Women in the Workplace

Menopause in the UK Workplace: A Vital Conversation for Inclusivity-Minded Employers

Menopause, often considered a private matter, is increasingly becoming a critical workplace issue in the UK. As a company dedicated to designing workspaces that are pleasing to all of our clients as well as the environment, we organised a small gathering of industry professionals to discuss what can be a sensitive topic and what they are doing to support this segment of our workforce from a design and a human resources perspective.

Understanding the Impact

The topic of ​“menopause can affect the entire office” came up many times during our get-together. It’s not merely a women’s health matter; it’s a workforce issue that affects individuals, productivity, and workplace culture.

Women are also staying in work for longer; in 1986 the average age of labour market exit was 60; by 2020 it had increased to 64. Women in this age group are often highly skilled and experienced, typically at the peak of their careers, and are role models for younger workers, However, we also are seeing many of these women feeling forced to retire because of menopausal symptoms.

Worryingly, a quarter of staff have considered leaving work due to these symptoms. It’s vital for employers to acknowledge and support them during this transition.

Creating a Supportive Environment

So, what can workplaces do? The most important thing is to talk about it. Our discussion brought up some very good points to consider to promote a more inclusive workspace.

Open Communication

Encourage open and supportive conversations about menopause. Ensure that employees feel comfortable discussing their needs and challenges.

What is most important for companies who are looking to roll out a policy or strategy around menopause; the first step is really bringing onboard their line managers and getting some training in place, so that managers really understand menopause and menopause symptoms, and how it can really impact the work and the individual.

Flexible Working

Offer flexible working arrangements to accommodate menopause symptoms such as remote working. Being flexible could also include understanding when a walk and some fresh air are needed.

Amenities

Simple things like providing cold drinking water, placing lockers near to WCs and showers, providing sanitary products in WCs as well as adjustable temperature controls. During menopause and perimenopause it is common for a woman to skip or have irregular periods. This can lead to an unexpected and potentially embarrassing situation at the office.

Designing to Accommodate

When considering the layout of an office, designing a relaxing space where one could take some quiet time away from distractions, or to regain composure would be incredibly comforting to a woman experiencing menopausal symptoms. Some of the symptoms could be hot or cold flashes, or a drastic change of mood.

Women can go there and take ten minutes, but these spaces should be really designed for everybody to use, so you are not segregating women, and making them feel different.

Awareness Training

Train managers and staff about menopause to foster understanding and empathy. Women during this time of life often loose some confidence in themselves as their bodies change. Some physical symptoms are a slower metabolism, so possible weight gain, or dry skin or thinning hair. It is also important to be aware that often women are having difficulty sleeping and are dealing with memory and mood changes. Empathy and understanding from a manager can go a long way.

Wellness Programmes

Implement wellness programmes that focus on physical and mental health. These programmes can include exercise classes, mindfulness sessions, and access to counseling services.

Reducing Employee Turnover

When employees receive the support they need during menopause, they are more likely to remain with the company, reducing turnover and keeping a valuable part of the workforce.

Conclusion

Menopause in the UK workplace is indeed company-wide issue. By addressing it openly, offering support, and implementing wellness programs, businesses can create a more inclusive, sustainable, and efficient work environment.

Special thanks to our contributors:

Simah Aslam, Workplace Design Manager, Abrdn

Hazel Houliston, Senior Design Manager, Natwest

Leigh Fyffe, Head of Estates & Facilities Transformation, Royal London

Laura Wiegratz, HR Director, Gravitate HR

Morag Dearsley, Design Associate, Form Design Consultants