YOUR STRATEGIC CONSULTING PARTNER
THE BIG ‘M’ – Why is it a workplace issue?
Mel Brown | Head of Business Winning | October, 2023
Women over 50 are the fastest-growing demographic in the workplace; however, many of these women may be struggling to manage the psychological and physiological changes their bodies are going through. Some quit their jobs, reduce their hours and pass up promotions jobs due to the menopause.
Around 33% of Whitetree’s workforce are female. At some point, these employees will be working through the natural age of the perimenopause period and beyond. Therefore, there is a need for clear guidance in this area.
With this is mind, Whitetree is committed to supporting employees who are affected in any way by the menopause and to support and inform managers so that employees reporting issues are treated fairly and given appropriate support.
Working in a male dominated sector with a heavily male oriented demographic split, menopause is not something that is regularly spoken about at work socials, on work chats or even among female peers. Instead, it is something that is suffered alone, often in silence.
The silence can be deafening!
It won’t come as a surprise to anyone that menopause isn’t regularly talked about in the workplace; symptoms are personal and sometimes embarrassing. Many women find menopause symptoms negatively affect their job performance and some lose confidence in the workplace. Research from Bupa has shown that almost a million women have left their job because of menopausal symptoms such as hot flushes, night sweats and increased anxiety, while others are forced to take long-term absence from work to manage symptoms.
The average age of the menopause is 51. For years there has been a steady increase in the employment rate of women over 50 in the UK, and this trend is likely to continue given the ageing population.
The impact at work CIPD research[1] shows that:
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three in five (59%) working women between the ages of 45 and 55 who are experiencing menopause symptoms say it has a negative impact on them at work
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nearly two-thirds (65%) said they were less able to concentrate
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more than half (58%) said they experience more stress
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more than half (52%) said they felt less patient with clients and colleagues
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three in ten (30%) said they had been unable to go into work because of their symptoms, but only a quarter of them felt able to tell their manager the real reason for their absence.
There are very few workplaces, therefore, where menopause is not affecting at least one female employee.
Globally, there is still a lot to be done to tackle the taboo around menopause, particularly in the workplaces, where often women do not feel able to talk about it.
But why is it a workplace issue?
Equality - There are many different equality issues linked to the menopause which have in the past been overlooked. The Equality Act (2010) prohibits discrimination and harassment on various grounds including disability and gender. Some examples of these issues when it comes to the menopause are sex discrimination, harassment and disabilities
Health & Safety - The Health and Safety at Work Act (1974) requires employers to ensure the health, safety and welfare of all workers. Under the Act, employers are required to do risk assessments under the Management Regulations which should include specific risks to menopausal women if they are employed.
So how can employers create a menopause friendly environment?
People affected by menopause should eel supported at work. That support in turn positively influences key business challenges. It can help increase staff retention, reduce recruitment costs, improve productivity, happiness and wellbeing, and ensure a more diverse workforce.
It's not hard, a few small tweaks are sometimes all that is needed to make a world of difference to someone experiencing some of the uncomfortable symptoms of the menopause.
Building and sustaining relationships – this is vital if you are to have the trusting, open relationships with team members that are needed if they are to share concerns relating to menopause. This behaviour involves showing empathy, concern and consideration for people and providing opportunities for them to speak to someone, which will enable early, sensitive conversations about such issues and any impact on their work.
Providing knowledge, clarity and guidance - when needed, including providing clear feedback, clarifying expectations, making time for people and giving advice and guidance to team members on their role and adjustments that can be made if required. This can be in the form of a workplace menopause policy.
What are Whitetree doing to address the problem?
By taking the menopause seriously and treating it as an occupational health, wellbeing and people management issue, Whitetree is helping to mitigate the potential negative impact of symptoms on their employees and their organisation.
Whitetree have worked hard to build a menopause-friendly workplace with a supportive framework in place. We have signed up to the Menopause Workplace Pledge and commit to making their organisation a supportive and understanding place for employees going through the menopause.
Whitetree have taken steps to:
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Recognise that the menopause can be an issue in the workplace and that women need support
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Talk openly, positively and respectfully about the menopause
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Actively support and inform employees affected by the menopause
Awareness & Training - Whitetree highlights the menopause as part of wider wellbeing campaigns so that staff know that the organisation has a positive attitude to the issues surrounding menopause.
Whitetree provides line managers training to understand how the menopause can affect working women and what adjustments may be necessary to support them. Training for the wider staff is also available to help increase the understanding of colleagues.
Policy & Procedure - Whitetree ensures that all existing policies such as sickness absence, performance management policies, flexible working, and grievance and disciplinary policies take into account the needs of women experiencing the menopause and that women do not experience detrimental treatment because of it. There is also a specific menopause workplace policy.
Point of Contact - Whitetree have Wellbeing Champions in the business that are available to talk about any issues.
In summary
As an employee - experiencing the menopause should not be a workplace taboo.
As an employer - why run the risk? What good reason is there not to do more?
Being aware of issues relating to gender in occupational health and safety ensures unions strive to make sure that workplaces are safer and healthier for everyone. Where the differences between men and women (such as the menopause) are acknowledged, there is a greater chance of ensuring that the health, safety and welfare of all workers in protected.
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