All too often, the impacts of menopause – the natural stage at which menstrual periods stop permanently – are mischaracterised or misunderstood. And yet, menopause is everyone’s concern.
Whether directly or indirectly, menopause affects almost every single one of us: at home, in the workplace and yes, within every care home. In a sector where 78%1 of the workforce is female, the impact on employee wellbeing and workplace retention is immeasurable. These are the women who care for our loved ones with compassion, who empower residents and work tirelessly to preserve their dignity. What is being done to support their needs with warmth, positivity and understanding?
The aim of this article isn’t to mansplain the menopause or lecture employers for doing too little, however. At CareHomeLife, we’re committed to understanding how care providers can introduce menopause support to foster healthier working environments that actively encourage employees to speak candidly about their experiences and their own individual needs. And while a nurturing, supportive working environment is its own reward, there are a raft of performance and financial incentives for employers too. Simply put, menopause support is in everyone’s best interest, but where should employers begin?
Menopause differs significantly from person to person. There is no uniform experience, which means there’s no one-size-fits-all approach for employers. How can there be? There are around 13 million perimenopausal or menopausal women in the UK today, equivalent to one-third of the entire female population. Instead, the focus should be encouraging a positive, empathetic workplace culture, especially in a sector as physically and emotionally demanding as care.
We often use the term ‘menopause’ quite broadly, but it’s actually a three-stage process consisting of perimenopause, menopause and postmenopause. Perimenopause – the transitional stage, in which hormones fluctuate and cycles become more irregular – can be especially difficult, and this transition can last up to eight years. But even in postmenopause, there are challenges: symptoms may ease, but health risks like osteoporosis actually increase. Which is to say, menopause is a long-term consideration, and organisations should be prepared to support their employees throughout.
But what exactly should employers be preparing for? Many women experience a range of physical and mental symptoms, from migraines, muscle aches and joint pain to anxiety, irritability and depression. Collectively, these symptoms can significantly impact the health and wellbeing of your workforce. But a positive, proactive employer will go the extra mile to ensure the working lives of those affected are as manageable as possible. Aside from objectively being the right approach to take, research shows that a happy workforce is up to 13% more productive than an unhappy one2. Taking care of your workforce ensures not only their wellbeing, but also the wellbeing of your residents and your business as a whole.
It’s also worth considering that menopause can affect a broader spectrum of people who might otherwise go unnoticed, including those who are non-binary or transgender, or those who experience early menopause. Being mindful of employee needs is essential, and this often requires setting aside preconceptions and remaining as open-minded as possible.
Awareness remains one of the biggest issues facing menopause support today. But while recent years have seen wider recognition of menopause and its impacts, this has yet to translate into real-world best practice.
According to the Fawcett Society, one of the UK’s leading campaigners for gender equality and women’s rights, “one in ten women who have been employed during the menopause have left work due to menopause symptoms”³. Mapped onto the UK population, this represents an estimated 333,000 women leaving their jobs due to menopause, taking with them their valuable skills, knowledge and experience. In a sector as specialist as care, where residents rely on relationships and consistent friendly faces, many of these departures leave an indelible mark. But this is often preventable, and it’s what makes workplace culture all the more important.
During the menopause process, many women lose confidence in their abilities. They might need time away from work to manage their symptoms, but without a supportive workplace culture, they may feel unable to explain what they’re experiencing. And with eight out of ten women reporting that their employer has yet to share information, train staff or introduce a menopause absence policy³, it’s clear that employees need structure as well as support. For employers, this means providing a framework built on the core fundamentals of empathy, awareness and education. With the right systems, resources and training in place, awareness and understanding will follow.
This could mean appointing a dedicated workplace champion, sharing training resources with your teams, introducing comfort days or scheduling confidential, one-to-one catch-ups on a regular basis. But it could also mean something as simple as taking time out of your day to ask how someone is feeling. Men should be included in the conversation too, particularly if your organisation is serious about improving workplace culture. We know from experience that many men feel unsure how best to broach the subject of menopause with women. But awareness is everything – and the more men know, the better they can support their friends, colleagues and loved ones.
Care providers can also take practical steps to support their staff. As any practitioner knows, care homes can be high-pressure, high-stress environments. The work is physically and emotionally demanding – requiring caregivers to move residents and operate specialist equipment, for example. Against this backdrop, menopause symptoms can place additional pressure on caregivers, making their working lives that little bit more challenging. Recognising this, forward-thinking care providers are beginning to adopt comfortable, menopause-friendly fabrics and flexible uniforms, specially designed to help regulate body temperature. Innovations like these, which prioritise the wearer without compromising on performance, can markedly improve the day-to-day experiences of people going through menopause.
Caregivers are one of the sector’s greatest assets, and care providers have a responsibility to support all workers, including those experiencing menopause. But the conversation is ongoing, and there’s still much to be done before care homes can truly be considered menopause-friendly environments. For anyone seeking support outside of their organisation, external resources are available, however. Take Care England, for example, which recently launched a five-part menopause awareness webinar series featuring Diane Danzebrink, founder of Menopause Support. Additionally, the charity continues to offer free one-to-one support to caregivers nationwide, meaning help is always on-hand.
Ultimately, menopause support benefits everyone. Creating an inclusive culture where women feel able to discuss their experiences openly is essential to building trust, boosting productivity and improving employee retention – but it also delivers better outcomes: for those experiencing menopause, the organisations they work for and the residents in their care. As Menopause Employment Ambassador, Mariella Frostrup recently put it: “Far too many experienced and capable women are forced out of employment through no fault of their own, hurting their earnings and our nation’s economy. Together we can create a more supportive and happier workplace where everyone can succeed.”
To find out how CareHomeLife partners with the care community to support caregivers nationwide, visit carehomelife.co.uk/
