Innovate UK Award
In December 2023, out of thousands of applicants, Innovate UK selected me to receive funding, support & one-to-one business coaching to be able to research a project very close to my heart.
Titled 'Easing the effects of menopause' my project set to explore how Sussex based companies can support women to develop self-care through self-awareness which in turn not only benefits the women themselves but of course also their workplaces & their communities.
In-person support was important to me because I value the meaningful connections it fosters and believe it offers the greatest benefit to participants. I also wanted to ensure that support could be accessed during work hours, rather than adding yet another task to participants' personal time - avoiding additional stress for those already managing heavy life/workloads
It is very well publicised that many women leave their jobs or don't contribute as fully as they can or would like as a direct result of menopausal symptoms. I really believe it doesn't need to be this way & I wanted to find a solution that achieves alignment in the economic and social benefits for both women and stakeholders.
With a long career in the corporate world, I've experienced the pace, expectations, and demands that can often compromise our health and well-being. While I am not a menopause expert, I am a people expert - focused on helping individuals develop self-awareness to make choices that truly align with their needs.
Just as every person is unique, each menopause experience is also different. It’s essential for women to connect with themselves and become better listeners to their own minds and bodies, so they can make decisions that are right for them.
Drawing from my extensive coaching and facilitation experience, utlising my Purposeful Life Strategy, and my personal journey through menopause, I feel uniquely equipped to offer meaningful support and help others find sustainable solutions to navigate these challenges.
Project conclusion
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Women experience menopause in diverse ways, often struggling to understand changes in their minds and bodies. This uncertainty, combined with a lack of support, can leave them feeling isolated
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Many women have been conditioned to "carry on" quietly, leading to minimal open dialogue about hormonal health. This silence creates gaps in understanding - even among women themselves - about what menopause involves
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The lack of trust in women's needs during menopause can discourage them from seeking help, fearing dismissal or judgment. Addressing this trust gap can strengthen broader diversity and inclusion efforts
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We're at a pivotal point to create a supportive environment for women in menopause, though no one-size-fits-all solution exists. Instead, we must listen, ask what they need, and be adaptable
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In-person support is invaluable but isn't always accessible. A flexible, online approach can provide convenient resources, allowing for education and connection that builds trust
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There is no one size fits all approach to supporting women through menopause - a policy can only go so far. I want to help companies better support their people through compassion, appreciation and awareness
THE PROBLEM FOR WORKPLACES
With close to 4 million women aged 45 - 55 currently employed in the UK , women over 50 represent the fastest growing segment of the workplace.
In 2023 the UK Government confirmed the State Pension age will rise to 67 by the end of 2028, with a review within two years to potentially raise this to 68.
This further highlights the growing importance of supporting menopausal women in the workplace.
Legal liability and financial risks:
Failing to adequately support menopausal women in the workplace could expose employers to significant legal and financial risks under the Equality Act 2010.
Productivity loss:
It's estimated that menopause costs the economy 14 million working days every year due to women taking time off because of their symptoms
Increased costs for businesses:
The cost of replacing a woman who stops working due to menopausal symptoms is estimated at more than £30,000 per employee
Diversity and inclusion:
Reduced representation of older women affects workplace diversity and can hinder progress towards gender equality
Loss of experienced talent:
These women are often at the peak of their careers, highly skilled, and serve as role models to junior staff
Wider societal impact:
Supporting women through menopause can help reduce the gender pay gap and create a more equal society
THE PROBLEM - FOR WOMEN
There has been a long and hard battle fought for women to attain equality in the workplace, striving for decades to break glass ceilings, close pay gaps, and gain equal opportunities.
Significant progress has been made, with many positive changes implemented and experienced, but now women face a new challenge; a glaring lack of awareness and support for those experiencing menopause in the workplace.
Once again, women find themselves facing inequity, this time in the form of inadequate recognition and accommodation for a natural biological transition that affects a significant portion of the workforce.
Health and Wellbeing:
Up to a third of women experience severe menopausal symptoms that can significantly impact their quality of life and work performance
Forced exits:
A parliamentary report found that nearly 900,000 women in the UK have left their jobs because of menopausal symptoms
Pressure to perform:
Women feel compelled to downplay or hide their menopausal symptoms, fearing that acknowledging them might reinforce outdated stereotypes about women's capabilities in the workplace
Lack of reliable information:
Women's lack of access to comprehensive menopause information significantly hinders their ability to self-advocate in the workplace
Career impact:
A parliamentary report found that 27% of women say menopause has had a negative effect on their career progression
Double standard:
While other health issues are often accommodated without question, menopausal women find themselves having to advocate for basic understanding and support, risking stigmatisation and career setbacks.
THE PROBLEM FOR COLLEAGUES & ALLIES
Colleagues and allies face a complex challenge in supporting menopausal women in the workplace. Many lack awareness and understanding of menopause and its impacts, leading to unintentional insensitivity or inability to provide adequate support.
While the challenges faced by menopausal women highlight a specific area of concern, they also underscore a broader issue: the need for workplaces to adapt to the diverse needs of all employees throughout their careers.
This situation serves as a catalyst for examining how organisations can create truly inclusive environments that support every individual, regardless of gender, age, or life stage.
A culture of silence:
A fear of saying the wrong thing or a discomfort in addressing the topic can lead to fostering an environment
Unintended consequences:
With a lack of understanding of menopause and the potential symptoms, it can be difficult to recognise when a colleague might need support where people don’t discuss personal issues or ask/offer help and support.
Inappropriate judgement:
Misinterpreting behavioural related symptoms can lead to unconscious or conscious bias which can negatively impact relationships
Emotional impact:
A lack of knowledge can lead to feelings of helplessness and frustration among colleagues who want to offer support but don't know how, potentially straining workplace relationships and morale
Lack of reliable information:
The lack of education about menopause could be create challenges not just in professional settings, but also in personal relationships and family dynamics
Limited autonomy:
A lack of organisational support and autonomy to make changes or offer substantial assistance can lead to a sense of frustration and inability to effect positive change in the workplace.
THE OPPORTUNITY
The issue at hand extends beyond menopause, although addressing it remains a critical priority.
Relying on conventional approaches will only yield the same results we have always seen. True innovation lies in the courage to envision solutions that have yet to be realised.
Currently, we are attempting to fit a square peg into a round hole, hoping that pressure will force it to fit. Instead, we should adopt an approach that embraces the hopes and aspirations of all stakeholders.
By tackling the topic of menopause through education and establishing a safe platform for personal accountability, we exemplify best practices in how we treat our employees.
Before we can effectively review opportunities such career development, we need to ensure that such opportunities are accessible to all.
We must focus on creating an environment where individuals can bring their whole selves to work, fostering a culture of respect, support, and encouragement that allows everyone to contribute their unique skills.
This involves providing opportunities for personal and professional development that ultimately benefit the organisation as a whole.
Innovation
Empowerment
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Culture change
By transforming our approach to this issue, we open ourselves up to creating a more inclusive and supportive workplace, enhancing not only the work experience but also enriching the lives of all employees.
Organisations that prioritise genuinely caring for their employees and fostering a supportive work environment often find themselves naturally compliant with regulations including the Equality Act and the Health and Safety at Work Act.
This people-first approach not only protects the company but also leads to better outcomes for employees, as opposed to a gap analysis of policies against regulations. By focusing on support and wellbeing, compliance becomes a natural byproduct rather than the primary goal, resulting in a more holistic and effective workplace culture.
If you would like to learn more about my project or discuss an opportunity to support you and your organisation, please do not hesitate to get in touch. I understand that many companies genuinely want to support their employees but may not know where to begin. I assure you, there is no judgment here; a willingness to change and a desire to improve are all that is needed to foster positive change for everyone. By shifting our approach, we can initiate a ripple effect that transforms not only our thinking but also our workplace culture.
Please read my blog about some of the work completed during the award.
If you would like to learn more about any element of my research or findings, please get in touch.
