Supporting Menopausal Employees: Insights from Accenture’s Meno Warriors

In this episode of the Middling Along podcast, Jill Ross and Sarah Garton from Accenture discussed their pioneering work in supporting menopausal employees. Here’s an exploration of their insights and practical advice for organizations keen on supporting their menopausal workforce effectively.

Menopause: Breaking the Taboo

The journey to support menopausal employees at Accenture began in 2019, sparked by Jill Ross's personal brush with perimenopausal symptoms and a pivotal leadership conference. Jill realized that if Accenture truly aimed to be an inclusive and diverse organization, menopause needed to be part of the conversation.

This led to the establishment of the Meno Warriors group, aimed at providing support, education, and fostering a cultural shift around menopause. One of their first actions was organizing a panel for World Menopause Day in 2019, featuring renowned experts and co-sponsored by a male colleague to emphasize that menopause is not solely a women’s issue.

Sarah Garton shared her personal story of experiencing debilitating menopause symptoms, like brain fog and hot flushes, during high-stakes work presentations. Sarah’s epiphany at the Meno Warriors event highlighted the transformative power of understanding and support in dealing with menopause's impact on professional life.

How Organizations Can Make a Difference

1. Education and Awareness

Education is the cornerstone of normalizing menopause in the workplace.

- Host workshops and informational sessions on menopause.

- Disseminate educational materials to all employees.

- Train managers to understand and support menopausal employees empathetically.

2. Flexible Work Policies

Flexibility can help employees navigate the challenging symptoms of menopause.

- Offer flexible work hours or remote work options.

- Allow for adjustable workloads and extended breaks when necessary.

3. Build a Support Network

Creating a supportive community within the organization can significantly aid menopausal employees.

- Form employee resource groups dedicated to menopause.

- Encourage peer support and mentorship programs.

- Regularly host meetings, providing a safe space for open discussions.

4. Review Health and Wellbeing Policies

Ensure that health policies cater to the specific needs of menopausal employees.

- Cover menopause-related treatments and therapies in health insurance.

- Provide access to counseling and menopause-specific support services.

- Promote Employee Assistance Programs (EAPs) that offer guidance on menopause-related issues.

5. Involve Male Allies

Involving male colleagues in menopause discussions can foster a more inclusive environment.

- Encourage male employees to attend menopause awareness sessions.

- Include male leaders in co-sponsoring menopause-related initiatives.

- Promote understanding among male employees, emphasizing how menopause affects colleagues and loved ones.

6. Continuous Improvement through Feedback

Regular feedback from menopausal employees can help refine and enhance support measures.

- Conduct surveys and feedback sessions to understand the needs and challenges of menopausal employees.

- Act on feedback to improve existing policies and initiatives.

- Measure the impact of these initiatives on employee retention and performance.

Global Impact and Future Steps

As a global organization, Accenture's approach has had a cultural ripple effect. They regularly engage with their worldwide workforce, encouraging local leaders to start conversations and initiatives tailored to their specific cultural contexts. This has fostered a global network dedicated to smashing the menopause taboo and providing robust support for all menopausal employees.

The work of Accenture’s Meno Warriors exemplifies how organizations can drive meaningful change by supporting menopausal employees. By implementing educational initiatives, enacting flexible policies, and creating a supportive network, businesses can not only improve the wellbeing of their workforce but also enhance retention and performance. Every organization, big or small, can take steps towards creating a more inclusive environment where menopausal employees thrive.

For those looking to start, resources like the BSI’s guide on menstrual health and menopause in the workplace offer a great starting point. Let’s continue to break the silence and build workplaces where everyone can bring their true selves to work.