According to Rachel Weiss, founder of The Menopause Café, too many companies still believe that it is acceptable to use the term ‘menopausal’ as a slur or insult in a workplace, and cites plenty of examples[1]. In 2018, the Deputy Head of the Bank of England[2] reported that the UK economy was ‘entering a menopausal phase’, meaning it was past its best in terms of productivity. What other situation is there left in the UK that it is acceptable to mock or discriminate against someone for in the workplace? Or is being menopausal the last taboo in the UK office?
According to the NHS website[3], there are more than 30 symptoms associated with menopause, from psychological and physical challenges affecting sleep, concentration, mood, and anxiety levels, along with more visible symptoms including hot flushes. It is tough to go through menopause in silence and even tougher to be working in an environment with no support.
You cannot let the senior leaders of your organisation leave with their considerable talent, knowledge, and experience just because their needs are not supported.
So how up to date is your support policy for menopausal women? Wait…you don’t have one? Well, you aren’t alone, but we are here to help.
Becoming a Menopause Friendly Workplace
Let’s start now. World Menopause Day is this month on 18th October and is a great opportunity to open discussions in your company. From here, there are two clear steps for you to walk through in your mission to becoming Menopause Friendly Workplace:
Step 1: EDUCATION and AWARENESS
Education of your people is key, as is training leaders to know how to make provisions for menopausal employees when required. Your goal should be creating an open culture where mentioning menopause is as natural as raising any other health, mental health, and general well-being topics. Women need to be able to have an open and honest conversation about what they need to help manage their symptoms, and reduce any negative impact on their mental health or the business.
Step 2: MAKE A POLICY
You need to create and implement a specific menopause policy so initial enthusiasm makes way for long-term changes. By offering similar wellbeing policies and procedures as those in place for mental health support, stress management, new parents, and bereavement, you can support your female leaders at a time when they are vulnerable.
You should consider in your policy:
- Options for flexible working models.
- Training and development for team leaders.
- Work environment comfort.
- Access to specific healthcare information for affected women.
For more help with getting your policies in place, get in touch with Connect Three today.
RESOURCES:
Get started on your own education by reading some of the guidance on these sites:
- https://www.cipd.co.uk/Images/line-manager-guide-to-menopause_tcm18-95174.pdf
- https://www.unison.org.uk/content/uploads/2019/10/25831.pdf
- https://www.som.org.uk/sites/som.org.uk/files/Guidance-on-menopause-and-the-workplace.pdf
- https://www.nhsemployers.org/articles/menopause-and-workplace
SOURCES:
[1] https://www.theguardian.com/society/2021/aug/17/my-bosses-were-happy-to-destroy-me-the-women-forced-out-of-work-by-menopause
[2] https://www.bbc.co.uk/news/business-44138229#:~:text=The%20Bank%20of%20England%27s%20deputy,and%20no%20longer%20so%20potent%22.