NHS Staff Council Release of Guiding Principles on Menopause at Work

This month, the NHS Staff Council have released their guiding principles of menopause at work.

This is great news for menopause awareness, clearly indicating a rise in the understanding that incorporating menopause awareness training into existing policy is vital.

The website states: The Menopause at work guidance includes principles that will help:
• organisations support the workforce
• line managers support their staff
• employees look after themselves Talking Menopause have already helped a vast number of organisations with staff and management training services, tailored to the company’s existing policies.

The new guidance booklet recognises that the health and social care workforce is made up of predominantly women, many of whom are in their 40s – 50s, and includes trans, non-binary and intersex people, all of whom can experience menopause.

In other workplaces where women can make up to 80% of the workforce, it’s crucial for menopause awareness to be incorporated into management and staff training.

The publication also duly supports the idea that recognition of menopause at work needs to be led from the top, and that there is a clear business case which is now gathering momentum. Talking Menopause have continually cited this within our training workshops, and we understand the responsibilities of organisations to their staff.

There are more women in the workforce from this age bracket than ever before, and this is a trajectory that will continue, and thus the need for menopause awareness has never been greater.

Talking Menopause encourage organisations to review their existing policies, such as equality and diversity, absence management, and performance management, in order to incorporate clear menopause guidelines. We don’t advocate for a stand-alone policy as menopause awareness should be included in the above and made visible and searchable for staff needing information and support in this area.

Age, gender and disability are included in the Equality Act 2010, so even though menopause is not specifically named there is wide acceptance that organisations are putting themselves at risk by not taking into account menopause symptoms when managing staff, businesses should be aware of the risks they take if they neglect to incorporate clear guidelines into their policies as well as provide the necessary support for those affected.

No company wants to lose talented and experienced workers, especially through what could be deemed as discrimination. The health and safety of a workforce is also down to the organisation, the obligation being that employers have a duty to minimise or alleviate entirely any risks to their staff welfare.

Women affected by menopause should be considered either by a generic or individual risk assessment, however if menopause awareness is neglected in an organisation, how will that need be recognised, let alone carried out effectively?

We already know through our own survey that women are reluctant to speak to line managers, particularly if they are male and younger than them as there is a fear that the manger will not understand. Women are repeatedly reaching out to trade unions for support and advice due to the fact they’re unable to find help elsewhere in their organisation.

Our survey also shows that women are fearful of repercussions if they declare they are menopausal such as being looked over for promotion or being judged that their performance at work has declined. These fears evidence a general lack of menopause awareness in companies, with potentially devastating effects, not just for the organisation, but for the individual women affected.

Talking Menopause provide training workshops to help organisations understand that menopause awareness is vital to a workforce.

We are aware that sometimes in an organisation, there is a reluctance for managers to participate in training perhaps because they are yet to understand the wider impact, however as stated before, recognition of menopause at work needs to be led from the top.

Talking Menopause are actively breaking down these barriers by providing specific Manager Training workshops with the emphasis on understanding the role of a manager where menopause is concerned.

Women are being encouraged to openly discuss menopause at work and seek support, so it is only right that the appropriate response and support is provided by management.

Manager workshops address:
• How employee legislation should impact on decision-making
• The provision of practical tools and solutions
• ‘Reasonable adjustments’ in the workplace
• How to practice inclusive management through leadership
• Creating the right culture and environment
• How to approach conversations about the menopause

When management understand menopause, symptoms, and the impact on the wider population, they are more equipped to provide that support when called upon.

Talking Menopause have worked with organisations who have now made menopause at work awareness training mandatory. This is a fantastic leap forward and we believe it should be made compulsory across all organisations, and that in time, it will be legislated for.

By raising awareness of menopause in the workplace, organisations will be able to retain their experienced and skilled staff. They will be providing an environment which is open and honest and therefore allows women to speak openly about their symptoms and the impact in the workplace and managers will be equipped to provide the necessary support.

Menopause is not an illness it is a normal part of life but right now it needs some extra attention to make it visible and less taboo. This way, eventually it will be accepted in the workplace in the exact same way as pregnancy and maternity.

If you need help with raising the awareness of menopause in your organisation, particularly among line mangers, contact us to book one of our menopause workshops .

We can support you in getting your organisation Talking Menopause.

0844 995 0090
hello@talkingmenopause.co.uk