It's not just the office



When we talk about “Menopause in the Workplace” are we automatically thinking about the office? I’m not talking about the early noughties TV show with David Brent et al, but rather the office as a workplace. Is that what springs to your mind when someone says “Menopause in the Workplace”?

I have to admit, to my embarrassment, that before I started on this journey as a menopause coach, that was most definitely me! For me “the workplace” was an office. My career has, for the last 25 years, been office based, so I guess you go with what you know. But once I had started on the menopause coach journey I knew that I wanted to help all women. I didn’t want any women to feel that they had to leave their jobs and careers because of what they were going through with their menopause symptoms. And I realised that there’s a lot more versions of “workplace” than just an office! Let’s think about this – we need to make sure that we are including those women working in factories, in shops, in hospitals, in schools, on building sites, those visiting clients and travelling from place to place, prison workers, bus drivers, social workers, health visitors, police officers out in the community, there’s so many more workplaces than just an office!

So “Menopause in the Workplace” needs to mean Menopause IN ALL THE WORKPLACES! Menopause at Work means looking after female employees regardless of what type of work they’re doing. We need to ensure that management are equipped with an understanding of their employees and what changes can be made for each particular way of working. And most importantly we need to ensure that management are approachable, empathetic and open to starting conversations.

According to the CIPD “Fostering employee wellbeing is good for people and the organisation. Promoting wellbeing can help prevent stress and create positive working environments where individuals and organisations can thrive. Good health and wellbeing can be a core enabler of employee engagement and organisational performance.” Why would employers not want to have these conversations about menopause and its impact on employee wellbeing?

I’d love to talk with schools, with factories, with retailers and all and any public service providers to see how we can start the conversation around menopause at their workplace.

If you feel that you and/or your employees would benefit from menopause training, collaborative workshops, group coaching or just some conversation then please get in touch!