At Morgan Hunt, we firmly believe in creating an inclusive and supportive workplace that values the well-being and empowerment of our employees. We want to shed light on two important and distinct issues affecting many individuals in the workforce: menstruation and menopause. By fostering open dialogue, offering flexible policies, providing access to necessary resources, and promoting education and awareness, we can create an environment where everyone feels respected and supported throughout these natural phases of life.

Despite the progress we have made in breaking down societal barriers, stigma surrounding menstruation and menopause still persists in many workplaces. This stigma often leads to silence, shame, and the suppression of conversations around these topics. Employees may feel hesitant to discuss their menstrual or menopausal experiences due to fear of judgment or discrimination. As employers, we have the power to challenge these stigmas by fostering an environment of acceptance and understanding. By openly acknowledging and addressing the stigma, we can create a workplace culture that promotes inclusivity, empathy, and support. Let's explore how employers can make a positive impact on menstruation and menopause in the workplace.

Menstruation in the Workplace
Menstruation is a normal part of many women's lives, and it is essential that we address the unique challenges it presents in the workplace. Here are some key considerations for supporting employees during menstruation:

1. Open Dialogue
   • By encouraging open conversations, we can reduce stigma and create an environment where employees feel comfortable discussing their needs and concerns.
   • Foster open discussions through team meetings, one-on-one sessions, or anonymous suggestion boxes, allowing employees to voice their challenges, suggestions, and concerns without fear of judgment or embarrassment.
2. Flexible Work Policies
   • A majority (57%) of women in employment who suffer from period pain say it has affected their ability to work. By implementing flexible work policies, such as flexible working hours, remote work options, or the provision of personal leave, employers can help employees manage symptoms and prioritise their health during menstruation.
3. Accessibility to Menstrual Products
   • 12% of British women are affected by period poverty – a new survey, commissioned by ActionAid UK, has found that nearly one in eight women  in Great Britain have struggled to buy menstrual products for themselves and/or a dependent. To support employees, provide easy access to menstrual products, such as tampons, pads, and menstrual cups, in workplace bathrooms. This shows that you acknowledge and care about their needs, promoting a more comfortable and inclusive environment.
      

Menopause in the Workplace
Menopause is a natural stage of life that can bring physical and emotional changes for women, and it is crucial that employers provide support during this transition. Here's how employers can support employees experiencing menopause:

1. Open Dialogue
   • The number of women who will experience menopause whilst in employment is increasing, there are currently around 4.5 million women aged 50–64 in employment. Encourage open conversations about menopause to reduce stigma and promote understanding among employees and managers.
   • Create a safe and supportive space where employees feel comfortable discussing their menopause-related symptoms, concerns, and needs.
2. Flexible Work Policies:
   • One in ten women who worked during the menopause have left a job due to their symptoms. To accommodate their needs, consider implementing flexible work policies, such as flexible working hours or the provision of personal leave, allowing employees to manage symptoms and prioritise their well-being.
3. Education and Awareness Programs:
   • Eight out of ten women say their employer hasn’t shared information, trained staff, or put in place a menopause absence policy. Bridge this knowledge gap by hosting workshops or seminars that educate both employees and managers about menopause.
   • Provide information about menopause and available resources, such as informative pamphlets or access to webinars, to promote understanding, empathy, and support.

As a recruitment company, it is our responsibility to advocate for inclusive workplaces that celebrate diversity and prioritise employee well-being. Menstruation and menopause are natural processes that affect a significant portion of the workforce. By actively supporting individuals during these stages of life, we foster a culture of inclusivity, empathy, and empowerment.

Let's challenge the status quo, break down barriers, and create an environment where menstruation and menopause are seen as normal and worthy of support. Together, we can build a workplace where all employees feel valued, respected, and empowered to achieve their full potential.

Remember, supporting individuals during menstruation and menopause is not just an act of kindness; it is a smart business decision that leads to a more engaged and productive workforce. Let's stand together and make a positive change in the way we approach these natural processes in the workplace. If you want further advice on supporting your employees who experience menstruation or menopause, reach out to us at info@morganhunt.com

Have you recently received a WhatsApp message from a recruiter who seems suspicious?

We want to alert our candidates to a current scam that preys on job seekers. Some scammers might contact you with enticing job offers to extract your personal information or ask for payment. This scam is currently widespread and affecting thousands of recruiters in the UK. 

If someone contacts you on WhatsApp claiming to be from Morgan Hunt or using the name of one of our consultants, please follow our guidance here: www.morganhunt.com/news-and-views/2023/01/protect-yourself-from-recruitment-scams/261
 

Please remember - our team would never reach out to you using WhatsApp. They would only conduct themselves in a professional manner and will never make any suspicious requests. We would like to thank those who have forwarded us the evidence of this scam. We would also encourage you to report any suspicious scams to the Action Fraud here.

Here are some tips to help you spot a fraudulent message:

• It's a message that you weren't expecting
• It comes from a number or email address you don't recognise
• It contains a link - please avoid clicking it
• The job offer seems to good to be true
• They are asking for money or personal details, such as your CV
• The message is poorly written and contains spelling errors

We apologise for the inconvenience, be assured that we report every issue but unfortunately as these are cyber scams we are unable to stop this widespread issue affecting the whole recruitment industry. Find more advice on how to deal with fraud here.

Ramadan is a sacred month of the Islamic calendar when Muslims worldwide observe fast from dawn until dusk. This month-long observance involves abstaining from food, drink, and other physical needs. Muslims fast during this month as a way of purifying their souls, showing devotion to God, and increasing their spirituality. The month of Ramadan culminates in Eid al-Fitr, a joyous celebration marked by feasting and family gatherings.

As an employer, it is essential to recognise and respect the significance of Ramadan for your Muslim employees. Here are some ways you can support your employees during this holy month:

Be aware of the dates and schedule changes
The dates for Ramadan change each year since it is based on the Islamic lunar calendar. Make sure to be aware of when Ramadan starts and ends, and adjust your business schedule accordingly. Allow flexibility in work hours and try to accommodate the needs of your employees.

Offer flexible working arrangements
During Ramadan, many Muslims wake up early for pre-dawn meals and prayers, which can lead to fatigue and sleep deprivation. Offering flexible working hours, such as starting work later or allowing employees to work from home, can help alleviate this issue.

Be mindful of meal times
As fasting is an integral part of Ramadan, it is crucial to be aware of meal times. Some Muslim employees may need to take a break to have their pre-dawn meal (Suhur) before starting work, and others may need to break their fast (Iftar) during working hours. Be flexible and understanding of these needs.

Encourage cultural awareness
Promote cultural awareness and education about Ramadan to all employees. Encourage employees to ask questions and learn more about the significance of Ramadan and how they can support their Muslim colleagues during this time.

Maintain good communication
Communication is key during Ramadan. Regularly check in with your Muslim employees and ask how they are doing. Be open and available for any questions or concerns they may have, and ensure that they have access to any resources they may need during this time.

Annual leave requests 
Some Muslim employees may wish to take annual leave during Ramadan to fully devote themselves to religious observances. It may not be possible to accommodate everyone due to the needs of the organisation, but employers should act reasonably and have a fair system in place for granting leave requests.

Show empathy and support
Ramadan can be a challenging time for some Muslim employees, especially those who are new to fasting. Show empathy and support to your employees by offering words of encouragement, acknowledging their efforts, and expressing your appreciation for their dedication.

In conclusion, supporting your employees during Ramadan can help create a more inclusive workplace and foster a culture of respect and understanding. By keeping the above points in mind you can create a positive and welcoming work environment that values diversity and inclusion. 

From all at Morgan Hunt we wish all observing a happy, blessed, and successful Ramadan!