Menopause matters if the maritime industry needs to be seen as truly inclusive

The menopause is having a ”#me too” moment. Conversations about the menopause have entered the mainstream and are steadily growing louder. Celebrities such as Davina McColl and Penny Lancaster are working with campaigners and the MPs Caroline Noakes and Caroline Harris to promote awareness of the menopause. Davina’s two Channel 4 programmes: Sex, Myths and the Menopause and Sex, Mind and the Menopause were rightly praised and amassed huge viewing figures. Sally Wainwright, writer of the phenomenally successful and brilliant Happy Valley, has a new show coming out called Hot Flush’ about five middle-aged women coming together forming a rock band. 

Yet there’s still a way to go to both dispel misinformation about the menopause and for workplaces to develop and implement best-practice menopause policies and practices. Sadly, this is especially true of the UK’s maritime industries. So, this World Menopause Awareness Day of 18^th October, (World Menopause Day 2023 - British Menopause Society (thebms.org.uk)) I want to invite all workplaces within and associated with the maritime industry to commit to raising awareness about the menopause, which is, after all, a normal and natural phase in the reproductive life course. 

According to a recent UK study based on a survey of 4000 women, 1 in 10 women will leave their jobs due to the effects of menopausal symptoms and 1 in 4 may consider doing so.

The Fawcett Society explored women’s experiences at work and is the largest representative survey of menopausal women ever conducted in the UK. The findings were published in 2022 and included how eight out of ten women said their employer hasn’t shared information, trained staff, or put in place a menopause absence policy. 

Two thirds of the study’s participants said they would not disclose their menopausal status to their boss. Their reasons include shame, embarrassment, fear of having their competence questioned or labelled emotional. Having a male manager or a younger manager were also contributing factors to their reticence. 

And it doesn’t just affect those going through the menopause. Its impact isn’t limited to those going through this natural stage of the life cycle. Others affected include family members, partners and all those experiencing the menopause have a relationship with. We should also recognise the impact of menopause on trans and non-binary people as well. 

That said, it’s important to remember that not everyone suffers during the menopause, and every experience is different. However, for every positive experience there is a miserable one, and a way of tackling the stigma is to normalise ‘menopause’ as a topic of conversation. Make it acceptable to talk about openly in meetings and emails. 

Women represent the fastest growing demographic in the workforce, so companies will need to attract and retain their female employees who are going through menopause. To be more specific, as menopausal women are the fastest growing workforce demographic also working longer, we cannot afford to ignore them. 

Our goal through the Menopause Hub is to raise awareness in the industry so those experiencing it are better supported in the workplace. It is important to do this so we can start a wider conversation around the benefits of ‘Kind Leadership,’ effective allyship, and optimising the potential of the older worker. 

The Maritime UK Diversity Taskforce applies the three-pillar model:

1) Promoting and making available resources on the menopause which are included based on their usefulness, accessibility, and factual accuracy.

2) Relaxed events such as lunch & learn, webinars, and Menopause Cafes (Carnival UK was an early adopter). We encourage considering creating an informal support group, as a safe space where employees can discuss their experience and offer peer support. Carnival UK was an early adopter of Menopause Cafes

3) Introducing policy changes similar to those for pregnancy, returning to work after having a baby etc. The Seafarers Charity are currently leading the way on this by introducing a Menopause Leave Policy to complement their existing Menopause Policy and introducing menopause training for all employees. 

Additional support could include:

·         access to quiet rest areas

·         cold drinking water

·         not having to wear uncomfortable or hot uniforms

·         opportunities to go home early

·         flexible and part-time working

·         advertising an open menopause policy at work

·         menopause training for staff including managers to enable them to have the right conversations and offer the best support.

·         training work-based menopause champions to supply support where needed for those going through menopause, approaching menopause or even for those worried or concerned about those that they know going through menopause. 

Some of these may seem small things, but would make an enormous difference to those experiencing symptoms and help with retention. There’s also no substitute for medical advice and I always recommend seeking out your GP or a Menopause Specialist if symptoms are distressing. 

So, Maritime UK invites you to join us in addressing and taking responsibility for this within our industry. Let’s make some noise! #takeupspacesis #notdoneyet