A significant majority believe workplace discrimination increases for women undergoing menopause, affecting their daily work life.
- More than two-thirds of UK residents recognize the discrimination issue menopausal women face at work.
- Physical and emotional symptoms of menopause impact women’s work capacity.
- The UK Equality Act may classify severe menopausal symptoms as a disability.
- There is a call for increased employer awareness and proactive measures to address these challenges.
A recent survey indicates that over two-thirds of individuals in the UK acknowledge the discrimination faced by women experiencing menopause in their workplaces. The impact of menopause is not only physical but also affects mental health, thereby complicating everyday tasks.
The Faculty of Occupational Medicine reports that nearly 80% of menopausal individuals are employed, which emphasizes the prevalence of this issue in workplaces. The constant symptoms can severely impede a woman’s ability to execute daily activities, which raises concerns under the Equality Act 2010. This act shields employees from discrimination based on various characteristics, including sex and disability. Notably, the Equality and Human Rights Commission has issued new guidance suggesting that intense menopausal symptoms might qualify as a disability.
In efforts to further comprehend societal attitudes, a survey conducted by Forth involving more than 2,000 participants revealed that a mere 13.8% refute the existence of workplace discrimination against menopausal women, while a striking 69% affirm it. Gender-specific responses highlighted that 74% of women versus 64% of men agree with this sentiment, although 17.7% of men perceive no discrimination.
Although younger demographics, particularly those aged 16-24, are less likely to be familiar with menopause, nearly half still recognize workplace bias against menopausal women. This awareness may stem from exposure to social media or familial experiences, such as observing their mothers navigate menopause.
A significant discrimination form identified is the bypassing of menopausal women for promotions. Additionally, there is a pressing need to treat menopausal symptoms with more gravity by management and colleagues. Employers are urged to proactively support employees contending with menopause to prevent potential discrimination claims.
Dr. Beverley Taylor, a menopause expert at Forth, acknowledged the situation: ‘Sadly, this is fairly typical of where we are with menopause in the workplace. We have seen some positive steps to reduce bias through awareness training and specific support initiatives. Yet, much remains to address the bias and facilitate thriving in the workplace.
Employment tribunal cases brought to light the depth of the issue, as exemplified by the cases of Maria Rooney and Karen Farquharson. These cases highlight the ongoing challenges and the necessity for continued improvement to support menopausal women in the workforce.” According to Sarah Bolt, CEO of Forth: ‘While the heightened awareness of menopause discrimination is a positive aspect, the reality that women at this stage of life continue to experience such bias means we have much more work to do as a society.’
Increasing awareness and understanding of menopause-related workplace discrimination is essential for fostering an equitable work environment.
