Some may wonder why there is a need to raise awareness about menopause when firms have managed for many years without doing so.
Others may feel it is never going to affect them; so why do they need to know?
Whatever your personal thoughts, you may wish to consider the fact that at some point in our lives, we will either directly or indirectly be impacted by menopause at work or at home.
It is also worth taking a moment to consider the unknown financial cost menopause is having on your business. It is a cost of sick leave, staff turnover and productivity, if menopause is not understood and supported.
Some may also feel rather concerned as to how you even start the conversation, let alone make it comfortable. I can assure you, it is very easy to do so!
Having personally worked in law for over 20 years prior to launching my workplace menopause consultancy means, I understand law firms!
I have experienced the working environment, the pressures of the job, and I also know how difficult it is to get lawyers away from their desks to attend non fee earning meetings or training, particularly when discussing a topic such as menopause! On the flip of this, I am extremely passionate about the fundamental importance of my work and the need for education.
Law firms make up the largest proportion of my client base and if you consider the demographic of your workforce, you may realise that you have a high percentage of female employees.
Undoubtedly, you wish to retain your employees, keep productivity and engagement to a high standard, support them through varying stages of life and allow them to share their knowledge and expertise with others. Addressing topics such as menopause in the workplace can ultimately help you do this.
It is often difficult for me to explain the positive impact my work has, not only for the employees on a personal and workplace level, but for the organisation as a whole.
I have therefore asked the wonderful Paula Eckton, Partner at Steele Raymond LLP to advise you of the immediate and ongoing difference my initial presentation made to her workforce and firm and why I was asked to return in 2023 to provide further support.
Nicola Green, Workplace Menopause Expert, Nicola Green Consultancy
“Absolutely eye opening”
“I had no idea that the menopause could have such wide ranging symptoms”
“Thank you so much! To think that I have been suffering in silence assuming that was just the way things were for me only to find that I am not alone and there is help I am able to access”
“So happy that the Partners recognise the importance of this subject.”
These are a few examples of quotes from the many emails I received from our employees following Nicola’s awareness training last year. However what really did impress upon me the importance of this subject was from one of our male colleagues who came to the training and explained to me afterwards that before the training he really had no appreciation for what the menopause might entail but the information provided by Nicola has really given him food for thought in a number of aspects. Firstly, in respect of his own personal life knowing that his wife may currently be or will going through this and how he can best support her and secondly to the impact on our employees and in turn the firm generally.
Until the recent movement in menopause awareness the connection between menopause support in the workplace and productivity, sickness and staff turnover was rarely, if at all, made by employers and I think it is safe to say that historically law firms don’t have a reputation for leading the way on such issues!
In my experience women often feel embarrassed to discuss such issues (assuming they are even aware that what they are experiencing is due to the menopause). I’ve heard too many women say that they just assumed that they are just not clever enough, or are getting older and therefore cannot cope with the demands of their job when in fact what they are experiencing is menopause related and can be addressed, often by simple adjustments.
Sadly many wonderful women with amazing skills lose their confidence entirely and end up leaving their roles. Not only does this impact on the individual, but the relevant firm and the legal sector loses valuable skills and experience and there will be a cost to replace that which in all likelihood will far exceed the cost involved in the provision of support to the individual. Some skills are not easily replaced and undoubtedly such a loss will result in further training costs for others to plug the gap and potentially an unhappy ship if well respected and liked employees leave.
The impact for us as a firm was immediate. My colleagues who may have been experiencing issues were reassured that it wasn’t their ‘fault’ and felt more equipped to seek further help and advice; colleagues (male and female alike) who had no direct experience themselves were now able to recognise some of the symptoms and how they could help (be it their own family members, friends or fellow employees); and the Partners, as business owners, were able to understand the connection I mentioned above which ultimately impacts on the bottom line.
As a result of this we have been eager for Nicola to come back and provide us with further help and assistance – as an employer in terms of what we can do to help more by the provision of further training and for our employees to provide them with further help and advice for those who may be experiencing the menopause. We view this with the same degree of importance as mental health awareness which is far more widely recognised by the business community generally. Many menopause symptoms impact on mental health, for example anxiety, and should therefore be treated accordingly. We are ensuring that our appointed mental health first aiders are alert to the menopause as part of their training.
The menopause really does affect everyone – not just those going through it. I recommend every firm treats the menopause with the seriousness it deserves and ensure they provide a supportive environment at work which in turn will result in increased engagement and retention of valuable talent.
Paula Eckton, Partner, Steele Raymond LLP
