Mental Health Awareness
The last five years have been turbulent for us all and more uncertainty is on the horizon with new technology reshaping the world of work, whilst we are still battling with the aftermath of the pandemic. These challenges have resulted in unprecedented stress levels, hopelessness, financial pressures, anxiety and job losses. Although 2023 was a difficult year for many businesses the pandemic continues to cause issues that will echo through the business world for years to come.
Work Related Stress
In today’s post pandemic world, stress has become and is often underestimated yet highly impactful factor affecting our mental health. The pressures of meeting deadlines, fulfilling responsibilities, and managing work-life balance can culminate into a significant stress burden. This burden, when not addressed timely, may evolve into chronic stress conditions, impacting overall productivity and well-being. According to the World Health Organisation, depression and anxiety cost the global economy US $1 trillion each year, predominantly from reduced productivity.
Work-related stress is defined by the Health and Safety Executive as the adverse reaction people have to excessive pressure or other types of demand placed on them at work. Stress, including work-related stress, can be a significant cause of illness. It is known to be linked with high levels of sickness absence, staff turnover and other issues such as increased capacity for error. Stress is not a medical diagnosis, but severe stress that continues for a long time may lead to a diagnosis of depression or anxiety, or other mental health problems.
Therefore, organisations need to create a workplace culture that gives employees the time and space to take care of their mental health and feel able to express their concerns and worries, such as implementing policies that allow employees to take mental health days and providing open communication channels to promote a culture of understanding and support. Regular check-ins and mental health workshops, access to professional counselling or Employee Assistance Programmes (EAP) can offer much needed support.
Why Employers Need To Do More For Women’s Mental Health
Studies such as the Deloitte report for 2024 have shown that in the global women in work survey, half of the women say their stress levels were worse than last year and 48% of women say they are concerned about their mental health.
Poor mental health is often the result of burnout due to the large number of responsibilities in the household, with women in business who have more domestic responsibilities reporting having a lower level of mental well-being.
It’s an employer’s responsibility to ensure women are getting the mental health support they need. Only 43% of women from the Deloitte survey say they feel they are receiving adequate mental health support from their employer.
Mental health for women in the workplace is still an ongoing issue, and employers need to provide a comfortable setting for women to be able to talk about their mental health without stigmatisation.
Menopause Mental Health Impact
Menopause has a direct impact on women’s mental health, which in turn impacts their daily lives and how women in business perform.
Studies have shown that menopausal symptoms can affect up to a ⅓ of working woman with effects such as forgetfulness, sleep problems, and other psychological issues which has adverse effects on their work.
The majority of premenopausal/menopausal symptoms are often mistaken for other illnesses or just simply ‘getting old’. Lauren Chiren, during a Women’s Health interview said she mistook it for an early onset of dementia.
The first signs of menopause include many vasomotor symptoms like migraines, hot flashes, night sweats, and more. However, there is also a big impact on mood due to hormonal changes, with women more likely to experience anxiety and panic attacks before and after menopause.
Menopause typically starts in a woman’s 40s and 50s, and the symptoms can last between 10–14 years. You can also experience perimenopausal symptoms in your 30s before menopause begins.
Menopause makes women often feel stigmatised, confused, and embarrassed. Some cognitive effects are poor memory, feeling depressed, and tiredness due to hormonal changes.
It can also make pre-existing mental health symptoms worse and affect mental health due to it being such a big life change.
The big impact of menopause on women and their mental health isn’t widely spoken about enough or taught to younger girls so they know what to expect.
The Effect Of Menopause On Women In Business
It’s been shown that 8/10 women go through menopause while they are still at work.
With all the physical and mental effects, they still show up to work every day battling with their menopausal symptoms despite it having a direct effect on their productivity and work.
It’s reported up to 23% of women in business have felt like they wanted to resign due to their menopausal symptoms, and 12% were considering handing in their notice in a 2023 UK survey of 2000 women.
The lack of support in the workforce for menopausal women makes women feel alone and unable to talk about what’s going on in the workplace, with no choice but to leave due to their struggle.
Lauren Chiren in her Women’s Health interview reports feeling like she couldn’t open up to her HR managers due to feeling like she would seem out of control.
It’s evident more needs to be done in a male-dominated business culture where we can give support to women as individuals.
Providing women in business a safe, nonjudgmental place to talk and time needed for their mental health due to the effects of menopause in the workplace is key.
The Economic Effects Of Menopause
Apart from women in business suffering from menopause mental health, there are huge economic implications for companies, with menopausal women estimated to take 14 million sick days in the UK each year due to menopausal symptoms.
Statistical evidence shows it can cost a company more than £30,000 to replace a woman who has left work due to menopause.
More needs to be done to ensure companies have appropriate menopause policies for women in the workplace so they don’t feel disadvantaged.
Providing the correct support as an employer
Supporting your staff in the correct way can take a lot of effort. Many employers might be tempted to dismiss mental health as something your employee needs to solve themselves. This is not the case. Supportive employers often reap the benefits of their compassion. Employees are more productive and loyal when they feel appreciated, so the investment you make in your people is always worth the effort as there is a direct link between employee wellbeing and organisational success.
Here are some easy ways to provide the correct support for your employees.
- Having a realistic approach to workloads. Preventing burnout means being honest about ambitious workloads. Be realistic. How much work can your employee complete without staying late or missing their lunchbreaks?
- Offering flexible hours. The option to shift the workday by several hours can take the pressure off employees who are juggling care duties or household logistics. Being flexible with hours means that your employee can be focused solely on their work when they ‘clock in’.
- Being approachable and accessible. Promote healthy discussions around wellbeing and mental health. Reluctant employees will be encouraged to come forward before burnout becomes a serious issue. This applies to employees that are working from home. Ensure you are accessible to staff if they need a quick call or video chat.
- Supporting through resources. Whether it is burnout, grief, or another mental health issue, your employees need support. Does your company make mental health resources available to staff? Do they know what is available to them? Make sure your company’s resources are accessible to all. Employers should recognise the growing use of digital tools to support mental health, and community networks to support working parents and menopause in the workplace.
- Targeted Interventions. It’s important to have targeted interventions that understand the specific needs of the different groups and individuals within your organisation thus creating targeted solutions that are fit for purpose and right for your organisational dynamics. Regular check-ins and mental health workshops can also help in creating a supportive environment. Providing access to professional counselling or Employee Assistance Programs (EAP) can offer additional help.
- Communication. Having open and honest conversations about the organisations culture and approach towards mental health and wellbeing support for employees. Have uncomfortable conversations about the stigma of mental health in the workplace to gain a better understanding of the support required.
- Understanding your staff are people first. Everyone knows that business is important. The people who work for you are important too. Treating them well and with compassion can guide them through a difficult time and see your company’s output become more productive when they return to work at full strength.
- Mental Health at Work Commitment. Pledging your commitment to improving mental health support and investing in targeted training and ongoing support for all employees by introducing schemes to monitor and measure mental health in the workforce. You can join Kirkwood Consulting by signing the Mental Health at Work Commitment, your organisation can join a community of over 3,000 UK employers who have pledged to put mental wellbeing at the heart of their agenda, working towards a future where mental health is given the attention it deserves. When you sign up, you’ll receive all the information and advice you need to champion mental wellbeing in your organisation, no matter how big or small it is.
- Training. Train a percentage of your workforce as Mental First Aid practitioners to support other colleagues struggling with mental health issues and to work towards removing the stigma associated with poor mental health in the workplace.
- Prioritise work-life balance and wellbeing benefits such as flexible hours, extra paid holiday and Hybrid working support package.
Mental Health Month – Continuing The Conversation
May is mental health awareness month and at Kirkwood Training and Skills, we believe giving women in business the adequate support they need for their mental health is important.
The consequences of menopause for women in the workplace can have detrimental effects on mental health and how women feel at work. We strive for an inclusive work environment where women feel gender equal despite going through menopause at work.
This supportive environment can be established in the workplace through effective training and leadership courses. If you would like to find out more about our training and mental first aid courses, contact us today on 01322 869244 or email us at info@ktands.co.uk.
