At Nottingham Menopause Awareness (NMA), we believe in providing our community with the latest insights and expertise on menopause and workplace health. We recently had the pleasure of interviewing Dr. Mia Engström, a renowned expert in menopause research and workplace wellness. Dr. Engström shared her knowledge on the latest research, common misconceptions, and recommendations for employers to better support their menopausal employees.
Q: Can you tell us a bit about your background and your work in menopause research?
Dr. Engström: “I’ve been a researcher in the field of women’s health for over 20 years, with a particular focus on menopause and its impact on various aspects of life, including workplace health. My goal is to better understand the physiological and psychological changes that occur during menopause and to develop strategies that can help women navigate this transition more smoothly.”
Q: What are some common misconceptions about menopause that you’ve encountered?
Dr. Engström: “One of the biggest misconceptions is that menopause is simply a ‘women’s issue’ and doesn’t impact the workplace. In reality, menopause can significantly affect an employee’s productivity, mental health, and overall well-being. Another misconception is that menopause only affects older women. While it typically occurs in women between the ages of 45 and 55, symptoms can start much earlier, in perimenopause, and can last for several years.”
Q: How can menopause impact an employee’s work life?
Dr. Engström: “Menopause can lead to a range of symptoms such as hot flashes, night sweats, mood swings, and cognitive issues like memory lapses and difficulty concentrating. These symptoms can make it challenging for employees to perform their duties effectively. For instance, hot flashes can be physically uncomfortable and distracting, while mood swings and anxiety can affect interactions with colleagues and overall job satisfaction.”
Q: What are your top recommendations for employers to support menopausal employees?
Dr. Engström: “Firstly, education is key. Employers should provide training for all staff to raise awareness about menopause and its potential impacts. This helps reduce stigma and fosters a supportive environment. Secondly, offering flexible working arrangements can be incredibly beneficial. Allowing employees to adjust their work hours or work from home can help them manage symptoms more effectively.”
Q: Can you give us some examples of flexible working arrangements?
Dr. Engström: “Absolutely. Flexible working could include options like starting and finishing work at different times, taking longer breaks, or working part-time or remotely. It’s important that these arrangements are tailored to the individual’s needs and that there’s a level of trust and understanding between the employee and employer.”
Q: What role does workplace culture play in supporting menopausal employees?
Dr. Engström: “A supportive workplace culture is crucial. This means creating an environment where employees feel comfortable discussing their health issues without fear of discrimination or embarrassment. Employers can foster this by having open conversations, providing access to health resources, and encouraging a culture of empathy and understanding.”
Q: What resources would you recommend for employers looking to learn more about supporting menopausal employees?
Dr. Engström: “There are several excellent resources available. The Chartered Institute of Personnel and Development (CIPD) offers comprehensive guidelines on menopause in the workplace. Additionally, organizations like the Menopause Charity and Women’s Health Concern provide valuable information and support. Employers can also benefit from consulting with occupational health professionals to tailor support strategies to their specific workplace.”
Thank you, Dr. Engström, for sharing your valuable insights with us.