Over the last two years, we have seen a significant rise in organisations coming to us and starting the crucial conversation about how they can better support their employees through their health and mental health struggles.
Last week, as part of our ongoing learning in the area, our team participated in a Menopause Awareness training day with Morna Ronnie. It’s safe to say that we all learned something! Sam asked the team to share their insights and one thing that they will take forward into our own workspace to advocate for an inclusive environment and work we do to support our clients:
Understanding the Journey
- The Transition: Did you know that Menopause isn't a single event, but a process? There are three stages - Perimenopause, Menopause, and Postmenopause - each with its own unique set of symptoms and experiences.
“I was surprised that perimenopause, the period leading up to menopause, can last for 5-7 years and menopause is a single day event”
Nicola
“The biggest learning that I took away was that women as young as early 40's (sometimes younger) may be experiencing symptoms of peri-menopause in the workplace.”
Sam - A Spectrum of Experience: Every woman experiences menopause differently and so the way that organisations support their people will need to be flexible.
“What I took away is that there is no "one size fits all" approach and businesses and their leaders should be creating a culture where people can be open, and their symptoms should be looked at on an individual basis.”
Jordan “Another thing I took from the session was thinking about how we can support everyone affected by menopause and not just typically the woman experiencing symptoms”
Sam
Creating an Open Culture
- Breaking the Stigma: Menopause is a natural part of life, but one that is rarely spoken about. Open communication is key. Leaders must foster a culture where women feel comfortable discussing symptoms with their line managers without shame or fear.
- Individualised Support: Since experiences vary, support should be tailored to each woman's needs. Existing anti-discrimination legislation already covers "reasonable adjustments" for those affected, and organisations need to be made aware of their responsibilities.
“It’s important that businesses realise that the requirement to make reasonable adjustment for those who are affected is covered within the Gender, Age and Disability elements of existing anti-discrimination legislation.”
David
Building a Support Network
- Beyond the Individual: The impact of menopause extends beyond the woman experiencing symptoms. Organisations could consider offering resources for partners and colleagues to enhance their understanding and improve their ability to offer support.
- Practical Tools
Beyond training, organisations can make their people aware of external resources such as local support groups, and provide access to guidance documents with clear and accessible information, or practical tools such as apps with symptom trackers.
Inclusivity Matters
- Diversity Within Diversity: Not all women experiencing menopause are in their 50s. Be mindful that women from certain ethnicities, and neurodivergent women may experience symptoms at a younger age or have existing challenges intensified by hormonal changes.
“My biggest takeaway from the training is the need to ensure that all women are seen within workplace policy and guidance. Morna gave the example that some ethic minority women experience symptoms of menopause at a younger age. Organisations need to be educated so they can act.”
Katy
By fostering a supportive and open environment, and creating a network of resources, businesses can empower their employees to thrive throughout their entire careers, including during menopause.
Menopause is often seen as a ‘women’s issue’, but to be truly inclusive, all team members should raise their awareness and understanding in this area so practical support is offered. This means that not only is the person supported through menopause, but managers and team members feel equipped and confident to have the best conversations.
Let's start this important conversation and ensure all women feel valued and supported throughout this natural stage of life. Get in touch to find out more about our Menopause in the Workplace training which is available as part of our Inclusive Culture offering. Email curious@connectthree.co.uk to find out more.
