3 reasons why your menopause policy won’t serve your business.

For many years offering a menopause policy has positioned your business above the rest. Having that policy has deemed your business to be forward thinking, enlightened and inclusive. 

But the tide has turned because a policy does not protect or add value to your team and they know it. Neither does a section on the intranet or signposting amongst line managers.

Here are 3 reasons why your policy is no longer enough…

1 - Your policy doesn't offer a solution

A policy relies heavily on the person requiring help to actively look for it, read through it, interpret the information and find their own fix - when overwhelm, lethargy, stress and brain fog are already dominant emotions - putting the onus on the woman to look for help is no longer enough of a solution.

It was fine when menopause was still hushed and whispered, or maybe it wasn’t fine, but it was acceptable. But now your in-house talent and your future team are demanding more, and they are voting with their feet.

2 - A policy only works when people know the solution they are looking for.

A policy relies on the person knowing that they are experiencing symptoms of menopause. Many don’t. Many women struggle with a muddle of symptoms for years before looking for help. Because menopause isn’t a yes/no diagnosis. It comes in hormonal waves that are easily mistaken for “life” and often put up with for many years before they are addressed. 

And at this point expecting someone to search the intranet or speak to their line manager is unrealistic at best, but when you add to this that most business "solutions" actually just serve to highlight the issue (that's YOU desk-fan), or are limited to the not-so-novel "flexible working”, we really shouldn't be suprised that in many cases resignation is seen as their next-best option. 

3 - Women know they can expect better

Not only are you at risk of losing your valuable team to menopause, the younger age group are also more empowered with knowledge of menopause. So, much like the 20 somethings are looking for good maternity support, the 30 somethings are on the look out for the leading businesses to move to for their final career step. And their expectations are rightly high, they are looking for their employer to be a step ahead of the rest and your menopause support structure will be a box that they are looking to tick.

And so in real terms what should your business be doing to stand out as menopause employer of excellence?

Firstly, get ahead of the diagnosis. As I mentioned most women struggle for years without knowing that menopause is the issue. Getting ahead of menopause means providing a full and remarkable employee wellbeing solution - yes get the desk fans and implement the Flexi-hours but your business should also be actively promoting and scheduling in movement, injury prevention, mindfulness, education, community, practical and emotional support.

Your solution needs to be transformational, accessible and efficient.  Meaning it's offered business-wide, regardless of need. It's simple and specific. And it's time efficient, or as I like to say, offers “bang for it's buck”! AND perhaps most importantly, it gets ahead of the problem and is implemented before there is a need.

Creating a solution that keeps in contact with your team, tracks the business needs and provides wellbeing solutions before they are asked for is the full and remarkable solution your business needs in todays market.

And if you’d like to know how to implement such a FULL AND REMARKABLE solution to your team, fast, let’s chat about your best-next-steps, books chat today HERE or read more HERE