What Does 2024 Hold for Women in the Workplace?

Most businesses and organisations in the 21st century strive to honour the values of D&I (Diversity and Inclusion) throughout their organisations. 

This ensures that everyone can enjoy the opportunities and feel safe, valued, respected and supported while at work, regardless of their gender, culture, race, religion, ethnicity, belief system, abilities and so on. 

Over recent years, we’ve seen an increased emphasis on gender equality, with campaigns to close the gender pay gap, create fairer working conditions and, perhaps most prominently, break the taboos surrounding perimenopause and menopause. 

Thanks to the hard work of numerous women’s health advocates, celebrities and politicians alike, menopause in the workplace is now taken seriously. 

Employers now take steps to ensure their workplace is menopause-friendly, implementing strategies and policies in place to help ensure every woman receives the support she needs to remain in the workplace throughout her life. 

However, supporting women’s needs is essential at all stages of her life, from menstruation through to perimenopause, menopause and beyond. 

For that reason, over the past year, we’ve seen various initiatives, schemes and legislation put into place to protect women who menstruate from judgement or discrimination while at work. 

Of course, this doesn’t only benefit women themselves but also helps to enhance the success of the business. 

When employees feel that they are valued, treated equally, and can access the support and understanding they need, they will become loyal team members, become more productive and innovative and enjoy happier and more fulfilling working lives. 

So, as we come to the end of 2023, let’s look back to see the progress we’ve made over the past twelve months, then review what we can do in 2024 to ensure that every woman is respected, valued and supported throughout all stages of her life. 

What significant improvements have we seen in 2023? 

The last twelve months have been exciting as women’s health in the workplace has become a key concern for individuals, employers and the UK government. 

Key highlights from 2023 include:

1. A greater awareness of women’s health in the workplace 

Over the last few years, menopause has become less of a taboo topic with celebrities, menopause awareness champions and politicians alike speaking out about the various challenges that women face in the workplace. 

Additionally, we’ve seen news headlines over recent weeks that extend to women of all ages in the workplace, highlighting how women can struggle with menstrual conditions and emphasising the need for employers to acknowledge and address the issue. 

This includes conditions such as PCOS, PMDD, endometriosis, adenomyosis and fibroids, to name just a few. 

2. The UK government is now taking women’s health seriously 

Back in March 2023, Helen Tominson was appointed to the voluntary role of “Menopause Employment Champion”, encouraging employers to create menopause in the workplace policies and offer more supportive environments to women who may struggle with their symptoms. 

Explaining her decision to create this position, Mims Davids MP said: 

“We need to open up the conversation, tackle stigma and be aware of the menopause – particularly how it affects individuals in their career and the workplace. Women should not suffer in silence or feel forced to reduce their hours, pass up promotions, or even quit their jobs, because of a lack of support.” 

3. NEW guidelines released: BSI: "Menstruation, Menstrual Health, and Menopause in the Workplace" (BS 30416)

This year we also saw the release of the British Standards Institution’s (BSI) Menstruation to Menopause Workplace Standard. 

This guidance provides a step-by-step approach to help employers support women who experience menopause at work including how to accommodate women who menstruate, manage health conditions, and continue to work safely, whether in-house or hybrid and offers guidance on awareness, communication, and support networks. 

Additionally, it provides information on how to use the BSI to create a better workplace culture that supports women to remain in the workplace with a tick box exercise to help you along the way. 

By implementing this guidance, you can create a safe and inclusive workplace, promote understanding, accommodate the needs of women, and foster a positive work environment for all.

In summary, the "Menstruation, Menstrual Health, and Menopause in the Workplace" guidance (BS 30416) is a great tool when used effectively and when leaders take ownership of cultural change within their organisation. 

4. But…changes to the Equality Act (2010) were blocked

Despite all the progress made over the past few years, proposed changes to protect the rights of women experiencing menopause were rejected by the UK government earlier this year.  

As a result, menopause did not become a “protected characteristic” under the Equality Act because of fears that this move would discriminate against men in the workplace. 

In response, Conservative MP Caroline Nokes, questioned the government’s commitment to the issue of menopause, calling this a “missed opportunity to protect vast numbers of talented and experienced women from leaving the workforce”.

What could 2024 bring for women in the workplace?

Given this substantial progress, it looks like 2024 could bring more promising changes that help support women in the workplace, from menstruation to menopause. This includes the following: 

 1. National Allies Day programme

The UK government recently announced the National Allies Day Programme- a buddy programme for workplaces that aims to open up the conversation about the various health challenges that women face throughout their lifetimes via sharing stories and information. This is set to take place in March 2024 for International Women’s Day. 

2. The Menopause Workplace Pledge

In Spring 2024, the government will also be rolling out the Menopause Workplace Pledge which is a badge that employers can obtain to prove they are a menopause-friendly workplace. This means that women can vote with their feet when it comes to the best place for them to work. 

3. Workplace changes from UK employers themselves

Considering the various strategies put into place by the UK government, employers are more encouraged than ever before to protect the rights of their female employees and ensure they can access the support they need to thrive in the workplace at all stages of their lives. 

This can include:

1. Talking to women in your organisation

Start by opening up the conversation about menstruation and menopause to find out what is working for them and where they need extra help. This can often highlight areas where employers can focus their energies to address the unique needs of their female employees. 

Additionally, consider implementing feedback mechanisms such as suggestion boxes and anonymous surveys to regularly view the effectiveness of existing policies. 

2. Offering training programmes and workshops

Consider whether there are specific training programmes or workshops you can implement to educate your line managers and leaders about menopause and menstruation issues so they can better support your employees. 

Ask me about my Menopause in the Workplace training for more information. 

3. Launching wellness programmes 

Supporting women through all stages of life isn’t only about helping them to better manage their health problems or symptoms. It should also start with prevention, namely promoting wellness at all stages of life and for all employees. 

4. Being flexible 

Are there any additional resources or support systems we can provide to women going through menopause and menstruating with such flexible working arrangements or agile working? 

5. Conducting reviews

How can you regularly assess and evaluate the effectiveness of your policies and initiatives in supporting women with menstruation and menopause? How can you make the necessary changes to your menstruation and menopause in the workplace policies based on feedback and data? 

Summary

Over the past year, we’ve seen significant progress regarding menopause in the workplace in the UK. We’ve started to open up the conversation about menopause, we’re breaking taboos and we’re providing the help and support women need to thrive in the workplace. 

Additionally, we’ve widened our scope to include menstruation and women’s health at all life stages to ensure that we create inclusive and diverse workplaces and equal opportunities for all. 

The coming year, 2024, looks set to be exciting as, together, we continue this excellent work. 

What are you planning in 2024? How can you better support the needs of your female workers to ensure they feel supported and can remain productive, innovative and loyal members of your team?

Need support with your menopause or menstruation policies? Contact me today.