On a personal and professional level, it has helped bring this topic to the forefront of our agenda and it’s encouraging to see it gaining momentum in our workplace and externally. 

By talking openly about our own experiences with menopause we are creating a ripple effect. It enables us to also talk about what we can do proactively to recognise, learn, and understand what our colleagues may be going through and more importantly, how we as leaders respond.

According to a CIPD report in October 2023, based on a survey of over 2,000 women in the workplace, most women (aged 40 to 60) had experienced symptoms related to menopause transition, and over half have been unable to go to work at some point due to menopause symptoms. Given that our IVC Evidensia UK workforce is 88% women, we are committed to being proactive in this area, stepping up to actively support colleagues.

Menopause symptoms such as anxiety, brain fog, and low mood can have a significant impact. How can we ensure we’re being compassionate and supportive of colleagues experiencing these symptoms?

Being familiar with the various symptoms is a great first step. It’s also important to know and understand your team, and to create and promote a safe space to build openness and trust This means we’re more likely to notice any changes in behaviour and to be there if someone is looking for someone to confide in. By trying to understand what other people are experiencing, we can show support and encouragement, and identify what support we can give. For some talking might help, for others we may need to look at flexible working or reasonable adjustments, or signposts for additional support.

What role do you believe open communication plays in supporting colleagues going through menopause, and how can colleagues and leadership facilitate this?

It is key to unlocking and normalising the topic! It’s time that we all recognise the importance of being aware of this topic, and how we can support both as individuals and from a leadership perspective.  At a time when so much can feel out of our control as people experiencing menopause, this is something we can do to take an element of control back.

Everyone needs to play their part to understand and support colleagues, even if it is something that they have not, or will not personally experience.

At IVC Evidensia, what specific initiatives or policies are in place to support people working with us who are experiencing menopause?

We take the responsibility to support our teams really seriously. We have various tools in place to support colleagues and line managers alike, from policy guidance, action plans, to flexible working, and our 24/7 Employee Assistance Programme, which is accessible to all. We also offer cotton uniforms and fans to keep colleagues cool, and promote reasonable adjustments. 

How important is it for workplaces to educate other team members about menopause, and what steps can be taken within the veterinary industry to increase awareness?

People are at the heart of everything we do. We must consider both current and future generations of colleagues to prepare them for menopause - for themselves and their team - so it’s not a struggle to be heard. 
In terms of specific steps that can be taken to increase awareness, these could include:
- Educate and raise awareness for line managers and colleagues through guidance, communication, and upskilling.
- Encourage openness and conversation.
- Tailor approaches as everyone’s transition is different.
- Clear processes, which are accessible and reduce the potential risk of discrimination.

How can veterinary teams foster an open and supportive environment where menopause is understood, and colleagues can discuss it without stigma?

Only by turning menopause into a natural topic of conversation can we transform conversations at work. This means helping others understand what going through menopause means, not just to aid understanding but for us to know how it feels for our mothers, sisters, partners, and friends.

Many women suffer in silence, so we are striving to combat this, by reducing the fear and anxiety that often come with menopausal symptoms, by committing that we will listen, seek to understand, and tailor our support to the individual needs, without fear or judgement.

Looking ahead, what more can be done within the veterinary sector to further improve support and awareness around menopause in the workplace?

Keep it on the agenda! It should be a focus to ensure it becomes normalised, and we need to continue to share positive stories to encourage and aid others in the future.