Breaking the last taboo
Claire McCartney discusses the overwhelming response to the CIPD’s recently-published resources on menopause at work and sets out what you can do in your organisation
Claire McCartney discusses the overwhelming response to the CIPD’s recently-published resources on menopause at work and sets out what you can do in your organisation
At the CIPD we want to break the taboo surrounding the menopause at work. That is why we’ve published a variety of menopause resources, including two specific guides for people managers and HR, providing advice designed to create supportive work environments for women experiencing the menopause.
We have had extremely high levels of engagement on social media with our resources on this topic from individuals, organisations and policymakers with notable endorsements and re-tweets from Rachel Maclean MP, Jo Swinson MP, and Minister for Women Victoria Atkins MP. Our recent work on the menopause is part of an ongoing campaign and we’ll be seeking opportunities to build momentum around this with both employers and policymakers throughout the year to normalise the conversation and break this ‘last taboo’.
The menopause is an important workplace issue that affects many employees. There are now around 4.4 million women aged 50-64 in work (ONS 2019), and the vast majority of these will go through the menopause transition during their working lives. There is a strong business case for supporting women experiencing the menopause at work, who are often at the peak of their skills, experience and careers – enhanced talent attraction and retention, wellbeing and organisational performance. There is also a strong health and safety, as well as legal case, for taking the menopause seriously at work.
However, our research (CIPD 2019) shows that three in five women experiencing menopause symptoms say it has a negative impact on them at work; this includes increased stress levels and reduced ability to concentrate. Menopause is given a taboo status partly due to the myths, confusion, and embarrassment on the subject. While some menopausal women do receive help and understanding from colleagues and line managers, many do not disclose their symptoms to management. Many employees are too embarrassed to discuss the issue or think their manager would be embarrassed. Many women ‘typically suffer in silence’ when often a few, small, practical, adjustments could make a world of difference to those experiencing the often-uncomfortable symptoms of the menopause.
See more resources on the menopause topic.
Browse our A–Z catalogue of information, guidance and resources covering all aspects of people practice.
Discover our practice guidance and recommendations to tackle bullying and harassment in the workplace.
Claire specialises in the areas of equality, diversity and inclusion, flexible working, resourcing and talent management. She has also conducted research into meaning and trust at work, age diversity, workplace carers and enterprise and has worked on a number of international projects. She is the author of several reports and articles and regularly presents at seminars and conferences.
A Northern Ireland summary of the CIPD Good Work Index 2024 survey report
Our series on current practices, future models and successful transformations
We look at what’s driving change in HR structures, what emerging models look like and what to consider when evolving your current model
How can L&D teams can engage with new technologies like generative AI to impact performance?
Peter Cheese, the CIPD's chief executive, looks at the challenges and opportunities faced by today’s business leaders and the strategic priorities needed to drive future success