Jennie Reynolds的动态

Breaking the Silence: Menopause in the Workplace ?? Menopause is a natural phase of life that 50% of the workforce will experience, yet it’s often overlooked in the workplace. Women going through menopause can face unique challenges—ranging from fatigue and brain fog to anxiety and sleep disturbances—that affect their performance, confidence, and well-being. As employers, it’s time to ask ourselves: Are we doing enough to support our female employees during this critical transition? Some ideas to implement in your workplace: ?? Create open conversations?to reduce stigma and offer psychological safety. ?? Provide flexible work options and?reasonable accommodations?to manage symptoms. ?? Develop?support networks?such as menopause-friendly policies or wellness programs. Supporting women through menopause is not only an investment in their health but also in your company’s success. Let’s foster a culture that embraces diversity, inclusion, and empathy at every stage of life. ?? I’m here to help! Through my workshop trainings and L&D programs, I equip organisations with the tools to empower their female employees. From raising awareness to building menopause-friendly workplaces, let's ensure every woman feels supported in her journey. Let's talk! Feel free to reach out for tailored solutions to enhance your diversity and inclusion efforts. #FemaleEmpowerment #MenopauseAwareness #InclusiveLeadership #WorkplaceWellbeing #DiversityAndInclusion #HRConsulting #LearningAndDevelopment #WomenInWork #HRForWomen #Menopause

Let’s Talk Menopause – World Menopause Month With October marking World Menopause Month, it’s the perfect time to reflect on how we can better support those experiencing menopause in the workplace. Menopause affects 1 in 4 people severely, leading many to reduce their hours or leave work altogether. Imagine the impact that can have on your business output.?Supportive steps for organisations to introduce include: ???? Train managers to develop their openness to understanding menopause ???? Increase confidence in discussing and exploring employee experience regarding menopause ???? Create an inclusive culture where employees feel safe discussing their needs Behavioural workshops offer the chance to open up dialogue, create empathy, and provide the right support. ? It'll come as no surprise to you that we highly recommend booking a Confidence Lab with us. These sessions empower and enable your employees to start conversations around sensitive topics, like menopause. They help build a more confident, engaged, and productive workforce, contributing to a positive workplace culture. Give your employees the tools they need to guide you in supporting them. Reach out to Eleni or Robyn to find out more ???? #MenopauseAtWork #EmployeeWellbeing #WorkplaceAwareness #WorldMenopauseMonth

A few simple ideas on how you can enable better support within your business for those navigating perimenopause and menopause ???? Contact Becoming for more info [email protected] [email protected] #MenopauseAtWork #EmployeeWellbeing #WorkplaceAwareness #WorldMenopauseMonth

Menopause Support in the Workplace ?? According to recent research from Towergate Employee Benefits, one in five employers (20%) expects an increased demand for female gender-specific support, such as for the menopause. With World Menopause Day on Friday 18 October, it is a timely reminder for employers to consider how they are supporting their employees through this life stage. Addressing menopause support is not just about being a supportive employer - it's about recognising the impact it has on the workplace. Symptoms such as hot flushes, night sweats, and mood changes can affect performance and engagement. Employers who offer targeted support, like flexible working arrangements and creating a more understanding work environment, not only help their staff but also retain valuable talent. If you're an HR professional, take a moment to assess your current policies on menopause support. Simple steps can make a big difference. It's all about creating an inclusive workplace where everyone feels valued and supported. ?? Interested in sharing how your organisation provides menopause support? Leave a comment below or get in touch! https://lnkd.in/eVcZmZuv #MenopauseAwareness #InclusiveWorkplace #EmployeeSupport

On World Menopause Day, we’re raising awareness of the challenges faced by individuals going through menopause and the importance of creating supportive work environments. Menopause can have a significant impact on daily life, including in the workplace, where symptoms can affect performance, wellbeing, and confidence. At PAM Wellness, we provide tailored support to help employers understand menopause and implement practical measures that support their workforce. From education and training to personalised advice and adjustments, we’re here to help you foster a culture of understanding and support. Let’s work together to ensure that every employee feels valued and supported during this important stage of life. Get in touch to see how we can support your workforce. Image Description: The image shows a women standing in front of a blue screen presenting. #WorldMenopauseDay #MenopauseSupport #WorkplaceWellbeing #PAMWellness #hgmuk #InclusiveWorkplace

?? World Menopause Day 2024: Breaking the Silence in the Workplace ?? Today, on #WorldMenopauseDay, let’s open up the conversation about a natural yet often overlooked phase in a woman’s life: menopause. Menopause can bring physical, emotional, and psychological challenges, which can affect performance and well-being at work. But here’s the truth: with awareness, understanding, and support, we can create more inclusive environments where women feel empowered and not embarrassed by this transition. Here are a few ways organizations can support their employees through menopause: * Flexible work arrangements to accommodate symptoms like fatigue or hot flashes. * Awareness training for managers and colleagues to foster understanding and reduce stigma. * Access to healthcare support and well-being resources. Let’s recognize that by supporting women through all stages of life, we build a healthier, more inclusive workplace. #MenopauseAwareness #InclusiveWorkplace #EmployeeWellbeing #SupportWomen #DiversityAndInclusion

How I helped a company actually address menopause in the workplace - 3 real ways to drive real change I call this the “Don’t Tick the Box” method ?? : You can call it what you want. But here’s the deal: I’ve trained HR teams to get past the awkwardness of menopause talk. I’ve helped managers have sensitive conversations without fumbling. I’ve created workplace strategies that make women feel seen. And I’ve been doing this long before the "menopause policy" became trendy. When it comes to getting real about menopause in the workplace, I’m your go-to. Creating a menopause-friendly workplace means: ?? You’ll have uncomfortable conversations ?? You’ll challenge the status quo ?? You’ll be ahead of the curve So, here’s 3 tips for you: 1. Open up the conversation (and keep it open) Menopause isn’t a one-and-done. Make it part of your regular HR dialogue—not just an annual policy review. Talking about menopause is awkward for most people (I get that), but when you make it normal, people feel safer bringing their challenges to the table. 2. Train your male managers Yes, it’s essential. Men need to understand how to support their colleagues, not shy away from it. Without the right training, you risk disengagement and missed opportunities for true inclusivity. 3. Go beyond the policy Policies are great, but support is key. Give your staff access to resources, training, and empathetic leadership. When you go beyond the paper, you create lasting change and a more inclusive culture. ?? Look, you can write up a menopause policy, check the box, and move on. Or you can create a workplace that truly supports women through every stage of life. Which one sounds better to you? Drop me a message if you would like more information on where and how to start. #MenopauseInTheWorkplace #WorkplaceWellbeing #ProgressiveHR #InclusionMatters

On World Menopause Day, we want to raise awareness of menopause and how it affects women in the workplace. The?CIPD’s Menopause in the Workplace report?found that 73% of employees surveyed experienced symptoms related to menopause transition, making it a wellbeing issue that must be on every employer’s radar. By implementing supportive, practical measures and fostering a culture of inclusivity, empathy, and understanding, employers can create a work environment where all employees, regardless of their life stage, can reach their full potential. Learn more about how you can support employees experiencing menopause in the workplace here - https://lnkd.in/eJ3VTrtN #MenopauseAtWork #WorldMenopauseDay #MenopauseAwareness

Why Every UK Workplace Should Have a Menopause Policy .... In the UK, menopause affects 51% of the population at some point in their lives, yet many workplaces still overlook the challenges this life stage brings. While having a menopause policy isn’t a legal requirement, it’s becoming a business necessity for forward-thinking organizations. Here’s why: 1?? Supporting Retention: Many talented women leave their careers due to unmanaged menopause symptoms. This brain drain is avoidable. By providing support, you retain expertise, reduce recruitment costs, and protect your team dynamics. 2?? Boosting Productivity: Symptoms like brain fog, fatigue, and anxiety can affect work performance. A menopause-friendly workplace ensures employees have the tools and flexibility to thrive, minimizing absences and boosting morale. 3?? Promoting Inclusion: Menopause is a natural part of life, yet it’s often stigmatized. A clear policy demonstrates your commitment to diversity, equity, and inclusion, fostering a workplace culture that values all employees. 4?? Legal Safeguard: While menopause isn’t explicitly covered under UK law, cases of discrimination related to menopause symptoms have been successfully brought under the Equality Act 2010. A policy helps reduce your risk. 5?? Enhancing Employer Brand: In today’s job market, employees value workplaces that care about their well-being. A menopause policy sets you apart, showing you’re a compassionate, progressive employer. Creating a menopause policy doesn’t need to be complicated. It could include: ?? Raising awareness through training and communication. ?? Providing flexible work options. ?? Offering access to support services or resources. ?? Ensuring the workplace environment accommodates needs, such as temperature control. By taking proactive steps, you’re not just helping your employees; you’re strengthening your business. Ready to lead the way? Let’s start the conversation about menopause in the workplace. #MenopauseAwareness #WorkplaceWellbeing #InclusiveWorkplace #EmployeeSupport

The benefits of Menopause Awareness in the Workplace! Employees often feel alone and isolated and struggle to cope with their work/job when going through menopause. This can lead to taking time off work, prolonged absences and no real reason or understanding of why. This is the main reason women leave the workplace altogether during menopause, often feeling worthless and letting their colleagues and themselves down, with (for some) endless symptoms. As an employer how can you help? Menopause Workplace Awareness and education are key to supporting women who are having the hardest of times. Helping you and your management to understand and manage the impact this has on your valued employees during this time in their lives. With ongoing support in the workplace, and giving your employees someone they can turn to, you make them feel valued and able to continue in their job role. In turn they have less time off, saving your business or organisation financially and it can help avoid any legal proceedings in the longterm! For more information on how we can help you to be a more inclusive employer and educate and support all your employees when it comes to menopause please DM or email [email protected] #Menopauseintheworkplace #perimenopause #Menopause #Workplace #Womenshealth #Equality #Inclusion Liz Stokes Kush Birdi Michelle Espinoza Mo Baines Alison Youles Nikki Staerck Maxine G. Jude Watters Megan Hunt Jane Lloyd Camilla Hayes, Assoc. CIPD Alana Penkethman Claire Ramshaw Olivia Beer Natalie Paxton Assoc CIPD