Menopause at Work – why employers need to become more menopause-savvy

employers to become more menopause-savvy

Women over the age of 50 is the fastest growing segment of the UK workforce.

Women between 45 and 55 are likely to be experiencing menopausal symptoms as they physically and emotionally adjust to the official end of their child-bearing phase of life. Enlightened employers who are keen to support their employees to be healthy and productive are putting strategies in place to understand and support the needs of women at work going through the menopause.

After all, 6 in 10 menopausal women say their symptoms have had a negative impact on their work, with 1 in 4 saying they don’t get the support they need from their line manager.

 

employers to become more menopause-savvy

 

The CIPD, the professional body for HR and people development professionals, has recently developed various resources to help employers understand and support women going through the menopause.

Here are 4 steps your organisation can take:

  1. 1. review your HR policies (especially those relating to health & wellbeing, flexible working and performance management)

2. help to break the silence on menopause – run an awareness campaign for your managers and employees to kickstart a more supportive and empathetic attitude to the menopause

3. identify reasonable adjustments that could be made in your workplace, if required.  This could include providing fans and access to cool drinking water, providing flexible working opportunities, and moving someone’s desk away from a heat source

4. educate your line managers to support their teams

The most significant action you could take is to make support for the menopause a key part of your strategy to attract, retain and develop female talent, getting buy-in from your senior leadership team.

The growth of women over the age of 50 in the workplace is predicted to keep on increasing, so prioritising support for women experiencing menopausal symptoms is important.  In many quarters, menopause can be a taboo subject.  Let your workplace lead the way with providing appropriate and relevant support.

Contact us  about ways in which we can support you to develop an action plan to become a more menopause-friendly organisation.

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