We live in an era where positive, supportive workplace policies are table stakes for most agencies. From period policies to enhanced parental leave, businesses have understood that these people policies are foundations on which culture is forged. But the conversation now needs to mature. 

The real task of businesses is to go further than policies to create a culture where people can openly address the issues that these policies are created for. For midlife women in the workplace, this could not be more critical. 

For decades, menopause has been a taboo word across the workplace. Despite the fact that half the population experiences this huge change, it always seemed to be shrouded in secrecy and shame. And with that comes impactful consequences. A recent ‘Menopause and Workplace’ report from the Fawcett Society and Channel 4 revealed that 1 in 10 women have left work because of menopause symptoms, with 14% of women in this age group having to reduce their hours and 8% not applying for a promotion because of their symptoms. It’s not a huge leap to suggest that the menopause taboo and its negative impacts on working women are connected.

Being unable to talk about these symptoms is symptomatic of a fundamental problem: we have all built cultures that did not prioritise openness and empowerment. At a time when women are feeling inadequate or invisible due to their symptoms, agencies must take an active role in ending the stigma around the menopause and push policy further than it has gone before if we are to reduce the risk of losing key talent at pivotal points in their career. But allowing women to talk about it is just the beginning - we must create environments that actively support women through this. We need action.

Men, this affects you too

At EssenceMediacom, it is baked into our philosophy on equity and allyship that we ALL take an active role in ending the silence. This means that we need our male colleagues to take part in this conversation too. 

For some men, it can be a little more accessible: allyship is easier when you can see the issue in front of you. Many of their wives and partners have or will go through it, making it easier to understand and sympathise. The challenge is to ensure that we open up the conversation to men at all levels, and educate them on how they can support their colleagues. Allyship is expected and a non-negotiable so we need all men to lean into the conversation, regardless of whether they can relate from personal experience.

It’s therefore critical that we create spaces in which men can ask questions and hold workshops on issues like menopause and fertility for both men and women of all ages to give them the tools and understanding they need to support and play their part in creating a culture of allyship. From there, it’s being constantly mindful of how some symptoms can impact performance, and not letting that influence decisions on performance or career opportunities.

Everyone’s experience is different, support should be too 

But whilst education is important, we need to take it further. There isn’t a one-size-fits-all with menopause as everyone faces different challenges.  The aim should support women by providing more clarity of purpose, less stress, and more positive action. This approach is a fantastic way of helping women navigate through their own circumstances, allowing women to be the best they can be in their role.

At EssenceMediacom, we have piloted a pioneering approach to menopause policy which goes beyond education to actively support women who are experiencing menopause. Through 1-2-1 coaching with menopause experts from Over the Bloody Moon, the organisation that works with organisations and individuals to support them with menopause guidance, we see our female staff benefit from strong outcomes. This additional assistance empowers women to navigate this transition successfully, in a confidential setting which has been tailored to them. Having seen the impact this has had on the eight staff members during the pilot, we are now widening the programme to bring this life-changing mentorship to others in need of it.

Don’t close the boardroom door

Essential to building an open culture is also the attitude of those at the top. It may be cliche, but you truly can’t be what you can’t see. 

If we are to foster environments where everyone acts as an ally, it can’t end at the boardroom door. In fact, it is the openness, transparency, and critically, vulnerability of leaders that can truly change the game. Senior women should feel able to be open with their experiences. We cannot hide and cover. We need to be brave and move out of our comfort zone talking to each other and speak to those not experiencing it. Take your exec coaching budgets and channel it into the areas of the workforce that need it, use your townhall to share your personal stories, and maintain that open communication. 

Everyone should be on this journey to allyship, learning how to do it as they go. As an industry, we are moving in the right direction but we still have a long way to go. We must all move in unison to ensure that those life changing moments we face don’t make us feel so alone.