Women, work and the menopause: releasing the potential of older professional women

Explores the experiences of menopause for professional women as part of a broader appreciation of health and well-being in later life. Executive summary This report presents the key findings and recommendations of a research project entitled Women, Work and the Menopause: Releasing the Potential of Older Professional Women. Menopause is a ‘silent issue’ for most organisations, and older women represent a group whose working lives, experiences and aspirations are poorly understood by employers, national governments and academic researchers alike. This is highly unfortunate given that women aged 45 years and over comprise 17% of the ageing Australian workforce, meaning that over one million working women are currently going through, or have already gone through, the menopause. The broad aim of this project was therefore to examine the occupational health and well-being of older women, with a particular emphasis on understanding women’s experiences of menopause at work. More specifically, the project set out to generate insights on five key areas: 1. Older women’s health and well-being; 2. The relationship between menopause-related symptoms and four specific work outcomes (work engagement, job satisfaction, organisational commitment, intention to quit); 3. Actual and desired levels of organisational support for women experiencing menopause; 4. Work-related and organisational factors that exacerbate or ameliorate women’s experiences of menopause in the workplace; and 5. Women’s first-hand experiences, beliefs and attitudes towards menopause at work. Data collection took place between November 2013 and March 2014 via two parallel research studies. The first study consisted of an online survey (herein referred to as WAW – Women at Work Survey) of 839 women (age range 40-75 years; average age 51.3 years) employed in academic, administrative and executive roles at three Australian universities. The second study (herein referred to as Prime – The Prime Project) involved 48 qualitative interviews with academic and administrative staff members at two Australian universities. The study identified the following key findings: All age groups reported average to good mental and physical health. While self-reported physical health deteriorated with age, mental health appeared to improve with age (60+ year olds reported better mental health than 40-49 and 50-59 year olds). Among administrative and executive staff, women aged 40-49 years reported greater intention to quit their jobs than their older colleagues (50-59 years and 60+ years old). The interview study was marked by an overwhelming sense that ‘women just get on with it’. This theme captured many inter-related aspects of women’s experiences of mid-life in general (e.g., of juggling demanding and multiple work and care-giving roles) and underlined the considerable, and often unacknowledged, resilience of older professional women. Peri-women currently experiencing the menopause most frequently experienced the following symptoms associated with menopause (in descending order of prevalence): sleep disturbance, headaches, weakness or fatigue, loss of sexual desire, anxiety, memory loss, pain in bone joints, and hot flushes. None of the measured work outcomes differed by menstrual status. However, the more frequently women reported experiencing menopause-related symptoms and the more bothersome the symptoms were, the less engaged they felt at work, less satisfied with their job, the greater their intention to quit their job and the lower their commitment to the organisation. The interview findings, however, suggested that it is difficult to attribute many symptoms simply to menopause. Symptoms can also be associated with ageing and ‘the time of life’ more generally, or the occupational impact of the working environment, such as stress (notably associated with organisational change and work intensification). Negative organisational and managerial messages about older women had a significant impact on how engaged, and how included, women felt at work. There was evidence of gendered ageism, with many women only feeling able to talk informally to other close female colleagues and friends about their menopausal experiences. Organisational sub-cultures were also found to have a significant influence on women’s experience of menopause at work, creating particular demands on women to ‘fit in’ and to manage expectations and workplace identities that assumed an ‘unproblematic body’. Work-related and organisational factors played important roles in ameliorating or exacerbating women’s experience of menopause at work. Temperature control over their immediate environment was important, as was the exacerbating impact of the increasingly sedentary nature of work that might intensify menopausal-related symptoms. However, paid employment also held positive benefits for some women, ameliorating their symptoms and providing an environment in which to develop and blossom as strong, independent and energetic employees. The flexibility of working arrangements (notably in respect of work time) was a particular characteristic that benefited (menopausal) women. Both the survey and the interviews pointed to a lack of menopause-specific support or information in their organisational settings. Many were unsure whether line managers were given training in awareness of the menopause in the workplace. While organisations should provide information, there were varying views about whether organisations should or could introduce menopause-specific policies, or whether that would only serve to marginalise or problematise older workers. While women did not want formal management or ‘intervention’ of the menopause, organisational understanding and support was deemed to be important and part of a broader message as to whether older women were welcome in the workplace or not. This report proposes a number of recommendations related to Occupational Health and Safety (OH&S) and Human Resources (HR) Management, and emphasises the role of general organisational processes, policies and professional bodies in initiating change. To plan for improved working conditions for older women now, is to ensure that organisations will reap future rewards by acknowledging and investing in this reliable, loyal, committed and resilient segment of the workforce. &nbsp

Spitzer Warm Mission Transition and Operations

Following the successful dynamic planning and implementation of IRAC Warm Instrument Characterization activities, transition to Spitzer Warm Mission operations has gone smoothly. Operation teams procedures and processes required minimal adaptation and the overall composition of the Mission Operation System retained the same functionality it had during the Cryogenic Mission. While the warm mission scheduling has been simplified because all observations are now being made with a single instrument, several other differences have increased the complexity. The bulk of the observations executed to date have been from ten large Exploration Science programs that, combined, have more complex constraints, more observing requests, and more exo-planet observations with durations of up to 145 hours. Communication with the observatory is also becoming more challenging as the Spitzer DSN antenna allocations have been reduced from two tracking passes per day to a single pass impacting both uplink and downlink activities. While IRAC is now operating with only two channels, the data collection rate is roughly 60% of the four-channel rate leaving a somewhat higher average volume collected between the less frequent passes. Also, the maximum downlink data rate is decreasing as the distance to Spitzer increases requiring longer passes. Nevertheless, with well over 90% of the time spent on science observations, efficiency has equaled or exceeded that achieved during the cryogenic mission

Spitzer Mission Operation System Planning for IRAC Warm-Instrument Characterization (IWIC)

This paper will describe how the Spitzer Mission Operations System planned and executed the characterization phase between Spitzer’s cryogenic mission and its warm mission. To the largest extend possible, the execution of this phase was done with existing processing and procedures. The modifications that were made were in response to the differences of the characterization phase compared to normal phases before and after. The primary two categories of difference are: unknown date of execution due to uncertainty of knowledge of the date of helium depletion, and the short cycle time for data analysis and re-planning during execution. In addition, all of the planning and design had to be done in parallel with normal operations, and we had to transition smoothly back to normal operations following the transition. This paper will also describe the re-planning we had to do following an anomaly discovered in the first days after helium depletion

Spitzer Mission Operation System Planning for IRAC Warm-Instrument Characterization (IWIC)

This paper will describe how the Spitzer Mission Operations System planned and executed the characterization phase between Spitzer’s cryogenic mission and its warm mission. To the largest extend possible, the execution of this phase was done with existing processing and procedures. The modifications that were made were in response to the differences of the characterization phase compared to normal phases before and after. The primary two categories of difference are: unknown date of execution due to uncertainty of knowledge of the date of helium depletion, and the short cycle time for data analysis and re-planning during execution. In addition, all of the planning and design had to be done in parallel with normal operations, and we had to transition smoothly back to normal operations following the transition. This paper will also describe the re-planning we had to do following an anomaly discovered in the first days after helium depletion

Review of Ground Systems Development and Operations (GSDO) Tools for Verifying Command and Control Software

The Exploration Systems Development (ESD) Standing Review Board (SRB) requested the NASA Engineering and Safety Center (NESC) conduct an independent review of the plan developed by Ground Systems Development and Operations (GSDO) for identifying models and emulators to create a tool(s) to verify their command and control software. The NESC was requested to identify any issues or weaknesses in the GSDO plan. This document contains the outcome of the NESC review

Women’s experiences of menopause at work and performance management

Presenting findings from our global evidence review of menopause transition and economic participation emboldened us to establish a menopause policy at the university where we all worked at the time. Our report was published in July 2017 and the policy was in place by November that year. Our critical reflection on this activism focuses on issues that are not commonly recognized around such interventions, and which we ourselves have only been able to acknowledge through engaged action. Challenges remain in normalizing menopause in organizations, specifically around gendered ageism and performance management. In drawing on Meyerson and Kolb’s framework for understanding gender in organizations, we highlight how policies are both vital and yet insufficient in and of themselves in revising the dominant discourse around menopause at work. At the same time, we highlight the importance and shortcomings of academic activism within these processes

EMAS recommendations for conditions in the workplace for menopausal women

Women form a large part of many workforces throughout Europe. Many will be working throughout their menopausal years. Whilst the menopause may cause no significant problems for some, for others it is known to present considerable difficulties in both their personal and working lives. During the menopausal transition women report that fatigue and difficulties with memory and concentration can have a negative impact on their working lives. Furthermore, hot flushes can be a source of embarrassment and distress. Some consider that these symptoms can impact on their performance. Greater awareness among employers, together with sensitive and flexible management can be helpful for women at this time. Particular strategies might include: fostering a culture whereby employees feel comfortable disclosing health problems, allowing flexible working, reducing sources of work-related stress, providing easy access to cold drinking water and toilets, and reviewing workplace temperature and ventilation

Study protocol of a multicentre randomised controlled trial of self-help cognitive behaviour therapy for working women with menopausal symptoms (MENOS@Work)

Background Hot flushes and night sweats (HFNS) – the main symptoms of the menopause transition – can reduce quality of life and are particularly difficult to manage at work. A cognitive behaviour therapy (CBT) intervention has been developed specifically for HFNS that is theoretically based and shown to reduce significantly the impact of HFNS in several randomised controlled trials (RCTs). Self-help CBT has been found to be as effective as group CBT for these symptoms, but these interventions are not widely available in the workplace. This paper describes the protocol of an RCT aiming to assess the efficacy of CBT for menopausal symptoms implemented in the workplace, with a nested qualitative study to examine acceptability and feasibility. Methods/Design One hundred menopausal working women, aged 45–60 years, experiencing bothersome HFNS for two months will be recruited from several (2–10) large organisations into a multicentre randomised controlled trial. Women will be randomly assigned to either treatment (a self-help CBT intervention lasting 4 weeks) or to a no treatment-wait control condition (NTWC), following a screening interview, consent, and completion of a baseline questionnaire. All participants will complete follow-up questionnaires at 6 weeks and 20 weeks post-randomisation. The primary outcome is the rating of HFNS; secondary measures include HFNS frequency, mood, quality of life, attitudes to menopause, HFNS beliefs and behaviours, work absence and presenteeism, job satisfaction, job stress, job performance, disclosure to managers and turnover intention. Adherence, acceptability and feasibility will be assessed at 20 weeks post-randomisation in questionnaires and qualitative interviews. Upon trial completion, the control group will also be offered the intervention. Discussion This is the first randomised controlled trial of a self-management intervention tailored for working women who have troublesome menopausal symptoms

A survey of relationship between anxiety, depression and duration of infertility

BACKGROUND: A cross sectional study was designed to survey the relationship between anxiety/depression and duration/cause of infertility, in Vali-e-Asr Reproductive Health Research Center, Tehran, Iran. METHODS: After obtaining their consents, 370 female patients with different infertility causes participated in, and data gathered by Beck Depression Inventory(BDI) and Cattle questionnaires for surveying anxiety and depression due to the duration of infertility. This was studied in relation to patients' age, educational level, socio-economic status and job (patients and their husbands). RESULTS: Age range was 17–45 years and duration and cause of infertility was 1–20 years. This survey showed that 151 women (40.8%) had depression and 321 women (86.8%) had anxiety. Depression had a significant relation with cause of infertility, duration of infertility, educational level, and job of women. Anxiety had a significant relationship with duration of infertility and educational level, but not with cause of infertility, or job. Findings showed that anxiety and depression were most common after 4–6 years of infertility and especially severe depression could be found in those who had infertility for 7–9 years. CONCLUSIONS: Adequate attention to these patients psychologically and treating them properly, is of great importance for their mental health and will improve quality of their lives