For organizations striving to build inclusive workplaces, providing support for those experiencing menopause has become a key area of focus. BSI, through its menopause and menstruation in the workplace standard (BS 30416) and initiatives like Lifting the Second Glass Ceiling, is committed to playing a role in driving positive change. In this interview, Jane Packer, Head of Standards Development at BSI, discusses how menopause support can positively impact talent retention, employee well-being, and organizational success.
Q1: How does ensuring businesses support employees experiencing menopause align with broader talent management strategies and goals?
A: Menopause support can be essential for retaining valuable talent, especially as the workforce ages. By providing this, organizations can foster a more diverse, inclusive and supportive culture, leading to increased employee satisfaction, motivation, and overall well-being. This, in turn, can help attract top talent.
Q2: Why does this matter as the workforce evolves?
A: Our research, Lifting the Second Glass Ceiling, highlights the significant impact menopause can have on women's careers, with some leaving the workforce prematurely due to menopause-related challenges. By providing appropriate support, organizations can help retain experienced talent and prevent this loss. Additionally, as the workforce ages, it’s a real possibility that governments could one day require businesses to act. Companies that are proactive may be better positioned to comply with future legislation.
Q3: What best practices can support employee well-being and managing menopause?
A: BSI's Menopause standard (BS 30416) provides practical recommendations for workplace adjustments and strategies to support employees experiencing menopause. By implementing these guidelines, organizations can prioritize the needs of their employees and reduce the risk of losing valuable talent.
Q4: How can this standard be integrated into performance management systems to support employees going through menopause?
A: Integrating menopause support into performance management systems involves updating policies to include menopause as a key aspect of employee well-being. Tracking metrics and KPIs can help organizations measure the impact of their initiatives. Additionally, training managers on how to talk about menopause, recognize signs of distress, and provide appropriate support is crucial. 58% of women in our Second Glass Ceiling research said it would be difficult to raise issues related to menopause with an employer (and only 14% disagreed). BS 30416 offers practical guidance on having these confidential conversations.
Q5: How can organizations support employees going through menopause to either get into or stay in leadership roles and create a more inclusive leadership pipeline?
A: By fostering a supportive and understanding environment, organizations can create a more inclusive leadership pipeline and empower employees going through to reach their full potential. This could include:
- Offer Flexible Work Arrangements: Accommodating employees' needs during menopause, such as flexible hours or remote work options, can help them balance their personal and professional responsibilities and reduce stress.
- Targeted Training and Development: Investing in training programs that address the unique challenges and opportunities associated with menopause can equip employees with the skills and knowledge they need to succeed in leadership roles.
- Fostering a Culture of Empathy and Understanding: Encouraging open communication and empathy at all levels of the organization can help create a safe and inclusive space in which employees feel comfortable seeking support and discussing their experiences.
Q6: Can you share some specific case studies or impact stories?
A: Organizations like M&S, Virgin Media O2, and Oxford Brookes University have seen significant benefits from implementing BS 30416. They’ve been able to retain more employees and create supportive environments that prioritize well-being. But it’s not just large organizations benefiting—small and medium-sized businesses are also using the standard. For those with fewer resources, our little book of menstruation, menstrual health, and menopause offers practical, scalable tips that can be implemented without major investments.
Q7: Any final thoughts?
A: By supporting employees through menopause, organizations can create a more inclusive and supportive culture, enhance their ability to retain talent, promote leadership diversity, and meet future workforce challenges. Providing menopause support is not only a social imperative but also a business one that can unlock the potential of employees, improve performance, and foster long-term success.
