Managing Menopause: Raising Awareness of its Impact on Careers and Wellbeing
World Menopause Day prompts us to tackle the topic of menopause and its impact on women’s lives and careers
Firms in the IP industry have made progress in many areas of diversity and inclusion in the workplace over the past few years, but the topic of menopause and its impact on women’s careers and wellbeing has remained behind the curve. It is time to change this situation.
As equality improves in the legal sector, the natural result is that a higher proportion of the workforce will experience the often hugely disruptive effects of menopause when they have achieved positions of considerable authority and responsibility. However, a recent report from the Fawcett Society, sponsored by construction firm Wates, found that workplaces generally are failing women.
The report found that:
- One in ten women who worked during menopause have left a job due to their symptoms.
- 44% said their ability to work had been affected by menopause symptoms.
- 41% said they had seen menopause or its symptoms treated as a joke in the workplace.
- Eight out of ten women say their employer hasn’t shared information, trained staff, or put in place a menopause absence policy.
The study also identified a reluctance among women to consult GPs and a delay in diagnosis or being offered HRT when they do.
Other studies paint an even bleaker picture. Research by Benenden health in 2021 found that almost one in four women who have suffered severe menopause symptoms has left jobs as a result.
In the trade mark sector, women are well-represented overall. Sixty percent of CITMA members are women, although these figures disguise a disparity in senior roles.
However, with a continued focus on supporting female career progression, we should see a demographic shift towards a better gender balance at partner level.
It is also important to note that menopause, unlike childbirth, will affect almost every woman in the workforce, making it critical that support for women’s careers continues “all the way” and includes proper recognition of the impact of menopause on working life.
What are the common symptoms of menopause?
In its most literal sense “menopause” is simply “when women’s periods stop”. However, this apparent simplicity owes more to linguistics than to the reality of an incredibly complex stage in a woman’s life.
Understanding and awareness of menopause, the pre-menopausal stage (peri-menopause), and post-menopausal health is growing, but the subject is still taboo compared to many other topics in the workplace.
The average age at which a woman experiences menopause is 51, and the average duration of directly linked symptoms is five years. However, women may experience peri- and post-menopausal symptoms for several years before and after this.
These symptoms, if not correctly diagnosed, can lead to considerable concern that other serious health problems are the cause, resulting in distress and anxiety.
Common peri-menopause and menopause symptoms are:
- Hot flushes which can be debilitating in intensity
- Mood swings and/or low mood
- Brain fog
- Memory problems
- Difficulty concentrating
- Increased anxiety
- Disrupted sleep patterns
- Fatigue
- Self-esteem issues
- Menstrual periods differing in frequency and flow
This list is not exhaustive, and it is important to note that individual experiences of menopause differ significantly. Some women experience more symptoms than others, but it is estimated that one in four experiences severe effects.
Menopause in the context of law careers
To understand the impact of menopause it is important to look at the social and career context in which it occurs for many women in the legal industry today.
According to figures cited in the FT, the average age of a female law firm partner in England and Wales is 47.5, meaning women in partnership positions are likely to begin experiencing the effects of menopause relatively quickly in coincidence with achieving partnership.
Women with families face related pressures. Women are typically giving birth later in life, with the ONS reporting that the average age of women having their first child was 29 in 2020, up from 26.5 in 2000.
Among women educated to degree level, an FOI request made in 2018 found that the average age for a first birth in 2016 was 32.86.
Consequently, when women with children begin experiencing menopausal symptoms in their mid-to-late forties, they are typically caring for teenage children.
Whether they have children or not, women are often also taking on additional responsibilities for parental care at this stage of their lives.
In general, many women in the legal sector are at the peak of their professional and caring responsibilities when they begin to experience the symptoms of menopause.
What are the impacts of poor menopause awareness and management by workplaces?
The effect on women suffering disruptive menopause symptoms is significant when the workplace is not aware and supportive.
Similar to the experience of other groups with characteristics that can impact working life and wellbeing if not well-managed, women suffering menopause symptoms can feel excluded and find work less accessible.
They may take more sick leave and experience higher levels of stress. Ultimately, as the research referenced earlier showed, they can feel that they have no choice but to leave the profession.
A lack of positive support for menopause can also have a significant impact on the firm.
As well as the direct impact on the person suffering symptoms there can be indirect effects on teams if working patterns and/or management styles are affected without an understanding of why and support to handle any difficulties that arise.
Also, in a profession where experience plays a major role in the delivery of the firm’s services, losing women’s expertise at a point in their career when they have a huge amount to offer is a considerable risk.
By better supporting women through menopause, firms can ensure they retain talent and help women perform to their full capability despite the changes they are experiencing.
What can law firms do?
There are several cultural and practical steps firms can take to support women going through menopause, including:
- Gain support at senior level: ensure senior leadership teams are aware and engaged with the importance of fair and proactive support for employees experiencing menopause.
- Create an open and positive dialogue around menopause: work to address the taboo around the topic by empowering women to talk about the issues they face. Seek feedback and ideas from employees about the support they would like to see for menopause in the firm.
- Educate employees about menopause: offer training that equips all employees to be more aware and confident on the subject. Allyship is as important for menopause as for any other issue that impacts a specific group of employees.
- Implement clear policies and guidance to support employees experiencing menopause: these might include appropriate adjustments to working arrangements such as flexible working; changes to work duties; support to manage physical symptoms e.g. dress code flexibility and access to cooling aids.
Policies and guidance should include clear signposting so employees know to whom they can go for support.
- Consider forming support groups: depending on the size of the firm, it may be appropriate to create a support network for anyone experiencing, or supporting, someone going through menopause.
Keeping the momentum going
Despite recent media publicity which, notably, has been driven by women who have reached senior positions in the entertainment sector such as Davina McCall, there is still a lot to do to ensure that awareness turns into action.
Menopause should be an aspect of the overall workplace wellbeing drive, with a much higher profile than it has had to date. It is notable that the Life in the Law survey, published in 2021, covered everything from burnout and poor sleep to excess alcohol consumption and feelings of depression, but doesn’t make any reference to menopause, which can be contributing factors to any and all of these for women in the workplace.
On a positive note, UK Government’s Menopause All-Party Parliamentary Group recently criticised the level of support available for women, and advised that all women should be offered a check aged 45 to ensure symptoms of menopause are identified in a timely way and appropriate support and treatment is offered.
This proposed change to how the medical profession approaches menopause is one important factor. If this can be bolstered by a more open, supportive and proactive work environment, women can continue pursuing remarkable careers during menopause and beyond.