World Menopause Day – Building Your Menopause Action Plan

This week, Katy held a free webinar on how to Build Your Menopause Action Plan with Morna Ronnie from Henpicked: Menopause in the Workplace.  They discussed Labour’s “Make Work Pay” report and how organisations can support employees through menopause, and create an inclusive culture, retaining important talent.  If you missed the free training, here’s a snapshot of what we talked about:

The Labour government’s Make Work Pay report recommends that businesses which have two hundred and fifty or more employees should have a menopause action plan in place. Even if you have fewer employees, we believe that having a menopause action plan is still best practice – but why? Whether your business has 2 employees or 249, you can still improve your credibility and reputation by having the accolade of being a menopause-friendly accredited workplace.  In fact, if you think beyond the size of your workforce, and take into account the consultants, clients, suppliers and wider teams that you work with, by having and implementing a menopause action plan, you can ensure that your people are being treated fairly and with dignity and offer the same courtesy to everyone who interacts with your business.

When it comes to reducing Gender Inequality at work menopause is a major factor as every woman will inevitably experience this at some point. Providing the support to help them not just stay at work but thrive at work is simply the right thing to do.

POLL RESULTS:

We asked the webinar attendees to rate their knowledge of how to support menopause at work from 1-5.  The average was 2.8 which is reflective of what we’re seeing across the board – there is a real skills gap when it comes to supporting menopausal people. 

When we asked what action our attendees’ organisations had taken on the topic so far the results were:

  • Menopause Policy: 67%
  • Training for managers: 33%
  • Training for colleagues: 33%
  • Support Group: 20%
  • Menopause Action Plans: 13%
  • None: 7%

SETTING THE STANDARD

The BSI standard BS30416 provides a comprehensive framework for employers to support employees experiencing menstruation, menstrual health, and menopause in the workplace. This standard aims to promote a culture of understanding, inclusivity, and well-being, enabling employees to manage their symptoms and continue working effectively. 
You can read the full standard here

Why are we working so hard to change these numbers?  Well, let’s take a second to look at the facts:

  • 80% of people going through menopause are in work.
  • 1 in 10 women who have been employed during the menopause have left due to their symptoms.
  • 8 in 10 women say their employer hasn’t shared information, trained staff, or put in place a menopause policy.

BENEFITS OF A MENOPAUSE ACTION PLAN

  • Reduce turnover and absenteeism
  • Improves performance, engagement, productivity and motivation
  • Improves retention & attraction of talent
  • Improves an organisation’s credibility and reputation

HOW DO YOU CREATE A MENOPAUSE ACTION PLAN?

 There are five key elements within the BSI standard:

  1. Policy: Ensure that policies are in place to address menopause-related issues and are accessible to all employees. These policies should consider the unique needs of individuals with neurodivergent conditions or those from different ethnic backgrounds. Consider here intersectionality with other policies e.g. well-being, D&I, performance management, sickness and absences, flexible working
  2. Training: Provide training for all genders to raise awareness about menopause and its symptoms. Managers should also receive training on how to handle menopause-related discussions and offer appropriate support.
  3. Support: Create a supportive working environment by offering reasonable adjustments to accommodate employees experiencing menopause symptoms. This may include changes to lighting, temperature, or work schedules.
  4. Culture: Foster a culture where menopause is not a taboo subject. Create safe spaces for employees to discuss their experiences and reduce stigma.
  5. Environment: Implement flexible working arrangements, such as hybrid work or flexible hours, to accommodate employees’ needs.

Morna added a sixth category here based on the advice in the Menopause Friendly Accreditation industry recognised mark of excellence, and that is:

6. Engagement: share all of the work you are doing both internally and externally, to continue to engage others and reduce any stigma or taboo.  Give as many people as possible the chance to share their lived experience and support each other.

BEYOND THE ACTION PLAN

  • Leadership: Encourage leadership to create a supportive environment where menopause is not stigmatised or dismissed.
  • Data Collection: Collect data on the age, gender, and health status of employees to identify the number of individuals who may be affected by menopause. Also gather data on what support your colleagues feel they would benefit from so that you can ensure you are delivering what they need.
  • Training and Advocacy: Provide training on the physical, emotional, and psychological effects of menopause. Promote allyship and encourage understanding and support for employees experiencing menopause.
  • Safe Spaces: Create safe spaces for employees to share their experiences and reduce taboos surrounding menopause.

For more information on creating an action plan for your organisation, contact Katy or Morna today.

Watch the full webinar

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