Case Study: The Inevitability of Menopause in the Workplace

The impact of menopause on careers

LHH has a wealth of experience supporting professionals through redundancy and career transitions. However, we began to notice a troubling trend: a significant number of women experiencing menopausal symptoms were also facing redundancy. Although these issues were not directly connected, the overlap had serious implications. People going through the menopause often experience symptoms that can negatively impact their confidence and increase feelings of imposter syndrome, complicating their job search and career transition efforts.

Our ability to offer support was limited, but this situation highlighted a crucial gap in our internal awareness and resources. It became evident that we needed to enhance our understanding of menopause to better advise our clients and support our candidates with greater empathy and effectiveness.

Stand out stats:

• 80% of menopausal women are in the workplace
• 6 in 10 menopausal women say it’s had a negative impact on their job

Improving LHH’s internal understanding of menopause

Led by Tracy Sentance, a Senior Career Consultant and Menopause Executive coach at LHH, in collaboration with LHH’s HR team, we implemented a comprehensive menopause policy designed to support affected employees through flexible working arrangements and creating an environment where employees can feel safe to have open and honest conversations.

A critical component of embedding this policy into LHH’s culture was education. We organised specific awareness sessions for all employees, line managers, and men. These sessions aimed to provide tailored awareness and foster an environment where conversations about menopause could be approached with understanding and empathy. These educational efforts were repeated throughout the year, reinforcing the policy and creating a safe space for employees to discuss their experiences.

Additionally, we established monthly menopause drop-in cafes to maintain ongoing awareness and accessibility. This initiative was championed at the highest levels, with executive sponsorship from our HR Director and a senior male executive who became the male ally champion. Their support was instrumental in aligning the new policy with our organisational values and culture, and highlighting the importance of male allyship.

Our efforts have been reflected in our latest employee survey, which shows a significant improvement in our people feeling that they work in a safe environment where they feel confident to openly discuss personal issues. Managers also reported feeling more comfortable having these conversations, both initiating and responding to, with team members.

Learnings on implementing LHH’s menopause policy

The successful implementation of LHH’s menopause policy not only improved our internal culture but also enhanced our ability to advise clients. With lost productivity and engagement, talent leakage and recruiting and onboarding costs linked to employees leaving work due to menopause, there is a strong business case for employers to address this important but often hidden issue.

Stand out stat:

• 75% of businesses do not consider menopause during performance reviews for female staff

To help other organisations implement similar policies and based on our own experiences, we recommend the following actions:

• Leverage Existing Policies
  Review your current policies to see what can be adapted to include menopause support. There is no need to start from scratch if existing frameworks can be modified.
• Multiple Leadership Champions
  Having both HR and male leadership allies champion the change can significantly enhance integration and acceptance within the organisation.
• Ongoing Education
  Regular educational touchpoints throughout the year are essential. These sessions should allow employees to engage, ask questions, and improving their understanding of the issues surrounding menopause.
• Targeted Communication
  Tailor your communication to specific groups within the organisation. Line managers, in particular, need to be equipped and comfortable to have meaningful conversations with their team members.

Creating an environment where all employees feel they can have open and supportive conversations is the ultimate goal. By following these steps, organisations can foster a culture of inclusivity and support, ensuring that menopause does not become an obstacle in their employees' professional lives.