Top tips for a menopause friendly workplace

LORETTA Dignam, founder and CEO of the Menopause Hub has advised workplaces how to support workers going through menopause.

Today is World Menopause Day (October 18)  and the issue of menopause is still being swept under the carpet in some workplaces according to Loretta.

A large number of organisations, she says, remain behind the curve in navigating menopause, introducing training and implementing a proper policy.

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A confidential survey is an effective way to gauge attitudes across the workplace before the introduction of any new training. 

Follow-up surveys should be carried out at a later date to find out if there has been a change of mindset amongst employees. 

These will help normalise the conversation around menopause. 

Education is key to eradicating any hang-ups some people may have about discussing this complex and emotive subject.

Mental health first aiders are now commonplace in workplaces and act as a listening ear for employees. 

Menopause champions could perform a very similar role and be the first port of call for any staff struggling with symptoms.

Change begins at the top, therefore it is vital that your menopause in the workplace programme enjoys the strong and visible backing of the senior ranks. 

This step is vital because menopause impacts us all, it is not solely a woman's issue. 

Management needs to know exactly what the symptoms of menopause are and how these affect colleagues.

One in 10 menopausal women leave the workplace due to their symptoms, while four in 10 seriously contemplate giving up work.

Employers need to understand the legal implications of not responding appropriately to the problems faced by staff experiencing menopause or perimenopause. 

No two women are the same, and neither is their menopause. 

The introduction of reasonable adjustments and accommodations in the workplace will go a long way to help affected employees manage their menopause and keep them in their jobs. 

Tailored support could include flexible working arrangements, regular breaks, access to cold water, bathroom facilities, a restroom, cold running water, time off for medical appointments, ability to adjust temperature via air conditioning, a desk fan or a window, and paid leave of absence. 

For organisations where a uniform is required, a change in the design, fit, and fabric may be necessary.

Some menopausal members of staff may require access to medical support, counsellors and specialist menopause clinics. 

Make sure the policy is communicated to everyone in the workforce, and that it becomes a living document which is regularly revisited and updated.