The new Labour Government and its inclusive manifesto is a shot in the arm for women in the workplace, with its pledge that “Women’s equality will be at the heart of our missions.”

Its overarching promise to create a society “Where you can go to work and know you will be treated with dignity and respect” is also greatly encouraging, says Deborah Garlick, CEO and founder of Henpicked: Menopause In The Workplace.

“I welcome and applaud the ambition of the new Labour government and hope this brings fresh energy and impetus to supporting women in the workplace,” says Deborah. “Their aims are ambitious but wholly achievable by building on the body of work already in place from a number of highly experienced training providers and consultants, combined with the experience and impact of forward-thinking employers who already have active policies and reasonable adjustments in place.”

Not just about menopause

The Labour government highlights menopause in the workplace as one area of focus. But Deborah advises it looks to address the growing demand for Menstruation Friendly workplaces. “The BSI Menstruation, Menstrual Health and Menopause in the Workplace guidance (BS30416) further highlighted the importance for employers to make changes, but it can be difficult for managers to know where to start,” acknowledges Deborah.

“It’s vital that organisations become menstruation friendly to support their female talent pipeline,” says Deborah. “While the taboo around menopause is steadily being eroded, employers and employees are still finding conversations around menstruation difficult. This must be addressed, given the far greater number of people at work affected by this from a younger, entry level stage right up to board level,” she believes.

Compelling Business Reasons

There are also many compelling business reasons for employers to embrace equity and inclusivity as Deborah points out. “Employers who are menopause and menstruation friendly will find themselves better able to attract, recruit and retain top talent, reduce absenteeism and increase productivity. We have also seen examples of organisations saving money, simply by being alert to gender equity and making reasonable adjustments to support their female talent pipeline.”

Hitting the ground running

There is no doubt the new Government has set out ambitious targets in respect of championing and supporting women in the workplace. But with a wealth of experience, insight and proven successful practices among UK businesses to draw on, Deborah believes its ambitions are achievable. “There is a wealth of expertise, insight and lived experience among a diverse range of UK employers and organisations,” says Deborah. “The Government has an incredible opportunity to draw on these proven practices, share expertise and pool resources. This way they can hit the ground running to help other organisations form policies, implement adjustments and find workplace solutions to empower people to realise their career potential.”