Specsavers established their Colleague Network Group (CNG) MenoTalk in 2021, with a purpose to encourage and maintain a conversational approach to the topic of menopause and menstrual health, by helping everyone in Specsavers learn about them.
MenoTalk is one of five CNGs in Specsavers. These groups aim to promote culture, equality, equity and diversity, providing a safe space for colleagues to support each other and raise issues affecting them in the workplace.
“MenoTalk came about after I had a conversation with a colleague in which we both said we didn’t want others to have the same difficult experience of menopause that we had,” says Lou Furby, senior events and communications manager. “We set up the group as co-chairs and it quickly grew and developed.”
The specific aims of the group are to:
- Provide support, guidance, and advice for anyone experiencing menopause (including peri menopause and post menopause) and to colleagues, peers, friends, and family members on the topic of menopause.
- Educate colleagues and managers on menopause, helping them to demonstrate a better understanding through training support, online resources, group membership and communications.
- Empower colleagues to offer their support to anyone experiencing challenges associated with their menopause symptoms through conversations, tangible action plans, toolkits and activity.
- Influence and inform the organisation’s wellbeing strategy and employee policies to consider and accommodate menopause implications.
Taking a top-down approach with clear communications
“At Specsavers, we now have a very open environment where the topic of menopause is discussed honestly,” says Lou. “This is helped by our top-down approach, with our senior leaders sponsoring and being involved in group activities and policy decisions.”
Board sponsor Chief Marketing Officer Peter Wright advocates diversity and inclusion globally while MenoTalk is supported by its own board sponsor, Chief Financial Officer Paul Fussey, who actively promotes the activities of the group at a senior leadership level.
Navigating the business structure
Specsavers is a large and complex organisation so careful work was needed to spread the word.
The first step was communicating that the company had signed the Wellbeing of Women pledge to become menopause friendly, which was then followed up by planning comms and activities across the business.
“We share news and activities via quarterly store-facing communications meetings, which are delivered face-to-face on a regional basis,” continues Lou. “The intranet and Teams pages are used publicise the network and events. Meanwhile, MenoTalk-and-Listen and MenoTalk-and-Learn sessions are drop-in clinics that are run on a specialist topic determined by the group members.”
Integrating the menopause policy
Specsavers menopause policy provides guidance for managers to help them make reasonable adjustments for people experiencing symptoms, while their Flexible Working policy advises eligibility to make a statutory request for flexible working.
The Health and Wellbeing policy outlines D&I commitment and their Wellbeing (preventing and managing stress) policy provides managers with clear parameters for employees to manage their health and wellbeing at work.
“We regularly share updates on policies and benefits through our MenoTalk Teams events and online chat channels,” explains Lou. “Plus, our Meno Toolkit signposts information for colleague to easily access documents, training materials, guidance and additional resources. The kit provides simple and practical solutions to help manage the journey for both colleagues and managers.”
Taking training online
Due to its structure, Specsavers needed a bespoke approach to training. They chose to use eLearning, as this format was the best way to reach as many colleagues as possible in an accessible way.
Two pieces of online learning are available to all colleagues across the organisation to build knowledge and awareness of menopause, with manager training and bite-sized training also in place.
The organisation also has a suite of Dignity at Work training for everyone, which links to the menopause training.
Using a range of communication channels
The organisation uses both internal and external channels to communicate and boost engagement with colleagues.
“We encourage shared experience via our MenoTalk Teams using chat boards and group discussions,” says Lou. “We also have a D&I intranet hub with a dedicated MenoTalk area, a weekly staff broadcast and summary newsletter, internal publications, office notice boards, podcasts, webinars and seminars, and training.”
External communications regularly promote menopause messaging to encourage an open conversation around the topic, with all CNGs promoted in external job advertising and recruitment messaging.
Specsavers also has a strong LinkedIn presence and posts menopause-specific updates each month, often aligning with other CNG activity. Plus, they use lived experiences and member stories in a range of communications.
Making facilities menopause friendly
Free and sustainable period products are available in all support office toilets, with plans to roll this scheme out to store sites, too.
All UK offices and stores have on-site water coolers, and most offices are air-conditioned to allow for changing temperatures. Desk fans are available upon request.
“We take a flexible approach to working and can make reasonable adjustments if needed, including working from home where feasible,” says Lou. “Also, the latest iteration of store uniform includes a non-polyester blouse with layering, catering for changing body shape and comfort.”
Lifestyle benefits are now part of some employees’ benefits package, with the option to speak to a private GP, access free (in England) HRT prescriptions, seek advice on nutrition, and mental health support. The organisation also has a network of Mental Health First aiders in store and offices, trained to support colleagues with their mental health.
