The Institution of Occupational Safety and Health (IOSH) is calling on businesses to ensure they use a new workplace standard designed to support employees experiencing menopause or menstruation.
The Menstruation, Menstrual Health and Menopause in the Workplace standard (BS 30416) has been introduced by the British Standards Institute (BSI) to help organisations retain experienced and talented staff.
Describing it as a step in the right direction, IOSH has called on employers to make use of the standard as part of their overall approach to managing risks to workers’ health.
Dr Karen Michell, an occupational health specialist at IOSH, said: “Menstruation and menopause can and often do have physical, mental and emotional effects on women and their ability to cope with work. Yet very few workplaces and managers are knowledgeable on how to address these issues and the preventive role that occupational health and safety can play.”
Research from the Fawcett Society suggested about 10% of those experiencing menopause have left the workplace because of symptoms including hot flushes, dizziness, insomnia, and muscle and joint stiffness.
As employers, it is essential to create a supportive and inclusive workplace that acknowledges and accommodates the challenges faced by women during these hormonal transitions. Here we disucss practical strategies for supporting menopause and menstruation in the workplace, fostering a culture of empathy, understanding, and well-being for all employees.
1. Open Communication and Education:
Promote open and transparent communication about menopause and menstruation to break down stigmas and foster understanding. Organise workshops or training sessions to educate employees, both men and women, about the physical and emotional changes that women experience during these phases. Encourage open dialogue, questions, and discussions to create a supportive environment where employees feel comfortable seeking information and support.
2. Flexible Work Arrangements:
Recognise that menopause and menstruation can bring physical discomfort and fluctuating energy levels. Implement flexible work arrangements, such as flexible hours or remote work options, to allow women to manage their symptoms and maintain a healthy work-life balance. Flexibility enables employees to schedule medical appointments, rest when needed, or take breaks for self-care, promoting overall well-being and productivity.
3. Comfortable Work Environment:
Create a comfortable and supportive work environment for women experiencing menopause or menstruation. Consider providing ergonomic chairs, adjustable workstations, temperature control options, and private spaces for personal needs. Accessible sanitary products, such as tampons, pads, or menstrual cups, should be available in restrooms. Normalise discussions around these products and ensure they are stocked regularly.
4. Wellness Programs:
Implement wellness programs that address the physical and emotional well-being of employees during menopause and menstruation. Offer resources such as yoga or meditation classes, stress management workshops, and nutrition education. Encourage employees to take regular breaks, practice self-care, and prioritise their health. Providing access to Counseling, Health Coaching or Employee Assistance Programs (EAPs) can also offer additional support during these transitions.
5. Flexible Leave Policies:
Consider implementing flexible leave policies that accommodate women experiencing severe menopause symptoms or menstrual pain. Provide options for sick leave, paid time off, or the ability to use accrued leave for menstrual-related absences. This approach demonstrates empathy, reduces stress, and ensures that women can take the necessary time off to manage their health without fear of repercussions.
6. Empathy and Supportive Culture:
Create a culture of empathy and support where conversations around menopause and menstruation are met with understanding and compassion. Encourage colleagues and supervisors to be mindful of their language, avoid stereotypes, and refrain from making insensitive comments or jokes. Sensitise all employees to the challenges faced during these phases, fostering a workplace that values inclusivity and respects the experiences of all individuals.
7. Employee Resource Groups:
Establish employee resource groups or support networks dedicated to women's health and well-being. These groups can provide a safe space for women to share experiences, seek advice, and access resources specific to menopause and menstruation. Supportive networks can empower employees, break down isolation, and foster a sense of community within the organisation.
Conclusion:
Supporting menopause and menstruation in the workplace is a crucial step toward creating an inclusive and empathetic environment for all employees. By fostering open communication, implementing flexible work arrangements, creating a comfortable work environment, offering wellness programs, providing flexible leave policies, cultivating empathy, and establishing employee resource groups, organisations can demonstrate their commitment to supporting women during these significant life transitions. Embracing hormonal health not only enhances the well-being of women in the workplace but also promotes a more productive and harmonious work environment for everyone.
