Marking World Menopause Day, a key call to action is made for employers to embrace those wishing to rejoin the workforce.
- Over 120 UK businesses have achieved ‘Menopause Friendly Accreditation’, creating inclusive workplaces.
- Statistics reveal one in 10 women leave work during menopause, highlighting the societal impact.
- Henpicked’s Revive & Thrive programme offers a safe pathway back to employment for those affected.
- CEO Deborah Garlick emphasises the potential of skilled women eager to re-enter and thrive in the workplace.
As we observe World Menopause Day on October 18, 2024, there is a growing call for employers to extend their support to individuals who wish to re-enter the workforce post-menopause. Deborah Garlick, CEO and founder of Henpicked: Menopause in the Workplace, has been at the forefront of this movement since 2016. She advocates for creating environments that are understanding and accommodating, significantly evolving the workplace landscape over the past eight years.
Today, more than 120 UK companies have achieved the ‘Menopause Friendly Accreditation’, signifying their commitment to providing supportive workplaces for individuals going through menopause. This accreditation reflects a substantial transformation from a time when menopause policies were virtually non-existent. The current atmosphere is ripe for change, and it’s the perfect opportunity for those who have been hesitant to rejoin the workforce due to menopause-related challenges.
Fawcett Society research consistently indicates that one in ten women leave the workplace during menopause, often due to the debilitating symptoms they experience. These women face numerous challenges, including managing caregiving duties or financial strain from tapping into savings or pensions prematurely. More than merely a financial issue, leaving the workforce entails a personal cost, impacting one’s sense of purpose, routine, and social interaction.
Henpicked’s Revive & Thrive programme, developed in collaboration with The People Portfolio, offers an encouraging route for individuals eager to return to work. It provides reassurance through partnerships with Menopause Friendly Accredited employers, ensuring support for their transition back to employment. ‘Many women who depart early are immensely skilled and experienced; with adequate support, they can excel once more,’ asserts Deborah Garlick. The programme not only aims to retain talent but also seeks to reintegrate skilled individuals from career breaks.
According to Garlick, the emphasis on being ‘menopause friendly’ extends beyond retention; it encompasses actively reopening doors to those who wish to return. The introduction of such supportive measures is anticipated to be transformative, addressing the talent gap while valorising the competencies of these returning professionals.
Supportive environments for menopausal women can significantly enhance workforce inclusion and mitigate talent shortages.
