Mission Menopause’s Post

Hey, I have written the attached guidance on Menopause at work, how employers can support employees through this transition.

♀️ Navigating Menopause: Tips to Support Women in the Workplace Menopause can significantly impact women’s professional lives. Persistent symptoms, including hot flashes and sleep disturbances, can disrupt concentration and productivity, leading to decreased job performance, increased absenteeism, and presenteeism. For those experiencing symptoms, effective management involves a holistic approach that considers nutrition, physical activity, mental health, and overall well-being strategies. Learn more in this comprehensive guide: Navigating Menopause. #Menopause #WomenWellbeing #WorkforceWellbeing #InternationalSOS

Helping women thrive in the workplace during perimenopause and menopause. In 2023, the CIPD conducted a “Menopause in Work Employee Experience” survey with over 2,000 women aged 40 to 60.  Here are the key findings:  •       73% of employees surveyed have experienced symptoms related to menopause transition.  •       Over half have been unable to go into work at some point due to symptoms.  •       67% reported common symptoms like mood disturbances, anxiety, depression, memory loss, panic attacks, loss of confidence, and reduced concentration.  •       Two -thirds of women (67%) said menopausal symptoms had a mostly negative effect on them at work.  •       Around one in six people (17%) have considered leaving work due to a lack of support in relation to their menopause symptoms, and a further 6% have left work. To read the full report you find it here:  https://lnkd.in/eiDKJywp Here are some of the things you can do in your organisation to create a more supportive work environment for women to ensure they continue to flourish: •       Holding menopause awareness talks •       Offering workshops & menopause training sessions •       Providing line manager and leader training •       Reviewing HR & occupational health polices Perimenopause & menopause is not just a topic for women to deal with – it affects partners, colleagues, families and the bottom line of organisations. Together we can address it and foster a more supportive workplace. For more information about perimenopause & menopause training and coaching please message me and we can arrange to have a chat. 

Organisations play a crucial role in recognizing the impact of menopause symptoms on the workplace. Supporting women experiencing menopause is essential, with small changes like flexible working transforming working life quality. Employers must offer the same support for menopausal symptoms as for any other health condition. With nearly four million women aged 45-55 in the UK workforce, menopause is relevant in most workplaces, affecting recruitment and retention of valuable talent. Research shows that menopause symptoms negatively impact three in five working women aged 45-55, leading to absences, often unshared with managers. Breaking the taboo around menopause at work is crucial to provide the right support. Creating a menopause-friendly workplace requires a holistic approach, encouraging open, positive, and respectful conversations about menopause. Turners Occupational Health and Well-being Services in partnership with Menopause Experts Group Limited offers support to organizations to create menopause-friendly workplaces. Services include tailored packages, one-on-one coaching, management referrals, and staff training workshops covering various aspects of menopause. Don't hesitate to contact the Turners Team to explore how we can support you in supporting others!

Coping with menopausal symptoms at work can be tough and some women are, understandably, reluctant or even afraid to talk to their employer about it. ⚗️. With around 3.5 million women aged between 15 and 65 years currently in employment in the UK, women now represent nearly a half of the UK labour force. That surely makes menopause mainstream and as important as any other occupational health 🩷. Many women find they are little prepared for the onset of the menopause and are even less equipped to manage its symptoms at work. They tend not to disclose their symptoms to their manager ❤️The majority of women feel they need further advice and support 💙Workplaces and working practices are not designed with menopausal women in mind 🖤 Heavy and painful periods, hot flushes, mood swings, fatigue and poor concentration can pose significant and embarrassing problems for some women, resulting in lowered confidence 🩷Women are often uncomfortable disclosing their symptoms and problems to managers, particularly if they are young or male. 🩵Where women have to take time off coping with menopausal symptoms at work can be tough and some women are, understandably, reluctant or even afraid to talk to their employer about it. 🧡Some women say they have to work extremely hard to overcome their perceived shortcomings due to their menopause 🤦♀️Others consider working part-time, despite the concern about the impact on their career. Some even think about leaving employment altogether. Wouldn’t it be great to see employers providing: ▶️. Training for ALL staff ▶️. Training for Managers ▶️. Support and help for Menopause Champions ▶️. Bespoke Support and coaching for women going through the Menopause ▶️. Provide a concise Menopause Policy ▶️. E learning micro module that is available for all staff 24 hours ▶️. Womens health check with a menopause specialist GP and holistic lifestyle advice THATS WHAT Vitality40plus CAN DO (and more). TO HELP YOUR COMPANY - LARGE & SMALL (special rates for charities, SMEs and associations) 🛑. Drop me a PM and find out more today or hit the link below ⬇️ https://lnkd.in/e5VYH26t

IS IT OKAY TO TALK ABOUT MENOPAUSE AT WORK?    I hope so because I am one of the people going through it! A line manager’s role includes supporting their people with anything affecting their work, which may include the menopause.    Therefore we do need to be able to talk about menopause at work. It might seem like “another difficult conversation” but it’s really just part of a general awareness of your team members’ wellbeing and performance.     And, did you know that October is Menopause Awareness Month, with World Menopause Awareness Day on 18th October? I really like this guide from the CIPD, particularly the advice around having regular informal 121s. It’s so important to make checking-in on how our people are doing a regular, everyday thing.  What would your managers do if a colleague wanted to talk about symptoms of menopause in a 121? Would they be supportive?  Hi Sarah Stones, Toni Hunter, Magalie Cooper MCIPD, Clare Wight what do you suggest to help managers support colleagues who may be experiencing menopause? Please share in the comments. #MenopauseAwarenessMonth #ManagementSkills #WellbeingAtWork #HRProfs 

Understanding Menopause with COYLE HEALTH & WELLBEING Empowering Women in the Workplace Menopause is a natural phase in a woman's life that marks the end of her reproductive years. Recently, I had the privilege of sitting down with Juliet O'Sullivan, a Women's Health expert, to delve deeper into the topic of menopause and explore ways in which women can ease and navigate this transformative experience. It is crucial for both men and women to gain a comprehensive understanding of menopause to provide optimal support and empathy. Menopause brings about hormonal and physiological changes that can significantly impact a woman's physical and emotional well-being. By taking the time to comprehend the challenges women face during this phase, we can create a more supportive and inclusive work environment that honors the diverse needs of our female employees. It is equally important for men to understand the experiences of women going through menopause. By gaining insight into the symptoms and challenges they face, we can be better equipped to support them and demonstrate empathy. This understanding allows us to create a workplace culture that fosters inclusivity, support, and well-being for all employees. In the workplace, many women hold important leadership roles and contribute significantly to the success of organizations. However, menopause is not something that can be switched off or ignored. As business owners and leaders, it is imperative that we recognize the impact of menopause on our female employees and take proactive steps to provide support and accommodations. One way to support women going through menopause is by offering flexible working arrangements. Providing options such as flexible working hours or dedicated spaces for rest and relaxation can alleviate the symptoms and challenges associated with menopause. By implementing these alternative arrangements, we demonstrate our commitment to the well-being and productivity of our female employees. Creating a workplace culture that encourages open communication and support is key to empowering women during their menopausal journey. By fostering an environment where women feel comfortable discussing menopause and accessing necessary resources, we can break the stigma surrounding this topic and provide the support they need. Research shows that organizations that prioritize employee well-being and offer menopause support programs experience improved retention rates and overall employee satisfaction. As business owners and leaders, we have the opportunity to make a positive impact on the lives of our female employees going through menopause. By understanding their experiences and implementing supportive measures, we can create an inclusive and compassionate workplace that values the contributions of all employees. Watch my discussion with Juliet O'Sullivan below. #Menopause #Health #womenshealth

🌟 Navigating Menopause: A Comprehensive Guide to Support Women in the Workplace 🌟 Menopause is a significant life transition that affects women both personally and professionally. As organizations, it’s crucial to recognize the impact of menopause on the workforce and create supportive environments. Let’s delve into the intricacies of this natural phase and explore strategies for navigating it effectively. 🔍 Understanding Menopause: Menopause is highly individual, with diverse experiences. Symptoms can vary widely, impacting individuals physically and mentally. Recognizing these differences is essential for fostering empathy and support. 🏬 Challenges in the Workplace: For women navigating menopause, challenges may arise due to symptoms like hot flashes, mood swings, and fatigue. These can affect productivity, well-being, and confidence. Organizations must acknowledge these struggles and provide tailored solutions. 💡 Strategies for Support: 1. Education and Awareness: Promote understanding about menopause among employees. Training sessions and informational resources can dispel myths and reduce stigma. 2. Flexible Work Arrangements: Offer flexible schedules, remote work options, and breaks to accommodate symptoms. 3. Health and Well-being Programs: Implement wellness initiatives that address physical and mental health during menopause. 4. Open Dialogue: Encourage open conversations. Managers and colleagues should be empathetic listeners and offer support. 5. Policy Review: Evaluate existing policies to ensure they consider menopause-related needs. 🌟 By recognizing the challenges women face in the workplace and implementing supportive policies and practices, organizations can create inclusive environments where women feel valued, respected, heard, and empowered to manage their health and wellbeing effectively. Together, employers and employees can acknowledge menopause while ensuring that women continue to thrive in their professional endeavors. #menopause #inclusivity #empathy #support #policies Read more: https://lnkd.in/epehvDTj

You've been hearing Springboard Consulting talk about about our global solution-based practice for Menopause in the Workplace. Now SHRM has published an article that supports the importance of our work. #menopauseintheworkplace #menopauseatwork #menopause #menopauseawareness #DEI #agediversity #agediscrimination #hotflashes #womenshealthmatters #womenshealth Ivette Lopez Springboard Consulting LLC Contact Springboard to learn more, info@consultspringboard.com.

How do employers comply with the Equality and Human Rights Commission guidance on menopause in the workplace? What legislation exists around menopause? ♿ If menopause symptoms have a long term and substantial impact on the ability to carry out normal day-to-day activities, these symptoms could be considered a disability and employers must make reasonable adjustments under the Equality Act 2010. ♀ Women experiencing menopause symptoms may also be protected from direct and indirect discrimination, as well as harassment and victimisation, on the grounds of age and sex. ⚠ Under health and safety legislation, employers also have a legal obligation to conduct an assessment of their workplace risks. What can employers do? 🤸♀️ Allow flexible working  🏣 Improve in-office ventilation 🥋 Relax uniform policies 🚻 Re-position desks for better toilet access 🕣 Avoid meetings at certain times of the day 🖊 Record menopause absences separately for other absences 🧘♀️ Set aside quiet, calming spaces that can be used to work in or relax ♈ Ensure there is an awareness of menopause and how it can affect different individuals 🤝 Ensure managers are trained to support women going through menopause ✅ Create culture where talking about symptoms is not a taboo Although this may seem like an extra burden on employers the reality is that this will help retain and motivate valuable employees. “One in ten women who worked during the menopause have left their jobs” Fawcett Society research. #menopause #equality #menopauselegislation https://lnkd.in/eVWjFHiS