Background
Women form an increasing proportion of the British horseracing workforce, though in many cases, core working practices can still reflect a time where women were not equally represented or prioritised as employees, and over time women have fitted into existing frameworks where their specific needs are not served. Change is imperative both to meet the needs of the feminising workforce and to align with societal norms that increasingly prioritise work-life balance and family life. An area where society is increasingly opening up to discussion is menopause, which is a growing focus of concern in terms of employment policy and political attention. Work is needed to ‘future-proof’ for potential changes to legislation and/or evolving employment practice. This is a pragmatic step for horseracing to take in terms of its workforce when those over 50 now make up almost a third of the working age population (up from a quarter 25 years ago).
Where these issues are not discussed, they can become taboos that contribute to a tone of intolerance, silence and isolation. A landmark study of 4,000 menopausal and peri-menopausal women in the UK by the Fawcett Society showed a majority of women (77%) finding at least one menopause symptom ‘very difficult’, with sleeping (84%), brain fog (73%), and anxiety or depression (69%) as key concerns. Forty four percent of those in employment said that their ability to work was affected by their symptoms. Within the workplace, they reported everyday requirements, such as dress codes can be uncomfortable given their symptoms. Many also faced stigma, with 41% saying they have seen menopause or menopause symptoms treated as a joke by people at work, and over a third citing anxiety or depression as a reason for sick leave rather than share their menopause status. One in ten women who have been employed during the menopause have left work due to menopause symptoms, 14% had reduced their hours at work, 14% had gone part-time, and 8% had not applied for promotion. 80% of the women in this survey identified that their workplace has no basic support in place for them, with a similar number stating that all employers should have a menopause action plan.
Activist charity Women in Sport is addressing menopause as one of its key strategic aims over the next two years. Menopause may bring increased physical uncertainty, e.g., potential for osteoporosis or heart disease. This can often be prevented or managed with regular exercise to improve health and wellbeing. Menopause might also be seen as a natural time of reappraisal, when women are more open to change. This can be liberating, and a time for women to re-evaluate their lives, becoming more active and taking an opportunity to re-define themselves.
What can employers do?
Employers can help by:
- Consulting with women within this group to understand their needs;
- Championing an open, positive dialogue about menopause in the workplace;
- Providing a safe space for women to talk about their experiences of menopause, and encourage/support networks and information-sharing;
- Considering the impact on workplace policies, such as absence policies or flexible working.
Note: All will experience the menopause differently and for some, symptoms can be quite severe and can affect people both physically and mentally. The information sheet is here to help including information on the different stages of menopause.
Menopause Information Sheet
Example Menopause Policy
For some additional reading and resources for this page click here.
