Submitted manuscript, 1.36 MB, PDF document
Submitted manuscript, 1.14 MB, PDF document
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
Available under license: CC BY-NC: Creative Commons Attribution-NonCommercial 4.0 International License
Final published version
Final published version
Research output: Contribution to Journal/Magazine › Journal article
Research output: Contribution to Journal/Magazine › Journal article
}
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 -