How does your organisation manage menopause at work?

It may be inevitable for all women, but the menopause is generally seen as a personal matter rather than an issue for HR.  Women going through menopause are the fastest growing workforce demographic which means that nearly 8 out of 10 menopausal women are in work. Positive steps by businesses to support women at this time in their life can impact engagement, productivity and wellbeing.

Supporting Women

10% of women actually leave their job because of their menopause symptoms

Supporting Menopause

90% of female staff report that their organisation offers no menopause support

Is menopause the last workplace and social taboo?

Half of women go through menopause without consulting a healthcare professional, with 35% believing it is something they should just have to put up with, despite 42% reporting that the symptoms are worse than they expected.

So not surprisingly nearly half of women (47%) surveyed by the British Menopause Society who are in employment and who needed to take a day off because of menopause said they wouldn’t feel comfortable disclosing the real reason to their employer or colleagues.

In fact, 45% of the women surveyed by the British Menopause Society felt their menopause symptoms have had a negative impact on their work. In reality, this may translate to reduced productivity, women being less engaged in their employment, not going for the promotions which they had previously aimed for, and, in some cases, leaving their jobs.

Menopause Awareness Training - Group Discussion

Four ways in which we can help with menopause awareness

  1. Diagnostic work
    Understanding the current experience of menopausal women in the workplace and how they are supported by your managers.
  2. All staff sessions
    Awareness-raising sessions for anyone interested in better understanding how menopause affects women.
  3. Training for managers
    Practical sessions for managers in which we understand the impact of menopause on female employees and develop both the soft skills to support women and the ability to apply policy/procedure correctly.
  4. Menopause champions
    Set up terms of reference and training for a group of internal champions to act as conversation-starters, colleague support, and signposting.

Talk with us about your requirements. We'll do the rest.

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The potential impact of this health condition on businesses

  • Employees less engaged with work
  • Increased absenteeism
  • Avoiding promotion and progression = low morale
  • Loss of talent/staff turnover
  • Increased risk of employee relations issues

The business case for menopause awareness training

  • Menopausal women are the fastest growing workforce demographic
  • 75% of women will experience menopausal symptoms, which will have a negative effect on their physical health and/or emotional wellbeing.
  • Half of women go through menopause without consulting a healthcare professional, with 35% believing it is something they should just have to put up with, despite 42% reporting that the symptoms are worse than they expected.
  • So not surprisingly nearly half of women (47%) surveyed who are in employment and who needed to take a day off because of menopause said they wouldn’t feel comfortable disclosing the real reason to their employer or colleagues.
  • In fact, 45% of the women surveyed by the British Menopause Society felt their menopause symptoms have had a negative impact on their work. In reality, this may translate to reduced productivity, women being less engaged in their employment, not going for the promotions which they had previously aimed for, and, in some cases, leaving their jobs.

Read our blog post on how to implement menopause workplace guidelines to learn more.

Talk to us about your specific menopause awareness needs.

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