There has thankfully been more focus and education on the “female menopause”, but it is important to realise that everyone’s body, mind and lives are constantly experiencing change. So, what is male menopause?
“Male menopause” is a term that is sometimes used, particularly by the media, to describe the gradual decline in testosterone levels that occurs in aging men. The comparison the media makes between female menopause and that of ‘male menopause’ is unhelpful and somewhat misleading, as the symptoms are not as severe or as sudden. Instead, the decline in testosterone levels in men is a gradual process, about a 1% drop in testosterone a year. It occurs over many years usually when men reach their late 40s to early 50s.
The NHS offers a number of symptoms that employers should be on the watch for, including:
- Depression
- Mood swings and irritability
- General lack of enthusiasm or energy
- Difficulty sleeping or increased tiredness
- Poor concentration and short-term memory
‘These symptoms can interfere with everyday life and happiness’ (NHS website (2022))i. Personal or lifestyle issues can also be responsible for many of the above symptoms; individuals who are exhibiting these signs should refer to their GP.
What can people managers do to support?
People managers can support employees who are going through ‘male menopause’ in several ways:
- Be understanding and empathetic. Showing empathy and understanding can help employees feel validated and supported. Encourage them to talk openly about their symptoms and how they are feeling. Regular one-to-one sessions are a good tool to open conversations.
- Flexibility. ‘Male menopause’ can cause fatigue and decreased energy levels, so managers may want to offer flexible scheduling options or accommodate changes in workload.
- Provide resources. Managers can provide employees with information about the condition and resources for coping with the symptoms, such as counselling or support groups.
- Encourage healthy habits. The NHS noted that lack of sleep, a poor diet, lack of exercise, drinking too much alcohol and smoking may also be causes of the ‘male menopause’. Employers where possible should encourage employees to adopt healthy habits, such as regular exercise, a balanced diet, and stress management techniques. Such encouragement can help them manage their symptoms and improve their overall well-being.
Perhaps your organisation could implement such initiatives as the cycle to work scheme or introducing a fruit bowl to the workplace. The Institute for Employment Studies (IES) conducted research into the cycle-to-work initiative. The ISE research found nine per cent of participants were non-cyclists who started cycling once they had joined the scheme. Overall an average 65 per cent of scheme users increased the amount of cycling they did, by an average of around 30 minutes a day.1
The Fruitful Office along with the Ethical Property Company found that of 320 people who took part into research around fruit offered at work, seventy per cent said they were eating more fruit; 45 per cent were eating fewer “unhealthy” snacks and 13 per cent were choosing healthier options at lunch.2 While more data on this topic would be ideal, and other initiatives need to be considered, it certainly provides a flavour of the benefits a fruit bowl at work can have on employees.
- Accommodate medical needs, such as time off for doctor’s appointments or flexible scheduling during any treatment.
It’s important for managers to approach ‘male menopause’ with sensitivity and respect, and to create a supportive workplace environment for employees who are experiencing this process.
Training managers is an important factor in creating successful organisations and handling sensitive situations. If your organisation would benefit from line-management training, contact ViewHR.
