Creating effective policies and training to support women and others experiencing the menopause is essential for fostering an inclusive and thriving workplace. There are many approaches employers can take, such as introducing a menopause-specific policy, sharing valuable resources and running training sessions for all employees.
Firstly, employers should develop a bespoke menopause policy tailored to their business, ensuring that it aligns with their culture and values. To show that they truly want to support employees, they should take the time to introduce the policy thoughtfully. Clearly explain its purpose, details, and implementation process. Encourage employees to suggest amendments, positioning the policy as a dynamic, reviewable document that evolves over time.
When drafting a policy, use inclusive language to make it clear that it applies to all individuals who may experience the menopause, including members of non-binary and transgender communities. This not only fosters a culture of inclusion but also helps mitigate potential discrimination claims.
A well-rounded menopause policy addresses the needs of a diverse range of people. Consider running focus groups with employees from varied ethnic, cultural and religious backgrounds to ensure no one is overlooked and address any language barriers to ensure accessibility.
Training is a critical component of effective support, and all genders should be involved in some sort of training opportunity. Avoid using generic materials; instead, contextualise training to the sector or individual professions, as the challenges faced by teachers would differ to those who work in retail or a physically more demanding role.
While preparing training materials, it is worth checking to see if others in the same network or business area can share resources and discuss what went well for them and what did not.
For the managers’ training, keep things simple. The first step is to address and overcome any entrenched mindsets or fear of getting it wrong. Encourage them to hold what may be perceived to be difficult conversations by training through role play scenarios and create templates listing key points to cover and follow-up.
Above all, work to de-stigmatise menopause by fostering a culture that allows employees to ask questions and seek additional support. This empowers staff to thrive and contribute fully, regardless of where they are in their menopause journey.
Emma Hammond is an employment partner at gunnercooke