Labour’s Employment Rights Bill in October 2024 set the stage for change by stating all large employers (250+ employees) must create an Equality Action Plan to address gender pay gaps and other workplace inequalities. But there’s no need to wait for legislation to kick in. Many leading employers are already seeing the fantastic benefits of supporting their employees’ wellbeing and helping them thrive. At the core of gender equality are menopause and menstrual health – key areas that employers should focus on.
Menopause in the workplace has a much higher profile now, but real gender equality can only happen if we also shine a light on menstrual health for women of all ages. Making sure their experiences are openly discussed and properly considered is crucial. Menstrual health symptoms can seriously impact employees’ ability to bring their best selves to work. Employers need to boost their understanding, encourage open conversations, and provide the right awareness, education and support.
Putting the focus on ‘action’
Having an Equality Action Plan sounds great and is a big step forward. But the key is in the ‘action’, not just the ‘plan’. If employers don’t act, it could easily become a tick-box exercise that misses the mark.
For years, I’ve been saying that menopause policies and plans only work if they’re tailored to each workplace. Off-the-shelf solutions rarely make the cultural shift needed to properly support employees. That’s why it’s so important to normalise conversations around menopause and menstrual health – breaking down the stigma and making these topics easy to talk about. Asking employees what’s stopping them from doing their best at work and taking action based on their feedback is the way to bring about real change.
Education is key
Experience shows that education is the key to helping people understand and identify their symptoms. It starts with encouraging open conversations and breaking down the idea that symptoms are just ‘normal’ because there’s no frame of reference. It’s just as important for employers to get the right training so they know how to support their colleagues and where to direct them for further help.
Taking action
Equality Action Plans are putting equity high on the corporate agenda. Creating menopause and menstruation-friendly workplaces isn’t just a ‘nice to do’ – it’s a ‘must do’. Forward-thinking employers aren’t waiting around – they’re already making changes and reaping the benefits.
Whether it’s larger organisations or smaller businesses, the focus should be on creating meaningful plans that truly support everyone – from those experiencing menopause and menstruation to their colleagues and managers. Everyone should be in the loop and feel supported.
Understanding Gender Equity
Gender equity is more than just equality. While equality is about treating everyone the same, equity means recognising that some groups face more barriers and need targeted support to level the playing field. Policies and practices need to remove these barriers and give everyone the resources they need to succeed.
Three key steps to take
To become both menopause and menstruation friendly, organisations should follow these three key steps:
- Address gender-specific health needsby helping employees stay engaged and productive. Think about the challenges they face and create an environment where they can thrive.
- Foster an inclusive culturewhere everyone feels supported and comfortable talking about what they’re going through. A workplace that’s open, honest, and normalises conversations about menopause and menstruation benefits everyone.
- Remove gender-related barriersfrom recruitment to career progression, ensuring everyone has equal opportunities to succeed.
On-going actions to take
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. Start by talking to your colleagues about what would really help and use that to design your plan.
Raise awareness and provide training
Educating business leaders, managers and staff is key to reducing stigma and promoting openness. Menopause and menstruation should be part of both DEI and wellbeing training to make sure the learning sticks.
Listen and learn from employees
Running surveys helps to understand employees’ challenges and needs. Using that feedback allows organisations to shape plans, make adjustments and drive meaningful change.
Appoint workplace champions
Having dedicated champions helps employees feel supported and heard. They can advocate for their colleagues and relay what’s needed to improve workplace policies.
Provide access to resources
Having easily accessible resources gives employees the chance to find support discreetly and at their own convenience. This could include specialist counselling, health information, adjustments to workwear and facilities and clear signposting to further help.
Regularly check-in
Regularly reviewing policies keeps them effective and relevant. Employee feedback should guide improvements to ensure the Equality Action Plan remains dynamic and meaningful.
I’m hopeful that the Equality Action Plan will spark more open conversations about menstrual health and menopause in the workplace. While larger businesses are required to act, smaller organisations can also enjoy these benefits of having an equitable workplace:
- A better workplace culture– Gender equity encourages openness, reduces stigma and makes talking about health challenges the norm.
- Higher retention and productivity– Employees are more likely to stay and perform at their best when they feel supported.
- Attracting talent– Inclusive policies make organisations more attractive to a diverse range of candidates.
- Staying legally compliant– Ignoring gender-related needs could lead to breaches of the Equality Act 2010 and potential employment tribunals which are both costly and can have a negative effect on your employment brand and reputation.
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