Considering menopause is something that will affect half the population at some point in their life, it is a strange subject to be taboo in modern Britain.
Fortunately, that is changing at a growing number of workplaces, including Burness Paull.
In 2021, we became the first independently accredited menopause-friendly employer in Scotland, as well as the first law firm in the UK to achieve this status. Earlier this year, the firm was re-accredited in recognition of our ongoing work to support colleagues who are experiencing symptoms of perimenopause and menopause.
The first and most important step to breaking any taboo is creating spaces where people feel supported and heard, thereby fostering a culture of transparency.
Given the historical underrepresentation of women in senior positions across most industries, some may hesitate to speak openly about their menopause symptoms, fearing it could affect their career progression.
By normalising these conversations in a non-intrusive way and addressing menopause openly, employers can reduce this stigma, helping to retain talented women at critical career stages and supporting their progression into leadership roles. This is key for organisations seeking to address their gender pay gaps.
Building on this is the implementation of policies that address menopause and clearly signposted support. At Burness Paull, this meant firmwide training for staff and managers, additional training for volunteer menopause champions, dedicated forums for colleagues to share their experiences, and updates to existing policies around flexible working, dress code and absences.
Ultimately, employers that are not providing support around menopause are leaving themselves open to tribunal claims based on the protections afforded to employees under the Equality Act 2010, particularly those in respect of disability, sex and age.
However, it is as much an opportunity as it is risk mitigation. Simple steps to meaningfully support those experiencing symptoms of menopause will not just benefit individuals, but will improve retention, recruitment and productivity: expanding talent pools and helping to drive gender equality.
Emma Smith is inclusion and wellbeing manager at Burness Paull
