Silent Struggles: Unmasking Menopause, Andropause, Mental Health, and Workplace Culture

Today’s post comes to us from contributor Teresa Smith, director of human insights at UKG. May is Mental Health Awareness Month, and this article discusses people with menopause and andropause who are struggling in the workplace, and how organizations can best support them.   

Menopause and andropause are often silent struggles, particularly within workplaces. But why are these life transitions so hidden? What impact do they have on work performance? And how can organizations establish a supportive culture when those who suffer stay silent? Addressing these questions is not only crucial for individual wellbeing but also essential for fostering inclusive and supportive work environments where employees can truly thrive.   

As we embark on this journey to uncover why this subject is so important, let’s start off with an understanding of what menopause and andropause are and the impacts each have on the wellbeing of the workforce.   

Both menopause and andropause are natural phases in the aging process that affect physical and mental health. Additionally, some individuals may experience these life transitions early, due to certain factors such as chromosomal abnormalities, autoimmune disorders, and other causes such as surgery. While they may not be widely discussed in the workplace, their impact on productivity, engagement, morale, and retention can be substantial. Let’s explore how menopause and andropause manifest in workplace settings.   

Menopause is a natural biological process that occurs in individuals typically between the ages of 45 and 55 due to a decline in reproductive hormones. There is a wide range of symptoms, which may include hot flashes, night sweats, mood swings, fatigue, and sleep disturbances. When individuals experience these symptoms, their work performance, interactions with colleagues and customers, and decision-making abilities can be affected. Concentration difficulties and fatigue may lead to decreased productivity. Moreover, severe symptoms can result in higher absenteeism, necessitate reduced work hours, or even prompt individuals to leave employment altogether. If left unaddressed, these effects not only impact the individual but also reverberate throughout the entire workforce.   

Andropause, also referred to as male menopause, is a biological process that occurs in individuals typically between the ages of 40 and 60 due to a decline in testosterone levels. It brings with it a range of symptoms, including fatigue, reduced muscle strength, and mood changes. When individuals experience these symptoms, it can significantly affect their ability to perform optimally, which can lead to a lack of discretionary effort and commitment to the organization. Additionally, memory and concentration may be compromised, influencing their interactions with others. Ultimately, this can lead to decreased work hours and lower productivity.   

Individuals experiencing these life changes may hesitate to discuss their symptoms due to fear of how colleagues and leaders might perceive them. Unfortunately, many employees lack a comprehensive understanding of menopause and andropause, which can result in ageism, gender bias, and a lack of mutual respect.   

When awareness and support mechanisms around these topics are lacking, it affects engagement and morale, and poses a risk to the organization. Breaking the silence surrounding menopause and andropause is essential for workplace productivity and promoting a culture that supports wellbeing and inclusivity. Let’s explore how to foster workplaces where everyone feels supported and understood.   

Education and Awareness   

Organizations should raise awareness among employees and managers about menopause and andropause. This can be established through training sessions that educate employees and managers about these life transitions. These programs should cover symptoms, challenges, and coping strategies. 

Equally important is sensitivity training for managers, enabling them to recognize symptoms and how to respond empathetically. Managers should be well-versed in supporting employees and connecting them with appropriate resources. By taking these steps, organizations can effectively combat ageism and gender bias, and promote inclusivity.   

Mental and Physical Health   

To support employee wellbeing, organizations should cultivate a workplace culture that encourages open discussion and establishes safe spaces where employees can freely share their experiences with menopause and andropause without fear of judgment. Establishing employee resource groups (ERGs) that are specifically focused on menopause and andropause can offer peer support and facilitate the sharing of experiences.   

Spend some time reassessing your health and wellness offerings, such as stress-management programs, exercise programs or facilities, nutritional guidance, and other benefits offerings such as acupuncture or hormone-replacement therapy to ensure the organization is supporting employees during this life transition.   

In addition, offer mental health resources to assist those struggling with depression or anxiety due to menopause and andropause. This may be through employee assistance programs (EAP), counseling services, and providing a list of mental health centers and charities that is focused on the symptoms associated with menopause and andropause. These initiatives can help break down barriers and create an environment where employees feel genuinely supported and understood.   

Supportive Work Environments   

Creating a supportive work environment requires evaluating your organization’s practices and policies to ensure you are fostering an inclusive environment that values diversity and supports employees at all life stages.   

One of the most fundamental steps any organization can take is to evaluate its hiring practices to ensure they are not discriminating against age or gender. When establishing communications, postings, publications, and policies, be sure to use inclusive language to comply with legal requirements regarding age and gender discrimination. It will be important to avoid gender-specific terms and recognize that menopause and andropause impact not only cisgender women and men but also trans, intersex, and non-binary individuals.   

Another focus area is to ensure your workplace accommodates for employees who are experiencing symptoms of menopause and andropause. This may include offering flexible work hours, remote work options, adjusted schedules, temperature control in the workplace, and access to quiet spaces, which can significantly improve the experience and help employees manage their symptoms more effectively.   

Once you have established your workplace practices, you will need a clear and comprehensive menopause and andropause policy that outlines the organization’s commitment to supporting employees during this life stage. This should include any flexible work arrangements, leave policies, health and wellness benefits, workplace accommodations, confidentiality agreements, and support provided by the organization. By evaluating work practices and having a well-crafted policy, organizations can create understanding that contributes to a more compassionate and productive work environment.   

In conclusion, fostering an inclusive workplace that acknowledges the unique needs of employees during menopause and andropause is crucial. By implementing supportive policies, encouraging open communication, and providing necessary support and resources, organizations can create great workplace environments where everyone feels valued and understood.   

Let’s break the silence, promote awareness, and build workplaces that prioritize employee wellbeing and productivity!