Back in 2016 we couldn’t find an employer with a menopause policy. That picture has changed dramatically in the UK, with recent research by the CIPD saying as many as 1 in 4 have a policy and nearly half are taking action.
Why, you might ask. Is it really that important? The answer is a resounding yes. Most of the leading organisations who’ve committed to being menopause friendly, or have achieve The Menopause Friendly Accreditation started their journey because it’s simply the right thing to do. In fact, I’d say you can’t be a good employer who cares about their employees without being menopause friendly.
Along with being the right thing to as well as being highlighted in the Government Equality Office Report in 2017, other key reasons include:
The business case
All organisations care about their financial bottom line and being menopause friendly can actually save you money. One of the big ticket items includes the benefit of retaining talent, attracting new talent, reduced time off sick and increased productivity.
Retention of valuable employees: menopause can be a challenging time for women and can result in them leaving work or dialling down their career ambitions. The Fawcett Report research tells us that one in ten women who worked during the menopause have left a job due to their symptoms 14% of women had reduced their hours at work, 14% had gone part-time, and 8% had not applied for promotion.
Increased productivity: by acknowledging and accommodating menopausal symptoms, employers can help alleviate the physical and psychological barriers that people can face during this phase of life. This will result in increased productivity, as employees will be able to focus on their work without the distraction of discomfort or distress.
Enhanced employee well-being: creating a menopause-friendly environment demonstrates a commitment to employee well-being and inclusivity. When people feel supported, they are more likely to feel valued and respected, leading to improved mental health and job satisfaction.
The demographic case
The impact of being an ageing population in the UK means that fewer people are leaving education to go into the workplace. As more people leave e.g. retirement the smaller the talent pool gets. I’ve not met a HR professional yet that says it’s a doddle to fill vacancies with the right talent you’re looking for.
Recruitment is even more competitive. We’ve even had people telling us they choose an employer because they display the one and only badge ‘The Menopause Friendly Accreditation’!
The legal case
Yes menopause is covered by employment legislation and the number of tribunals employers are losing due to menopause or menopause is cited is dramatically increasing. It’s costly to lose at tribunal with fines, employment lawyer fees but (ouch) the risk to your employment brand can be terrible. Who wants to work for an employer who is not seen to care about its employees.
These inspirational, leading employers who’ve achieved The Menopause Friendly Accreditation reap the benefits and reduce costs and risks.
But think about this for a moment. If you’re not menopause friendly – or say you are but don’t do what’s required to demonstrate it – there’s more risk.
Display this one-of-a-kind badge with pride:
It’s more than a tick-box, more than having a menopause policy. Creating a menopause friendly workplace means making lasting, sustainable change.
Our members tell us that the Menopause Friendly Membership makes it easier to do what’s best for your organisation with its unique workshops, events and resources. Bonus: you’ll have the opportunity of working alongside other like-minded people from other employers on the same journey. It’s a great way to share ideas.
The extra good news is that with our support the benefits will significantly outweigh the costs of what you need to do.
Being part of this programme saves you time and will support you in demonstrating the impact of what you’ve done, enabling you to achieve the Industry-Recognised Menopause Friendly Accreditation. This is the only accreditation of its kind.
You’ll be able to join the leading, inspirational employers proud to wear the badge ‘Independently Accredited Menopause Friendly Employer’.
In conclusion, it is critical that employers in the UK become menopause friendly to support their employees effectively. Creating an inclusive and supportive workplace environment benefits not only people experiencing the menopause, their whole workforce, to become supportive managers and employees and also the organisation as a whole.
By acknowledging, understanding and providing support for menopausal colleagues, employers can retain valuable employees, enhance productivity, and promote employee well-being. It is time to break the silence surrounding menopause and ensure that women feel valued and supported throughout this natural phase of life.
Frankly, it’s no longer a nice to do. It’s no longer optional, it is essential. So, are you ready to be an Independently Accredited Menopause Friendly Employer?
Whether you’ve already begun or you’re starting from scratch, we’d love to help you.
