Manufacturing sector – advice and information
In an industry characterised by precision, efficiency, and often physically demanding work, the challenges posed by menopause can sometimes be overlooked.
However, understanding and accommodating the needs of employees experiencing menopause is essential for maintaining a productive and supportive workplace. These information is designed to foster awareness, promote dialogue, and implement effective strategies for managing menopause-related issues in manufacturing settings.
Breaking Barriers: Bentley Motors’ journey in supporting menopause in the workplace
Insight from Allison Christou, Bentley Motors on the challenges of supporting those affected by menopause within a large manufacturing organisation.
Allison, who has been at the forefront of addressing these challenges, gives her first-hand experience of the innovative strategies employed by Bentley Motors.
Empowering Every Role: Nestle’s approach to menopause support across industries
June Clark, Health and Wellbeing Manager for Nestle UK and Ireland, shares some invaluable insights into Nestle’s proactive approach, from supporting office-based employees to empowering those in manufacturing roles.
Top tips for employers
- Look at ways to cool the working environment, for example provide a fan or adjust the air conditioning.
- Provide easy access to cold drinking water and washrooms.
- Make sanitary products available in washrooms.
- Allow for more frequent breaks to go to the toilet or to take medication.
- Provide access to a rest room.
- Encourage employees to discuss concerns at one-to-one meetings with their manager or supervisor and/or HR or occupational health.
- Don’t make assumptions – everyone is different, so take your lead from the individual.
- Discuss possible adjustments to tasks and duties that are proving a challenge.
- Allow someone to move around or stay mobile, if that helps.
- Adapt uniforms for all workers to improve comfort –consider the material, colour and sizing
- Make it easy to request extra uniforms if needed.
- Consider a change to shift patterns or the ability to swap shifts on a temporary basis. Offer a flexible working arrangement, for example a later start and finish time.
- Recognise someone may need to take short-term absence if they have difficult symptoms.
- Approach performance conversations supportively and positively.
- Take any health issues fully into account where there is underperformance on the part of an individual.
- Signpost to an employee assistance programme or counselling services if available.
- Provide information at work to raise awareness and support around menopause, for example through posters and leaflets, in staff areas.
Based on our experience of working closely with manufacturers, we’ve seen that adopting a supportive approach, reducing the taboo around menopause and helping employees to manage the impact of their menopause symptoms at work results in significant benefits for employers. Taking active steps to achieve these goals can reduce sickness absence and associated costs, as well as improving employee performance and engagement, lowering staff turnover and attracting talent. A proactive approach can also help to improve gender equality in senior roles and potentially help to close the organisation’s gender pay gap by removing barriers to progression for women.
Sharon Broughton, Head of HR & Legal Commercial Services at Make UK, the manufacturer’s organisation