Menopause in the workplace.
There’s lots of talk about and knowing what to say and do in your workplace can be daunting.
There’s the worry you’ll say or do the wrong thing.
And then there’s time.
Let’s be honest you’ve got a decent sized To Do list right there.
Perhaps you’re worried about something else.
So if you’re wondering how to start making changes in your workplace to help and support women struggling with menopause-related symptoms, this is for you.
In this blog, we’ll explore:
- As a manager, do you need to be an expert in women’s health to know what changes to make?
- Is there a law that says the workplace needs to make changes?
- What inexpensive ways can you support your employees?
As a manager, do you need to be an expert in women’s health to know what changes to make?
No, you don’t.
That’s good news isn’t it?
But what is worthwhile is being or becoming an expert in empathy.
A great way to do this is to raise awareness of menoapause and to train managers how to have a conversation about the menopause with staff in groups and individually.
Without training managers don’t know how to handle those difficult conversations which can leave them terrified they’ll so or do the wrong thing.
Teach them:
- The symptoms of menopause and how they affect women in the workplace
- How to prepare, have and follow-up a conversation with a colleague affected by the symptoms of their menopause
- What simple changes can make to someone’s role or working environment to help ensure the menopause does not become a barrier to their performance
Is there a law that says the workplace needs to make changes?
At the moment there’s no specific law that directly relates to menopause but that may change.
Menopause in the workplace is covered by certain pieces of legislation to protect employees:
The Equality Act 2010, where menopause is largely covered under three protected characteristics – age, sex and disability discrimination. Employers have been taken to court, and lost, under the discrimination act.
The Health and Safety at Work Act 1974 – provision for safe working
The Health and Safety at Work Act 1974 provides for safe working, which extends to the working conditions when experiencing menopausal symptoms.
What inexpensive ways can you support your employees?
You’ll be pleased to hear there are small and simple changes that can be made to make a big difference.
Some ideas are:
- Provide access to cold drinking water
- Have sanitary products in the toilets (you already provide toilet roll, don’t you?)
- Desk fans / offer to move nearer a window
- A place to go when it feels a bit too much
- Flexible working
- Uniforms that are natural fibres and not man made
All these changes can be made without a manager having to know the icky side of menopause. They’re simple and practical changes that make so much difference to women in the workplace going through menopause.
Creating a menopause friendly environment doesn’t happen over night.
The best advice is to start with small steps.
And to ask “What do you know about your line managers, your team leaders and your people in HR?”
in the workplace they are typically:
- The first point of contact if someone needs to discuss their health concerns or if they need a change or adjustment to their work or working hours, to enable them to perform to their full potentia
- Responsible for implementing the policies and practices of the organisation that support someone be effective in their role
- Responsible for managing absence and keeping in touch if someone is off work ill
And yet they haven’t received training about the menopause.
Provide the right people with training so they can understand the menopause is a great place to start to create a workplace culture that supports those going through the menopause
They’ll then:
- Know how the menopause can affect the work-place.
- Know yhe implications for equality, health and safety in relation to menopause in the workplace.
- What adjustments may be necessary to support those who are experiencing the menopause.
- Know how the menopause can affect the workplace.
- The implications for equality, health and safety in relation to menopause in the workplace.
- What adjustments may be necessary to support those who are experiencing the menopause.
The organisation as a whole can create a framework to support them to change their organisations culture.
Benefits of effective changes and creating a culture of support for those going through the menopause
- Manage productivity
- Reduce absenteeism
- Increase staff retention
- Reduce loss of talent
- Improve workplace well-being
- Boost Company reputation
- Avoid costly employment tribunals
Want to know more about menopause awareness for your workplace?
A guide for managers: What you need to know about surgical menopause
Menopause: Why is it an important issue for the workplace?
How menopause can affect the mental health of your colleagues in the workplace
Want to arrange your online menopause training? Email me TraceyTait@menopausetrainingcompany.com
