Menopause in the Workplace: How Employers Can Support Women and Create an Inclusive Environment.

Menopause in the workplace - when I originally wrote this post there was so much work to be done in this area...that was nearly 10 years ago. Now, thankfully, due to many inspired individuals and organisations working and collaborating together there have been enormous improvements across all sectors...but there's always more to be done!

It does however remain a hot topic though with there being such a disparity of experiences for employees between organisations. But each organisation has to work out what works for them and their staff.

Some women sail through this transitional stage of their lives without batting an eyelid, but for some the multiple symptoms they experience can be incredibly debilitating, affecting their overall health and well being, relationships and their performance at work. The differing individual experiences contributes to making the menopause such a complex subject to address, particularly within the workplace.

Regardless of individual experiences or the type of organisation/workplace there are a few basics to get in place which are wise to consider...

• First of all make sure you have a comprehensive menopause policy/guidance in place so everyone within your organisation knows where they stand. Make it a well thought out, easy to read document...there's no need to create a great tomb. a simple one is quite sufficient, one which clearly covers...

• What the policy aims are...suggestions like...to provide information and raise awareness, to help create an inclusive environment to work in, foster a supportive culture with compassionate management. Basically outline what your commitments are to your staff.

• It should cover what the Menopause is...outlining the different stages, the signs & symptoms, giving recognised suggestions on ways to manage symptoms, taking a holistic approach.

• Cover what as an organisation you are prepared and able to put in place regarding reasonable adjustments for staff...suggestions like...flexible working, time off, any in-house support from occupational health, think about uniforms, coping with menstrual difficulties (free sanitary products in bathrooms), fans...just don't put anything down which you're not able to easily facilitate.

• Can you organise Menopause Cafe's for staff, safe spaces to come together on a regular basis to provide support and share information.

• Can you facilitate having Menopause Champions to work alongside management teams.

• Provide practical support for management teams and what sort of support should staff expect from them.

These are just a few suggestions but it does really help to have a policy in place.

What practical support you can actively provide for everyone, a few suggestions...

• Take a structured approach to raising awareness and providing education.

• Have a programme of events and sessions throughout the year so people have the opportunity to access them.

• Always gain feedback from staff after events to understand what their priorities are, helping to normalise & develop open conversations.

• Utilise a range of formats to accommodate individual learning styles.

• Within educational sessions cover the need for developing true allyship within your organisation...find out what that really means to individuals.

Don't forget the basics...

Some women sail through this transitional stage of their lives without batting an eyelid, but for some the multiple symptoms they experience can be incredibly debilitating, affecting their overall health and well being, relationships and their performance at work. The disparity of individual experiences contributes to making the menopause such a complex subject to address, particularly within the workplace.

A few more reasons to get things in place... • All staff bring a range of skills and experience to the work place and, as such, should be valued. When women start going through the Menopause they don't lose that experience or those skills, they're experiencing a hormonal imbalance, a transitional stage of life which, remember, they don't choose to go through. By giving them the right support they have a better chance of staying within the workplace & feeling valued and you have more chance of retaining valuable staff. • Often more experienced staff will show better judgement and knowledge so looking after them makes good business sense. • There is a percentage of the population who start experiencing perimenopausal symptoms prematurely in their thirties and forties who still have long careers ahead of them. Providing the right support is invaluable.

A few points for you to consider… • Average age of menopause is 51 years in the UK , but perimenopausal symptoms can often start in the mid 40s, so many women are obviously experiencing hormonal changes whilst in the workplace. • 47% of the UK workforce is women of which 26% are currently over the age of 50, this makes more than 3.5 million women over the age of 50 currently working in Britain. • Women can experience difficulties coping with what was a previously manageable workload due to a multitude of symptoms associated with the menopause. • Poor memory, low mood, lack of confidence, anxiety, not to mention the embarrassment of having hot flushes and sweats are all very common symptoms so it is understandable how some women in the end feel like they're not coping. • Women can experience difficulty concentrating which can translate into poor productivity. If adequately supported this can be resolved. • If women do suffer from significant menopause symptoms it can require time off work - if not adequately supported some women may end up taking early retirement. • Working in an unsupportive environment can make symptoms worse. Creating an inclusive, supportive workplace culture is essential. • Many women may be embarrassed to admit having symptoms and don't want to ask for support from management – fear of management targeting them or being ridiculed by co-workers, resulting in days off and poor productivity. Being aware of this and quashing any inappropriate behaviour & language is essential. • Education for all staff is required including management teams. Providing access to equivalent information and education for all teams. • Many symptoms can be helped through receiving basic essential information. • Economically it is a no brainer to retain your valuable, experienced workforce rather than having to train and bring in new staff. Look after your staff! Key areas where management can take the lead to help their staff / workforce

• Acknowledging the menopause as a long term health condition. • Provide education for male staff as well as female staff • Provide education for management • Appoint a key figure within management who is approachable • Provide a strategy for management to adhere to • Provide a behavioural guide for management

A few suggestions above - now it's up to you!

We've had the privilege of working with such a diverse range of organisations over the years and continue to do so. If you would like further information on educational packages & sessions we provide please don't hesitate to get in touch : info@letatslkmenopause.co.uk

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Any information is as accurate as possible at time of writing and is for information purposes only. The information and support that Let's Talk Menopause provides is for your own personal use. It is not intended to replace or substitute the judgement of any medical professional you may come in contact with. You should always seek advice from your healthcare professional regarding any medical condition.