It may be imminent, but menopause is not something I would choose to bring up at work. However, our new CPO (Chief Pain Outlet) has pledged to roll out a company-wide menopause programme before the end of the quarter. Big Bad Boss went quite red when he told me, perhaps because he has volunteered me for the project team. Sigh.
I will sound a bit old school when I say this, but sometimes it feels like the workplace is now one big therapy centre. There was a time when people had headaches and sad days without needing time off and counselling. I am finding it hard to get engaged with the Big M programme. I question whether the Big M is about benefits, seems more like policy to me, or even training. In other words: Not my issue. Except it is, thanks to Big Bad Boss.
Of course, the CPO is not meeting with us; she has nominated a project manager, Betty, to oversee the programme. I am not saying anything about Betty’s age, but I am guessing she has some personal experience on the subject. She wants us to develop a policy for time off, call out the support available, and even look at subsidised products.
Policy versus benefits
We begin by discussing time off. Everyone one looks at me as if that is a benefit. No, sickness is an HR policy issue, but I do not say so. I do say that I am not sure it is a good idea to create a separate policy for menopause-related sickness because this may be seem unfair and not inclusive. What we should do, is make sure the existing sickness-related policies are clear. In my mind they cover it. If you take a day or two off, nobody really cares if your migraine is down to PMT, perimenopause, or just a hangover. I, for one, would rather not know the details and I am pretty sure many of the Higher Beings would be with me, but I do not say that. I do say: let’s see if there is anything to exclude employees with menopausal-related problems from taking sufficient time off. There isn’t. Ha.
The CPO wants us to develop an awareness programme so that managers and colleagues are cognisant of the issues that colleagues may encounter due to the menopause. The theme is to underline how the company is keen to attract and retain experienced women. If that was true, why are they first on the list when we carry out redundancies, I wonder.
Training is intended to cover what symptoms are likely and when they can be expected. I suggest referring to guidance from one of our providers, and I call up the pages from a private healthcare firm’s blog. Its list of symptoms is comprehensive, and frankly, rather cringingly graphic. I know many women get a shock when they reach a certain age, but personally I do not think health education is a company issue. Betty, however, is convinced that colleagues and managers need all the details so that they will be more compassionate. I am conflicted here. Yes, it would be great if colleagues could give each other a break during such times, but I feel that our Higher Beings will just use this as an excuse to hire younger women or at least let it put them off promoting women to critical positions. Let’s not bring the disadvantages of female staff to their attention, this is one aspect they might not have noticed.
That said, in my experience the more senior managers rarely turn up for training. One sniff of a tedious learning session and they are fully engaged on some critical strategic business of greater priority. For the rest of us, training is mandatory. Let’s hope Big Bad Boss does not join; based on his embarrassment on saying the Big M word out loud, he would be likely to faint at the symptom descriptions we are planning to share. That brings another concern to mind: who is going to deliver this training? Please, please do not let it be me.
Workplace adjustments
We go on to talk about reasonable adjustments. For hot flushes, we might offer fans because the office windows do not open. You will not catch me asking for a fan, no matter how sweaty I am getting. Besides, the air-con in the office is practically arctic. You can find me in thermal underwear all year round. Betty says she will arrange for facilities to source some fans anyway. It feels like another tick-box exercise to me; just look how supportive we are being.
Betty also suggests we have free sanitary products on hand. Well, in stock might be a better way to put it. There is much discussion about whether to leave them in the bathrooms for anyone to use, or for them to be kept by the facilities manager to be handed out on request. He is just going to love that extra responsibility, I think.
There is much debate about brain fog and mood issues. I risk pointing out these are not exclusive to menopause, and we already have comprehensive support through our employee assistance programme (EAP) and private medical insurance provider. I suggest we just remind people of what is available if they need it.
Finally, Betty tells us she has been asked by the CPO to review flexible-working opportunities for menopausal women. Now I am interested. While the company says it promotes flexible working, requests to go part time or work fully remote are typically refused. Now, I see a whisper of opportunity. I would love to go part time; is it me or is it hot in here?
Next time…Candid takes a test.
