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Tackling the taboo: talking menopause-related problems at work

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Tackling the taboo : talking menopause-related problems at work. / Hardy, Claire; Griffiths, Amanda; Thorne, Eleanor; Hunter, Myra.

In: International Journal of Workplace Health Management, Vol. 12, No. 1, 04.02.2019, p. 28-38.

Research output: Contribution to journalArticle

Harvard

Hardy, C, Griffiths, A, Thorne, E & Hunter, M 2019, 'Tackling the taboo: talking menopause-related problems at work', International Journal of Workplace Health Management, vol. 12, no. 1, pp. 28-38. https://doi.org/10.1108/IJWHM-03-2018-0035

APA

Hardy, C., Griffiths, A., Thorne, E., & Hunter, M. (2019). Tackling the taboo: talking menopause-related problems at work. International Journal of Workplace Health Management, 12(1), 28-38. https://doi.org/10.1108/IJWHM-03-2018-0035

Vancouver

Hardy C, Griffiths A, Thorne E, Hunter M. Tackling the taboo: talking menopause-related problems at work. International Journal of Workplace Health Management. 2019 Feb 4;12(1):28-38. https://doi.org/10.1108/IJWHM-03-2018-0035

Author

Hardy, Claire ; Griffiths, Amanda ; Thorne, Eleanor ; Hunter, Myra. / Tackling the taboo : talking menopause-related problems at work. In: International Journal of Workplace Health Management. 2019 ; Vol. 12, No. 1. pp. 28-38.

Bibtex Download

@article{771e97f5cdbe4f479ae79f125811fc9a,
title = "Tackling the taboo: talking menopause-related problems at work",
abstract = "Purpose: Women are typically reluctant to disclose menopause-related problems that may affect their working lives to line managers. Consequently, support may not be offered nor potential solutions explored. The purpose of this paper is to examine how working menopausal women would prefer to have conversations about the menopause at work. Design/methodology/approach: Using semi-structured telephone interviews working menopausal women (aged 45–60 years) were asked about their experiencing of talking about their menopause at work, and how helpful conversations might be initiated and conducted. Transcripts were analyzed thematically to identify factors that may facilitate or hinder such conversations. Findings: Two themes emerged: first, organizational context. Facilitators included an open culture with friendly relationships, a knowledgeable and proactive manager, organization-wide awareness of the menopause and aging, and access to a nominated woman to discuss problems. Barriers included male-dominated workplaces, male line managers, fear of negative responses, stigma, discrimination, embarrassment or believing menopause is inappropriate to discuss at work; second, the nature of the discussion. Facilitators included managers demonstrating an understanding and acceptance of a woman’s experience, jointly seeking acceptable solutions, respecting privacy and confidentiality, and appropriate use of humor, as opposed to being dismissive and using inappropriate body language. Discussions with suitable persons at work were preferred and being prepared was advised. The women in the sample advised having discussions with appropriate persons and being prepared. Practical implications: These findings could inform training programs, workplace policies and practice. Originality/value: This study provides insights to help women and their managers discuss menopause-related difficulties at work and seek solutions together.",
keywords = "Disclosure, Menopause, Talking, Work",
author = "Claire Hardy and Amanda Griffiths and Eleanor Thorne and Myra Hunter",
year = "2019",
month = "2",
day = "4",
doi = "10.1108/IJWHM-03-2018-0035",
language = "English",
volume = "12",
pages = "28--38",
journal = "International Journal of Workplace Health Management",
issn = "1753-8351",
publisher = "Emerald Group Publishing Ltd.",
number = "1",

}

RIS (suitable for import to EndNote) Download

TY - JOUR

T1 - Tackling the taboo

T2 - talking menopause-related problems at work

AU - Hardy, Claire

AU - Griffiths, Amanda

AU - Thorne, Eleanor

AU - Hunter, Myra

PY - 2019/2/4

Y1 - 2019/2/4

N2 - Purpose: Women are typically reluctant to disclose menopause-related problems that may affect their working lives to line managers. Consequently, support may not be offered nor potential solutions explored. The purpose of this paper is to examine how working menopausal women would prefer to have conversations about the menopause at work. Design/methodology/approach: Using semi-structured telephone interviews working menopausal women (aged 45–60 years) were asked about their experiencing of talking about their menopause at work, and how helpful conversations might be initiated and conducted. Transcripts were analyzed thematically to identify factors that may facilitate or hinder such conversations. Findings: Two themes emerged: first, organizational context. Facilitators included an open culture with friendly relationships, a knowledgeable and proactive manager, organization-wide awareness of the menopause and aging, and access to a nominated woman to discuss problems. Barriers included male-dominated workplaces, male line managers, fear of negative responses, stigma, discrimination, embarrassment or believing menopause is inappropriate to discuss at work; second, the nature of the discussion. Facilitators included managers demonstrating an understanding and acceptance of a woman’s experience, jointly seeking acceptable solutions, respecting privacy and confidentiality, and appropriate use of humor, as opposed to being dismissive and using inappropriate body language. Discussions with suitable persons at work were preferred and being prepared was advised. The women in the sample advised having discussions with appropriate persons and being prepared. Practical implications: These findings could inform training programs, workplace policies and practice. Originality/value: This study provides insights to help women and their managers discuss menopause-related difficulties at work and seek solutions together.

AB - Purpose: Women are typically reluctant to disclose menopause-related problems that may affect their working lives to line managers. Consequently, support may not be offered nor potential solutions explored. The purpose of this paper is to examine how working menopausal women would prefer to have conversations about the menopause at work. Design/methodology/approach: Using semi-structured telephone interviews working menopausal women (aged 45–60 years) were asked about their experiencing of talking about their menopause at work, and how helpful conversations might be initiated and conducted. Transcripts were analyzed thematically to identify factors that may facilitate or hinder such conversations. Findings: Two themes emerged: first, organizational context. Facilitators included an open culture with friendly relationships, a knowledgeable and proactive manager, organization-wide awareness of the menopause and aging, and access to a nominated woman to discuss problems. Barriers included male-dominated workplaces, male line managers, fear of negative responses, stigma, discrimination, embarrassment or believing menopause is inappropriate to discuss at work; second, the nature of the discussion. Facilitators included managers demonstrating an understanding and acceptance of a woman’s experience, jointly seeking acceptable solutions, respecting privacy and confidentiality, and appropriate use of humor, as opposed to being dismissive and using inappropriate body language. Discussions with suitable persons at work were preferred and being prepared was advised. The women in the sample advised having discussions with appropriate persons and being prepared. Practical implications: These findings could inform training programs, workplace policies and practice. Originality/value: This study provides insights to help women and their managers discuss menopause-related difficulties at work and seek solutions together.

KW - Disclosure

KW - Menopause

KW - Talking

KW - Work

UR - http://www.scopus.com/inward/record.url?scp=85057749804&partnerID=8YFLogxK

U2 - 10.1108/IJWHM-03-2018-0035

DO - 10.1108/IJWHM-03-2018-0035

M3 - Article

AN - SCOPUS:85057749804

VL - 12

SP - 28

EP - 38

JO - International Journal of Workplace Health Management

JF - International Journal of Workplace Health Management

SN - 1753-8351

IS - 1

ER -

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