Almost two-thirds of FTSE 100 companies have failed to publish menopause support, new research finds

The research comes as INvolve, the consultancy and global network for diversity, equity and inclusion in business, releases its annual Heroes Women Role Model Lists of leaders who are championing women in business and driving change for gender diversity in the workplace.

• Despite much attention to the topic of menopause rights in recent months, almost two-thirds of FTSE 100 companies have failed to publish the menopause-related support they offer
• Lack of conversation around menopause support responsible for perpetuating stigma and putting women’s career development at risk, says INvolve
• INvolve’s founder, Suki Sandhu OBE, calls for FTSE 100 companies to step up by implementing and publishing menopause support policies
• Role Models on the list express their concerns over the lack of action on publishing tangible support for women

Almost two-thirds of FTSE 100 companies (60%) have failed to publish menopause support policies, new research has found.

The research, released* marks the release of the annual Heroes Women Role Model Lists, demonstrates how far workplaces still have to go in their commitment to the inclusion of women – particularly as they age.

While a cross-party group of MPs has urged the Government to mandate employers to provide reasonable adjustments for employees going through menopause, and while menopause-related discrimination in the workplace has been widely reported, as yet no such mandate has materialised.

The continued silence around the menopause, coupled with little transparency into the support, if any, that is available, perpetuates the stigma regarding how the menopause may affect them in the workplace. The lack of support for those going through menopause can lead to disengagement from their work, struggling to fulfil responsibilities, and can lead to some leaving the workplace entirely. Given that women generally reach menopause in their early 50s – which can be a key period in their career as they strive for leadership roles – a failure to address their needs effectively puts their career development at risk.

Countless pledges have been made to recruit women to boards and leadership positions in recent years. If companies are to attract these women, it is increasingly crucial that they openly demonstrate their commitment to active inclusion – including creating, implementing, and publicising policies that will support them as they age.

Suki Sandhu OBE, Founder and CEO of INvolve, says the research shows how far there is to go in driving the diversity and inclusion agenda forward: “The vast majority of women – over half of our population – will at some point go through menopause. If companies are serious about the inclusion of women, particularly in senior leadership roles, menopause support simply can’t be overlooked any longer. The fact is, women who are supported at work stay at work. While there remains no legal duty for employers to put these policies in place, it can’t be denied that it’s the right thing to do for all parties.

“The fact that nearly two-thirds of FTSE 100 companies have not put policies in place and made them public is not good enough. It does also beg the question – if the level of support in some of the biggest corporations is this poor, what does the support look like in smaller companies across the UK? The FTSE 100 should be providing the very best workplace environments for all of their employees, setting the bar and leading by example for every other business in the UK. It’s high time that they step up, implement robust menopause support policies, and ensure they are visible to all. It’s vital that they do the right thing and do it publicly.”

This research comes as INvolve releases its annual Heroes Women Role Model Lists, which showcase leaders who are championing women in business and driving change for gender diversity in the workplace. With an incredible 48 countries represented this year, these lists celebrate the global work being done to create equitable workplaces for women.

Leaders on the list have additionally voiced their concerns over the lack of large corporates voicing their support for women and publishing menopause support policies.

On how businesses can support employees going through menopause, Danielle Harmer, Chief People Officer at Aviva and one of the 100 Women Executives Heroes Role Models for 2022, says: “Every organisation can help break the taboo around menopause. It’s not just an issue for women – it impacts everyone.  There are a few simple, practical things all businesses can do. Find role models – not just women – to share stories. Create spaces for people to share experiences and support each other. Partner with an organisation that specialises in menopause support. And finally, educate leaders. What businesses do doesn’t have to cost the earth. The most important thing is open, stigma free, communications and caring, pragmatic support.”

Sandra Arnold, Regional Head of Learning, GroupM UK & EMEA and one of the 100 Women Executives Heroes Role Models for 2022, says: “As the menopause is slowly becoming more talked about in the press and on TV, it’s essential that businesses continue that conversation.  There are lots of ways an employer can empower their people to feel comfortable and knowledgeable about the subject. Having a menopause policy should be standard, but other simple things like creating menopause guides, organising lunch and learn events, encouraging a menopause champions network or Employee Resource Group. Almost everyone has a mum, sister, auntie or friend who will experience the menopause at some point, so it’s not just a business essential, it’s a life essential.”

This year, for the first time, the lists are global rather than restricted to submissions from Europe, the US and Canada, in order to feature Role Models who reflect different stories and experiences and to strengthen the cohort with increased intersectionality. Overall, 13% of the Role Models on this year’s lists are from countries outside of Europe and North America, including:

• Melisa Turano , Head of Lending, Transaction Management and Mujeres al Mundo, HSBC Bank Argentina
• Richa Pathak, Group Vice President, Avigna Group India
• Masami Katakura, Chairwoman & CEO, Ernst & Young ShinNihon LLC Japan
• Rachael Asonibare, Chief Information Officer, Standard Chartered Bank Nigeria & West Africa
• Ishita Dhamani, Partner, Supply Chain Competency Leader, EY ASEAN Japan
• Plaxedes Makura, Legal Manager, Disputes, Herbert Smith Freehills South Africa LLP

Neha Rajesh, Marketing Lead – Chrome Enterprise EMEA at Google is named at number one in the Heroes 100 Women Future Leaders List: “I am honoured and humbled to be featured on this list. I’ve been following INvolve Role Models Lists for a long time, and the inspiring individuals featured are real-life heroes! They push me to do more to break down barriers, to move the needle, and to further the gender diversity agenda. I am thrilled to be on this journey with other champions on a mission to drive representation in the world of technology and business.

Women role models are the paths of truth for young girls and women everywhere. They live by example to show that as long as you have passion and a fire in your belly, you can be anything you want to be. Highlighting and celebrating women role models is so crucial to nurturing the future generation of talent, and inspiring women to take risks, embrace themselves and build the lives they want.”

* Research by INvolve