New policy aims to promote workplace wellbeing
Cabinet members have agreed our first menopause policy, which aims to better support employee health and wellbeing as well as retain valuable experienced employees and attract new ones.
The new policy details how managers and employees can help to alleviate the impact of the menopause on those experiencing symptoms at work, such as brain fog or hot flushes.
The menopause can have a significant impact on women in the workplace. Research by the Chartered Institute of Personnel and Development found that two thirds (67%) of working women aged between 40 and 60 with experience of menopausal symptoms said they have had a mostly negative impact on them at work.
To reduce the negative impact of menopause symptoms, which may lead to employees leaving their roles earlier than expected, employers can make reasonable adjustments.
The policy has been supported by the council's newly formed Women and Girls Committee, which aims to tackle gender inequalities by focusing on areas including women's health, economic inclusion and domestic abuse. It will go to full Council for final approval next month.
Councillor Bernadette Oliphant, cabinet member for Health and Wellbeing at Gateshead Council, said: "Our first menopause policy will be hugely valuable to the council, helping us to promote wellbeing in the workplace while reducing the risk of losing talented and experienced colleagues who, without reasonable adjustments, may feel unable to continue working.
"We have a responsibility to ensure anyone who works for the council can do so safely, which includes mitigating risks to health wherever possible. This policy goes above and beyond statutory duty to incorporate the voice of our employees, which included suggestions for how we can best support those experiencing menopause symptoms.
"It also recognises the vital role that women at the council have in supporting our communities to thrive. With thousands of women across the organisation, it is only right that we do everything we can to support them in their work, as we would support any employee with a health condition or disability."
Staff can also join the council's Employee Equality Network. The group's key aim is to inform and influence the council's approach to equality and diversity in the workplace by focusing on the protected characteristics under the Equality Act.
Cabinet members have agreed our first menopause policy, which aims to better support employee health and wellbeing as well as retain valuable experienced employees and attract new ones.
The new policy details how managers and employees can help to alleviate the impact of the menopause on those experiencing symptoms at work, such as brain fog or hot flushes.
The menopause can have a significant impact on women in the workplace. Research by the Chartered Institute of Personnel and Development found that two thirds (67%) of working women aged between 40 and 60 with experience of menopausal symptoms said they have had a mostly negative impact on them at work.
To reduce the negative impact of menopause symptoms, which may lead to employees leaving their roles earlier than expected, employers can make reasonable adjustments.
The policy has been supported by the council's newly formed Women and Girls Committee, which aims to tackle gender inequalities by focusing on areas including women's health, economic inclusion and domestic abuse. It will go to full Council for final approval next month.
Councillor Bernadette Oliphant, cabinet member for Health and Wellbeing at Gateshead Council, said: "Our first menopause policy will be hugely valuable to the council, helping us to promote wellbeing in the workplace while reducing the risk of losing talented and experienced colleagues who, without reasonable adjustments, may feel unable to continue working.
"We have a responsibility to ensure anyone who works for the council can do so safely, which includes mitigating risks to health wherever possible. This policy goes above and beyond statutory duty to incorporate the voice of our employees, which included suggestions for how we can best support those experiencing menopause symptoms.
"It also recognises the vital role that women at the council have in supporting our communities to thrive. With thousands of women across the organisation, it is only right that we do everything we can to support them in their work, as we would support any employee with a health condition or disability."
Staff can also join the council's Employee Equality Network. The group's key aim is to inform and influence the council's approach to equality and diversity in the workplace by focusing on the protected characteristics under the Equality Act.
