Perimenopause, the transitional phase before menopause, is a life stage experienced by millions of women worldwide. In the UK, women aged 45–55 make up a significant proportion of the workforce, with over 13 million women currently perimenopausal or menopausal. Despite its prevalence, perimenopause remains a topic that’s underrepresented, often cloaked in stigma and misunderstanding. It’s time for a shift—a sustainable and inclusive approach to supporting women through this period, both in the workplace and wider society.
Inclusion and sustainability may seem like two separate concepts, but when it comes to perimenopause, they are intricately linked. When businesses, communities, and healthcare systems make concerted efforts to be inclusive of the needs of women going through perimenopause, we can foster environments that are both socially sustainable and conducive to long-term wellbeing. At empower4life, we believe these two principles should go hand-in-hand.
Understanding Perimenopause: Breaking the Silence
Perimenopause is the period leading up to menopause, typically beginning close to mid-40s in Western cultures, though it can start earlier or later. Symptoms like hot flushes, mood swings, night sweats, aching joints, fatigue and cognitive changes such as “brain fog” can affect daily life, yet many women suffer in silence. According to a 2021 UK government report, nearly a quarter of women going through perimenopause have considered leaving the workforce due to a lack of adequate support.
This silence isn’t just about personal discomfort—it’s a public health issue. By neglecting to address perimenopause openly and inclusively, society loses experienced, skilled workers and places undue stress on women’s mental and physical health. Studies from The Menopause Charity reveal only 12% felt comfortable discussing it with their employer.
Why Inclusion Matters
Inclusion goes beyond acknowledgment—it’s about building systems of support that meet diverse needs. For women in perimenopause, this means flexible working hours, access to adequate health resources, and creating an open culture where discussing health isn’t taboo. Research from CIPD (the Chartered Institute of Personnel and Development) shows that companies who support their employees through perimenopause see higher retention rates and improved morale.
Moreover, inclusion empowers women to continue thriving in both their personal and professional lives. It enhances not only mental and physical health but also encourages sustainable working environments. Women who feel understood and supported are more likely to stay in their roles, contributing to reduced turnover and fewer recruitment costs.
Sustainability in the context of perimenopause extends beyond environmental concerns—it’s about creating a long-lasting, resilient culture or systems that work for everyone.
Sustainability in Perimenopause Support: A Holistic Approach
When we think of sustainability, we often focus on environmental issues like reducing waste or cutting carbon emissions. However, social sustainability—ensuring that communities and workplaces are supportive and inclusive—plays an equally vital role in overall sustainability efforts.
Taking a sustainable approach to perimenopause means creating long-term health strategies that prevent burnout and promote wellbeing. Considering the psychological and emotional sustainability of supporting women in their unique health journeys is vital to support employee sustainability especially given the current postcode lottery for medical support.
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