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, utilising 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.
With the rise in awareness of the need to provide support for those experiencing menopause, not least driven by the Equality and Human Rights commission (EHRC) advising in February 2024 that menopause could be protected under the Equality Act, many workplaces are rapidly developing policies.
During my research I found that some companies may believe they have supported women by creating a policy or guidelines. However, without meaningful conversations about actual needs and accompanying training, these efforts often amount to little more than a checkbox exercise, ultimately missing the core issues at hand
Often, policies were created as a precaution but remained passive rather than actively used
Many women reported that a document alone didn’t meet their needs
No policy can anticipate every scenario, and many managers either lacked the skills or didn’t feel empowered to engage in meaningful conversations about menopause-related concerns
Menopause awareness is required for all employees at every level delivered in a way that adds value to them both in a personal and professional context
A key takeaway from my project is that we need to think beyond menopause. We live in a time when chronic stress is often accepted, hindering our ability to form meaningful connections and fostering distrust. While educating individuals about menopause is important, we must also encourage active listening and understanding among each other. It's crucial to focus on the positive ways people can collaborate, rather than assuming someone is receiving special treatment due to a condition.
Some organisations continue to apply traditional approaches, trying to fit menopause into existing systems instead of adopting innovative strategies.
Menopause can be viewed as just another obstacle for companies to navigate cautiously, driven by fear rather than compassion.
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 discuss this further to see how I might be able to support you and your workplace please send me an email at helen@oyo-s.co.uk
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