There is no doubt that menopause-friendly workplaces are on the rise. The CIPD estimates one in four employers now has a menopause policy and recent changes, including the revised BSI Guidelines and EHRC guidance, are keeping menopause in the workplace front and centre. As more and more workplaces commit to being menopause-friendly, let’s take a moment to remind ourselves that simply having a policy or downloading a badge isn’t enough to bring meaningful, lasting change.
Genuinely menopause-friendly employers will raise awareness across their entire workforce, train their leadership teams and make adjustments to their culture and environment. It’s not difficult to be menopause-friendly but it does take effort, commitment and action. As we prepare to host the third annual Menopause-Friendly Employer Awards, five of last year’s winners have shared their successful strategies to inspire you. Creating an open workplace Santander – winner of Most Open Workplace An open workplace culture creates a sense of psychological safety for individuals. This starts from the top of an organisation, so ensure senior leaders are informed and engaged in supporting menopause at work. Encourage managers to share their own experience to build empathy and trust among staff. Train HR colleagues, people managers, champions and allies on how to have an open conversation about menopause, to give colleagues the confidence to speak openly and honestly about how they’re feeling and what help they need. Having a menopause-friendly environment QVC UK – winner of Most Menopause-Friendly Environment The seemingly small gestures can have a bit impact: On the suggestion of colleagues who had experienced menopause symptoms at work, QVC UK provides a free kit including shower gel, towel, period products and fresh clothing to those who need it. Not only does this help others, it shows how someone’s own experience can shape a meaningful change to benefit others. Another simple idea that works very well is to provide a quiet cool room for time out and relaxation. Implementing impactful training BT Group – winner of Best Training Initiative Bespoke training will work wonders! Form a learning team to help shape training that will suit the organisation’s workplace and resonate with its workforce. Find out how people feel currently and what they wish to know. Use focus groups with colleagues to gather insights and understand the various personas of your intended training audience. Don’t forget to include managers, nor limit training to those experiencing menopause: all colleagues need to be made aware of how others may be feeling. One idea that worked very well at BT was its ‘Let’s talk about menopause’ campaign which included a series of colleague videos showing their own experiences of menopause as a colleague, son and partner. Supporting staff WTW – winner of Best Support Group Form a Menopause Support Group to provide support, promote an inclusive culture and prioritise talent. Create a diverse community of both male and female colleagues of all ages with the purpose of sharing stories and experiences. Enlist visible engagement from senior staff and encourage them to raise awareness and start conversations with senior colleagues across the organisation to cascade best practice far and wide. Be mindful that some colleagues may have a language or cultural barrier preventing them learning more or speaking up: work with a native speaker to help you use appropriate language and approaches. Recognising the medical implications Thames Valley Police - Menopause-Friendly Employer of the Year Don’t forget that menopause is a medical issue with wider health implications for many people. As most employers are unlikely to be medically trained or qualified, it’s important to establish the best signposting paths for colleagues. Call upon experts to speak to front line, HR and occupational health staff to ensure they can speak to colleagues with a good level of understanding. Consider accessing confidential outsourced support via an app or online consultations to give staff peace of mind and the ability to have private, confidential conversations. Training staff, educating colleagues, giving people a voice and acting on their ideas and requests will all help shape a menopause-friendly workplace. Menopause champions and advocates, staff networks and carefully considered signposting to professional and medical services will combine to change the lived experience of menopause in your workplace now and for generations to come. By Deborah Garlick, Founder of Henpicked: Menopause in the Workplace5 Successful Menopause-Friendly Workplace Strategies, By Deborah Garlick, Founder Of Henpicked: Menopause In The Workplace
