In today’s workplace landscape, the need for support for employees experiencing menopause is gaining recognition. However, data shows that this continues to be a vastly overlooked area in many workplaces. According to research conducted by KPMG UK, up to 66% of working adults who are perimenopausal, menopausal, or postmenopausal feel that menopause is still a taboo subject. Over 43% of these individuals believe that menopause has either created or could create obstacles in the workplace.
In light of these challenges, talent acquisition experts Talos 360, conducted a survey on the future of hiring, aiming to uncover the primary motivators that drive employee engagement and retention. Drawing insights from over a thousand employees and hundreds of hiring managers across the UK, the survey provides valuable perspectives on the factors that matter most to employees in today’s workplace.
The top ways in which employees expect menopause support are…
Flexible Hours
Among all employees surveyed, 53% expressed support for flexible working hours. However, this figure rose to 57% when specifically considering female employees. Surprisingly, only 28% of hiring managers reported offering this support, indicating a potential gap between employee preferences and company policies.
Breaks When Needed
Similar to flexible hours, a significant portion of employees (44%) favoured breaks when needed, with female employees showing slightly higher support at 49%. Yet, only 36% of hiring managers reported providing this support, highlighting another area where companies could improve their policies.
Remote Working
Remote working has become increasingly popular, particularly in the wake of the COVID-19 pandemic. While 44% of employees favoured this option, female employees were slightly less enthusiastic, with 48% in favour, potentially due to having more distractions at home tied to childcare and housework. Nonetheless, only 32% of hiring managers reported offering remote working as a form of menopause support.
Defined Menopause Support Policy
A defined menopause support policy can provide clarity and assurance to employees navigating this life stage. While 34% of employees expressed support for such policies, the figure rose to 38% among female employees. However, only 23% of hiring managers reported having a defined menopause support policy in place.
Manager Training on Symptoms and Support
Understanding and empathy from managers can make a significant difference in how menopause is experienced in the workplace. 32% of employees and 34% of female employees supported manager training on menopause symptoms and support. Encouragingly, 31% of hiring managers reported offering this type of support.
Adjustments to Workload
31% of employees, including 33% of female employees, favoured adjustments to workload to accommodate menopause symptoms. However, only 29% of hiring managers reported implementing such measures.
Late Starts After Sleep Disturbances
Menopause symptoms, such as sleep disturbances, can impact productivity. While 26% of employees and 28% of female employees supported late starts after sleep disturbances, only 18% of hiring managers offered this support.
Temperature/Ventilation Adjustments
Menopause-related hot flashes can be particularly challenging in certain work environments. Twenty-six percent of employees, with 29% of female employees, supported temperature/ventilation adjustments. Yet, only 23% of hiring managers reported making such accommodations.
These findings reveal a disconnect between employee preferences and company policies regarding menopause support. Closing this gap is crucial for creating a more inclusive and supportive workplace environment. As awareness grows, companies must prioritise implementing policies and initiatives that address the unique needs of employees experiencing menopause, ultimately producing a more understanding workplace culture.
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