Menopausal women are the fastest growing demographic in UK workplaces today and yet there is still a long way to go for affected employees to access the right menopausal support at work.
Why is menopause an issue for retail employers?
Just over half the adult population will go through the menopause, a natural event in a person's life that, for many, can trigger a range of symptoms, from "brain fog" to hot flushes to insomnia, which can be especially debilitating for some.
Menopausal women are the fastest growing demographic in UK workplaces today. Retail jobs are predominantly held by women (58% according to research by the University of Lancaster).
And yet, despite these facts, statistics reveal that there is still a long way to go for affected individuals to access the right menopausal support at work. Research by the Fawcett Society found that 1 in 10 women have left a job due to their menopausal symptoms, while 14% had reduced their hours, and 8% had chosen not to apply for promotion.
Retailers that fail to implement adequate support for staff affected by the menopause are not only missing a key opportunity to strengthen their wider diversity, equity and inclusion provision but, crucially, risk losing a valuable talent resource. There may also be adverse consequences for their ability to attract new recruits, as well as customer perception of their brand. Moving to one side, briefly, the human and societal imperative for change, these effects are brought into further relief when considered against the current circumstances of organisations and government seeking to address shortages in worker skills and numbers, and an economy facing continuing financial pressures.
As a result, many retailers are now taking positive steps to drive change and ensure that they retain affected colleagues by providing them with the right level of support and understanding.
Supporting staff affected by the menopause is a key opportunity to strengthen wider diversity, equity and inclusion provision and, crucially, help retain a valuable talent resource.
What can retailers do to support affected employees?
Retailers are opening up the channels for dialogue around this issue by enabling affected employees to talk to each other about their experiences and challenges, for example by setting up "Menopause cafes" or working groups, where employees can talk openly and confidentially, and benefit from peer support.
On an organisational level, retailers should increase awareness of the issue across the whole workforce, for example by arranging webinars or signposting them to further resources and ensuring that managers have adequate training on how to support someone who comes to them for help.
The retail workplace is a particularly challenging one given the varied roles that those experiencing the menopause are employed in. Some retailers, for example Tesco, have introduced menopause-friendly uniforms with breathable, cooler fabric to reduce the discomfort of hot flushes, while others have ensured fans or spare uniforms are available.
When assessing how to support an employee, bear in mind that each person's needs will be different and avoid making general assumptions. For example, a small number of people experience peri-menopausal symptoms much earlier than the average age of 45, while others may not be able to benefit from hormone replacement therapy (HRT) due to medical reasons.
There are, also, intersectional considerations to be aware of - for example research by SWAN has found that black women may have more severe symptoms and/or have an earlier transition to menopause than white women, while trans individuals may face additional challenges, for example a reluctance to disclose their symptoms and thereby their status as trans, binary or intersex.
Take the time to understand an employee's personal circumstances and be aware of the reasons why some may find it more difficult to seek help than others.
For those employees who aren't eligible for HRT, it is important to signpost them to appropriate information on how to access alternative treatment options.
Some retailers have adjusted their absence procedures so that absences for menopausal symptoms do not trigger a formal absence procedure and penalise employees for taking time off due to the menopause.
Others have gone a step further and introduced specific menopause policies that set out how the organisation will support affected staff. As with any policy, however, it is vital that it is adhered to consistently and not simply a token gesture of support.
Make sure that all employees are aware of the various types of support they can access at work to help them. Be prepared to receive some concerns that menopause support puts others at a disadvantage and make clear that where workers require support for other reasons, for example a long-term health condition, they can access specific support through other channels.
Educating the whole workforce on why menopause matters can help spread the message that this is something that ultimately affects everyone, whether they experience it themselves or have a colleague, partner, relative or friend who is affected. Encourage colleagues to call out microaggressions or "banter" about the menopause and promote better understanding around the topic.
Where can retailers find out more?
A great place to start is by listening to the first episode of RPC's newly launched podcast The Work Couch, where we discuss how the current law protects employees from discrimination due to menopausal symptoms and the Government's recent rejection to calls to make the menopause a protected characteristic. We also hear first-hand from one of our RPC colleagues about how the menopause has impacted her at work, the challenges she faced, and the support that she has found most helpful.
The Work Couch, your fortnightly podcast on all things employment, explores how your business can navigate today's tricky people challenges and respond to key developments in the ever-evolving world of employment law. To stay up to date with the latest episodes, you can subscribe on Apple Podcasts and Spotify.
If you would like to speak on a future episode of The Work Couch about a particular HR topic or workplace initiative, please email us at: theworkcouch@rpc.co.uk. We would love to hear from you!
To find out more about RPC and the services they provide to the retail industry, click here.
This article was also published in The Retailer, our quarterly online magazine providing thought-leading insights from BRC experts and Associate Members.