Recent studies illuminate a pressing need for enhanced menopausal support in workplaces, identifying significant gaps between employee needs and company policies.
- An alarming 66% of menopausal employees feel the condition is taboo, impacting workplace experiences.
- A mere 28% of hiring managers offer flexible hours despite 57% of women favouring it for menopausal support.
- Only 23% of managers have defined menopause policies, while 38% of female employees express their necessity.
- Manager training on menopausal symptoms is supported by 34% of female employees, yet just 31% offer it.
In an evolving workplace environment, recent research underscores that support for menopausal employees remains inadequate. As societal awareness of menopause is rising, significant workplace gaps persist, with many employees finding it a taboo topic. A thorough survey by KPMG UK reveals that up to 66% of adults experiencing menopause, whether perimenopausal, menopausal, or postmenopausal, continue to face challenges in receiving appropriate workplace support. Many feel their condition imposes or could potentially impose barriers to their professional progression.
Data from talent experts at Talos 360 elucidates various employee expectations regarding menopausal support. The survey’s findings, which included input from over a thousand employees and numerous hiring managers across the UK, reveal a prominent demand for flexible working arrangements. Around 57% of female employees indicated a preference for flexible hours to better manage menopausal symptoms. However, a mere 28% of hiring managers reported that such accommodations are available in their organisations, highlighting a stark discrepancy between employee needs and workplace provisions.
Similarly, breaks as needed are another key area of demand. The survey shows that 49% of female respondents favour this support, yet only 36% of hiring managers confirm offering it. The gap is further illustrated by the 44% of employees advocating for remote working options, although only 32% of managers offer such flexibility. This lack thereof often leaves employees navigating a complex balance between work and personal responsibilities.
The call for defined menopause support policies is also noteworthy. A considerable proportion of employees, 38% of whom are women, support the establishment of formal policies addressing menopause-related needs in the workplace. Despite this, just 23% of organisations report having such policies in place. Furthermore, understanding from management through training about menopause symptoms is supported by 34% of women, yet only 31% of managers provide this training, reflecting insufficient managerial preparedness.
Practical workplace adjustments also remain underprovided, such as workload adjustments and varied start times following sleep disturbances. Despite support from 33% and 28% of female employees respectively, actual implementation remains low.
The survey also reveals that 29% of women require temperature and ventilation adjustments due to menopause symptoms, but only 23% of hiring managers are addressing this need. The findings clearly reveal a disconnect between the support that menopausal employees need and what is currently available in many workplaces.
The findings underline an urgent need for companies to prioritise menopausal support, fostering more inclusive environments.
