Why is supporting menopause important in the veterinary profession?

We’re hearing more and more about menopause, in conversations, in the media, in our workplaces. It’s a subject that’s rapidly gathering traction, as we become increasingly aware of the potential impacts of menopause. Symptoms don’t stop when you leave the house, which is why supporting menopause for our veterinary professionals is key to helping them feel at their best at work.

Our sector has a high proportion of women which, coupled with recruitment and retention issues, suggest we should be doing more to support long and rewarding careers. This is emphasised by a 2020 survey, Menopause and the Effect on Veterinary Professionals and Teams, conducted by Veterinary Woman and sponsored by the Society of Practising Veterinary Surgeons. The study was carried out in response to statistics suggesting that there is a high attrition rate amongst women in the profession.

‘At graduation, 75% of veterinary surgeons are female, at the age of 46-50 this figure drops to 50% and in the over 65s it’s just 17%.’

The survey also highlighted that the majority of women are negatively impacted by menopause and that more could be done to raise awareness and provide support.

What is menopause?

Menopause is defined as a biological stage in life that occurs when hormones change and eventually menstruation stops. Usually, it is defined as having occurred when someone has not had a period for 12 consecutive months (for those reaching menopause naturally).

Menopause usually occurs between the ages of 45-55. The average menopause age in the UK 51, however it can be earlier naturally or due to surgery, illness, or other reasons.

Perimenopause is the time leading up to menopause when an individual may experience changes and menopausal symptoms. This can be years before menopause and, on average, last for 4-8 years.

It is a highly individual experience. Some people sail through and hardly notice. But as three in four notice symptoms, and one in four severe symptoms, it can clearly be a difficult transition for some. Which is why it’s so important to recognise the need for support in our profession.

Symptoms can be physical or psychological, and can include:

• Difficulty sleeping, insomnia or fatigue
• Hot flushes during the day or night
• Low mood, depression or changes in mood·
• Nervousness, worry or anxiety
• Reduced ability to concentrate or focus
• Problems with memory recall
• Migraines or headaches
• Aches and pains
• Irregular and/or heavy periods
• Urinary issues, e.g. increased frequency

This was reflected in the survey’s findings, with 83% of respondents saying that menopause had impacted their health. Fatigue, irritability, and difficulty sleeping were the most commonly reported symptoms. Other symptoms reported included headaches, poor concentration, joint pain, night sweats and hot flushes.

For some, their symptoms prevented them from continuing certain aspects of clinical work, including heavy lifting and farm work. Anxiety was also reported, with low mood, depression and even suicidal ideation reported, with mood swings and being teary/emotional also cited.

Almost half of respondents said their symptoms had been moderate or severe and three quarters were concerned about the impact on their health, lives and careers.

Meanwhile, an emphatic 90% of respondents wanted to know more about the impacts of menopause, both from a personal and professional perspective. Managing Your Menopause: 3-Stage Process can be a great place to start.

The reality of minimal support

Sadly, some of our profession have felt they’ve had no choice but to cease certain aspects of their clinical work. Others have moved away from leadership roles, out of permanent positions or reduced their hours.

It’s clear this is something our profession needs to rise to tackle, helping us to keep our professionals healthy, happy and supported in their careers.

But there is work to be done: several respondents commented that their workplace was not supportive, and symptoms were something they were expected to ‘get on with’. And unfortunately, when asked what measures workplaces had put in place to reduce the impact of the menopause on working life and career, the most frequent response was ‘none’.

There were some positive measures mentioned, such as flexibility, adjusted hours, breaks, provision of fans / air conditioning and natural fibres for clothing. Open discussion with managers and teams and understanding with the ability to work flexibly was also cited as a valued form of support.

The findings of this survey give us a good understanding of what women are looking for in terms of support, and serve as an excellent platform to begin putting these measures in place. As more and more of us are working through the menopause transition and beyond, ignoring this could lead to a bigger exodus of talented professionals. Find out more about what you can do.