Description
Every woman* – except for those who've had their ovaries removed before puberty – will transition through menopause. However, there is a deafening silence in the workplace around the topic. This silence, and stigma, can have a huge impact on women and their careers.
Why the silence? Menopause exists at the intersection of gender bias and age bias. There are strong stereotypes at play which effectively tell women that this is something to keep quiet about. The fear is stronger if the line manager is a young male.
When the menopause transition is managed poorly, women will leave the workplace. Koru Kids' recently released Menopause research (Jan 2022) estimates that 1m women currently working in the UK will leave the workplace as a result of poor support.
This is a huge waste of talent. These women are often at the peak of their professional life. In addition it has implications for gender diversity at the C-suite level.
Best practice is to have a company policy which gives a framework for the organisation and for employees. (Current estimates are that only 10% of organisations have a menopause policy or offer other forms of support.) Research shows the line manager can have the biggest impact on both job satisfaction and employee retention.
This module aims to upskill line managers on the topic of menopause; giving them the tools to manage a direct report as they transition through this key life stage event.
You will learn more about the menopause transition so you can be part of the change we are looking for, breaking down stigma and increasing conversation. You'll also learn how many women see menopause as a positive transition in their lives and the positive impact of midlife.
The learning objectives of this e-learning module:
