Creating a supportive and flexible workplace for women during the menopause

Creating a supportive and flexible workplace for women during the menopause - Centric HR

Understand the menopause

For years, women have battled through the menopause, a natural phase that can bring about physical, emotional, and psychological changes that can impact various aspects of a woman’s life, including her work.

Many women have felt very much on their own and in many cases, when the demands of everyday life and work have been too much, they have quit their jobs.  Women have felt under-valued, sometimes been ridiculed and put down by both female and male colleagues.  More often than not, employers and businesses lose key talent and tacit business knowledge through a lack of understanding or generally not being flexible within the workplace.

To foster a more inclusive and understanding workplace, employers should consider implementing flexible policies and support systems, including training and education for all staff, to accommodate the unique challenges faced by women during menopause.

Menopause symptoms

Menopause typically occurs between the ages of 45 and 55, though it can start earlier or later. Hormonal changes during this phase can lead to symptoms like hot flashes, night sweats, mood swings, fatigue, and difficulty concentrating. For some women, these symptoms can be severe and disruptive, affecting their overall well-being and work performance.

Here’s our hot (flush!) tips for creating a supportive workplace

  1. Open communication – Encourage open conversations about menopause to reduce stigma and raise awareness. Provide resources and educational materials to help employees understand menopause better.
  2. Flexible work arrangements – Implement flexible work options such as remote work, adjusted work hours, or part-time schedules. This can help women manage their symptoms and maintain their productivity.
  3. Temperature Control – Maintain a comfortable office temperature to accommodate hot flashes and reduce discomfort. Offer personal fans or the option to dress in layers to manage temperature fluctuations.
  4. Breaks and rest areas – Provide designated areas where employees can take short breaks or rest when needed. This can be especially helpful during periods of fatigue.
  5. Wellness programs  – Offer wellness initiatives that promote physical and mental well-being, such as yoga classes, mindfulness sessions, or access to counselling services.
  6. Accommodating dress code – Allow for more relaxed dress codes that enable employees to wear clothing suitable for managing body temperature changes.
  7. Flexibility in tasks  – Provide the option to modify tasks that may be physically demanding or stressful, especially during times of fatigue or discomfort.
  8. Supportive policies  – Establish clear policies that address menopause-related concerns, including sick leave, mental health support, and reasonable accommodations.
  9. Managerial training  – Train supervisors and managers to recognise and respond to menopause-related challenges sensitively. This can lead to a more understanding and supportive environment.
  10. Employee resource groups – Create employee resource groups or forums where women can share experiences, seek advice, and offer support to one another.
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Employer Benefits – Through adopting flexible policies and practices that address menopause-related needs can reap several benefits

  • Providing support and flexibility can help women manage their symptoms and maintain their productivity, leading to better work outcomes.
  • Employees who feel supported by their employer are more likely to stay with the company, reducing turnover rates.
  • A workplace that values diversity and inclusivity foster a positive company culture that attracts top talent.
  • Offering resources to manage stress and emotional challenges during menopause contributes to overall employee well-being.
  • Companies that prioritise their employees’ well-being, especially during life transitions like menopause, earn a reputation as caring and progressive employers.

 

Creating a flexible and supportive workplace for women during menopause is not only a matter of equity but also a strategic decision that benefits both employees and employers. By recognising the challenges women face during this transitional period and implementing practical solutions, companies can empower their female workforce to thrive and contribute their best, ultimately leading to a more productive and harmonious work environment.

If you want more assistance on this topic you can download our Menopause Pack here.  For existing clients, discounts apply so please contact us here.

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Sandra Berns

Sandra Berns

Centric HR was founded by Sandra Berns, a confident and versatile Human Resources and Organisational Development Practitioner with 25 years demonstrable experience and a Fellow of the CIPD. Sandra has both Operational and Strategic HR expertise across Public and Private sectors and has assisted senior teams in meeting challenging workforce objectives in many corporate environments.