Sharing ideas for making our organisations more menopause friendly

Many organisations talk about gender equality and promoting women, particularly older and more experienced women. But what does this look like in practice? What are the practical steps to supporting women in the workplace and how can barriers to success be overcome?

One highly effective strategy is making your organisation menopause friendly. Menopausal women are one of the fastest growing in today’s workplace, and research has shown that nearly two-thirds of women have taken time off work due to their symptoms, with some even leaving their jobs due to not being supported in their workplace.

The UK’s general election on 4 July is expected to deliver a landslide victory to the opposition Labour Party. One of their key pledges around corporate governance concerns closing the gender pay gap, and expanding the ability of other groups affected by pay disparities, such as ethnic minority workers and disabled workers, to bring equal pay claims.

What is the current law around equal pay?

Under the Equality Act 2010, which incorporated the Equal Pay Act 1970, if an employee’s contractual terms, such as those relating to pay, are less favourable than a colleague of a different gender doing equivalent work, such terms are automatically modified to be no less favourable. This would come after the result of an equal pay claim. Where an employer is in breach of the sex equality provisions, an employee can bring an equal pay claim to an employment tribunal under different rules than a standard discrimination claim. Successful equal pay rulings mean people can claim arrears of pay going back up to six years in England and Wales and five years in Scotland. 

As many as 1 in 7 people in the UK are neurodivergent, meaning that organisations that fail to meet the needs of their neurodivergent staff and clients are neglecting a significant demographic. Although there are challenges associated with these differences, there are also many strengths.

Neurodiversity is the term that describes the idea that there is naturally occurring variation in the human brain, which can impact a series of brain functions such as how we interact with one another and how we process information.

The word neurodiversity is short for neurological diversity. Neurological or neurology is a word that describes the biological functioning of the nervous system, and in particular the brain. Neuro- is a prefix that can be applied to other words to discuss things relating to the nervous system or brain.

The UK’s Equality and Human Rights Commission (EHRC) has issued guidance to inform firms they could be liable for being taken to an employment tribunal if they do not make reasonable adjustments for staff experiencing menopause.

Adjustments can include time off, flexible hours, relaxed uniform policies and rest areas. Failing to make reasonable adjustments can amount to disability discrimination, as menopause symptoms can have a long term and substantial impact on a person’s ability to carry out usual day-to-day activities.

Many people turn to religion when confronted by grief or going through a mourning process. Even if someone is not very religious, cultural traditions for coping with loss are often relied upon when going through a period of bereavement.

But it can also be tricky for workplaces to know how to best support their employees who are mourning, given the wide diversity of religious beliefs, practices and traditions. 

Should you send flowers, or food? Will the funeral be straight away, or days and weeks later? Is it appropriate to say Rest in Peace? Does the religion believe in an afterlife?