Page 28 - BOSS Today Issue 61

BOSS Today #61 DOWN TO BUSINESS DOWN TO BUSINESS BOSS Today #61

MANAGING When people feel comfortable discussing A workplace that prioritises mental Useful support resources

their symptoms, they’re more likely to ask
wellbeing creates an environment where
employees feel valued and supported.
for the help they need.
The Menopause Charity
MENOPAUSE Menopause symptoms can affect Menopause Support Menopause Facts,
The Business Case for
2. Make Reasonable Adjustments -
Advice and Support
Supporting employees through
everyone differently, so a ‘one-size-fits-
menopausesupport.co.uk
all’ approach won’t work. However, there
menopause isn’t just the right thing
are simple adjustments that can make
Supporting You Through Change
to do – it’s also good for business.
IN THE WORKPLACE n Allowing changes to start times, remote accommodated, they’re more engaged, For any further information or
work life easier:
When employees feel understood and
productive, and likely to stay in their
support, contact our HR Business
work, or additional breaks can help
roles. In contrast, ignoring the issues
Partners who are industry
employees manage fatigue and brain
can lead to increased absences, reduced
experts – click here
fog
n Where possible, consider offering a
More importantly, a menopause-
more relaxed approach to uniform, performance, and higher staff turnover.
friendly workplace fosters a culture of
permitting people to wear more inclusivity, showing employees that their
breathable fabric
DID YOU KNOW THAT WOMEN OVER 50 ARE THE FASTEST-GROWING n If symptoms are affecting wellbeing matters. In today’s world,
that’s something every business should
GROUP IN THE UK WORKFORCE? concentration or energy levels, small strive for.
tweaks to workload or deadlines can
ease the pressure
n Access to fans or cooler working
ccording to the Office of National support, employees may struggle with their menopausal symptoms without environments can help with hot flushes
AStatistics, 5.87 million women around their performance, take more sick leave, fear of their personal information being
the average age of the menopause are or even leave their jobs altogether. shared or misused. Ensuring that any 3. Review Absence Policies -
at work. However, while menopause is The solution? Understanding, conversations about menopause are Menopause-related symptoms can lead
a common experience, it remains an flexibility, and a culture where treated with respect and discretion will to increased absences, and in some cases,
often-overlooked topic in the workplace. menopause isn’t a taboo subject. help to maintain employee privacy and they may even be classed as a disability
Symptoms such as brain fog, fatigue, encourage them to seek the necessary under the Equality Act 2010. Employers
anxiety, and hot flushes can significantly Avoiding Assumptions and Ensuring support. should consider how they manage
impact performance, confidence, and Confidentiality sickness absence to ensure employees
overall wellbeing. It’s important to avoid making assumptions Creating a Supportive Work Environment aren’t being unfairly penalised.
The good news is that small changes about who may be affected by menopause. What can your business do to help? It Some businesses choose to record
in the workplace can have a big impact on The menopause isn’t exclusive to cisgender doesn’t require a complete overhaul – menopause-related absences separately
supporting women during this time. women – intersex, trans, and non- just a few thoughtful adjustments that or adjust trigger points in absence policies
binary individuals may also experience it. make the workplace more menopause- to reflect the unique nature of these
Why Menopause Matters at Work Companies should be mindful of inclusivity friendly. symptoms. A flexible, fair approach helps
Work can be demanding, even at the and ensure that all employees, regardless of employees manage their health without
best of times, but imagine trying to gender identity, feel supported. 1. Open Up the Conversation - fear of disciplinary action.
stay focused while dealing with sudden Additionally, the risk of age-related Many employees feel uncomfortable
hot flushes, exhaustion from sleepless discrimination is a concern. Menopause is talking about menopause, especially if 4. Provide Mental Health Support -
nights, or memory loss. This is the reality often perceived as an issue tied to older they worry it might affect how they’re Menopause isn’t just physical – it can
for many employees going through the age, which can lead to unfair treatment. perceived at work. Employers can break also have a significant emotional impact,
menopause. The Menopause Charity Employees may feel overlooked or judged down this barrier by normalising the leading to anxiety, mood disturbances
reports that 60% of those experiencing for their perceived capabilities, which can conversation: and even depression. Employers can
menopause cite memory loss as a negatively impact their job satisfaction and support their teams by:
symptom, with many initially believing performance. To combat this, we should be n Include menopause awareness in
they are showing signs of dementia. working to eliminate bias and foster a fair workplace wellbeing initiatives n Signposting employees to counselling
For some, these symptoms are mild. working environment. n Provide training for managers so they services, for example, an Employee
However, a CIPD survey reveals that Confidentiality plays a key role in know how to offer support Assistance Programme, if available
seven in ten people will experience creating this trusting atmosphere. n Share resources and create safe spaces n Encouraging open conversations about
debilitating effects. Without proper Employees need to feel safe in discussing for employees to talk mental health to reduce stigma

28 29