Menopause Support In the Workplace
Regardless of whether an organisation has 250+ employees or just 1 woman employee, for the benefit of both the business and those women going through the menopause, there is a clear need and argument for increased awareness and providing the appropriate support for women going through this transition.
Businesses, although now increasingly recognising the importance of menopause support in the workplace, still may face many practical, cultural and strategic challenges in implementing it effectively.
Challenges businesses face:
- Lack of Awareness and Understanding
- Cultural Stigma and Silence
- Inconsistent Manager Capability
- Fear of Legal and Equality Risks
- One‑Size‑Fits‑All Policies & Equality Action Plans
- Operational and Practical Constraints
- Measuring Impact and ROI
- Intersection with Other Workplace Issues
- Keeping Momentum Beyond Policy
- Changing Expectations
What we offer:
How we help:
We can support you in designing or reviewing any menopause policies, practices and equality actions plans (or menopause action plans for business with less than 250 staff), training and/ or coaching managers in the effective management and support of menopause in the workplace (remotely or on-site), or workplace support for employees going through the transition (remotely or on-site).
Why it matters:
Appropriate menopause support policies, plans and practices improve employee engagement, satisfaction, retention and employer reputation, in addition to reducing any potential legal risk and cost implications to businesses.
Why choose us:
We can ensure legal compliance whilst helping you provide the appropriate support to women transitioning through the menopause, whilst balancing business needs with employee welfare.