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  • EMAS 2021 Menopause & Work Global Recommendations - Overview_FINAL Figure 1

    Submitted manuscript, 1.36 MB, PDF document

  • EMAS 2021 Menopause in the Workplace Global Recommendations - Detailed_FINAL Figure 2

    Submitted manuscript, 1.14 MB, PDF document

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    Rights statement: This is the author’s version of a work that was accepted for publication in Maturitas. Changes resulting from the publishing process, such as peer review, editing, corrections, structural formatting, and other quality control mechanisms may not be reflected in this document. Changes may have been made to this work since it was submitted for publication. A definitive version was subsequently published in Maturitas, 151, 2021 DOI:10.1016/j.maturitas.2021.06.006

    Accepted author manuscript, 1.73 MB, PDF document

    Embargo ends: 14/07/22

    Available under license: CC BY-NC: Creative Commons Attribution-NonCommercial 4.0 International License

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Global consensus recommendations on menopause in the workplace: A European Menopause and Andropause Society (EMAS) position statement

Research output: Contribution to journalJournal article

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Global consensus recommendations on menopause in the workplace : A European Menopause and Andropause Society (EMAS) position statement. / Rees, Margaret; Bitzer, Johannes; Cano, Antonio; Ceausu, Iuliana; Chedraui, Peter; Durmusoglu, Fatih; Erkkola, Risto; Geukes, Marije; Godfrey, Alan; Goulis, Dimitrios G; Griffiths, Amanda; Hardy, Claire; Hickey, Martha; Hirschberg, Angelica Lindén; Hunter, Myra; Kiesel, Ludwig; Jack, Gavin; Lopes, Patrice; Mishra, Gita; Oosterhof, Henk; Pines, Amos; Riach, Kathleen; Shufelt, Chrisandra; van Trotsenburg, Mick; Weiss, Rachel; Lambrinoudaki, Irene.

In: Maturitas, Vol. 151, 30.09.2021, p. 55-62.

Research output: Contribution to journalJournal article

Harvard

Rees, M, Bitzer, J, Cano, A, Ceausu, I, Chedraui, P, Durmusoglu, F, Erkkola, R, Geukes, M, Godfrey, A, Goulis, DG, Griffiths, A, Hardy, C, Hickey, M, Hirschberg, AL, Hunter, M, Kiesel, L, Jack, G, Lopes, P, Mishra, G, Oosterhof, H, Pines, A, Riach, K, Shufelt, C, van Trotsenburg, M, Weiss, R & Lambrinoudaki, I 2021, 'Global consensus recommendations on menopause in the workplace: A European Menopause and Andropause Society (EMAS) position statement', Maturitas, vol. 151, pp. 55-62. https://doi.org/10.1016/j.maturitas.2021.06.006

APA

Rees, M., Bitzer, J., Cano, A., Ceausu, I., Chedraui, P., Durmusoglu, F., Erkkola, R., Geukes, M., Godfrey, A., Goulis, D. G., Griffiths, A., Hardy, C., Hickey, M., Hirschberg, A. L., Hunter, M., Kiesel, L., Jack, G., Lopes, P., Mishra, G., ... Lambrinoudaki, I. (2021). Global consensus recommendations on menopause in the workplace: A European Menopause and Andropause Society (EMAS) position statement. Maturitas, 151, 55-62. https://doi.org/10.1016/j.maturitas.2021.06.006

Vancouver

Author

Rees, Margaret ; Bitzer, Johannes ; Cano, Antonio ; Ceausu, Iuliana ; Chedraui, Peter ; Durmusoglu, Fatih ; Erkkola, Risto ; Geukes, Marije ; Godfrey, Alan ; Goulis, Dimitrios G ; Griffiths, Amanda ; Hardy, Claire ; Hickey, Martha ; Hirschberg, Angelica Lindén ; Hunter, Myra ; Kiesel, Ludwig ; Jack, Gavin ; Lopes, Patrice ; Mishra, Gita ; Oosterhof, Henk ; Pines, Amos ; Riach, Kathleen ; Shufelt, Chrisandra ; van Trotsenburg, Mick ; Weiss, Rachel ; Lambrinoudaki, Irene. / Global consensus recommendations on menopause in the workplace : A European Menopause and Andropause Society (EMAS) position statement. In: Maturitas. 2021 ; Vol. 151. pp. 55-62.

Bibtex

@article{cf97f45be3d0467b9299a69fc14405b8,
title = "Global consensus recommendations on menopause in the workplace: A European Menopause and Andropause Society (EMAS) position statement",
abstract = "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.",
keywords = "Menopause, Employment, Workplace, Equality, Aging, Guidelines, Gender",
author = "Margaret Rees and Johannes Bitzer and Antonio Cano and Iuliana Ceausu and Peter Chedraui and Fatih Durmusoglu and Risto Erkkola and Marije Geukes and Alan Godfrey and Goulis, {Dimitrios G} and Amanda Griffiths and Claire Hardy and Martha Hickey and Hirschberg, {Angelica Lind{\'e}n} and Myra Hunter and Ludwig Kiesel and Gavin Jack and Patrice Lopes and Gita Mishra and Henk Oosterhof and Amos Pines and Kathleen Riach and Chrisandra Shufelt and {van Trotsenburg}, Mick and Rachel Weiss and Irene Lambrinoudaki",
note = "This is the author{\textquoteright}s version of a work that was accepted for publication in Maturitas. Changes resulting from the publishing process, such as peer review, editing, corrections, structural formatting, and other quality control mechanisms may not be reflected in this document. Changes may have been made to this work since it was submitted for publication. A definitive version was subsequently published in Maturitas, 151, 2021 DOI:10.1016/j.maturitas.2021.06.006",
year = "2021",
month = sep,
day = "30",
doi = "10.1016/j.maturitas.2021.06.006",
language = "English",
volume = "151",
pages = "55--62",
journal = "Maturitas",
issn = "0378-5122",
publisher = "Elsevier Ireland Ltd",

}

RIS

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 - This is the author’s version of a work that was accepted for publication in Maturitas. Changes resulting from the publishing process, such as peer review, editing, corrections, structural formatting, and other quality control mechanisms may not be reflected in this document. Changes may have been made to this work since it was submitted for publication. A definitive version was subsequently published in Maturitas, 151, 2021 DOI:10.1016/j.maturitas.2021.06.006

PY - 2021/9/30

Y1 - 2021/9/30

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 - Menopause

KW - Employment

KW - Workplace

KW - Equality

KW - Aging

KW - Guidelines

KW - Gender

U2 - 10.1016/j.maturitas.2021.06.006

DO - 10.1016/j.maturitas.2021.06.006

M3 - Journal article

C2 - 34274202

VL - 151

SP - 55

EP - 62

JO - Maturitas

JF - Maturitas

SN - 0378-5122

ER -