THE IMPACT OF MENOPAUSE CHAMPIONS IN AN ORGANISATION

A lot of organisations today are still not doing enough to provide adequate care to women going through perimenopause and menopause. Many women are leaving the workforce not voluntarily, but because they feel neglected and not supported at this stage of life.

Although some managers are concerned about this aspect, many have no clue where to begin. Things can get worse if line managers are male and/younger, which can result in avoidance of the problem, discomfort and failure to communicate. Although leaving the problem alone may appear more convenient in the short term, long-term consequences on employee welfare and business performance are too great to be ignored.

Women going through Menopause bring a great deal of value and experience to their businesses. If these women leave, the cost to replace one member of staff is on average £30,000 (Oxford Economics). Aside from having a menopause policy, one of the most effective things a business can do is to have a Menopause Champion.

What is a Menopause Champion?

Menopause Champion is a specifically trained and passionate employee of the company who is actively involved in:

• Raising awareness about menopause

• Providing access to relevant resources

• Giving peer support

• Encouraging beneficial cultural change concerning menopause within the workplace

Why Appoint a Menopause Champion?

Menopause is a natural phenomenon of life, but it is still highly stigmatised and not openly discussed in many environments. A study has found that 42% of working menopausal workers feel uneasy discussing their symptoms within the workplace. A Menopause Champion helps to break this silence. They build trust, inclusiveness and a feeling that workers are seen, heard, and valued, in short, a culture that empowers workers to bring their whole self to work.

Key Responsibilities of a Menopause Champion

1. Emotional Support Champions provide a safe, confidential space where staff members will feel comfortable opening up. They are available, understanding and professionally equipped to help those who may feel isolated now.

2. Signposting and Guidance: These champions guide staff to internal and external support services, for instance, HR, occupational health, or menopause specialists, so that no one has to suffer with their symptoms alone.

3. Raising Awareness They help with internal campaigns, awareness events, and educational activities so that menopause talks are a regular occurrence at all organisational levels.

4. Shaping Workplace Culture Through requests for modest but meaningful adjustments such as flexible work schedules, weather control, or convenient access to private restrooms, the Champions make the work life more inclusive and considerate to all.

Characteristics of a Good Menopause Champion

Anybody can be a Menopause Champion, but successful Champions share some common qualities:

• Good Communication Skills: Able to communicate effectively and thoughtfully to a range of individuals.

• Active Listening: Provide a non-judgmental space for colleagues to share their concerns.

• Empathy & Compassion: Be able to understand and acknowledge the broad spectrum of symptoms and experiences associated with menopause.

• Advocacy: Talk openly with confidence, challenge stigma, and advocate for supportive work practices.

• Commitment to Inclusion: Aiming to build a culture of inclusion that values, respects, and supports all.

The appointment of a Menopause Champion is not a tick-box exercise. It is a very successful means to a truly inclusive, respectful and high-performing workplace. If women feel supported, they stay, they thrive and continue to contribute to the success of the organisation.