Menopause in the workplace

Silvana Martin Life at LOR Wellbeing Leader, UK
2 min read

This week, Laing O’Rourke celebrated World Menopause Day by launching a new approach to menopause in the workplace, for our UK colleagues, and signing up to Wellbeing for Women’s Menopause Workplace Pledge.

The pledge requires us to:

  • Recognise that the menopause can be an issue in the workplace and women need support
  • Talk openly, positively, and respectfully about the menopause
  • Actively support and inform employees affected by the menopause

Our Life at LOR wellbeing strategy is to create an environment where our people can thrive at home and at work. It has seen us progress a number of new initiatives in the last two years; most recently with the launch of our global equal parenthood policy in July and this week, supporting our people who are experiencing perimenopause and the menopause.

Launching our new approach to supporting our people who are going through the menopause is the next step to creating an inclusive culture. We want to create an environment that whereby anyone experiencing symptoms, feels they can have an open discussion with their line manager, that they can put in place support to help best manage their symptoms and that we reduce the stigma associated with managing careers through the menopause.

Our approach also recognises those who are indirectly affected by the menopause, such as partners and family members. Our colleagues may wish to speak to one of our menopause allies – men and women in our business who have volunteered to offer support having either seen their partner go through the menopause, or who have direct experience themselves. The transition, along with the physical symptoms that many people will experience, can affect relationships, and can change the support that may be required at home. It’s important that partners feel equipped with knowledge to offer the right support and also feel supported in the workplace.

Laing O’Rourke has an ambitious diversity target to improve gender balance to 50:50 by 2033. We also know that women of menopausal age are the fastest growing group in the workforce. To achieve our target, we must make our business an attractive and welcoming place for all. That means creating a culture that supports women’s careers to thrive and supporting wider change in the construction industry to make it more diverse.