Why firms should focus on menopause and menstruation policies

To mark International Women’s Day, which takes place tomorrow, Daniella Pye, associate director at professional services recruitment specialist Sellick Partnership, has shared her thoughts on what workplaces need to focus on going forward.

Here, in her own words, Daniella explains why a particular focus for employers should be around policies on the menopause and menstruation.

“For years we have been working towards a gender equal world, free of bias, stereotypes, and discrimination, particularly within the workplace.

Despite moving towards a world with fairer working conditions, we have remained relatively silent about the key – and unavoidable – challenges that women face at work every day when it comes to menopause and menstruation.

But this is changing, and in recent years we have witnessed a much-welcomed step towards workplace gender equity, where employers do more to support people that experience menopause and menstruation: to ensure they continue to thrive professionally and excel in their careers.

There’s no denying that positive steps have been made but we still have a long way to go.

Recent figures from the Equality and Human Rights Commission have shown that one in 10 women surveyed that have worked during the menopause have left their jobs due to the symptoms they experienced.

A further two-thirds of working women between 40 and 60, with experience of menopausal symptoms, said they have had a mostly negative impact on them at work.

And, worryingly, very few workers request workplace adjustments during this time, often citing concerns about potential reactions.

When it comes to menstruation, the impact is just as apparent, with CIPD estimating that more than half (53%) of the menstruating workforce have been unable to go into work at some point because of their symptoms.

It is believed that around 49% of people never tell their manager that their absence is related to their menstrual cycle, stating that they felt the problem would be trivialised, or they would feel embarrassed.

While these statistics are high, it has been reported that only 24% of organisations have a menopause policy in place, a percentage that drops to 12% for menstruation policies.

While these issues are being highlighted more than ever before, this International Women’s Day, we must advocate for businesses to prioritise menopause and menstruation policies.

These will help support the wellbeing and productivity of all employees, create a better workplace environment and prevent the general workforce from losing vital talent.

But the stigma and lack of understanding surrounding these topics often result in challenges for women.

Menstruation and menopause have long been shrouded in silence, especially within professional settings.

Yet, the impact of ignoring the realities reverberates through every workplace.

We need to ensure that policies implemented are impactful, with each employee understanding their value.

In spite of progressive aims, it’s crucial that these policies don’t lead to an increase in discrimination or negative attitudes and instead destigmatise discussions around menopause and menstruation in the workplace.

The ‘why’ is simple yet profound: it’s about dignity, equity, and unlocking the full potential – not just of women but of every individual in the workforce.

Now is the time for businesses to recognise the power of policies that address menstruation and menopause.

While implementing formal policies to support women through these experiences is ideal, not all employers may be in a position to do so immediately.

However, there are so many small yet meaningful actions that employers can take to create a more supportive environment for women navigating menopause and menstruation in the workplace.

Opening the dialogue and normalising discussions around these topics to make women feel more comfortable seeking support.

Allowing flexible working or remote work options to accommodate fluctuations in energy levels or discomfort experienced.

Making adjustments to thermostat settings, providing access to fans, and offering menstrual products in bathrooms.

Delivering or providing access to educational materials to help raise awareness among all employees – whether they have first-hand experience or not.

Promote wellbeing initiatives such as meditation and yoga and encourage self-care for women to prioritise their wellbeing during menopause and menstruation.

By taking these small yet impactful steps, employers can create a more inclusive and supportive workplace environment for women.

While formal policies may take time to develop and implement, these actions demonstrate a positive commitment to supporting the wellbeing and success of all employees.

This is all about empowering genuine change, it’s a matter of business strategy and sustainability.

Creating workplaces where women feel heard, understood and valued for their contributions – and not despite their biology, but because of it.

On International Women’s Day 2024 the theme is inspire inclusion, which provides us with such a perfect opportunity to call for action in prioritising menopause and menstruation.

Let’s create workplaces that not only celebrate diversity but actively champion the wellbeing and success of all employees.”