Buck Bond Group

Supporting your employees through the menopause

Women make up nearly half of the working population in the U.K. And yet the menopause is one area that people still struggle to discuss openly in the workplace.

Considering not only the physical but also mental health impacts the menopause can have on individuals, are you providing the right support to your employees?

Why and how your organisation can offer menopause-related support

While the topic of wellbeing has, in recent years, become an increasingly high priority within organisations, the menopause remains a taboo topic in many workplaces.

It’s important to appreciate that anyone born with ovaries will go through the menopause. And with symptoms that can impact working life, there’s an opportunity for employers to make a real difference through offering specific menopause-related support.

Knowledge is power

The first stage in removing the stigma is to increase understanding of what the menopause is and how it affects people. While hot flushes and sweats are the most well-known and easily identifiable symptoms, there are others which are harder to spot, including memory loss, brain fog, word blindness, and difficulty in expressing thoughts clearly.

While the average age for going through the menopause is 50, one in 100 women will experience it under 40, and one in 1,000 will go through it under 30. On average, the perimenopausal stage (while symptoms are ongoing before periods stop) lasts five years, but it can be up to ten.

Better education can not only assist people in recognising such symptoms, but also create a healthier and more understanding culture in the workplace.

We can work with you to put in place strategies and programmes to not only support those experiencing the menopause, but also increase understanding throughout your broader employee population, empowering your people across the board.

Things to think about

Training programmes

Like wellbeing, mental health, and DE&I, the menopause is something which can and should be included in company training programmes, and can often be sourced through your existing health partnerships. It’s important to recognise that many line managers would want to be able to support their employees going through the menopause, but don’t have a strong enough understanding of what it entails or how to have an appropriate discussion about it when needed.

Review policies and practices

A review of your current approach by occupational health providers can identify where you can implement new practices to better support staff. For example, incorporating more fans in the office, reassessing your office dress code or uniform, and raising general awareness of menopause symptoms in the workplace.

Align your healthcare support

We can work with you to integrate menopause support within your wider medical benefits offering. This gives women the opportunity to talk through what they’re experiencing with a professional. It’s a simple way to highlight that your workplace is supportive, and that help is available.

Employee pulse survey

A quick, confidential, pulse survey can provide you with a better understanding of the both the perception of your current menopause support and knowledge across your employee base, and also identify areas for development. The results help our team recommend the right resources for you and offers you a benchmark from which to measure future progress.

Communication programme

Our communication specialists can work with you to ensure your menopause strategy is communicated most effectively to your people, maximising understanding and engagement, leaving your staff feeling supported and informed.

Maximise peer-to-peer support

Peer-to-peer support is invaluable for women going through the menopause – be it an in-person social group or remote access chat – knowing there’s a supportive pool of colleagues who can share concerns and advice can be enormously beneficial. The key is to create the resource, communicate that it’s there, and make it something people can easily access how and when they need it.

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For additional insights on how your organisation can create a workforce today that can take on tomorrow, check out our latest thinking.

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