A new study of women across the hospitality, travel and leisure industry has revealed that 69% of employers are “not menopause savvy”. Furthermore, 59% of women feel that companies don’t provide adequate menopause support.
The white paper, released by Women in Hospitality, Travel & Leisure (WiHTL) and Women of a Certain Stage, also found that 52% of women don’t feel comfortable about openly discussing their symptoms with their line manager. A further 54% don’t seek support from any other source, such as a colleague or HR. “These are alarmingly high figures,” notes the study.
The findings back up the latest Ipsos Mori survey, which found that staff want employers to “up their game” and offer better support to women going through the menopause.
MISUNDERSTOOD SYMPTOMS
What’s worse, however, is that companies are at risk of losing invaluable female talent because menopause symptoms are often misunderstood. Menopause can affect many things including mood, sleep, concentration and confidence. Employers, however, often misinterpret these symptoms as performance- or attendance-related issues. This, often results in negative consequences, such as women being overlooked for promotion, or being put on a performance plan. In fact, WiHTL findings reveal that 30% of women have considered leaving their job, and over 25% have avoided a promotion or taken a demotion.
Although the financial impact of menopause is hard to predict, current estimates suggest that around 14 million working days are lost annually because of it. That said, around 71.2% of women in the study felt that their symptoms may have impacted their performance. However, a lack of support means women are reluctant to speak up about their menopause experience and workplace needs, confirmed WiHTL.
TABOO TOPIC
Although all women will experience the menopause during their career, with 25% potentially suffering severe or life-changing symptoms, the impact it can have on an organisation, as well as a woman’s career, remains taboo. It’s either “shrouded in silence or perhaps worse – something to be made fun of”, notes the study.
However, practical solutions and an open, well-informed inclusive culture, can increase attendance and performance. As a result, companies will note improvements in employee engagement and attraction/retention rates of female talent, confirms the study.
The research aims to increase awareness and bring about meaningful change. “The resulting white paper provides insights into real-life experiences, thought leadership, best practice and guidance, and ultimately practical solutions to minimise the impact of menopause on a woman’s wellbeing and career progression,” stated Tea Colaianni, Founder & Chair of WiHTL.
HOW EMPLOYERS CAN HELP
So what can employers do to better understand the menopause and its impact on the workforce? First, it’s vital to find out what proportion of the workforce is made up of women aged 40-58, notes Lauren Chiren, Director of Women of a Certain Stage. Then you need to gain executive buy-in by making the business case and highlight the potential legal repercussions of not managing menopause in the workplace. She also recommends that employers develop a bespoke strategy and action plan. This will include reviewing existing policies, introducing a menopause policy (if there isn’t one already), and developing a communication and training plan.
“The importance of creating an inclusive environment that considers wellbeing, good ventilation, quiet spaces and opportunities for supported discussion and engagement is key,” explains Chiren. For further insights and guidance, and practice case studies from companies such as Virgin Atlantic and PwC, download the white paper here.
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