Why menopause matters at work...

Did you know that women over 50 are the fastest-growing workplace demographic? Or that the average age for women to reach menopause in the UK is 51? The fact that an increasing number of women are working through the menopause and beyond could have big repercussions for the hospitality and personal care sectors, as they look to attract more diverse and experienced people to traditionally younger and female-led positions.

A menopause awareness plan is therefore important to futureproof your business. Menopause is not just a subject for women. It impacts everyone, whether we go through it ourselves or are supporting a partner, friend, colleague or family member.

The first thing I always say about introducing menopause support at work is to get talking. For many people, discussing menopause may feel a little strange at first. But the more you do it, the easier it becomes. Normalising it and turning it into an everyday conversation is the first step to embedding menopause into your workplace and wellbeing practices.

Start by including menopause awareness articles and stories on your intranet and in magazines, or setting up awareness events to bring the subject out in the open.

Employers should consider how they want to introduce, action and develop a menopause awareness plan. This is not a box-ticking exercise – you need to embrace this as part of your culture. Measures can include writing a guidance document, running training and awareness sessions, asking Menopause Champions to spread the word and setting up support groups. There are no hard and fast rules, it just needs to be clear that your organisation considers it important, is prepared to consult on what would be helpful, and that employees know support is there should they need it.

With menopause gathering traction in the media, there have been some interesting developments. An increasing number of workplace tribunals have seen successful plaintiffs citing menopause discrimination (it falls under the protected characteristics of sex, disability and age in the Equality Act). Furthermore, the government is investigating whether women are well enough supported, so we’re likely to see greater employment law requirements and savvy employers are taking action now rather than waiting until menopause policies become law.

The spa industry, like many others, has seen significant change over recent years. Attracting, recruiting and retaining the top talent presents its own challenges. Companies that put employee wellbeing centre-stage are far more likely to be successful here. A package of support that includes menopause makes sense in an ageing population. At some point workers may leave to join a competitor who offers this if you do not.

Some organisations can mistakenly think that this will be a huge and costly undertaking, but menopause support can be as simple as offering an extra uniform, making sure there’s access to water and bathroom facilities or improving ventilation – small things can make a big difference. But really, it does all go back to culture. Having the right attitude and being prepared to support your workforce is what turns a good employer into a great one. I’d encourage staff to look and see what their employer offers. It may be there is a policy or guidance that hasn’t been well communicated.

Menopause is a very individual experience and one you need to manage in your own way. Speak to your GP if you’re suffering from symptoms. Ask for a confidential conversation with your line manager, going in well prepared to say: this is what I’m experiencing, this is what I’d like you to do to help. Then make sure there’s a follow-up meeting scheduled as symptoms can change over time so you might need to make some tweaks to the adjustments you’re asking for.

I can’t emphasise enough the value to a business of introducing menopause support. It will help you attract and retain the best possible team and cover you from a legal perspective. You will be appealing to a new and growing demographic and more importantly, you will simply be doing the right thing.

For businesses: Get the conversation started: Plan your menopause strategy: Communicate so colleagues know how to access support: Keep the ball rolling as there’s always more you can do

For individuals: Learn as much as you can about menopause: If you’re suffering from symptoms, speak to your GP: Consider what adjustments might help you at work: Ask for a conversation and schedule a follow-up meeting

www.menopauseintheworkplace.co.uk

Deborah Garlick is CEO of Henpicked: Menopause in the Workplace andfounder of Henpicked.net. She works with international organisations toeducate businesses and their staff about this increasingly relevantsubject. Her book, Menopause: The Change for the Better is published byBloomsbury at £14.99