UK national standards body the BSI has issued a new workplace standard aimed at helping organisations support employees experiencing menopause or menstruation and better enable them to retain experienced and talented people of all ages.
Launched following extensive consultation with experts and the public, BS 30416 sets out practical recommendations for workplace adjustments, as well as strategies to sit alongside existing wellbeing initiatives, to help organisations meet the needs of employees experiencing menopause or menstruation.
The BSI added the new standard has been developed to help organisations identify misconceptions around menstruation and peri/menopause and the impact a taboo surrounding them can have on workplace support.
It has been developed with input from organisations including Wm Morrison, BT, Unison, the Federation of Small Businesses, LGBT Foundation, Institution of Occupational Safety and Health, Daisy Network, Endometriosis UK, alongside a public consultation.
Steps organisations should consider under the new standard include:
- Considering the workplace culture to determine whether there is a general awareness of menstruation and menopause and whether employees are given opportunities for open conversations or to request support.
- Looking at whether line managers and HR managers are suitably trained or receive suitable resources to understand the potential impact of menstruation and menopause.
- Reviewing if the workplace environment is properly controlled and if there are facilities such as toilets or discrete changing rooms, or quiet recovery spaces easily accessible.
- Checking whether the relevant policies (wellbeing, diversity and inclusivity, performance management, sickness and absences, flexible working, and such) consider menstruation and menopause.
- Looking at whether work designs enable some flexibility for an individual approach. Aspects could include scheduling, timings of breaks, comfort adjustments such as access to individual cooling or heating, and opportunities for sitting or stretching.
It is a free resource for any organisation, large or small across all sectors, to be able to utilise.
The BSI further pointed out that the guidance is designed to be flexible, acknowledging that experiences of menstruation and menopause vary significantly and not everyone will want support from their employers.
Anne Hayes, director of sectors at the BSI, said: “I am proud BSI is publishing this landmark guidance on menstruation, menstrual health and menopause in the workplace, to help employers retain talented people whatever stage of life they are in.
“Organisations which prioritise their people by building an inclusive workplace will be best placed to continue to thrive in the future.”
“There is no one-size-fits-all experience of menopause, but the data suggests thousands of women are leaving the workforce at this stage, contributing to significant productivity losses, robbing organizations of talented people, and removing mentors who can draw on their experience to support newer members of staff.
“It doesn’t have to be that way.”
Hayes noted that many employers want to better support people experiencing menstruation and menopause, but they may face a lack of knowledge of how to do so.
“The recommendations are designed to address some of the broad challenges and offer practical adjustments to help all colleagues continue to feel valued, motivated and able to remain in the workforce for longer,” she added.
Helen Tomlinson, menopause employment champion for the UK government, said she was delighted the BSI had produced the workplace standard, recognising the challenges, symptoms and experiences of both menopause and menstrual health and how these can affect women in the workplace.
“This will go a long way to ensure that everyone can receive the support they need at this critical time,“ Tomlinson continued.
“I firmly believe this transition isn’t a time to step back, step down or step out.
“If we get this right for 50% of the population that we need in the workplace from an economic and experience perspective it has the potential to make the final 10,15 or 20 years of a woman’s career the most productive, exciting and meaningful.”
Dr Robyn Cohen, general practitioner at HCA Healthcare, welcomed the news.
“Women’s health issues can impact confidence and can be extremely difficult to deal with on a physical and emotional level,“ she said.
“Without education and guidance to support women’s health, symptoms can be overlooked by managers leading to women losing their confidence and feeling like they simply cannot continue working – stunting progression and career opportunities.
“This needs to be rectified. Fundamentally, this is about pursuing gender equality and ensuring no employee feels isolated or disadvantaged because of health issues.
“Now, the onus is on businesses to follow the guidance set out by the BSI and implement policies to ensure all staff who are affected by these conditions get the support and care they deserve.“
She highlighted that when implementing policies, organisations should remember that one individual’s experience of women’s health issues, such as the menopause, can be completely different to another’s.
The range, intensity, frequency and length of time symptoms are experienced for can vary hugely and therefore an adjustment helpful for one colleague may make little difference to another.
“To be effective, the workplace approach should be flexible so adjustments can be tailored to the individual,“ she concluded.
