Retail sector advice and information
As a dynamic industry known for its fast-paced environment and customer-centric focus, navigating the challenges of menopause in this sector can be particularly demanding.
Here you can find resources and best practices from retail organisations, designed to empower employers in creating a more inclusive and supportive workplace environment.
Top tips
- 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.
Hear from Clare Stafford on some of the successful initiatives at Holland & Barrett
Developing a menopause policy
A crucial aspect of this has been the development of an inclusive menopause policy. Rather than a top-down approach, the policy was developed with input from retail colleagues themselves.
This approach ensures that the support offered is not only relevant but also genuinely helpful. One example of workers input was about the use of fans. Instead of simply providing static fans for hot flashes, which some colleagues found ineffective, the organisation conducted trials on various models. Portable neck fans, discreet and effective, were chosen by the colleagues themselves.
Prioritising inclusion
Holland and Barrett has also prioritised inclusion in its approach. Acknowledging the variety of experiences and cultural perspectives related to menopause, the organisation extended its training to include these. By doing so, they ensure that all colleagues, and in turn its customers feel represented and understood, regardless of background or symptoms experienced.
Education and awareness
The key to success lies not just in policy implementation but in the approach to education and awareness. Rather than focusing solely on the challenges of menopause, Holland and Barrett emphasises empowerment through information. Senior leaders play a crucial role here, leading by example and discussing menopause openly.
This not only destigmatises the topic but also encourages a culture where discussing menopause is normalised. While progress is being made, Holland and Barrett recognises that there’s still work to be done.
Despite the presence of advocates for menopause awareness, it remains a topic often left undiscussed in everyday life. As part of a broader Women’s Health strategy, the organisation is committed to continuing the conversation and role modelling both the positive aspects of menopause as a time of growth and the necessary support for symptoms and challenges.