One of the contextual megatrends that affects businesses is demographics, with more women forming part of the workforce. Against this framework is the fact that, increasingly, more women are remaining in employment for longer periods of time as they develop their skills and expertise. This is evident within our Kenyan context with women taking up leadership roles, which were traditionally predominantly occupied by men. Notably we presently have the first female Chief Justice Ms Martha Koome, the second female Law Society of Kenya President Ms Faith Odhiambo, the first female Attorney General Ms Dorcas Oduor, amongst others.
According to the Journal of The Menopause Society (Society, 2024) “women aged 50 years and older are the fastest growing demographic in many countries making essential contributions to society, families, communities, and the paid and un-paid workforces”.
As women remain in employment for a longer period, it is arguable that their careers could peak during the perimenopausal or menopausal phase of their lives (though there are those who go through premature menopause or early menopause).
During the menopause transition, women may experience symptoms such as hot flashes, night sweats, mood changes, mental changes, insomnia, weight gain amongst others. These adversely affect a woman’s efficiency and productivity at the workplace (Society, 2024).
One woman’s experience during perimenopause and menopause will differ from another – there is no “no one size fits all”. Unfortunately, the symptoms are either not diagnosed, misdiagnosed, or incorrectly treated as some other underlying issue that comes with age. As a result, many women remain without proper treatment.
Worse still, is the idea that the topic of menopause is not an area of health or medicine that has been given as much attention as other fields of science, even though it is expected that it will affect women at a certain phase in their lives. Women, therefore, sit in silence as the topic continues to be stigmatised.
Women going through menopause may suffer a lack of support, feel bullied by colleagues, embarrassment, or frustration. Consequently, some of these women either reduce their hours of work or resign altogether meaning that businesses are losing out on access to the wealth of experience, knowledge, skills, and mentorship that these women bring to the proverbial table. It was noted that the economic effect of menopause, because of lost workdays, cost an “estimated annual amount of USD 1.8 billion” (Society, 2024) whilst a UK survey found that 1 in every 10 women (Society, 2024) had missed work in the past year because of menopause symptoms.
As we mark World Menopause Day on 18 October, let us be more mindful of what we can do to support menopausal women in the workplace so that the environment is more diverse and inclusive. Let us be more mindful so that the employees of a certain gender and age do not feel discriminated against such that they have no choice but to reduce their hours or quit their jobs.
Employers, in a bid to foster inclusivity and to enshrine the tenets of Article 27 of the Constitution of Kenya (equality and freedom from discrimination) and Goal 5 of the United Nations Sustainable Development Goals (the equality and empowerment of women and girls) should consider incorporating workplace policies that create a more conducive work environment for women going through menopause. For instance:
- Creating a diversity and inclusion strategy;
- Creating awareness about menopause in the workplace. This will help to reduce the stigma associated with menopause;
- Incorporating menopause policies into the office culture together with the necessary mechanisms to evaluate and review the policies and procedures;
- Consider offering wellness programs that include mental health support;
- Creating a supportive culture where employees feel comfortable discussing their health needs;
- Offer training programs for human resource officers on the issue of menopause;
- Creating a comfortable physical working environment to help alleviate symptoms; and
- Where employees are required to wear uniforms, considering feedback received from employees. For instance, offices that require ladies to wear high heels as part of their uniforms, may wish to permit their women employees going through menopause to wear lower heels.
Addressing menopause in the workplace is important to promote an inclusive, diverse, and supportive working environment. By implementing awareness programs, providing wellness support, creating a supportive corporate culture, menopause policies, and trainings, the employers can improve the well-being and productivity of its staff going through menopause. It is important that employers lead with empathy so that every employee feels valued and understood.
For the colleagues watching the woman silently fanning herself, please do not judge her for trying to make a fashion statement – she is simply trying to regulate her “personal weather” – give her an encouraging smile and nod of understanding. Leaders and colleagues, place yourself in her shoes – walk the proverbial mile in her shoes. The woman in question is somebody’s mother, wife, sister, relative or friend. Have an “empathetic” World Menopause Day.
Lillian Lofty
CMS Kenya Diversity & Inclusion Champion
Society, T. M., 2024. Menopause.Org.
https://menopause.org/wp-content/uploads/workplace/2024-Menopause-and-the-Workplace-Consensus-Recommendations.pdf
