An ally is someone who is not a member of an underrepresented group but who takes action to support that group to help make their workplace more diverse and inclusive for all.
For workplaces to become truly inclusive it is up to people who hold positions of privilege to be active allies and to take responsibility for making changes that will help others be successful.
Allies at all levels can take action with simple, everyday efforts that make a real difference and in this series, we highlight some things that you can do to be an ally and to support your colleagues from underrepresented groups.
How to Support Employees/Colleagues with Menopause
According to the CIPD Menopause in the Workplace, only a quarter say their organisation has a menopause policy or other support measures in place. When it comes to menopause support, those working in organisations that have support are most likely to have written policies (47%) and menopause support networks (46%). Other support options include:
- Planned Flexible Working: Adjustments to work schedules to accommodate needs, including reduced hours, options for working from home, and flexibility in start and finish times.
- Ability to Control Local Temperature: Providing means to adjust the immediate work environment’s temperature, such as through personal desk fans or localised air conditioning controls.
- Last-Minute or Unplanned Late Starts: Flexibility for late starts following sleep disturbances, recognising the impact of menopause on sleep patterns.
- Increased Breaks When Needed: Allowing more frequent breaks to manage symptoms such as fatigue, hot flushes, or the need for rest.
- Specified Support Through Occupational Health: Offering services like free or subsidised counseling, and medical advice tailored to menopause-related health concerns.
- Adjustments to Work Responsibilities/Workload: Tailoring work tasks and responsibilities to accommodate variations in concentration, energy levels, and other menopause-related challenges.
- Access to a Accessible Toilets and other Quiet Space: Providing spaces where employees can take a moment for themselves, which can be especially useful during moments of high stress or discomfort.
- Clothing Change Facilities: Enabling employees to change clothes if necessary, which can be particularly helpful in managing symptoms like hot flushes.
- Written Menopause Policy: Establishing clear policies around menopause support to ensure a consistent approach and awareness across the organization.
- Menopause Support Network for Employees: Creating networks or support groups to provide peer support, share experiences, and offer advice.
- Training for employees on menopause in the workplace: Educates employees and managers about what menopause is, its symptoms, and how it can affect someone at work.
- Training for managers on menopause in the workplace: Provides managers with the tools and knowledge to have sensitive and supportive conversations with their team members who are experiencing menopause symptoms. It also informs them about possible adjustments and supports that can be offered.
These types of support aim to create a more inclusive and understanding workplace environment, helping those going through the menopause transition to feel supported and able to manage their symptoms while at work.
However, it is also worth noting that 14% of respondents overall felt that nothing would help to
manage their menopause symptoms at work.
Read the full “How to be an Ally” series for ideas and inspiration here.
