Menopause is a natural phase in a woman’s life, yet it’s a topic that remains shrouded in mystery and misunderstood by many, and that includes many who will experience it.
In the workplace, a lack of understanding of perimenopause and menopause can lead to problems with productivity, performance, staff retention, attendance, relationships and the reputation of the organisation.
As well as the potential discomfort and miscommunication that could be impacting the well-being of your employees.
When is it time to introduce menopause awareness training for your managers and colleagues?
As an employer or HR professional, recognising the need for menopause awareness training can enhance workplace harmony and productivity.
But how do you know when it’s time to take this step?
Let’s explore 9 situations you may experience to help you determine when your workplace could benefit from menopause awareness training.
1. Increase in your employee absenteeism
Employee absenteeism can be a red flag indicating that menopausal symptoms are affecting your staff.
In a survey by UNISON 44% of respondents who had taken sickness absence due to their perimenopause symptoms had not told their manager the real reason for their absence with only 9% telling their manager the real reason.
Practical Ideas
Assess Attendance Records
Regularly review your attendance data to spot patterns of absenteeism related to health issues.
Conduct Surveys
Use anonymous surveys or pulse polls to gather insights into why employees are missing work.
2. Increase in workplace conflicts
Workplace conflicts can unfortunately arise when your colleagues lack understanding and empathy for those experiencing menopause or when those experiencing menopause related are being negatively affected by their symptoms.
Misunderstandings can lead to tensions and reduced teamwork and a breakdown in workplace relationships.
Practical Ideas
Promote Empathy and Understanding
Host workshops and/or offer online courses to educate all employees about menopause and its effects.
Encourage Open Communication
Foster an environment where employees feel comfortable discussing health concerns.
3. Decline in employee performance
Menopausal related symptoms can significantly impact concentration and memory, leading to a decline in performance.
Research shows over 54% of women said they didn’t feel comfortable approaching their managers if they are experiencing menopause related symptoms at work and how it was impacting them.
Practical Ideas
Offer Difficult Conversation Training
Provide training for your managers so they feel more comfortable having those difficult conversations.
With tribunals citing menopause increasing, it makes sense doesn’t it to help your managers know how to navigate any potentially difficult conversations.
Provide Flexible Working Conditions
Consider flexible hours or remote work options to accommodate those experiencing symptoms.
Check out my blogs about flexible working
Menopause in the workplace: What is flexible working and what options can you offer? https://menopausetrainingcompany.com/menopause-in-the-workplace-what-is-flexible-working-and-what-options-can-you-offer/
Menopause symptoms: Why offering flexible working is an option for the workplace https://menopausetrainingcompany.com/menopause-symptoms-why-offering-flexible-working-is-an-option-for-the-workplace/
Menopause in the workplace and the lack of flexible working https://menopausetrainingcompany.com/why-the-lack-of-flexible-working-could-be-an-issue-for-your-workplace/
4. Lack of menopause specific policies
Without your specific policies around menopause and perimenopause, your managers and employees may not know how to seek support for menopause-related issues.
This can lead to feelings of isolation and helplessness.
Practical Ideas
Develop Comprehensive Policies
Include menopause-specific clauses in health and wellness policies.
Educate Managers
Train managers to recognise and support employees going through menopause
5. High employee turnover rates
High turnover rates can indicate that employees do not feel supported in their roles, particularly if menopause is a factor. Women may leave jobs that do not accommodate their needs.
Data shows 20% of women consider leaving their workplace because the find it difficult to deal with their perimenopause symptoms at work.
This number increased to 44% for those who found their symptoms extremely problematic.
Practical Ideas
Conduct Exit Interviews
Use these interviews to understand if menopause-related issues contributed to the decision to leave.
Enhance Support Systems
Establish support groups or train and provide access to menopause champions.
6. Negative employee feedback
Feedback from employees can highlight dissatisfaction or lack of support regarding perimenopause and menopause.
Collecting feedback regularly can provide you with invaluable insights into workplace morale.
Practical Ideas
Implement Feedback Mechanisms
Regularly gather and review feedback through surveys or pulse polls.
Act on Feedback
Don’t let the valuable feedback gather dust. Use the information to make educated and informed changes to menopause
7. Limited employee engagement
Low engagement levels may indicate a lack of interest or investment in workplace activities, possibly due to unaddressed menopausal issues.
Practical Ideas
Revitalise Employee Engagement
Introduce engaging activities that include menopause education. Something as simple as having posters in the workplace about menopause can improve engagement.
Foster Inclusivity
Ensure all employees feel included and valued, regardless of their health status. Remember: Members of the Trans and non-binary community can experience menopause-related symptoms.
8. Supportive workplace culture
A supportive workplace culture is crucial for addressing menopause-related challenges. If the culture is not open or understanding, employees may decide to suffer in silence.
Practical Ideas
Encourage Open Discussion
Encourage open discussions about health and wellness.
9. Evaluate training needs
Regularly evaluating training needs helps identify gaps in knowledge and understanding about menopause in the workplace.
Training can be offered to managers so they have a better understanding of menopause and this helps to reduce the worry of them saying or doing the wrong thing.
Workshops/lunch and learns can be offered to women and those experiencing symptoms so they have a better understanding of perimenopause and menopause so it doesn’t overwhelm them or their life.
Practical Ideas
Conduct Training Needs Assessments
Regularly assess the need for menopause training through surveys and assessments.
Customise Training Programs
Tailor training sessions to meet the specific needs of your workforce.
In Summary
Recognise the signs that your workplace may benefit from menopause awareness.
Addressing menopause in the workplace shouldn’t be about compliance and ticking a box.
There are so many benefits to being more aware about perimenopause and menopause.
Have you noticed any signs in your workplace that suggest menopause awareness training might be beneficial?
What steps can you take today to create a more inclusive and understanding workplace environment around perimenopause and menopause?
Want to know more about menopause awareness for your workplace?
Here’s some further reading.
