WORLD MENOPAUSE DAY
certain symptoms might mean women are absent from work more frequently. Very severe symptoms may mean women are unable to work at all. Not all symptoms are directly related to the hormone changes within menopause transition, some are a consequence of their occurrence. For example, hot flushes and night sweats are sometimes said to cause insomnia, and this in itself is identified as leading to irritability, fatigue and poorer cognitive function. The symptoms of menopause transition can have an impact on quality of working life and performance at work. However, much of the following can be enhanced through supportive interventions and line management:
• Efficiency and the avoidance of higher sickness absence
• Engagement with work • Job satisfaction • Commitment to the organisation • The desire to remain at work
The evidence suggests that failure to manage transition symptoms might have an impact on:
• Time management • Emotional resilience • Ability to complete tasks effectively • Physical resilience
Considering the above in terms of policing roles and potential deployment, there is a clear need to ensure that individuals going through the menopause are managed sensitively and effectively. By being aware of the impact of the menopause transition on the wellbeing of women at this stage within their working lives, the police service, line managers and women themselves can be better prepared to lessen the impact and provide
supportive solutions to ensure that individuals are able to work as effectively as possible at this stage in their lives. After five years, the present survey
seeks to analyse the current landscape and identify ongoing needs for supporting individuals in transition within the policing sector. PFEW wants to build on the success of the first survey back in 2018 that helped forces, locally and nationally, focus on what was needed across policing to support those in transition with the right support in place to assist in the workplace. Leading on the initiative, Hayley said:
“Across PFEW, women representatives have reported there is improvement since the first survey findings and the progress forces have made to support officers and staff is welcome. However, the picture varies from force to force and we now want to see what still needs to be done to support all at this difficult time in their lives. “We are all working longer hours and in differing roles, and this transition can have a huge effect and impact greatly on capabilities within the workplace. To support organisations in realising the scope and scale of issues around the menopause, we are asking officers, staff and line managers for their support with this survey.
“It is not solely about personal experiences; we also want to understand the awareness of line managers and senior leaders around this subject and what training is in place. “Senior leaders have a responsibility for the welfare and wellbeing of their workforce, and to support individuals appropriately when they need it. The purpose of this survey is to give us the evidence we can provide to leaders to action what needs to change, to praise
those that are getting it right, to share some good practice and to ensure forces provide the right support and guidance to all. “This will ultimately give confidence
to individuals that when it is their turn to face this transition, if needed, appropriate support and adjustments can be identified and made available.” Thank you to everyone who took the
time to participate in the survey which closed on 28 November. The findings will be published in due course.
For further help and support, contact your GP, feel free to reach out to your local Fed rep, or visit:
www.rockmymenopause.com
www.pausitivity.co.uk www.menopausematters.co.uk www.thebms.org.uk www.henpicked.net
www.bupa.co.uk/health-
informationwomens-health/menopause
www.nhs.uk/conditions/menopause
11 | POLICE | DECEMBER | 2023
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