21 Aug Supporting women’s health at work
Imagine if men experienced periods—would businesses be more proactive in supporting them during their toughest days? It’s an interesting thought. I’m not here to criticise men, but it’s important to acknowledge that “that time of the month” can be incredibly challenging for some women. Yet, society has often expected them to soldier on and carry on as usual. But it’s time for us to question whether we’re truly taking women’s health issues as seriously as we should be and start supporting women’s health.
Paid Menopause Leave and Talent Retention:
Did you know that 55% of Brits support the idea of businesses offering paid menopause leave? It’s a small change that can make a big difference in helping women navigate a difficult phase of their lives. By ignoring issues like these, we’re not just neglecting the well-being of our employees, but also losing out on valuable talent. Shockingly, one in ten women leaves the workforce due to menopause symptoms. Considering that women over 50 are the fastest-growing segment in the workforce, it’s clear that we have a lot to lose if we don’t address this issue.
Taking Action in Your Business:
Whilst the UK government may have rejected proposals to make menopause a protected characteristic or implement menopause leave, it doesn’t mean your business can’t take its own steps to support employees dealing with menopause or menstruation-related issues. Consider implementing reasonable adjustments that can make a significant impact. This may include offering flexible working hours, adapting uniforms to accommodate comfort, or creating cooler working environments.
Introduce a Menopause Leave Plan:
To demonstrate your commitment to your dedicated employees and retain valuable talent, you could even introduce your own menopause leave plan. This step not only shows support and understanding, but also sends a powerful message about your company culture and values.
Listening to Your Employees:
The best way to understand what menopausal or menstruating employees need most from you is simple—ask them! Create opportunities for open dialogue, such as holding focus groups, conducting one-on-one conversations, or even providing an anonymous suggestion box. By actively seeking input, you can gain valuable insights into the specific challenges your employees face and explore ways to address them effectively.
Supporting women’s health:
If you’re unsure where to start or need guidance on implementing supportive measures for women’s health at work, I’m here to help. Reach out to me, and let’s have a conversation about how we can create a more inclusive and supportive environment for all employees.
It’s time to have an honest conversation about supporting women’s health in the workplace. By taking steps to address the unique challenges faced by menopausal and menstruating employees, we not only prioritise their well-being, but also foster a more inclusive and supportive work environment. Let’s listen to their needs, make reasonable adjustments, and consider implementing a menopause leave plan. Together, we can create positive change and ensure that women feel valued and supported in their professional lives. Don’t hesitate to get in touch if you need assistance or guidance along the way.
If you need guidance or support with supporting women’s health, please contact us or give us a call on 01386 751740.