- Education and Awareness: offer educational workshops or webinars to all employees to raise awareness about menopause and its symptoms. Provide specialist training and resources to managers on menopause and its potential impact on employees.
- Supportive Policies: Develop specific policies/guidelines that address menopause-related concerns, including workplace adjustments. Ensure that menopause is recognised as a legitimate reason for sick leave when needed.
- Flexible Working: Where possible, allow flexible work hours or remote work options to accommodate menopausal symptoms such as heavy bleeding, insomnia, anxiety, and headaches. Consider job-sharing or reduced hours as temporary adjustments if needed.
- Clear Communication Channels:Encourage open communication between employees and managers to discuss any workplace adjustments or concerns related to menopause. Establish a confidential process for requests if needed.
- Inclusive Culture: Foster an inclusive workplace culture that promotes empathy and understanding among colleagues. Encourage co-workers to be supportive and respectful of women experiencing menopausal symptoms. Talk about menopause in the workplace to end the stigma and normalise it.
- Employee Resource Groups: Establish or support employee resource groups or networks for menopausal women to share experiences and advice.
- Menopause Champions: Menopause champions are instrumental in fostering a more inclusive and diverse workplace. They signal a commitment to employee wellbeing, and help boost productivity, job satisfaction and retention. They provide a safe space for sharing experiences and seeking advice and can offer practical support, such as; having sensitive conversations, advising on workplace adjustments and signposting.
Want to have a no-obligation chat about any of this? Email us: hello@menospace.co.uk
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