Why Menopause Should Be Part of Your Diversity and Inclusion Strategy

Menopause is a natural stage in life, but it’s often ignored in the workplace. With nearly 4 million women of menopausal age currently employed in the UK, it’s time for businesses to recognise that supporting employees through this phase is essential to building an inclusive workplace.

Here’s why menopause should be part of your diversity and inclusion strategy—and how it can benefit both employees and businesses.

1. Menopause Affects Everyone

Menopause doesn’t just affect the women experiencing it; it impacts the entire workforce. Many employees manage symptoms like hot flashes, mood swings and brain fog in silence, worried about how they’ll be perceived. Without support, these challenges can lead to increased absenteeism, reduced productivity and even employees leaving their jobs altogether.

By including menopause in your DEI strategy, you create an environment where employees feel safe and supported, which benefits the whole business.

2. It’s a Retention Issue

Women over 50 make up a growing proportion of the workforce, yet many leave their jobs or scale back their careers due to the challenges menopause brings. Businesses that fail to offer support risk losing valuable talent. On the other hand, companies that openly address menopause can help retain experienced employees and reduce turnover.

Providing flexible working arrangements, access to health resources, or simply fostering a culture where employees feel comfortable discussing their needs can significantly improve retention.

3. It Enhances Employee Wellbeing

Supporting employees through menopause goes hand in hand with promoting employee wellbeing. When workers feel understood and supported, their wellbeing—and their performance—improves. Consider offering wellness programmes that include advice on managing symptoms or mental health support and ensure managers are trained to have sensitive conversations.

4. It Boosts Productivity

Menopause-related symptoms can affect concentration, memory and energy levels. But with the right support, these challenges don’t have to hinder an employee’s productivity. Offering flexible hours, breaks or remote working options can make it easier for employees to manage symptoms without feeling overwhelmed.

Investing in these accommodations will pay off by boosting morale and keeping employees productive and engaged.

5. It’s a Legal Requirement

Under the Equality Act 2010, menopause can be considered a disability if it severely impacts an employee’s ability to work. This means businesses have a legal obligation to make reasonable adjustments to support employees going through menopause. Ignoring this could lead to discrimination claims and damage to your business’s reputation.

Menopause is a natural phase of life that shouldn’t be overlooked in the workplace. By integrating menopause support into your DEI strategy, you create a more inclusive, supportive environment, retain valuable talent, and boost productivity. Remember: every step you take towards normalising menopause in your workplace benefits both employees and the business as a whole.

For more information on how we can support your organisation, do reach out at info@rq-consult.com. For a practical guide which includes managing menopause in the workplace and many more to foster an inclusive business, you can buy "Not too Small for Inclusion: A Small Business Guide to Diversity and Inclusion":

Paperback link here: https://amzn.eu/d/53UME4H

Kindle link here: https://amzn.eu/d/aGwP2Dy