Due to the array of challenging symptoms that present themselves during menopause – such as irritability, low moods, and a lack of concentration – it’s no wonder that 68 per cent of menopausal women are experiencing increased levels of stress at work.
According to the NHS, employees at this transitional stage in their lives are considered the fastest-growing demographic in the workplace, so HR and organisations need to step up their support to help keep them motivated.
Examine workplaces policies
Currently, there aren’t employment laws in place for those going through menopause. However, organisations are legally obligated to protect menopausal women from discrimination and make reasonable workplace adjustments. “These include revising flexible and illness-related policies to be inclusive of employees with menopause, for example, and providing practical support like access to refreshments and well-ventilated rooms to help with managing symptoms is fundamental,” said ICS Learn.
Ensure ongoing communication
Talking openly about menopause can be intimidating, and, while it’s important that we do, people are still entitled to their privacy.
HR can support this by introducing menopause champions or ambassadors. ICS Learn says: “They can help create a safe space for individuals looking for support related to their personal experiences, symptoms, and needs – discreetly and without judgement.”
Train staff on menopause
Most employees do not recognise the profound impact that menopause can have on someone’s life – at least not until they go through it themselves. With five generations currently in the workforce, it’s critical that organisations work with HR to train staff on the facts and implications surrounding menopause. This will not only reduce stigma but enable employees to offer compassion and patience to their co-workers going through this change.
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