Health Action Alliance’s Post

Many women are retiring at 54, not due to illness but because of workplace stress and a lack of support during menopause. This is why workplaces must address these issues to retain experienced talent and promote a healthier, happier work environment. Read more about this important topic in the Sydney Morning Herald: Why are women retiring at 54? It's not because we're sick. #WorkplaceWellness #EmployeeRetention #MenopauseSupport #Career #HR

FINDING IT DIFFICULT TO ATTRACT TALENT? I suggest a more proactive approach. Why not try and retain the talent you already have? We know that 1 in 10 women think of leaving the workplace during menopause and 1 in 4 do. In reality, this is conservative estimate. Did you know that it costs £30k to replace a colleague when they leave your workplace? This includes hiring, induction and upskilling. This doesn't account for the wisdom, experience and institutional knowledge they take with them. This is lost forever. How many women, trans men and non-binary colleagues, do you have in your workplace between the age of 40 and retirement age? Can you afford to lose them? Would you be able to attract such brilliant colleagues in this hiring climate? If you have 360 women in your workplace who fall into this demographic, there is a possibility that 90 are considering exiting the workplace. That is a potential risk to the business of £2.7million. Without providing awareness and support this will translate into a cost of £1.08 million. Staggering isn't it? By investing a fraction of that amount you can: ✅ Retain amazing colleagues ✅ Build a supportive culture where colleagues feel engaged, valued, and supported ✅ Enable colleagues to advance and provide vital role models for the future At Thrive we know that investing a modest amount in menopause awareness is a BRILLIANT investment. It's about future proofing your organisation. Want to find out more about our menopause awareness programs for your leaders? If so, DM me today! #menopauseawareness #menopauseintheworkplace #menopausematters #talentretention #diversityandinclusion

FINDING IT DIFFICULT TO ATTRACT TALENT? I suggest a more proactive approach. Why not try and retain the talent you already have? We know that 1 in 10 women think of leaving the workplace during menopause and 1 in 4 do. In reality, this is conservative estimate. Did you know that it costs £30k to replace a colleague when they leave your workplace? This includes hiring, induction and upskilling. This doesn't account for the wisdom, experience and institutional knowledge they take with them. This is lost forever. How many women, trans men and non-binary colleagues, do you have in your workplace between the age of 40 and retirement age? Can you afford to lose them? Would you be able to attract such brilliant colleagues in this hiring climate? If you have 360 women in your workplace who fall into this demographic, there is a possibility that 90 are considering exiting the workplace. That is a potential risk to the business of £2.7million. Without providing awareness and support this will translate into a cost of £1.08 million. Staggering isn't it? By investing a fraction of that amount you can: ✅ Retain amazing colleagues ✅ Build a supportive culture where colleagues feel engaged, valued, and supported ✅ Enable colleagues to advance and provide vital role models for the future At Thrive we know that investing a modest amount in menopause awareness is a BRILLIANT investment. It's about future proofing your organisation. Want to find out more about our menopause awareness programs for your leaders? If so, DM me today! #menopauseawareness #menopauseintheworkplace #menopausematters #talentretention #diversityandinclusion

🌟 Embrace the Power of Age-Inclusive Leadership! 🌟 Are you ready to transform your workplace into a hub of inclusivity and understanding? Join us for Age Scotland's insightful Line Manager Workshops for just £49 (+VAT) per place! In today’s diverse workforce, it’s crucial to embrace all age groups and foster an environment where everyone thrives. Our workshops cover essential topics including: 🧠 Age Inclusion – Learn how to leverage the strengths of a multi-generational team. 💡 Dementia Awareness – Gain insights into supporting colleagues and customers living with dementia. 🔍 Immersive Unconscious Bias – Discover how biases can shape our decisions and how to combat them effectively. 🌸 Menopause at Work – Understand how to create supportive policies and environments for those experiencing menopause. Don’t miss this opportunity to equip yourself and your team with the knowledge and skills to enhance workplace dynamics. Together, we can create more inclusive, understanding workplaces! 📅 Book your place now and lead the change! age.scot/openworkshops #AgeInclusion #WorkplaceWellbeing #DiversityAndInclusion #LineManagers #ProfessionalDevelopment #AgeScotland

📢 Employers, it's time to meet the needs of your millennial workforce. The avocado toast generation is entering perimenopause—a phenomenon known as “millenopause”—and they’re looking for benefits that support their health and family planning. Here’s why it matters: 🥑 Perimenopause begins in the mid-30s to 40s, impacting health and productivity, with menopause-related global productivity losses topping $150 billion per year. 🥑 42% of millennials view their employer’s healthcare benefits as a positive factor in their choice to work there. 🥑 Millennials value diversity, inclusion, and wellness in their benefits. Stand out by offering menopause support that prioritizes the whole person—and their whole journey. Learn more about how support for perimenopause and menopause can help attract and retain talent in your workplace: https://bit.ly/4buygLK

Policy Brief on Age Management: #Ergonomic aspects and health interventions for older workers. COST Action IS1409 https://buff.ly/3I7qYim #olderworkers #agemanagement #HR #labormarket #employment

Policy Brief on Age Management: #Ergonomic aspects and health interventions for older workers. COST Action IS1409 https://buff.ly/3I7qYim #olderworkers #agemanagement #HR #labormarket #employment

My Catalyst Inc. colleague Lucy Kallin crafted a compelling opinion essay about gendered ageism in the workplace. Lucy writes that "nearly one-third of women workers anticipate leaving their jobs before retirement age, not by choice, but due to health or wellbeing issues." Organizations that fail to retain the talent of women as they age do so at their own peril. Lucy highlights tangible ways organizations can become employers of choice for older workers and highlights organizations that are leading the way. #Ageism #GenderedAgeism #FlexibleWork #Wellbeing #Menopause #Upskilling #Talent Click here for the full essay ⬇️

Addressing Menopause in the Workplace: Act Now. Menopause is a significant phase in many employees' lives, affecting their well-being and performance at work. Statistics from the department of work and pensions demonstrate that the fastest growing working demographic is menopausal women. So it's essential more essential now to proactively address this issue to foster a supportive and inclusive workplace. Don't wait until Menopause Day to take action—start today! Implementing menopause-friendly policies can lead to a more understanding and accommodating work environment. This includes providing flexible working hours, access to menopause-related healthcare, and creating a culture where employees feel comfortable discussing their needs. To support you on this journey, Menomates offers tailored solutions and expert guidance. From educational workshops to personalised support plans, we're here to help you create a menopause-inclusive workplace. Get in touch with us to learn more. Let's make a difference together. #MenopauseAwareness #InclusiveWorkplace #HRSupport #Menomates #EmployeeWellbeing #SupportYourStaff #ProactiveHR #MenopauseMatters

As the workforce evolves, so do employee expectations. MetLife's recent Employee Benefit Trends Study highlights a key insight: Over half of employees, particularly Gen Z—the future powerhouse of our workplaces—seek personalized benefit recommendations. In the era of unprecedented personalization, one-size-fits-all benefits communication falls short. The study reveals a significant 63% of Gen Z employees feel disconnected from conventional benefits communications, emphasizing the need for tailored, relevant recommendations. At WIN, we recognize the pivotal role of benefits in family-building and well-being decisions. The study underscores the importance of adapting benefits education to different life stages. From pre-conception, fertility, and non-traditional paths to parenthood, to parenting support for Millennials, caregiving benefits for Gen Xers, and healthy aging support for those navigating menopause and andropause—WIN offers family solutions for every stage of life. The challenge? How can employers bridge the gap between benefits education and utilization, especially for the least experienced generation in the workforce? Discover how WIN can help customize a strategy that meets the needs of your diverse workforce—and increase awareness for the support at your employees' fingertips: https://bit.ly/47ZQJyI. #WorkplaceBenefits #EmployeeWellbeing #FutureOfWork #FamilyBuildingBenefits #FertilitySupport #HealthyAging