Menopause im Erwerbsleben
Die Menopause ist für viele Frauen mit Symptomen verbunden, die ihre Lebensqualität beeinträchtigen. Wechseljahresbeschwerden können zu eingeschränkter Arbeitsfähigkeit, ungewollter Arbeitszeitreduzierung und sogar zum Verlust des Arbeitsplatzes oder zu einem frühzeitigen Ausscheiden aus dem Erwerbsleben führen. Dennoch ist das Tabuthema Wechseljahre noch immer nicht in den Unternehmen und im betrieblichen Gesundheitsmanagement angekommen.
Das Dossier beleuchtet die sozio-ökonomischen Auswirkungen der Menopause von Frauen am Arbeitsmarkt und in den Unternehmen.
Mit dem Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
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Literaturhinweis
Auswirkungen der Wechseljahre auf die Arbeitswelt ein unterschätztes Tabuthema (2025)
Zitatform
Burkert, Carola & Dana Müller (2025): Auswirkungen der Wechseljahre auf die Arbeitswelt ein unterschätztes Tabuthema. In: IAB-Forum H. 24.02.2025. DOI:10.48720/IAB.FOO.20250224.01
Abstract
"Die meisten Frauen reden nicht gerne darüber, Männer schon gar nicht. Wechseljahre sind ein Tabuthema in unserer Gesellschaft – insbesondere, was deren Folgen für Arbeitswelt betrifft. Dabei dürften diese erheblich sein. Es mangelt nicht nur an Aufklärung, sondern auch an Daten. Das schadet Betroffenen und Betrieben gleichermaßen. Höchste Zeit also, das Thema offensiv anzugehen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Wechseljahre am Arbeitsplatz: Handlungskonzept für ein innovatives betriebliches Gesundheitsmanagement (im Erscheinen) (2025)
Chan de Avila, Jennifer; Nitsche, Sabine;Zitatform
Chan de Avila, Jennifer & Sabine Nitsche (2025): Wechseljahre am Arbeitsplatz. Handlungskonzept für ein innovatives betriebliches Gesundheitsmanagement (im Erscheinen). (Arbeit und Organisation), Bielefeld: transcript, 227 S. DOI:10.14361/9783839474501
Abstract
"Das Thema Wechseljahre am Arbeitsplatz wird in Deutschland noch häufig tabuisiert. Jennifer Chan de Avila und Sabine Nitsche schaffen Abhilfe und bieten neben einem theoretischen Denkmodell auch ein konkretes Handlungskonzept für ein innovatives betriebliches Gesundheitsmanagement. Basierend auf umfangreichen Recherchen und Expert*inneninterviews betrachten sie die physische, psychologische und sozio-affektive Ebene der Menopause, ermöglichen eine Überprüfung bzw. Ergänzung bestehender BGM-Maßnahmen am Arbeitsplatz und geben darüber hinaus Tipps zur Gestaltung eines inklusiveren, frauengerechteren und unterstützenden Arbeitsumfeldes." (Autorenreferat, IAB-Doku, © Transcript)
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Literaturhinweis
The Menopause “Penalty” (2025)
Zitatform
Conti, Gabriella, Rita Ginja, Petra Persson & Barton Willage (2025): The Menopause “Penalty”. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17793), Bonn, 25 S.
Abstract
"The motherhood penalty is well-documented, but what happens at the other end of the reproductive spectrum? Menopause—a transition often marked by debilitating physical and psychological symptoms—also entails substantial costs. Using population-wide Norwegian and Swedish data and quasi-experimental methods, we show that a menopause diagnosis leads to lasting drops in earnings and employment, alongside greater reliance on social transfers. The impact is especially severe for women with lower socioeconomic status. Increasing access to menopause-related health care can help offset these losses. Our findings reveal the hidden economic toll of menopause and the potential gains from better support policies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The menopausal subject at work: gendered embodiment and neoliberal management in the UK (2025)
Rottenberg, Catherine; Gilchrist, Kate;Zitatform
Rottenberg, Catherine & Kate Gilchrist (2025): The menopausal subject at work: gendered embodiment and neoliberal management in the UK. In: Journal of gender studies, S. 1-16. DOI:10.1080/09589236.2025.2451202
Abstract
"In this paper, we examine five key UK policy documents that aim, inter alia, to address the concerns of ageing women in the workplace at a time when an estimated 900,000 women in the UK have left their jobs due to symptoms associated with menopause. Our analysis reveals that menopause has become a key site through which the contemporary struggle over how we (should) perceive gendered embodiment is being played out. This is evident in how these documents expand the menopausal subject: from exclusively cisgendered women to include trans, intersex and genderqueer people. Examining two key tensions that emerge—the invocation of menopause as natural and biological alongside a more inclusive menopausal subject, and the perceived naturalness of menopause alongside the construal of menopausal symptoms as abnormal , we maintain that expanding the menopausal subject is linked to a neoliberal managerial desire to address the challenges of all employees who experience menopause. Our findings thus point to a striking conjuncture between feminist and LGBTQI+ struggles to debunk binary understandings of sex and gender and the neoliberal State's desire to keep all older people experiencing menopause in the workforce, contributing to our understanding of the increase in menopause talk." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Menopause, work and mid-life: Challenging the ideal worker stereotype (2025)
Zitatform
Steffan, Belinda & Wendy Loretto (2025): Menopause, work and mid-life: Challenging the ideal worker stereotype. In: Gender, work & organization, Jg. 32, H. 1, S. 116-131. DOI:10.1111/gwao.13136
Abstract
"This article investigates how the complexity of life domains of menopause-aged women creates a paradox of simultaneously challenging the ideal worker stereotype while being caught within it. The empirical setting of menopause at work acts to highlight how work, life, and health pressures are entangled in how women present themselves at work, through varying organizational and societal expectations of being ‘fit for work’. We draw on 80 semi-structured, life-course interviews of women over 50 working in four occupational settings: social care, manufacturing, finance, and self-employed. Findings are presented through three empirical vignettes, providing unique insight into how ideal worker expectations perpetuate or challenge the persistent silencing of ‘being’ menopausal at work, reinforced by life domain experiences relevant to mid-life. We present a theoretical contribution to ideal worker theory by highlighting that women who redefine the ideal worker stereotype might be less vulnerable to gendered ageist workplace cultures. We provide a practical contribution for how organizations can better support this generation and future generations of mid-life women at work." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Navigating menopause at work: a preliminary study about challenges and support systems (2024)
Alzueta, Elisabet ; Baker, Fiona C. ; Garnier, Ann; Menghini, Luca ; Volpe, Laila ; de Zambotti, Massimiliano ; Sarrel, Philip M.;Zitatform
Alzueta, Elisabet, Luca Menghini, Laila Volpe, Fiona C. Baker, Ann Garnier, Philip M. Sarrel & Massimiliano de Zambotti (2024): Navigating menopause at work: a preliminary study about challenges and support systems. In: Menopause, Jg. 31, H. 4, S. 258-265. DOI:10.1097/gme.0000000000002333
Abstract
"Objective: Women's increasing workforce participation necessitates understanding unique life phases like menopause for enhanced workplace inclusivity. This research investigates the challenges and needs of peri-menopausal women in work settings, using the Job Demands–Resources model as a foundation. Methods: A cross-sectional survey was administered to 351 working women aged 40 to 65 years in the United States. Hierarchical multiple regression models were employed to assess the relationship between the severity of menopausal symptoms, emotional exhaustion, work engagement, and turnover intentions. Results: Most of the respondents reported moderate (38.46%) to severe (35.9%) menopausal symptoms. Notably, 54% of the women were caregivers for children or adults. About 77.7% of participants reported work-related challenges due to menopause, with a perceived reduction in productivity (56.8%) being the most common issue. The severity of menopausal symptoms was found to significantly predict more emotional exhaustion (P < 0.001), less work engagement (P < 0.001), and greater turnover intentions (P = 0.03). Concerns about being perceived as less capable in the workplace due to menopausal symptoms were reported by 51.2% of respondents. A striking gap exists between the workplace measures desired by women, such as formal menopause policies and managerial training (65.4%-68%), and their actual implementation (2%-6.3%). Conclusions: This study reveals an exigent need for increased awareness and structural changes to support working women going through menopause. The findings have far-reaching implications for not just promoting gender equity and well-being but are also pivotal for maintaining a diversified, engaged, and effective workforce." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
'Difficult to Divulge': The Impact of Organisational Silence around the Menopause (2024)
Zitatform
Collins, Helen & Susan Helen Barry (2024): 'Difficult to Divulge': The Impact of Organisational Silence around the Menopause. In: Work, Employment and Society, Jg. 38, H. 5, S. 1445-1456. DOI:10.1177/09500170231212127
Abstract
"This article presents an account of one woman’s experience of the menopause. Affecting 51% of the global population, menopause has the potential to negatively impact home and work life. Yet, the arrival of menopause can often be a surprise due to a lack of education and awareness. Over 63% of UK working women claim menopause has negatively affected their careers, yet only 30% of employers support women to work through the menopause, and the cost to business and to women’s health is significant. Shrouded in silence, the menopause is often misunderstood, and taboo exists. Therefore, women do not divulge, and many leave their jobs unsupported. Through Grace’s story, this article explores how women ’s hormone health can affect work and by opening up conversations andraising awareness, as we have with mental health, it is possible to eradicate the silence behind the taboo." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The menopause "penalty" (2024)
Zitatform
Conti, Gabriella, Rita Ginja, Petra Persson & Barton Willage (2024): The menopause "penalty". (IfS working paper 2024,05), Frankfurt, Main, 42 S. DOI:10.1920/wp.ifs.2024.0524
Abstract
"Menopause is a major biological shock to women, marking the end of their reproductive years. Despite its relevance, scant research has studied how menopause impacts social dynamics, labor market outcomes, or health care demand. Using high-quality linked national register administrative data from Norway and Sweden, combined with a stacked difference-in-differences design, we estimate the effect of menopause diagnosis on employment and earnings, reliance on social safety net programs, and demand for medical care. We find that menopause affects a broad swath of women’s lives, ranging from a temporary increase in visits to doctors, to a persistent decline in full-time employment and earnings, and an increased receipt of social transfers. The earnings losses amount to 20% relative to the pre-menopause levels. Our results suggest that policies aimed at supporting women who suffer more serious symptoms around the menopausal transition may have wide-ranging benefits." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
- spätere (möglicherweise abweichende) Version erschienen u.d.T. "The Menopause “Penalty”" als: IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit, 17793
- spätere (möglicherweise abweichende) Version erschienen u.d.T. " The Menopause “Penalty”" als: NBER working paper / National Bureau of Economic Research, 33621
- spätere (möglicherweise abweichende) Version erschienen u.d.T. " The Menopause “Penalty”" als: IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit, 17793
- spätere (möglicherweise abweichende) Version erschienen u.d.T. " The Menopause “Penalty”" als: HCEO working paper / Human capital and economic opportunity global working group, 2025,002
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Literaturhinweis
Support Mechanisms for Women during Menopause: Perspectives from Social and Professional Structures (2024)
Cowell, Alexandra Cristina; Atkinson, Daniel; Gilmour, Adam;Zitatform
Cowell, Alexandra Cristina, Adam Gilmour & Daniel Atkinson (2024): Support Mechanisms for Women during Menopause: Perspectives from Social and Professional Structures. In: Women, Jg. 4, H. 1, S. 53-72. DOI:10.3390/women4010005
Abstract
"Approximately one billion women globally have undergone menopause, occurring at an age of around 51 years and typically between ages 45 and 54. As life expectancy increases, women are projected to spend at least one-third of their lives in postmenopause, emphasising the growing importance of menopause as a critical public health issue. In this context, this paper aims to offer updated insights into the increasing societal and political interest in menopause. It underscores the impact of support mechanisms encompassing familial, workplace, medical, technological, and government support on women’s attitudes and experiences around menopause. Furthermore, the study aims to identify key gaps in research, practice, or legislation concerning support systems for menopausal women and provide recommendations for enhancing familial, workplace, medical, technological, and government support." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fundamental intersectionality of menopause and neurodivergence experiences at work (2024)
Zitatform
Gottardello, Debora & Belinda Steffan (2024): Fundamental intersectionality of menopause and neurodivergence experiences at work. In: Maturitas, Jg. 189. DOI:10.1016/j.maturitas.2024.108107
Abstract
"This investigation explores the complex interplay between menopause and neurodivergence in the workplace, employing thematic analysis of qualitative data from 43 participants across the United Kingdom and the United States. Findings reveal that menopause transitions intensify symptoms of neurodivergence, and can interrupt how women engage with paid work. By shining a light on these under-reported experiences at work, we demonstrate how employers can better support their neurodivergent employees during menopause. Applying the Demand-Control model, this research underscores the necessity for workplaces to adopt more inclusive practices and supportive adaptations that go beyond flexible work and that are focused on pressures faced by neurodivergent women during menopause. Participants were more likely to report a decrease in workplace experiences than work performance in response to the disruptive effects of menopause on neurodiversity. This is an important insight for people managers as experiences of work might be less closely monitored than performance. This study advocates for a unified approach of organisational support for the intersectional effects of menopause and neurodiversity." (Author's abstract, IAB-Doku, © 2024 The Authors. Published by Elsevier B.V.) ((en))
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Literaturhinweis
“I can't be dealing with this brain fog”: A workplace focus group study investigating factors underpinning the menopausal experience for NHS staff (2024)
Zitatform
Hobson, Gemma & Nicola Dennis (2024): “I can't be dealing with this brain fog”: A workplace focus group study investigating factors underpinning the menopausal experience for NHS staff. In: Maturitas, Jg. 180. DOI:10.1016/j.maturitas.2023.107889
Abstract
"Objectives: Multiple studies highlight that individuals undergoing menopause are not receiving sufficient support at work. An improved menopausal experience in the workplace has been found to be associated with increased job satisfaction, increased economic participation and reduced absenteeism. This work was undertaken to explore the impact of menopause on the working lives of NHS staff working in Wales, with specific emphasis on their experience of menopausal symptoms and management strategies in the workplace. Study design: This was a qualitative study using semi-structured focus groups and thematic analysis. 14 women working in the NHS in Wales attended four focus groups, lasting up to 1.5 h. Stem questions focused on participants' positive and negative experiences in the workplace, and their receipt of support. Transcripts were analysed using the framework approach. Results: Three major themes were identified: experiences of menopausal symptoms and symptom management, the impact of menopause on work and the impact of work on the menopause. Menopause symptom experience in the workplace was multifaceted and varied, depending on factors such as ongoing or past symptom experience, expectations, social support and effectiveness of management strategies. Inconsistent information was highlighted as a reason why some participants felt confused both about the symptoms that they could attribute to the menopause and the management strategies available to them. A variety of symptom management strategies had been used by participants, including hormone replacement therapy, flexible working hours, working from home, changes to uniform, peer support and lifestyle changes, with varying levels of success. Some women were reticent to ask for support at work even though they felt the workplace response was likely to be supportive. Almost all the women felt that they had to persuade their GP to prescribe HRT and felt that their doctors were too reticent in prescribing this treatment. Conclusions: Employers have a key role in supporting their staff experiencing menopausal symptoms, and such support has the potential to reduce sickness absence and boost retention. Based on the findings we recommend creating an open culture to break down taboos; protected time for peer support around shared experiences and effective symptom management techniques; and maximising the impact of non-menopause-specific policies such as flexible working to help all staff manage fatigue and become more productive in their roles." (Author's abstract, IAB-Doku, © 2023 The Authors. Published by Elsevier B.V.) ((en))
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Literaturhinweis
Need for recovery after work and associated risk factors in working menopausal women (2024)
Kiss, Philippe ; Vingerhoets, Ilse; Braeckman, Lutgart ; Van Hoecke, Marjolijn; De Meester, Marc ; Depypere, Herman ;Zitatform
Kiss, Philippe, Herman Depypere, Marc De Meester, Ilse Vingerhoets, Marjolijn Van Hoecke & Lutgart Braeckman (2024): Need for recovery after work and associated risk factors in working menopausal women. In: Maturitas, Jg. 187. DOI:10.1016/j.maturitas.2024.108054
Abstract
"Objectives: To explore relationships between ‘need for recovery’ (NFR), a strong predictor of burnout, and menopause symptoms and to identify work-related factors that are associated with a high NFR in Belgian menopausal women. Study design: 760 menopausal women took part in a cross-sectional questionnaire study. NFR, presence of menopause symptoms, job type, age category, work activity, physical workload, psychosocial and physical work environment, balance of work and private life and the opportunity to discuss menopause at work were assessed. Main outcome measures: Uni- and multivariate logistic regression analyses were used to calculate the odds ratios for the presence of a high NFR. Results: Of menopausal women currently experiencing menopause symptoms, 53.3 % reported problems while performing their work. The overall prevalence of a high NFR in menopausal women was 41.2 %. Women who experienced problems at work had the highest prevalence of a high NFR (61.1 %), and constituted a separate risk group for having a high NFR (OR 3.31 vs. never symptoms; 95%CI 1.72–6.38). The following factors were significantly associated with a high NFR: poor balance of work and private life (OR 7.89; 95%CI 4.32–14.39), physical workload (OR 1.17; 95%CI 1.08–1.28), discomfort from cognitive demands (OR 1.17; 95%CI 1.09 –1.26), organizational justice (OR 0.86; 95%CI; 0.78–0.94), and social support from colleagues (OR 0.87; 95%CI 0.79–0.96). Conclusions:Maintaining a good balance of work and private life, reducing physical workload, addressing discomfort from cognitive work demands and assuring a fair work distribution are measures that require a culture where open and easy discussion about menopause is possible." (Author's abstract, IAB-Doku, © 2024 Published by Elsevier B.V.) ((en))
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Literaturhinweis
Wechseljahre am Arbeitsplatz – Pionierarbeit in der betrieblichen Prävention (2024)
Rumler, Andrea; Memmert, Julia;Zitatform
Rumler, Andrea & Julia Memmert (2024): Wechseljahre am Arbeitsplatz – Pionierarbeit in der betrieblichen Prävention. In: Betriebliche Prävention H. 6, S. 269-273. DOI:10.37307/j.2365-7634.2024.06.07
Abstract
"Wechseljahre am Arbeitsplatz waren lange ein Tabuthema. Nun kommt das Thema langsam auch in deutschen Personalabteilungen an. Großbritannien ist Vorreiter darin, wie man die Wechseljahre im Rahmen des betrieblichen Gesundheitsmanagements adressieren und integrieren kann. Das ist eine Erleichterung für die vielen betroffenen Frauen, die sich häufig mit dem Thema alleingelassen fühlen. Letzteres bestätigen auch Studiendaten aus dem Forschungsprojekta MenoSupport. Darin wurden über zweitausend Frauen in Deutschland zum Thema Wechseljahre am Arbeitsplatz befragt – die bisher größte Erhebung im deutschsprachigen Raum zu diesem Thema." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Menopause: Das letzte Tabu (2024)
Rumler, Andrea; Memmert, Julia;Zitatform
Rumler, Andrea & Julia Memmert (2024): Menopause: Das letzte Tabu. In: Personalwirtschaft, Jg. 50, H. 2, S. 50-54.
Abstract
"Welche Auswirkungen haben die Wechseljahre auf die Arbeitsfähigkeit, die Karrierewege und das Wohlbefinden von Frauen am Arbeitsplatz? Wie kann das Thema im betrieblichen Gesundheitsmanagement integriert werden, und welche Unterstützungsmaßnahmen bieten sich an? Basierend auf einer Bedürfnisanalyse von Frauen in den Wechseljahren sollen im Forschungsprojekt MenoSupport innovative Maßnahmen für das betriebliche Gesundheitsmanagement entwickelt werden, mit denen Frauen in den Wechseljahren effektiv unterstützt werden können. Als Basis für die Erarbeitung der Maßnahmen dient eine online durchgeführte Befragung der Zielgruppe. Die HWR Berlin mit Andrea Rumler und Julia Memmert war dabei federführend. Sabine Nitsche und Jennifer Chan de Avila von der HTW Berlin werden im zweiten Schritt des Forschungsprojekts BGM-Maßnahmen für Frauen in den Wechseljahren entwickeln. Das Projekt läuft bis Ende September 2024. Die wichtigsten Beeinträchtigungen durch die Wechseljahre im Arbeitskontext sind erhöhter Stress, geringere Konzentrationsfähigkeit, erhöhte Ungeduld/Gereiztheit gegenüber anderen und ein geringeres Selbstbewusstsein bezüglich der eigenen Fähigkeiten. Auch physische und psychische Beeinträchtigungen spielen eine große Rolle. Fast ein Drittel der Befragten war aufgrund von Wechseljahressymptomen schon einmal krankgeschrieben oder hat unbezahlten Urlaub genommen. Knapp ein Viertel der Befragten hat wegen der Wechseljahre bereits Arbeitsstunden reduziert, und fast 20 Prozent der Befragten im Alter von über 55 Jahren gaben an, infolge der Wechseljahre früher in den Ruhestand gehen zu wollen beziehungsweise schon gegangen zu sein." (Textauszug, IAB-Doku)
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Literaturhinweis
Climacteric status at age 46 is associated with poorer work ability, lower 2-year participation in working life, and a higher 7-year disability retirement rate: a Northern Finland Birth Cohort 1966 study (2024)
Saarinen, Tiia; Savukoski, Susanna M.; Ala-Mursula, Leena ; Varanka-Ruuska, Tuulia; Niinimäki, Maarit ; Laitinen, Jaana ; Pesonen, Paula ; Vaaramo, Eeva;Zitatform
Saarinen, Tiia, Susanna M. Savukoski, Paula Pesonen, Eeva Vaaramo, Jaana Laitinen, Tuulia Varanka-Ruuska, Leena Ala-Mursula & Maarit Niinimäki (2024): Climacteric status at age 46 is associated with poorer work ability, lower 2-year participation in working life, and a higher 7-year disability retirement rate: a Northern Finland Birth Cohort 1966 study. In: Menopause, Jg. 31, H. 4, S. 275-281. DOI:10.1097/gme.0000000000002327
Abstract
"Objective: To study the association between an advanced climacteric status at 46 years of age and current perceived work ability, the consequent 2-year accumulation of disability and unemployment days, and the 7-year incidence of disability pensions. Methods: Study participants (n = 2,661) were recruited from the Northern Finland Birth Cohort 1966 study's 46-year follow-up in 2012. The participants' perceived work ability was investigated using the Work Ability Score (0-7 = poor vs 8-10 = good), along with potential covariates. Data concerning their consequent disability days, unemployment days, and disability pensions were collected from national registers. The association between their climacteric status at age 46 years, work ability, and working life participation was assessed using regression models. Results: The climacteric women were more often smokers and more often had a lower level of education. The odds ratio for poor perceived work ability was 1.41 (95% CI, 1.06-1.87), and the incidence rate ratios for disability and unemployment days during the 2-year follow-up were 1.09 (95% CI, 1.07-1.11) and 1.16 (95% CI, 1.14-1.18), respectively, for the climacteric women compared with the preclimacteric women in models adjusted for smoking and education. The 7-year hazard ratio for disability pensions was 1.72 (95% CI, 1.02-2.91) for the climacteric women. Conclusions: An earlier menopausal transition is associated with poorer perceived work ability, and it predicts lower recorded work participation and a higher disability pension rate in subsequent years." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Menopause in the workplace: Challenges, impact, and next steps (2024)
Safwan, Nancy; Saadedine, Mariam; Kling, Juliana M. ; Chaudhry, Rajeev ; Shufelt, Chrisandra L.; Faubion, Stephanie S. ; Kapoor, Ekta;Zitatform
Safwan, Nancy, Mariam Saadedine, Chrisandra L. Shufelt, Ekta Kapoor, Juliana M. Kling, Rajeev Chaudhry & Stephanie S. Faubion (2024): Menopause in the workplace: Challenges, impact, and next steps. In: Maturitas, Jg. 185. DOI:10.1016/j.maturitas.2024.107983
Abstract
"Introduction: Menopause is a natural part of a woman's life that coincides with a time when many women play significant roles in the workforce. Menopause symptoms, such as hot flashes, fatigue, and difficulty with concentration and memory, can have a negative effect on work productivity and efficiency. Objectives: This paper summarizes the impact of menopause in the workplace, with an emphasis on the impact of symptoms on employed women and how the workplace influences their experiences. It highlights economic implications, promotes awareness, and suggests potential next steps. Methods: A search for papers was conducted between August and November 2023 in the PubMed and Medline databases. Papers were selected based on personal experience and interpretation of the findings. Recommendations for managing menopause symptoms in the workplace and guidance on an optimal workplace intervention strategy were provided. Results: Women experiencing severe menopause symptoms are more likely to report adverse work outcomes, including absenteeism and job-related decisions such as quitting, retiring early, or declining promotions than women experiencing few symptoms. Factors such as a lack of awareness about menopause, inflexible work conditions, and high-stress jobs can exacerbate the severity of these symptoms. Additionally, unaddressed menopause symptoms contribute to both direct and indirect economic costs, including medical resource utilization and lost work productivity, resulting in a substantial economic burden. Conclusion: Menopause symptoms impair women's work experiences and productivity. In addition to dismantling the stigma associated with menopause, it is critical to create and implement menopause workplace policies and interventions aimed at supporting women in this universal life stage." (Author's abstract, IAB-Doku, © 2024 Elsevier B.V. All rights reserved.) ((en))
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Literaturhinweis
The impact of a specialist-led digital health application on menopause symptoms in the workplace: A single-arm, longitudinal evaluation (2024)
Zitatform
Schei, Thea S. & Kathy Abernethy (2024): The impact of a specialist-led digital health application on menopause symptoms in the workplace: A single-arm, longitudinal evaluation. In: Maturitas, Jg. 187. DOI:10.1016/j.maturitas.2024.108005
Abstract
"Objectives: The aim of the study was to evaluate the change in menopause symptoms and work impairment among a cohort of UK working women who utilised an employer-provided digital menopause health application offering education and personalised support. Study design: We adopted a retrospective, single-arm, longitudinal approach by analysing data from 11,870 users of the Peppy Health menopause application. Users reported their menopause symptoms and work impairment on day 0 and after 90 and 180 days of application use. Main outcome measures: Menopause symptoms were measured by the Menopause Rating Scale, while work impairment was measured by a single question. Results: A significant decrease in the severity of menopause symptoms was observed in users across menopause stages, except for premenopausal users who saw lower severity and no change over time. Improvement in menopause symptoms was positively associated with the degree of application engagement. Work impairment also significantly reduced over time for menopausal users, and a significant association was observed between a reduction in menopause symptoms and a decline in work impairment. Conclusions: Our findings show that engaging with a digital menopause application is associated with an improvement in menopause symptoms, which lends initial support for the use of personalised digital solutions to help working women through the menopause transition." (Author's abstract, IAB-Doku, © 2024 Published by Elsevier B.V.) ((en))
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Literaturhinweis
A qualitative study of work and early menopause: ‘On-the job’ experiences and career trajectories (2024)
Vincent, Amanda J.; Teede, Helena J.; Flore, Jacinthe ; Johnston-Ataata, Kate; Hickey, Martha ; Kokanović, Renata ; Boyle, Jacqueline A.;Zitatform
Vincent, Amanda J., Kate Johnston-Ataata, Jacinthe Flore, Renata Kokanović, Martha Hickey, Jacqueline A. Boyle & Helena J. Teede (2024): A qualitative study of work and early menopause: ‘On-the job’ experiences and career trajectories. In: Maturitas, Jg. 182. DOI:10.1016/j.maturitas.2024.107920
Abstract
"Objectives: Early menopause or premature ovarian insufficiency (POI), menopause occurring before age 45 and 40 years respectively, occur at the age when most women are establishing or consolidating their careers. Studies of older postmenopausal women indicate an adverse bidirectional relationship between menopause and work. However, data are lacking regarding the work experiences of women with early menopause or POI. We explored the experiences of women with early menopause or POI in relation to work. Study design: Using maximum variation sampling, 30 women (median age 44 years and 38 years at menopause diagnosis) of diverse backgrounds and menopause causes (16/30 iatrogenic) participated in qualitative interviews to explore experiences of early menopause/POI in the context of their overall lives, work and career. Dual thematic (themes identified across interviews) and thematic narrative (themes identified within individual interviews) analysis was done using NVivo 12 software. Main outcome measures: Themes related to work experiences and influencing factors. Results: Two major themes were identified: ‘on-the-job’ experiences (work performance, bodily presentation and disclosure) and career trajectories (intact and altered). Factors impacting the interaction between work and early menopause/POI included: career (type of work, environment, working conditions), personal (age, socio-economic background, family arrangements, migration history) and menopause experience (spontaneous versus iatrogenic, treatment complexity). Conclusions: Early menopause/POI has multiple impacts on women's work experiences and career trajectories. As with older postmenopausal women, career and personal factors influence younger women's work experience. However, this research highlights differences associated with menopause occurring at an earlier, often unexpected age compared with menopause at the usual age." (Author's abstract, IAB-Doku, © 2024 The Authors. Published by Elsevier B.V.) ((en))
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Literaturhinweis
Cis women's bodies at work: co-modification and (in)visibility in organization and management studies and menopause at work scholarship (2023)
Zitatform
Beck, Vanessa, Jo Brewis, Andrea Davies & Jesse Matheson (2023): Cis women's bodies at work: co-modification and (in)visibility in organization and management studies and menopause at work scholarship. In: International Journal of Management Reviews, Jg. 25, H. 3, S. 495-514. DOI:10.1111/ijmr.12318
Abstract
"This paper reviews research on cis women's bodily self-discipline in the workplace. We compare literature exemplifying the ‘bodily turn’ in organization and management studies to scholarship on menopause at work, to identify key themes across these oeuvres and the significance of the blind spots in each. There is little overlap between them: only eleven organization and management studies publications dealt with menopause. In classifying these literatures using Forbes’ (2009) concept of co-modification, we distil four themes: bodily moulding; non-disclosure; failing; and resistance, redefinition and reclamation. Based on this, we argue for more substantive considerations of menopause in organization and management studies, and suggest what the organization and management literature has to offer its sister scholarship. For example, we foreground how menopause exacerbates the visibility paradox facing female workers which organization and management studies identifies; and argue that menopause at work scholarship should pay more attention to specific bodily accommodations, refusals and the ‘unscripted’ aspects of menopause in organizations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working well: Mitigating the impact of menopause in the workplace - A narrative evidence review (2023)
Zitatform
Dennis, Nicola & Gemma Hobson (2023): Working well: Mitigating the impact of menopause in the workplace - A narrative evidence review. In: Maturitas, Jg. 177. DOI:10.1016/j.maturitas.2023.107824
Abstract
"Introduction: In recent years there has been a much greater recognition by some employers of the need to support female employees experiencing the menopause. However, despite an increased awareness of the need to reduce the impact of menopause on the workforce, employers rarely have the opportunity to implement evidence-based interventions. Objectives: This evidence review aims to provide an insight into the effectiveness of workplace programmes supporting women experiencing menopause symptoms, and to identify knowledge gaps as drivers for future research. Methods: A search for papers published in English between 2012 and 2023 was carried out on the PsycINFO, Medline, and Embase databases. Abstract review was used to screen initial returns before a subsequent full-text review determined the final studies included. Results: Twelve studies were selected for in-depth review: four conducted in the UK, seven in continental Europe and one in South America. The findings of the papers fell into five categories: work ability, improved symptom management, mental wellbeing and empowerment, increased openness about menopause in the workplace, and the impact of management/leadership. None of the included interventions were reported to give a significant improvement in measures of work ability. However, there were improvements in women's wellbeing, and their ability to manage symptoms. Interventions to improve workplace openness and managers' skills were well received by participants. Conclusions: The evidence for effective workplace interventions for women experiencing menopause symptoms is currently lacking. There is considerable need for further high-quality evaluations of interventions designed to support women in the workplace." (Author's abstract, IAB-Doku, © 2023 The Authors. Published by Elsevier B.V.) ((en))