Almost two-fifths (38 percent) of female employees have requested a defined menopausal policy when starting a new job, but only 23 percent of hiring managers report offering it, prompting calls for a menopause policy rethink.
The findings were revealed in a survey of more than 1,000 employees and 250 hiring managers conducted by talent acquisition firm Talos360.
The survey, designed to identify top workplace motivators, found a disconnect between employee preferences and company policies regarding menopause support. The provider said that closing this gap was crucial to create a more inclusive and supportive workplace.
Employees told the survey that the most important menopause support at work was flexible working hours, being able to take breaks when needed and remote working.
However, the data shows that such adjustments are still overlooked in many workplaces.
Research from KPMG found that up to 66 percent of working adults who are perimenopausal, menopausal or postmenopausal feel that menopause is still a taboo subject. And 43 percent of this group believe that menopause has either created or could create obstacles in the workplace.
Menopause support priorities
Among all the employees surveyed, 53 percent expressed support for flexible working hours. This figure rose to 57 percent among female employees. Yet only 28 percent of hiring managers said they offered this kind of support, indicating a gap between employee preferences and company policies.
More than two-fifths of employees (44 percent) favoured being able to take breaks when needed, with female workers showing slightly higher support with 49 percent in favour. But only 36 percent of hiring managers said they offer this.
Post pandemic, remote working has become increasingly popular. So it was no surprise that 44 percent of employees would like to see more of this on offer at work.
Female employees were also in favour of more access to remote working with 48 percent. Researchers suggested that the proportion of women in favour of this support was not higher because women potentially have to deal with more distractions at home tied to childcare and housework. And despite broad employee support for remote working, only 32 percent of hiring managers said they offer it as a form of menopause support.
Defined menopause support
Researchers said that a defined menopause support policy can provide clarity and assurance to employees navigating this life stage, with 34 percent of overall employees in support of such policies. Support for defined menopause policies was slightly higher among women, at 38 percent. However, only 23 percent of managers said they had such a policy in place.
The way line managers approach staff going through this life stage can also have a big impact and the researchers said that understanding and empathy from managers can make a significant difference in how menopause is experienced in the workplace.
Almost a third (32 percent) of employees and 34 percent of female employees want to see manager training on menopause symptoms and support. This was mirrored among hiring managers with 31 percent offering this type of support.
Workload adjustments are another key area for accommodating menopause symptoms with 31 percent of employees, including 33 percent of female employees, in favour of this. However, only 29 percent of hiring managers offer this.
Late starts
Menopause symptoms, such as sleep disturbances, can impact productivity and the study found that 26 percent of employees overall and 28 percent of female employees would like to see later starting times offered as a solution. However, only 18 percent of hiring managers were in favour.
Hot flashes can be particularly challenging in certain work environments, so temperature and ventilation adjustments are another area of support to consider. Just over a quarter (26 percent) of employees, and 29 percent of female employees, supported the need for policies concerning temperature and ventilation. Yet, only 23 percent of hiring managers reported making such accommodations.
