We know that around one in four women consider leaving work due to menopause symptoms, and one in ten actually do leave according to the Fawcett Society Report. But many of these women have valuable skills and talent to offer to workplaces.

I’ve run a number of returner programmes, one of which was specifically for menopausal women and so I know how valuable these programmes can be.

In the one programme application, this statement particularly hit home:

“I’ve been going through perimenopause for most of my 30s and 40s. This has affected my health, view of myself and also seemed to change how people perceive me. It’s knocked my confidence and left me feeling much reduced as a person. My self worth is very low. I know I have ability and talents but it’s always like I can’t quite reach them. I’d like to gain more confidence and find my way towards opportunities that exercise my skills and help build my sense of self.“

This was so articulately written but I thought it was tragic that this applicant felt that way. And she’s not alone. So many women know that they have lots of skill and experience to offer, but menopause has knocked their confidence and damaged their self-esteem. 

There can also be financial and social implications, now more than ever in this cost-of-living crisis. If you feel that you can’t contribute to the household finances, this can in turn have profound mental health impacts. 

Plus, the daily structure and routine of work can instill a sense of purpose. I’ve noticed with applicants that as they get older they start seeking  a role which provides purpose, helps them contribute to society and gives them a sense of worth.

As well as actually leaving the workplace, many women dial down on their career ambitions, which we call ‘under employed’. They may take on a part-time role or a less responsible or challenging job, intending to go back to their careers at some point but then finding this difficult to actually do. 

Returners often tend to be very loyal to their new employers as they’ve been supported in their return to work. If you’re an organisation involved in a returner programme as well as the direct benefits of employing these mature, capable women, it’s also great PR. There are lots of knock-on benefits which you may not have immediately thought about including contributing to improving the gender pay gap.

Top tips for a returner programme:

Flexibility is key

We know that many returners will seek part-time work when they first come back, as something of a phased return. The pandemic made lots of organisations more flexible in their approach, offering things like hybrid working and fluid start and finish times. In the early stages, it can be good for a returner to be at the workplace at least some of the time, to meet people and get a sense of the culture and environment but they will tend to seek some flexibility in that. 

For employers, when you write a job description, can you be less rigid about what’s essential and what’s desirable? Are there things that you could teach or train? And, importantly, communicate that you’re happy to be flexible, so women know it’s okay to raise this as a topic – so often they’re afraid to ask, as they think they’ll be seen as ‘difficult’. 

I’d also encourage all returners to offer flexibility in return, showing a willingness to adapt to working patterns wherever possible. 

Lead from the top

A returner programme isn’t just an HR initiative, it’s a company-wide programme. If senior leadership can show they understand the case for the programme, and champion it both internally and externally, that will make a world of difference. 

Train your teams

Make sure anyone involved in the returner programme, such as your recruitment teams and line managers, is trained in how to recruit, onboard and manage returners. This is likely to be a different process to your norms – for example, there’s little point asking for a recent example of something in an interview. Just be mindful and sensitive, too.

If someone left the workplace due to menopause, sitting them in a hot stuffy office isn’t the best idea. Make sure they’re comfortable. They’re likely to be nervous so try to put them at ease. Many organisations now publish interview questions in advance, giving people the chance to prepare so they don’t feel put on the spot. 

Create a detailed FAQ document

One of the big fears we hear about from our participants is technology and how it will have changed. A detailed FAQ document is a great idea, outlining everything people need to know, even if you think it’s simple. If someone has been out of the workplace for ten years, a comprehensive induction document will allay their worries.

This can be a live document, which returners can also add to. It’s about helping them feel comfortable enough to know there’s no such thing as a silly question.

Think about what support network you can provide

If you’re onboarding more than one returner at the same time that’s great, create a cohort. If you’ve got women already in your organisation who’ve returned after a career break, could they act as a mentor or a buddy?

These are simple things to put in place and the benefits are huge. You’ll be getting people in with a wealth of talent and experience, who are likely to be incredibly loyal. 

The time for this is now. There’s a lot more understanding about menopause and, increasingly, women are looking to work in organisations that show they have support in place. 

People Portfolio is looking to work with companies committed to becoming menopause friendly, or who have achieved The Menopause Friendly Accreditation to run a pilot of their returner programme for menopausal women called Revive & Thrive.

Please get in touch if you’d like to find out more. Expressions of initial interest should be sent to morna@thepeopleportfolio.co.uk so that an initial exploratory discussion can be set up.

About Morna Ronnie:

Morna Ronnie is the founder of the People Portfolio. Her 30-year career to date has included supporting people in a range of ways, from recruitment to outplacement and psychometrics to training and development. In the last 5 years she has used this knowledge to design and deliver a range of Women Returner programmes, some of which were funded by The Scottish Government and specifically supported women of menopausal age.  She is also a Menopause Workplace Trainer licensed by Henpicked, delivering their CPD accredited training.

She is passionate about supporting women to thrive at work. Here, she explains more about how her returner programmes are supporting women who have left their career due to menopause, helping them back into the workplace.