Our Latest News
Women call for more support as Menopause still a taboo topic at work
Women call for more support as Menopause still a taboo topic at work
Women globally are calling for more menopause support in the workplace and they are willing to take their talent elsewhere without it. A new survey from Catalyst, a global non-profit promoting gender equity and workplace inclusion, reveals that the menopause remains a taboo subject in many UK workplaces and over eight in ten employees (84%) are calling for more menopause support (85% globally).
The survey of 2,892 full-time employees who are either currently in menopause or recently finished experiencing it across eight countries — including 650 respondents in the UK — finds that more than one in three UK employees (39%) say there’s a stigma surrounding the topic at work (36% globally), forcing over three-quarters (77%) to hide their symptoms (72% globally).
The issue is so severe that nearly one in four UK employees (18%) have left a job due to lack of support (12% globally), with 16% planning to quit for the same reason (13% globally). Meanwhile, 13% have already turned down job offers at companies without menopause support (12% globally).
Nearly all UK respondents (98%) report experiencing moderate to severe menopause symptoms (97% globally), such as sleep disruption, physical exhaustion and hot flushes; with 40% saying their symptoms negatively affect their work performance (37% globally) – a situation worsened in companies where stigma is high.
“Women globally are calling for more menopause support in the workplace,” said Jennifer McCollum, president and CEO of Catalyst. “Menopause is one of the most common issues impacting women across the entire pipeline, from the front line to the C-suite. Employers should seize this opportunity to break the stigma and silence by providing menopause support in the workplace. To create truly inclusive work cultures, Organisations must meet employees where they are—with meaningful resources, conversations, and support.”
Lucy Kallin, Executive Director EMEA at Catalyst, said: “UK women are telling us that menopause is negatively impacting their work but too many are quietly struggling through it, not feeling able to speak up. Imagine being in a busy hospital or kitchen, feeling overwhelmed and uncomfortable, yet finding it almost impossible to talk about what you’re going through. And for those working shifts, the irregular hours can make symptoms like sleep disruption and insomnia even harder to cope with. For office-based women, it’s no easier. Air-conditioned offices can feel freezing one minute, then a hot flush strikes, and suddenly you’re sitting there in discomfort, but don’t feel you can bring it up.”
RECOGNISING, ACKNOWLEDGING AND REWARDING the STARS of the Scottish HR industry
RECOGNISING, ACKNOWLEDGING AND REWARDING the STARS of the Scottish HR industry at the Hr NETWORK National Awards 2024
The winners of this year’s hugely exciting and much anticipated Hr NETWORK National Awards 2024 were announced at the ‘star-studded’ annual Gala Dinner, held at the impressive Hilton in Glasgow, on Thursday 14th November.
Almost 700 guests came to recognise, acknowledge and reward the champions of the Scottish HR profession, at the glittering evening, which showcased the winners across 18 different categories including: MINTRA (Leading with Kindness Award) Gleneagles (HR Team of the Year) and Robertson Group’s executive people director, Tony Elliot who won the Outstanding Contribution to Scottish HR award.
The 17th annual gathering, which is the flagship event for HR professionals across Scotland, was hosted again by radio broadcaster and Scott Wilson.
A full review of the evening including all the pics and highlights from the event will be published in the next issue of Hr NETWORK Magazine.
Category winners of the Hr NETWORK National Awards for 2024 are:
-
Attraction & Resourcing Award of the Year – WINNER: Three UK
-
HR Graduate of the Year, sponsored by Chrystal HR & Coaching – WINNER: Khushboo Parikh, Strathclyde Business School
-
Employee Engagement Award of the Year, sponsored by Multrees Investor Services – WINNER: Aegon UK
-
HR Assistant/Officer of the Year, sponsored by Skyscanner – WINNER: Erin McEwen, Turning Point Scotland
-
ESG Award of the Year, sponsored by Suntory Global Spirits –WINNER: SSE
-
HR Project of the Year, sponsored by CIPD – WINNER: Aegon UK
-
HR Manager/Advisor of the Year, sponsored by AAB People –WINNER: Rebecca Lamb, Edinburgh Napier University
-
Health and Wellbeing Award of the Year, sponsored by International Beverage – WINNER: Hanover Housing Association
-
Organisational Development Award of the Year – WINNER: Skyscanner
-
HR Specialist of the Year – WINNER: Jonathan Pender, NHS Lanarkshire
-
Learning & Development Award of the Year – WINNER: Multrees Investor Services
-
Diversity & Inclusion Award of the Year – WINNER: Tata Consultancy Services
-
Best Employer/Workplace of the Year, sponsored by Jobtrain – WINNER: MDDUS
-
HR Business Partner of the Year, sponsored by Right Management –WINNER: Claire Jenkins, Highland Spring Group
-
HR Team of the Year, sponsored by Robertson Group – WINNER: Gleneagles
-
Leading with Kindness Award of the Year, sponsored by Leading Kind – WINNER: Mintra
-
HR Director of the Year sponsored by LHH – WINNER: Emma Simpson, Gleneagles
-
Outstanding Contribution to Scottish HR – WINNER: Tony Elliott, Robertson Group
For more information on nominating, category sponsorship or hosting a Table of 10 in 2025, please contact the Awards Planning Team on Tel: 0131 625 3267 or email: awards@hrnetworkscotland.co.uk
OUT TODAY – November 2024 Issue of Hr NETWORK Magazine
OUT TODAY – November 2024 Issue of Hr NETWORK Magazine featuring the FINALISTS in this years National Awards 2024
Hr NETWORK is ‘The Hub’ of Scottish HR and people development with an ‘Access All Areas’ pass to Scotland’s most influential human resource and business professionals across all sectors in Scotland. As well as readers from the world of HR, the magazine is also extremely popular within SME (Small and Medium Enterprise) organisations and is very useful for line managers, heads of department, senior management, managing directors and other professionals throughout the country who play a vital role in the development of people within all industry sectors in Scotland. Published bi-monthly, Hr NETWORK Magazine is informative and a ‘must have’ for its readers, and brings with it in every issue, great opportunities and benefits for advertisers and sponsors too.
Hr NETWORK Magazine November 2024
Entrepreneurial HR: Creating a new chapter in people and organisational agility
Entrepreneurial HR can breathe new life into people practices, creating innovation, opportunities and collaboration to achieve dynamic talent management. Andy Moore explores how this forward-thinking approach is reshaping HR’s future.
Also in the latest issue:
- The regular sections of the magazine include: News, STATS and EXTRA
- The ‘Insights’ section features first class comment from those in the know on a range of subjects including: Artificial Intelligence; Authentic Leadership
Click the front cover below to read the latest issue:
One in five employers expects an increased demand for menopause support
One in five employers expects an increased demand for menopause support
One in five employers (20%) expects an increased demand for female gender-specific support, such as for the menopause, according to research from Towergate Employee Benefits. With World Menopause Day on Friday 18 October, Towergate Employee Benefits is encouraging employers to see how they can meet this demand, and provide menopause support for employees.
Extent of the impact
It is estimated that 6 million employed people in the UK are experiencing menopause, with symptoms impacting both physical and mental health, ranging from anxiety to difficulty sleeping.
Debra Clark, head of wellbeing at Towergate Employee Benefits, says: “The people affected by menopause are often at the pinnacle of their career. They have a wealth of experience and knowledge and are just too valuable to the working world to lose because of the lack of workplace support, so it is vital that businesses provide support for this valuable demographic.”
Education
A good starting point for menopause support is education. Making employees aware of the symptoms and issues associated with the menopause can help both those going through it themselves, and their colleagues, to be more understanding of the situation and the potential requirements of the individual. Including younger colleagues and those who won’t directly go through the menopause in the communications can help them to be more supportive of their colleagues.
Being pro-active
There is an increasing amount of support available for menopause, and the options are expanding all the time. There are a growing number of specialists now providing support specifically for the menopause, and this area of employee benefits is becoming more common through mainstream health insurers, as well as directly from advisers.
Debra Clark continues: “As a co-chair of the Ardonagh Advisory Menopause Support Colleague Community within our company, our main purpose is to support people going through the menopause or anyone needing help or questions to better support colleagues, so I see first-hand the importance of raising awareness of this important issue and providing appropriate support. I’d encourage employers to find out more about the latest developments in menopause support, and to take advice on which options are most appropriate for their organisation.”
Business-boosting
Providing menopause support can boost productivity in the workplace, decrease absenteeism and help businesses to retain crucial talent and experience. And with the Equality and Human Rights Commission also encouraging support for menopause in the workplace, the subject is gaining prominence so it’s a good idea for organisations to be on the front foot.
Tangible support
To help employers support their employees Towergate Employee Benefits has today launched Menopause+, which offers training, awareness and coaching. The aim is to create an educated and supportive workplace that will benefit individual employees and the business as a whole.
Menopause+ offers awareness webinars, as well as one-to-one and group coaching sessions with an accredited menopause coach and virtual and in-person training for line managers. Digital support can be provided on wider reproductive health, including menstruation, menopause and fertility, including video consultations with an in-house clinical team, treatment plans and educational employee resources.
Specialist help is also provided for employers, including support with writing and reviewing policy, and how to roll this out across the organisation, offered through Towergate Employee Benefits sister company, Stallard Kane, which specialises in employment law.
Almost a quarter (23%) of respondents admitted that they have turned down a job because they didn’t like the office
Almost a quarter (23%) of respondents admitted that they have turned down a job because they didn’t like the office
Almost a quarter (23%) of respondents admitted that they have turned down a job because they didn’t like the office and the figure this rose to almost a third (32%) for 18 – 24-year-olds indicating the need for a high-quality office environment for the younger generation. Geographically, workers in the capital are most likely to pass on a job based on the office surroundings, with a third (32%) of London based workers admitting to declining a role for this reason.
The research, commissioned by real estate investment firm Castleforge, highlights the importance of a high-quality office for workers, and the investment opportunities for amenity-rich, fully serviced workplaces in convenient locations. The date also focused on the importance of amenities – both near the office and within it. A majority (51%) of respondents say that they value socialising at the restaurants, bars and gyms near to their office, whilst almost half (46%) say offices with their own amenities such as gyms, cafés, and showers improve their experience of coming into work.
These creature comforts don’t impede respondents’ ability to get work done, however. Two in five (41%) believe they are more productive in the office, and one third (33%) say they spend significant amounts of time procrastinating when they work from home.
This is especially true for young people aged 18-24; over half of whom (55%) say they get more done if they commute in.
Remote workers also reported that their social life has been affected by the modern-day hybrid work pattern, with almost one third (30%) claiming that working from home regularly negatively affects them, rising to more than 2 in 5 (44%) of 18–24-year-olds.
Alongside the quality of the office itself, employees are increasingly taking sustainability into account when choosing their place of work. According to the polling, almost one third (31%) of Brits would turn down a job offer if the company had a bad record on the environment.
This figure increased for 18–24-year-olds, of which almost half (49%) said they would decline a job offer if an employer was not sustainable, indicating the importance of green factors for Gen Z.
Castleforge Founding Partner Michael Kovacs said: “In the last few years, the role of the office has constantly evolved, transforming from a five-day-a-week destination, to being empty spaces during the height of the pandemic. Now as most businesses settle into a hybrid workplace offering, our research shows the importance that high quality spaces have taken on for employees – both current and prospective.’
“In an increasingly competitive market for the best talent, companies with best-in-class office environments in desirable locations will stand out from the crowd. Those planning new real estate in the office market must be mindful of this, looking for ways their developments can stand out to potential occupiers and the talent those firms will seek to attract.”
While working from home life has been an everyday occurrence since the pandemic, it appears the novelty may be wearing off, with one third (31%) of respondents claiming they work from the office even on days where it is not mandated by their employers. 80% also stated that office attendance is important for learning about the job, indicating that workers see the office as a vital environment for career development.
Poor employment rates amongst those with neurodivergent conditions, research by Heston Blumenthal OBE reveals
Poor employment rates amongst those with neurodivergent conditions, research by Heston Blumenthal OBE reveals
Research commissioned by restaurateur and chef Heston Blumenthal OBE, who has been diagnosed with ADHD and bipolar, finds more than one in ten (11%) people in the UK have been officially diagnosed as neurodivergent, of which 21% are neither in full- nor part-time paid employment.
The survey of over 1,000 people finds that of those who are neurodiverse, more than half (56%) are in full-time employment and 23% work part-time. The remaining 21% have no paid work. When asked if those who are neurodivergent work part-time because they have struggled to find full-time positions due to their diagnoses, 24% agree this was the case, 67% say no, while 9% prefer not to say.
This figure rises considerably for male respondents. Two-fifths (40%) of men say they are working part-time because they could not find full-time employment as a neurodivergent person. Eighteen per cent of neurodiverse women say the same. The research reveals that the majority of respondents who are neurodivergent did not receive a diagnosis until they reached their late teens.
Almost (23%) were aged between five and 15 years old when they received a diagnosis. Meanwhile 17% were aged between 15 and 20 years old; 31% were between 20 and 40; 8% were 40 to 50 years old and 7% were over 50.
The survey also finds more than one in ten (13%) of respondents think they are neurodivergent but are yet to be diagnosed. Two-thirds (67%) say they do not think they have a condition while 21% are unsure. The percentage of undiagnosed individuals was much higher for women (16%) than men (8%). Of those who are yet to be diagnosed but think they are neurodivergent, almost three-quarters (74%) work for an organisation, 9% work for themselves, while 18% are unemployed.
Heston (pictured), whose restaurants include the world-famous three-Michelin-star Fat Duck, the two-Michelin-starred Dinner by Heston Blumenthal and Dinner by Heston Blumenthal Dubai, the Michelin-starred Hinds Head and the Perfectionists’ Café, said: “It is extremely disappointing that so many people in the UK who are neurodivergent are struggling to find paid employment. These are individuals who are likely to have specialist skills that will enhance a workforce and improve productivity. UK business is really missing out by not doing more to make it easier for people with neurodiverse conditions to contribute.”
Heston added: “The research also reveals a worrying number of people who believe they are neurodivergent but have not been diagnosed – and a high number who receive late diagnoses – which suggests they are missing out on vital support. If I had been diagnosed with ADHD and bipolar sooner, I would have really benefited from the help I have since received in understanding my conditions, managing them and channelling all the positive attributes they can bring.”