Menopause at work has never been a more hotly debated topic.
One in ten women who have worked during menopause quit their job because of their symptoms, according to research. Many women have also reduced their working hours or chosen not to apply for promotions.
In its Manifesto, Labour outlines plans for menopause action plan introduction.
We don’t have to wait until the changes in the law to support employees. Organisations can take action now. It’s not only the right thing to be doing, but it is also a great business decision. Many studies show that employees who feel supported and happy are more productive.
It’s the best time to make these changes, especially with October being Menopause Awareness Month.
How can you create a workplace that is menopause friendly
You must realize that even small changes can have a huge impact. Here are six of my top tips for choosing the right support.
Understanding what your employees really need
Employers often skip this step, but it’s crucial to ensure that your initiatives have maximum impact and that they are exactly what the people need.
You can get an idea of the best approach by using employee data. Survey or questionnaire staff to determine issues like gaps in knowledge and whether they feel supported. Also, ask how managers feel when having conversations.
Focus groups can help you develop initiatives. By involving your staff, they will feel heard and initiatives will be based on the actual needs of both parties. This will increase staff buy-in and produce noticeable results.
This process will allow you to determine the reasonable adjustments or support needs for your staff. What you do will not only help your menopausal employees, but also everyone else. It allows you to be proactive, rather than reactive. Your staff will appreciate this.
Don’t ignore it
Create an environment that is psychologically safe to encourage employees to talk openly about menopause.
It’s important that people don’t feel they have to hide their feelings about this stage in life. Women in senior positions should feel comfortable starting a conversation with their manager, HR advisor, or team members.
You will allow others to be their best selves. This will relieve stress for those who feel they need to hide symptoms. Hiding symptoms only increases stress, and increased stress can make symptoms worse.
Empowering through Education
Invest in comprehensive training of all staff on menopause awareness.
We all need to be aware of the risks, regardless of our age or gender. This will help us to be more prepared for emergencies and/or to be able to assist someone in need.
Include separate training to managers, so that they are confident in having the conversation and understanding the simple adjustments that can make a big difference.
Consider a hybrid method of raising awareness. This could be a combination of in-person training, eLearning or an app to accommodate different learning styles.
Never underestimate the importance of “in person” initiatives to allow for conversation and learn from others.
Create Menopause Policy
It’s not necessary to start here, especially if you have a lot of hoops to clear before your policy is ‘live.’
Why delay implementing the inexpensive, small initiatives that will make a huge difference?
A Menopause Policy is a wonderful addition to other policies. It is important to make your commitment and expectations clear.
It’s important to remember that a policy is not just something you tick off. You need to maintain it. Menopause Policy can be a useful tool to guide you to other resources.
Update Your Safeguarding Policy
Women who are going through menopause may be vulnerable to other issues in their life, including confidence issues and domestic violence.
What other policies could be useful – and how can you make a cross-reference? You could refer to your Absence Policy or Flexible Working Policy.
Bring together your champion team
Consider different ‘champions’ roles in your organization.
It is important to have a champion in the executive or senior management level. This will help keep this issue on the agenda. Your Mental Health Champions or First Aiders should be trained to better understand menopause, and how they can assist others.
Menopause Champions are also important. They can be a great resource for staff and can act as ambassadors to promote all things menopause. Another great idea is to have buddies. Many menopausal women want to help others because they have experienced it themselves. Take advantage of that passion.
Developing a positive attitude
We need to change our perspective on menopause. Menopause is a normal phase of life, not its end.
How many members of your team think menopause will be miserable? It is important to provide the correct support, but this will be more effective when combined with a positive attitude towards menopause.
This will benefit your entire staff, as they will feel more appreciated and happier.
