Today is World Menopause Day, which serves as a poignant reminder that, as society evolves, so must our approach to addressing the needs of women navigating this transformative phase of life. In male-dominated industries, such as tech, finance or the architectural, construction, and engineering sector where I'm currently working, the impacts of menopause can be particularly pronounced.

In addition to delving into the physical and emotional challenges menopause poses to women in male-dominated industries, I also want to address a critical aspect of this experience: the prevailing issue of women not feeling heard or valued, often coupled with the genuine fear of job loss if they ask for support. These concerns overshadow countless women's careers, stifling their personal and professional growth. Through this blog, I'll aim to shed light on these challenges and offer tangible solutions to help women not only weather the storm of menopause but emerge from it with their careers and self-esteem intact.

The Impacts of Menopause on Women in Male-Dominated Industries

Physical and Emotional Challenges

Menopause ushers in complex symptoms that can significantly disrupt a woman's daily life and performance, posing distinct challenges in the demanding landscape of high-pressure, male-dominated industries.

1. Hot Flashes: Hot flashes are among the most common symptoms, affecting around 75% of women. These sudden and intense waves of heat can lead to profuse sweating and profound discomfort, making it exceedingly challenging to maintain focus and professionalism in the workplace.
2. Fatigue: Menopausal fatigue often goes beyond typical tiredness. It can be relentless and unyielding, leaving women feeling drained and mentally sluggish. This fatigue can undermine productivity and impede decision-making.
3. Mood Swings: Menopause is often accompanied by mood swings that range from irritability to profound sadness or depression. In male-dominated industries, where assertiveness and confidence are often highly valued, these emotional fluctuations can make women feel vulnerable and ill-equipped to assert themselves effectively.
4. Memory Issues: Cognitive symptoms, including memory lapses and difficulty concentrating, are common during menopause. Memory issues can undermine confidence and job performance in sectors where precision and attention to detail are crucial.

The interplay of these symptoms can create a perfect storm of challenges for women, jeopardising their career progression and psychological well-being. Employers must understand the severity of these symptoms and how they affect their employees.

Stigma and Isolation

In traditional, male-dominated sectors, discussing menopause remains uncharted territory for various reasons. Globally, women's health is grossly underrepresented and underfunded, a statistic that reflects the deep-seated societal reluctance to address this gender imbalance, which leads to it further becoming a taboo topic. This stigma is rooted in several factors, further exacerbating the isolation and invisibility that women may feel:

1. Lack of Representation: In industries where men hold the majority of leadership positions, there is often a scarcity of women at the decision-making table. As a result, issues such as menopause are often not prioritised or even acknowledged. Women's perspectives on these matters are frequently overlooked.
2. Fear of Professional Consequences: Women in male-dominated sectors may fear discussing menopause due to potential negative professional repercussions. They worry that admitting to this life stage's physical and emotional challenges could be interpreted as a sign of weakness or diminished capability. In a highly competitive environment, these fears are a significant barrier to open dialogue.
3. Generational Differences: In these traditional settings, there is often a generational gap in understanding menopause. Younger colleagues, supervisors, or male counterparts may not comprehend the nuances of menopausal experiences, leading to further hesitation among women to broach the subject.
4. Historical Norms: Male-dominated industries often adhere to established norms historically shaped by male experiences and perspectives. Menopause is a largely female phenomenon, which can render it "other" or less understood, creating a pervasive sense of isolation for women.

This environment of stigma and silence can leave women in male-dominated industries feeling unheard and undervalued. They may grapple with their physical and emotional challenges in solitude, believing they have to hide their struggles to maintain their professional standing. Breaking this silence and dismantling the taboos surrounding menopause is pivotal for fostering a supportive and inclusive work culture.

Career Impact

Menopause can have a profound impact on a woman's career, often due to the physical and emotional challenges it brings. BUPA found that almost 900,000 women in the UK had left their jobs as a direct result of menopause symptoms, highlighting the significance of this issue in the workplace. The following factors elucidate how menopause can affect a woman's career:

1. Missed Workdays: Menopause symptoms, such as severe hot flashes, fatigue, and mood swings, can lead to unexpected and uncontrollable missed workdays. These unplanned absences can disrupt work schedules and project timelines, impacting the individual's productivity and the team's efficiency.
2. Decreased Productivity: Beyond absenteeism, menopause can also decrease on-the-job productivity. Women may find it challenging to maintain their usual work pace due to fatigue, difficulty concentrating, and cognitive symptoms, ultimately affecting their ability to meet deadlines and perform at their best.
3. Stress and Mental Health: The emotional toll of menopause and the stress of balancing career demands can lead to mental health challenges such as anxiety and depression. These conditions can further diminish an individual's performance, erode confidence, and hinder career progression.
4. Career Longevity: In some instances, the impact of menopause on a woman's career goes beyond short-term challenges. Long-term career prospects may be limited as a result of these obstacles. The workplace might perceive women going through menopause as less capable, leading to missed opportunities for advancement.
5. Job Satisfaction: Menopause symptoms can significantly affect a woman's overall job satisfaction. When an employee is unhappy or feels unsupported during this life stage, it can lead to disengagement, reduced commitment to the organisation, and even premature retirement.

To address the career impact of menopause, employers and workplaces should focus on creating an environment that accommodates the unique needs of women experiencing this transition. Recognising the significance of these challenges is the first step in developing supportive policies and practices to ensure that women can continue to thrive in their careers during and after menopause.

Tips for Male-Dominated Industries to Support Menopausal Employees

1. Education and Awareness

• Educate All Employees: In the UK, almost 16M women are in the workforce. Promote awareness and understanding of menopause's challenges among both male and female employees, ensuring your HR teams are well-equipped to support employees.
• Normalise Conversations: Encourage open dialogue about menopause to break down stigmas. Share stories of successful women who have navigated menopause in these industries.

2. Flexible Work Arrangements

• Flexible Hours: In the UK, almost a million women reported that menopause affected their working life to the point they would leave or consider leaving employment. Offer flexible working hours or remote work options to accommodate fluctuating energy levels.
• Rest Areas: Create quiet, comfortable spaces for employees to rest when needed, which can be crucial during a hot flash.

3. Health and Wellness Support

• Access to Healthcare: Provide easy access to healthcare resources and information about menopause, including specialist clinics and resources.
• Mental Health Support: Given many women experience depression during menopause, offer counselling, Employee Assistance Programs (EAP) or support groups to help employees manage the emotional aspect.

4. Inclusive Policies

• Review Policies: Ensure workplace policies don't discriminate against menopausal women. Address issues like dress code considerations and bathroom facilities. Have women in the room and support their input.
• Equal Opportunities: In the UK, women over 50 are underrepresented in senior management roles. Promote equal opportunities for women in leadership roles despite their age.

Solutions for Women Not Feeling Heard or Valued and Fearing Job Loss

1. Confidential Support Channels

• Establish confidential channels for women to discuss their concerns, ensuring their voices are heard without fear of backlash.

2. Mentorship Programs

• Implement mentorship programs to connect menopausal women with experienced colleagues who can provide guidance and support.

3. Policy Advocacy

• Encourage women to come forward collectively to advocate for policies that protect their rights during menopause.

4. Employee Resource Groups

• Form employee resource groups where women can find solidarity, share experiences, and collectively address concerns.

5. Legal Support

• Ensure women know their legal rights regarding discrimination and workplace accommodations, and provide access to legal resources if needed.

Conclusion:
Recognising and addressing women's multifaceted challenges in navigating menopause within male-dominated industries is the crucial initial stride toward meaningful change. In this transformation, employers, employees, and society play integral roles in ensuring that women can navigate the menopausal phase with the dignity, resilience, and success they deserve. To foster this transformation, it's essential to confront the issues of women not feeling heard or valued and the very real fear of job loss, allowing us to cultivate a workplace where every woman can not only weather the storm of menopause but thrive beyond it.

While there's promising progress in opening up conversations around menopause, persistent stigmas and taboos surrounding it continue to affect certain groups, including LGBT+ individuals and young and ethnic minority women. The recent inclusion of menopause in the Relationships, Sex, and Health Education curriculum and recognition of these stigmas and taboos in the Women's Health Strategy is indeed encouraging. However, this is not the time for complacency; instead, it's an opportunity to build upon the growing momentum, fostering an inclusive and supportive environment for all women experiencing menopause within male-dominated industries.

If you have been impacted by the menopause at work, I'd love to support you with coaching. You can book in a free introductory call HERE.