#BTColumn – Dear HR …. Going through menopause and it is affecting my work

Disclaimer: The views and opinions expressed by the author(s) do not represent the official position of Barbados TODAY.

by Carol-Ann Jordan and Jacqueline Belgrave

I am an employee now going through menopause.

Do you think my employer should take this into account when reviewing my performance? Are there any workplace policies which take this into account?

This is indeed an interesting issue that you have raised, especially for women between the ages of 45 and 55, as this is the age range within which a woman’s body changes.

This period of change is treated as almost invisible issue, especially in our region, as it is often regarded as a medical or personal matter for women.

However, since there continues to be increasing emphasis on individual productivity and since it represents the range in which women are most likely to move into managerial and leadership positions, special consideration and due attention must be given to the issue.

Annual data for 2021 from the Barbados Statistical Service’s website indicates that 49 per cent of those active in the Barbadian labour force (55,800 workers) are women, and 49 per cent of these women are over 45 years of age.

38 per cent of women in the local labour force are categorised as Legislators, Senior Officers, Professionals, Technicians and Associate Professionals.   

Recognising this then, supporting women through this phase of their working lives, and how to do so effectively, is an issue which needs to be examined and for which workplaces must plan.

What is menopause?

Menopause is a natural part of a woman’s aging process where levels of the hormone oestrogen start to decline. It is a process that takes place over a few years and the symptoms can manifest both physically and psychologically. Menopause is one of the many health issues that can contribute to stress and burnout.

Recently, a woman described herself as going “from a corporate boss to an anxious jabbering wreck”.

Women are affected differently and, for some, the symptoms can be severely debilitating.

Women can experience fatigue, joint pain and hot flushes. They may also experience higher levels of anxiety, feelings of stress and irritability, greater levels of forgetfulness, or (and) an inability to focus as they once could. The symptoms of menopause can affect a woman’s comfort, confidence, attendance and performance in the workplace.

It is because menopause can impact all employees both directly and indirectly, that it should be considered an organisational issue.

Shouldn’t my employer take this into account when reviewing my performance?

We certainly believe that an employer should take this into account when reviewing an employee’s performance.

We all know however, that in this region, there are many matters that are not discussed openly and menopause is one of those issues.

We accept that, during this phase, the individual herself may not be able to fully explain all she is feeling emotionally or experiencing physically since the symptoms are so varied.

We say this to note that, unless the employee shares information, the employer is unlikely to consider it an explanation in instances where changes in employee attendance, behaviour or performance are observed.

It is therefore highly unlikely that local workplaces have put policies in place to accommodate the challenges women are likely to face in this stage of their lives.

We hope that by raising the issue in here and in this way, there is greater awareness of the issue and its possible impact on the success of a business’ operations.

What can employers and colleagues do to help?

Menopause is a health and wellbeing concern for staff and needs to be handled sensitively. Accommodations can be made whichcan assist in making this natural process less stressful.

In 2021 the Minister of Labour launched the National Workplace Wellness Policy and urged employers to adopt it.

This policy initiative can provide a framework within which employers support their employees who are going through this process and who may be unwilling or unable to share it because of our socialisation and cultural emphasis on personal privacy.

Employers can demonstrate a level of understanding and provide a support for women by creating a positive and more flexible environment.

Small changes, which no doubt will be temporary, done in collaboration with the employee, can really make a big difference and can help that employee’s self-confidence, reduce formal absence from work, and reduce conditions such as stress, anxiety and depression.

This collaborative approach can also minimise the loss of valuable human resources who, in their attempts to cope, may see leaving their jobs the only available option. Employers can consider temporary accommodation strategies such as flexible work schedules and work-from-home options.

In-house sensitisation and awareness training can also be valuable, particularly to line managers and supervisors who have responsibilities for the health and wellbeing of their teams.

Through active leadership support in addressing menopausal transition as a specific, work-related concern, an organisation can realize benefits in productivity, their work culture, and ultimately in reduce the potentially negative impact on the bottom line.

Employed by Broad Age Group and Sex, Annual 2021 – Barbados Statistical Service (stats.gov.bb)

Employment by Occupation and Sex Annual 2021 – Barbados Statistical Service (stats.gov.bb)

About Lifeline Labour Solutions: Lifeline Labour Solutions is a boutique partnership providing people management solutions to workplace challenges Partners Carol-Ann Jordan and Jacqueline Belgrave are established practitioners with a wealth of knowledge and experience in Employment Relations, Labour Relations and Human Resource Management between them. Email: info@ lifelinelabour.com; Tel: 1(246)247-5213