I always have multiple blog post drafts/topics I’m kicking around and working on. I really want to finish one on why work is NOT the solution to the loneliness epidemic. This week, an article on BBC caught my attention: “Without support, many menopausal workers are quitting their jobs.”

When I talk and write about workplace well-being, I share how important it is that staff have control over their workspace, including temperature and privacy. Having walls, a door, and the ability to have a fan or space heater is essential for many reasons, including hormonal fluctuations (which people have for various reasons, not just menopause). Honestly, cubicles and open office plans are the worst thing ever invented for staff’s physical and mental wellbeing. But back to menopause and work. 

The numbers shared in this BBC article are alarming.

• 23% percent considered resigning due to the impact of the menopause 
• 14% said they are planning to hand in their notice.
• Sick days, unpaid leave, and missed opportunities due to menopause cost $1.8 billion per year in the US alone.
• 8 out of 10 women go through the menopause while they’re still working
• 3/4 of people will experience at least one effect during this time. Night sweats, fatigue, headaches, joint pain, and anxiety are among the 34 medically recognized symptoms. 
• For 25% of people, these symptoms will be debilitating, significantly impacting their day-to-day lives, including work. 

Menopause is still a taboo topic outside of work. We don’t talk about female reproductive organs or menstruation with the same cavalier attitude as men’s. Many women don’t know about perimenopause, which can start in their 30’s and, in some cases, 20s. The medical profession still defines menopause by menstruation cycles, which many people who go through menopause don’t experience for one reason or another. 

At work, women have so many struggles to overcome, including the wage gap, gender bias, sexual harassment, lack of women role models, and just to name a few. They may be hesitant to bring up issues related to menopause. After all, the workplace is not supportive of childbirth, post-childbirth physical or emotional issues, or childrearing; why would it be supportive of menopausal issues? And, of course, there is the real risk that disclosing menopause symptoms could increase age and gender-related discrimination at work. 

Librarianship, a profession predominantly filled by women, has a disproportionate number of men in leadership roles. Lack of menopause support could be one reason for this. The challenges associated with menopause, such as the need for flexible work arrangements and the stigma and stereotypes associated with menopause, may affect women’s career paths or opportunities for advancement within the field. Many of the policy and practice changes we can make to support those going through menopause also benefit and improve the well-being of all staff.  

Why should libraries support people going through menopause?

Supporting employees going through menopause is important for those experiencing it and for everyone’s well-being. It reflects a commitment to employee well-being and a strategic approach to workforce management. Here are a few reasons why library support for menopausal employees is important:

• Promotion of Health and Well-being: Menopause can bring about a range of physical and psychological symptoms, including hot flashes, sleep disturbances, mood swings, and concentration problems. By acknowledging and supporting employees experiencing these symptoms, workplaces can help reduce their impact and promote a healthier, more supportive environment for all employees. Menopause can heighten the risk of developing conditions like osteoporosis and cardiovascular disease. Libraries can help employees navigate these health challenges by providing relevant support and information resources.
• Retention of Experienced Staff: Supporting employees through menopause is an important strategy for retaining valuable staff and respecting their contribution to the library. It reduces turnover and the costs of recruiting and training new personnel.
• Enhanced Productivity: Menopause symptoms can affect an employee’s performance. By providing support, such as flexible working hours, temperature control in the workplace, and access to health information and services, libraries can help minimize these impacts, maintaining or even enhancing productivity.
• Equality and Inclusion: Supporting menopausal employees aligns with broader initiatives aimed at equality and inclusion. It sends a positive message that the workplace values all employees regardless of gender or age, fostering a culture of inclusivity and respect. You may want to consider adding menopause to your DEIA work. 
• Elevated Workplace Morale Fostering a supportive workplace culture that genuinely values the well-being of every employee enhances morale and cultivates a more positive and welcoming work environment for all. This approach can increase job satisfaction and a more cohesive team.
• Legal and Ethical Responsibility In some regions, failing to support menopausal employees could be seen as discrimination based on gender or age. Supporting employees can help organizations comply with employment laws and uphold ethical standards.
• Improved Workplace Culture: A supportive approach to menopause can improve the overall workplace culture. It creates an environment where employees feel valued and understood, boosting morale and enhancing job satisfaction.
• Awareness and Education: Providing support for menopausal employees also raises awareness and educates the workforce about menopause, breaking down stigmas and misconceptions associated with this natural stage of life. This can lead to more empathetic interactions and a more cohesive team environment.
• Enhanced Employee Retention and Engagement – The absence of adequate support and resources can lead to the loss of experienced and skilled employees. Investing in a more inclusive and supportive environment enhances employee retention, as people are more likely to remain with a library that prioritizes their well-being. Policies and practices such as workplace flexibility and empathetic management help reduce turnover.
• Boosted Productivity – Supporting employees by offering flexible work schedules or allowing time off for medical appointments enables staff to manage menopause symptoms better and sustain their productivity. Such accommodations ensure that employees can contribute effectively without undue stress or discomfort.

Overall, supporting employees through menopause benefits those directly affected and enhances the workplace, fostering a more inclusive, productive, and healthy work environment.

So, how can libraries support people going through perimenopause and menopause?

Libraries can adopt strategies to support employees experiencing menopause, enhancing their well-being and workplace productivity. Remember, with all well-being, the goal is to support and empower staff to make the choices that best improve their health. Here are some practical approaches:

• Education, Awareness, and Conversations – Provide informational resources to educate management and staff about menopause. Understanding the symptoms and impacts can foster empathy and support within the workplace. Provide education to reduce the stigma associated with menopause, such as posting information on internal staff sites and training all employees, regardless of gender, helping staff understand that symptoms can begin as early as a woman’s 30s and that even minor accommodations can make a significant difference for those experiencing menopause. 
• Policy Adjustments – Develop and implement clear policies that address the needs of menopausal employees. This could include flexible working policies, room temperature control options, permission to use fans and space heaters, and access to private spaces to process emotions or physical symptoms privately.
• Flexible Working Arrangements—Allow flexible hours or remote work options for those experiencing severe symptoms. Flexibility can help manage symptoms more effectively. (Everyone should be allowed these options if they cannot physically do their work remotely.) For those unable to work from home, ensure access to frequent breaks and rest areas to accommodate physical needs.
• Health and Wellness Programs – Offer programs focusing on overall health and well-being, which are particularly beneficial for menopausal symptoms. Do not focus on weight loss, which is deeply problematic. 
• Modify the Workplace Environment – Ensure the work environment is supportive and inclusive. This could involve adjusting the office temperature, providing fans, or ensuring access to cold drinking water and flexible dress codes with breathable fabrics. Create spaces that can be personalized for comfort, like seating near windows that open or quieter, cooler areas. 
• Tailored Support and Accommodations – Recognize that symptoms vary widely among individuals. Personalized support plans can help address specific needs and show that the library values individual employee health.
• Access to Medical Support: Facilitate access to medical consultations or counseling services through employee health benefits. Review and adapt health benefits to cover treatments relevant to menopause, such as hormone replacement therapy, bone density tests, and cardiac health screenings. Allow flexibility for medical appointments during work hours and consider offering specific paid leave for menopause-related symptoms, separate from other types of leave. Or create larger pools of leave for everyone to support mental health and well-being days. 
• Open Communication Channels: Create a culture where employees feel comfortable discussing their health needs without fear of stigma or discrimination. Regular check-ins by managers or HR can help understand and address any concerns related to menopause. Grant permission to discuss menopause openly.
• Management Training -Train managers to handle health-related discussions sensitively and accommodate employees discreetly and respectfully. Educate senior leaders and managers on the symptoms of menopause and how they might affect daily work tasks. Training for managers focused on the health and well-being of employees, including their physical, mental, and emotional states. 
• Establish a Formal Menopause Policy – Create a library-wide menopause policy to increase awareness, instruct managers on necessary accommodations, and ensure all employees feel comfortable addressing their menopause-related concerns. Implement policies that protect privacy, allowing women to seek support without disclosing sensitive personal information.
• Reassess Hiring Practices – Address and eliminate any biases in hiring practices that may disadvantage older women who are potential candidates for employment. Actively work to create an inclusive hiring strategy that values experience and diversity.

Implementing these strategies can help create a more inclusive workplace where all employees, including those experiencing menopause, feel supported and valued. This not only helps in retaining skilled staff but also promotes a healthier, more productive work environment. As I read back through this list, I can see many ways these policies can improve the workplace for everyone, including people with disabilities and neurodiversity. 

Providing support for employees going through menopause is more than a gesture of goodwill; it is essential for fostering a thriving, inclusive workplace. By implementing supportive policies and practices, organizations can address a critical gap in workplace health and wellness, benefiting not only those experiencing menopause but the entire workforce. Embracing such initiatives helps retain valuable staff, enhances productivity, and reinforces a library’s commitment to diversity, equity, and inclusion. Creating a supportive environment for menopausal employees demonstrates a forward-thinking approach to employee well-being. 

References and Recommended Readings

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Berry, E. (2022, February 17). Why is menopause still a taboo subject? UNSW Sites. https://www.unsw.edu.au/newsroom/news/2022/02/why-is-menopause-still-a-taboo-subject-

Brown, S. (2024, April 17). 3 ways to combat gender bias in the workplace | MIT Sloan. MIT Management Sloan School. https://mitsloan.mit.edu/ideas-made-to-matter/3-ways-to-combat-gender-bias-workplace

Contributors, W. E. (n.d.). What Is Perimenopause? WebMD. Retrieved April 19, 2024, from https://www.webmd.com/menopause/guide-perimenopause

Diehl, A., Stephenson, A. L., & Dzubinski, L. M. (2022, March 2). Research: How Bias Against Women Persists in Female-Dominated Workplaces. Harvard Business Review. https://hbr.org/2022/03/research-how-bias-against-women-persists-in-female-dominated-workplaces

girls inc. (2023, February 15). 5 Things to Know about Menstrual Equity and Period Poverty. Girls Inc. https://www.girlsinc.org/5-things-to-know-about-menstrual-equity-and-period-poverty

Gould, E. (2024, March 8). Gender wage gap persists in 2023: Women are paid roughly 22% less than men on average. Economic Policy Institute. https://www.epi.org/blog/gender-wage-gap-persists-in-2023-women-are-paid-roughly-22-less-than-men-on-average/

Grose, J. (2021, April 29). Why Is Perimenopause Still Such a Mystery? The New York Times. https://www.nytimes.com/2021/04/29/well/perimenopause-women.html

Gupta, A. H. (2023, April 28). Study Shows the Staggering Cost of Menopause for Women in the Work Force. The New York Times. https://www.nytimes.com/2023/04/28/well/live/menopause-symptoms-work-women.html

Howard, H. A., Habashi, M. H., & Reed, J. B. (2020). The Gender Wage Gap in Research Libraries | Howard | College & Research Libraries. https://doi.org/10.5860/crl.81.4.662

Kelsey Butler. (2023, April 26). How Does Menopause Affect Women in the Workplace? TIME. https://time.com/6274622/menopause-us-economy-women-work/

Kollewe, J. (2023, May 11). Almost two-thirds of young women have been sexually harassed at work, says TUC. The Guardian. https://www.theguardian.com/world/2023/may/12/almost-two-thirds-of-young-women-have-been-sexually-harassed-at-work-says-tuc

Kramer, A. (2022, February 24). Bias Holds Women Back. Forbes. https://www.forbes.com/sites/andiekramer/2022/02/24/bias-holds-women-back/

Lawton, S. (2018, March 6). Reflections on Gender Oppression and Libraries—Public Libraries Online. Public Libraries Online – A Publication of the Public Library Association. https://publiclibrariesonline.org/2018/03/reflections-on-gender-oppression-and-libraries/

Matt Gonzales. (n.d.). Menopause: What Employers Need to Know. Retrieved April 19, 2024, from https://www.shrm.org/topics-tools/news/inclusion-equity-diversity/menopause-employers-need-to-know

Mikhail, A. (2023, September 21). Menopausal women say they are unsupported at work. Here’s how employers can step up. Fortune Well. https://fortune.com/well/2023/09/21/menopause-workplace-ageism-flexible-policies/

Nordell, J., & Serkez, Y. (2021, October 14). Opinion | This Is How Everyday Sexism Could Stop You From Getting That Promotion. The New York Times. https://www.nytimes.com/interactive/2021/10/14/opinion/gender-bias.html

orcanist.gay (real web site) [@Orcanist]. (2021, September 16). “We’re returning to the office because our culture is so important” The culture: Https://t.co/sUyRAaeqUQ [Tweet]. Twitter. https://twitter.com/Orcanist/status/1438553008107892746

Patterson, J. (2020, February 24). It’s Time to Start Talking About Menopause at Work. Harvard Business Review. https://hbr.org/2020/02/its-time-to-start-talking-about-menopause-at-work

Rutledge, L. B. (2020). Leveling Up: Women Academic Librarians’ Career Progression in Management Positions | Rutledge | College & Research Libraries. https://doi.org/10.5860/crl.81.7.1143

Semeshkina, M. S. (2023, March 13). Council Post: Five Reasons Why We Don’t See More Women In Leadership Roles. Forbes. https://www.forbes.com/sites/forbesbusinesscouncil/2023/03/13/five-reasons-why-we-dont-see-more-women-in-leadership-roles/

Semuels, A. (2023, June 29). Now’s The Time to Bring Up Menopause At Work. TIME. https://time.com/6290706/menopause-care-work-us-companies/

Tatum, M. (2024, April 9). Without support, many menopausal workers are quitting their jobs. BBC. https://www.bbc.com/worklife/article/20240408-menopause-women-job-quits