Unison: The menopause is a workplace issue - guidance and model policy

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mThe menopause is a workplace issue: guidance and model policyPutting the case to an employer for aworkplace menopause policyDo you understand yourworkforce?How much does this issue potentially impacton the employees?Show the breakdown of employees in age andgender and get in touch with OccupationalHealth if used in the workplace to get theirfeedback on how widescale they have foundthe issue.For negotiations, Jo Gauden (Admin/Caseworker at UNISON Newport City,Borough Councillor in Torfaen and UNISONactivist) recommends a data crunchingexercise, looking at how many women are inthe workforce and the age groups. This mayhelp provide the evidence to show how largea proportion of the workforce is potentiallyaffected, not only now but in the long-term.Introducing a workplace menopause policy isone way that employers can show they notonly support current employees but also aim to“future-proof the workforce’s wellbeing.”Confidential staff surveys can help to bolsterany data crunching exercise. An exampleworkplace survey is provided on page 30.You have a socialresponsibilityAll employers are expected to promote andsupport diversity in the workplace – that’sa given. But how is it achieved in practice?Valuing and supporting individuals in theworkplace should also take account of womenexperiencing the menopause.Employers could lead the way in removing anyold-fashioned stigmas about the menopauseand treat it sympathetically as they would anyother illness, condition or impairment.“The menopause transition need not be anawkward topic and it shouldn’t be regardedsolely as a female issue... Organisationshave a responsibility to create a stigma-freeenvironment that encourages open discussionand disclosure; this will encourage women tonot suffer in silence and discuss the practicalsteps needed to support their full engagementand productivity at work.”From the CIPD guidance ‘The Menopause atWork: a guide for people professionals’ www.cipd.co.uk/menopauseYou should address thegender pay gapEvery woman of working age will experiencesome health related, physical and/orpsychological, implications of being awoman. This occurs across the life-cycle fromperiods to menopause. It is important thatwomen’s specific health concerns such as themenopause are understood and supportedduring their working life to avoid them alsofeeding into women’s lack of progression.Reviewing all current policies as well asdeveloping a workplace menopause policycould help to close the gender pay gap, byensuring women don’t feel they have to reducetheir hours or leave their jobs because of theirsymptoms.You could lose anexperienced workforceEvidence shows that some womenexperiencing the menopause who are unableto agree changes in working practice, or towork flexibly, or reduce their hours mightstruggle – hence the number of women whofeel they have no alternative but to leavetheir jobs purely as a consequence of theirmenopausal symptoms.As the Work Foundation report ‘‘More than“women’s issues”: Women’s reproductiveand gynaecological health and work’ states:“By 2022, the number of people in theworkforce who are aged 50+ will have risento 13.8million, meaning that enabling olderwomen who are of menopausal age tocontinue working full-time, as effectively aspossible, will become increasingly important.A decline in labour force participation ofolder women will hit certain sectors veryhard, so retaining women going throughthe menopause is crucial in some sectors– such as nursing – that rely on a femaledominatedlabour force and also have a largerproportion of older women workers. Therefore,employer support is necessary to deal with anageing female workforce that will eventuallyexperience this process.”24
A minimal change isrequired for a positiveeffectSome changes to the workplace might beso minimal as to not place any significantburden on the employer, such as providing aUSB desk fan or allowing a flexible workingarrangement, especially when bearing in mindthat menopause symptoms will eventually goaway!It’s the law!Sex discrimination, age discrimination,disability discrimination and neglectinghealth and safety requirements by employersare against the law. Ignoring or penalisingemployees struggling with menopausalsymptoms at work could mean that employersare breaching legislation and they might endup facing costly tribunal claims.25
Page 1 and 2: mMenopauseThe menopause is a workpl
Page 3 and 4: ForewordThis guide is designed to a
Page 5 and 6: How branches can benefit fromnegoti
Page 7 and 8: Everyone’s experience of the meno
Page 9 and 10: Clearly any and all of these sympto
Page 11 and 12: Women’s experience at workThe 201
Page 13 and 14: UNISON members’ experiencesOne UN
Page 15 and 16: Changing workplace policies andprac
Page 17 and 18: StressEmployers need to be aware th
Page 19 and 20: The role of the trade unionBeing aw
Page 21 and 22: Jane Gebbie, chair of both the regi
Page 23: NHS WalesIn the health service sect
Page 27 and 28: employers. The general equality dut
Page 29 and 30: Does the policy recognise that opti
Page 31 and 32: 6. There are sometimes more physica
Page 33 and 34: Definition of the menopause(See als
Page 35 and 36: • access to drinking water• uni
Page 37 and 38: Trade union involvementConsultation
Page 39 and 40: Menopause Matterswww.menopausematte

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