Committing to becoming a menopause friendly organisation shows your wider commitment to supporting all colleagues in your workplace. Helps you stand out as a responsible employer. And makes you a great place to work.
But did you know that being demonstrably menopause friendly can also reap rewards in the area of recruitment and retention?
The importance of employee wellbeing
A survey of 160 HR leaders discovered that 77% were experiencing problems finding and retaining staff (The Great Resignation, 2021). But giving some time and attention to your health and wellness programme – and making these easily accessible for job seekers – can help you combat this issue.
According to MetLife, 2022, health and wellness programmes are a must for 52% of workers. However, just 33% of employers currently offer this. So, it stands to reason that a strong commitment to the wellbeing of your workforce will help you stand out. The same research also tells us that 74% say they are interested in DEI programmes and/or affinity groups when deciding whether to accept a new job.
Increasingly, job hunters are looking for organisations that can demonstrate they are a supportive place to work. Most will conduct thorough research before even thinking about submitting an application. Making sure your wellbeing and DEI policies are front and centre – there’s no point in having great policies in place, however well meaning, if they’re not accessible and advertised. Review platforms such as Glassdoor are also becoming popular as a place for potential employees to research the type of organisation they are applying to join.
Set yourself apart from your competition
Having meaningful menopause support in place and making this public knowledge is a good way to set yourself apart from your competitors. Some job hunters may be looking to leave a company due to its lack of menopause support and here’s where you can attract in some top talent.
The value of retention
It’s not just about bringing new people on board, though. Your company will already employ talented people who you want to keep with you. Offering reasonable adjustments for those experiencing symptoms, training up your entire workforce, making menopause an easy topic of conversation and keeping the menopause drumbeat going is a great way to help your colleagues feel supported and nurtured.
Some organisations choose to set up Menopause Champions/Advocates as part of their approach, and there may be other more informal aspects to your support beyond a policy or guidance document. Intranet groups, regular gatherings and just generally knowing that you can declare ‘I’m just having one of those days’ can be a huge comfort to colleagues experiencing symptoms.
When we consider that 80% of people going through menopause are in work (Fawcett Society Report, 2022) it becomes even more clear why offering support during this transition is so important. Especially when we also realise that one in four people have considered leaving their job during menopause, and one in 10 actually left their job due to symptoms, it’s crystal clear.
In fact, Oxford Economics say that it costs employers around £30,000 to replace someone leaving. That would mean that an employer would only need to retain one person who was considering leaving to often more than pay back the investment in menopause support. Plus of course all the benefits of enjoying an inclusive workplace, retaining talent and our experience is the difference you make to your employees lives is tangible – they’ll thank you for it.
Comments are closed