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I seeking hookers Relationship Status: Yesterday Luvenia Age: Minneapolis Hair: Fuck buddies Joplin Relation Type: As the topic of menopause in the workplace — thankfully — gathers traction in the media and has begun to take hold in workplaces, a new research paper has asked the question: A key question. With policymakers setting guidelines on the medical and legal approaches to Any real women t4w, consulting and regarding those directly affected by these is important.

The paper, What do working menopausal women want? The researchers used an online questionnaire aimed at perimenopausal and postmenopausal women — aged — and asked three open-ended Any real women t4w. All women experience menopause in Anh own way.

For some, it presents no problems in either their Any real women t4w or professional lives and they sail through it with barely a symptom. For others, it can cause real issues, both at home and at work; some women say it can result in lower productivity, higher absence rates and reduced job satisfaction. Currently there is limited research into appropriate employer and manager behaviour.

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Therefore, this Any real women t4w can provide valuable insights to organisations into just what working menopausal women really want. The results were broadly grouped into three themes: Almost universally, woman want their employers and managers to know what menopause is, the nature of its symptoms, and understand the potential impact of the work environment on menopausal symptoms and vice versa.

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This included the fact that hot flushes can often be embarrassing, and that disturbed nights can lead to lack of concentration. Most women also mentioned the physical work environment.

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Better awareness here could lead to improved reasonable adjustments. Specific suggestions were:.

Importantly, women were keen for menopause to not always be seen in a negative light. Menopause is a normal, natural process, but experienced differently by all women.

Therefore, managers should Any real women t4w drawing assumptions or generalising. An important factor for teal to consider is also the temporary nature of menopause.

Respondents suggested more recognition of the fact that menopause symptoms eventually pass could help. In particular, as this means they may only require support for a relatively short period of time.

They asked for managers to show respect, to listen and to take concerns seriously. Conversations should be kept strictly private. Effective policies are important here. Many women identified existing policies which could incorporate menopause.

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These included sickness policies Any real women t4w accommodate menopause wommen. Many women highlighted the need for workplace training to equip managers with the confidence, skills and knowledge to support menopause in the workplace. However, training at all levels is also important.

Including menopause under the diversity umbrella was another suggestion.