Exploring workability and conditions to improve work participation - - PowerPoint PPT Presentation

Exploring workability and conditions to improve work participation among female health care workers aged 45-60 years

Ingrid M Pinas Gynecologist MD PhD FECSM NCMP, Annemieke Botterweg MSc and Henk R Franke Gynecologist MD PhD ZBC FeM-poli Zwolle, The Netherlands https://fempoli.nl

Financial disclosure slide

• I have no financial relationships to disclose.

Introduction

• 62% of Dutch women have

paid jobs

• 84% of our healthcare workers

are female and

• 23% are 50+
• Despite economic need to

continue working at older age, ability is compromised

• Increasing age-related sickness

absence% and duration of absence among Dutch female employees

UWV 2018; CBS 2014

Absenteeism: does menopause play a role

• Significant negative association exists between

menopause symptoms and workability

• A 33.8% risk of sickness absence related to mild

menopause symptoms among 208 Dutch health care workers aged 40 to 60

• Discussing menopause in the workplace seems a

taboo and specific needs of women concerned are mostly unknown

Geukes M 2012; Gartoulla P 2016; Olajubu AO 2017; Beck V 2019

Study: self report questionnaires

Aim:

• To assess menopause symptoms and

associations with workability of women aged 45-60 in a larger sample

• to explore conditions to sustain

participation in the workforce Method:

• 590 female employees aged 45-60

years from health care facilities completed structured questionnaires and answered added open questions

• Greene Climacteric Scale (GCS)
• Work Ability Index (WAI)
• Demographics, lifestyle, medical

history, education

• Added open questions:
• a. What should your employer do

to improve your workability?

• b. What can you do to improve

your workability?

Workability Index (WAI)

• Predicts risk of future impairment and duration of

sickness absence within next 2 yrs

• Balances a persons current resources, disease

diagnoses, past history of absence, estimated impairment, own prognosis of work ability against work demands

• Score runs from 7 to 49 points: < 37 points indicate

“poor” work ability; ≥ 37 points indicate “good/excellent” work ability

Ilmarinen J et al 2005

Results

parameters Average (SD i.a.) Age yrs 52.8 ( 4.49) BMI kg/m² 26.0 (7.06) % smoking 15 % excercise>twice weekly 60.5 GCS score 10.9 (6.57) WAI score 39 ( 5.24) % Poor WAI score (<37) 27

• Total GCS and subscale

scores were significantly negatively associated with WAI scores: Pearson r -0.568 (p<.001) for WAI/ total GSC

• Depressive symptoms

were most predictive for risk of absence: Pearson r

• 0.554 (p<.001).

Top 5 Participants needs

Expectations from employers

• reduce job demands
• improve work environment
• quality of communication
• leadership and personal

attention

• more flexibility of work

schedules Individual needs

• optimize lifestyle
• discuss boundaries
• future choices and productivity
• more assertiveness and help

seeking behaviour for complaints

• personal development and

education

Follow up on age related absenteeism%

• Preliminary data of the

first 8 months of 2018 vs 2019 show drop in absenteeism% of 1.89%

• We do not know yet if

there is a cause-effect association

2 4 6 8 10 12 45-50 50-55 55-60 60-65 Average National absent%

Age related Absenteeism% before and after GCS and Workability Questionnaire study

absent % 2018 absent % 2019

Discussion

• Our study confirmed a 27% menopause related risk of

sickness absenteeism among female health care workers and added their individual needs and expectations from employers

• Potential barriers to discuss menopause may have been lifted
• Is there a window of opportunity to improve care and work

participation of Dutch women transitioning in menopause?

• 17 years after WHI fear and misunderstandings kept us away

from treating bothersome menopause symptoms

Post WHI Hormone Therapy users (%) in Europe

♀♀45-69yrs

WHI (Women’s Health Initiative)

Ameye L et al 2014

Menopause care: Past - Present

WHI 2002

• BC scare

GP 2012

• No need

to treat

• r refer

Present

• Health issues
• Productivity
• Life expectancy

Conclusion

• A 27% risk of menopause associated absence was found,

especially from depressive symptoms, in Dutch health care workers aged 45-60

• Suggestions for improvement related to work load and

environment, communication, autonomy; individual needs were

• ptimizing lifestyle, assertiveness and personal development
• Preliminary follow up data suggesting a drop in absenteeism% of

1.89% since study was initiated need further confirmation

• We hypothesize that increased awareness and discussion of

menopause in the workplace may lead to more adequate help seeking behaviour and less absenteeism