Work needs to be done to challenge the stigma around menopause across the whole of policing, says a South Wales Police Federation member.

Temporary Detective Inspector Jo Jones was responding to the results of a national survey by the Police Federation of England and Wales which has been released today for World Menopause Day.

Jo, who is wellbeing lead for the Force’s Gender Equality Network, member of the Menopause Action Group, and a Force menopause champion, said the results demonstrated that there was still a lot of work needed to break down barriers.

“We’ve made a lot of progress but this report demonstrates that work very much still needs to be done to reduce stigma and break down barriers,” she said.

“Having those conversations, providing early support, and improving the working environment for women will improve the overall performance of the organisation.”

Almost 6,000 responses were received to PFEW’s survey, with 77 per cent from police officers and 23 per cent staff. 71 per cent of respondents said they had gone through or were going through the menopause, 32 per cent had managerial responsibilities and 56 per cent fell into both categories.

Jo Jones, wellbeing lead for the Force’s Gender Equality Network

Jo said some of the figures highlighted the need for training for line managers.

Fewer than one in five (18 per cent) of managers said they had been given training on how to support someone going through the menopause, an increase of seven per cent from a similar survey in 2018.

Jo said: “This figure is extremely low and for me is where a lot of the problem lies.

“There needs to be more focus on the delivery of training and mandatory sessions for all line managers and senior leaders so they feel empowered and equipped to hold sensitive conversations with women who are suffering in silence for months and sometimes years.”

Half of managers did not know if their force had a formal policy on managing menopause in the workplace, while 96 per cent of managers said they would find it useful to have a formal policy, up from 67 per cent in 2018.

Jo said: “It is obvious line managers want to help, but they probably don’t know where to start and how to help.

“Compound this with the fear, embarrassment and shame of the women who are suffering every day, it’s so important to make the positive changes, provide the training, and provide the policies.”

Almost three out of five (58 per cent) respondents to the survey decided not to tell their manager they were/are experiencing symptoms of the menopause because they feel it is a personal matter.

Having difficulty coping with the symptoms (81 per cent) and being worried about the effect of symptoms on their work performance (79 per cent) were the top reasons for telling their manager they were/are experiencing symptoms.

Remove stigmas

Jo said: “We must work harder to remove these stigmas. Women must feel valued and confident to speak out and not fear being penalised in their career ambitions.

“Our Gender Equality Network is working with our HeForShe allies to improve this situation in Force.”

The survey found that a third of respondents had considered leaving policing because they found it difficult to deal with the menopause at work. 65 per cent felt their job performance had been negatively affected.

“This is a particularly worrying stat,” Jo said. “The amount of experience organisations could lose overnight would be staggering.”

Almost three quarters (72 per cent) of respondents said that after telling their line manager about experiencing symptoms, their discussion was treated with confidentiality.

“This is more positive but, for me, it should be at 100 per cent,” Jo said. “Speaking to a line manager about such a sensitive matter is one of the most difficult conversations to have and confidentiality should be an absolute given.”

Some 17 per cent said after telling their line manager they were experiencing symptoms, their duties or role was officially amended or changed.

Jo said: “This suggests to me there is a big gap in line managers’ understanding of what HR guidance and policy says and how reasonable adjustments work.”

Key findings

Other key findings from the survey included:

• 83 per cent of respondents found menopause symptoms moderately or extremely problematic at work, an increase from 76 per cent in 2018.

• Tiredness (85 per cent) and sleep disturbances (81 per cent) were the most problematic menopause symptoms when working, while recalling detailed information (72 per cent) and having to work shifts (57 per cent) made coping with symptoms more difficult.

• Greater awareness among senior managers (78 per cent) and line managers (77 per cent), of menopause as a possible occupational health issue were identified as the main adjustments needed to make it easier to cope with symptoms at work.

• Seven out of 10 went to work despite feeling they should have taken sick leave because they were experiencing symptoms, an increase from 62 per cent from 2018. 43 per cent had taken annual leave or rest days to take time off because of symptoms, compared to 35 per cent in 2018.

• 38 per cent of respondents who had taken sickness absence due to the menopause had not told their manager the real reason for their absence. Meanwhile, 19 per cent who had told their manager the real reason said that their absence had been recorded accurately.

Jo said the Force Gender Equality Network would use the findings from the survey to plan for its activities for the next 12 months and beyond.

“It’s clear that a lot of work still needs to be done,” she said.

Read the report in full.

READ MORE: Menopause awareness events planned.