Chances are you’re doing more for menopause awareness and support in your workplace than you think.
And perhaps you’re tired of hearing that workplaces are “failing” at providing menopause support or bringing more awareness.
I know I am because I know there’s so many organisations doing so much good work.
– If you’ve downloaded our policy checklist, you’re already ahead of most organisations. (If not, get it here.)
– If you’ve talked about, you’re already ahead of most organisations.
– If you’ve taken a Pulse Poll, you’re already ahead of most organisations.
Yet the constant criticism can leave you feeling discouraged and wondering if your efforts aren’t making a difference.
Here’s a wee reminder. So many organisations are taking meaningful steps forward, but they’re not getting credit for the progress they’re making.
You care enough to be here, reading this.
So let’s shift the conversation from what’s missing to what’s working.
Take Stock of Your Progress
You might not have everything in place yet, but recognising the steps you’re already taking is powerful.
Let’s audit and take note of where you are right now.
Creating Conversations
- Are you creating regular opportunities for menopause discussions?
- How often does menopause come up in workplace conversations? Monthly? Quarterly? Only when someone raises a concern?
- Who’s championing this topic in your organisation? Is it you, HR, senior leadership, or an employee resource group like wellbeing champions or Peer supporters?
- What positive changes have you noticed since opening up dialogue about menopause?
Building Support Systems
- What’s your menopause policy status? In development? Ready for review? Already launched and shared widely?
- What support can colleagues access right now? Occupational health, EAP services, external menopause specialists, menopause champions or Peer supporters?
- What resources or training are available for managers who need to support team members?
- How are you communicating what’s available? Email? Intranet? Team briefings?
Measuring Impact
- What feedback are you receiving about workplace adjustments you’ve introduced (flexible working, uniform changes, temperature controls)?
- How are you tracking whether your menopause initiatives are making a difference? Do managers feel more confident in having a conversation? Are colleagues comfortable approaching managers to discuss what’s going on for them?
- What reasonable adjustments have worked particularly well?
Your Next Step
After reflecting on these questions, what stands out as your priority?
Where do you want to focus your energy and attention next?
And here’s the question many people ask me.
– Do we actually need training to improve menopause support in our workplace?
The honest answer is it depends on where you are and what you’re trying to achieve.
Training isn’t always the answer, but it can be transformative in the right circumstances.
I’ve written a detailed blog ‘Will menopause awareness training fix our menopause related workplace problems?’
Want to know more about menopause awareness for your workplace?
Here’s some further reading.
