Tackling the taboo: talking menopause-related problems at work

• Date: 04 February 2019
• DOI: https://doi.org/10.1108/IJWHM-03-2018-0035
• Pages: 28-38
• Published date: 04 February 2019
• Author: Claire Hardy,Amanda Griffiths,Eleanor Thorne,Myra Hunter
• Subject Matter: Health & social care,Healthcare management,HR & organizational behaviour,Human resource policy,Employee welfare

Tackling the taboo: talking

menopause-related problems

at work

Claire Hardy

Lancaster University, Lancaster, UK

Amanda Griffiths

Division of Psychiatry, School of Medicine, University of Nottingham,

Nottingham, UK, and

Eleanor Thorne and Myra Hunter

King’s College London, London, UK

Abstract

Purpose –Women are typically reluctant to disclose menopause-related problems that may affect their

working lives to line managers. Consequently, support may not be offered nor potential solutions explored.

The purpose of this paper is to examine how working menopausal women would prefer to haveconversations

about the menopause at work.

Design/methodology/approach –Using semi-structured telephone interviews working menopausal

women (aged 45–60 years) were asked about their experiencing of talking about their menopause at work,

and how helpful conversations might be initiated and conducted. Transcripts were analyzed thematically to

identify factors that may facilitate or hinder such conversations.

Findings –Two themes emerged: first, organizational context. Facilitators included an open culture with

friendly relationships, a knowledgeable and proactive manager, organization-wide awareness of the menopause

and aging, and access to a nominated woman to discuss problems. Barriers included male-dominated workplaces,

maleline managers, fearof negative responses,stigma, discrimination,embarrassmentor believing menopauseis

inappropriate to discuss at work; second, the nature of the discussion. Facilitators included managers

demonstrating an understanding and acceptance of a woman’s experience, jointly seeking acceptable solutions,

respecting privacy and confidentiality, and appropriate use of humor, as opposed to being dismissive and using

inappropriate body language. Discussions with suitable persons at work were preferred and being prepared was

advised. Thewomen in the sample advisedhaving discussions withappropriate persons and being prepared.

Practical implications –These findings could inform training programs, workplace policies and practice.

Originality/value –This study provides insights to help women and their managers discuss menopause-related

difficulties at work and seek solutions together.

Keywords Work, Disclosure, Menopause, Talking

Paper type Research paper

In developed countries, the gender gap in employment participation is the lowest since 1990,

with women almost approaching the same rates as men (International Labor Organization

(ILO), 2018). Comprehensive measures, tailored specifically to women to account for their

widely varying circumstances, are needed to support these changes that ultimately

contribute to the welfare of society (International Labour Office (ILO), 2016, 2017).

In the UK, the age of the working population is growing, particularly for women (ONS,

2018). Recognizing and addressing the needs of older workers are considered important

tasks for retaining this population’s economic participation (Altmann, 2015). For older

women, working through their menopause will become an increasingly common experience.

However, talking about the menopause at work is generally considered taboo in many

countries (Griffiths and Hunter, 2015).

Although the menopause is not problematic for all women, approximately 25–30 percent

report bothersome symptoms (Ayers and Hunter, 2013; Porter et al., 1996), and these are

International Journal of Workplace

Health Management

Vol. 12 No. 1, 2019

pp. 28-38

© Emerald PublishingLimited

1753-8351

DOI 10.1108/IJWHM-03-2018-0035

Received 28 March 2018

Revised 31 August 2018

Accepted 23 October 2018

The current issue and full text archive of this journal is available on Emerald Insight at:

www.emeraldinsight.com/1753-8351.htm

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