Toronto-based HR research and advisory firm McLean & Company has unveiled a new guide aimed at educating and equipping organizational leaders to better support employees going through menopause.
The guide, titled “Be an Ally for Menopausal Staff,” addresses the significant yet often overlooked challenges menopausal employees face in the workplace.
The firm’s research underscores the benefits of fostering a supportive environment for menopausal staff, including improved employee retention, increased productivity, and better overall morale and communication within the organization. Despite these advantages, many workplaces in North America lag behind in providing necessary support, often due to a lack of training, educational resources, and comfort with open discussions on the subject.
Impacts half of workforce
“Approximately half of the workforce is impacted by menopause,” stated Karen Mann, Senior Vice President of Human Resources Research, Learning & Advisory Services at McLean & Company. She noted that while more support systems are found in regions like Northern Europe and Australasia, North American workplaces typically fall short in accommodating menopausal employees.
The guide details various symptoms associated with menopause, such as emotional and cognitive changes, and physical symptoms like hot flushes and insomnia. These can affect an individual’s performance and comfort at work. The resource aims to dispel myths and biases about menopause, advocating for tailored support measures like flexible working conditions and adjustments to workloads.
Michelle Courneyea, a research analyst at the firm, emphasized the importance of inclusion. “Supporting menopausal staff is akin to supporting any other team member and involves prioritizing their unique needs to maintain inclusivity,” she said.
5 actions for leaders
The publication outlines five key actions for leaders to aid menopausal staff effectively:
- Inform – Increase their understanding of menopause and challenge personal biases.
- Empathize – Develop empathy and respect privacy, fostering an environment where employees can discuss their experiences without fear of judgment.
- Understand Needs – Recognize and accommodate individual experiences which may affect work-life balance.
- Accommodate – Implement specific supports that benefit both the employees and the organization, such as flexible hours and modified workspaces.
- Advocate – Promote menopausal awareness and support within the workplace, encouraging a culture of empathy and understanding.