Labour’s Employment Rights Bill, which was passed in October 2024, set the stage for change. It stated that all large employers (250+ workers) must create a plan to combat gender pay gaps and workplace inequalities. There’s no reason to wait until legislation kicks in. Employers who support their employees’ well-being and help them thrive are seeing great benefits. Menopause and menstrual hygiene are at the heart of gender equality, so employers must pay attention to these areas.
The menopause at work is a topic that has gained a lot of attention, but true gender equality will only be achieved if we bring the issue to light for women of every age. It is important to ensure that their experiences are discussed openly and taken into consideration. Menstrual symptoms can have a serious impact on employees’ ability bring their best selves into work. Employers must increase their understanding, encourage open discussions, and provide the appropriate awareness, education, and support.
Focusing on “Action”
It is great to have an Equality Action Plan. This is a huge step forward. The key lies in ‘action’ and not only the plan. Employers who don’t take action could make it a simple tick-box exercise.
Since years, I have said that menopause plans and policies only work when they are tailored to the workplace. The cultural change needed to support employees is rarely achieved by off-the-shelf products. Normalising conversations about menopause and women’s health is important because it helps to remove the stigma surrounding these topics. Real change can only be achieved by asking employees what is stopping them from performing at their best and acting on their feedback.
Education as a key
Education is key in helping people identify and understand their symptoms. Start by encouraging open discussions and removing the notion that symptoms are ‘normal’ due to a lack of context. Employers should also receive the appropriate training to help them support their employees and know where to refer them for additional assistance.
Take action
Equality Action Plans put equity at the top of corporate agendas. Creating menopause and menstruation-friendly workplaces isn’t just a ‘nice to do’ – it’s a ‘must do’. Employers who are forward-thinking don’t wait around. They’re already implementing changes and reaping benefits.
It doesn’t matter if it is a large or small business, the main focus should be to create meaningful plans that support everyone. This includes those who are experiencing menopause or menstruation as well as their managers and colleagues. Everyone should feel included and supported.
Understanding Gender Equity
Gender equity goes beyond equality. Equity means that while equality is treating everyone equally, equity also recognises certain groups have more obstacles and require targeted support in order to equalize the playing field. These barriers need to be removed through policies and practices that give all the resources needed to succeed.
Three steps to follow
Follow these three steps to become menstruation and menopause friendly.
- Help employees remain engaged and productive by addressing gender-specific health issues. Consider the challenges that they face, and create a work environment that allows them to thrive.
- Promote an inclusive culture where everyone feels comfortable and supported to talk about what they are going through. Everyone benefits from a workplace where menopause is discussed openly and honestly.
- Eliminate gender-related barriersfrom recruiting to career advancement, to ensure everyone has equal opportunity to succeed.
Actions to be taken
Include menopause and menstruation-friendly policies
You can’t achieve gender equity without menopause and menstruation-friendly policies that address the challenges women and gender-diverse individuals face. Talk to your colleagues to find out what they think would be most helpful and then use this information to create your plan.
Raising awareness and providing training
To reduce stigma and promote openness, it is important to educate business leaders, managers and employees. To ensure that the lessons are retained, both DEI training and wellbeing training should include menopause and periods.
Learn from the employees
Surveys help to better understand the challenges and needs of employees. This feedback can be used to help organisations shape their plans, make adjustments, and bring about meaningful change.
Nominate champions for the workplace
Employees feel more supported and heard when they have champions. They can speak up for their co-workers and communicate what is needed to improve policies in the workplace.
Access to resources
Employees can find help discreetly at their convenience by having resources readily available. It could be specialist counselling, health-related information, modifications to clothing and equipment, and clear signs pointing to other help.
Check in regularly
Re-evaluating policies regularly keeps them relevant and effective. Feedback from employees should be used to improve the Equality Action Plan so that it remains dynamic and meaningful.
I hope that the Equality Action Plan sparks more open discussions about menstrual hygiene and menopause at work. Although larger companies are required to take action, smaller businesses can also benefit from having an equal workplace.
- Gender equality encourages an open and honest workplace.
- Increased retention and productivity – When employees feel supported, they are more likely stay and perform their best.
- Attracting Talent_ Inclusive policies can make an organisation more appealing to diverse candidates.
- Staying legal – Ignoring the needs of women could lead to a breach of the Equality Act 2010, and possible employment tribunals, which can be costly and have a negative impact on your employer brand and reputation.
www.menopausefriendly.co.uk
