What do you wish your work would support your with in terms of menopause?

[WandaWomblesaurus73]

I'm writing some recommendations for our HR and trying to think out of the box.
What do you wish your workplace knew or could support with?

[quote JinglingHellsBells]@WandaWomblesaurus73 What exactly are you producing for the workplace? Is this formal guidance as a report?

Just asking as it might be worth contacting certain people who are working on this already, like Dr Heather Currie (consultant gynae awarded the MBE for her work on it) and maybe Diane Danzebrink who organised a petition for Parliament.

You might also want to talk to the British Menopause Society who may have views on it or be preparing something similar.

Have you 'had a google' as this is a topic that has come up quite recently over the last year.[/quote]
It's a list of things we would like to see happening in our work - so was doing it as a presentation.

Oops posted before I meant to - so I was going to look at work care studies of what other places were doing and see what adjustments could be made with a bit of "proof this works" type of thing. Also as so many of us in our workplace aren't experienced with menopause (and we are getting older!) I wanted to see what other thoughts women had.

work case studies that was supposed to say!

We have a workplace menopause policy agreed with the union and TBH, it's a bit shit.

I'm a very private person and can't imagine ever wanting to talk to my boss about my peri symptoms.

Personally I favour employers sorting out other policies to ensure women aren't disadvantaged, rather than bringing in things like menopause policies. For instance, making sure the sickness absence and attendance policies aren't so rigid or punitive that women taking time off for menopause related issues end up getting disciplined. And if there's a uniform, thinking through how it can be adapted to deal with hot flushes. Making sure everyone can go for regular loo breaks (lots of jobs don't allow this).

Firstly Sportsnight referring to women who are struggling as ‘jellies’ is incredibly dismissive, insulting and cold. I don’t appreciate that language.

Secondly, OP. I’m glad you are doing this. I do think it’s high time that something that effects half the population and CAN be debilitating is recognised and there isn’t a continued patriarchal denial of it being an often serious issue. Women are hugely disadvantaged by it. Countless stories of women (myself included) not going for promotions, taking steps down, changing jobs completely because of the impact of their changing hormones. Anything to help even the playing field and not lose the skills and talents of women at this stage of life is a good thing. Equality isn’t about women acting like men or being treated like men, or denying our biology.

I think, to be honest, it’s needs to be flexible. My manager is really understanding because she is going through it too so she gets it. She knows that there are times my confidence drops through the floor, I can’t think as clearly as usual and I may be struggling with pain. I’m not sure you can operationalise what she does. She just understands and factors that in to my supervision and governance. I think training managers is the key really. Whilst some PPs have said don’t talk about it, I think it should be talked about openly to reduce the stigma that has evolved in the make dominated world we live in. Women can choose to disclose that they are going through it and struggling/not struggling and whether they ask for some changes but it should be a culture where there is understanding and respect so I agree that language is key. No suggest not using the phrase ‘women turning to jellies’

• male dominated world

• I suggest.

Fat fingers small key pad!!