Menopause at work – Q+A with menopause educator, Niki Woods

Women over 50 are now the fastest-growing segment of the workforce. However, 10% of menopausal women with challenging symptoms end up leaving their jobs, and 6 in 10 report that their symptoms negatively impact their working life.

We have taken our unique brand of expertise around age-related, workplace issues, to develop a suite of workshops that address menopause in the workplace. 

Our 3-hour, interactive Menopause at Work: Tools and Techniques for Managers workshop equips managers with the skills to effectively engage in menopause-related conversations and support their team. It also provides a deeper understanding of menopause, its symptoms and the current legal position regarding menopause at work.

Niki Woods, menopause and midlife wellness educator, leads our workshops. We catch up with her to find out why so many menopausal women feel unsupported in the workplace and how managers can help.

Why do you think the menopause has been such a taboo subject for so long?

I think it's due to a combination of deep-rooted societal attitudes toward ageing (and women’s ageing AKA gendered ageism), and to wider issues around gender and women's health.

For generations, menopause was poorly understood, rarely discussed, and largely ignored in public knowledge, in education and healthcare. Cultural discomfort around discussing female bodies, a lack of education, and menopause's association with the end of fertility have further contributed to the silence and stigma.

In many workplaces a lack of understanding, plus wider gender issues and male-dominated leadership has meant menopause was rarely acknowledged or supported until very recently, but it's still a topic with significant stigma attached. Women themselves can be reluctant to discuss it, not just because of stigma around women's ageing but also because there's a perception that menopause is associated with decline.

What are the main reasons for menopausal women leaving their jobs?

The main reasons are due to a combination of unmanaged symptoms and lack of support.

If women experience physical and cognitive symptoms such as hot flushes, insomnia, anxiety, and brain fog this can make it challenging to perform at their best, which can feel very frightening and confusing - especially if the woman doesn't understand what's the cause and/or struggles to get support (either from medical professionals or from their employer)

Many women also feel unable to speak openly about what they’re experiencing, fearing they’ll be seen as weak, unprofessional, or less capable. Menopausal symptoms can erode women's confidence and contribute to a belief that they’re no longer competent, and often women fell they need to leave to avoid encountering problems.

Women in midlife are often dealing with the 'collision' of menopause, high pressure jobs, childcare and elderly parents with health issues. This can lead to burnout.

If workplaces aren't felt to be open and supportive, and/or managers lack awareness or training around menopause this can also leave women feeling isolated or misunderstood, and to lack of simple (often temporary) reasonable adjustments and support which can change everything. 

How can male managers engage in menopause-related conversations?

While they may not have personal experience, men do belong in the menopause conversation, and showing genuine interest in listening and learning, and creating a safe, respectful environment can make a big difference to women's experience. When men engage constructively and without embarrassment, it normalises the conversation and shows that menopause isn't just a 'women’s issue'.

Educating themselves about menopause and its impact on work can help all managers respond appropriately and offer reasonable adjustments, such as flexible hours or changes to the physical workspace.

Managers can help normalise the conversation by promoting inclusive policies, attending relevant training, and making it clear that menopause is not a personal weakness, but a natural life stage that deserves support just like any other health-related issue in the workplace.

And of course, as with anything, it’s important to listen without judgment, avoid making assumptions, and respect confidentiality. 

How do we make women’s health more of a priority?

I think we need a we need a cultural shift that values and normalises open conversations about issues like menstruation, menopause, fertility, and reproductive health, recognising that women's health has been under-supported in the past and committing to change that.

This starts with better education in schools, training in workplaces, and policy change in healthcare. Employers can lead by creating inclusive health policies, offering flexible support, and ensuring managers are equipped to talk confidently and sensitively about women’s health needs. In healthcare, more investment is needed in research and services that address the specific experiences of women throughout their lives.

Listening to women, believing their experiences, and involving them in shaping policies is key. When women’s health needs to be recognised as central to a productive economy and thriving society, rather than being solely thought of as an issue for the individual.

Menopause is a natural phase of life and with the right strategies and support you can continue to thrive personally and professionally. 

Why are our workshops beneficial?

Our menopause workshops help demystify the menopause and open up conversations by giving an overview of symptoms, stages and impact, offering practical advice on how to support others, and explaining how to make simple but effective adjustments at work.

The manager training explains the legal context so managers understand their responsibilities, and explores how to have effective conversations around menopause, so managers feel more confident to engage in conversations, make adjustments, and support staff.

Want to find out more? We have upcoming workshops with Niki in September and October. Find out more by emailing workshops@agescotland.org.uk.