Understanding and supporting women through the menopause shouldn’t need to be ‘normalised’. Yet when statistics tell us 1 in 10 women leave their role because of the menopause, and 35% of women take leave due to the symptoms they experience, there’s a clear need for significant change to attitudes and approaches in the workplace.
October is Menopause Awareness Month, and we’re reminding you to play your part (if you haven’t done so already) in normalising the menopause. There’s plenty we can do to better understand it and, in turn, improve your organisational culture and reduce legal risk.
What are the most common menopause symptoms?
Three quarters of women report experiencing menopause symptoms. They look and feel different for every woman, and the list is by no means exhaustive. It includes:
- Insomnia
- Palpitations
- Low self-esteem
- Hot flushes
- Mood swings
- Brain fog
- Anxiety.
These can all range from minor to debilitating. But when 46% of women don’t disclose what they’re going through because they fear the negative perceptions, it’s important we not only identify the symptoms but understand them – and what we as employers, colleagues and friends can do to help.
How can a strong menopause policy benefit your organisation?
When you fail to properly support the women in your workplace experiencing symptoms of the menopause, they’re more likely to feel disengaged and devalued – and ultimately decide to resign. So, improving the lives of the people you work with also has naturally positive outcomes for your organisation.
With a clear and supportive menopause policy, you will:
- Build a stronger workplace culture where everyone feels looked after and valued
- Improve morale, and therefore your reputation as a great company to work for – and work with
- Increase productivity through a happier workforce whose wellbeing needs are met
- Reduce high staff turnover and the costs and complications that come with constant recruiting
- Retain the top talent of hugely knowledgeable and experienced team members.
Which policies should you put in place?
Of course, you need to think about your legal obligations too – particularly as menopause can be considered a disability. The EHRC (Equality and Human Rights Commission) recently published guidance so employers can better understand their responsibilities towards their menopausal colleagues. This guidance – quite rightly – means you need to view the menopause from a legal perspective.
Many workplaces don’t have enough – or, indeed, good enough – support in place for women going through the menopause. That might be an ineffective policy, the absence of a policy altogether, or simply a lack of understanding about the menopause and its effects. We can help you get to grips with these policies and provide advice to get the right processes in place, avoiding legal issues and promoting your duty of care towards everyone in your workforce.
How can you make a difference today?
Sign the Menopause Workplace Pledge – just as we have. The pledge – launched in 2021 by Wellbeing of Women, Bupa, and HELLO! Magazine – encourages employers to do more to support employees going through the menopause. It recognises menopause as a workplace issue, where employers inform and support their colleagues and discuss their symptoms openly, positively and respectfully.
McMillan & Associates HR is so proud to be one of 3,100 employers who’ve signed the pledge to date. Will you make a difference and sign too?