Manchester-based property and asset business Landwood Group has implemented a new staff menopause policy as part of its commitment to remove female progression barriers within the property sector.
According to the group, which employs around 30 people, the approach involves the menopause being formally classed as a health condition and ensures that any members of staff experiencing symptoms or suffering from illnesses caused by it will be entitled to identical rights and support.
The initiative, which is based on guidelines from the Chartered Institute of Personnel and Development, will allow employees to have the right to request changes to their working conditions to help with their specific needs, such as alternative working hours and locations.
This follows the recent introduction of the group’s flexible working policy, which enables working parents to both set their own hours and location in order to fit childcare commitments around their role. It also has a 50/50 gender split among both its four executive directors and the six directors of its four service lines as part of its attempt to outpace the industry in terms of inclusivity.
Landwood executive director Anna Main explained that too many women find themselves forced to turn their back on the property sector and find an alternative role as a result of inflexible policies and working practices that are “stuck in the dark ages”.
“At Landwood we’re committed to nurturing and retaining the very best talent in the industry. Implementing our new menopause policy is just one of the ways we can continue to demonstrate how seriously we are striving to set new standards for inclusivity,” she said.
Landwood Group managing director Mark Bailey added: “We are immensely proud to be so far ahead of many property businesses by having women make up a third of the senior leadership team in total. And we remain determined to keep refining our policies and practices in order for us to remain a stand-out example to others in the industry.”
