Burness Paull – and becoming the first UK law firm to achieve “menopause friendly” status
In November 2021, Burness Paull became the first accredited “menopause friendly” employer in Scotland - as well as becoming the first law firm in the UK to achieve the status. Here’s head of employment, Mandy Laurie.
Burness Paull – and becoming the first UK law firm to achieve “menopause friendly” status
In November 2021, Burness Paull became the first accredited “menopause friendly” employer in Scotland - as well as becoming the first law firm in the UK to achieve the status. Here’s head of employment, Mandy Laurie.
Fourteen million working days are lost annually to menopause symptoms. In addition, 370,000 menopausal people reported that they have considered resigning, according to research commissioned by Health & Her (April 2019).
The year in which that research was published saw an increasing media and political focus on supporting menopausal individuals in the workplace, and for good reason.
Productivity and talent are being lost because of lack of understanding and support. Recognising workplace retention in the age category who are likely to suffer menopause symptoms (45-55) is a business imperative.
If that talent is lost at the latter stage of an individual’s career, this will also likely increase an organisation’s gender pay gap – at a time when the majority of businesses are working hard to close that gap.
Recognising workplace retention in the age category most likely to suffer menopause symptoms (45 to 55) is, therefore, essential.
Burness Paull hosted a series of roundtable discussions to explore how best to tackle the problem. The results were fascinating and we were delighted to share these in a workplace thought leadership paper, Mindful of Menopause.
That paper discussed the importance of raising awareness of the menopause, normalising menopause discussions in the workplace and the existence of workplace policies that could greatly assist individuals. It also sets out the key steps to creating a menopause friendly workplace. Some of the findings included:
- The need to raise awareness amongst all staff of the potential symptoms and effects of the menopause was considered the most effective way to support those impacted and “normalise” discussion in the workplace.
- There was a preference towards raising menopause awareness and support as part of a wider wellbeing initiative rather than being framed as a specific diversity and/or inclusion one.
- And general workplace policies, such as agile and flexible working, could greatly assist menopausal people without singling out that they are going through the menopause.
As we continue to adapt to the new ways of working – now is a good time to review your policies and reflect.
It is important organisations do not lose out on the ground that they had made in implementing policies and changes within their organisation with regards to diversity and inclusion.
“As we continue to adapt to the new ways of working - now is a good time to review your policies and reflect. It is important organisations do not lose out on the ground that they had made in implementing policies and changes within their organisation with regards to diversity and inclusion.”
“As we continue to adapt to the new ways of working - now is a good time to review your policies and reflect. It is important organisations do not lose out on the ground that they had made in implementing policies and changes within their organisation with regards to diversity and inclusion.”
Let’s Talk Menopause
Ruth Devlin founded Let’s Talk Menopause to raise awareness and provide accurate information on the menopause. She is passionate about providing accessible, evidence-based information and support for, anyone experiencing the menopause, for employers and for health care professionals (HCP) supporting those going through this transitional stage in their lives.
This helps people to make more informed decisions about how to manage their menopause, helps employers to support their workforce and helps HCPs to provide adequate care and treatment.
She does this through giving talks within the public, private & third sectors, writes a blog, and has published a book Men…Let’s Talk Menopause. She regularly contributes on many platforms is a registered nurse and a reflexologist.
Let’s Talk Menopause runs courses for organisations.