As more workplaces consider providing menstrual-related support to team members, few consider menopause in their policies, programs, or processes. Unfortunately, menopause is often left out of the conversation, excluding many team members and reinforcing age-related stigma in the workplace. The push to design more equitable workplaces must include support for people who experience menstruation to menopause and beyond.
According to the National Institute on Aging, menopause is “the ceasing of menstruation” and typically happens between the ages of 45 and 50. The menopausal transition can last seven or more years.
People experience menopause for various reasons. Sometimes, it happens as a natural part of aging. Others may experience early menopause due to a genetic predisposition or surgeries, such as a hysterectomy.
Irrespective of the reason behind menopause, the result is the loss of estrogen.
People may experience symptoms such as hot flashes, night sweats, insomnia, headaches, mood changes, anxiety, depression, and short-term memory loss during their menopausal transition.
While some people are impacted daily and have a negative experience, others may have fewer symptoms and feel happy and relieved to be in this next stage of life; everyone’s journey is unique!
Women are no strangers to the cross of ageism and sexism in the workplace today. Indeed, the shame of aging is highly gendered.
For those new to ageism, ageism is prejudice against someone due to their chronological age, just as sexism is prejudice against someone based on their gender. Some call ageism “the last socially sanctioned prejudice.”
We may unintentionally promote anti-aging sentiments and not even realize it! For example, we do this when we describe momentary lapses as “having a senior moment,” compliment people on how young and vibrant they are (“Doesn’t she look amazing for her age?”), make generalizing statements about “Boomers,” and give team members ageist birthday cards. These practices result in the othering and marginalization of people of advanced age. We internalize that people of advanced age are less intelligent, skilled, or capable, specifically as “productive” or valuable members of a capitalist society.
Organizations may unjustly let go ageing team members due to their perceived lack of knowledge or skills. Team leaders may leave them out of projects, ignore them in meetings, and dismiss their ideas. This can be even harder ageing team members who experience other forms of marginalization, too.
Since we often associate menopause with aging, we may project our stigma against ageing onto team members experiencing menopause (if team members decide to be open about their menopause journey). Many team members experiencing menopause are hesitant to reveal their symptoms, fearing being labelled “hysterical,” “incompetent,” or a “nuisance.”
It is on all of us to create a more compassionate society that supports everyone’s well-being and takes pride in developing cross-generational communities.
Begin anti-ageism efforts by reflecting on your own ageism or internalized ageism. For example, think of the people you spend time with; what is the most significant age gap between you and them? Is there something you recently thought you were too young or too old to do? Why? Beyond potential physical limitations, what other ideas might be supporting this belief, and how can you challenge them? Next, critically reflect on ageist stereotypes; when you think of someone of advanced age at your workplace or in your community, what stereotypes come up? Reflect on where they came from and how they might harm that person. How might these stereotypes intersect with gender or race?
Do not let internalized ageism make you feel like you don’t deserve help or should be ashamed for needing it. Do not let internalized ageism make you feel like you have nothing to offer. Indeed, team members of advanced age are a vital part of the team and have much to offer younger, more “green” team members and the organization they work for.
“In a world where women are viewed as depreciating assets, ageism is a critical part of the conversation.” - Dr. Sarah Saska
The menopausal transition is a time in a person’s life often full of other changes. For example, people experiencing menopause may also support their children as they move into adulthood, care for aging family members, or take on new work responsibilities. So it’s a lot to manage.
Team leaders must recognize this and provide support and accommodations like any other workplace health issue. And we think they’re on the right track. We have noticed a shift in how organizations discuss the common bodily experience of menstruation. In fact, some are providing menstruation-related perks. This is awesome!
We consider the recent conversation about menstruation at work an excellent entry point to discuss menopause and consider a vast array of experiences often sidelined.
When establishing policies, programs, and processes to support people experiencing menopause, consider the following:
These things are not always to bring up. But sometimes it’s necessary to advocate for yourself when your needs aren’t being met. Most likely, your manager will want you to be happy and thriving. Here are some things to consider when talking to your manager about menopause:
If you found this blog interesting, you may also be interested in our capacity-building session, “Dismantling Ageism in the Workplace.” Check out the description below and connect with us at email@example.com to learn more and get it in the books!
This capacity-building session explores the prevalence of ageism in the workplace and ways to identify and dismantle it. We use an intersectional lens to analyze people’s experiences of ageism in the workplace, including relating to menopause, and tools to challenge various stereotypes and forms of prejudice and exclusion. From there, participants practice evaluating workplace policies, programs, and procedures and (re)design them to be inclusive of all ages. Participants will leave with new skills to support their team across generations in the workplace through awareness, new behaviours, and tools.
Multi-generational workplaces are an asset that must be protected through support and understanding. We are so excited to witness more organizations consider the array of human experiences from menstruation through menopause and beyond when developing policies, processes, and programs. Undoubtedly, a human-first, intersectional approach is key to developing a healthy, happy workplace where people of all ages, races, genders, sexualities, and abilities feel valued.