Benefits to your organization
By prioritizing and paying attention to the issue of menopause, your organization can significantly improve performance and financial results, while building and nurturing a positive and attractive work environment for your employees.
Boost employe performance
Sometimes the symptoms of menopause, whether visible or hidden through various "coping mechanisms", affect the professional performance and sometimes even the relationships of the employee with her colleagues. Providing support, raising awareness of the problem and the treatment solutions available for it can have a significant positive effect on the woman's health and well-being.
This positive effect will not only optimize the employee's performance directly but will create a friendly and pleasant relationship between the team members which affects the cooperation and ultimately the increase in the productivity of the entire organization
Minimize employee turnover
Employee abandonment has become one of the disturbing phenomena of the business world in recent years, successful companies prioritize investing in their employees, recognizing that experienced staff members are the most valuable asset to their business. Working women aged 45 and over, they are women with a lot of professional experience, at this stage of life they are often highly available and apply for work and in many professions also begin at this stage to inaugurate the next generation in the organization.
Studies indicate that 1 in 4 women have considered leaving their job for menopause-related reasons and also show that the cost of replacing an employee who leaves is around £30,000. This includes not only the direct recruitment costs but also the less quantifiable aspects involved in introducing a new team member to the organization and bringing them up to the required level of performance during the onboarding process
Reduce absence and sickness
Based on a survey by the Israeli Menopause Association, which included 2,390 women aged 45-70, 23% of women in the 45-60 age group reported being absent from work due to symptoms. Three out of four women experience at least one symptom, while one out of four faces symptoms that significantly interfere with her work.
Therefore, the implementation of simple and accessible measures to support women experiencing menopause symptoms can logically lead to a decrease in absenteeism.
Promoting a culture of inclusion, diversity and equity
There are many reasons why organizations choose to promote a policy of diversity and inclusion, quite a few of them emphasize occupational diversity and less on inclusion, which is important for the assimilation of employees in the organization. Women who are in menopause is a population that is already in the organization, growing and developing in it. An open discourse, without fear or embarrassment will provide female employees with a sense of security and allow them to ask for assistance when necessary, in order to maintain their success in their positions.
If you look at the level of the organization, a discourse on this muted topic will reflect to all employees that this is an organization with a culture of openness, compassion and mental flexibility. These values will enable open and respectful organizational communication, which will ultimately increase the loyalty of the employees, their cooperation with each other and the productivity of the entire organization.
Conclusion
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We collaborate closely with organizations to identify and implement the most suitable solutions tailored to their needs.
These solutions frequently involve straightforward or minor adjustments, requiring only a small investment. Despite their simplicity, these changes have the potential to yield rapid and substantial returns.