Removing the stigma around menopause in the workplace

The menopause is still something of a taboo subject in the workplace despite affecting such a large proportion of the workforce. Marking World Menopause Day, Rachel Credidio, Group people and transformation director at Aster, explores how in order to cultivate more inclusive and effective workplaces, it’s important that we break down the stigma around women’s health.

Some women only experience mild menopause symptoms. For others, it can have a serious impact on home, social and working life. Despite this, the topic often remains misunderstood and unaddressed in the workplace.

A recent poll carried out by charity, Bloody Good Period revealed that a third (33%) of working women felt it was ‘unprofessional’ to even mention the menopause to their employer, with more than a quarter claiming that they have never been given support for the issue. Similarly, a survey undertaken by Nuffield Health shows that as many as one in four women have considered leaving their job due to the effects of the menopause; clearly showing that a failure to introduce suitable support measures can leave employers at risk of losing valuable, talented members of staff.

With menopausal women representing the fastest growing demographic in the workforce, this is a problem that organisations cannot simply ignore. So, what steps do employers and HR teams need to take to foster a truly menopause-friendly workplace?

Breaking down the stigma

In recent years, we have started to see a number of issues – such as mental health and disability – become more prominent in the conversation around workplace support, which has been reflected in offices across the country. As society empowers people to speak up about the issues that affect them, the result is employers with greater understanding, providing relevant workplace support.

If we want to make a difference here, then it’s time to acknowledge the impact of the menopause in a similar way, to break down the stigma and normalise conversations about the topic. A key step in achieving this is by building awareness and educating your people.

It’s all well and good implementing practical support policies, but if employees don’t feel comfortable discussing the matter then the impact of any policy will be limited. A healthy workplace culture will open up safe spaces for conversations, so that people feel empowered to express their needs and requirements.

One of the initiatives that we developed at Aster was our ‘Hot Topic’ group. Starting out as a forum where employees could discuss their experiences of menopause, the initiative has developed into a 60-strong group of colleagues who regularly undertake webinars and discussions on how to cope with symptoms.

Of course, it’s also important to stress that support shouldn’t just be limited to those experiencing the menopause. In fact, acting on feedback received from male colleagues, we piloted an informative session named ‘Pause for Men’ which sought to help attendees further understand the impact of the menopause so that they could better empathise with their peers, friends and family both in and outside work.

Since implementing our support programme three years ago, the proportion of participants who feel uneasy discussing the menopause with colleagues has dropped from 43% to just 4%. It’s a reminder to us all that ensuring staff feel able to talk about the issues that are important to them is crucial to finding the right solutions.

Becoming ‘menopause friendly’

At Aster, we recently became one of the first companies in the UK to be accredited as a ‘Menopause Friendly Employer’, recognising the work we have done to build awareness and understanding around this stage of life that so many will go through. We also recently signed the ‘Menopause Workplace Pledge’, formed by women’s health charity, Wellbeing of Women. Launching during Menopause Awareness Month, the Pledge encourages all employers, regardless of where they are in the journey, to commit to supporting their employees on menopause.

Alongside active commitments and awareness building, there are also a host of practical steps employers can take to make colleagues feel supported in the workplace.

One step we took, further to feedback from colleagues, was to provide emergency packs in all of our office bathrooms containing sanitary wear and freshening wipes as well as wider toiletries. We also put USB fans on the stationery list as a standard item, available for anyone experiencing hot flushes – one of the most common symptoms of the menopause. We also provide employees with access to the latest information on the role lifestyle factors play in mitigating menopausal symptoms; for example, we recently ran a session highlighting the effects that diet and exercise choices can have on pelvic health.

Simple steps like this may seem small on their own, but they go a long way to making colleagues feel infinitely more comfortable. We’ve long recognised the importance of providing flexible, tailored working arrangements – and menopause support effectively complements this aspect of our employee offer. Many of those going through the menopause often have to juggle their career with other responsibilities such as caring for older children and aging parents. A loss of confidence while their body goes through this change means it’s understandable why so many consider leaving their jobs. By providing a further level of support, employers can help empower people to take advantage of the help available and to raise awareness of what can be a very difficult time for some.

Providing menopause support is financially very low cost. The investment here is in time. Creating a genuinely menopause-friendly culture and fostering an atmosphere of trust around that is essential. There is no one-size-fits-all answer, so listening to your colleagues and having open and honest conversations is key. It’s vital that employers take this first step towards developing a truly inclusive working environment to ensure that no employee gets left behind as we strive for inclusivity in the workplace.