Q. "What about menopause in the workplace?"

Answer:

 Why are we talking about menopause?

• 20% of the entire workforce are women experiencing menopause

• 3 in 5 women experience menopause at the height of their career

• Job performance and retention can be affected by common symptoms such as fatigue, brain fog, and anxiety

• Menopause has had a stigma and usually isn’t discussed in the workplace

  • Often women feel a lack of support, awareness, and sensitivity

  • Menopause policies need to be created/adapted to avoid women feeling like they need to leave their careers due to this new season of life

  • Support can reduce absenteeism, attract and retain senior female talent, and reduce health care costs

 Why should you consider a menopause policy? 

• Provide clarity for employer and employees

• Ensure the health and welfare of your employees

• Raise awareness, create a platform for training, and shift old mindsets

• Protect employees from discrimination and keep valuable talent on your team

• Protect against legal claims that could stem from:

  • Resignations due to lack of support

  • Harassment or bullying

  • Menopause-related absences that might hinder promotions

 How do you write a menopause policy? 

• Start with a statement of intent (which is the well-being of your employees)

• Outline the purpose of the policy

• Include definitions and any legislative provisions (i.e., health, safety, discrimination, etc.)

• List roles and responsibilities

• Reference support and resources available

• Clearly state organizational points of contact

Want to know more? Check out this article from SHRM!