This blog is written by Jill Burgess, HR Consultant, Licensed Menopause Trainer and McKinney HR Associate.
The subject of menopause has gathered traction over recent years and is thankfully now a subject which has shifted from the whispered ‘m word’ to the mainstream. We’re seeing it in headlines, in Parliament… and in more and more organisations as they seek to strengthen the support they’re offering, as they recognise the importance of creating supportive & inclusive workplaces.
In fact, the past six years have seen seminal change. Rewind to 2017 and there was barely a menopause policy to be found. But now, 50% of organisations are taking action and driving change, in a big way.
It’s fantastic to see this progress.
Around 70% of working women are aged between 50 and 64. The average age for menopause in the UK is 51 (although it can be earlier or later than this) and symptoms often start years earlier, in what’s known as the perimenopause. Which means that most women will be working through their menopause transition and beyond. The majority of women will be menopausal for 40% of their lives; this is not a minority or side topic.
By creating menopause friendly workplaces employers’ benefit with increased staff retention, engagement and contribution; the employer brand and employee value proposition improve; and, they remain legally compliant. As such, in the current war for talent it makes good business sense.
Every organisation wants to attract, recruit and retain the best talent. As women over 50 are the fastest-growing workplace demographic, introducing menopause awareness and support into your organisation can help you to achieve this. It’s something all responsible employers should consider, and it can boost not only your reputation but your productivity and profits too.
Employee wellbeing is at the heart of recruitment and retention. Your approach to this can also act as a big attraction to talented jobseekers. In today’s current climate, where vacancies can be hard to fill, it’s key that you have an effective strategy in place to bring in – and keep hold of – employees who add value to your business.
One really practical step is providing training to help open up the conversation around menopause at work and normalise the topic including:
- How to get the conversation started
- Making menopause part of your workplace culture
- What reasonable adjustments would help
- Creating a menopause policy or guidance document
- How to recognise and manage symptoms
- Where help is available
McKinney HR can support you with HRBP service, offering guidance to employers around this area and reasonable adjustments. To find out more please contact us at support@mckinneyhr.co.uk