Sue Fish is company director for Starfish Consulting, and a non-executive director and trustee of a charity.
“Prior to establishing Starfish I was a police officer. I retired as Chief Constable of Nottinghamshire Police in 2017, and my work here highlighted to me how important it was for leaders and employers to support all their staff, in particular where there were specific wellbeing and equality issues.
Notts Police were the first force in the UK to have a menopause policy
“Under my leadership, Nottinghamshire Police were the first force in country to introduce a menopause policy, plus we were taking openly about menopause and thinking about things differently across the workforce. I worked closely with Henpicked: Menopause in the Workplace in devising the policy – their expertise was invaluable in helping us shape something that made a positive difference. At the time there was really no good practice and very little conversation to draw from.
“After my retirement I continued to campaign around menopause in the workplace, and how important it was that employers understood this really important issue that had once been absolutely taboo. When the opportunity came to join the Independent Panel I seized it with both hands: it was such a great opportunity to make an important difference to so many women and the wider workforce, not just those experiencing menopause.
Strong leadership makes all the difference
“One of my passions is that leaders truly lead their organisations, making sure initiatives are followed through and delivered upon. I feel I add value to the Panel in assessing information and offering feedback that’s both positive and developmental to help organisations and leaders be even better for those that they lead.
“What we saw in the early days of accreditation was good stuff. But the level of sophistication in the applications we’re seeing now is amazing. I love seeing how some employers are addressing menopause in the workplace, it’s so imaginative, creative and impressive.
What stands out in applications for The Menopause Friendly Accreditation
“When making my assessments I look for three things. Firstly, why is this genuinely important to them? Secondly, what’s their story, what has been done and what’s their journey been like towards accreditation? And thirdly, impact – what has the work achieved in changing people’s experiences?
“There have been so many standout moments and fantastic evidence presented to us. But two examples spring to mind. One was very early on in one of the first organisations to be assessed. They used a fashion designer alongside their workforce to redesign their uniforms to make them both menopause friendly and glamorous. That commitment to something practical and helpful but still with an eye on style felt like such a different approach.
“Another standout was from a large company who had a significant part of its workforce in warehouses, with no access to company email. They provided a whole raft of appropriate interventions, including having a menopause specialist doctor go out and spend time with them in the workplace. This was a really creative way of reaching a different part of their organisation, not leaving anyone out.
“I wish all of this had been available when I started my journey. The accreditation is a meaningful standard to meet. The five areas within the accreditation are spot on, they’re tough to meet but it makes the accreditation have value. And sharing expertise is amazing too, the whole network that has been created to swap ideas about best practice.
Menstruation support at work is a logical progression
“The Menstruation Friendly Accreditation is going to be a brilliant next step, it feels so logical. It feels hugely inclusive and looks at issues which could be affecting people over a long period of time.
“We’ve already got some progressive employers signed up who also have The Menopause Friendly Accreditation – they are already thinking about the wellbeing of their workforce and this is a critical part of that thinking. The fact organisations are signing up to this is hugely exciting and has to make the workplace a much better and healthier place to be.
“The challenges here will be similar to those with menopause. The sense of taboo, the problematic stereotypes and wording associated with menstruation, all of this needs addressing through cultural change.
“The third Menopause Friendly Employer Awards are approaching and judging these is one of my favourite days of the year. It’s where the best of the best are, seeing the prime examples across all the categories, where the level of imagination, creativity and positivity is a joy and an inspiration to see.
