Last year it was reported that there were record numbers of over 50’s in work across the UK.
This coupled with the fact women over 50 represent one of the fastest growing segments of the workforce, means there are very few organisations where the menopause is not being experienced by staff.
With a recruitment market always trying to make a call on where might be the best place to join or thrive at, organisations that neglect welcoming and supporting staff experiencing menopausal symptoms might well be left behind by their competitors.
As well as an obligation to comply with equality regulation around the world, a well curated EVP and a benefits and wellbeing support package that is designed with and specifically for your people, can make a fundamental difference to attraction and retention. And put you ahead of your competitors.
Solutions to support menopausal employees
Over the last twenty years there has been a dramatic increase in support for employees experiencing menopausal symptoms, with organisations winning Menopause Friendly awards across public, private and third sectors – but there is still a way to go.
Support from organisations leading the way has included opening up conversations within the workplace, providing flexible working arrangements and support for those experiencing menopausal symptoms. Recently we have seen the introduction of spaces for those suffering from symptoms by companies such as Deutsche Bank and Shoosmiths, however this is far from standard practice.
The Chartered Institute of Personnel and Development reported last year that two thirds (67%) of working women between the ages of 40 and 60 with experience of menopausal symptoms, said they have had a mostly negative impact on them at work; while 4 in 5 women say their employers provide no support at work for women with menopausal symptoms (Unite survey of 13,000 female members). Further research by the Fawcett Society highlighted that one in 10 women surveyed, who were employed during the menopause – left work due to menopause symptoms.
From an employer’s perspective, this is simply not good enough.
Empathy and education are key to providing a supportive work environment for menopausal women and at an operational level line managers play a critical role.
CPO, NED and Business Transformation Advisor, Kathleen Harmeston, says: ‘Implementing simple policies and providing education on menopause to line managers can make a significant difference in retaining experienced female employees. It’s not just good business sense; it’s the right thing to do.’
While, Deirdre O’Neill, co-founder of Hertility, recently told Employee Benefits: ‘Fostering a culture of inclusion where women can comfortably voice their concerns to managers is essential for this guidance to be exercised successfully. Further education for all employees and senior managers around menopause and its impacts is crucial.’
Caroline Walters, co-founder of Mission Menopause, added: ‘The main barriers include a general lack of awareness and training on menopause. To progress, organisations must adopt supportive policies and promote open conversations.’
Give your people the wellbeing support they want
It may sound obvious when approaching wellbeing and benefits, but it’s worth reminding yourself of, your people know what they want. So ask them, to understand.
The IC Index published by the Institute of Internal Communication this year found that only 43% of people believe their organisation operates in the best interests of employees. So naturally, a benefits and wellbeing package put together in isolation, without insight from your people, is unlikely to improve this statistic.
A listening exercise with menopausal women in your organisation and other identifiable cohorts to delve into what helps your people perform and what wellbeing support they want from their employer could lead to quick wins and valuable learning for long term strategies.
Now is the time to start the conversation.
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