It might be a new year but I’m still asking the same question… HOW are you talking about menopause in the workplace?

I ask myself and my clients this question regularly and you should too because the answer is continually evolving.

A few years ago, the topic of menopause in the workplace was centered around how to support women experiencing symptoms like anxiety, disrupted sleep, hot flushes, fatigue and brain fog so that they continue to enjoy and perform well at work.

Fast forward to 2023 and we recognise it’s important to establish menopause as an inclusive topic that supports people experiencing symptoms in order to ensure a fair and equitable approach so all your employees can thrive at work, home and play.

If, in your company, you’re still primarily delivering ‘women only’ messaging around menopause that’s ok, but it’s not going to promote a positive and equitable environment or the best ROI in areas like retention, reputation and performance.

Menopause in the workplace shouldn’t look the same as it did five years ago, which means we shouldn’t be having the same conversations or using the same language as we were five years ago.

For guidance on how to expand your menopause messaging and support click here to check out my recent article on the six key areas to focus on for a successful and inclusive menopause training programme in 2023.

And if you believe that you’re already talking to everyone about menopause, take a moment to consider whether you’re covering all the bases. For example:

  • Is your menopause toolkit relevant and accessible for all the different roles in your organisation whatever their seniority, location or working hours so that everyone feels valued and supported?
  • Does your menopause training and support programme encompass protected and non-protected characteristics such as neurodiversity, access to healthcare, faith, race, age, disability, identity and support networks so that everyone can be themselves and consistently perform at their best?
  • How are you extending support to employees whose wellbeing is impacted as a result of living with someone going through menopause whether that’s a partner, parent or friend?

I’m always here to answer any questions about the right approach for your company to menopause training, awareness and support. All you need to do is message me directly on LinkedIn or email – I answer all questions personally.