Library Dissertation Showcase

Aims: Menopause transition can be challenging for mid-life women, who are a growing and economically important sector of the UK workforce. This dissertation examines the impact of menopause on women in work and what types of workplace support are beneficial.

Methods: A cross-sectional online survey measuring menopause symptom severity (using the Menopause Rating Scale), job characteristics and organisational support was completed by 293 volunteers in paid employment. Multiple regression and moderated regression analyses tested hypotheses developed from Job Demands and Resources (JD-R) theory.

Results: Menopause symptom severity was negatively associated with work ability (measured using the Work Ability Index), with psychological symptoms the strongest predictor, even after adjusting for participants’ work engagement and job-based support. Financial security, home-based working and public-facing roles were tested in moderation analyses. Only home-based working significantly moderated the relationship between symptom severity and work ability. Respondents prioritised flexible working highest of seven types of workplace support and larger organisations provided more of all types. Availability of education and training, work conditions adjustments, peer-support networks, and a menopause policy all positively influenced perceptions of a ‘menopause-friendly’ organisation, controlling for organisation size. Feeling comfortable discussing menopause with line managers was also a significant predictor. Respondents were most comfortable with female managers with menopause experience themselves.

Conclusions: Menopause negatively affects work ability and it is crucial that organisations provide support to minimise the impact of symptoms on employees, and to improve menopause understanding more widely, reducing stigma, and creating more inclusive workplaces. Some recommendations are made for how this can be done.