Menopause in the workplace: Building evidence, changing workplaces, supporting women

The welcome release of the Global Consensus Statement on Menopause in Workplace from European and Andropause Society (EMAS) marks a watershed study this field. It provides clear statement current state scientific knowledge an actionable roadmap for researchers practitioners to advance field into future. has long been taboo subject many workplaces, but silence is now being broken. A significant rise multidisciplinary research last decade, increased focus governments employers concerned about ageing workforce, greater media celebrity attention underscore interest importance issue. Unfortunately, progress recognising addressing needs women experiencing menopausal symptoms at work uneven. Specifically, greatest advances have made countries such as UK certain types organisations workers, typically large private- public-sector employers, professional (white) women. As captured by EMAS statement, evidence base highlights diversity women's experience well two-way relationship between menopause work. For some women, limited perceived impact their [[1]Hickey M. Riach K. Kachouie R. Jack G. No sweat: managing work.J. Psychosom. Obstet. Gynecol. 2017; 38: 202-209Crossref PubMed Scopus (19) Google Scholar], can be associated with positive outcomes energy, or enhanced self-beliefs autonomy [[2]Jack Bariola E. Temporality gendered agency: subjectivities women’s work.Hum. Relat. 2019; 72: 122-143Crossref (23) Scholar]. others, however, picture very different. Symptoms hot flushes negative effects performance prompt feelings shame embarrassment [[3]Griffiths A. MacLennan S.J. Hassard J. work: electronic survey employees’ attitudes UK.Maturitas. 2013; 76: 155-159Abstract Full Text PDF (71) while sleep disturbance fatigue following night sweats, unpredictability menstrual bleeding, may make more difficult Burgeoning suggests that workplace environment direct effect menopause. Certain physical (e.g., temperature ventilation), psychosocial managerial support flexibility, formal meetings high-visibility like giving presentations) inhospitable organisational cultural factors circulating gender- age-based stereotypes midlife female workers) shape aggravating ameliorating [2Jack Scholar, 3Griffiths 4Bariola Pitts Sarrel P. Employment conditions work-related stressors are symptom reporting among perimenopausal postmenopausal women.Menopause. 24: 247-251Crossref (27) Employers’ incapacity them through mean take talents elsewhere. Crucially, part wider tapestry events concerns, which include caring responsibilities children parents, other health issues, ageing, status quality relationship, financial security. More information needed interplay these workplace. Employers generally legal duty care protect well-being employees. Evidence employment tribunals protected within context equalities legislation commentators indicated Health Safety Acts jurisdiction. Beyond compliance, there also strong business case supporting beyond (post-menopause), they represent talented, experienced yet often overlooked ‘untapped’ cohort. Together, provide pressing argument why should act better [[5]Brewis Atkinson C. Beck V. Davies Duberley workplace: New directions HRM HR practice.Hum. Resour. Manag. 2020; : 1-16Google growing number private public including universities, trade unions, TV stations, retailers, transportation companies police force instituted policies guidelines, education training managers, modifications environments. Peak bodies, employer employee associations, unions academic teams produced valuable resources, frameworks toolkits [[6]Jack Schapper what doing.Maturitas. 2016; 85: 88-95Abstract (48) Scholar,[7]Hardy Hunter M.S. Griffiths overview guidance.Occup. Med. 2018; 68: 580-586Crossref Scholar] (see MIPO, Information Pack Organizations, https://www.menopauseatwork.org/). While recent encouraging, still much done. example, experiences range contexts. Currently, most derived Caucasian North less known non-urban settings, precarious work, informal economy, especially outside Europe/North America. There need understand cater blue-collar occupations, different ethnicities who gender-diverse. Further consideration non-cisgender trans would ensure practice guidance inclusive. Building diverse samples intervention studies two ways generate steps working environments supportive We likely aid governmental policy businesses all sizes proactively productively [[8]Hardy Norton S. Self-help cognitive behavior therapy problematic sweats ([email protected] Work): multicenter randomized controlled trial.Menopause. 25: 508-519Crossref (26) Scholar,[9]Hardy Development evaluation online awareness line managers organizations.Maturitas. 120: 83-89Abstract (8) form on-board senior executives resources provided, change instigated championed top. key future-oriented Let us together build evidence, workplaces All authors contributed preparation editorial. declare no conflict interest.