Menopause aware

While there’s been increasing awareness across UK workplaces about menopause and the importance of retaining this large and experienced group of people, more needs to be done, says Lyndsey Oliver, Head of ED&I (Equity, Diversity & Inclusion) BaxterStorey

Women of menopausal age (around 45-54 years old) make up 11 per cent of all people in employment and 23 per cent of all women in employment. Women over 50 also represent the fastest growing segment of the workforce, with a third of the working age population now over 50. And yet, less than a quarter of businesses have a menopause policy in place.

WHAT IS THE MENOPAUSE?

Symptoms including anxiety, mood swings, brain fog, hot flushes and irregular periods can start years before a person’s periods stop (a stage called perimenopause) and continue afterwards.

It is also important to be aware that age is not the only reason a person may experience the menopause, meaning this group is probably even larger than statistics suggest. It can happen naturally, because of surgery to remove the ovaries or uterus, cancer treatments like chemotherapy, or a genetic reason. Sometimes the reason is unknown.

EMPLOYERS’ LEGAL DUTIES

Following the appointment of a government Menopause Employment Champion last year, there has been an increasing focus on this area in government policy. Employers need to be aware that they have a legal obligation to support team members experiencing or approaching the menopause.

Under the Equality Act 2010, workers are protected from discrimination, harassment and victimisation on the basis of protected characteristics including disability, age and sex. If menopause symptoms have a long term and substantial impact on a person’s ability to carry out day-to-day activities, these symptoms could be considered a disability, and employers are therefore legally obliged to make reasonable adjustments for them in the workplace. And under health and safety legislation, employers must also assess workplace risks, which should address any issues including the menopause.

Protecting and supporting team members affected by the menopause starts with a clear menopause policy. A workplace menopause policy should signpost to support and resources, link to existing policies that detail workplace adjustments available, and should have input from those with lived experience.

Language is important – policies should not be written in unclear medical jargon and should be inclusive. Although a lot of studies and statistics are based on cisgender women’s experience of the menopause, people across many gender identities experience menopause and perimenopause, and non-binary people and transgender men can also be affected. To be inclusive, we need to ensure the language we use recognises this.

It is important to consider intersectionality – for example, the average age for menopause is lower among some ethnic minority groups.

SUPPORTING SYMPTOMS

Menopause will be experienced differently by different people. However, there are common symptoms that employers can support team members with and help alleviate by offering simple workplace adjustments. For example, some team members might need more regular breaks, a different uniform, a cooler office space, flexible working or access to shower facilities. Sanitary products and bins should also be provided in all toilets.

Providing small adjustments like these not only help the individual but employer retention rates too – one in six people have considered leaving work due to a lack of support in relation to their menopause symptoms.

MULTI-PRONGED APPROACH

At BaxterStorey, we’re taking a multi-pronged approach to supporting our team members. We explore reasonable workplace adjustments, and as well as signposting to Menopause at Work resources and the Aviva Digicare app which we provide to all our team members, we’re seeking to normalise conversions around this topic.

For example, our Head of Nutrition has put together a whole host of menopause nutrition information. Our women and wellbeing networks have been shining a light on this, including by raising awareness of World Menopause Day. And we dedicated an episode of our podcast to the lived experience of one of our team members, Kerri Barrett. We’ve also introduced Menopause Champions, like Mental Health First Aiders, to keep these conversations going and provide training across the organisation.

Employers not only need to be meeting their legal requirements when it comes to team members experiencing or approaching the menopause, we need to break the stigma and normalise conversations to ensure all team members have a level of understanding and awareness regardless of gender or seniority, and our people are provided with the individualised support that they need. We all need to be going further with efforts to retain this valuable, talented group and ensure they feel supported and empowered to succeed in the workplace.