Back in early 2019 I began to raise the issue of establishing a menopause policy for staff at our regular joint Trade union and HR meetings. This was based partly on my own experience and that of the many members who I believed were currently having symptoms of peri- menopause and consequentially had suffered issues at work. This ranged from subtle to full blown signs that began to impact on their ability to do what had previously been straight forward tasks. Issues from fatigue, unable to concentrate, forgetfulness had brought them to the attention of management who were looking at There still exists a stigma attached to menopause not being met.
I believe because of my own situation it emboldens me to ask more delving questions often using myself as an example and was amazed at how many women either were aware of the menopause or suspected it was the cause. There still exists a stigma attached to menopause, and everyone is different on how they manage this and clearly feel about how to relate this to work. So, a sensitive approach was necessary both in terms of their own circumstances and how to deal with this as a workplace issue.
After badgering HR for many months both emails and keeping on our monthly agenda, I was finally contacted by a HR advisor on developing such a policy.
The policy was to be a joint effort by HR and UNISON and my input was valued into making this a workable document. At that time UNISON had yet to develop a policy although looking at health and safety pamphlets was useful.
Different websites were investigated such as the British menopause society, women’s health concerns.org and menopause in the workplace.co.uk. A supportive approach ensuring staff would have bot access to information re symptoms and how this may relate to the workplace. It was done in conjunction with the Dignity at work, Flexible working, Sickness/Disability and Risk assessment.
HR, Training and development and myself had several meetings, then the draft policy was developed on the 10/6/19. I circulated to women members, all our reps the Branch Committee and Regional officer for comments.
One of the changes added was to include People from non-binary, transgender, and intersex communities. This followed from a motion from UNISON National Women’s Committee passed at National Conference in June 2019. This was huge step forward in recognition acknowledging that experiences of menopause may be different for these communities.
Following further discussions, it was agreed to launch the new policy by organising a stall that was advertised across the council and UNISON. This was amazingly successful as we had arranged to bring packs containing, eye relaxing mask, UNISON fans, ear plugs, UNISON tic tacks, a copy of the policy and health advice from Occupational Health. The stall was well received, and we ensured UNSION has recruitment forms, pens, lanyards etc…
Further to the success of the launch it was agreed that we would hold a series of menopause cafes and we had used the stall to advertise the first one. It was decided to organise an informal chat, that UNISON and HR would facilitate. It would be a safe, confidential space for staff to attend.
Emails were sent out an opportunity to meet share and discuss the menopause over a cup of tea or coffee. Again, we provided information, fans more packs of helpful materials
The café was a remarkable success the first one was the 11th of October and we followed that with one in January 2020 and another will take pace in April. It was also a learning tool as the women who attended expressed not only their own experiences but that of their managers approach in the workplace.
The learning we took forward from the first café was a need to developed training not only for staff but for managers. A further guidance was also produced on that back of this which now is attached with the policy and FAQs.
UNISON have also helped organised a lunch and Talking- We advertised this in our AGM booklet, in which Kate Muir author and journalist attended speaking about her book The Great Menopause Scandal.
Learning from this campaign:
- Menopause is a workplace issue
- Need to develop a Policy
- Huge recruitment potential
- Raise profile of local Branch and UNISON
- Improved working conditions for many members
- Demystifies the taboos surrounding Menopause
- Not experts just women attempting to help raise all these issues in a practical supportive manner.
- A relaxed confidential, supportive, and non-judgemental environment
- Challenging the stigma through Training
- Develop working, if possible, with HR to hold joint stalls and cafes
- Use the Employers comms networks to advertise the cafes as well as WARMS.
- Cafes a fantastic way of staying connected with our own members.
- Facilitate to allows others to express their own experiences and concerns.
- Hold regular every three months café where possible to keep up the momentum.