The theme for this year’s World Menopause Day on 18 October is cognition and mood, a topic which we’re extremely pleased is being put under the spotlight.

With October also serving as Menopause Awareness Month, organisations across the globe are stepping up their activity, raising awareness and looking at ways to introduce wider menopause support into their workplaces.

It’s the perfect time for those who haven’t considered menopause before to start doing so. As more and more employers are realising the importance of including menopause in their portfolio of support and good practice, those not on board will quickly get left behind. Let’s not forget, too, that menopause is protected by legislation: the Equality Act 2010 and the Health and Safety etc Act 1974. As we’re seeing an increasing number of tribunals won for discrimination due to menopause, employers would be wise to make sure they’re compliant.

Why cognition and mood?

We often recognise the physical symptoms of menopause. Things like hot flushes and erratic periods are well documented. But the psychological symptoms can often be somewhat overlooked. And these are often the ones which people tell us have the most severe impacts in the workplace.

Dr Clare Spencer, a menopause specialist and co-founder of My Menopause Centre, told us why focusing on cognition and mood is important: “Menopause can have a significant impact on cognitive function for many women which can in turn affect their confidence and self-belief. The main cognitive symptoms experienced are brain fog, lack of concentration, memory changes and difficulty finding words, and they are more common than you might think.

“Research conducted earlier this year by the Fawcett Society for Channel 4 reported that over 70% of women aged 45-55 surveyed experienced brain fog in some stage of the menopause transition. Other surveys show that around 40-50% of women experience memory and concentration issues related to menopause.”

She also explained that in terms of mood that: “Mood changes, such as depression and anxiety are extremely common in the menopause transition. Surveys suggest over 50% of women suffer with low mood or depression at some time in the menopause transition.”

How can organisations help?

Recognising that menopause is a deeply individual experience is incredibly important. For those colleagues struggling with psychological symptoms, it’s clear that these won’t just disappear when they step through the door of their workplace. Many of these symptoms can also come from leftfield: they’re the less ‘expected’ part of menopause. Which is why it’s fantastic that we’re shining the spotlight on cognition and mood this World Menopause Day.

Don’t be afraid to talk menopause.

It might feel a strange topic for the workplace. But the more you talk about it, the less strange it will feel. Conversations really are the best way to start the ball rolling.

Put support in place.

If you haven’t already, then think about how your organisation could support those struggling with menopause symptoms. This will be different for every company and depend on your size, structure, nature of your work etc. Don’t just guess. Put it out there, ask your colleagues what they’d like to see happen. You’ll be surprised at the level of interest you’ll get. Not to mention the thanks: so many people are incredibly grateful to see their employers taking menopause seriously, it offers a real morale boost to your workforce.

Make it known.

Don’t just stick everything on a document and leave it at that. Whether you have a policy, guidance document or other form of written information, make sure everyone knows it exists. Then make sure they know where and how to access it. Think of your document as being fluid: there will always be room for adaption and improvement.

Look to reasonable adjustments.

These needn’t be big or expensive. For those suffering with brain fog, just making sure meetings are in person so they can keep notes can help (rather than an on-the-hoof chat in the corridor). Those struggling with hot flushes might like an extra uniform. It’s about being open to whatever will help people be their best at work. Symptoms can change over time, so these adjustments might need to change with them. Offer regular reviews to make sure the adjustments are still the right ones.

Remember, menopause is for everyone.

I can’t emphasise this enough. It’s not just a ‘women’s issue’. Others can be affected by similar hormonal shifts, such as those taking certain medications or having cancer treatments, or those having hormone interventions. Others might be supporting a friend or family member. And we all need to know how to support colleagues. Keep it all inclusive and you’ll get the best from your menopause initiatives and activity.

We’ve recently seen the inaugural Menopause Friendly Employer Awards, recognising best practice from leading organisations who have been accredited by an Independent Panel. This is fantastic to see. The more organisation who will commit to becoming menopause friendly, and introduce the right initiatives and support to receive accreditation, the more we’ll have happier workplaces and happier workforces.

Which, ultimately, is what we all want.

My Menopause Centre is supporting Menopause Friendly members, offering articles for member organisations to share with colleagues.

Sally Leech is a Director at Henpicked: Menopause in the Workplace

Kay Garrett