Many companies find menopause a tricky subject to talk about – let alone address as a workplace issue. But it is exactly that, a workplace issue.
Menopausal women are the fastest growing demographic in the workforce, and 8 out of 10 of those impacted by the menopause are in work. That means it is likely that you already employ someone who this impacts or will do soon. Whilst the average age for menopausal symptoms begins at 51, this can vary and there is no standard age. The majority experience symptoms between 45-55, often when at their most experienced and prime of their career.
Despite this, the government recently decided against piloting menopause leave and including as a protected characteristic, branding it as “counterproductive”. However, this assessment is far from accurate.
Think about it like this: there are 1.3 million job vacancies in the UK. If you are recruiting currently, you are likely to be finding it hard. By having a menopause policy and support mechanisms in place, it is a win-win, helping you to attract and retain this fastest growing workplace demographic.
Whatever stage your business is at, from established, to start up, it is likely that you are in a good position to make your workplace menopause friendly and include as part of your workplace policies. And menopause is an issue that impacts multiple communities. Trans people, non-binary people, gender fluid people, are all communities who can experience the menopause. Only 25% of businesses have a menopause policy, and it is still not widely or openly discussed in the workplace.
In the experience of Sharon MacArthur, ex-FTSE 150 CEO and known as Miss Menopause, less than 10% of businesses are taking action. While awareness is critical, action is more important, and companies can take a few simple steps to create a workplace that values all employees rather than just 50% of them.
Sharon and I explored this topic in a podcast ‘Let’s be Clear.’ Here is our advice on what businesses including SME and start-up companies need to think about:
- Education, education, education: there is an assumption that this is something that all those who might be impacted by menopause know about– they do not. There has been a big void of information to date. So regardless of gender, we need to educate line managers responsible for others.
- Start talking: Start by assessing what people already know and understand, then dig into some of the amazing resources available. You must start the conversation somewhere.
- Policies: Think about it in terms of other employee policies for health and wellbeing.
- Actions speak louder than words: As part of your policies, consider what resources you need in place. What does someone who is suffering menopause symptoms need? Better access to sanitary products, a desk fan to manage the hot flushes, or more flexible working options so symptoms can be managed at home may be welcome. You may already have some suitable resources available, it is a case of extending these.
- Keep talking: It is important that this is not a knee jerk reaction to what is happening in the media. How do you weave menopause support into the fabric of the business? Continuous review and action are critical.
- It is not you, it is me: Once you are confident that you have the right support in place, how do you provide help to individuals? This comes down to creating an environment that people are happy to share in and feel supported by. A simple survey could provide an opportunity for someone to open up, but positive action will demonstrate to individuals that it is a menopause diverse organisation.
Once your policy is in place, consider a story telling campaign that shares how others have managed menopause symptoms at work effectively. For example, regular rest breaks and flexible working hours.
With common issues of the menopause including lack of sleep, anxiety, poor concentration and memory issues, employers need to ensure that they have a strategy and an approach to helping and supporting affected women in the workplace. The worst-case scenario is that those impacted feel inadequate and forced to hide as they believe that they are not delivering the same value and then decide to leave. According to Miss Menopause, as many as 50% of working women will not take a higher salary because they do not think that they’re delivering the same value as they always did.
As the workforce continues to age – one in three employees will soon be over 50 – and with fewer new employees taking up employment, businesses need to look after their talent more closely. The benefits are clear. You get experience, knowledge and insights and a more diverse and inclusive culture – and that is good for all employees.
