In Dubai, women’s health educator and menopause coach Sharon James recounts a client’s ordeal. This client, a flight attendant, was dismissed after exhibiting menopause symptoms such as weight gain and fatigue. “Her airline noticed and sent her for an assessment,” explains James. The conclusion? “They said it was all in her mind,” James notes. “They grounded her until she lost weight.” Expecting a woman in menopause to lose weight is as unrealistic as expecting a toddler to quote Shakespeare.
Following a second mental health assessment, she was prescribed antidepressants, a common response to women’s health issues. “Of course, she felt down after being grounded,” shares James, co-founder of the GCC Menopause Summit, which launched in Dubai last year. “She was eventually fired for not ‘meeting the criteria.'” Back in her home country, she was diagnosed with severe perimenopause.
This isn’t an isolated incident. Research from BUPA and CIPD reveals that nearly a million women in the UK have left their jobs due to menopause symptoms, with 17% considering leaving because of inadequate support. The stigma surrounding menopause is perpetuated by using terms like ‘menopausal’ as insults against older women.
In the UAE, Donna Howarth, founder and CEO of the Middle East Menopause Organisation (MEMO), highlights the unique cultural and professional challenges women face during menopause. “Silence and stigma, lack of workplace policies, fear of judgement, limited healthcare access, and diverse cultural understanding are major issues,” she says. MEMO is launching a UAE-based survey to explore how menopause is experienced across different sectors and nationalities.
“Our discussions and survey data show that it’s common for women to step back from work, either temporarily or permanently,” Howarth explains. Women in their late 40s or early 50s often reduce work hours or leave jobs entirely due to caregiving responsibilities. “Many of these decisions could be avoided with more workplace flexibility and support,” she adds, noting MEMO’s development of corporate workshops and toolkits to foster menopause-inclusive environments.
Small Step, Giant Leap
Some companies are changing the narrative by implementing initiatives like educational webinars, wellness summits, and menopause leave. James notes that companies with global presence, like those in the UK or US, are leading the way. “They’ve already adopted these policies and want their Middle East branches to follow suit,” says James, who has conducted numerous corporate workshops.
Earlier this year, DNV, a global assurance company, launched a ‘Menopause Hub.’ Regional advisor Fizza Sabir witnessed menopause’s toll on colleagues and male managers seeking guidance. “We provide a comprehensive intranet guide and expert webinars on menopause,” Sabir explains. “Later this year, we’ll host a well-being summit to discuss topics like menopause.”
Despite being a newer focus for HR, menopause affects employee satisfaction and retention. “Gathering data is essential,” Sabir notes. Since March 2023, TishTash Communications offers flexible paid leave for health needs, including menopause. Founder Natasha Hatherall, who faced perimenopause, understands the importance of support to retain talented employees.
Healthcare platform Nabta Health offers initiatives like a women’s career and leadership support program and menstrual leave. CEO Sophie Smith emphasizes career progression during demanding life phases. “Our NABTA Premium Subscription provides personalized health support, including for menopause,” she says.
A Long Road Ahead
However, such companies are still in the minority. James receives numerous responses from women struggling with menopause at work, losing confidence in meetings and presentations. “This year, our summit will focus on careers and provide a ‘career clinic’ for women seeking professional guidance,” she explains.
Experts stress the need for companies to recognize menopause’s varied symptoms. Dubai resident Sara Beattie shares her experience with menopause, which led her to create projects like ‘From Isolation to Agency’ and ‘The Age of Renewal.’ “Misdiagnosis and lack of sleep significantly impact work performance,” she notes.
Companies must move beyond token gestures like extra fans for hot flashes. Flexible work models, comfortable uniforms, and understanding colleagues can make a difference. Menopause should not be seen as a problem, but as a natural part of aging. “Cultural change takes time,” Beattie concludes.
