The top-line findings of the Menopause Survey 2023, launched today to mark World Menopause Awareness Month, with a total of 6,409 responses, highlighted valuable insights into the challenges faced by police officers and staff living through the menopause and the need for supportive workplace policies.

This analysis looks to key findings, shedding light on the impact of the menopause on job performance, coping mechanisms, and the role of workplace support.

It is known that understanding and addressing these issues can lead to more inclusive and supportive workplaces for those experiencing the menopause, but unfortunately, as discussed below, while there have been some steps towards this since the past survey in 2018, progress has been slow and inconsistent across all 43 forces.

 

Symptom challenges and workplace environment

The survey revealed an increase in respondents (83 per cent) finding menopausal symptoms moderately or extremely problematic at work, compared to the 2018 survey (76 per cent).

Hayley Aley, the Police Federation of England and Wales’ women’s health lead, noted: “It is concerning to see this figure has increased since the previous survey as it highlights the failings of forces to implement the improvements that we should expect to see.”

Tiredness (85 per cent) and sleep disturbances (81 per cent) remain the most challenging symptoms, consistent with the 2018 results. “It is unacceptable that not only are these figures consistent with previous figures, but clearly not enough, if anything at all, has been actioned to address these results,” added Ms Aley.

There has, however, been a shift in aspects of the working environment that exacerbate these symptoms. While temperature and ventilation were highlighted in 2018, recalling detailed information (72 per cent) and working shifts (57 per cent) emerged as the top challenges in the current survey.

This shift in focus suggests a nuanced approach is necessary, recognising the diverse challenges faced by individuals during the menopausal transition. Chief constables should consider tailored strategies to address the specific demands of different work environments, acknowledging the impact of cognitive challenges and non-traditional work hours on those that are experiencing the menopause.

“PFEW’s work on highlighting the impact of fatigue in the workplace goes hand-in-hand with understanding the impact some menopause symptoms can have in the workplace, such as recalling information. It is particularly disappointing to realise something that has such importance under health and safety legislation is still receiving inadequate attention from many forces,” Ms Aley added.

 

Impact on job performance and consideration of leaving

The survey indicated a concerning increase of individuals considering leaving their jobs due to difficulties in dealing with menopausal symptoms. One in three (33 per cent) respondents have thought about quitting, which is up from 20 per cent in 2018.

Simultaneously, 65 per cent believe their job performance has been negatively affected by menopausal symptoms. These findings underscore the urgency of implementing measures to retain experienced and valuable officers, measures that Ms Aley reminds are already available to all forces.

“The National Menopause Guidance highlights there can be flexible working arrangements to help individuals where needed, and in extreme cases there is an opportunity for them to temporarily move roles,” she explained.

 

The role of disclosure and managerial support

A notable revelation is 57 per cent of respondents chose not to disclose their menopausal symptoms to their managers, citing it as a personal matter. This reluctance may stem from concerns about judgment or a lack of understanding.

Encouragingly, there is increased awareness among both senior managers (78 per cent) and line managers (77 per cent) about menopause as an occupational health issue, signalling a positive trend, but it is clear communication needs to improve to help allay some of the expressed concerns.

However, more needs to be done to bridge the gap between awareness and practical support. The top reasons influencing disclosure include difficulty coping with symptoms (81 per cent) and concern about the impact on work performance (79 per cent).

Individual forces should foster open communication channels, educate managers with appropriate training, and create a supportive environment that allows individuals to disclose their menopausal symptoms without fear of repercussions or stigma.

 

Managerial response and training

While 72 per cent of respondents reported their line managers treated their discussions about the menopause with confidentiality, only 17 per cent experienced changes in their duties or roles. This suggests while there is a degree of understanding, there is significant room for improvement in translating that understanding into tangible workplace adjustments.

The report highlighted whilst managers' confidence to support someone going through menopause has increased (93 per cent), only 18 per cent have received training on how to provide such support.

Ms Aley said: “Developing comprehensive training programmes for managers, covering information about menopause and its impact on individuals at work, can bridge this knowledge gap and empower senior managers to offer effective support. At a time when officers are leaving in record numbers, such a gap between knowledge and training is unacceptable.”

 

The need for formal policies

The survey revealed 50 per cent of managers are unaware of whether their organisation has a formal policy regarding menopause management, highlighting the need for clear and consistent guidelines.

“Clearly,” added Ms Aley, “training in menopause management should be required learning for all managers, it’s not good enough just to post the information online as optional reading or have awareness days. Training must be mandatory.”

Encouragingly when considering this, 96 per cent of managers expressed a desire for a formal policy, emphasising the importance of providing a structured framework to address menopausal challenges in the workplace, how best to assist and support officers experiencing menopause and crucially how to retain valuable and experienced individuals in all forces.

“The 2023 Menopause Survey findings underscore the need for police forces to better address the impact of menopausal symptoms on their workforce, ensure that education and training is mandatory for all senior officers. That six years on from the last survey there exists such contrasts and such gaps in knowledge is unacceptable,” continued Ms Aley.

“Chief constables should consider tailoring support strategies to the specific challenges faced by individuals, fostering open communication, removing stigma through education and training of all teams. Implementing formal policies understood by all would create a more inclusive workplace, supporting employees through the menopause and ensuring the retention of valuable and experienced officers.

“It is vital chiefs embrace these changes and allow police forces to create environments that prioritise employee wellbeing, ultimately benefiting both individuals experiencing menopause symptoms and the overall performance of their departments/forces,” she concluded.