The Retailer Spring Edition 2023

THE RETAILER

50

MENOPAUSE AT WORK: KEY TIPS FOR RETAILERS

Ellie Gelder Senior Editor – Employment & Equality RPC

Patrick Brodie Partner - Employment, Engagement and Equality RPC

M enopausal women are the fastest grow ing demographic in UK workplaces today and yet there is still a long way to go for affected employees to access the right meno pausal support at work. Why is menopause an issue for retail employers? Just over half the adult population will go through the menopause, a natural event in a person's life that, for many, can trigger a range of symptoms, from "brain fog" to hot flushes to insomnia, which can be especially debilitating for some. Menopausal women are the fastest growing demographic in UK work places today. Retail jobs are predominantly held by women (58% according to research by the University of Lancaster). And yet, despite these facts, statistics reveal that there is still a long way to go for affected individuals to access the right menopausal support at work. Research by the Fawcett Society found that 1 in 10 women have left a job due to their menopausal symptoms, while 14% had reduced their hours, and 8% had chosen not to apply for promotion. Retailers that fail to implement adequate support for staff affected by the menopause are not only missing a key opportunity to strengthen their wider diversity, equity and inclusion provision but, crucially, risk losing a valuable talent resource. There may also be adverse consequences for their ability to attract new recruits, as well as customer perception of their brand. Moving to one side, briefly, the human and societal imperative for change, these effects are brought into further relief when considered against the current circumstances of organisations and government seeking to address shortages in worker skills and numbers, and an economy facing continuing financial pressures. As a result, many retailers are now taking positive steps to drive change and ensure that they retain affected colleagues by providing them with the right level of support and understanding.

What can retailers do to support affected employees? 1. Raise awareness and encourage the conversation Retailers are opening up the channels for dialogue around this issue by enabling affected employees to talk to each other about their experi ences and challenges, for example by setting up "Menopause cafes" or working groups, where employees can talk openly and confidentially, and benefit from peer support. On an organisational level, retailers should increase awareness of the issue across the whole workforce, for example by arranging webinars or signposting them to further resources and ensuring that managers have adequate training on how to support someone who comes to them for help. 2. Identify specific barriers in your retail environment The retail workplace is a particularly challenging one given the varied roles that those experiencing the menopause are employed in. Some retailers, for example Tesco, have introduced menopause-friendly uni forms with breathable, cooler fabric to reduce the discomfort of hot flushes, while others have ensured fans or spare uniforms are available. 3. Remember that one size won't fit all When assessing how to support an employee, bear in mind that each person's needs will be different and avoid making general assumptions. For example, a small number of people experience peri-menopausal symptoms much earlier than the average age of 45, while others may not be able to benefit from hormone replacement therapy (HRT) due to medical reasons. There are, also, intersectional considerations to be aware of - for exam ple research by SWAN has found that black women may have more severe symptoms and/or have an earlier transition to menopause than white women, while trans individuals may face additional challenges, for example a reluctance to disclose their symptoms and thereby their status as trans, binary or intersex. Take the time to understand an employee's personal circumstances and be aware of the reasons why some may find it more difficult to seek help than others. For those employees who aren't eligible for HRT, it is important to signpost them to appropriate information on how to access alternative treatment options.

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Supporting staff affected by the meno pause is a key opportunity to strengthen wider diversity, equity and inclusion pro vision and, crucially, help retain a valuable talent resource."