Jump Back
Considering World Menopause Day was on October 18th, I posted a poll on LinkedIn, curious to know:
Has menopause and its impact on people and business ever been discussed in your organisation?
44% said Yes
56% said No
First of all, it’s encouraging to see that a relatively high percentage of workplaces have discussed menopause. That means the journey in terms of awareness has certainly begun.
However, there’s a big difference between talking about something and actually taking action. Some progress has clearly been made in raising awareness, as the poll results show, but more work is needed.
It would be interesting to know how many organisations are now including menopause in their employee handbooks, policies, and procedures. That’s where meaningful progress happens, ensuring we don’t lose leaders or valuable team members due to a lack of support.
The Three-Tiered Journey
Ultimately, we can use a three-tier system to assess the effectiveness of menopause education, empowerment, and empathy within an organisation.
First, it starts with conversation.
Second, it moves into policy and procedures.
Third, it’s about culture, whether people feel comfortable availing of the supports that exist.
While 44% of respondents reported that menopause has been discussed, it would be interesting to dig a level deeper and discover how far along each responding organisation is on that journey and which tier they align with.
For the 56% where menopause hasn’t been discussed, it’s worth noting that from 2027, large organisations in the UK will be legally required to have a Menopause Action Plan. It’s very likely we will see similar developments in Ireland in the not-too-distant future.
Key Takeaway
Smart companies that care about female participation in leadership and want to maintain a competitive advantage will act now, rather than waiting until it becomes a legislative requirement.
If you want 1:1 advice on attracting and retaining top talent, reach out to me at ed.heffernan@barden.ie