Menopause is a significant life transition that many women and people Assigned Female at Birth (AFAB) experience while still active in the workforce (Hickey et al, 2017). Despite its natural occurrence, discussions about menopause at work often carry stigma and discomfort, making it challenging for employees to seek support or communicate their needs (Daly et al, 2024). Creating a supportive work environment for females and AFAB individuals experiencing menopause is crucial for their well-being and productivity. Whether you’re a manager, HR professional, or colleague, engaging in thoughtful conversations about menopause can make a significant difference. The PAPA framework—Permission, Ask, Provide, Ask—offers a structured approach to guide these important conversations.

Setting the stage for support

Before initiating a conversation about menopause, take the time to prepare. Understand that menopause affects everyone differently, and be ready to approach the topic with empathy and an open mind (Hardy et al, 2018).

• Educate yourself: Learn about menopause symptoms and how they might impact work life. This preparation ensures you’re informed and can speak with understanding.
• Create a safe space: Choose a private, comfortable setting for the conversation. Ensure that the person you are speaking with knows this discussion is confidential and that your aim is to support them.
• Be mindful of timing: Approach the conversation at a time that seems appropriate, such as after noticing changes in the persons wellbeing or when they seem particularly stressed.

Using the PAPA framework as a manager

1. Permission

Start by asking for permission to discuss menopause, ensuring your employee feels comfortable with the conversation.

Example
Manager (Sarah): “Hi, Lisa. I’ve noticed you’ve seemed a bit stressed lately. Is it okay if we talk about how you’re feeling? I want to make sure you have the support you need.”

2. Ask

Once permission is granted, ask open-ended questions to better understand your employee’s experience and needs.

Example
Lisa: “Thanks, Sarah. I’ve actually been dealing with menopause, and it’s been hard to keep up with everything at work.”

Sarah: “I’m really sorry to hear that, Lisa. How are the symptoms affecting your work? Is there anything specific that’s making it more difficult for you?”

3. Provide

Offer support by suggesting accommodations or sharing resources that could help based on what they’ve shared. It is important to emphasise choice, if the person doesn’t want to go with the options you are giving that is fine, you must respect their decision. If your employee isn’t sure what help or support they might need it may be helpful to suggest what others have requested in the same situation.

Example
Lisa: “The hot flashes and fatigue are really tough. I’m finding it hard to concentrate and stay on top of things.”

Sarah: “That sounds really difficult. How about we look into adjusting your workload or offering flexible hours? We could also set up a more comfortable workspace for you. I can refer you to our Occupational Health advisor as they might have some more advice on managing menopause at work that might be useful too.”

4. Ask

Conclude the conversation by asking how they feel about the support offered and if there’s anything else they need.

• Example:
  Sarah: “Does that sound helpful to you? Is there anything else we can do to make your workday easier?”
• Lisa: “That would be a big help, Sarah. I really appreciate your understanding and support.”

This approach ensures that your conversation is empathetic and supportive, making your employee feel valued and understood as they navigate menopause at work.

Using the PAPA framework with a colleague

1. Permission

Start by asking if it’s okay to discuss menopause, ensuring your colleague feels comfortable with the topic. This is a crucial step in order to be respectful of their autonomy. If they do not want to talk about it you must respect that decision and not press any further.

Example
Jessica: “Hey, Maria, I’ve noticed you’ve seemed a bit quiet lately. Is it okay if we talk about how you’re feeling? I’m here to listen if there’s anything you want to share.”

2. Ask

Once permission is granted, ask open-ended questions to better understand their experience and needs. Using active listening skills at this stage can help deepen the trust between you and will allow you to see your colleague’s experience from their perspective.

Example
Maria: “Actually, I’ve been going through menopause, and it’s been tough managing the symptoms at work.”

Jessica: “I’m really sorry to hear that. How have the symptoms been affecting you? Are there specific things that are making it harder for you to get through the day?”

3. Provide

Offer support by suggesting collaboratively discussing accommodations with a trusted manager or sharing resources based on what they’ve shared.

Example
Maria: “The hot flashes and fatigue are the worst. It’s been hard to focus.”

Jessica: “That sounds really challenging. Maybe we could talk to our manager about adjusting your schedule or creating a more comfortable workspace? There are also some resources available through HR that might help.”

4. Ask

Conclude the conversation by asking how they feel about the support offered and if there’s anything else they need.

Example
Jessica: “Does that sound like something that could help? Is there anything else we can do to make things easier for you?”

Maria: “I think that would really help. Thanks for being so understanding, Jessica. I appreciate it.”

This approach ensures your conversation is empathetic and supportive, helping your colleague feel heard and valued as they navigate menopause at work.

Conclusion

Using the PAPA framework—Permission, Ask, Provide, Ask—for conversations about menopause in the workplace ensures that these discussions are empathetic, supportive, and effective. By preparing thoughtfully, asking the right questions, providing appropriate support, and seeking feedback, you can create a work environment where everyone feels valued and understood during their menopausal journey. This approach not only enhances their well-being but also fosters a more inclusive and supportive workplace culture.

Want more?

If you are interested in further advice and guidance on having effective conversations about menopause in the workplace, get in touch to discuss how we can create bespoke training and consultancy solutions for your workplace.

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References

Hickey, M., Riach, K., Kachouie, R., & Jack, G. (2017). No sweat: managing menopausal symptoms at work. Journal of Psychosomatic Obstetrics & Gynecology, 38(3), 202-209.

Daly, K. L., Pike, G., Clarke, V., & Beck, V. (2024). “Difficulty mentioning the M word”: Perceptions of a woman disclosing negative menopause symptoms in the workplace. Qualitative Research in Organizations and Management: An International Journal.

Hardy, C., Griffiths, A., Thorne, E., & Hunter, M. (2018). Tackling the taboo: Talking menopause-related problems at work. International Journal of Workplace Health Management, 12(1), 28-38.