Tackling the taboo: how to give meaningful menopause support at work

There is more work for employers to do, but with the right guidance, a better future in the workplace for menopausal women is possible.

The Government’s announcement that women in England will be able to access cheaper HRT for menopause through a new prescription prepayment certificate from April was welcome news for many.

While making HRT more financially accessible is a positive step, HRT is only one tool in the armoury for supporting women effectively through the menopause and perimenopause.

Given that menopausal women are the fastest growing demographic in the workplace, the role of employers in providing menopause support is key, yet almost three quarters of UK companies have no menopause policy.

Last year, Bloom, the professional network for women in communications, released the results of their Understanding Menopause survey which showed that only four per cent of respondents felt they had a “fair amount” of support at work.

The Menopause and the Workplace report by the Fawcett Society, found that one in ten women who worked during the menopause have left a job due to their symptoms.

The challenges faced by some women during perimenopause and menopause have recently hit the headlines in a tragic way, with the news coverage around Nicola Bulley’s death and as a hot topic of focus again for daytime TV and radio shows.

This is a conversation for society at large. But how can employers start effecting change to how we support people going through the menopause?

An issue for everyone

Talking about menopause openly in the workplace helps reduce stigma and can make it easier for those going through it to ask for support. It also helps others to be empathetic towards their colleagues and understanding of the potential impact of the menopause and perimenopause.

At Medialab, we pride ourselves on our open and inclusive culture. Hosting regular ‘Together We Stand’ open forum discussions around subjects such as racism, disability, and LGBTQ+ issues, everyone at Medialab has the opportunity to learn from experts, and each other, about how to understand and respect experiences different from our own.

Creating space for conversation and questions is crucial in equipping our team with the ability to engage with each other and support people going through challenges at work.

And we were proud to launch our menopause policy in this open forum setting. Hosted by a number of women in the thick of it, we were able to share our experiences in our own voice and answer any questions colleagues might usually feel too embarrassed to ask.

With many colleagues, including large proportion of men, across a diverse range of ages in attendance, our staff now know some simple steps to being a better ally to menopausal women at work.

And we have had the opportunity to educate our people on how we can make adjustments to working patterns and environment, and how symptoms of menopause can have a detrimental impact on women in the workplace.

Traditionally, if you’re not in the affected demographic you are less likely to be interested in the topic. But it’s essential we put raising awareness and education around the menopause at the top of the agenda, so that it should be in everyone’s interest.

Because at some point in everyone’s life, they may have a colleague, friend, mother, or other family member who will be experiencing symptoms and it is important to be mindful and supportive of how to navigate the menopause.

Encouraging empathy and offering practical support

The purpose of a Menopause Policy such as the one we have at Medialab is to raise awareness of the menopause and the impact of it in the workplace, as well as encourage open conversations between colleagues and their management.

Every employer should commit to supporting employees who are affected by the menopause and to signpost relevant advice and assistance to anyone who needs it.

Recognising that employees will experience the menopause and that, for some, it will impact their working lives is a step in the right direction.

While many who go through the menopause will be able to carry on their working lives as normal, employers should be prepared to make adjustments to working conditions, setups and practices to mitigate the impact of menopause symptoms.

Our policy takes a 360 approach, and it covers adjustments that can help with employees’ physical and mental health needs including temperature control, the provision of electric fans and access to rest areas, greater flexibility with working arrangements and more frequent rest breaks, as well as mental health support from qualified mental health first aiders and counselling.

For those looking to improve the experience of menopausal and perimenopausal women in the industry, do check out Bloom’s Menofesto. It’s full of practical advice and insight.

There is more work for employers to do, but with the right guidance, a better future in the workplace for menopausal women is possible.

 

Suzy Jordan is Medialab’s chief client officer. She has worked in roles across client leadership, business development, insights and commercial strategy, with experience of several categories including FMCG, charity, retail and financial services.