Every organisation wants to attract, recruit and retain the best talent.

But with one in four menopausal women considering leaving their jobs due to symptoms and one in ten actually leaving, organisations are losing talent. Putting an effective menopause strategy in place can change this.

Fortunately, a growing number of organisations have realised this. Demonstrated by the rapid growth we’ve seen over the last few years in the number of training sessions we’re running. These give employers a real window of opportunity to talk to colleagues, educate them, provide the right training and awareness and signpost them to support.

Starting the conversation

There are so many myths and so much misinformation around the menopause this education and awareness is key. How can you embed menopause into your workplace and get conversations started? And crucially, how can you keep them going? This is more often the challenge when there are so many other factors to consider around wellbeing. But while menopause affects 51% of the population directly, it indirectly affects everyone, whether through relationships, at work or personally.

Thinking ahead

From an employer perspective, looking at long-term strategy is key. How can we train our line managers so they can have sensible and productive conversations? It’s about taking the fear factor out. We’re often told ‘But I don’t know enough about HRT to have these conversations.’ Managers don’t need to know about HRT, just like they don’t need to know about epidurals to discuss maternity. It’s a professional conversation in the workplace to discuss and signpost support.

Recruitment and retention

Recruitment is a big factor when you’re looking at your menopause strategy. Someone may actively join an organisation which commits to being menopause friendly. It demonstrates that you recognise the possible challenges faced at this point in life, but aren’t afraid to support and discuss them. Reasonable adjustments don’t need to be difficult or expensive to put in place. Today, when job hunting, people look beyond salary to things like inclusion and wellbeing, and putting menopause centre stage is a big part of this.

Whilst the actual figure of people leaving work due to the menopause is unknown, employers don’t want to risk losing talent. And the costs can be high for employer to recruit, train and upskill a replacement. There are also reputational costs to consider. We’ve seen many more successful plaintiffs coming to the fore in tribunals citing menopause. Whether you have five or 500 employees, you don’t want to be the one in the press that’s being taken to a tribunal.

Often, it’s about creating a culture of openness and compassion, encouraging communication. Menopause can happen to anyone at any age. It can happen in our 20s and 30s. To men undergoing certain cancer treatments. To those going through gender affirmation or any significant hormonal stage.

The future could be that organisations are losing talent, not because they are leaving work but because they are leaving to go to a more menopause friendly employer.

Those that don’t incorporate menopause into their support practices will very soon be left behind.

Sharon Vibert

Sharon Vibert is the Customer Director at Henpicked: Menopause in the Workplace.