The Importance of Allies when striving to improve menopausal support in work
- pauseandempower
- Apr 1
- 4 min read
Menopause is a natural phase in a woman's life, yet it often remains a silent subject in professional environments. As a Career Coach for Pause and Empower Coaching Service, I had the privilege of hosting a session on menopause and allyship at Co-Op's International Women's Day event on 5th March, alongside Anita Powell, founder of the Menopause Alliance in Bedford. Witnessing a prominent corporate organisation prioritise education on becoming allies for diverse groups, including menopausal women, was truly enlightening. This experience underscored the vital role of workplace allies in enhancing support for menopausal employees.
Understanding Menopause and Its Workplace Impact
Menopause typically occurs between the ages of 45 and 55 and can bring about symptoms such as hot flushes, mood swings, memory issues, and fatigue. These symptoms can significantly affect a woman's performance and well-being at work. Despite its prevalence, menopause often remains a taboo subject, leading many women to suffer in silence. According to the British Medical Association, providing workplace support for menopausal employees is crucial for their well-being and productivity (BMA, 2023).
A lack of awareness about menopause in professional environments can result in women feeling isolated, embarrassed, or even compelled to leave their jobs. Research from the Fawcett Society found that one in ten women has left work due to menopause symptoms, while many others reduce their working hours or pass up promotions (Fawcett Society, 2023). These statistics highlight the urgent need for better education and support structures in the workplace.
The Role of Allies in the Workplace
Allies—colleagues and leaders who actively support menopausal employees—play a crucial role in fostering an inclusive and understanding work environment. By educating themselves about menopause, initiating open conversations, and advocating for supportive policies, allies help normalise discussions and reduce stigma.
The University of Bath emphasises the importance of male allyship in menopause, encouraging men to support their colleagues, partners, and friends during this transition (University of Bath, 2023). When men and younger colleagues understand menopause, the workplace becomes a more inclusive environment where individuals feel comfortable seeking support without fear of judgement or discrimination.
Allies can also serve as advocates for change within organisations. By recognising the challenges menopausal employees face, they can push for policies that provide tangible support, such as flexible working arrangements, better ventilation in office spaces, and access to occupational health services. Such actions can help menopausal employees remain in the workforce and thrive in their roles.
Recent UK Initiatives Promoting Menopausal Support
In the UK, there has been a growing recognition of the need to support menopausal employees. Over 2,500 employers have signed the Menopause Workplace Pledge, committing to creating supportive environments for menopausal staff. Additionally, the British Standards Institution has published guidance for employers on managing menopause and menstruation in the workplace (Littler, 2023).
Companies such as Channel 4, Tesco, and HSBC have introduced menopause-friendly policies, including paid leave for menopausal symptoms and training for managers to understand and address menopause-related issues. These initiatives set a precedent for other organisations to follow, demonstrating that menopause is a workplace issue that deserves attention and action.
Furthermore, Co-Op’s commitment to supporting menopausal employees reflects a broader shift towards inclusivity in large corporations. By hosting awareness sessions and fostering open discussions, organisations can dismantle the stigma surrounding menopause and empower employees to seek the support they need.
Practical Steps for Allies and Organisations
To effectively support menopausal employees, allies and organisations can take several practical steps:
1. Educate Themselves and Others
Understanding menopause and its impact is the first step. Resources like the Menopause Friendly Accreditation provide training and support for employers (Menopause Friendly, 2023). Additionally, internal workshops, guest speakers, and e-learning modules can help raise awareness among employees at all levels.
2. Foster Open Communication
Creating a culture where menopause can be discussed openly helps reduce stigma. Menopause cafes and support groups offer safe spaces for employees to share their experiences. According to Business in the Community (BITC), companies that implement menopause discussion groups report higher employee satisfaction and retention rates (BITC, 2024).
3. Implement Supportive Policies
Developing clear policies that address menopause-related needs, such as flexible working arrangements and health and safety considerations, demonstrates organisational commitment. The Advisory, Conciliation and Arbitration Service (Acas) provides guidance on supporting staff through menopause, outlining best practices for employers (Acas, 2023).
4. Encourage Managerial Training
Managers play a key role in shaping workplace culture. Training managers to recognise menopause-related challenges and provide appropriate support ensures that employees receive the assistance they need without fear of discrimination or dismissal. Organisations such as the CIPD offer toolkits to help managers address menopause-related workplace issues effectively.
5. Provide Workplace Adjustments
Simple adjustments can make a significant difference for menopausal employees. These may include:
Temperature control options, such as desk fans and breathable uniforms
Access to quiet spaces for relaxation
More flexible break policies
Mental health support and counselling services
By implementing these measures, workplaces can become more accommodating and inclusive, enabling menopausal employees to continue contributing effectively to their organisations.
Conclusion
The session at Co-Op illuminated the profound impact that informed and compassionate allies can have on menopausal support in the workplace. By embracing education, fostering open dialogue, and implementing supportive policies, organisations can create environments where menopausal employees feel valued and understood. This not only enhances individual well-being but also contributes to a more inclusive and productive workplace culture.
Menopause is not just a women’s issue—it is a workplace issue. The responsibility to foster an inclusive work environment lies with everyone, and allies have the power to drive meaningful change. As awareness grows and more companies commit to menopause-friendly policies, we move closer to a future where no woman feels unsupported or isolated in her professional life due to menopause.
By continuing to push for education, policy changes, and cultural shifts, we can ensure that menopause becomes a standard part of workplace discussions—one that is met with understanding, compassion and proactive support.
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