Updating the discourse around menopause

Changing the way that we talk about menopause in the workplace is an essential step in further normalising what should already be considered a natural and normal life experience.

Earlier this year, the Arabic dictionary Al Maany updated its definition of menopause from “Age of Despair” to “Age of Renewal”, following a campaign by TENA, supported by the United Nations Population Fund (UNFPA). This update followed research by TENA in Saudi Arabia which found that 81% of women surveyed felt the phrase “Age of Despair” should be changed, and did not accurately reflect how women of menopausal age genuinely felt about themselves at this time in their lives.

Ultimately, the words that we use have a deep connection with our thoughts and feelings about any given topic. Taking control of the dialogue around menopause is an important step in redefining how society views menopausal women and the validity of their experiences.  

Menopause is starting to garner greater attention globally. There’s been acknowledgement that general awareness around the topic is lacking, with many women not even realising they are going through the menopause as it happens. As employers, we are conscious that many of our senior female leaders reach the pinnacle of their careers at the same time they may be experiencing symptoms of menopause. If we genuinely intend to improve representation of women at the highest levels of an organisation, demystifying and normalising conversations around menopause and increasing general awareness are essential steps.

Great strides have been made in recent years in tackling other hitherto taboo subjects. For example, mental health is an area which is relevant to all of us, but until the recent past, was rarely discussed in the workplace. Thankfully, that has now changed. Making mental health a subject that can be openly and freely discussed, without prejudice or fear, has been an important component in improving workplace dynamics to be more supportive and inclusive. If we turn again to menopause, the widespread use of euphemisms like “The Change”, and deployment of self-deprecating humour around symptoms like hot flashes, exist to make other people feel less uncomfortable, but they are ultimately unhelpful.

For women undergoing the sometimes debilitating symptoms of menopause, being able to have a mature, grown-up discussion about a natural, biological experience seems a fairly basic thing to expect.

This is echoed by respondents to the research we’ve been conducting with the Financial Services Skills Commission into the impacts the menopausal transition has on women in the workplace within UK financial services. The findings of our survey – which will be published on World Menopause Day in October - will give insight into the challenges faced by those going through the menopause and provide tangible solutions that improve the workplace for menopausal women specifically, but also contribute to a more open and inclusive workplace in general.

Hormone changes are a natural part of aging and affect all genders. We cannot encourage any of our employees to bring their full selves to work on the one hand while at the same time ignore menopause as a common and valid experience that when overlooked is estimated to cost the global economy more than USD$150 billion per year, according to consulting firm Frost & Sullivan.

Retaining female talent is a focus for organisations globally and coupled with ageing populations and low birthrates particularly in a number of Asian markets, is more important than ever. The steps we take next though, must be carefully considered to genuinely foster a more inclusive workplace without unintended backlash or negative consequences. However well-intentioned they may be, policy changes which are not accompanied by a shift in mindset often struggle to facilitate the hoped-for change. For example, menstrual leave policies have existed in many Asian countries such as Japan and South Korea for decades, but often women fear taking advantage of them for perpetuating gender stereotypes around female weakness, or because despite the policy, talking about menstruation - often to male managers - is still considered taboo. According to 2017 data, fewer than 1 percent of Japanese women took the menstrual leave to which they were entitled. Employees who may already be concerned that their age and experience can be misinterpreted as no longer being as dynamic or flexible as their younger counterparts may simply conclude that trying to thrive at work whilst menopausal is a battle not worth fighting. This is an important reason why more research - like the study we are currently undertaking through the Fawcett Society - is so vital to help find productive solutions outside of blanket policy documents, that have the best chance of facilitating genuine change.

With greater insights and more data to probe, we hope our research and the resulting toolkit that it will shape, will give organisations across all industries and markets, the insights they need to design workplaces that are more inclusive and supportive. To affect real change though, mindsets need to shift - we need to build awareness to significantly progress the narrative on the menopause. 

 Tanuj Kapilashrami, Global Head of HR at Standard Chartered