Menopause in the workplace has fast become an agenda item for a growing number of organisations, with many also choosing to seal their credentials with The Menopause Friendly Accreditation. And one of these, OVO, is part of a pilot programme designed to help women return to the workplace.
The Revive & Thrive programme is a joint venture between Henpicked: Menopause in the Workplace and the People Portfolio. With four in 10 women considering leaving work due to menopause symptoms, and one in 10 actually quitting, the programme is designed to encourage them back into the workplace with structured support.
“This is a remarkable initiative for employers to undertake, shifting the cultural change around menopause to the next level,” says Deborah Garlick, CEO of Henpicked: Menopause in the Workplace. “Being a menopause friendly organisation is superb but embedding it particularly in the function of recruitment is taking this a step further.
“Organisations embracing this are making it easier for people who’ve left work due to their menopause to come back to work, boosting their self-confidence and helping them contribute not just to their employer but to the wider economy.”
OVO is the first employer to take part in the programme, and findings from the pilot programme will be used to extend the scheme over other member organisations.
“OVO is on a mission through its sustainability strategy, Plan Zero, to tackle the most important issue of our time; the climate crisis. We know we can only succeed if our culture is inclusive, our team truly diverse, and if everyone is valued for who they are. At OVO, we know that an environment where we all feel welcome and respected means we can do our best work,” says Louise Bailey, Belonging Lead at OVO. “We know that people who have left the workplace due to menopause symptoms have so many skills, knowledge and experience that is so valued at OVO. We are delighted to be part of this programme and bring people back to the workplace to help support our customers.
“We have worked hard to create a menopause friendly workplace and want to ensure that people who join OVO feel valued, respected and supported through any stage of their menopause journey.”
Upfront support leads to long-term benefits
“We know that the vast majority of returners would prefer to go back to work using a supported programme rather than just launching straight in,” says Morna Ronnie, founder of the People Portfolio. “These women are very skilled, capable people. They don’t need teaching from scratch and in most cases they hit the ground running – but they need a little support upfront to build their confidence back up.
“Once they’re there, these are often the most loyal employees, as they know their organisation will support them. It’s early days yet of this programme, but in 10 years we could be looking at many of these returners still being with the same organisation.”
With the programme now entering into the second half of its first year, some of the key learnings have been:
Finding the right people to recruit. Many women who have left work due to menopause might not be found in the traditional job-seekers’ places so a different approach is needed in finding them. One way is word of mouth: who do you know who might benefit? And for employers, demonstrating flexibility in types and ways of working, showing they recognise the importance of life beyond the job.
Showing adaptability in recruitment. Are there any accommodations which could be made at this stage of the process? Talking about reasonable adjustments right from the start during recruitment and onboarding can show an organisation to be truly inclusive. Look at unconscious bias with this group of returners: likely demographic, gender, age. And then work to eliminate any preconceived notions from the recruitment process.
The benefits to an organisation are clear. You have someone independent looking at your recruitment processes shining a light on a particular group of talented people who can bring skills and capability into your organisation. Giving you access to a pool of people you’re not currently able to access, and boosting your credentials as an accredited employer.
For individuals, it’s a game changer. Feeling that someone recognises what you have to offer to a workplace can be the shift you need, with a structured system of support guiding you in gently.
“Six months in, we’ve already seen some remarkable success,” says Morna. “Even if a programme isn’t right for your organisation or for you now, you can still express an interest and we’ll get back to you when something comes up. This helps us understand which organisatons and individuals are out there keen to get involved, and we can match the two together.”
