TY - JOUR
T1 - Global consensus recommendations on menopause in the workplace
T2 - a European Menopause and Andropause Society (EMAS) position statement
AU - Rees, Margaret
AU - Bitzer, Johannes
AU - Cano, Antonio
AU - Ceausu, Iuliana
AU - Chedraui, Peter
AU - Durmusoglu, Fatih
AU - Erkkola, Risto
AU - Geukes, Marije
AU - Godfrey, Alan
AU - Goulis, Dimitrios G.
AU - Griffiths, Amanda
AU - Hardy, Claire
AU - Hickey, Martha
AU - Hirschberg, Angelica Lindén
AU - Hunter, Myra
AU - Kiesel, Ludwig
AU - Jack, Gavin
AU - Lopes, Patrice
AU - Mishra, Gita
AU - Oosterhof, Henk
AU - Pines, Amos
AU - Riach, Kathleen
AU - Shufelt, Chrisandra
AU - van Trotsenburg, Mick
AU - Weiss, Rachel
AU - Lambrinoudaki, Irene
N1 - Funding Information:
14 Angelica Lindén Hirschberg in the past 3 years has received grant support from ITF Research Pharma for the "Blissafe study
Funding Information:
Peter Chedraui is supported by the Sistema de Investigaci?n y Desarrollo (SINDE) and the Vice-Rectorado de Investigaci?n & Postgrado (VRIP) of the Universidad Cat?lica de Santiago de Guayaquil, Guayaquil, Ecuador, through grant No. SIU # 554?56: ?Evaluaci?n de resultantes vinculadas a la salud de la mujer en etapa reproductiva y no reproductiva: Proyecto Omega III?. Neither SINDE nor VRIP have had involvement in the writing of this clinical guide. The following associations and societies, listed alphabetically, have endorsed the statement: The Association of Research Managers and Administrators, The Australasian Menopause Society, The British Menopause Society, The Chartered Institute of Personnel and Development, Federaci?n Latinoamericana de Sociedades de Climaterio y Menopausia (FLACSYM), The International Gynecologic Cancer Society, The International Network of Research Management Societies, The North American Menopause Society and The Society of Occupational Medicine.
Funding Information:
Peter Chedraui is supported by the Sistema de Investigación y Desarrollo (SINDE) and the Vice-Rectorado de Investigación & Postgrado (VRIP) of the Universidad Católica de Santiago de Guayaquil, Guayaquil, Ecuador, through grant No. SIU # 554–56: “Evaluación de resultantes vinculadas a la salud de la mujer en etapa reproductiva y no reproductiva: Proyecto Omega III”. Neither SINDE nor VRIP have had involvement in the writing of this clinical guide.
Publisher Copyright:
© 2021
Copyright:
Copyright 2021 Elsevier B.V., All rights reserved.
PY - 2021/9
Y1 - 2021/9
N2 - Introduction: Worldwide, there are 657 million women aged 45–59 and around half contribute to the labor force during their menopausal years. There is a diversity of experience of menopause in the workplace. It is shaped not only by menopausal symptoms and context but also by the workplace environment. It affects quality of life, engagement, performance, motivation and relations with employers. Aim: To provide recommendations for employers, managers, healthcare professionals and women to make the workplace environment more menopause supportive, and to improve women's wellbeing and their ability to remain in work. Materials and methods: Literature review and consensus of expert opinion. Summary recommendations: Workplace health and wellbeing frameworks and policies should incorporate menopausal health as part of the wider context of gender and age equality and reproductive and post-reproductive health. Workplaces should create an open, inclusive and supportive culture regarding menopause, involving, if available, occupational health professionals and human resource managers working together. Women should not be discriminated against, marginalized or dismissed because of menopausal symptoms. Health and allied health professionals should recognize that, for some women, menopausal symptoms can adversely affect the ability to work, which can lead to reduction of working hours, underemployment or unemployment, and consequently financial insecurity in later life.
AB - Introduction: Worldwide, there are 657 million women aged 45–59 and around half contribute to the labor force during their menopausal years. There is a diversity of experience of menopause in the workplace. It is shaped not only by menopausal symptoms and context but also by the workplace environment. It affects quality of life, engagement, performance, motivation and relations with employers. Aim: To provide recommendations for employers, managers, healthcare professionals and women to make the workplace environment more menopause supportive, and to improve women's wellbeing and their ability to remain in work. Materials and methods: Literature review and consensus of expert opinion. Summary recommendations: Workplace health and wellbeing frameworks and policies should incorporate menopausal health as part of the wider context of gender and age equality and reproductive and post-reproductive health. Workplaces should create an open, inclusive and supportive culture regarding menopause, involving, if available, occupational health professionals and human resource managers working together. Women should not be discriminated against, marginalized or dismissed because of menopausal symptoms. Health and allied health professionals should recognize that, for some women, menopausal symptoms can adversely affect the ability to work, which can lead to reduction of working hours, underemployment or unemployment, and consequently financial insecurity in later life.
KW - Aging
KW - Employment
KW - Equality
KW - Gender
KW - Guidelines
KW - Menopause
KW - Workplace
UR - http://www.scopus.com/inward/record.url?scp=85113415640&partnerID=8YFLogxK
U2 - 10.1016/j.maturitas.2021.06.006
DO - 10.1016/j.maturitas.2021.06.006
M3 - Article
C2 - 34274202
AN - SCOPUS:85113415640
SN - 0378-5122
VL - 151
SP - 55
EP - 62
JO - Maturitas
JF - Maturitas
ER -