Female employees are advocating for improved menopause support in workplaces.
- New research reveals menopause remains a largely unaddressed issue in many organisations.
- A significant percentage of women report workplace challenges related to menopause symptoms.
- Flexible working hours and breaks are among the top support requests from female employees.
- Companies are encouraged to implement comprehensive menopause policies to close existing gaps.
In the contemporary workplace, the call for support for employees undergoing menopause is becoming increasingly recognised. While menopause affects a considerable number of the workforce, it remains a topic often neglected in many corporate environments. According to research by KPMG UK, a striking 66% of working adults who are perimenopausal, menopausal, or postmenopausal consider menopause to be a taboo subject. This sentiment is echoed by over 43% of individuals who feel that menopause can create, or has created, obstacles in their professional life.
In their quest to explore factors influencing employee engagement and retention, talent acquisition specialists Talos 360 conducted a comprehensive survey. The survey, which included insights from over a thousand employees and several hundred hiring managers across the UK, highlights crucial aspects of workplace dynamics and the unique challenges faced by menopausal employees.
A key finding from the survey shows that 53% of employees, with a slightly higher 57% among female employees, support flexible working hours as a critical form of menopause assistance. Despite this preference, only 28% of hiring managers reported offering such flexibility, pointing towards a significant policy gap that needs to be addressed to better accommodate employee needs.
Similarly, breaks when needed are advocated by 44% of the general workforce and 49% of female employees. Yet, just 36% of hiring managers offer this support, indicating another area where workplace policies lag behind employee expectations.
Remote working, while favoured by 44% of employees, sees a slight increase to 48% among female staff. This preference reflects a modern shift towards adaptable working environments, with only 32% of hiring managers recognising remote working as support for menopause, suggesting a need for policy realignment.
An explicit menopause support policy is desired by 34% of employees and 38% of their female counterparts. Nevertheless, only 23% of hiring managers have such policies, underscoring the necessity for clearer guidelines and structured support mechanisms.
Manager training on menopause symptoms and supportive practices is backed by 32% of employees, with a minor rise to 34% among females. Encouragingly, 31% of hiring managers provide this form of training, indicating some progress but also an opportunity for further development.
Adjustments to workload are considered beneficial by 31% of employees, 33% being female, yet this is only provided by 29% of hiring managers. Furthermore, flexibility with late starts due to sleep disturbances, a common menopausal symptom, is supported by 26% of employees, rising to 28% among female staff, but only 18% of hiring managers offer this.
Lastly, temperature and ventilation adjustments, which 26% of employees and 29% of female employees advocate for, see only 23% of hiring managers implementing such changes, highlighting another aspect of workplace infrastructure requiring attention.
The survey results underscore the pressing need for businesses to prioritise menopause support policies, aiming to foster a more inclusive and empathetic workplace culture.
