Menopause und Arbeitsmarkt
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.
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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))
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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)
Hobson, Gemma; Dennis, Nicola;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
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)
Schei, Thea S.; Abernethy, Kathy;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)
Dennis, Nicola; Hobson, Gemma;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))
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Literaturhinweis
A Woman’s Curse: Menopause in the Workplace (2023)
Elias, Aya Catherina;Zitatform
Elias, Aya Catherina (2023): A Woman’s Curse: Menopause in the Workplace. (SSRN papers), Rochester, NY, 20 S. DOI:10.2139/ssrn.4347794
Abstract
"Menopause affects a significant percentage of women who are working full-time. Menopause symptoms can cause problems for workers, particularly if left untreated, but managers are mute on this possibly expensive matter. Their silence on the critical issue might be due to a combination of factors, including a lack of awareness or understanding of the condition and its potential impact on employees, as well as financial considerations. This paper encapsulates available exploration on the understudied subject of menopause in the workplace and synthesizes employer suggestions. Females in paid work (and professions) report less serious indicators than people who are without a job, according to an enduring academic concern in the association concerning occupation status and warning sign reporting. Though numerous studies have found that vasomotor, or neurogenic, (and related) indicators reduce females' efficiency, ability to perform, and job experience, this is not a universal conclusion. Menopause-related psychosocial and physical symptoms can have influenced the link between symptoms and work. Managers are recommended to assess risks and make changes to the work environment to support menopausal women for improved employee well-being. This includes considering the appropriate physical and psychosocial environment of the organization, facility of information and evidence, and guidance for line managers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Evaluation of a workplace educational intervention on menopause: A quasi-experimental study (2023)
Geukes, Marije; Anema, Johannes R.; Vermeer, Marloes; Oosterhof, Henk; van Aalst, Mariëlle P.;Zitatform
Geukes, Marije, Johannes R. Anema, Marloes Vermeer, Mariëlle P. van Aalst & Henk Oosterhof (2023): Evaluation of a workplace educational intervention on menopause: A quasi-experimental study. In: Maturitas, Jg. 174, S. 48-56. DOI:10.1016/j.maturitas.2023.05.005
Abstract
"Objective: To evaluate the effects of a workplace educational intervention on menopause on self-efficacy regarding working during the climacteric. Methods: Quasi-experimental design, with one intervention and one control group. Women aged 40 to 67, working in one of the two participating departments of a large municipality in the Netherlands, were recruited to participate in the study. The allocation of participants to intervention or control group was done at the departmental level. The main component of the multifaceted intervention consisted of educational workshops on menopause and work. The primary outcome was score on the Self-Efficacy to Manage Symptoms Scale. Secondary outcomes were scores on other self-efficacy scales, knowledge about the menopausal transition, menopausal symptoms, beliefs and behaviors and work-related variables. Differences between groups were analyzed with Pearson's chi-square, Student's t-test or Mann–Whitney U. Analysis of covariance (ANCOVA) was used to correct for baseline and potential confounders. Results: Data from 54 women were analyzed, 25 in the intervention group and 29 in the control group. After 12 weeks of follow-up, the mean score on the Self-Efficacy to Manage Symptoms Scale was higher in the intervention group than in the control group: 6.52 (SD 1.45) versus 5.84 (SD 1.51), respectively, adjusted mean difference 0.75 (95 % CI 0.03–1.46, p = 0.040). The educational intervention increased self-reported knowledge (scored on the range 1–10) (adjusted mean difference 0.7, 95 % CI 0.26–1.15, p = 0.002) and resulted in a lower level of presenteeism (i.e., less impaired work performance) due to menopausal symptoms, measured by the Dutch Stanford Presenteeism Scale (adjusted mean difference 2.15, 95 % CI 0.13–4.18, p = 0.038), compared to the control group. Conclusions: This educational workplace intervention study shows promising positive effects on self-efficacy regarding working during the climacteric, knowledge about the menopausal transition and presenteeism due to menopausal symptoms. This is especially true for women already experiencing menopausal symptoms, while premenopausal women were harder to engage in the intervention. A larger study, with longer follow-up, preferably a randomized controlled trial, is needed to investigate the clinical relevance of these findings." (Author's abstract, IAB-Doku, © 2023 Elsevier B.V. All rights reserved.) ((en))
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Literaturhinweis
The association between shift work exposure and cognitive impairment among middle-aged and older adults: Results from the Canadian Longitudinal Study on Aging (CLSA) (2023)
Zitatform
Khan, Durdana, Heather Edgell, Michael Rotondi & Hala Tamim (2023): The association between shift work exposure and cognitive impairment among middle-aged and older adults: Results from the Canadian Longitudinal Study on Aging (CLSA). In: PLoS ONE, Jg. 18. DOI:10.1371/journal.pone.0289718
Abstract
"Background: Shift work, especially rotating and night shift work, has been linked to a wide range of detrimental health outcomes. Occupational factors like shift work and their potential impact on cognitive functions have received little attention, and the evidence is inconclusive. The objective of our study is to explore associations between shift work exposure and cognitive impairment indicators based on comparisons with the normative standards from the Canadian population. Methods: Cross-sectional analyses were performed using baseline Canadian Longitudinal Study on Aging database, including 47,811 middle-aged and older adults (45–85 years). Three derived shift work variables were utilized: ever exposed to shift work, shift work exposure in longest job, and shift work exposure in current job. Four cognitive function tests were utilized, Rey Auditory Verbal Learning Tests (immediate and delayed) representing memory domain, and Animal Fluency, and Mental Alteration, representing the executive function domain. All cognitive test scores included in study were normalized and adjusted for the participant's age, sex, education and language of test administration (English and French), which were then compared to normative data to create 'cognitive impairment' variables. Unadjusted and adjusted multivariable logistic regression models were used to determine associations between shift work variables and cognitive impairment individually (memory and executive function domains), and also for overall cognitive impairment. Result: Overall, one in every five individuals (21%) reported having been exposed to some kind of shift work during their jobs. Exposure to night shift work (both current and longest job) was associated with overall cognitive impairment. In terms of domain-based measures, night shift work (longest job) was associated with memory function impairment, and those exposed to rotating shift work (both current and longest job) showed impairment on executive function measures, when compared to daytime workers. Conclusion: This study suggests disruption to the circadian rhythm, due to shift work has negative impact on cognitive function in middle-aged and older adults and this warrants further investigation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
An evaluation of demographic characteristics and workplace experiences of UK employees using an employer-provided menopause application (2023)
Schei, Thea S.; Abernethy, Kathy;Zitatform
Schei, Thea S. & Kathy Abernethy (2023): An evaluation of demographic characteristics and workplace experiences of UK employees using an employer-provided menopause application. In: Maturitas, Jg. 177. DOI:10.1016/j.maturitas.2023.107803
Abstract
"Objectives: The aim of the current study was to determine the demographic characteristics and workplace experiences of users of a menopause application in the UK. Study design: A retrospective observational study of data extracted from the information submitted by 21,555 users of the Peppy Health menopause application during registration. Main outcomes measures: Menopause symptoms were measured using the Menopause Rating Scale. The other questionnaire items assessed workplace impairment, work absence, thoughts about reducing hours or leaving work, feelings of support and disclosure confidence. Results: Users were predominately peri- and postmenopausal women between the ages of 40 and 60. The users reported menopause symptoms that were more severe than in the general population. Symptom severity was associated with work impairment and wanting to reduce hours worked or leave employment, and feeling supported was associated with less impairment. Conclusions: The menopause application is reaching women in the workplace who are experiencing severe symptoms and who are likely to benefit from targeted support. Among the users of a menopause application, the presence of severe menopause symptoms can have a significantly negative effect on work and future participation in paid employment. The results also indicate the potential role of support to mitigate some of the negative impact." (Author's abstract, IAB-Doku, © 2023 Published by Elsevier B.V.) ((en))
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Literaturhinweis
Thinking outside Pandora's box: Revealing differential effects of coping with physical and psychological menopause symptoms at work (2023)
Zitatform
Steffan, Belinda & Kristina Potočnik (2023): Thinking outside Pandora's box: Revealing differential effects of coping with physical and psychological menopause symptoms at work. In: Human Relations, Jg. 76, H. 8, S. 1191-1225. DOI:10.1177/00187267221089469
Abstract
"Menopause is one of the most distinctive and individualised aspects of health-related gendered ageing at work, which is important as more women than ever before are working through their entire menopause cycle. We turn to the life-span development model of Selection, Optimisation and Compensation (SOC), which has great potential to provide a more nuanced review of adaptive behavioural strategies for potential work-related resource loss owing to menopause. In this article, we provide evidence from two studies: study 1 was an inductive analysis of 21 interviews; study 2 tested a number of hypotheses emergent from study 1 on two survey samples ( N = 381). We found that women with severe menopause symptoms were adversely affected at work; however, the use of SOC alongside supervisory and female peer support, ameliorated the negative impact of physical menopause symptoms on work performance. We also identified that SOC use was actually detrimental to work performance when used to manage psychological menopause symptoms. Our findings advance the understanding of gendered ageing at work, specifically managing menopause at work, through the lens of SOC theory. We show how engaging in agentic adaptive behaviours can be both beneficial and detrimental for differentially managing physical and psychological menopause symptoms at work." (Author's abstract, IAB-Doku) ((en))