Employers that provide better menopause support could strengthen employee trust, improve retention and create more inclusive workplaces, according to new research from Aviva.
Published ahead of World Menopause Day, the insurer’s Menopause: Beyond the Symptoms report found that 75% of perimenopausal women would welcome additional workplace support, while the same proportion said they would be more likely to trust an employer that openly provides information and guidance on menopause and women’s health.
The research also highlighted the potential impact of menopause on workforce participation. Almost half (47%) of perimenopausal women reported that symptoms had affected their ability to work, while 73% said their mental health had been affected.
More than a third (37%) expressed concerns that perimenopause could lead them to leave employment earlier than planned. Meanwhile, 10% of perimenopausal women and 17% of post-menopausal women had already changed jobs or roles because of menopause.
In terms of EDI, the findings highlight the importance of menopause support as part of wider employee wellbeing, inclusion and retention strategies.
Two-thirds (67%) of perimenopausal women said they would be more likely to choose an employer that openly supports women’s health and menopause.
Respondents identified flexible working arrangements, open conversations about health, access to medical advice, wellbeing resources and clear workplace policies among the measures that would provide the greatest support.
The research also emphasised the importance of workplace culture and shared experiences. Some 69% of perimenopausal women reported feeling less alone after discovering that others were experiencing similar challenges.
However, the findings were not exclusively negative. Almost a third (30%) said menopause had brought a renewed sense of personal confidence and empowerment.
Dr Subashini M, Medical Director at Aviva UK Health, said: “Employers can help make a difference by creating workplace cultures where women feel supported, included and able to talk openly about their experiences.”
With the policy landscape evolving and larger employers being encouraged to consider structured menopause support, the findings suggest organisations have an opportunity to review existing policies, improve manager awareness and help employees remain supported throughout their careers.
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Image credit: https://unsplash.com/photos/two-women-talking-at-a-desk-in-an-office-aoweP90-XwM
