Let’s talk menopause

How can employers champion menopause in the workplace?

Today, 80% of women of menopausal age in Britain are in employment; a figure that is significantly higher than in previous generations.¹ This marks a welcome shift towards a more inclusive, diverse world of work. However, it is vital that policies and culture keep pace with this shift to ensure that everyone can have the support to thrive in their careers.

With 82% of the adult social care workforce identifying as female², and with approximately 165,000 current vacancies³, being inclusive is the right thing to do.

We work hard at Anchor to create an inclusive culture. It has numerous benefits; it improves performance, attracts new colleagues, and supports retention, which is particularly important at a time when the care sector is facing a workforce crisis. Yet, in the wider world of work, one in 10 women who worked during the menopause have left their job due to their symptoms.⁴

So, what can be done to avoid this unnecessary loss of skill, knowledge and experience?

Supportive cultures

The good news is that many symptoms can be managed in the workplace through relatively simple and low-cost adjustments. If providers make these adjustments, it will ultimately empower the person experiencing perimenopause or menopause. However, these can only be put in place if the colleague and their manager are able to have honest and open conversations.

Menopause is undoubtedly a personal journey for each individual and taking the first step to seek support is often the most difficult. Some employees may worry that they run the risk of discrimination in their career and some people may have experienced negative experiences in the workplace. Some employees may have felt their career prospects were impacted when they had children and/or due to caring responsibilities. There is therefore a certain amount of apprehension that this could happen again in the future if they are open about their experience with menopause.

So how can we encourage employees to be open and share their concerns? Our Equality, Diversity and Inclusion Manager, Teagan Robinson, explains, ‘A key to success is to foster a supportive culture by empowering managers to create strong, trusting relationships with the people they manage – creating a ‘safe space’ where people feel more able to talk honestly about what they are going through. This can be achieved through regular one-to-one catch-ups and ongoing communication. Managers should also have access to information on what menopause is, what symptoms people may experience and ideas for workplace adjustments. Consider developing a workplace menopause guide with all information, tools and resources in one place. We have found this effective in ensuring everyone has access to the same information and that everyone feels comfortable having discussions about making adjustments.’

Ruth Bishop, 47, a Care Quality Advisor at Anchor, was supported by her line manager when experiencing perimenopause. The menopause resources helped to prompt discussions. She said, ‘My line manager used Anchor’s menopause resources and they were a fantastic prompt for discussion. While this isn’t something my line manager had direct experience in or had supported someone in before, he was really open to having discussions, listened and even did his own research.’

Empowering people

‘It’s crucial that people experiencing perimenopause or menopause feel empowered in the workplace, and that they have a proactive say in the support they’re able to access’, says Teagan. ‘At Anchor, we have developed a ‘menopause self-assessment’ which encourages colleagues to take some time to reflect on what their symptoms are, when and how these symptoms affect them, and to consider what changes to their working life may help them to manage them. As well as it being an effective opportunity for self-reflection, the document can be a useful tool to bring into a meeting with line managers or to help frame the discussion and identify solutions in an effective manner.’

Nicky Ellison, 56, an Extra Care Business Partner at Anchor, explains the positive impact of resources, ‘For me, I needed the safe space to be able to recognise my symptoms, how they may be affecting my working day and what practical steps I could take to minimise any impact. To have that space to acknowledge them without fear of it being a performance management issue was liberating and a huge relief.’

Starting a conversation about your experience with perimenopause or menopause can be daunting at the best of times, let alone in the workplace. Some women may not know where to start – and are more likely to struggle in silence as a result. To break this pattern, Teagan recommends providing a set of steps to help people prepare for a meeting with their line manager, to discuss their experience; ‘This step-by-step process can involve everything from the practical side of setting up a meeting, to preparing what you’d like to say – including keeping a record of symptoms and preparing some suggestions for adjustments that can be made. This tool has helped a number of our colleagues to come forward and seek the support they deserve.’

Time to talk

To help break the silence around perimenopause and menopause in the workplace, Teagan also recommends that setting up ways for people to connect, discuss and share their experiences is another way to support colleagues:

‘It’s important to provide options that exist both ‘inside’ and ‘outside’ the workplace – so each individual can choose which suits them best. They may prefer to speak to colleagues or speak to someone outside of work; they may prefer both; and their preferences may switch over time. But providing them with both routes ensures you are letting people know that, as an organisation, you care and that they deserve support and understanding.

‘Our ‘Let’s Talk Menopause’ group was set up for colleagues to talk about perimenopause and menopause and the impact it is having on their work and personal lives, and to find peer support and helpful resources’, explains Teagan. ‘Alongside this, a confidential, 24/7 helpline where people can speak to highly experienced consultants about their experience, should be available for all colleagues – to support with any events and issues in their work or personal lives – not only menopause.’ Ruth Bishop adds, ‘Understanding that people have different experiences of menopause, and therefore need different support, is key. I needed that understanding. Our workplace group ‘Let’s Talk Menopause’ supports frank conversations and has allowed colleagues to share their own experiences and get support.’

Lasting impact

Menopause directly or indirectly affects millions of women and is a basic fact of life – but it isn’t widely spoken about in the workplace. By providing accessible resources and making discussions about menopause in the workplace as normal as talking about any other health condition, we can help people get the support they need to start or stay in a career. These small and practical adjustments can have a huge impact. Not only can they support recruitment and retention efforts, but they can help people bring their whole self to work and avoid any adverse effects on their mental or physical health.

Further resources

Anchor’s Colleague Advice Line, Health Assured website and Healthy Advantage app also offer a wide range of free support, including:

Dedicated menopause information section on the Health Assured Hub (use ‘worklife’ as the username and password to log in). Includes a menopause video (use ‘worklife’ as the username and password to access it). Qualified nurses available to offer advice on a range of medical or health-related issues, including the menopause. They are happy to help, whether you just need a sympathetic ear or practical guidance. You can call anytime – 24 hours a day, seven days a week – for free, on 0800 316 9337.

A health risk assessment tool that enables you to set and track goals to improve your health. Simply download the My Healthy Advantage app from the Apple or Android app stores and register with your preferred email address using ‘worklife’ as the unique code.

The NHS website has a dedicated section on menopause, covering symptoms, treatment, help and support. It includes links to videos of women speaking about their experience
and signposting to websites like Menopause Matters, www.menopausematters.co.uk/ and Queermenopause, www.queermenopause.com/resources for people who identify as LGBT+.

CMM

CMM

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