Are you tired of watching talented women leave your company because of menopause symptoms and their perception that they’re not being supported through it?
Do you know what the menopause cost of not supporting is costing your company?
Did you know that according to the UK Parliament's Women and Equalities Committee each woman lost to menopause symptoms costs UK businesses a whopping £30,000 on average? SEE HERE
That’s not just pocket change and it’s not just about the money. There are other factors at play too.
There’s the loss of experience, the time spent finding and training replacements not to mention the impact on team morale. Contagion is a real thing!
But, here’s the good news; it doesn’t have to be this way. You can support your employees through menopause and save your company money.
Imagine keeping that valuable experience within your team, achieving a supportive environment and boosting overall morale ... worth the squeeze, right?
What You Will Learn:
- The real economic impact of menopause-related attrition.
- How to create a menopause-friendly workplace.
- Practical steps to support employees experiencing menopause.
- Real-life examples of companies that have successfully implemented menopause policies.
- Credible sources and expert recommendations to guide your journey.
Whether you are already considering menopause support policies or just starting to understand the need for them, this guide will provide you with actionable steps and expert insights from Lea and the team.
Understanding the Economic Impact of Menopause Attrition
Based on awkward conversations with your finance people and senior managers within your organisation, you are most probably very aware that menopause related attrition is costing your company money ... but, do you really know how much?
According to the UK Parliament's Women and Equalities Committee, each time an employee leaves due to menopause-related issues, it costs your company around £30,000. This figure accounts for hiring, fees, training new staff, lost productivity and more ... that is HUGE!
Now, think about how many women in your organisation might be going through this stage right now and you don't even know about it yet.
The costs can add up quickly and not just in terms of money, the human costs are high too!
The Bigger Picture
Menopause doesn't just affect individuals either … the UK economy loses about 14 million working days annually because of it. That’s about £1.8 billion in lost GDP.
A study by the UK Parliament and HR Review found that nearly 900,000 UK women have quit their jobs due to menopause-related challenges. That’s a staggering number of potential leaders, experts, and seasoned employees walking out of the door.
It's a huge issue affecting so many people, companies and countries worldwide.
Creating a Menopause-Friendly Workplace
Workplace culture is key to retaining your top talent. A supportive environment can make all the difference.
If you can create a work culture where talking about menopause is not taboo and there are no consequences (or perceptions of) such as shortlisting for redundancy, being left out of important decisions etc, your employees will feel more comfortable staying when symptoms hit hard.
There is some useful information over at ACAS - CLICK HERE
Practical Tips:
- Open Conversations: Encourage open dialogue about menopause by hosting seminars or workshops - in fact Lea runs a FREE one!
- Training: Equip managers with knowledge about menopause so they can understand symptoms, experiences and impacts on work.BTM Accredited Partners get access to plenty of training in this area.
- Policies: Have clear policies in place that offer flexible working hours and / or remote work options. Again, BTM Accredited Partners get provided with these!
Example:
Sainsbury's, a well-known UK retailer, has introduced menopause guidelines and support networks. They’ve seen a significant and direct improvement in employee well-being and retention.
Practical Steps to Support Employees During Menopause
- Flexible Working Arrangements: Offering flexible hours or remote work can be a game-changer for those dealing with symptoms like hot flashes or insomnia. This allows them to work when they feel their best, rather than sticking to rigid hours.
- Comfortable Environment: Ensure that your office has spaces with good ventilation, and easy access to water and restrooms. Simple adjustments like these can considerably improve the daily work experience for someone experiencing menopause.
- Health and Wellness Programs: Incorporate wellness programs that provide information and support for dealing with menopause. This can include nutritional advice, stress management workshops, or even yoga classes.
Tips from Experts:
Dr. Louise Newson, a renowned menopause specialist, recommends businesses to actively promote understanding and awareness through ongoing education. This, she says “not only helps in retaining valuable staff but also enriches the workplace culture”.
Overcoming Challenges
What If There’s Stigma?
Stigma is a big hurdle. Some employees might feel embarrassed to talk about menopause. Overcome this by normalising the conversation from the top down. Leaders should talk about it openly, showing that it’s okay to discuss and addressing it head-on.
Worried About Costs?
Implementing these changes might seem costly … but think about the long-term savings. Reducing menopause-related attrition means saving the £30,000 per employee you’d otherwise lose, not to mention the boost in morale and productivity you'll gain (not just with menopausal women but with colleagues who’re affected by the fall-out too).
Policies That Work
Flexible Hours and Remote Work
Offering flexible hours and remote work options is one of the most effective ways to support employees going through menopause. This can help women manage symptoms like hot flashes, night sweats, and sleep disturbances more comfortably.
How To Implement:
- Assess Needs: Start by conducting surveys or focus groups to understand what your employees need.
- Develop Guidelines: Create a clear policy that outlines how flexible hours or remote work options can be requested and approved.
- Communicate: Make sure all employees are aware of these options and know how to access them.
Real-Life Example:
Vodafone introduced a ground-breaking global menopause policy in 2021, offering flexible working options and a support network. The result? Improved employee satisfaction and retention rates.
Paid Leave for Menopause Symptoms
Offering paid leave specifically for menopause-related symptoms can be a game-changer. This shows that your company takes menopause seriously and values the well-being of its employees.
How To Implement:
- Policy Creation: Develop a specific leave policy for menopause symptoms, similar to sick leave or maternity leave.
- Track Usage: Monitor the uptake of this leave to ensure it's being used appropriately and assess its impact on the organisation.
Example:
Channel 4 launched its menopause policy, including paid leave for staff experiencing symptoms. This move was praised widely and set a new standard in employee support.
Educate and Train Your Team
Training Programs for Managers
Managers need to be equipped with the knowledge and tools to support their teams. Training them on menopause can help create a more empathetic and supportive work environment.
How To Implement:
- Develop Training Modules: Work with experts to create modules focusing on menopause symptoms, their impact on work, and how to support affected employees. BTM Accredited Partners can access this and much more.
- Regular Workshops: Organise regular workshops and Q&A sessions for managers to keep the topic top-of-mind. Lea runs all of this for BTM Accredited Partners
- Resource Hub: Provide a centralised resource hub where managers can access information and support tools. BTM Accredited Partners can access this and much more.
Example:
Severn Trent, the UK water company, rolled out a menopause awareness program for its managers, leading to a significant increase in staff engagement and retention.
Employee Awareness Campaigns
Raising awareness among all employees can reduce stigma and create a more supportive workplace. This can be done through internal communications, seminars, and informational materials.
How To Implement:
- Internal Campaigns: Launch campaigns that include email newsletters, posters, and intranet articles about menopause.
- Guest Speakers: Invite medical experts to speak about menopause and answer questions from employees.
- Peer Support Groups: Encourage the formation of peer support groups where employees can share experiences and advice.
Example:
Hampshire County Council implemented an awareness program that included workshops and peer support groups. This initiative helped create a more inclusive and supportive environment.
Invest in Health and Wellness Programs
On-Site Health Services
Providing access to health services within the workplace can make it easier for employees to manage menopause symptoms. This could include on-site doctors, nurses, or wellness coaches.
How To Implement:
- Assess Demand: Survey employees to gauge interest in on-site health services related to menopause.
- Partner with Providers: Partner with healthcare providers to offer these services, whether through regular visits or on-call support.
- Promote Services: Use internal communications to make sure employees know these services are available and how to access them. BTM Accredited Partners have access to promo materials in the login area.
Example:
GlaxoSmithKline, a leading pharmaceutical company, offers on-site health services, including support for menopause, which has been highly appreciated by employees.
Wellness Programs
Integrate menopause into your existing health and wellness programs. This can include fitness classes, nutritional advice, and stress management workshops tailored to the needs of menopausal women.
How To Implement:
- Tailored Programs: Work with health professionals to create wellness programs specifically for menopause.
- Flexible Options: Offer a variety of programs, from fitness classes to mental health support, to meet diverse needs.
- Continuous Improvement: Regularly review and update these programs based on feedback and evolving needs.
Example:
Johnson & Johnson includes menopause-specific modules in its broader wellness programs, focusing on mental health, nutrition, and physical activity. This has contributed to a supportive and health-conscious workplace culture.
Monitor and Review Your Efforts
Track Progress
It's important to regularly assess the effectiveness of your menopause support initiatives. Use metrics such as employee retention rates, sick leave statistics, and employee feedback to gauge impact.
How To Implement:
- Set KPIs: Define key performance indicators that will help you measure success.
- Regular Reviews: Conduct regular reviews of your policies and initiatives to see what's working and what needs adjustment.
- Employee Feedback: Continuously seek feedback from your employees to make improvements and address any gaps.
Example:
Unilever has a comprehensive approach to monitoring its diversity and inclusion efforts, including menopause support. By tracking progress and making adjustments, they ensure their policies remain effective and relevant.
Create an Inclusive Work Culture
Open Communication Channels
Creating an open and inclusive work culture starts with communication. Encourage employees to talk about their experiences with menopause without fear of stigma or discrimination.
How To Implement:
- Open Forums: Host regular forums where employees can share their experiences and suggestions for improvements.
- Anonymous Feedback: Provide a channel for anonymous feedback to ensure everyone feels comfortable sharing their thoughts.
- Support Networks: Establish networks or employee resource groups dedicated to menopause support.
Example:
PwC has implemented open forums and anonymous feedback mechanisms to encourage conversations around menopause. This has led to more inclusive policies and a supportive work culture.
Encourage Leadership Support
Having leadership support is crucial. When leaders openly discuss menopause and support related policies, it sets a tone of acceptance and seriousness.
How To Implement:
- Leadership Training: Include menopause education in leadership training programs.
- Role Models: Encourage top executives to speak openly about supporting menopause in the workplace. BTM Accredited Partners will have access to a "CEO Script" for perfect delivery
- Policy Endorsements: Have leaders endorse and actively promote menopause support policies.
Example:
Aviva's senior leadership has publicly supported menopause initiatives, which has helped embed these policies within the company culture and encouraged employee uptake.
Provide Tailored Work Arrangements and Perks
Personalised Work Adjustments
Personalised adjustments to work schedules or environments can significantly improve the day-to-day experiences of menopausal employees.
How To Implement:
- Individual Assessments: Allow employees to request personalised adjustments based on their specific needs.
- Flexible Hours: Offer flexibility in start and end times to help employees manage symptoms.
- Ergonomic Improvements: Make ergonomic adjustments to workstations, like providing adjustable desks and comfortable seating.
Example:
BT Group allows for personalised work adjustments, which has been instrumental in supporting employees through various life stages, including menopause.
Additional Perks
Additional perks can go a long way in making menopausal employees feel valued and supported.
How To Implement:
- Menopause Leave: Introduce additional paid leave specifically for menopause-related symptoms.
- Health Benefits: Enhance health benefits to cover menopause treatments and consultations.
- Wellness Programs: Provide tailored wellness programs, including yoga, mindfulness, and nutrition advice.
Example:
Tesco offers additional health benefits and wellness programs tailored to supporting menopausal employees, which has been well-received and led to improved retention rates.
Celebrate Success and Share Stories
Highlight Success Stories
Celebrate and share the success stories of employees who have benefited from your menopause support policies. This not only boosts morale but also encourages others to take advantage of these policies.
How To Implement:
- Employee Spotlights: Feature stories of employees who have thrived thanks to menopause support policies in company newsletters and intranet.
- Awards and Recognition: Implement an awards system to recognise departments or individuals who actively promote these initiatives.
Example:
Marks & Spencer regularly highlights employee success stories in their internal communications, boosting morale and promoting a supportive culture.
Final thoughts
There's a LOT to consider and implement here, but supporting employees through menopause isn't just a "nice to have" it's essential for employee retention, morale, and overall company performance.
You want to be THE place to work, attracting the best talent into the best roles ... talent that wants to stay a long time, knowing you've got their back and they yours.
With the right policies and a supportive culture you can significantly reduce menopause attrition and create a thriving, inclusive work environment.
Imagine a workplace where all employees, regardless of age or gender, feel supported enough to bring their best selves to work.
So, what’s next …
Are you ready to take the next step and make a real difference? Why not talk to us …
Thanks for reading!
Lea
