World Menopause Day
Menopause is a natural event and transition that women experience - it is a normal and natural part of our lives, but there’s still widespread discomfort around talking about menopause, particularly in the workplace.
It's not only those who identify as women who will experience menopause. Some transgender men, non-binary people and intersex people or people with variations in sex characteristics may also experience menopause. So, with such a large proportion of our population experiencing it, why do so we feel so uncomfortable talking about it? Is it because of the stigma and stereotypes of ‘menopausal women’? Is it because managers and colleagues avoid the subject? Or do you feel that senior leaders don’t see it as a workplace issue? Whatever the reason, it makes it even harder for women to get the support they need.
For the debut Dolen HR blog…
…we’re grateful that our wonderful Emma Chappell, HR Client Partner, is sharing her experiences, thoughts and research with us - as well as sharing some aspects employers need to consider.
Take it away, Emma…
With today being World Menopause Day and my own current personal experiences, I have been looking at how different companies have been approaching menopause support for their employees over the last few years.
While celebrities such as Davina McCall have been educating and supporting women publicly with their high profile campaigns, the focus for many organisations has been on creating menopause policies, but do we really need more policies? Is menopause even something that can be dealt with neatly under a policy or are there better ways for organisations to help their employees, such as the recent movement to create more of a ‘support network’ for people who are experiencing menopausal symptoms?
Legally, employers have a duty to protect the health and wellbeing of their employees, however a 2019 survey conducted by BUPA and the CIPD found that three in five menopausal women - usually aged between 45 and 55 - were negatively affected at work and that almost 900,000 women in the UK chose to leave their jobs because of menopausal symptoms. These numbers are both alarming and saddening as many of these women will have worked hard to get to where they are in their careers, which is not only a great loss for them, but also their organisations who are losing experienced employees.
While the menopause itself is not a protected characteristic like pregnancy and maternity, other reasons for discrimination such as sex or gender reassignment, or the potential for trans and non-binary employees to also be experiencing symptoms, could be a cause for concern for employers, highlighting the importance of working towards an inclusive, safe and supportive culture around menopause and its related issues.
Traditionally managers have viewed more sensitive issues such as mental health and menopause as something to be dealt with by HR, however this approach could be making it harder for employees to ask for the support and be honest about what is going on. Having male managers may also make it harder for some women to open up as for many generations, women’s issues such as periods and reproduction were taboo subjects that were not to be discussed, especially not with a man!
Training for managers, sharing information with all employees, giving clear guidance and advice, removing those taboos and opening up a culture of acceptance for everyone is so important and we are keen to support our clients to engage and implement initiatives that work for them, such as setting up workplace support groups, committing to the Menopause Workplace Pledge or becoming an Accredited Menopause Friendly Employer.
A recent Menopause Friendly Awards Ceremony held in London celebrated categories such as Best Support Group and Most Menopause Friendly Environment, and with winners such as HSBC UK, Bristol Myers Squibb and Boots UK & Ireland, we can now see that organisations are beginning to think a little differently about their approaches and this is truly something that we need to champion and support.
Life doesn't have to be put on hold because of menopause. Menopausal women are the fastest-growing demographic in the workforce, so it's important now more than ever to be able to speak openly about menopause at work.
There are things we can do as employers, employees and colleagues of those transitioning through this period of their life, here are just some ideas I hope will inspire you in your workplace…
If you’re a manager, you could consider offering employees:
flexible working such as changing working patterns or working from home
counselling through workplace
option to take more regular breaks
more time to prepare before meetings, appointments or engagements
Things you can do, as an employee:
requesting flexible working
requesting a different uniform if you are experiencing hot flushes
moving to a cooler part of the office or asking for a fan
using technology where it can help you, for example setting up reminders on your phone or taking more notes to help with 'brain fog'
taking notes of your menopausal symptoms and how or when they are affecting you
preparing what you plan to discuss with your manager with a friend
thinking of solutions that you think could help you
Ultimately, it is time for us all, as individuals, managers and workplaces to step up and learn more about the menopause. Listen to our friends, family and colleagues, encourage them to share their experiences, empower them. Support them with their symptoms - studies show that an active, healthy lifestyle can ease some of the symptoms of menopause.
Set up a group walk / cycle each week. Introduce a wellbeing hour within your working week or month whereby members of staff can get outdoors / do some yoga / have a counselling session.
Of course, it is also important to remember that some women see the menopause as a private matter and do not wish to talk about their symptoms or experiences. Introducing and encouraging initiatives such as Menopause Cafes as a safe space for employees to seek support is vital.
The menopause is a normal transition for many women. By providing help and support for women who are managing menopause symptoms at work, employers can contribute to a positive working environment.
Diolch / Thank you so much to Emma for sharing such insight and thought provoking topics for the first of many Dolen HR blogs! We hope this has inspired or encouraged you to consider ways of taking positive steps to support your employees working with menopausal symptoms. The first step, is listening and understanding.
If you’re an employer looking for support in introducing any of the initiatives discussed in this blog and need some support, please do not hesitate to get in touch with our friendly and approachable team…
References
Menopause in the workplace — HORSFIELD MENZIES
Menopause Friendly Accreditation | Menopause at Work
Menopause Friendly Awards | Menopause at Work
Menopause Workplace Pledge - Wellbeing Of Women
World Menopause Day 2022 - British Menopause Society (thebms.org.uk)