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Supporting Menopause in the Workplace: Key Steps for Creating an Inclusive Environment

Menopause is a natural stage in life, yet in many workplaces, it remains an overlooked or misunderstood issue. With nearly one in four women considering leaving their job due to menopausal symptoms, it’s crucial that businesses step up to provide the right support. This is especially true in sectors like STEM, where retaining skilled professionals and promoting career progression for women is a priority. For organisations dedicated to developing the next generation of women leaders, ensuring that menopause is part of the workplace conversation is not just an option—it’s a necessity.

October’s Menopause Awareness Month is a perfect time for organisations to reflect on how they can create more inclusive and supportive workplaces. Addressing menopause effectively can help retain talent, improve morale, and create a culture where everyone can thrive. Here are some practical steps employers can take to ensure an inclusive and supportive workplace.

  1. Support Cultural Change

Creating an inclusive workplace begins with recognising menopause as a normal life stage. Encouraging conversations around menopause helps reduce the silence and discomfort that often surrounds it. Promoting these discussions ensures understanding and empathy.

Allyship plays a crucial role here—colleagues, managers, and leaders can actively support employees experiencing menopause by creating a respectful and understanding environment, ensuring the needs of all employees are heard and addressed.

  1. Provide Menopause Education for Everyone

Education is key to removing any misconceptions or biases around menopause. Menopause awareness training for all staff ensures that the entire organisation understands its impact.

For managers and HR teams, specific training is essential. They should feel equipped to hold sensitive conversations and provide appropriate support when needed. By investing in education, organisations can ensure that menopause is managed with care and respect.

  1. Have Policies or Written Guidance

Having a formal menopause policy or written guidance demonstrates an organisation’s commitment to supporting employees through this stage of life. It ensures there is a clear understanding of the support available, how to request adjustments, and sets a standard for handling related issues consistently.

Policies also help to normalise discussions about menopause, giving employees the confidence to come forward, knowing there’s a clear process in place.

  1. Offer Practical Adjustments, Including Flexibility

Simple, thoughtful adjustments can make a significant difference for employees experiencing menopause. This might involve adjusting the temperature of workspaces, offering access to quiet areas, or considering uniform design.

Flexibility with working hours is another essential adjustment. Allowing hybrid working, part-time arrangements, or flexible hours can be a key enabler for employees experiencing menopause symptoms.

  1. Develop Support Networks

Support networks, such as peer groups, can be invaluable for employees experiencing menopause. These networks provide a safe space to share experiences and advice, which can reduce feelings of isolation.

  1. Introduce Menopause Champions

Introducing Menopause Champions is an effective way to provide dedicated support within the organisation. A Menopause Champion can act as a go-to person for employees seeking advice, organise events or initiatives, and keep menopause visible on the workplace agenda.

Why It Matters for the STEM Sector

Creating an inclusive and supportive workplace for employees experiencing menopause is not only the right thing to do—it’s a strategic investment in your talent. In the STEM sector, where women remain underrepresented at senior levels, addressing menopause in the workplace is crucial not only for retaining experienced and talented staff today but also for paving the way for the next generation of women. Women in these fields often face significant challenges as they work to break through the glass ceiling, and menopause can present an additional hurdle. By providing the right support now, organisations can help women continue to thrive in their careers and serve as role models, showing future generations that they can succeed at every stage of life, without having to step back or leave the workforce.

Mission Menopause help employers who want to support their team through menopause and create a more inclusive workplace. Supporting women through menopause today builds a more inclusive, progressive workplace for the women of tomorrow.

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