'At a societal level, gender bias and misogyny still loom large.'
how open people are with them and assume they are better at listening than they really are. Don’t fall into this trap yourself! Pause and consider: Who might find you scary to talk to, and what fears might female employees have around speaking up about menopause specifically? How can you make yourself more available and enable these more personal conversations? Also guard your reactions if someone raises the subject.
While these guidelines for women’s managers and colleagues can help create a workplace where it’s safer to talk about menopause, and while the work of overcoming the taboos shouldfall on women, the reality is that women going through menopause will confront uncomfortable situations with colleagues. If you are experiencing symptoms of menopause that are affecting your work, our research suggests:
If you are asked how you are or how you’re feeling, if possible, give clear, plain responses and avoid euphemisms which can confuse and perpetuate embarrassment. For example, at the start of a senior government meeting, one of us , experienced a hot flash and began to fan herself.
If you aren’t getting the support you need and you see something similar going on with other female colleagues, consider speaking up collectively. As we all saw with the #MeToo campaign, speaking up with a collective voice can have more impact. Within an organization it can also feel safer to speak up as a group.
Menopause is one of the strongest, most impactful, and most discriminatory taboos still existing in the workplace. The mental and physical symptoms and their negative effects on productivity are needlessly exacerbated by poor policies and persistent, outdated gender- and age-related assumptions. We all can and should play a role in breaking the silence.
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