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ERAF
Table of Contents
Introduction
Purpose and Scope 3 Definitions
Symptoms
Introduction
King's College Hospital NHS Foundation Trust is dedicated to providing a caring and inclusive work environment. It aims to play a key role in promoting the health and wellbeing of all staff , including a commitment to support staff who are experiencing menopausal symptoms at work.
It is in the interest of the Trust , its patients and service users that colleagues who are experiencing difficult menopausal symptoms are able to work alongside their managers to maintain a safe, effective a nd sustained attendance at work . It is also important that colleagues are managed in a supportive manner where those symptoms affect a staff member's capability to deliver their role effectively.
The Trust recognises the need for this policy and the importance of increasing awareness and education to better assist menopausal staff in the workplace. It acknowledges that those experiencing menopausal symptoms may need support and adjustments before, during and after menopause and this policy outlines the guidance and support available for Trust staff.
The term 'Menopause' has been used throughout this policy to include all stages of the climacteric/menopausal process including:
- Peri-menopause - Menopause - Post menopause
Purpose and Scope
The UK's workforce is ageing. The m enopausal worker is one of the fastest growing demographics in the workplace - many working through and beyond this life-stage. There are close to 4000 female staff working in the Trust aged 40-66, implying that almost a third may be approaching, experiencing or have gone through the menopause. This is not only a cis-gender occurrence as some colleagues from the trans gender (trans), non-binary and intersex also go through the menopause . Data regarding their experiences is poor, so references cited throughout most of the policy will generally refer to women.
Many women report that workplace environments and practices can contribute to worsening symptoms. A survey conducted by CIPD in 2018 highlighted that 6 in 10 menopausal women's symptoms had a negative impact on their work. Other research shows that those experiencing symptoms are often unwilling to discuss menopause -related health problems with their line manager for fear of stigma or lack of understanding. Such fear may also make them reluctant to ask for any required support or adjustments. A study by the British
Menopause Society (BMS) states that 47% of women who have needed to take a day off work due to menopausal symptoms, report that they would not tell their employer the real reason for their absence.
Anyone can be affected by hormonal changes during their lives for a number of reasons including pregnancy, gender affirming treatment , conditions needing hormone treatment, and the menopause. These can bring about symptoms that could impact partners, family, friends and colleagues. Menopause is a physiological process and seen by some as a rite of passage; it should not be 'taboo' or off limits, but be normalised in conversation. Anyone who is symptomatic and struggling to cope should feel comfortable and supported in the workplace.
This policy applies to all staff Trust wide and aims to:
- Raise and increase awareness of menopause and outline its impact in the workplace. This may also help to better inform the partners, family and friends of staff members impacted by menopause. - Create an environment where all staff feel able to openly engage in discussions about the menopause - Offer guidance for line managers in managing and supporting colleagues experiencing symptoms - Outline the rights and responsibilities of members of staff w ho may be experiencing symptoms - Reduce sickness absence and presenteeism - the latter referring to someone unable to perform their duties or function well within the workplace due to the menopause - Facilitate adjustments, support, advice and sign posting as identified
Definition and Overview
Menopause, also known as "the change" and climacteric, signals the end of a reproductive lifespan, menstrual cycle and fertility. This occurs when the ovaries no longer make oestrogen and progesterone and periods have stopped for 12 consecutive months.
Menopause occurs most frequently with age starting on average at about 51, but can happen earlier or later.
Peri-menopause can be defined as "around menopause", and marks the time the body starts to make the transition to menopause by signalling the end of the reproductive years. This usually starts in the mid-forties but can last considerably longer. Perimenopause is not the same as early menopause. It is worth having a discussion with a health care specialist regarding contraception as conceiving is a possibility for some individuals in this category.
Post Menopause This is literally the first day and onwards after periods have stopped for 12 consecutive months - the ovaries stop producing eggs and the hormones fall below certain levels
Early Menopause a "naturally occurring" menopause that can happen between the ages of 40 - 45; it is thought to affect roughly 5% of the population.
Premature menopause/Primary Ovarian Insufficiency (POI) is defined as menopause that happens before the age of 40. In this instance, the ovaries are not working properly and stop producing eggs for years or even decades before they should. The ovaries don't always fail in POI, and therefore, ovarian function can fluctuate over time and sometimes result in occasional periods, ovulation and even pregnancy . In this instance, blood tests are often carried out to measure oestrogen and other related hormones. It is estimated to affect 1% of the population.
Both conditions can occur for unknown reasons or may happen for a number of reasons including: - Family history - more likely if the family history is one of premature or early menopause - Smoking - Chemotherapy or pelvic radiation treatments for cancer - this is only for some individuals going through these treatments - Surgical removal of the ovaries - Certain health conditions - autoimmune diseases, poorly controlled HIV, chromosome abnormalities, and more infrequently, certain infectious diseases
Who is affected?
Although menopause primarily affects women ages 45-55, it is important to understand that it isn't exclusive to cis -gender females as highlighted earlier. It can occur much earlier in some people but can also be surgically and medically induced in others as also previously described.
It is acknowledged that some people's perceptions and experiences of the menopause is likely to differ due to other contributing factors such as disability, ethnicity, religious beliefs, sexual orientation to name a few , and it is important to understand that the menopausal experience is likely to vary for different people. Also, some people will be recognised as having more than one protected characteristic and may therefore face greater barriers and discrimination as a result.
transgender, non-binary and intersex people : those experiencing the menopause may have symptoms resulting from a physiological menopause or secondary to surgery and treatments.
trans men : men who were assigned female at birth . They will also will go through a physiological menopause if the ovaries are not removed or if menopause is spontaneously induced due to surgery. Symptoms may be reduced or further complicated if hormone therapy - such as male hormone testosterone - is taken.
trans women : women who were assigned male a t birth. They may experience some symptoms which are similar to physiological menopause. This may change if hormone levels become unstable or hormone therapy is halted for a time. Such treatment interruptions may be more commonplace for trans people.
non-binary people: have a gender identity which does not fit neatly into the binary of either male or female. Their experiences vary widely depending on what gender affirming treatment they may have, and what their physiology is.
intersex: is a general term used for a variety of conditions in which a person is born with a reproductive or sexual anatomy that doesn't seem to fit the typical definitions of female or male. These people may experience menopause, but there is a lack of information regarding these communities and menopause.
It is worth noting that the World Health Organisation advises that trans and gender diverse people may have unique age related health needs that clinicians should consider, including referral to specialist services when necessary. It is also important to bear in mind that a relationship/partnership where both persons are menopausal at the same time may be more challenging and so the policy may be especially helpful for sign posting, advice and adjustments.
Colleagues with disabilities and long term health conditions : research is also limited regarding menopause and the impact on disabilities, neurodiversity and long term health conditions including diabetes, multiple scler osis, mental health conditions, cancer treatments to name a few. Some people have reported that menopause seems to worsen existing conditions, such as ADHD making it more difficult to manage and treat. If a colleague's disability and/or health condition is made worse by the menopause, then a flexible approach should be taken to facilitate the employee to attend any disability/long term health condition they may require, or treatment for that condition where possible. It is also useful to review any reasonable adjustments previously put in place in case further additional adjustments are require - see the links under the 'Associated documents section of this policy to access the reasonable adjustment framework and guidance documents.
Ethnicity some studies suggest that the reporting of the most common and significant symptoms of menopause appears to vary among different ethnic groups and that some variation occurs regarding the average age at which the menopause occurs. It is suggested that those from an African and Caribbean background tend to start the menopause earlier than 51 years. A SWAN study found that black African heritage women start the menopause at least two years earlier than their white European counterparts who average about 51 years. Asian women are thought to have the shortest menopause typically starting at 47 and ending at 52 years; with Indian herita ge women starting much earlier - on average aged about 40 and reaching menopause at 47. The symptoms can vary culturally with black women tending to experience hot flushes and night sweats for longer and more severely than their white counterparts. The majority of studies tend to be undertaken on white European women, so a lot more research needs to be carried out on other groups including diverse genders to gain a more balanced perspective.
Language barriers employees with limited English or English as a second language may find challenges communicating their symptoms and how the process might be impacting them; this may in turn limit access to medical advice or workplace adjustments and support. A TUC poll found that work related stress can increase with discrimination. It also suggests that the less secure nature of some minority ethnic workers employment may make them more reluctant to raise the issue of menopausal symptoms or ask for adjustments at work as a result of that insecurity. It would be useful where possible for language support or advocacy be provided for these colleagues where required.
"Male menopause" or Andropause - is used to describe the age related gradual decreasing levels of testosterone. It may be associated with testosterone or androgen deficiency and hypogonadism in some cases, but not all men are affected by this. Some men may experience a number of symptoms including fatigue, erectile dysfunction, depression and reduced muscle mass. If affected by these symptoms, it is worth discussing it with a General Practitioner or Health Care Specialist to rule out other possible causes.
Symptoms of the Menopause
Menopausal symptoms can manifest both physically and psychologically and some of the estimated 34-40 symptoms can be seen below.
Symptoms are primarily due to a decrease in the hormone in oestrogen and may also be impacted by lifestyle factors such as smoking and poor diets.
The National Institute for Health Care and Excellence (NICE) report that the most common symptoms, hot flushes and night sweats may occur in roughly 75% of cases with 25% being severely affected. Symptoms can begin months or years before cessation of periods during peri-menopause, and on average, this stage tends to last 4-5 years but can be longer or significantly shorter.
Symptoms commonly reported by those experiencing the menopause include but are not limited to:
- Hot flushes and night sweats - Difficulty sleeping - Feeling tired and lacking energy - Poor concentration / "brain fog" - Taking longer to recover from illness - Irregular periods which can become heavier - Aches and pains including muscle and joint stiffness - Urinary problems
- Headaches including migraines - Weight gain - Noticeable heartbeats and palpitations - Skin irritation - Dry eyes
There may also be psychological symptoms associated including:
- Mood swings - Anxiety and panic attacks - Irritability - Decrease in confidence - Memory problems - Depression
The average duration of menopausal symptoms is 7 years, and an estimated 10% can continue to have symptoms up to and as long as 12 years after their last period . Th e symptoms can vary from person to person and range from very mild to very severe. It is important that managers and employees understand that each individual's experience is likely to be different and that not everyone will notice every symptom, or even need help or support. However, the quality of a person's personal and working life can be adv ersely impacted by their symptoms.
Another consideration is that those who are menopausal may also have caring responsibilities for elderly relative(s) and younger dependents, as well as having other health issues themselves.
The effects of the menopause can adversely impact colleagues in the workplace and if not handled appropriately, may result in them feeling unwell at work and experiencing a loss of confidence in their ability to do their job. Experiencing psychological symptoms as described above could result in an individual leaving their role prematurely. Post-menopausal people may face an increased risk of developing serious long-term conditions such as heart disease and osteoporosis for instance. This increased risk al so applies to those who have had an early or premature menopause who may have to endure these issues for a much longer period of their lives not to mention the emotional and psychological difficulties they may face including for some, a sense of loss.
Responsibilities
Employees
If you are experiencing difficulties in the workplace which you believe are due to menopausal symptoms you should: - Speak to someone at work (ideally your line manager or a senior colleague) about your concerns. If you are una ble to speak with your line manager or a senior colleague, then speak with a member of HR, your trade union rep or Professional Organisations - Ask what support is available to help you manage your symptoms when performing in your role - Advise your manager of the specific issues that are affecting you and how they affect your work, and work with your manager to agree upon solutions and adjustments in the workplace
You should also decide:
- What you do or don't want your colleagues to know - Who will be told and who will do the telling if appropriate
Line Managers
- Managers need to be aware of the need to treat employees experiencing symptoms with sensitivity. Any conversations around the effects of the menopause should be confidential and only disclosed to other members of staff who need to know in order to support and manage the employee (see above).
- Consideration should be given to reasonable adjustments to facilitate safe effective and sustained attendance at work (see reasonable adjustments below). Menopausal symptoms are covered under the age and gender related provisions of the Equality Act (2010) and may in some circumstances be likely to be covered under the disability provisions of the Act. The Health and Safety at Work Act (1974) and the Management of Health and Safety at Work Regulations 1999 provide for safe working, which extends to the working conditions when experiencing menopausal symptoms and states that an employer must, where reasonably practicable, ensu re health, safety and welfare at work.
- Confidentiality - Managers must respect the member of staff's legitimate needs for confidentiality and ensure that all information disclosed remains private. Managers must always maintain fair and reasonable standards in their treatment of staff.
- Any agreed changes might need to be reviewed as the person goes through the different stages of the menopause
- If a member of staff is reporting on -going difficulties or concerns despite agreed adjustments about their health at work, then consider a referral to Occupational Health (OH) for further advice.
Occupational Health
- Advise managers regarding the effects of the menopause, including on fitness to work where the effects are causing absence from work. - Provide advice on any reasonable a djustments or recommendations to enable the manager to support the individual staff member - Ensure confidentiality between staff member and Occupational Health - Ensure all staff understand that all Occupational Health recommendations are dependent on the needs of the service - Signpost to appropriate sources of help and advice
Human Resources
- Provide support for managers and employees on the interpretation of this policy - Provide support, advice and guidance to managers and staff on supporting and managing members of staff experiencing symptoms of the menopause - Provide advice on management of sickness absence in relation to menopausal symptoms - Recording menopause related sickness/absences using the NHS employers ESR model - Facilitate the consistent application of this policy across departments and Divisions
Staff Side
- Monitor the effectiveness of the policy and raise concerns in an appropriate manner - To contribute to the review and development of the policy - Support staff members in raising issues around the menopause with the Trust where appropriate.
Legislation and Reasonable adjustments
Under the terms of the Equality Act (2010) the Trust has a responsibility to consider reasonable adjustment which would facilitate a safe, effective, sustained attendance at work. Under the Health and Safety at Work (etc.) Act (1974) an employer must minimise and where possible reduce health and safety risks for employees. This includes:
- Ensuring menopausal symptoms are not made worse by the workplace and/or its work practices. - Making changes to help a worker manage their symptoms whilst undertaking their role.
An employer must generally assess health and safety risks for workers . Regarding the perimenopause and menopause an assessment of risk should take into account: - The temperature and ventilation in the workplace. - The materials used in an organisations uniform, if there is one, and whether the uniform might make a worker going through the perimenopause or menopause feel too hot or worsen skin irritation. - The provision of rest facilities. - Whether toilet and washroom facilities are easily available. - Whether cold drinking water is easily available.
Reasonable adjustments may include: - Flexibility in the dress code or uniform policy in order to achieve a comfortable working temperature for employees who are symptomatic. Where uniforms are required, consider alternatives, particularly provision of lighter uniforms made of natural fibres. - Flexibility of working arrangements (where operationally viable) for those experiencing debilitating symptoms for example adjusting start or finish times for those who experience disturbed sleep patterns. - Flexibility around the taking of breaks or increased breaks during the working day. - Flexibility around attending relevant medical appointments. - Changing and/or washing facilities to allow staff to change clothing during the working day. - Facilitating a more comfortable working environment, taking into account temperature and lighting to allow staff to manage their body temperature. Making items such as desk fans easily available and considering whether ventilation is sufficient or could be improved. - Arranging additional time to carry out tasks. - Requests for reasonable adjustments should be reviewed on a regular basis (no less than annually).
Sickness Absence Procedures and Reporting
The Trust encourage s colleagues experiencing menopausal symptoms to report them as such so that measures can be taken to appropriately support them in the workplace. Where symptoms affect a woman's capacity to work , menopausal symptoms will be treated as a long-term fluctuating health condition and these absences will be treated as outside the normal absence reporting and triggers.
Associated Documents
Flexible working policy Equality and Diversity Policy Dignity at Work Policy Sickness Absence Policy and Procedure. Uniform Policy Management of Workplace Stress Policy Equalities Act 2010 Menopause Kwiki Page Employee Assistance Programme (EAP) - Counselling Reasonable adjustment plan and guidance documents via links below: http://kingsdocs/docs/_layouts/15/DocIdRedir.aspx?ID=SJ4V57URNYWD-142- 20337 http://kingsdocs/docs/_layouts/15/DocIdRedir.aspx?ID=SJ4V57URNYWD-142-20338
References and Resources
Menopause kwiki page - a wealth of information, resources and sign posting British Menopause Society Principles and Practice of Menopause Care resource toolkit: CIPD - A guide to managing Menopause at work TUC - Menopause in the Workplace BOHRF - Work and the Menopause: A Guide for Managers NHS Employers - Recording menopause sickness on ESR Henpicked - Promote and support individuals and organisations regarding menopause The Society of Occupational Medicine guidance on menopause and the workplace Supporting our NHS people through menopause: guidance for line managers and colleagues (28 November 2022, Versions 1) The Daisy Network ( http://www.daisynetwork.org.uk/) - support group for those experiencing premature ovarian failure Healthtalk.org - provides information about early menopause, including women talking about their own experiences Fertility friends - a support network for people with fertility problems Adoption UK - charity for people who are adopting children Surrogacy UK - charity that supports both surrogates and parents through the process NHS England » Supporting our NHS people through menopause: guidance for line managers and colleagues https://thebms.org.uk/education/principles-practice-of-menopause-care/bms-ppmc- resources-toolkit/ Managing the effects of the menopause: Menopause at work - Acas Queer / LGBTQIA+ Menopause (queermenopause.com) The 'male menopause' - NHS (www.nhs.uk) Up to 14 Years of Hot Flashes Found in Menopause Study - SWAN - Study of Women's Health Across the Nation (swanstudy.org)
Appendix 1:
Policy Name
1. Equality Risk Assessment Form EQUALITY RISK ASSESSMENT FORM Name of Policy / Project / Function
Menopause Policy Date of Assessment May 2023 What are the aims of this project, policy, function, and or service?
- Support employees to remain at work - Raise and increase awareness of menopause throughout the Trust - Break the stigma and taboo surrounding the menopause at work - Provide guidance and direction on how to support employees who raise menopausal issues not only for the individuals experiencing the menopause, but also those who may be affected indirectly including line managers, colleagues, partners and family members - Inform managers of the potential symptoms of menopause, how this can affect employees and what can be done to support individuals including reasonable adjustments - Provide sign posting to resources that may provide additional support for employees going through the menopause o Line managers can refer to OH via management referral forms as highlighted on the OH kwiki page and the menopause policy o An E-learning program will be available to train line managers to support their colleagues o A list of common symptoms are contained within the policy for staff and managers to use
Who could be affected by this proposal? (e.g. applicants, employees, customers, service users, members of the public)
- All staff across sites, but in particular, the individual requiring support if menopausal symptoms are affecting their ability to work productively - Patients/service users and visitors if the staff member has to engage with the above - KCH workforce by creating more awareness and education which will hopefully lead to greater knowledge and empathy for those impacted by challenging menopausal symptoms within the Trust and in the wider community Which policies are related to or referred to as part of this assessment? - Menopause policy Policy Name
- Equality and diversity policy - Dignity at work policy - Sickness absence policy and procedure - KCH dress code and Uniform policy - Flexible working policy - Management of stress at work policy - NHS England: Supporting our NHS people through menopause; guidance for line managers and colleagues - British Menopause Tools for Clinicians
How will the impact on people be assessed? (e.g. consultations forums, meetings, data collection) A range of assessment approaches will be adopted including : - Monitoring uptake for KCH menopause webinars - Numbers of referrals to OH - Feedback from pilot staff menopause telephone consultation clinic - Future trial recording menopause absence on ESR - Creating menopause Champion posts - Feedback from staff menopause cafes - Successful completion of e-learning packages in house - Responses to a menopause newsletter
Please include available Equality Data relating to the use or implementation of this policy, project, function or service? (e.g. Care Group breakdown, WRES, WDES, Sexual Orientation monitoring standard, Patient Feedback, Workforce data etc.)
- According to the Office of National Statistics, women over 50 are the fastest growing demographic in the workplace and therefore, menopause will increasingly become a prominent focus in many organisations. - 70-80% of women of menopausal age are in work - The average age of menopause is 51 years but it can occur earlier or later - Approximately half of all menopausal women in the workplace (aged 45-55 predominantly), find it difficult to cope with work during the menopausal stages (peri, menopause & post menopause) Policy Name
- King's College Hospital Foundation Trust has close to 14000 employees with almost 75% of this number made up of individuals identifying as females - About 30% of the 75% are likely to be in some stage of menopause - BAME staff make up 48% of overall employee numbers. Studies suggest that some from this community may experience menopause earlier and experience more severe symptoms. Also, there is a tendency for them to be in less secure employment contracts and have greater work/life balances which may make them more reluctant to raise any issues or seek support for symptom management - Lesbian/bisexual colleagues may experience menopause at the same time as a female partner if they are of similar age which could place an additional burden on the relationship as well as work life balance - trans men, non-binary and inter-sex colleagues assigned female at birth, may go through the menopause. Having challenging symptoms may compromise their altered status if they chose not to reveal it - trans women may experience pseudo menopausal symptoms if they are taking hormones and stop suddenly, however, this tends to be resolvable when hormone therapy is resumed. - Menopause may exacerbate symptoms of colleagues with disabilities or long-term conditions that may mean that they will require specific adaptations or working patterns in the workplace - A number of colleagues will be unaware that they are going through the change, especially during the peri-menopause phase and may not easily be able to access a GP or other health care specialist - KCH currently provides an outpatient clinic for menopause patients in the community, serving roughly 2000 patients per annum. No official service exists for staff at the current time.
Which stakeholder consultations have been included in the development or implementation of this policy, project, function or service?
Representatives of the following have been consulted in the development of this policy:
- KCH Women's network - King's able network - feedback from co-chair Gavin Dean : Happy overall with the statement re menopause and disability. The one comment I would make is that maybe we need to re-word the section around time off for medical attention. I know that when it comes to disability related leave to attend appointments there is no structure or scope in leave policies that grant any specific disability related leave'. Perhaps it is better to word this as:
'Flexibility should be given to allow employees to attend any disability / long term health condition appointments if their condition has become worse by menopause'. A review of any specific disability / long term health reasonable adjustments would be supportive to the employee, as there may be additional adjustments that will support any worsening if their condition as a result of menopause.
- LGBTQ+ - feedback from co-chair Amanda - Alice Hinton Policy Name
What are the potential impact/s of implementing this policy, project, function or service on people who share protected characteristics as listed below?
Protected
Characterist ic: Neutr al
Age (People of all ages)
x Provide awareness, education and support for staff across the trust. Those born cis female are likely to begin the menopause journey over the age of 45 - with the average age being 51. There will be a number of individuals experiencing menopause earlier/prematurely, 40 and under due to factors such ovarian insufficiency, surgical/medical interventions as well as idiopathic reasons. They may require support not just for symptoms and long term health, but may also need psychological support due to the suddenness of onset. Suggested change from "gender reassignment" to gender affirming treatment. Great to see the inclusion here, just a small note that these terms- transgender, non-binary, intersex are not usually capitalise. I would suggest not using the term "natural" as it implies stigma for anything falling outside that definition. I suggest "physiological" A couple of additions made for more inclusive phrasing. Additional explanation, and split up intersex and non-binary identities, which are significantly different to one another. Definitions included. Added neurodiversity.
- Staff side - Keely Penalver Comments made regarding inconsistency in line breaks and punctuation. Also recommended autism be added to ADHD and neurodiversity, as reports many staff have these conditions.
- BAME network - HR - Task and Finish Menopause matters project group - British Menopause Society - Henpicked
Policy Name
What are the potential impact/s of implementing this policy, project, function or service on people who share protected characteristics as listed below?
Protected
Characterist ic: Neutr al
Disability (Mental, Physical, and Carers of Disabled people)
x In addition to any staff member with a disability, it is possible that the individual will require additional support due to the additional challenge of menopausal symptoms - dependent on severity. Reasonable adjustment plan and guidance can be found via the following links: http://kingsdocs/docs/_layouts/15/DocIdRedir.aspx?ID=SJ4V57U RNYWD-142- 20337 http://kingsdocs/docs/_layouts/15/DocIdRedir.aspx?ID=SJ 4V57URNYWD-142-20338
Gender Reassignm ent
x Not all people who undertake gender reassignment decide to undergo medical or surgical treatment to alter the body. Some people will undergo medical and surgical interventions to alter their body. Others do not intend to undergo medical treatment but identify with a different gender from their birth gender. Both female to male and male to female transition can experience menopausal symptoms. In the latter case, this will occur because of hormonal treatment, (oestrogen and progesterone) and if the treatment stopped, they may become symptomatic. The male trans person will inevitably go through menopause if they have not already done so prior to transitioning because of their birth gender and are much more likely to experience the full range of symptoms at some point. Staff will be able to download the policy and utilise it to help with their symptoms in the workplace without needing to identify themselves if they chose not to. Any contact made with OH will be strictly confidential Marital Status (Married and Civil Partnerships)
x Supporting the staff member may potentially help the individual's partner to understand the issues better. It may also facilitate relationship issues if this has been a problem due in part to the staff member or their partner experiencing challenging menopausal symptoms. Policy Name
What are the potential impact/s of implementing this policy, project, function or service on people who share protected characteristics as listed below?
Protected
Characterist ic: Neutr al
Pregnancy and Maternity x A woman transitioning through peri-menopause to menopause may benefit from advice regarding contraception as it may still be possible to conceive for some Race (All Racial Groups)
x Both culture and race may be contributing factors in the way individuals experience menopause and manage it. However, menopause is a unique experience, and although symptoms similar symptoms may be experienced differently. The policy focuses on the individual and their requirements. Religion or Belief
x Certain rituals and practices in relation to periods and menopause are part of certain religions and belief systems. However, not all of those who are subject to menopausal symptoms will observe such practices. As previously stated, the policy will serve the individual where recommended adjustments, support and advice are concerned. Sex (Men and Women Includes non-binary)
X In addition to cis women, some transgender men, non-binary individuals and intersex people or those with variations in sex characteristics may also experience menopause and so, the policy will provide support for all sexes, raising awareness and knowledge of the menopause journey and available support. Sexual Orientation (Lesbian, Gay, Asexual, Bisexual, and Straight)
X The policy will be useful to all, whether you are the person experiencing it or you are supporting another who is menopausal. A relationship where both persons are menopausal at the same time may be more challenging, and the policy may be useful regarding sign posting, advice or adjustments.
Policy Name
Including but not limited to social economic factors (i.e. poverty and or isolation), caring responsibility, unemployment, homelessness, urbanisation, rurality, health inequalities, and new arrivals .
Carer x Policy provides support to manage symptoms that will hopefully impact favourably, a range of social and economic factors for the individual Parenting x Policy provides support to manage symptoms which in turn should have a more positive impact on family life Dependent X Policy provides support to manage symptoms and consequently, help to strive for a better life/work balance
This ERAF was completed by:
Policy Name
ERA Action Planning Form Action Plan Owner:
Commencement date:
All Completion of Henpicked Checklist to meet required criteria Denise Grant Likely Jan - Feb 2024 Annual
All
Managers e-learning/ - NHS England to launch e-learning programme for managers
Menopause lunch & learn information sessions/cafes
Menopause drop in sessions and newsletter - Drop in sessions and newsletter
Learning Development - TBC
3 delivered
Amber Peters/& Women's network March - April 2023 quoted, but still awaiting release date
Ongoing
May 2023 Nationally, annual
Ongoing
Ongoing
All When accreditation completed hand over non- clinical management of menopause over to Women's network Menopause Steering group Post accreditation As required FOR EQUALITY DIVERSITY AND INCLUSION TEAM Date of Assessment: (dd/mm/yyyy)
Simon O'Donoghue Date of review
12/05/24