{"id":14854,"date":"2022-03-08T11:21:50","date_gmt":"2022-03-08T11:21:50","guid":{"rendered":"https:\/\/blogs.kent.ac.uk\/kbs-news-events\/?p=14854"},"modified":"2022-03-16T11:27:54","modified_gmt":"2022-03-16T11:27:54","slug":"dr-samantha-evans-why-we-must-break-the-bias-surrounding-menopause-at-work","status":"publish","type":"post","link":"https:\/\/blogs.kent.ac.uk\/kbs-news-events\/2022\/03\/dr-samantha-evans-why-we-must-break-the-bias-surrounding-menopause-at-work\/","title":{"rendered":"Dr Samantha Evans: ‘Why we Must Break the Bias of Menopause at Work’"},"content":{"rendered":"
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In line with International Women\u2019s Day and its theme of \u2018breaking the bias\u2019,\u00a0Dr Samantha Evans<\/a>, lecturer in Human Resource Management (HRM) at\u00a0Kent Business School<\/a>, discusses the taboo of menopause in the workplace and what more can be done to support women. She said:<\/strong><\/p>\n

\u2018Despite the menopause being a natural part of ageing for women between 45 and 55 years of age, there is still much to be done to support menopausal women in the workplace \u2013 arguably one of the last taboos of gender inequality in the workplace.<\/p>\n

\u2018But why is this of importance for employers? Studies have shown that three out of four women experience menopausal symptoms, which can have a significant impact on\u00a0attendance and performance in the workplace.<\/a> For example, The Chartered Institute of Personal & Development found that three out of five (59%) working women between the ages of 45 and 55 who are experiencing menopause symptoms reported that it had a negative impact on them at work. This is significant with menopausal women being the fastest-growing demographic in the workforce and nearly 80% of menopausal women being in work. Moreover, the menopause is not just a gender or age issue, as it can impact colleagues both directly or indirectly, and should therefore be considered as an organisational issue.<\/p>\n

\u2018By supporting women through menopause, organisations can benefit from increased engagement and loyalty, as well as lower sickness absence and employee turnover. With increased recognition that employee well-being is critical to improving employee engagement and performance, employers can only benefit if they support their employees through all stages of their working lives, including the menopause. It will also help remove barriers to progression for women, thus improving an organisation\u2019s talent pipeline and helping to close the gender pay gap.<\/p>\n

\u2018In today\u2019s \u2018talent war\u2019 alongside growing concerns about the \u2018great resignation\u2019, organisations need to look after all their employees to attract and retain the talent they need to run their businesses. Fostering an age and gender inclusive workplace will help maximise the valuable skills and talent that men and women of all ages have to offer. What\u2019s more, employers have a legal duty to ensure working conditions don\u2019t exacerbate someone\u2019s symptoms and to protect employees from discrimination, as successful\u00a0employment tribunals<\/a>\u00a0brought against employers by menopausal women have shown.<\/p>\n

\u2018So, what can employers actually do? Raising awareness and providing information for all staff about the menopause is a good starting point. Conducting a review of existing policies and ensuring staff understand any legal implications, such as identifying reasonable adjustments. Enabling and supporting line managers to support their teams is critical as they are primarily responsible for the health and wellbeing of their team at work. Essentially, creating a culture where everyone can talk openly about health issues, such as the menopause, will go a long way to \u2018breaking the bias\u2019 and addressing gender inequality in the workplace.\u2019<\/p>\n

Dr <\/a>Samantha Evans i<\/a>s a lecturer in\u00a0Human Resource Management<\/a> and the Athena SWAN<\/a> Lead at Kent Business School.\u00a0Samantha\u2019s current research interests are focused on social class inequalities and employee well-being, examining the impact of social class on individual experiences of work, work-life balance, equality and well-being.<\/strong><\/p>\n<\/div>\n<\/div>\n