Series 4, Episode 17: Changing the Narrative on the Menopause - Taking an Intersectional Approach to Supporting Menopause in the Workplace (Part 1 of 2)

It's time to change the narrative on menopause at work. A
one-size-fits-all approach cannot be applied to a diverse group
of people who experience menopause and peri-menopause symptoms.
So how can employers better support people affected by its
symptoms and account for intersectionality?



 EW Group Managing Director, Rachael Wilson, spoke with two
workplace menopause experts - Mel Healy and Jane Stubbs - about
how organisations can take an intersectional approach to
workplace menopause support. It is crucial businesses and leaders
understand the health inequalities and cultural nuances that mean
women from different groups (whether race, religion, disability,
LGBT+, class or any other identity) will experience, vocalise and
receive support for menopause symptoms very differently.

Sharing their own personal experiences, they also discuss the
different approaches organisations can take to support those
experiencing symptoms of the menopause in the workplace, from
awareness training and staff consultation sessions, to reviewing
policies and procedures.

Mel Healy is a sports therapist, bio-medical scientist and
lecturer with a passion for EDI. She is particularly interested
in how our different socio-economic backgrounds, ethnicity and
cultural pressures affect us in the workplace. Follow Mel on
Twitter at @MelinaHealy, and on Instagram at
lets_talk_menopause.   

Jane Ordaz is a menopause awareness advocate and the Founder of a
Facebook community group, the Global Menopause Community, to help
other women experiencing menopause not living in their passport
countries, offering non-country-based support.   

This is part 1 of a 2 part series discussing menopause at
work.

Follow EW Group on Twitter and LinkedIn for the latest news and
thinking in DEI or get in touch to find out how we can help you
build a more inclusive workplace.