How To Make Your Business Menopause Inclusive

The Equality and Human Rights Commission (EHRC) made headlines last week, by stating employers can be sued if they fail to make reasonable adjustments for women going through menopause.

 Since then, there has been a lot of talk, arguments, and confusion about what menopause is and isn't. What we need to agree on is that when it comes to menopause at work, we ALL need to have an awareness of it and know what our responsibilities are when it comes to supporting those going through it.

Why is it essential for businesses to prioritise menopausal support?

Employers have a responsibility for the health and safety of their employees. The number of tribunals citing menopause has tripled, yet staff training and the right policies are still lacking. Employers and managers need to realise that this is not something that is going to go away or that can ‘be fixed’. It’s something that every woman goes through, and it affects all of us – including men.

How can businesses raise awareness and implement support?

Although menopausal symptoms differ for everyone, businesses can implement various approaches to provide support for all.

Here are some top tips:

Have a menopause policy. A policy provides guidance for managers, ensuring that the right support is given. Having a policy in place can prevent legal costs and reputational damage.

Create a safe culture. To end the stigma, we need women to feel comfortable talking about menopause in the workplace. Setting up a support network is an excellent initiative.

Challenge negative menopause stereotypes to reduce stigma around the menopause.

Get SMT buy-in. Change starts from the top. Make sure the senior leadership team are aware of the impact of menopause in the workplace. Improve menopause awareness within the leadership team through training. This helps to embed menopause into strategy, so it isn't just a 'tick box'.

Reasonable adjustments:

• Support requests for flexibility – e.g. work-from-home requests, reduced or changed hours
• Easy access to cold water, clean toilet and washing facilities
• Put sanitary products in toilets
• Have desk fans available

Staff training is key. A lot of people don’t fully understand menopause or its effects. Providing staff training helps to reduce stigma and create an inclusive workplace culture. This can include workshops, line manager awareness training, and Menopause Champion training.

Consultancy.  Work with experts to develop bespoke strategies and policies that align with the unique needs of your organisation.

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