How are normal changes impacting our workplaces?

September 11, 2019 | People at Mirus Australia

Mandy Lipschitz is a commercially savvy HR Generalist with strong skills in Strategic Human Resources, Business Coaching, Training, Recruitment and Facilitation. Mandy has over 15 years experience across a range of industries including Retail, Information Technology, Professional Services, Financial Services, Travel and the Public Sector.

As people + culture professionals we are definitely getting better at considering the diverse needs of our work colleagues.

For example, we provide feeding rooms for mums, time off for new dads but are we truly aware of a large percentage of our workforce that are going through normal, biological changes that can be substantially impacting their wellbeing and general health?  

Are we ready for the conversation on Menopause and the impact on our workplaces?  

Last year, the Conversation published an article on this subject saying;

More and more Australian women are facing a silent career killer. It can increase their dissatisfaction with work, their absenteeism and their intention to quit their jobs. Menopause is one of the last great taboo subjects in the workplace but its impacts are great – and it’s time we talked about it. A large study of women over 40 working at Australian universities was conducted in 2013-14. It’s one of the few to examine this issue locally. This research showed that menopause did not necessarily affect job performance. But there was a strong link between the severity of symptoms and reduced engagement and satisfaction with work – as well as a higher intention to quit work.

You can read the article here: Titled A silent career killer – here’s what workplaces can do about menopause

According to the Future of Australia’s aged care sector workforce, 2017 report the average aged care worker is likely to be female (88 per cent) and older (49 years old).

Females represent the highest proportion of workers, accounting for 87% in the residential care sector, and 89% in the home care and home support sector in 2016. However, the proportion of males in the residential aged care workforce has grown from 7% in 2007 to 13% in 2016. The proportion of males in the home care and home support sector has not changed significantly since the collection of data began in 2007. 

We would love to hear from professionals who have already considered the impact of these normal changes and how you are supporting them?

Connect with Mandy here.