The importance of taking women into account in the workplace movement

How do you, as an HR professional, support women in the workplace transition? And how do you make this a topic of discussion? In this blog, Claudia Bouwman, income and security consultant at Loyalis, shares her thoughts and 4 valuable tips. Also listen to the podcast episode: But first coffee. Claudia talks about these topics in half an hour. Perfect for a walk (lunch) or in the car!

What does menopause really mean for women?

Claudia: ‘Many people think that menopause is a short phase around the cessation of menstruation, but the truth is much more complex. Menopause can be a period of up to 10 or even 20 years, when women go through various hormonal changes. This process consists of two stages: peri-menopause, when menstruation is still irregular, and post-menopause, when menstruation stops completely. Both levels can cause complaints from hot flashes to mood swings and concentration problems. Up to 80% of women suffer from these menopausal symptoms. As far as I’m concerned, this is a matter on which an employer should draw up a policy.”

Complaints during transition in the workplace: an underestimated problem

Many women do not understand that their complaints such as fatigue, irritability and even burning can be related to menopause. “Research shows that 30-35% of burning complaints in women between the ages of 40 and 65 are related to menopause. This underlines the importance of early intervention to prevent absenteeism. But menopause is often overlooked, even by occupational physicians. This is partly due to ignorance, but also because menopausal complaints are often non-specific, making them difficult to recognize.”

Tips for HR professionals to support women in menopause

How do you deal with this within your organization? Claudia gives 4 valuable tips.

1. Analyze the staff

As HR professionals, you can start analyzing absenteeism among women between the ages of 40 and 65. “Look not only at long-term absence, but also at frequent short-term absence, which is often caused by complaints such as insomnia and fatigue. If you have had several sleepless nights, at some point it will be difficult to keep up with the work. If you have a lot of flexibility in your job, you can compensate for this to some extent. But for a teacher or a nurse, for example, this will inevitably affect your performance.”

2. Include the company doctor

Talk to the company doctor about complaints during menopause. “Make sure the company doctor is aware of the latest insights and training in this area. So that they can recommend other interventions such as hormone therapy instead of, for example, long-term rehabilitation processes. When someone has depression complaints or burnout symptoms, a specialist service provider is often called in to support the worker in their performance. In some cases, simple hormone therapy may provide relief. An extensive intervention or program may not be required, or it may be offered in a lighter form. Many women do not understand that their complaints may be related to menopause. But as an HR consultant you should also consult the doctor. Data analysis can be a tool here, as I mentioned in my previous advice.”

3. Supportive work environment

To best support women during menopause, it is essential that HR professionals share knowledge about menopause with managers. ”Make sure managers are competent enough to be and support the conversation about the move and the job. This can range from practical solutions, such as installing a fan in the office, to changing working hours. The most important thing is that menopausal complaints are taken seriously and solutions are sought together. As an employer, it is important to take menopausal women seriously and support them with practical solutions in the workplace. This can lead to lower absenteeism and improved employability for employees. It is also important for women themselves to exercise and eat healthy to reduce menopause symptoms. Together, employers and employees can create a positive work environment in which women feel supported and safe.”

4. Create an integrated approach

“Develop an integrated approach in which both HR professionals and managers are trained in recognizing menopause complaints. Facilitate open discussions in the workplace where women feel comfortable speaking about their grievances. This can also be done through workshops or lunch meetings where knowledge is shared and women can exchange experiences and suggestions.

A practical example: Success in the healthcare sector

Claudia: “A health care institute in the south of the Netherlands organized group consultations for female employees between the ages of 40 and 65. At lunch meetings, supervised by a doctor, women had the opportunity to discuss their complaints and exchange tips. These meetings had a positive impact on the workplace. After eight months, sickness absence in this group of women appeared to have dropped by as much as 3%. This shows how important it is to make menopause a topic of discussion and offer women the right support.”

Personal tips for women going through menopause

In addition to support in the workplace, it is also important for women themselves to take care of their lifestyle. ” Regular exercise, such as walking for 20 minutes a day and a or Strength training twice a week can help reduce complaints. A healthy and balanced diet with unprocessed foods also plays a role in reducing menopausal symptoms. By adopting these habits, women can strengthen their health and cope better with the challenges of menopause.”

Do you want to know more about movement and work?

Do you want to work on promoting sustainable employment for (female) workers? Take know Stop using Loyalis guides. They are happy to think with you! Looking for even more inspiration? Then read the article too the movement and the work.

But first coffee: The podcast about sustainable earning potential

This blog is based on the program: How do you support women in menopause in the workplace? from our podcast: But first coffee. During the program, Anne Dolman, communications consultant at Loyalis, talks to Claudia Bouwman. In half an hour they will talk about this topic with various suggestions and valuable insights for HR professionals.

Meet Claudia:
Claudia Bowman is an income and security consultant at Loyalis. She supports organizations in the East Holland region with related issues sustainable employability in stimulus policy. Claudia has extensive experience in advising employers on this effects of menopause on women in reunification. In her work she emphasizes the ‘demedicalisation’ of sick leave, focusing on what employees can do, rather than focusing on their limitations. “The transition is a new area for me,” says Claudia. “After years of helping employers improve employee success, I’m only now seeing the impact of the women’s movement in the workplace. My mission is to bring this topic up for discussion and help HR professionals better support women at this stage in their lives.”