New research has revealed that workplaces still have some way to go in their commitment to include women – particularly as they age – and better support them through the menopause. In fact, almost most two-thirds of FTSE 100 companies (60%) have failed to publish menopause support policies, according to new research released by diversity consultancy INvolve.
The lack of support for those going through menopause can lead to disengagement from their work, struggling to fulfil responsibilities, and can lead to some leaving the workplace entirely. Given that women generally reach menopause in their early 50s – which can be a key period in their career as they strive for leadership roles – a failure to address their needs effectively puts their career development at risk, the research found.
MENOPAUSE AT WORK
Countless pledges have been made to recruit women to boards and leadership positions in recent years. If companies are to attract these women, it is increasingly crucial that they openly demonstrate their commitment to active inclusion. This includes creating, implementing, and publicising policies that will support them as they age, noted the research.
While a cross-party group of MPs has urged the Government to mandate employers to provide reasonable adjustments for employees going through menopause, and despite menopause-related discrimination in the workplace being widely reported, no such mandate has materialised yet. The continued silence around the menopause, coupled with little transparency into the support that is available – if any – perpetuates the stigma regarding how the menopause may affect them in the workplace.
SUPPORTING WOMEN AT WORK
The research shows that companies need to work harder to drive the diversity and inclusion agenda forward, said Suki Sandhu OBE, Founder and CEO of INvolve. “The vast majority of women – over half of our population – will at some point go through menopause. If companies are serious about the inclusion of women, particularly in senior leadership roles, menopause support simply can’t be overlooked any longer. The fact is, women who are supported at work stay at work,” highlighted Sandhu. “While there remains no legal duty for employers to put these policies in place, it can’t be denied that it’s the right thing to do for all parties.”
The fact that nearly two-thirds of FTSE 100 companies have not put policies in place and made them public “is not good enough”, added Sandhu. “It does also beg the question – if the level of support in some of the biggest corporations is this poor, what does the support look like in smaller companies across the UK? The FTSE 100 should be providing the very best workplace environments for all of their employees, setting the bar and leading by example for every other business in the UK. It’s high time that they step up, implement robust menopause support policies, and ensure they are visible to all. It’s vital that they do the right thing and do it publicly.”
MENOPAUSE CHAMPIONS
This research comes as INvolve releases its annual Heroes Women Role Model Lists, which showcase leaders who are championing women in business. With an incredible 48 countries represented this year, these lists celebrate the global work being done to create equitable workplaces for women. Leaders on the list have also voiced their concerns over the lack of corporate support for women; and publishing menopause support policies.
Danielle Harmer, Chief People Officer at Aviva (and one of the 100 Women Executives Heroes Role Models for 2022), believes that “every organisation can help break the taboo around menopause”. “It’s not just an issue for women – it impacts everyone. There are a few simple, practical things all businesses can do. Find role models – not just women – to share stories. Create spaces for people to share experiences and support each other. Partner with an organisation that specialises in menopause support. And finally, educate leaders,” shared Harmer. “What businesses do doesn’t have to cost the earth. The most important thing is open, stigma free, communications and caring, pragmatic support.”
As the menopause is slowly becoming more talked about in the press and on TV, “it’s essential that businesses continue that conversation,” stated Sandra Arnold, Regional Head of Learning at GroupM UK & EMEA; and also one of the 100 Women Executives Heroes Role Models for 2022. “There are lots of ways an employer can empower their people to feel comfortable and knowledgeable about the subject.
Having a menopause policy should be standard, alongside other simple things, added Arnold. “For example, like creating menopause guides; organising lunch and learn events; encouraging a menopause champions network or Employee Resource Group. Almost everyone has a mum, sister, auntie or friend who will experience the menopause at some point. So it’s not just a business essential, it’s a life essential.”
RELATED ARTICLES
One in every five women has left or considered leaving a job because of menopause symptoms, according to a new study. Click here to continue reading.
It’s time to smash the taboo topic of menopause, says Accenture UK’s Sarah Garton. Click here to read more.
Around 25% of women in financial services who are going through the menopause are considering leaving the industry, according to a recent report
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