The Policy aims to offer support and guidance to any colleague experiencing menopause and those who may be indirectly impacted.
The new Policy and guidance supports colleagues in the following ways:
- By supporting discussions between colleagues and their managers and creating a more supportive workplace environment.
- By outlining how colleagues can request reasonable adjustments.
- By providing a list of further advice and services that are available.
Bulletin spoke to Jenni Sarafilovic, Equality, Diversity and Inclusion (EDI) Manager at the College of Science and Engineering, who has been kind enough to share her experience of menopause, and why she is a big advocate for challenging the stigma surrounding this topic.
Jenni said:
“I first started to notice changes in my cycle in my mid-forties. I would go months without a period and then it would appear again, and my weight was ever-increasing despite my best efforts. But the biggest indicator that I might be in perimenopause was the changes to my confidence, decision making and levels of anxiety. At the time I was in a career and role that was entirely dependent on making decisions in dynamic and ongoing situations. As a leader in the Police Service, I was responsible for a team of people, and my decisions impacted Officers in the street and members of the public. I felt like I was having a mid-life crisis. But I was too young for menopause, right?
In my role at the time as Chair of the Scottish Women’s Development Forum, I had supported colleagues who were going through the menopause, advocating for changes in policy and uniform, and supporting workshops about the menopause. But I didn’t have any hot flushes, and my period hadn’t stopped, it just wasn’t particularly regular. It wasn’t until my anxiety started to spill into every day and affect my family that I sought help. I went to my GP and described my symptoms and was immediately put on hormone replacement therapy (HRT) patches. Within a few weeks, I felt like me again.
I started to research this stage prior to menopause, which is known as perimenopause. I’m neurodiverse and one of the impacts on people like me is that it often intensifies existing symptoms. Understanding this intersection between perimenopause and neurodiversity is crucial to identifying better support for those experiencing symptoms during this transitional phase.
In my previous role, and now at the University of Edinburgh, I have been very supported by colleagues and managers. Mostly because I am quite vocal in advocating about health issues related to women, non-binary and trans people in the workplace. Let’s get talking about menstruation, perimenopause and menopause and support those who are going through it. Hearing real experiences from colleagues helps others understand the challenges and breaks down age-old stigma. Our new Menopause Policy is vital to provide support and help make reasonable adjustments needed to manage symptoms effectively.
Sharing our experiences about menopause is not just about raising awareness; it’s about fostering a supportive and inclusive workplace where everyone feels understood and valued. By openly discussing our journeys, we can break down barriers, promote empathy, and create a culture of inclusivity that benefits us all.”
World Menopause Awareness Month event
To celebrate World Menopause Awareness Month in October, a guest speaker will host an online session on the impact of menopause and how greater understanding in the workplace can better support colleagues. The session will take place on Thursday 31 October and we will share more details with all staff in the coming weeks.