Prioritizing Support for Menopausal Women in Education
A Global Imperative
Menopause, a natural phase of a woman's life, presents unique challenges for women in the workforce, particularly in the field of education. In a recent article published by The Guardian on April 6, 2024, it was highlighted that menopause training should become mandatory for all school leaders in the United Kingdom, according to the National Education Union (NEU).
Research conducted on the female population in the workforce in both the UK and Canada underscore the importance of supporting working menopausal women to ensure fairness, equality, and productivity. This call for immediate action stems from the alarming reality that women experiencing menopausal symptoms are facing penalties in the form of sickness absence, often unpaid, and disciplinary actions.
Fortunately, the NEU, which is the largest teaching union in the UK, has taken a bold stance by advocating for mandatory menopause training for all school leaders. At the NEU's annual conference in Bournemouth, concerns were raised about older staff being disproportionately subjected to "capability procedures," while others were pushed out of their jobs due to their symptoms. This not only impacts their income but also jeopardizes their pensions, underscoring the urgency of addressing this issue quite seriously.
Karen Kemble, a NEU district and branch secretary, emphasized that menopause is not just about hot flashes; it encompasses a range of physical and mental symptoms that can significantly impact a woman's ability to perform her job. In a workforce comprising of 75% are female, according to the article, the NEU calls for workplace adjustments, increased training, and the implementation of a mandatory menopause policy in every school and college to support menopausal women effectively.
“Many of these women can function brilliantly with workplace adjustments but are unaware they can request them or are reticent to ask for fear of being judged. Then we find these women in need of our support, in cases of absence management, capability and grievances about being passed over for a promotion. Too many women are leaving the profession or are going part-time … in an attempt to cope. This is unacceptable. It’s discriminatory.”
Karen Kemble
Daniel Kebede, the NEU general secretary, emphasized the importance of dignity, privacy, and respect for menopausal staff in the workplace. Employers must prioritize creating an inclusive environment where women feel supported and empowered to navigate this phase of their lives without fear of repercussions. Flexible working arrangements, tailored support, and physical environment assessments are essential steps toward achieving this goal.
Similarly, in Canada, where women comprise a significant majority of the education workforce, the need to support menopausal women is evident. Statistics Canada reports that approximately 70% of elementary and secondary school teachers and over 80% of educational support staff are women.
Moreover, menopausal women may face additional challenges due to societal misconceptions and stigmas surrounding menopause. The reluctance to discuss menopause openly can lead to feelings of isolation and misunderstanding in the workplace.
Furthermore, the lack of awareness about menopausal symptoms and their impact on work performance may result in women not receiving the support and accommodations they need. But by providing support and accommodations, employers can retain valuable talent, promote gender equality, enhance workforce well-being, and fulfill legal and ethical obligations. Read more about insights from the Menopause Foundation of Canada's October 2023 Report in Menopause at Work: It's Always Been Part of the Equation
The imperative to support menopausal women in the workforce extends beyond national borders. It is a global issue that requires concerted efforts from employers, policymakers, and society as a whole. Recognizing the unique challenges faced by menopausal women and implementing supportive policies and practices, organizations can create inclusive and equitable workplaces where all employees can thrive.
Prioritizing support for menopausal women in education is not just a matter of goodwill; it is a strategic imperative that benefits individuals, organizations, and society as a whole. Let us come together to ensure that menopausal women receive the respect, dignity, and support they deserve in the workplace, enabling them to continue making valuable contributions to the education sector and beyond.
References
Weale, Sally. "School leaders should all have menopause training, says teaching union." The Guardian, 6 Apr. 2024, www.theguardian.com/education/2024/apr/06/school-leaders-should-all-have-menopause-training-says-teaching-union.
Employment by educational institutions, occupation and sex, annual (persons)." Statistics Canada. https://www150.statcan.gc.ca/t1/tbl1/en/tv.action?pid=3710015303. Accessed April 8, 2024.
Coach Emme Elle
Mary Lee is a retired military officer and a PR practitioner turned Menoapause Doula based on Vancouver Island, Canada. With a passion for science communication and life sciences, she has been recognized for her work as a nominee for the PRNews Top Women in PR award in 2022. Mary is now a Menopause Expert Group Champion bringing menopause support education and awareness to the workforce.
Her insightful perspectives and in-depth studies to become a Menopause Doula and launch her own podcast, All Things Menopausal, on the subject of the menopausal transition make her articles and episodes both informative and engaging.
