Janet Lindsay
CEO, Wellbeing of Women
This World Menopause Day, we need to celebrate how far we have come in making the menopause a workplace issue but understand that there is still a lot more to do.
Three years of menopause support
This World Menopause Day marks three years since Wellbeing of Women launched our Menopause Workplace Pledge. The campaign was set up to support the many women who were trying to deal with difficult menopause symptoms at work, as well as employers who did not know how to help.
Women were beginning to talk about their symptoms, thanks to valuable awareness-raising by celebrities such as Davina McCall but still felt nervous sharing their experiences in a professional environment. Fast-forward three years, and a lot has changed.
Growing workplace support for menopause
Awareness and support surrounding menopause in the workplace are on the rise, as seen by over 3,000 employers signing up to support their workers via our Menopause Workplace Pledge. The Government will introduce menopause action plans, which will set out how large businesses can support their menopausal employees.
Guidance on dealing with employees going through the menopause has been published by the British Standards Institution and The Equality and Human Rights Commission. While celebrating how far we have come, we must confront the remaining challenges with honesty.
Women who feel unsupported at
work may have to take days off
and even end up leaving their jobs.
Menopause support challenges remain
Much of the change has been made by large companies that are able to commit money to schemes that support staff adjustments for menopausal symptoms. Engaging small to medium businesses (SMEs) has been harder as they face more complex challenges, ranging from financial to operational constraints.
However, addressing menopause in the workplace is not just a matter of employee wellbeing; it’s also good for business. Women who feel unsupported at work may have to take days off and even end up leaving their jobs. As well as losing an experienced staff member, the average cost of replacing an employee in 2014 was estimated to be £30,000.
Small steps make a big difference
By taking small, manageable steps toward offering better support, SMEs can create an inclusive work environment that retains talent and improves overall productivity. Culture change is a key factor in creating long-lasting change, and that is easier in an organisation that has fewer employees where managers can start open and honest discussions with staff.
Speaking openly with women from all communities
However, we should remember that open discussions must be appropriate for all women. This includes women from marginalised communities, where stigma around the menopause can be an even greater challenge. Conversations must be culturally appropriate so that everyone is encouraged to speak up if they need support.
On a national level, the same coalition of business, government and campaigners needs to highlight the value of supporting menopausal women across organisations of all sizes. Additionally, they should provide more support for them to do so.
