Inclusion and wellbeing are integral to KC’s organisational culture and getting their people talking about menopause seemed a natural fit. It was important to raise awareness across the whole organisation and this began with a blog on World Menopause Day in October 2018. This received a positive response and led to a “Let’s talk about Menopause” session in December 2018 attended by over 100 employees from across the council and introduced by the Head of People Services.
One of the highlights of the session was hearing a range of personal stories from KC people, about their own experiences of menopause, and it inspired attendees to gain different perspectives on menopause, building on their understanding of the impact it has on people both at work and at home. A consistent theme that emerged through table discussions and feedback was the importance of keeping the conversation open about menopause and how this can make such a difference to all.
Participants discussed five key questions with regards to menopause at work with the feedback used to help inform ongoing activity and support:
- what helps you?
- what hinders you?
- what could we do to support you?
- what one thing would you like the council to do?
- how can you take responsibility with your future actions?
The council saw a real shift in the feelings in the room from the session from “tired”, “scared” and “hot” at the beginning of the session to “hopeful”, “informed” and “normal” at the end.
Following this first session KC shared resources for people to access to help support ongoing conversations around menopause.
Whilst open to all, men were largely missing from the original awareness sessions, so in 2019 KC ran some targeted sessions for men. These sessions were promoted by asking men if they lived and worked with women – and, if so, these sessions were for them. The sessions offered a safe space where men could ask questions that they may have felt uncomfortable asking in front of a large female audience. The initial sessions were fully subscribed and led to delivering a further two sessions. The audience varied from managers wanting to support their direct reports, to partners who were struggling on a personal level. Again, there was a real shift in thoughts and feelings and an increase in empathy for those experiencing menopause related symptoms.
Further sessions were held to support managers, including discussion around symptoms and their impact, recording absence and flexible support for people in work.
The introduction of menopause ‘champions’ (part of our wider wellbeing champions network) has also ensured that menopause remains on the agenda for both the workforce and for policy and strategy at KC.