Pause for ought

FEMALE DOCTORS REQUIRE MORE SUPPORT DURING MENOPAUSE TO REDUCE THE RISK OF EXODUS FROM THE WORKFORCE, ACCORDING TO A NEW SURVEY

Um acidem dereculicid

emale doctors must be well supported through the menopause to reduce the risk of a potential exodus of passionate and skilled clinicians from the workforce, according to the Medical Protection Society (MPS). Around 18% of Medical Council female registrants are aged between 46-55, when menopause is likely to occur. Many could be impacted by symptoms such as anxiety, depression, poor concentration, brain fog, dizziness and insomnia while doing their best to care for patients in challenging and complex environments.

MPS said it fears many of these doctors may leave medicine early without better mental wellbeing support, greater awareness from leaders and workplace adjustments – all of which will help these doctors to continue to perform at their best and stay in the workforce for longer.

A survey of female doctors in Ireland who have experienced menopause supports the concerns. e research, conducted by MPS, revealed that only 5% feel supported by their employer/workplace and less than 1% feel supported by their line manager, while 60% feel supported by family and friends.

Over a quarter (27%) feel supported by colleagues but 8% say colleagues have been dismissive of their menopause symptoms. 60% do not know where to seek support for their menopause symptoms at their workplace, and almost one in ve (18%) say they have considered early retirement due to menopause symptoms and the impact on their wellbeing.

Gozie O ah, Senior Lecturer, Undergraduate Medical Programme, RCSI and the National Clinical Lead for Intern Training for the Medical Intern Unit, HSE, said: “It is striking that while most doctors report feeling con dent in supporting and managing patients who are impacted by menopause symptoms, so many female doctors do not feel well supported at work when they are a ected by these symptoms themselves.

“I recognise menopause and the associated symptoms vary widely; however, clearly there are a signi cant number of female doctors who are su ering in silence and require more support during this phase of their life. Brain fog, forgetfulness, poor concentration and insomnia can make any job di cult, but particularly so in a challenging and complex environment like healthcare.

“Many female doctors tell us they are concerned about their symptoms impacting on their performance, or resulting in medicolegal issues. is causes additional stress. One doctor summed up her experience in our survey, saying menopause is like ‘falling o a cli ’.

“Leaders and managers in the HSE and in private healthcare settings must be trained on the menopause and how the symptoms can impact on the wellbeing of some individuals and their teams. ose su ering with symptoms

Dr Gozie Offi ah, Senior Lecturer, RCSI

“Many female doctors tell us they are concerned about their symptoms impacting on their performance, or resulting in medicolegal issues.”

should feel comfortable to discuss workplace adjustments and seek mental wellbeing support. If there is a menopause workplace policy this should also be well communicated.

“Making improvements in this area is not only right and fair, it is also essential. If we do not destigmatise menopause, we may lose many skilled and passionate doctors during a time when the profession can ill a ord it. A supportive culture will alleviate additional stress, enable these doctors to continue to perform at their best for patients, and thrive in their careers for longer.”

A paper, Supporting Doctors through the Menopause, produced by MPS, sets out some recommendations: • All healthcare organisations should introduce exible working arrangements for individual clinicians struggling with menopause, with policies and procedures to ensure they can seek support – such as making reasonable workplace adjustments, taking breaks or taking time o when needed – without fear of adverse impacts on their career or professional reputation. • Managers and senior leaders in the HSE and in private healthcare settings Professor Paul Ridgway FRCSI must be trained in the topic of the menopause, including the impact the symptoms can have on working females and their teams. Anyone who is su ering with menopause symptoms needs to be supported by their managers, to discuss any necessary changes to working arrangements. • Occupational health teams should be involved in a proactive way in planning and supporting clinicians going through the menopause in a proactive way to avoid them leaving the profession. is should include support for mental health and wellbeing. • Primary care providers should consider sta with menopause expertise, when hiring new team members, as this will bene t patients, clinicians and practice sta . • Healthcare professionals working in the HSE or in private practice who are struggling with menopause symptoms themselves should seek support and professional advice on potential treatments and lifestyle measures. MPS also has a role to play – we listen to and care for members, including o ering support with their wellbeing and we have made our 24/7 con dential counselling service available for those struggling with the menopause. ■ e Medical Protection Society Limited (“MPS”) is the world’s leading protection organisation for doctors, dentists and healthcare professionals. Established to protect and support the professional interests of more than 300,000 members around the world, membership provides access to expert advice and support and can also provide, depending on the type of membership required, the right to request indemnity for any complaints or claims arising from professional practice.

QUOTES (ANONYMOUS) FROM DOCTORS IN IRELAND WHO TOOK PART IN THE MPS SURVEY:

“Menopause is life changing, many women including me will describe it like ‘falling o a cli ’. Vasomotor symptoms are tortuous but cognitive decline even with HRT is worrying. ere is always a concern that I will have to stop practicing medicine due to symptoms of menopause.” “I was clueless about my own symptoms and now realise how dismissive I was about others. e more we educate and mobilise knowledge the better. I thought I was going mad.” “I am very fortunate that there are two members of sta trained in this area who advise regarding menopause.” “ e need to cover a 24-hour rota and a lack of locum cover means no one can take time o unless a rst degree relative dies … Lack of sleep two years ago really impacted me at work in the mornings, but I still turned up.” “I am a menopause specialist so I don’t have any issues with managing patients or dealing with colleagues su ering through menopause. ere is a substantial need for programmes to manage menopause in the workplace and training managerial sta , and public awareness campaigns in dealing with this very important issue.” “Menopause isn’t a huge issue for me, but it would be helpful to have more exibility in work and the ability to reduce hours would allow the time to address health needs.” “I would like to reduce my hours but we do not have the resources. My own GP is understa ed and I have been reluctant to make an appointment because I know that she is under pressure too.” “ e lack of sleep impacts on e ciency at work and particularly impacts on doing on-call.” “Menopause and its complications were not taught well at third level of GP training. As a female GP, I have actively sought out further education on this issue.” “I would feel incredibly embarrassed discussing with male colleagues or managers.” “My personal experience has helped immensely in understanding and treating menopause symptoms but I have never come across someone reducing or changing their work due to the symptoms. Occasionally, they may take a couple of days due to sleep disturbance or mood problems but it is rare.”