How to support school staff’s wellbeing - experiencing the menopause

For International Women’s Day, our Education HR Services takes a look at how the menopause can impact your staff, the school and how to provide support.

The menopause has become something of a “hot topic” in HR circles. The CIPD, ACAS and the LGA have all issued guidance for employers on how best to support staff experiencing the menopause in the workplace.

The menopause is a natural transition, yet many women suffer because of it and it frequently impacts upon their working lives. The CIPD are championing a campaign to break the silence and start talking openly about menopause at work.

Why it's important to be menopause aware

CIPD research confirms that nationally women over the age of 50 are the fastest growing segment of the workforce, and most women will go through the menopause during their working lives. ACAS research shows that most women over 50 will have, or have had, perimenopausal or menopausal symptoms that affect their work. For one in three the symptoms will be severe. For one in four the symptoms will be mild.

The 2018 school workforce census shows us that teaching is a female-dominated workforce. 74 % of teachers are women and 27% of women teachers are aged over 45. The demographic structure of the school workforce means that a significant portion of the workforce will be affected by the symptoms of the menopause in the course of their daily duties.

Benefits of being a menopause friendly employer

Benefits of supporting staff experiencing menopause range from enhancing staff engagement and reducing sickness absence to improving the retention of staff, supporting a gender-inclusive workplace and removing barriers to progression, helping the school to work towards closing the gender pay gap. Being a “menopause friendly” workplace can reduce the likelihood of possible claims of discrimination on the grounds of sex or disability. Employers have a legal duty to ensure that working conditions do not exacerbate symptoms and that staff do not face discrimination at work.

Break the silence & create an inclusive supportive culture

In most workplaces the menopause is still a taboo subject. Simply talking about it openly by raising awareness of the typical symptoms and providing information on how women can access any support they need can be very effective.  An inclusive environment is one in which all members of staff are supported and feel enabled to fulfil their potential. In the context of the menopause, schools need to encourage open conversations about the challenges of the menopause. Schools could also consider incorporating menopause awareness training into wellbeing and management training.

Schools can actively demonstrate their support for staff experiencing symptoms by appointing a school wellbeing champion to act as a focal point for signposting advice and further useful information.  If your school purchases an Employee Assistance Programme (EAP) this can also be signposted as an alternative source of advice where staff do not wish to discuss their symptoms openly with colleagues.

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