🌟 World Menopause Day 2024: Transforming Workplace Support 🌟

On the eve of World Menopause Day, it’s essential to address the significant impact menopause has on women in the workplace. With NHS estimating that 60,000 women are on long term sick leave due to menopause-related symptoms, at a cost to the economy of £1.5 billion annually ( reported recently in the TImes) - it’s clear that businesses must act to retain and support this critical part of the workforce.

Menopause Mandate Survey: Workplace Impact

The recent Menopause Mandate survey, with nearly 20,000 respondents, revealed significant gaps in workplace support:

• 37% of women reported that menopause symptoms negatively impacted their work performance.
• Despite these challenges, only 39% of workplaces have menopause policies in place.
• Over 90% of women agreed that workplace environments are often ill-equipped to address their needs during menopause.

This lack of support underscores the need for companies to develop comprehensive policies to better assist their employees.

Learning from Best Practice: WiW Event Insights

At the Women in Work (WiW) events, experts shared strategies to address these gaps. Speakers like Naomi Begum-Inglis from Accenture and Anne Hayes from BSI emphasised that workplace education and leadership commitment are essential to building inclusive cultures. Maxine Fletcher from Oxford Brookes University highlighted the need for a holistic approach, linking menstrual equity and menopause to create a supportive environment for all employees.

One company leading the way is Marks and Spencer , which has implemented practical changes such as redesigned uniforms to make women more comfortable, especially those experiencing menopause symptoms. This not only improves retention but boosts employee morale.

How to Build Effective Menopause Policies

Emma Hammond Partner at Gunnercooke LLP, advises that menopause policies should reflect the culture and people strategy of the business. Some of her key recommendations include:

• Inclusive language: Ensure the policy covers non-binary and transgender individuals.
• A living document: Make it clear that the policy will evolve with your organisation.
• Symptoms and definitions: Include explanations of surgical and medically induced menopause, and address premature menopause.

Engaging employees by forming focus groups is another critical step, ensuring that policies reflect the needs of diverse workforce groups, while addressing any language or cultural barriers.

Training & Education: The Key to Support

Tailored training programs are vital for equipping employees and managers with the tools they need to foster understanding and support in the workplace. Companies should avoid generic training and develop sector-specific programs that consider unique challenges like shift work or physically demanding roles. Training managers to handle sensitive conversations and explore creative solutions ensures every employee feels heard and supported.

Transforming the Workplace Culture

WiW events underscored the need for a shift in workplace culture, with leadership playing a key role in driving long-term change. With commitment from the top, organisations can build environments where open discussions about menopause - and its impact on work - are normalised.

A Call to Action

WiW is delighted offer  insightful sessions on-demand via our WiW Digital Channel. With the right education, policies, and leadership commitment, we can reshape workplaces to support women’s health and wellbeing - ensuring that no woman feels unsupported during this critical stage of life.

In celebration of World Menopause Day you can access the digital talks on the WIW Channel until 21st October for FREE. Register HERE.

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