Updated: Feb 18
❗️Women should not be discriminated against, marginalized or dismissed because of menopausal symptoms❗️
And yet it happens.
This article highlights that increasing numbers of women feel informed and empowered enough to take a stand against discriminatory workplace behaviour, practices and policies. But this may well only be the tip of a big iceberg.
Is your organisation doing enough to support employees experiencing perimenopausal or menopausal symptoms?
Any examples of pro-menopausal policies that are already in place? Comment below or tag anyone who is already leading by example on this.
Have you experienced discrimination, marginalisation or even dismissal due to your symptoms? Comment below to share your experience.
If you’d like to explore ways to open the conversation at work get in touch via the website or via DM.
By improving awareness, education and opennesses around perimenopause and menopause we can all be part of the change.
Some employers are leading the way in protecting employees through menopause by implementing proctuve and supportive policies in line with
Workplaces should create an open, inclusive and supportive culture regarding menopause, involving health professionals and human resource managers working together.
Of the 70% of women in employment in the UK, almost 4.5 million are in this age bracket.
employers’ interests to retain these women: many older women are at the peak of their careers, with research proving that the most diverse companies are more likely make a greater profit than less diverse peers.
Adam Pavey He said the rise in the number of tribunals was
“But the law in this area is too far behind the reality,” he said, warning that tribunals’ decisions vary according to which judge hears the case.
Menopausal symptoms can adversely affect the ability to work, which can lead to reduction of working hours, underemployment or unemployment, and consequently financial insecurity in later life. Leading to even greater #genderinequality