The menopause manual for men and women


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Currently 70% of women aged 45-59, and 27% of those aged 60-64, are in the labour force, and by 2006 these figures are projected to rise to 73% and 40% respectively. Women are now nearly half the workforce and the proportion of older women in the workforce are also increasing - there are two and a half million women working between the ages of 50 and 59. Older women also work longer hours than women aged between 16-44, with about half those aged 45-65 employed full time in 1998 compared with only 40% of those aged between 16-44 [1] .

Most women go through the menopause, or 'the change', between 48 and 55. The average age of menopause in the UK is 51, but it can happen much earlier. With more women in the workforce, and two thirds of women in the UK between 50 and 59 in employment, more women - not just older women - are now working through and beyond the menopause. Occupational health and safety and health promotion policies will therefore be increasingly important for these women.

In 1998 the TUC conducted a survey of women safety representatives with the aim of identifying the health and safety concerns of women members. One of the findings of this survey was that more work was needed to investigate the health and safety problems facing women working through the menopause. The survey report stated that:

'22% of safety reps said that women at work were raising the menopause as a problem caused or made worse by work. This is a significant response, which the TUC will look at further. Investigation of the factors contributing to discomfort during the menopause, workplace policies for time off, and flexible working conditions for women going through the menopause should all be encouraged by safety reps.' [2]

In 1999 the TUC held a major national symposium on the subject of gender-sensitive health and safety, and pressed the Government and HSC/E to support gender-sensitive approaches to health and safety in order to ensure that the specific health and safety needs of women workers were properly addressed. [3] This has informed developments at national and European level, most recently in the EU strategy for health and safety.

In 2001, the TUC and the Pennell Initiative for Women’s Health published a study of older women’s health and safety by Lesley Doyal, which showed that, even compared with women’s health and safety generally, older women received very little attention, and were even more invisible to traditional health and safety.

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Currently 70% of women aged 45-59, and 27% of those aged 60-64, are in the labour force, and by 2006 these figures are projected to rise to 73% and 40% respectively. Women are now nearly half the workforce and the proportion of older women in the workforce are also increasing - there are two and a half million women working between the ages of 50 and 59. Older women also work longer hours than women aged between 16-44, with about half those aged 45-65 employed full time in 1998 compared with only 40% of those aged between 16-44 [1] .

Most women go through the menopause, or 'the change', between 48 and 55. The average age of menopause in the UK is 51, but it can happen much earlier. With more women in the workforce, and two thirds of women in the UK between 50 and 59 in employment, more women - not just older women - are now working through and beyond the menopause. Occupational health and safety and health promotion policies will therefore be increasingly important for these women.

In 1998 the TUC conducted a survey of women safety representatives with the aim of identifying the health and safety concerns of women members. One of the findings of this survey was that more work was needed to investigate the health and safety problems facing women working through the menopause. The survey report stated that:

'22% of safety reps said that women at work were raising the menopause as a problem caused or made worse by work. This is a significant response, which the TUC will look at further. Investigation of the factors contributing to discomfort during the menopause, workplace policies for time off, and flexible working conditions for women going through the menopause should all be encouraged by safety reps.' [2]

In 1999 the TUC held a major national symposium on the subject of gender-sensitive health and safety, and pressed the Government and HSC/E to support gender-sensitive approaches to health and safety in order to ensure that the specific health and safety needs of women workers were properly addressed. [3] This has informed developments at national and European level, most recently in the EU strategy for health and safety.

In 2001, the TUC and the Pennell Initiative for Women’s Health published a study of older women’s health and safety by Lesley Doyal, which showed that, even compared with women’s health and safety generally, older women received very little attention, and were even more invisible to traditional health and safety.

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Symptoms of Perimenopause - !!!The Menopause Manual!!!

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