L
ast year, the UK government launched its women’s health strategy. This reflects both the importance of retaining female talent in the workforce and the intention of government
and policymakers to close the gender health gap. The ten-year plan and appointment of Dame Lesley Regan as Women’s Health Ambassador for England seeks to raise the level of support, awareness and understanding of health conditions specific to women. It includes bias training for medics to improve diagnosis and care of women-specific issues. Public awareness – if not yet understanding – of
menopause as a life stage has risen in recent years thanks to high-profile women like broadcasters Mariella Frostrup, Kirsty Wark and Davina McCall. Over the past decade, they have used their platforms to share personal experiences and show the relevance of menopause-related issues in workplaces, amplifying the research and advocacy of organisations like the British Menopause Society. The issues span accessing HRT, healthcare and
evidence-based advice, challenging the culture of silence, stigma and taboo around women’s reproductive health at work, as well as addressing the isolation of managing symptoms alone when awareness and support systems are lacking.
NO TIME TO STEP BACK The business case and need for the government’s strategy is clear. From a retention and engagement perspective, women aged 40-60 comprise one of the fastest-growing demographics of the UK workplace. There are 3.5 million women aged over 50 currently active in the labour market. The CIPD, which has long researched and advocated
for all aspects of women’s health, reports the significant impact of menopause on women at work. This includes 53% of who felt unable to go into work because of their symptoms. Figures from McKinsey, show that women are also leaving leadership positions at a faster rate than men. Government figures show the wider productivity and
inclusion impact. One in four women consider leaving their job because of their menopause symptoms. For another one in four women, the physiological symptoms mean taking long-term sickness absence. Together, this data shows the impact not only on the health, career progression, long-term financial wellbeing and overall happiness of women, but also on the health of the economy in the UK and globally. Linking the health and wellbeing aspect with work,
Helen Tomlinson, head of talent (UK & Ireland) at The Adecco Group, was appointed in March to become the UK’s first Menopause Employment Champion under Dame Lesley Regan’s leadership. This voluntary role is tasked with encouraging employers to develop menopause policies that create more supportive environments, in turn helping women experiencing menopause stay and progress in work – and at a time when many are at or near the peak of their careers and still have at least a decade or two until retirement.
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“We are living longer, and we are having to work
longer and it’s important that talent is retained, from both a personal perspective and from a financial perspective,” said Helen Tomlinson in the Day One panel, ‘Let’s Talk Women’s Health – supporting women to thrive in the workplace,’ at November’s CIPD annual conference and exhibition. “I’m proud of the role that I’m undertaking for the
government. I launched my six-month report on World Menopause Day [October] and I called it ‘No Time to Step Back’. I absolutely believe that going through perimenopause and menopause is no time to either step down, step back or step out of the workplace because if employers can support you well throughout that time, women can arguably go on to have the best ten, 15, 20 years of their career post-menopause.” Broadcaster Davina McCall has over the past few
years through her books and allyship brought menopause further into the national conversation. She shared her experiences – both physiological and in the workplace – with CIPD senior stakeholder lead, Katie Jacobs, and delegates in Day Two’s ‘fireside chat’. “The first thing was I thought I’ve got no one to
talk to,” recalled Davina McCall. “I thought all this stuff that’s happening to me: I suddenly look older, I feel older. I’d lost my joy and people started noticing. You feel like perhaps you will not be valued and that the menopause will be ageing. So, you don’t tell people that you’re struggling and then you’ll be in fear of your
Davina McCall being interviewed at the CIPD Annual conference in November
GLOBAL LEADERSHIP WELLBEING DEI
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