Talking point
Two women debate whether we need workplace legislation to protect those going through what can be a challenging life stage
These days, discussions about the menopause are everywhere, from TV programmes (thanks, Davina McCall!) to the Houses of Parliament. While there’s no doubt that public awareness about this most female of matters is long overdue, some of us are worried that there’s an unintended downside – namely, that older women are now being labelled and categorised more than ever before. The debate around the menopause has been stoked up by recent government decisions. Earlier this year, ministers blocked a proposal to make it a ‘protected characteristic’ in the workplace under the Equality Act of 2010. This came as a blow to campaigners, not least to the cross-party Women and Equalities Committee, which has long pushed for the menopause to be included along with age, disability and race as a characteristic against which it would be illegal to discriminate. Was the Government right or wrong? Here, two women give their perspectives.
Menopause worrier
Rachel Ogden: ‘Progress only happens if responsibilities are enshrined in law’
Some years ago, I worked with a woman who gave me my first experience of menopause. She had the most horrendous hot flushes – she wore short-sleeved tops and had a desk fan whirling away year-round. I have no doubt that she suffered greatly, yet every day she turned up with a smile on her face and toughed it out – because what was the alternative?
The menopause has long been a bit of a taboo in the workplace, which is one of the many reasons I believe the Government should rethink its decision not to include it in the Equality Act. There are 4.5 million women aged 50-64 in employment in the UK, and figures show that those experiencing at least one problematic menopausal symptom are 43% more likely to have left their jobs by age 55 than those with no severe symptoms. Recent research by BUPA highlights that 900,000 women going through the menopause have left work, with stigma, lack of support and discrimination ranking as key factors for their decisions.
We need legislation to protect the hundreds of thousands of menopausal women affected by workplace discrimination. While the ‘protected characteristic’ solution may not hit the mark – putting menopause on the same footing as disability feels a stretch too far for many – it is a step in the right direction. We must recognise that some women can experience debilitating symptoms for years, and ensure they aren’t discriminated against when it comes to promotions and pay rises. A legal solution is the only way to ensure that happens.
It is already hard enough being taken seriously in the workplace as a wo
