Menopause for Thought.
The Equality and Human Rights Commission (EHRC) has recently announced that they will be launching new guidance for employers to help them look after those members of staff who may be struggling with the menopause. The point of raising the profile of the menopause in particular (as distinct from any other condition that may affect an individual’s health, happiness and ability to work) is, quite simply, that we have all, for far too long, been far too coy to even talk about it. But social change – or, at least, the desire for social change – and equality of opportunity for women, can only happen if this often debilitating life-stage is acknowledged as real and important.
We don’t need to write policies about the menopause any more than we need to write policies about the multitude of health conditions that can knock us for six in the course of our lifetimes. What we do need, though, as employers, is to empower the female talent in our businesses by recognising that the menopause is a ‘thing’ and, for some, it’s a ‘very tough thing’.
The EHRC points out that employers who proactively support their employees through the dark days of the menopause enjoy, in return, the benefit of retention. They keep all the skills, knowledge and experience of those members of staff who, before the hormone tsunami hit, had been valued colleagues and, just as importantly, knew that they were valued colleagues. It makes perfect sense that providing some wellbeing and absence concessions for these women (in the same way that we provide wellbeing and absence concessions in maternity) overtly acknowledges this value and ensures that it is protected.
We’re not convinced that mainstream media really understands all of this. And HR voices on social media don’t seem to understand it either. Talking about the menopause is not a spring from which gender and sexual politics need to be aired, and women are not liberated at all if they are simply given a platform from which to complain about their suffering. It is essential that businesses think progressively about this subject, and in practical terms. What can we do to help? How can we give our staff confidence? How can we keep them close?
Aligned to this, we’re delighted by the response of the healthcare sector to the EHCR’s ‘cri de coeur’. Our clients with Private Medical Insurance with AXA Health for example, will know that their menopause service has now been extended to all members. It was originally launched as an opt-in for corporate clients and is now available to SME members and individual customers. If members are experiencing symptoms that cannot be resolved through their own GP, access to specialist menopause consultants is available as well as a 24/7 phone line plus information and wellbeing support from nurses and counsellors.
It sounds like a little thing, and might pass you by if you’ve never had a hot flush. But this kind of little thing, for a talented, competent, valuable woman ‘d’un certain age’ … will be music to the ears. Just add some flexible working and a kind, listening ear … and you’ve got a full blown concerto. And they’ll want to stay with you to hear the full performance.