Patricia Byron is passionate about supporting those in leadership move up the leadership pipeline. She is recognised for the support she provides to her clients in championing women of all ages in the workplace. She supports employers by facilitating wellbeing and critical conversation workshops. As an accredited senior executive and corporate wellbeing coach, she is experienced in helping individuals and companies transform.
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