Menopause Training for Businesses
Helping businesses to become menopause friendly through menopause training and policy support so that they can retain valuable female talent and ensure best practice and legal compliance.
The average age for women to experience menopause is approximately 51. However, menopausal symptoms can begin several years earlier, known as the perimenopause. It is also important to note that some women may experience menopause earlier due to surgical procedures or health issues.
With women over the age of 50 as the fastest growing workforce demographic, it’s vital that employers encourage open discussions to ensure they get the right support. Promoting inclusivity around menopause, where nobody feels afraid or embarrassed to discuss it, contributes to creating a workplace where employees have the confidence to seek assistance and support when necessary.
Providing menopause awareness and education helps to reduce stigma and misconceptions, fostering empathy and understanding among colleagues and managers. This not only enhances the mental and physical health of employees experiencing menopause but also ensures that they continue to contribute to the workforce.
Business Benefits
- Demonstrate your commitment as a caring and forward-thinking employer
- Foster an open and inclusive culture where conversations about menopause are normalised
- Retain valuable female talent
- Reduce absence and sickness levels
- Enhance employee productivity
- Save time and money on recruiting and training new staff
- A menopause-friendly workplace can be appealing and attract new staff
- Mitigate the risk of employee relations issues
- Complying with best practice will help you avoid potential tribunal claims and position your organisation favourably for when menopause law becomes regulated
Get the menopause conversation started
Keep the menopause conversation going
Share the menopause conversations
Are you ready to support your staff to become menopause compliant?
We have recently worked with Jo Pontikos to begin our work around the Menopause conversation in the workplace.
Jo worked closely with us to identify our need and how best to approach and structure the discussion for our teams.
Jo attended an initial meeting with our Head of Departments to introduce the conversation and to enable openness and understanding at a leadership level. This was followed by open group sessions for all staff to attend with the opportunity for 121 time with Jo.
The sessions were received very positively with an appreciation of the willingness and openness to learn and understand the challenges faced by many. Jo’s style is always warm, open, understanding and supportive and she would encourage a relaxed environment where participants felt comfortable to share their own experiences and challenges.
For us this is the start of the conversation, and we hope to continue this work on an ongoing basis to further support our teams.