Making a Menopause Policy Work: A Vital Conversation with Caryn Clarke

In today's workplace, a crucial but often overlooked topic is menopause. My recent conversation with Caryn Clarke, a Licensed Menopause Champion & Advocate, brought to light the profound impact menopause has on the workforce and why it's essential for employers to take proactive steps. Caryn, with her expertise and passion, shared invaluable insights that I believe every employer should heed.

The Reality of Menopause in the Workplace

Menopause isn't just a personal issue; it's a workplace concern. Currently, over 13 million women in the UK are experiencing menopause, which represents nearly one-third of all working women. Caryn emphasised that menopause can significantly affect employees' daily lives, impacting their performance and attendance. Symptoms range from mild irritations to debilitating conditions, affecting both physical and mental health.

Why Should Employers Care?

Menopausal women are a vital part of our workforce. They bring a wealth of experience, knowledge, and industry expertise. Ignoring their needs doesn't just hurt these women; it harms the entire business. "Employers have both an opportunity and an obligation," Caryn remarked, highlighting the importance of creating supportive work environments for menopausal women.

The Business Case for Menopause Support

1. Promoting Wellbeing & Equality: Acknowledging menopause and its symptoms fosters a culture of inclusivity and health.

2. Enhancing Employee Retention: Menopausal symptoms have led 1 in 10 women to leave their jobs. Addressing these issues can significantly reduce turnover.

3. Boosting Performance & Productivity: Most women report that menopause negatively affects their work. Simple accommodations can make a world of difference.

4. Cutting Recruitment Costs: Losing experienced employees is costly. Support for menopausal women can mitigate this loss.

5. Reducing Absenteeism: Many women take sick leave due to menopause, often without disclosing the real reason. A supportive environment can decrease this tendency.

6. Legal Implications: With increasing awareness and legal cases around menopause, companies must act to avoid potential legal and financial repercussions.

What Can Employers Do?

1. Initiate the Conversation: Appoint a Menopause Champion to support and raise awareness.

2. Conduct Anonymous Surveys: Understand employee concerns and needs.

3. Provide Practical Support: Simple adjustments can make a significant difference.

4. Educate Senior Leadership: Use statistics to underscore the impact of menopause on business.

5. Train Managers: Equip line managers with knowledge and tools to support their teams.

6. Develop a Menopause Policy: A comprehensive policy can guide the employer’s approach to menopause.

Embracing Menopause Positively

Caryn's message is clear: Menopause should not be feared but embraced as a natural phase of life. It's time for employers to get "Meno-Positive" and support their employees through this transition.

For more insights on making menopause work in your business, speak to an expert from OES. Caryn from Edge Health can be reached at caryn@theedgehealth.co.uk