{"id":862,"date":"2019-10-03T14:34:01","date_gmt":"2019-10-03T14:34:01","guid":{"rendered":"https:\/\/employeesmatter.co.uk\/?p=862"},"modified":"2020-09-14T11:05:59","modified_gmt":"2020-09-14T11:05:59","slug":"menopause-matters-in-the-workplace","status":"publish","type":"post","link":"https:\/\/employeesmatter.co.uk\/menopause-matters-in-the-workplace\/","title":{"rendered":"Menopause Matters…in the workplace"},"content":{"rendered":"\n

As we approach World Menopause\nDay, it\u2019s the perfect time to reflect on what menopause means, why it\u2019s so\nimportant we talk about it, and what employers can do to support menopause in\ntheir workplaces. <\/strong><\/p>\n\n\n\n

It can be easy to think in\nstereotypes in terms of menopause, with labels like \u2018old\u2019, \u2018past it\u2019, and\n\u2018moody\u2019 previously used in the media. Fortunately, we are moving into a new\nera, one in which menopause is becoming recognised for what it is. A natural\nphase in every woman\u2019s life. <\/p>\n\n\n\n

There is still much work to be\ndone, however. Gradually, we are seeing more and more forward-thinking\norganisations adopting a new approach to menopause, introducing training,\nraising awareness and \u2013 vitally \u2013 ensuring the right support is in place at\nwork. <\/p>\n\n\n\n

Why? Because times are\nchanging and so is the way we work. The UK is an ageing population. Around one\nin three of our workforce is over 50, with women representing about half. In\nfact, menopausal women are the fastest-growing demographic. It makes sense for\nemployers to offer them support as they transition through menopause. <\/p>\n\n\n\n

There is no current law for\norganisations to have a menopause policy. But the Equality Act 2010 covers\nmenopause under three of its protected characteristics: age, sex or even disability\ndiscrimination. And tribunals for discrimination due to menopause are on the up\n\u2013 something which every employer wants to avoid. <\/p>\n\n\n\n

More about menopause<\/strong><\/p>\n\n\n\n

There can sometimes be\nconfusion about exactly what menopause is. Essentially, it\u2019s <\/p>\n\n\n\n

a\nnatural phase in every woman\u2019s life when her balance of hormones change and ultimately\nher periods stop. The average age for this to happen is 51, it can be sooner or\nlater than this, due to surgery or for other reasons. <\/p>\n\n\n\n

But\nwomen don\u2019t just wake up one day having reached menopause. Most start to notice\nchanges during their 40s in the time leading up to menopause \u2013 this is known as\nperimenopause. <\/p>\n\n\n\n

Some\nwomen may simply sail through it and barely notice. But three\nin four women will experience symptoms, and one in four with serious symptoms.\nwhich can last for years. <\/p>\n\n\n\n

What\nkind of symptoms do I mean? They can be physical or psychological, or both, and\ncan change and vary over the years. In our survey of menopause in the\nworkplace, the top symptoms women felt negatively affected their work were fatigue, hot flushes, difficulty focusing or concentrating,\nanxiety and worry, and insomnia. You can understand how they affect work.<\/p>\n\n\n\n

A proactive\napproach<\/strong><\/p>\n\n\n\n

The first thing\nthat I would urge all employers to do is to make menopause an open topic for discussion.\nLet\u2019s get rid of the taboo and instead encourage and instigate conversations at\nwork, so every single employee feels comfortable and at ease in talking about\nmenopause. <\/p>\n\n\n\n

There are lots of\nways to do this. Training events can raise awareness and educate colleagues\nabout menopause. Company intranets and internal social media like Yammer make\nexcellent forums for informal discussions. Marking occasions like World\nMenopause Day \u2013 18 October – can add context and help you get the conversations\nstarted. <\/p>\n\n\n\n

Not everyone will\nfeel comfortable talking about their own personal experience and line managers\nmust be properly trained to offer the right support to colleagues sensitively\nand confidentially. <\/p>\n\n\n\n

Women experiencing\nsymptoms may really benefit from a few simple workplace adjustments. These could\nrange from having a desk fan or access to a quiet space to changes and\nflexibility in working hours. My experience is small changes can make a big\ndifference, even knowing your line manager and colleagues understand helps\nno-end.<\/p>\n\n\n\n

Making menopause a\nworkplace issue<\/strong><\/p>\n\n\n\n

Earlier, I talked\nabout avoiding stereotypes. It\u2019s time for us all to shift our mindset \u2013\nmenopause is not just for women. Knowing about and understanding menopause is\nsomething that all colleagues will benefit from. I know from my own experiences\nthat men are equally keen to learn, so they can support partners, family, friends\nand colleagues too. <\/p>\n\n\n\n

It isn\u2019t difficult\nto support menopause at work. It isn\u2019t costly. Most women will only need\nsupport on a short-term basis, and you are helping them to be the best they can\nbe, at all times. But it is responsible, commercially sound, and should be part\nof every organisation\u2019s wellbeing portfolio. <\/p>\n\n\n\n

Let\u2019s\nmove from the bygone days of sweeping menopause under the carpet, and step into\na new era. One where all colleagues are supported at work, where menopause is\nsimply seen as a normal part of life, and one where women can speak up and ask\nfor help if they need it. <\/p>\n\n\n\n

Happy\nWorld Menopause Day!<\/p>\n\n\n\n

Deborah Garlick<\/p>\n\n\n\n

Director of Henpicked: Menopause in the Workplace https:\/\/menopauseintheworkplace.co.uk <\/p>\n\n\n\n



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As we approach World Menopause Day, it\u2019s the perfect time to reflect on what menopause means, why it\u2019s so important we talk about it, and what employers can do to support menopause in their workplaces. 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