In recent years, the conversation around menopause and its impact on the workforce has shifted from whispers in private spaces to open discussions in boardrooms and workplaces across the UK and that’s a great step in the right direction. Menopause can significantly impact the workplace in a myriad of ways yet the economic repercussions on organisations and the broader labour market are often overlooked.
Having a menopause strategy for UK organisations should no longer be a tick box exercise but moved front and centre. Taking action to support employees is not just the right thing to do for wellbeing, any business that wants to succeed and grow needs to take it seriously and make it a priority.
Understanding the Impact
Menopause typically affects women aged between 45 and 55, a demographic that often holds a wealth of experience and leadership within their organizations. Symptoms, ranging from physical to psychological, including hot flushes, sleep disturbances, and concentration difficulties, can adversely affect work performance and attendance. The Faculty of Occupational Medicine highlights that nearly 8 in 10 menopausal women are in work[1], emphasising the importance of addressing this issue in the workplace.
The economic impact on UK organisations can be multifaceted:
– Reduced Productivity: The discomfort and stress of managing symptoms can lead to decreased productivity levels.
– Increased Absenteeism: Health issues related to menopause may lead to increased sick leaves.
– Higher Turnover Rates: Lack of support can result in the departure of valuable employees, adding costs related to recruitment and training.
The Cost to Organisations
While quantifying the exact economic cost can be challenging, the Chartered Institute of Personnel and Development (CIPD) suggests that ignoring the menopause can be costly for businesses[2]. The loss of experienced staff alone can significantly impact organisational knowledge, culture, and productivity. Additionally, there’s the risk of legal costs from potential discrimination cases as menopause is covered under the Equality Act 2010.
Steps Towards Support
1. Creating an Inclusive Culture
Organisations should foster an environment where menopause is not a taboo subject. This involves education and awareness campaigns that provide information about menopause to all employees, helping to foster empathy and understanding.
2. Flexible Working Arrangements
Offering flexible working hours or the option to work from home can be a game-changer for those struggling with symptoms. Such adjustments can help maintain productivity levels and reduce absenteeism.
3. Access to Resources and Support
Employers can provide access to menopause specialists or counselling services as part of their health benefits. Creating support networks or peer groups within the company can also offer much-needed emotional and practical support.
4. Policy Development
Developing clear policies around menopause support can ensure consistent and fair treatment of all employees. This includes clear procedures for requesting adjustments and accessing support services.
5. Training for Managers
Managers play a crucial role in supporting employees through menopause. Training should equip them with the knowledge to recognise the impact of menopause and the skills to handle conversations sensitively and confidentially.
Addressing the economic impact of menopause is not just about mitigating costs for UK organisations; it’s about valuing and supporting the workforce effectively. By acknowledging the challenges and implementing supportive measures, companies can maintain their competitive edge, enhance employee well-being, and foster a truly inclusive workplace culture. The journey towards menopause-friendly workplaces is not just a HR initiative but a strategic business move that recognises the value of a diverse and experienced workforce. If you want support with your wellbeing and menopause strategy, AKS Wellbeing are leading specialists in this area and are ready to help you achieve your goals.
By taking proactive steps, UK organisations can lead the way in supporting employees through menopause, turning a potential economic challenge into an opportunity for growth and innovation.
[1] https://www.fom.ac.uk/wp-content/uploads/Menopause-Focus-Infographic.pdf
[2] https://www.cipd.org/uk/knowledge/reports/menopause-workplace-experiences/ https://www.cipd.org/uk/knowledge/guides/menopause-people-professionals-guidance/