Women underestimate the level of public support for workplace adaptations for those experiencing menopause symptoms, new research published on World Menopause Day finds.
This misperception might be unnecessarily discouraging women from requesting and accessing the support they may need to improve their health and well-being at work.
The survey of over 4,000 people carried out by BIT (the Behavioural Insights Team) finds that the vast majority of the public (70%) supports access to adaptations such as additional sick leave, flexible working arrangements, and adjustments to the work environment like providing portable fans.
However, when asked to estimate the level of support they thought others would have for such policies, respondents significantly underestimated the level of support, estimating on average that only 54% would be in favour. Women were more likely to underestimate support, guessing that 53% would support adaptations, compared to men’s guesses of 57%.
An estimated 400,000 women enter menopause each year, typically between the ages of 45 and 55. Symptoms can include difficulty sleeping, brain fog and hot flushes. These experiences can have significant economic as well as physical consequences for women, with research by the Fawcett Society finding 1 in 10 women leave work due to menopause symptoms.
Dr Hannah Behrendt, Director of Health and Well-being at BIT, said:
“Women are underestimating other people’s support for better workplace adjustments to manage the often debilitating symptoms of menopause.
“Menopause symptoms can impact women’s health, well-being, and ability to work and have a knock-on effect on the economy if they have to manage this alone. With as many as 1 in 10 women leaving work due to the impact of menopause, there is a clear incentive for employers to do better.
“Simple workplace adaptations can make a significant difference, enabling women to manage their symptoms without impacting their careers and productivity. While behavioural biases are leading people to assume that their own support for menopause at work isn’t widely popular, we have found that the majority would back these measures. Raising awareness of available adjustments could address the misperceptions people have about these policies and create a workplace culture where women feel comfortable requesting the support they need.”
Professor Janice Rymer, Chair of the British Menopause Society (BMS), Professor of Obstetrics and Gynaecology at King’s College London and Consultant Gynaecologist at Guy’s and St Thomas’ NHS Foundation Trust, said:
“Up to a third of women will experience severe menopausal symptoms that can impact on their quality of life. It is in the work context that women often report greater difficulty in managing symptoms and can feel embarrassed and unable to disclose their menopausal status, fearing they may be stigmatised for being menopausal.
“Employers should try to ensure that policies are in place to help employees who are experiencing menopause-related symptoms and support them during their menopause transition. Women should be encouraged to seek help for managing their menopausal symptoms and made aware of resources available for guidance. Women should also be signposted to information on how they can access menopause advice to make an informed decision on their management options.”
The research suggests that this gap between actual and perceived support might be linked to the concept of ‘pluralistic ignorance’, where individuals mistakenly believe their personal beliefs differ from the majority, even though most people privately share the same views. This misperception can lead to a reluctance to speak up or seek help, fearing negative judgement or social stigma.
The study also found that support for workplace adaptations varied with age and gender, with women and those aged 25-54 being more likely to support adaptations than men and those in other age groups.
Despite these high levels of public support, there is a significant gap between public opinion and the levels of support available in the workplace. Last year research by Forth found that 90% of UK workplaces have no formal support for women experiencing menopause symptoms, while research by Work in Mind also found that 87% of working women want their employers to be more supportive of the challenges of menopause.
BIT’s findings highlight the need for employers to consider offering menopause workplace adjustments to staff and to look at increasing awareness of any available workplace support for menopause. Making women aware of their rights, such as any entitlement to flexible working, could encourage greater uptake of support, better management of symptoms, and improvements to health and work outcomes. Employers could also measure and share internal levels of support for adjustments for menopause with their staff. BIT previously found that a similar intervention at two global banks increased men’s intention to take shared parental leave. Other employers may want to review the available support and provide additional adaptations for staff.
Ends
Notes to editors
- Between Friday 9 August and Monday 19 August 2024, BIT conducted a nationally representative survey of over 4,000 UK adults.
- For more information on the analysis or to speak to one of the experts involved, please contact Kieran Lowe, Media Manager, on 020 7438 2576 or [email protected]. Spokespeople are available for broadcast interviews.
About BIT
BIT (the Behavioural Insights Team) is a global research and innovation consultancy which combines a deep understanding of human behaviour with evidence-led problem solving to improve people’s lives. BIT works with all levels of government, nonprofits and the private sector, applying behavioural science expertise with robust evaluation and data to help clients achieve their goals.
BIT has more than 200 staff, and operates from seven offices around the world. Together our staff provide unrivalled behavioural science expertise, amassed through the delivery of more than 1,700 projects across hundreds of countries.
BIT was established by the UK government in 2010. In 2014 BIT became an independent social purpose company, part owned by the Cabinet Office and the innovation charity Nesta. Since 2021 BIT has been entirely owned by Nesta and is part of the Nesta group.
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