How communication and commitment combine to create a menopause friendly workplace

In a previous article for Safety Management, I shared insight on the importance of being a menopause friendly employer, explaining the compelling business case, how symptoms can affect people at work and simple steps to take towards creating a welcoming and inclusive environment for all.

Photograph: iStock/Ridofranz

Here, I will cover a little more detail about how Equality and Human Rights Commission guidance, the Employment Rights Bill and the Labour Government’s commitment are influencing the way businesses address menopause in the workplace. I also look at how those employers who have changed the lived experience for people can set themselves apart from those who simply pay lip service to being menopause friendly. Finally, I leave you with an interesting development and opportunity for welcoming back people who left the workplace due to menopause symptoms. It’s a win-win, believe me!

As you’ll see, good communication – in the workplace, with outside agencies, stakeholders, other employers and experts – sits at the heart of being menopause friendly. Also important is commitment to training colleagues, making a difference, keeping the drumbeat going and grasping new opportunities. We’re not there yet, but one-by-one we are seeing responsible employers standing up to not just support colleagues working through their menopause, but embracing this incredible talent pool.

Guidance and rights

In February this year, the Equality and Human Rights Commission (EHRC) published new guidance on menopause in the workplace. Essentially, it highlighted that menopause is covered under the Equality Act 2010 under Protected Characteristics of Age, Sex and even Disability. Menopause is a life stage, but symptoms can be classed as such if they’re getting in the way of normal activities and over a period of time. Thus employers are under a legal obligation to make reasonable adjustments.

I had the privilege of working on this new guidance and welcomed the renewed interest and action it generated among employers. Understandably, people were concerned by the implications of employers facing legal action from employees who feel discriminated against if their menopausal symptoms aren’t respected or their requests for reasonable adjustments aren’t acted upon. But I can reassure you that such action is wholly avoidable. Employers who develop and implement menopause policies will greatly mitigate their risk of being sued.

Alongside this, we have the new Employment Rights Bill which will require large employers to create an action plan addressing gender equality, including supporting employees through the menopause. I welcome this additional spotlight on the issue and hope smaller employers soon follow suit as being menopause friendly isn’t just a great idea for large organisations.

Deborah Garlick is chief executive and founder of Henpicked: Menopause in the Workplace. Photograph: Henpicked: Menopause in the Workplace

Finally, the new Labour Government’s manifesto promises to place “Women’s equality at the heart of our missions” and prioritises a society “Where you can go to work and know you will be treated with dignity and respect.” This sends a very clear signal to employers about the need to value their staff.

How menopause symptoms can affect your work

The new EHRC guidance referred to research published by the Fawcett Society and the Chartered Institute of Personnel and Development (CIPD). One statistic that stands out to me is that one in 10 women leave work due to their menopause symptoms. There are over 30 menopause symptoms and everyone is affected differently: some will barely notice any change while others can be completely floored.

These symptoms can be physical, psychological and pose longer-term health risks but the ones that affect people most in the workplace include: loss of focus or ‘brain fog’ (reported by 75 per cent), reduced confidence (67 per cent) and high stress levels (70 per cent). Other common symptoms of fatigue, sleeplessness, hot flushes and heavy/erratic periods also make life at work very challenging.

How employers can help

It’s worth recapping here how employers can help mitigate the impact of menopause symptoms in the workplace. Firstly, they need to create a culture where talking about menopause is normal, to train staff, especially senior leaders and line managers, so they are equipped to offer support and signposting to further help. Training all colleagues makes everyone aware of menopause and enables peers to understand how they can support others.

I’m often asked how to break the ice and get the conversation started and I’d suggest hosting a menopause event in person or online is a great place to begin. Actively invite colleagues to speak up, share their stories and explain what is preventing them being their best at work. When you know the problem, you can start to work on the solution. Other actions that can work well are:

• Finding passionate advocates or ‘menopause champions’ to train up ready to reassure, advise and help others
• Inviting colleagues to start a workplace network or support group to provide a safe space for people to speak up
• Ensuring a direct line to management so that people’s concerns and requests for reasonable adjustments can be heard and acted upon.
• Reviewing the work environment and consider small adjustments such as improving ventilation, providing cool water, supplying free period products/toiletries and relaxing workwear rules.

These cost little but make a big difference.

Setting your organisation apart

It’s easy to SAY you’re menopause friendly but harder to SHOW this. Employees, partners, associates and stakeholders all deserve to know if an organisation is genuinely menopause friendly or if they’re just paying lip service to this. One of the most effective ways to prove your worth is to work towards and gain the Menopause Friendly Accreditation, which recognises high standards and proven practices that embrace menopause in the workplace.

Photograph: iStock/Mohamad Faizal Bin Ramli

Industry-recognised, the Menopause Friendly Accreditation is the only accreditation that sets clear standards which must be met. As such, it is truly meaningful and a mark of excellence for menopause in the workplace.

In order to achieve The Menopause Friendly Accreditation, employers are assessed by an Independent Panel and must demonstrate evidence of their effectiveness in five key areas, namely: culture, policies and practices, training, engagement and working environment.

A growing movement

The Menopause Friendly Accreditation is not an easy badge to achieve but it speaks volumes about an organisation. Established just over three years ago, there are now 130 organisations independently accredited as being Menopause Friendly. Some of the first to be accredited have now gone through the Re-accreditation process, which is required every three years to show they have progressed further, implemented additional activity and made even more impact at their workplace. This includes HSBC UK, Aster Group and Burness Paull LLP.

Bringing back colleagues navigating menopause

With this growing number of Menopause Friendly employers comes an opportunity. We often see the Fawcett Society’s figure of one in 10 women leaving work during their menopause but do we ever see the people behind that statistic? The lives affected? The families disrupted? Moreover, where are these people now? And it struck me that the increasing number of menopause friendly employers are perfectly placed to welcome back people who would thrive working for an employer who understands how to support them.

Many women who leave work early are highly skilled and experienced but menopause knocked their confidence and damaged their self-esteem. Given the right level of support, they can once again excel in the workplace. Not only is this good for them, it’s good for their employer as they can plug the talent gap.

Ironically, the menopause symptoms that make people leave work – typically fatigue, loss of confidence, difficulty concentrating, physical discomfort and low self-esteem – make it doubly hard for them to return.

Making it work

We should not write off those who have left the workplace who, given the right environment and understanding, would happily return to work.

I’ve been advising the People Portfolio on a returners programme called Revive and Thrive which will connect people keen to return to the workplace with Menopause Friendly Accredited employers skilled in making them feel comfortable, valued and supported.

We’re just getting started and I’m excited for its potential.

After all, being menopause friendly isn’t just about retaining valuable staff, it’s also about welcoming back highly-skilled and experienced individuals from a career break. Menopause Friendly Accredited organisations opening their doors to returners is a massive step in the right direction.

Deborah Garlick is chief executive and founder of Henpicked: Menopause in the Workplace.

To find out how Henpicked: Menopause in the Workplace can support your business with training, e-learning, resources and consultancy towards achieving the Menopause Friendly Accreditation, see:

menopausefriendly.co.uk

E: [email protected]

T: +44 (0)115 718 0147