Menopause in the workplace: exploring the challenges faced by ethnic minority women

Dr Shehla Khan, senior lecturer in Human Resource Management, is dedicated to addressing gender and health disparities.

Her recent work, ‘Unveiling Inequalities: Exploring the Menopausal Experiences of Ethnic Minority Women in the Workplace’, looks at the unique challenges faced by ethnic minority women during menopause, particularly in professional settings.

This research highlights how cultural, social, and systemic factors intersect to affect the health and well-being of these women. By focusing on the workplace, Dr Khan aims to shed light on the specific obstacles ethnic minority women encounter, such as a lack of support, cultural misunderstandings, and workplace policies that may not accommodate their needs.

“My passion for creating a diverse and equitable society drives my research on fostering inclusive workplaces where marginalised communities can thrive. I have focused on gendered identities and empowering ethnic minority women, addressing the barriers that hinder their progression.

One key issue is the lack of understanding around menopause and its impact on these women. Existing research, policies, and workplace support often overlook their experiences, exacerbating systemic inequalities. Recognising this gap, I felt a strong responsibility to amplify their voices and advocate for meaningful change.

At its core, this research is about visibility and change. I want to highlight the struggles that ethnic minority women face when navigating menopause in professional spaces and advocate for meaningful, systemic support.

The aim is to look for meaningful workplace policies that acknowledge intersectionality and provide culturally competent support. If this research can lead to real conversations, better policies, and environments where women feel valued and understood rather than isolated, then it will have achieved something truly impactful.

Current menopause support is often generic, with cultural stigmas making open discussions difficult. I aim to raise awareness of the specific challenges shaped by intersectional lived experiences. My hope is that organisations will implement policies that include flexible working, targeted health support, and open dialogue, removing the stigma and creating environments where women can thrive.

I anticipate challenges such as securing the right contacts within the community and ensuring willing participation from individuals who feel comfortable sharing their experiences openly. Successful research relies on trust and strong relationships, and I bring several years of experience working within the black and ethnic minority community in Wales.

Building on these established networks, I aim to engage participants in open dialogues, fostering a sense of trust that will lead to rich, meaningful data.

My research aligns with The Well-being of Future Generations (Wales) Act 2015, creating a Healthier Wales, A More Equal Wales, and A Wales of Cohesive Communities, emphasising menopause as a workplace equality issue rather than just a ‘women’s issue.’ It highlights the intersection of race, gender, and health, addressing workplace inequalities. By including ethnic minority women’s experiences, it strengthens diversity and inclusion efforts, advocating for health equity as a key aspect of workplace equality.

Workplace cultures must support women's career progression, addressing the lack of representation in senior roles. This requires fostering an environment with strong support systems, including menopause-specific initiatives. Key steps include better manager training, support groups, and flexible work options, ensuring women don’t have to suffer in silence.

I am driven by the goal of creating workplaces where everyone can thrive without feeling sidelined. Ensuring equitable support fosters healthier societies and strengthens inclusive provisions for all members of our communities.”