October is ‘menopause awareness month’, as well as ‘world menopause day’ held annually on 18 October 2022. To mark this, we look at what is happening within the subject of the menopause right now, and what employers can do to support those going through menopause.
Why is menopause a workplace issue?
Menopausal women are the fastest growing workplace demographic. That means all employers will likely encounter an employee going through menopause at some point.
At a time when women should be reaching the peak point in their careers and eligible for senior management positions, they are instead being confined to less-deserving roles due to inadequate support measures.
But doesn’t it only impact women?
The menopause will impact females and those assigned female at birth; this includes trans and non-binary staff. It’s important all employees are included in the support available, and that policies and training programmes use inclusive language. Doing so helps to avoid any stigma, and boosts diversity and inclusion strategies.
What steps can employers take?
Businesses should pro-actively consider ways to support employees who are going through the menopause.
In a report completed by the Women and Equalities Committee, six key measures were identified:
Simple, practical adjustments: A working space close to fans, air-con, windows, and away from heaters; comfortable uniforms with breathable fabrics; easy access to toilets and washing facilities; and longer or more frequent rest breaks.
Policies: Specific policies that recognise the impact of menopause and amendments to absence management policies, so staff aren’t penalised for menopause-related absences. It is important to review all your policies within your company. If you create a specific policy then managers must be fully supported to understand the steps they must take to support employees. If you have a specific policy for menopause you should also consider a policy for the male menopause which is Andropause.
Flexibility: Offering flexible working arrangements to amend days/hours and place of work.
Education: A greater understanding of the menopause and its impact in the workplace, menopause-specific training for managers.
Cultural change: Create a working environment which is safe and open to discuss menopause with managers and colleagues and removes associated stigma and taboo.
Support networks: Ensure employees feel supported in the workplace and know how to access support. Introducing a Menopause Champion can be a great way to facilitate this.
What else can employers do?
Signing up to the Menopause Workplace Pledge is a public display of commitment to this cause. The Pledge was launched by the Wellbeing of Women charity to encourage organisations to be more supportive and understanding in the workplace of employees affected by menopause.
Over 1,000 employers have signed the Pledge, including Tesco, Aldi, McDonalds, NHS England, Santander, and PWC.
Next steps
The most important thing for employers to do before launching into a menopause campaign is to seek the views of their employees of how they might be supported. Through working collaboratively, an organisational approach to the menopause can be developed that is appropriate for employees’ needs.
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