How to deal with the menopause in the workplace
The conversation about menopause has opened up, so make sure your policies address people's concerns, says Jenny Arrowsmith
It's fair to say that the menopause has moved higher up the corporate agenda over the last couple of years. We're all talking about it more, seeing better awareness and hearing positive stories of how businesses have extended support....
Over the last couple of years I've spoken to hundreds of businesses about menopause and, I'm pleased to say, it's beginning to be recognised as something employers need to address to support their staff.
But, despite the growth in interest from businesses to take a proactive approach, much more can be done. Earlier this year Irwin Mitchell commissioned YouGov to ask British businesses about menopause. According to the survey of 98 HR decision-makers working across British hospitality and leisure businesses, only 19% of employers consider menopausal symptoms during the performance reviews of female staff. The survey also found that 76% of organisations in the sector don't currently have a menopause policy.
There's no excuse to do nothing. Those that take action can reduce the risk of costly disputes and are also in a much stronger place to attract and retain colleagues who are often at the peak of their experience and have many more productive years ahead of them.
Jenny Arrowsmith is a partner and consumer sector expert at Irwin Mitchell
www.irwinmitchell.com
How to support your staff
Get your senior leadership team on board
Supporting menopausal women in your organisation should be a key part of your strategy to attract, retain and develop female talent.
Plan your communication strategy – and be sensitive and inclusive
Don't assume that every woman will want to talk about the menopause or that men won't be interested. Give them the option to access information.
Appoint menopause ‘champions'
Have people who can raise awareness, open up discussions and develop suitable policies. It's better to ask for volunteers rather than expect someone to add this to their job description. People who are passionate about this subject, perhaps because they've gone or are going through it, will find it much easier to engage with others, think creatively and get things done.
Have a policy that explains what support is available.
It should communicate the adjustments you'll consider and how women can ask for these. Make sure that your policy is included in your handbook and given to all new starters. A policy provides clarity to line managers and helps them approach issues consistently. It will also reassure employees that you acknowledge that menopause can be a difficult transition, and help to normalise conversations about it.
Keep it personal
Encourage women to discuss their concerns at one-to-one meetings and keep in contact in a sensitive, non-intrusive manner.
This is not a short-term plan
Ensure line managers understand that menopause can be a long-term and fluctuating health condition. Line managers must also be comfortable having conversations about menopause, and be able to make appropriate decisions in line with the policy.
Show where help is available
Signpost where women can find information about the menopause and the treatments that might be suitable for them. If you have a benefits programme that provides access to medical advice, make sure that staff know that they can use this to obtain advice on how to manage their symptoms.
Encourage them to visit their GP and be persistent – some women have to see their GP a few times before getting the right treatment.
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