Supporting Menopause in the Workplace
Who can make a difference in menopause support in the workplace?
The UK government has appointed its first-ever Menopause Employment Champion!
Women approaching perimenopause and even those who are some way off from menopause have cause to be a little relieved that the government has created this role, although it has fallen short of making menopause a protected characteristic. This latest move is a milestone towards recognising the difficulties faced by many women going through menopause at work, helping to address those challenges for those going through menopause now, or who will go through it at any point in the future.
Conversations around menopause-friendly workplaces have been ramping up in the last couple of years, due to a combination of women finding their voices (after finding little, if any, menopause workplace support or awareness when they needed it), celebrities going public with their own experiences, and with cross-party politicians backing support for menopause in the workplace.
This appointment sends a strong message to employers across the country that supporting employees going through menopause is an important issue that needs to be taken seriously, and acted upon.
Why supporting menopause in the workplace matters
Most women are likely to go through menopause during their working lives, with symptoms having a significant impact on performance for many. Yet still, too many women are reluctant to discuss their experiences with their employers, for fear of being seen as weak, or not up to the job. Lack of support can have a negative impact on women's health and well-being, productivity, career prospects and economic well-being.
Employers who support women going through menopause in the workplace are not only helping a key cohort remain in work women but are also helping to tackle the gender pay gap, ensuring women are not unfairly disadvantaged due to the impact of their experiences.
How could the Menopause Employment Champion help businesses to be more menopause-friendly?
Working with employers, trade unions, and those going through menopause, the postholder is tasked with ensuring employers provide adequate and appropriate support for menopause in the workplace. This will include providing guidance on best practices, developing training strategies, policies and resources, and raising awareness of the impact that menopause can have on women's health and well-being in and outside of the workplace.
Menopause is a societal issue, still taboo across the UK for men and women of all ages and demographic groups, leading to a lack of understanding about the impact that it can have on women's lives. By raising awareness of this issue, the Menopause Employment Champion can help to reduce the stigma and shame that many experiences going through menopause.
With only one-quarter of UK employers having a menopause policy and an ageing female workforce, It's about time that we start acknowledging the impact that menopause can have on women's lives, both personally and professionally.
We’ll leave the last word to the new Menopause Employment Champion, Helen Tomlinson:
“I have witnessed the transformational power that opening up conversations on the menopause can have in a workplace. By creating safe spaces by educating management and creating allies across workforces, women can be supported and empowered to manage their symptoms and thrive in work.”
Reinforcing this through meaningful support, organisations will build a culture of empathy. A benefit for women now and in the future as the last workplace taboo is now being properly discussed, and all women will be better prepared mentally and physically to access help in the workplace should they need it.
PositivePause is committed to supporting menopause-friendly workplaces. We work with businesses to help them create an environment that’s safe, inclusive & respectful, raising awareness for all employees so they can confidently talk about menopause.
Our training helps to start vital conversations from the top down, creating a listening culture and empowering people whether for their own experience, as a partner or in supporting a colleague.
To find out more read our Complete Guide to Menopause in the Workplace
March 2023