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Championing Women's Health in Finance: Breaking the Silence, Fostering Change

In the fast-paced world of finance, where numbers and strategies dominate discussions, addressing women's health has often been relegated to the background. However, recent surveys and findings in the financial industry shed light on the pressing need for a paradigm shift. Let's explore the challenges faced by women in finance regarding menstrual and menopausal health and why the industry needs to embrace awareness, education, and supportive policies.


Survey Insights: A Call to Action

In June 2023, the Financial Services Union (FSU) released the results of a workplace survey aimed at understanding the impact of menstrual health on working life. According to Mandy LaCombe, Senior Industrial Relations Officer with the FSU, the findings reveal a compelling need for urgent awareness and education campaigns. Moreover, the survey underscores the necessity for the adoption of workplace policies that specifically address menstrual health issues.


Menopause: Unveiling the Hidden Impact


The Fawcett survey, "Menopause in the workplace: Impact on Women in Financial Services," brings to light a pervasive culture of silence surrounding the menopause. A mere 22% of women and trans men currently undergoing menopause disclose their status at work. The survey identifies concerns about social stigma as a significant barrier to disclosure, surpassing preferences for privacy. The call for action to reduce this stigma is resounding among those surveyed.


Statistics Speak Volumes:


  • 128,000 Women in Financial Services: A staggering 1 in 10 employees, equivalent to 128,000 women, currently working in the financial services sector, are navigating the challenges of menopause.

  • Impact on Career Progression: For almost half of these women, the menopause serves as a deterrent to career progression. The physical and emotional toll of the menopause can create barriers, hindering their desire to advance in their roles.

  • Early Retirement Considerations: A quarter of women experiencing menopause cite it as a reason to contemplate early retirement. The often-overlooked impact of menopausal symptoms on work-life balance can influence crucial decisions about the timing of retirement.


The Path Forward:


  1. Educational Initiatives: Launching targeted awareness and educational campaigns can help dismantle the culture of silence around menstrual and menopausal health. These initiatives can foster open conversations, dispel myths, and encourage a more supportive workplace environment.

  2. Policy Adoption: Building on the urgency highlighted by the survey results, the financial industry should actively adopt workplace policies that address menstrual and menopausal health. These policies should include provisions for paid leave, flexible working arrangements, and access to necessary resources.

  3. Reducing Stigma: Taking concrete steps to reduce the stigma associated with disclosing menopausal status is critical. By fostering an environment that encourages open conversations and provides support, the financial industry can contribute to a cultural shift.

  4. Employee Support Programs: Implementing support programs tailored to women's health needs can provide a safety net for those navigating the challenges of menstrual and menopausal health. These programs can range from wellness workshops to access to healthcare resources.


In conclusion, acknowledging and actively addressing women's health concerns in the financial industry is not just a matter of inclusivity; it's a strategic investment in the well-being and success of the workforce. As the industry confronts the hidden impact of menstrual and menopausal health, a commitment to awareness, education, and supportive policies will undoubtedly contribute to a more equitable and thriving workplace for all.

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