Let’s Talk About Menopause in Construction

Menopause. It’s a word that rarely, if ever, comes up in conversations about the construction industry. And yet, as our sector makes strides to attract and retain more women, it’s a topic we simply can’t afford to ignore.
We often talk about bringing more women into the industry, but what about supporting them through all stages of life once they’re here?

I’m proud to work for an organization that has a menopause policy in place. I’m 27, and while I’m not there yet, knowing that my workplace acknowledges this phase of life and is prepared to support me when the time comes gives me both confidence and peace of mind. Just as importantly, this policy has helped me become more informed, aware, and better equipped to support others too.

Why should you introduce a Menopause Policy? 

Here’s the reality: women experiencing menopause are one of the fastest-growing demographics in the workplace. The physical and psychological symptoms, from hot flushes and night sweats to anxiety and mood changes, can be incredibly challenging. In fact, one in four women report debilitating symptoms that impact both their personal lives and their performance at work. In some cases, these challenges even push women out of the workforce entirely. That’s a loss we can’t afford, not just for the women themselves, but for the talent, expertise, and leadership we lose as a result.

Unfortunately, the topic remains taboo. The symptoms can feel personal or embarrassing, which makes it hard for many to ask for help. Yet studies show a significant number of women say their symptoms negatively affect their confidence and job performance.

This is why policies and workplace cultures that encourage open, confidential, and supportive conversations are so important. Talking about menopause shouldn’t be uncomfortable. Everyone should feel safe and supported enough to approach their manager for guidance when needed.

At the same time, we must always respect each individual's right to privacy. Whether or not someone wants to talk about their experience is entirely up to them.

What Are the Symptoms?

Menopause affects everyone differently, but some of the most common symptoms include:

• Mood disturbances, anxiety, or depression
• Memory loss, panic attacks, loss of confidence
• Hot flushes and night sweats
• Sleep disruption and fatigue
• Irregular or heavy periods
• Muscle and joint pain
• Frequent urinary tract infections
• Headaches, weight gain, palpitations
• Skin changes like dryness or itchiness

Symptoms can fluctuate and vary in intensity, so it’s important we don’t assume or generalize.

What Can Employers Do?

It’s a personal topic, and it can be tempting to avoid it altogether. To quote CIOB's policy, "As an organization, we have a duty of care to all employees with their health and wellbeing – and the menopause is one of these areas." This reminder reinforces the importance of acknowledging menopause as a workplace wellbeing issue, not just a personal one.

Even small workplace adjustments, such as flexible scheduling, better ventilation, or access to quiet spaces, can make a big difference. But it starts with awareness. We all need to educate ourselves, listen, and create safe spaces where these conversations can happen.

Let’s Keep the Conversation Going

I’m excited to share that CIOB will be partnering with the Canadian Association of Women in Construction (CAWIC) to host a free webinar:

Navigating Menopause in Construction: Challenges, Solutions, and Support
🗓️ May 14 | ⏰ 12:00 PM to 1:00 PM EDT

This session is open to everyone, whether you're going through menopause, supporting someone who is, or simply want to learn more. It’s time we normalize this conversation and build a more inclusive, supportive industry for all.

Let’s open the door to honest dialogue, because true inclusion means showing up for each other through every chapter of life.