World Menopause Day, celebrated every year on October 18, is dedicated to raising awareness, providing support, and challenging the stigma surrounding menopause. Here we explore the significance of World Menopause Day 2023 and how employers and organisations can offer support to women experiencing menopause symptoms.
WHY WORLD MENOPAUSE DAY MATTERS
World Menopause Day is more than just a date on the calendar; it’s a platform for acknowledging and addressing the physical, emotional, and psychological challenges that menopause brings. Recognising its importance empowers employers to provide meaningful support to their employees.
For managers and leaders in the workplace, it’s crucial to extend support to employees undergoing menopause or perimenopause. In fact, many experts believe that employers may already have more menopause support options at their disposal than they realise.
GRiD’s spokesperson Katharine Moxham emphasises the potential within existing employee benefits: “If employers do a deep dive into their existing employee benefits, they may well find that they can create a suite of support for their employees affected by menopause within the benefits they already offer. Not only does this mean they won’t incur any additional costs, but by promoting the support they already have in place, they are likely to see engagement and utilization improve too.”
MENOPAUSE SUPPORT
It is not uncommon for employers to overlook the valuable resources embedded within their employee benefits packages, which offer a cost-effective way to address the specific needs associated with menopause.
Employee benefits often encompass group risk benefits, including employer-sponsored life assurance, income protection, and critical illness coverage. These benefits increasingly grant access to virtual general practitioners, allowing direct consultations for individuals seeking menopause-related support. Additionally, many employee benefits include Employee Assistance Programmes (EAPs) that offer support for anxiety as a standard feature.
In some instances, group risk providers expand their support by offering applications and online platforms that address various wellness issues, such as musculoskeletal problems, nutrition, and sleep disturbances. Specialised menopause support may also be integrated into these offerings. These benefits often provide access to fitness applications and offer discounts for gyms and online workouts, promoting regular exercise as a means to alleviate menopausal symptoms, including anxiety, sleep disturbances, and bone health issues.
CARDIOVASCULAR DISEASE & MENOPAUSE
It’s essential to acknowledge the significant impact of hormonal decline during menopause on heart health, aligning with the 2023 World Menopause Day theme, which focuses on cardiovascular disease. Many employee benefits also offer support from third-party medical professionals with expertise in conditions like high blood pressure, heart disease, and diabetes.
It’s crucial for employers to ensure clear communication of the menopause support available within their organisation. An organic approach to providing menopause support may require additional communication efforts to help employees understand what support is available and how to access it.
BROADENING EDUCATION & SUPPORT
Debra Clark, Head of Wellbeing at Towergate Health & Protection, suggests expanding the scope of education efforts. “While menopause is now being discussed more openly in the workplace, more could be done to introduce specific support. The education route – making employees aware of the symptoms and issues associated with menopause – can be a good starting point. It is important however, for employers to also consider including younger women and men, who may not be directly affected by menopause, in any communication or educational sessions so that they have a greater understanding and can be more supportive of colleagues.”
Forward-thinking companies are not just educating but also proactively supporting their staff. “The guidance and options for menopause support are expanding, with available assistance through health and protection programmes, mental health support services, and employee assistance programs addressing the psychological and emotional aspects linked to menopause. Signposting to specialist support and navigating the NHS are crucial elements of this support,” added Clark.
GROWING MENOPAUSE AWARENESS
Christine Husbands, Commercial Director of RedArc, highlights the growing awareness of menopause: “Menopause awareness is certainly higher than it’s ever been, which can only be a good thing for women, many of whom had previously suffered their symptoms in silence or embarrassment.” However, the surge in interest has also led to misinformation and myths circulating online and among self-proclaimed ‘experts.’ RedArc offers a nurse-led health and well-being support service, which has witnessed increased requests for menopause support. “Increasingly women are turning to our experienced nurse team to cut through the noise and find coherent answers to their questions. Women need to know that the support they are accessing is clinically correct and tailored to their needs,” added Husbands
In conclusion, as discussions about menopause become more prevalent in the workplace, more can be done to introduce specific support for individuals experiencing this significant life transition. Proactive and informed employers, in collaboration with various support services, can significantly enhance the wellbeing and productivity of employees going through menopause.
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