If you are a female business owner or have female employees over 40, perimenopause and menopause should be on your radar!
According to ABS data, 44 per cent of female business owners in Australia are aged between 40 and 54. Perimenopause typically starts between the ages of 40 and 44 years and menopause occurs on average at age 51. Perimenopause typically lasts for seven years, with symptoms escalating as menopause draws closer.
Impacts on women at work
In research from The Fawcett Society in the UK, over 90 per cent of menopausal women claimed their symptoms impacted their work. Brain fog, lack of energy and anxiety were the main symptoms reported. The research also claimed that one in ten women stop working due to menopausal symptoms. In the UK this equates to 14 million lost working days.
In Australia, the senate enquiry report into issues related to menopause and perimenopause was released in September and the same conclusions are being drawn. The report detailed twenty-five recommendations which could have far-reaching effects on small business in Australia.
As well as recommendations around increased training of our medical profession and widespread education, especially in the workplace, the enquiry recommended a review of Section 65 of the Fair Work Act, particularly the consideration of paid menopause leave and more flexible working conditions for menopausal women.
The enquiry found that there is a significant lack of support for menopausal women in the workplace and that this needs to urgently change. Due to a lack of education and menopause typically being a taboo subject, many women reported not realising that symptoms they’re experiencing are due to perimenopause or menopause.
In addition, the now discounted Women’s Health Initiative study from 2002, which incorrectly linked HRT and breast cancer, caused many women to avoid medical assistance to combat the symptoms of menopause. This study has been discounted as invalid, but it is still often referenced in the media and by some in the medical profession.
What small business owners can do
An excellent starting place for small business is to develop a menopause policy including opportunities for leave and support.
When it comes to the working environment, heat is a big issue for menopausal women. Ensuring there are cooling options is important, as is a supply of cold water. If uniforms are required, considering the breathability of the material is important.
Education around nutrition, exercise and mindfulness measures to combat menopausal symptoms are also good options for small businesses. Alcohol consumption dramatically increases menopausal symptoms, so consider this when organising workplace social functions.
Menopause Australia has a wonderful free check list on their website with support materials to help create menopause friendly workplaces. You can also download Government brochures on menopause and perimenopause from Government health sites.
Seeking support
Having someone menopausal women can talk to about their symptoms is also vital. If that isn’t possible in-house, consider approaching a local GP to be a support person, or having a Menopausal Coach onboard. You could also consider joining an Employee Assistance Program (EAP) for small businesses. Local Pharmacists can assist, especially with herbal remedies and medication advice and naturopaths can also be helpful. If you are a female owner without a support network, consider joining an online community to connect with other menopausal women. Connection and understanding is as important as education is during this time.
Some very simple measures can make your workplace menopause friendly and the benefits to your business could far outweigh the effort. It is sure to make you more attractive to talent in this age group, not to mention creating a happier space for employees and owners who are in this age group. If the senate enquiry recommendations are adopted, menopause friendly workplaces will be mandated by Government – so watch this space!
