Navigating menopause at work as a precarious worker

We are offering a self-funded PhD position in Human Resource Management and Organisation Behaviour with the Brunel Business School. The project focuses on examining experiences of navigating menopause at work as a precarious worker.

Applications are accepted on a rolling basis.

If you have any questions about the project or would like to arrange an informal discussion, please reach out to Dr Rachel Morgan at rachel.morgan2@brunel.ac.uk.

The project

Are you passionate about advancing gender equity and improving workplace wellbeing? Join us in a research project that explores the often-overlooked intersection of menopause and precarious work.

This project offers a unique opportunity to investigate the challenges faced by cisgender women navigating menopause in insecure employment environments, shedding light on the urgent need for supportive policies and practices.

Menopause is a significant life transition that affects many cisgender women in the workforce, yet it remains a largely overlooked topic in workplace policies and practices. Menopausal symptoms—such as hot flashes, mood swings, sleep disturbances, and cognitive changes—can significantly impact job performance, absenteeism, and overall wellbeing.

Existing policies related to menopause in the workplace are often minimal or non-existent, leaving women to navigate their experiences without adequate resources or accommodations. The introduction of awareness campaigns and initiatives in some organisations aims to destigmatise menopause and foster supportive environments, yet these efforts are unevenly implemented and lack comprehensive guidelines.

Precarious work—characterised by insecure employment, low wages, lack of benefits, and limited worker rights—exacerbates the challenges faced by individuals undergoing menopause. For those in precarious positions, the pressure to maintain job security often discourages open discussions about health issues. Precarious workers may lack access to supportive resources such as healthcare, flexible work arrangements, and employer-sponsored wellness programs.

The stigma surrounding menopause can be magnified in precarious work environments, where job stability is tenuous and employees may fear discrimination or repercussions for disclosing their symptoms. This could lead to increased stress, decreased job satisfaction, and ultimately, a negative impact on mental health. As precarious work often lacks the protections and accommodations that can ease menopausal symptoms, those in these roles may face heightened difficulties managing their health alongside work demands.

We welcome proposals that focus on research questions such as:

1. What are the specific experiences of cisgender women navigating menopause while working in precarious employment?
2. How do workplace cultures in precarious sectors influence the support and accommodations available for menopausal workers?
3. What gaps exist in existing policies regarding menopause and how do they disproportionately affect precarious workers?
4. What strategies can organisations implement to better support menopausal workers in precarious employment?
5. How does the intersection of gender, socioeconomic status, and precarious work shape the experiences of women undergoing menopause?

We encourage proposals to employ qualitative methodologies for their research. You might want to consider choosing in-depth interviews or ethnographic research as a data collection method or combining one of these methods with diaries/journals to encourage participants to document their daily experiences related to menopause at work over a period of time.

Eligibility

The successful candidate should have:

• The ability to approach sensitive topics with care and understanding, particularly regarding personal health issues like menopause
• Effective verbal communication for conducting interviews
• Previous knowledge/experience in the HRM-OB and/or public health field is desirable
• Previous experience in conducting qualitative data coding and thematic analysis is desirable

How to apply

If you are interested in applying for the above PhD topic please follow the steps below:

1. Contact the supervisor by email or phone to discuss your interest and find out if you would be suitable. Supervisor details can be found on this topic page. The supervisor will guide you in developing the topic-specific research proposal, which will form part of your application.
2. Click on the 'Apply here' button on this page and you will be taken to the relevant PhD course page, where you can apply using an online application.
3. Complete the online application indicating your selected supervisor and include the research proposal for the topic you have selected.

Good luck!

This is a self funded topic

Brunel offers a number of funding options to research students that help cover the cost of their tuition fees, contribute to living expenses or both. See more information here: https://www.brunel.ac.uk/research/Research-degrees/Research-degree-funding. The UK Government is also offering Doctoral Student Loans for eligible students, and there is some funding available through the Research Councils. Many of our international students benefit from funding provided by their governments or employers. Brunel alumni enjoy tuition fee discounts of 15%.

Meet the Supervisor(s)

Rachel Morgan - Rachel (Beth) Morgan is a Lecturer in HRM-OB. Beth completed her PhD in Management at Brunel Business School, Brunel University London which looked at how those in tainted occupations manage disrespect. She has worked on a number of research projects broadly in the areas of gender, class, well-being and work. Proceeding her PhD, Beth has been collaborating on an impact case which has involved working with London councils with the aim to improve relations between members of the public and waste management workers. She has also worked as a Research Fellow in Gendered Excellence. For the past 6 years, Beth has been teaching on a variety of modules at Brunel Business School in HRM-OB and Marketing. In addition to her teaching activities, she is currently working on a number of ABS 4* publications with esteemed scholars.

Related Research Group(s)

Human Resource Management and Organization Behaviour - The group's five main themes of research include excellence in workplace innovation, diversity, team work, social inclusion, and employee selection.