The Female Journey: why menopause awareness matters in veterinary workplaces

Everyone is talking about menopause in the workplace and with good reason. A new generation of women are working into their 40s, 50s and beyond. This is great news for employers who recognise the strategic benefits that women deliver through their later careers. Women’s expertise and experience can be critical in sustaining service levels; supporting organisational growth; and delivering effective leadership.

In the veterinary profession, where women now make up the majority, but where there are acute challenges with recruitment and retention, it becomes ever more important to optimise older female talent. Unfortunately, the full potential of older women at work is often wasted. Whilst women may want to and need to keep working, the impact of menopause symptoms can make it difficult. And although menopause symptoms may not last, the impact on a woman’s career and earnings can be permanent.

In a survey by Veterinary Woman and the Society of Practising Veterinary Surgeons, >80% of women who had experienced menopause said that it had affected their health. Common symptoms included fatigue, difficulty sleeping, hot flushes and joint pain. Almost half reported mental health effects as being moderate to severe. As a result of these symptoms some women step back from some clinical duties, move out of leadership positions, or reduce their hours. This is a loss not only to them but also to the places they work and the clients they serve.

Every individual’s experience of menopause is unique. Many are able to manage their symptoms well with hormone replacement therapy (HRT) and lifestyle changes. However, HRT is not necessarily a quick fix and is not available to all. Menopause may coincide with other mid-life challenges but is not only a story about women and ageing. There are additional impacts where menopause is medically induced; experienced when young; or where it intersects with transgender identities or ethnicity. A supportive work environment that recognises these complexities helps to optimise work for all.

Accessing effective menopause support in the veterinary profession is improving. In 2023, BVA found that only 14% of vets were aware of a menopause policy in their workplace. This prompted BVA to launch their Menopause Hub, providing valuable resources, tools and coaching to address this gap. In the background to such important initiatives, there is growing evidence of good practice, and we continue to see more employers stepping up to deliver menopause action plans as new legislation is expected to make this mandatory in the coming months.

Research insights and case studies show us that action on menopause starts with openness and breaking down of taboo. However, for real change it also means a genuine leadership commitment; a well-informed supportive community; flexibility for women in how they work best; strategies to help women adapt; and training to upskill managers and colleagues in delivering change. All of this is achievable for any size of organisation using the M-POWERED framework, as set out in my recent book M-POWER: A Menopause Action Plan for Organizations.