Creating an Inclusive Workplace: Supporting Colleagues Through Menopause in Local Government

Menopause is a natural phase in a woman's life, yet it often remains a taboo subject in the workplace. As local authority officers and members, it is crucial to foster an inclusive environment where colleagues experiencing menopause feel supported and understood. By promoting open conversations, implementing flexible working arrangements, and providing access to relevant resources and support networks, we can ensure that all employees thrive during this transition. Creating a workplace culture that acknowledges and accommodates the challenges of menopause not only enhances employee wellbeing but also strengthens our commitment to diversity and inclusion.

Menopause is a significant life stage that can impact a woman's physical and emotional wellbeing. By acknowledging and supporting this transition, we create a more inclusive and compassionate workplace where every employee feels valued and understood. It's not just about making adjustments; it's about fostering a culture of empathy and respect.

In the UK, approximately 7,123 women enter menopause each day, and it is projected that around 1.1 billion women globally will be postmenopausal this year. Menopause typically occurs between the ages of 45 and 55, coinciding with a period when many women are at the height of their careers. Despite the increasing number of women in the workforce, menopause remains a taboo topic, often misunderstood and surrounded by stigma.

In truth, nearly every woman will experience menopause. It involves much more than just hot flushes and mood swings. There are over 40 symptoms, including brain fog, insomnia, anxiety, depression, joint pain, and many others. Among women undergoing this unavoidable life stage, 85% report experiencing symptoms of varying types and severity, lasting on average between 7 to 10 years.

What is the impact on women’s careers

Perimenopause and menopause can profoundly affect women's professional lives. Up to 20% of women endure severe symptoms that hinder their work performance. Recent data from CIPD reveals that 64% of women reported their menopause symptoms had a predominantly negative impact on their work, with over half (53%) indicating they had missed work due to these symptoms. The most troubling symptoms for menopausal women at work were difficulty concentrating (79%) and heightened stress levels (68%).

Local authorities who proactively address this issue will see clear benefits:

• Retention of talent: The loss of skilled, experienced women due to unmanaged menopause symptoms results in a talent drain that is challenging to replace.  

• Increased productivity: Implementing reasonable adjustments, such as flexible hours, hybrid working, or access to quiet spaces, can significantly enhance women's productivity and reduce absenteeism.

• Improved employee engagement: Providing support for perimenopause and menopause cultivates a culture of care, leading to higher employee engagement and loyalty.

• Diversity, equity, and inclusion: Companies dedicated to gender diversity and inclusion must address menopause. Tackling it directly is essential for supporting women's health and long-term career progression.

Legislative compliance: The UK recognises menopause as a workplace issue under equality law. Neglecting this issue could expose businesses to legal risks related to discrimination based on age, gender, or disability, or failure to make reasonable accommodations. The recent Employment Rights Bill introduces additional regulations for employers.

The Employment Rights Bill and Menopause

The UK’s Employment Rights Bill, introduced to Parliament on 10 October 2024, represents a significant step in modernising workplace legislation and enhancing inclusivity. One of its most innovative aspects is its specific focus on menopause in the workplace. Under 'Prioritise fairness, equality and wellbeing of workers,' it recommends introducing Equality Action Plans to address gender pay gap issues and support employees experiencing menopause.

Acknowledging the challenges menopause can pose for women in their professional lives, the Bill requires large employers to develop actionable support plans for menopausal employees. These plans tackle workplace issues related to menopause, including flexible working options, improved temperature control in workspaces, and accessible support systems.

The Bill marks an important recognition of the impact menopause has on many employees and sets the foundation for a more inclusive workplace culture. While this new legislation provides a framework, the true measure will be how sincerely employers engage with these changes to implement meaningful support for women.

What do local authorities need to do?

If you are serious about wanting to provide a robust response and create an environment that is inclusive and allows women the opportunity to thrive, then please explore utilising the following strategies to develop your workplace. It is important this is featured in both the strategies for supporting officers and members. No one should be forgotten and not be provided with appropriate support.

Develop strong Alliances with Males and Other Employees

Menopause is not just an issue for women, it is imperative that all male and other employees understand not only the impact of menopause, but what they can be doing to be an ally. However, we can only create allies by embracing open communication on this subject to break down barriers. It is also important to recognise the positive steps the allies are taking to encourage and reinforce the positive behavioural change. Small things, such as directly thanking a member of staff who has been an ally, with specific feedback, can be powerful not just for that individual but also to those that witness it. Gratitude is the glue that can hold behavioural change together over the long term.

Encourage open communication

Foster a workplace culture where employees feel at ease discussing menopause. By normalising these conversations, we can reduce stigma and make it easier for those affected to seek support without fear of judgment. Achieving this involves raising awareness and educating staff, encouraging open dialogue, providing confidential support, and regularly directing employees to available resources.

Open communication is the cornerstone of breaking down barriers in the workplace. By fostering an environment where employees feel safe to share their experiences and challenges, we not only reduce stigma but also build a culture of trust and support. This openness paves the way for greater understanding, collaboration, and inclusivity, benefiting everyone in the organisation.

Policies need to be menopause friendly

Look at your policies and ensure that they are as inclusive and menopause friendly as possible. For example working arrangements, flexible working, access to cooler and quieter workspaces. Work with your facilities team to explore what work place adjustments can be made to make the working environment more comfortable and ensure then that you communicate what you have done and the intended outcomes, to show all staff how seriously you are about making the workplace an environment that is comfortable to those currently going through the menopause.

Senior Leaders must get behind the initiatives.

The Leader, Chief Executive and senior members and officers need to be visibly seen offering support to the program. It is not just enough to say the right things, senior individuals must embody themselves the actions they are looking to see from their organisation.

Education, education, education!

Education is the foundation upon which we build a better future. By prioritising continuous learning and development, we equip individuals with the knowledge and skills needed to drive positive change. Education empowers us to challenge the status quo, embrace new perspectives, and foster a culture of growth and innovation. It's through education that we can truly transform behaviours and create lasting impact.

We have to invest into training and education of our staff, but particularly our managers to ensure that they have the skills and are comfortable in providing the agile support required to their colleagues and teams. We cannot expect to imbed positive changes without proper time and funding being invested.

Fetch me your champion.

Like with mental health first champions, it is highly advisable to have menopause champions.  These individuals, provide a consistent voice and a clearly signposted support system for staff. Please ensure those in these positions are adequately trained, supported and also are themselves represent the diversity of those within the organisation, so as to maximise the engagement with the champions from all members of the local authority.

Manage risks properly.

Local authorities need to ensure that they follow a proper risk assessment process, this is not only to protect the individual but also the authority as an employer. By taking the time to create a detailed risk assessment you create clarity and remove any ambiguity from the way that this is approached from a managing risk perspective.

Track your data, retain curiosity and keep improving.

We all know that the new obsession not just in local government, but throughout the world is data.

Data is the lifeblood of improvement. By harnessing the power of data, we gain valuable insights that drive informed decision-making and strategic actions. It enables us to identify trends, measure progress, and uncover opportunities for growth. In essence, data empowers us to continuously refine our processes, enhance performance, and achieve excellence.

Before you begin sit down with a working group and your menopause champions and decide which metrics you are going to be tracking, be sure to ask yourself and confirm why those specific metrics and then ensure you solidify when you are going to review the data. You have to create accountability to sticking to this plan. Retain curiosity around what is working and why. Experiment with new tactics, but you have to ensure a laser focus on the data so you know whether there is an improvement based on the new tactics.

Local authorities cannot afford, nor should they ignore menopause. Addressing this issue is not only morally right but essential for the effective functioning of the organisation. Failure to support colleagues going through menopause can lead to significant talent loss, decreased productivity, and lower employee engagement. The points outlined above are just a starting point. We wish you the best of luck in creating inclusive workplaces at your local authority, where every employee feels valued and supported.

This blog post was sponsored by RPNA, who help local authorities to deliver projects and implement changes efficiently. They offer expertise in areas like leadership, wellbeing, technology, and commercial acumen, ensuring excellent value for money and meeting key priorities.