Why Should We Consider Menopause Training In Our Organisation?
Impact of Menopause at Work
For too long, menopause has been a taboo. The lack of information and a culture of silence means that many people do not disclose their menopause status. As a result, employers are unable to support them in the workplace fully.
A culture of silence means the impact of the menopause is hidden.
According to research by Standard Chartered, only 22% of women and trans men currently experiencing menopause disclose their status at work. Worries about social stigma are a more significant blocker to disclosure than privacy preferences, and there was strong support for action to reduce that stigma.
Organisations are losing talent because of menopause.
Amid this culture of silence and the impact of symptoms, menopause is holding back people from progressing and, in some cases, staying at work. A quarter of employees currently going through menopause said their experience has made them more likely to leave the workforce before retirement.
With the proper support, people can stay and progress in the workplace.
Research has a clear message: just as employers have with mental health, we need to break the stigma and taboo on menopause. Many people we speak to where this has had a significant impact on their working life believed that had they known more about menopause and been given support; they would have stayed in work or progressed.
Menopause support at work really is a win-win situation. For employers, it helps recruit and retain valuable staff, protects them from tribunals, and demonstrates they are a responsible organisation and a great workplace. For employees, it means they can access support if they need it, with no fears or embarrassment of raising the subject of menopause at work.
Why it’s Urgent and Important
Demographic Case
Menopause has always been around. But we’re now living and working for longer, which means more people are working through their menopause transition than ever before.
In the UK, as in many other parts of the world, women over 50 are the fastest-growing workplace demographic.
Business Case
The benefits include helping us create a more inclusive culture, retain talent, and improve performance and motivation. Research tells us that:
- 1 in 4 have considered leaving work during their menopause transition
- 1 in 10 who have worked during the menopause left a job due to their symptoms
- 14% have gone part-time
- 8% have not applied for promotion
Legal Case
Certain pieces of legislation can cover Menopause at work to protect employees such as Equality legislation and Health and Safety legislation. For example, there have been successful tribunals in the UK citing menopause. More information can be found in this article: Employers’ Legal Responsibilities.
Social responsibility Case
Because it’s the right thing to do. Introducing menopause support is something all responsible employers should do.
Menopause Workplace Training Network
Our training
We pride ourselves on providing accurate data and will only quote from credible sources, including the British Menopause Society (and International Menopause Society, or other national menopause societies, when working with global audiences), NICE guidelines, NHS, and Women’s Health Concern.
Training is CPD Accredited
All our training material is verified against current guidance, and we use resources from the British Menopause Society, International Menopause Society, and Employment Law specialists, and we work regularly with a variety of experts in this field.
Our training is not intended as clinical training. We are delivering menopause awareness training to support having the skills, knowledge, and confidence to have conversations about menopause and provide workplace support.
What attendees say
Here is a small selection of feedback that we’ve received from training delegates:
“If it weren’t for these sessions on Menopause, I would have left my job! Thank you all.”
“From a supporter/manager’s perspective, I think these sessions are excellent.”
“It’s been great to know we are not alone sailing the same sea, albeit in different boats! Thank you.”
“Very interesting session; I feel empowered to support my colleagues undergoing this transition and also to talk to my manager.”
How long does this take?
For many small firms, an hour and a half’s talk will provide a good solid base. You don’t need to become experts.
I can tailor any talk to YOUR firm.
It’s not complicated.
Email for a complimentary chat.
Nicola
