As the updated Employment Rights Bill sheds fresh light on the need for gender equality in the workplace, we seized the opportunity to invite Carolyn Harris MP to join a webinar to discuss the topic. You cannot achieve gender equality or equity without being menopause and menstruation friendly and no one knows this better than Carolyn who has been championing the cause for a long time. Indeed, she led the charge several years before others caught up and the topic started to gain traction and for that we thank her.
Carolyn’s no-nonsense, straight-talking approach to tackling the difficult conversations around menopause and menstrual health in the workplace knows no bounds. From championing the issue in her role as Chair of the APPG, she continues to champion for equality, or what she calls all being treated normally. We were honoured to have Carolyn join our Gender Action Plans, Menopause & Menstruation webinar where she treated attendees to her spirited approach on how the new legislation in the revised Employment Rights Bill could galvanise people into working towards equity in the workplace.
The limits of legislation
We covered a lot of ground and here I share a few key takeaways. But, firstly, it’s important I share Carolyn’s key observations that echo the views long-since held here at Henpicked. This legislation cannot change culture or attitudes: that must come from determined and committed individuals. But this legislation can support the changes desperately needed. She highlighted that legislation implementation needs to be managed well to avoid creating a barrier for employers who feel unprepared to fulfil their obligations.
Responsible employers can rest assured
Now we know that those employers who commit to raising awareness, undertake training, invest time and energy in listening to their employees and addressing their concerns by developing and executing policies and practices to suit their workplace needs are far less likely to face any sort of employee tribunal. And the reason why? Responsible employers who are both menstruation and menopause friendly, can rest assured as they will be able to spot who needs support or signposting and will know how to help their colleagues thrive.
Over the last couple of years, we have seen encouraging progress with more and more organisations becoming menopause friendly. Now it’s time for employers to become menstruation friendly. And here’s why:
- There are an estimated 15,000,000 women who menstruate in the UK
- 72% of whom are in work (source: Office of National Statistics)
- 70 to 90% of women experience symptoms
- 30 to 40% say the severity of these symptoms impact their daily life
- 8.4 working days per year are lost due to menstrual health symptoms
- 13.8% of women report absence from work during their period
- 25% say their menstrual health symptoms have impacted on their career
‘Normality’ not ‘equality’
Carolyn called for ‘normality’ rather than ‘equality’ and explained how having an Equality Action Plan isn’t about wanting women to be treated specially, just normally. It’s about levelling up by ensuring that policies, processes, systems and support are integral to an organisation to help all people thrive at work. We also clarified on the webinar the difference between equality and equity.
- Equality is where everyone is treated the same.
- Equity is where resources and support are provided to suit individuals’ needs, enabling them to thrive.
We shared the many benefits of gender equity at work, including:
- enhanced workplace culture
- enhanced financial performance
- improved employee engagement and retention
- increased innovation and creativity
- stronger employer brand
- better decision-making
- compliance with legal and social expectations
- boosted productivity
- greater market understanding
- future proofing the business
It was a lively webinar with getting on for 2,000 people registered. Fired up by the reminder that being menopause and menstruation friendly isn’t just the right thing to do but, in fact, ESSENTIAL for workplace equality, attendees were given access to free follow-up resources to get them started and keep them on track.
It’s time to act
As I said earlier, legislation alone doesn’t change attitudes or culture: people do and you can start right here, right now. And while the Government has stated the Equality Action Plan is a requirement for larger employers with over 250 employees, the reality is every woman at work counts and every employer, large or small, must take accountability and responsibility.
As the Employment Rights Bill amendment sees the Gender Equality Plan issue develop and evolve, we couldn’t wish for a better advocate than the indomitable Carolyn Harris MP. We, too, stand with you: let us know what help you need to achieve gender equity.
