Call to book: 01983 861133

Recognising & Supporting Menopause in the Workplace Conference, 2nd edition

Danubius Hotel Regents Park , 18 Lodge Road, St. John's Wood, London NW8 7JT

Menopausal women are one of the fastest growing workforce groups in the UK however the issue is still being treated as a workforce taboo by some and in general has not been satisfactorily recognised and supported by employers. The MP Rachel Maclean is predicting; “It will become as unacceptable to not have a menopause policy as an employer as it is to not have a diversity and inclusion culture”, yet few companies have menopause-specific health and wellbeing policies in place.

Registration fee: £395 plus VAT per delegate

Why attend this conference?

A vast majority of the 4.4 million over 50 women will go through menopause during their working lives. Recognising and supporting menopause is vital and positions your organisation as an inclusive employer of choice to a crucial demographic. It will help improve productivity and engagement, lower absence levels, reduce recruitment costs and avoid any legal action.

  • Workplace discrimination based on gender or age is illegal under the Equality Act
  • Several companies have faced tribunals and lost, being ordered to pay substantial amounts
  • Replacing a woman who has left work due to menopausal symptoms can cost an average of £30 000
  • Corporate Social Responsibility: ensure your midlife female employees can work as long as they choose with the highest possible quality or working life
  • CIPD revealed that 30% of the working menopausal women they surveyed had taken sick leave, yet only a quarter of these told their boss the real reason for their absence
    • 65% said their ability to concentrate was affected
    • 58% experienced greater stress
    • 52% became impatient with clients and colleagues due to menopause

Part of a long-established BFI portfolio of workplace occupational health training.

Please note: If you have a topic to suggest or might like to speak at, endorse, or sponsor the event, please see how to get involved here.

Which functions will benefit from attending

  • HR, Diversity & Inclusion, Recruitment & Resourcing, Policy & Strategy , Operations, Line Management, Legal, Talent, Equality, Policy, Organisational Development, Employer Branding, Engagement, Employee Relations, People Development, Learning and Development, Improvement and Quality

Hear from

Schedule

Coffee and registration

Chair's welcome and opening remarks

Olivia Campbell

Olivia Campbell

Clinical Manager
Health Management Ltd.

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Health Management Ltd. logo

Olivia Campbell

Clinical Manager , Health Management Ltd.

Olivia has delivered occupational health services for a series of high profile public and private sector organisations. Employee wellbeing is an increasing focus for organisations, dealing with a maturing workforce against constant change and uncertainty. Occupational health focuses on the impact of work on health and health on work, supporting individuals and organisations to achieve compliance and maximise performance. Based in the beautiful South West, Olivia combines working from home (with a view of the sea) with UK wide travel. Health Management is one of the largest Occupational Health providers in the UK, providing workforce health and wellbeing services across all sectors of the economy. We help many of the UK’s largest employers to keep their workforce safe and healthy, and provide strategic support to improve productivity and workforce performance. Founded almost two decades ago by doctors, we are now part of the global MAXIMUS health and human services business, delivering health, work and people services around the world.

KEYNOTE ADDRESS: MENOPAUSE CHALLENGES IN THE WORKPLACE

Haitham Hamoda

Haitham Hamoda

Chair
British Menopause Society

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British Menopause Society logo

Haitham Hamoda

Chair , British Menopause Society

Mr Haitham Hamoda is a Consultant Gynaecologist and subspecialist in reproductive medicine and surgery. He is the Clinical Lead for the Menopause Service at King's College Hospital. London and Chair of the British Menopause Society. Mr Hamoda has published widely in his specialised field. He is co-author of the British Menopause Society Guidelines 2016 on the management of the menopause and author of the British Menopause Society Guideline on the Management of women with Premature Ovarian Insufficiency. In addition, he is actively involved in ongoing research projects both locally and nationally and teaches at an undergraduate and postgraduate level. His areas of clinical expertise include menopause and premature ovarian insufficiency, infertility, gynaecological endocrinology including polycystic ovary syndrome, management of fibroids and endometriosis and minimal access surgery. Mr Hamoda qualified in 1994 and is a Fellow of the Royal College of Obstetricians and Gynaecologists. He was awarded a degree of Doctor of Medicine (MD) from the University of Aberdeen.

A LEGAL PERSPECTIVE – SUPPORTING MENOPAUSAL STAFF IN THE WORKPLACE

Jenny Arrowsmith

Jenny Arrowsmith

Partner, Employment Law
Irwin Mitchell LLP

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Irwin Mitchell LLP logo

Jenny Arrowsmith

Partner, Employment Law , Irwin Mitchell LLP

Jenny is a Partner (Employment law) at national law firm, Irwin Mitchell LLP. She has extensive experience of advising employers of all sizes and in many sectors on all areas of employment law. She has a particular interest in discrimination issues and has been working with clients and leading training sessions on a number of tricky issues arising from mental health and how modern day working practices are influencing changes in the way we work such as agile and flexible working. She successfully defended the company in Ali v Capita which went to the Court of Appeal this year - one of the cases to watch of 2019 due to its public policy issues. The case related to alleged sex discrimination where men received statutory rates for shared parental leave whilst women benefitted from enhanced maternity leave). She was nominated as the “Lawyer of the Week” by the Times Newspaper for her work in this case in June.

  • How much does an employer need to do to support menopausal staff: Key legislation and relevant law
  • Understanding the legal risks of doing nothing
  • Proactive steps to mitigate risk and support inclusivity
  • Writing and implementing a menopause-specific policy: essential areas to consider
  • Ensuring company-wide implementation and comprehension
  • Case histories and lessons learned
  • Examples of policies and guidance documents

Morning coffee and networking

CASE STUDY: GUIDANCE AND POLICY FRAMEWORKS: WHAT DO YOU NEED TO INCLUDE?

Claire Timmins

Claire Timmins

HR Director, UK&I
Ipsos MORI

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Ipsos MORI logo

Claire Timmins

HR Director, UK&I , Ipsos MORI

  • Aims and scope of the policy
  • Roles and responsibilities: line managers, Occupational Health, Human Resources, Employee Assistance
  • Examples of policies and guidance documents
  • Useful templates
    • Confidential Discussions
    • Managers’ Guidance
    • Menopause Advice Sheet
    • Reasonable Adjustment Requests

CASE STUDY: MENOPAUSE - THE CLINICAL ASPECTS

Olivia Campbell

Olivia Campbell

Clinical Manager
Health Management Ltd.

View Bio
Health Management Ltd. logo

Olivia Campbell

Clinical Manager , Health Management Ltd.

Olivia has delivered occupational health services for a series of high profile public and private sector organisations. Employee wellbeing is an increasing focus for organisations, dealing with a maturing workforce against constant change and uncertainty. Occupational health focuses on the impact of work on health and health on work, supporting individuals and organisations to achieve compliance and maximise performance. Based in the beautiful South West, Olivia combines working from home (with a view of the sea) with UK wide travel. Health Management is one of the largest Occupational Health providers in the UK, providing workforce health and wellbeing services across all sectors of the economy. We help many of the UK’s largest employers to keep their workforce safe and healthy, and provide strategic support to improve productivity and workforce performance. Founded almost two decades ago by doctors, we are now part of the global MAXIMUS health and human services business, delivering health, work and people services around the world.

  • The impact of menopause on the body: sleep, diet, symptom management
  • Helping strategies
    • Work place adaptions
    • When OH referrals might help
  • Myths and misconceptions

CASE STUDY: THE PRACTICALITIES OF ROBUST GUIDANCE

Jacqui McBurnie

Jacqui McBurnie

Senior Programme Manager
NHS

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NHS logo

Jacqui McBurnie

Senior Programme Manager , NHS

Jacqui is an experienced healthcare manager and registered nurse with over 25 years working in a variety of operational and management roles within the NHS. Alongside registered nurse status and having practiced as a nurse practitioner, Jacqui holds an MBA. Jacqui has a broad experience, having taken roles across commissioning, clinical standards management, operational management and programme management at regional and national levels. As the founder and Chair of the NHS England/Improvement Menopause Group and a member of the Cross Govt Menopause Steering Group, Jacqui is passionate about changing culture. Jacqui has established an active and energetic menopause group, learning events and recently established menopause ambassadors to increase the support offer for colleagues across the organisation.

Marina Bolton

Marina Bolton

HR Director
Civil Service

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Civil Service logo

Marina Bolton

HR Director , Civil Service

Marina is an experienced Organisation Development and Design practitioner with over 38 years working in a variety of operational, corporate and strategy roles within the Civil Service. As a founder of the Civil Service Organisation Design & Development Expert Service, Marina has expertise in a wide range of organisation design and development methodologies including transformational change, organisation design, action research, systemic intervention, large-scale engagement methodologies, senior team and board development, group process consultation and culture and behaviour change. Marina has a Master of Science Degree in People and Organisational Development and is a member of the Institute of Personnel and Development and a Fellow of The RSA (Royal Society for the encouragement of Arts, Manufactures and Commerce). Marina is also a graduate of the National Training Laboratories for Applied Behavioural Science [NTL] and is studying for a Doctorate in Organisation Change, the theme of which is ‘Compassion’ Marina has recently become a menopause champion in the UK Civil Service and speaks openly about her personal experience. Her intent being, to influence policy makers to take both menstruation and menopause into account when considering health and well-being in the workplace.

  • Overview: context and challenges
  • Defining our audience: what needed to be included and who should have those conversations?
  • Collating and communicating information: essentials of menopause guidance and tool boxes
  • Quantifying success and next steps

INTERACTIVE SESSION: ALTERNATIVE THERAPIES

The aim of this informal session is to explore the wide range of alternative therapies, building a toolbox for delegates to use in their own organisations, as well as sharing experiences and ideas
Context is all: what are menopausal women also dealing with?

  • CBT/Hypnotherapy/talking therapies
  • Yoga/walking
  • Herbal remedies
  • Self-care strategies and ideas

Lunch and networking

CASE STUDY: TESCO BANK – BUILDING AN EFFECTIVE AND WORKABLE APPROACH TO SUPPORTING MENOPAUSE IN THE WORKPLACE

Jacqui Mallin

Jacqui Mallin

People Director
Tesco Bank

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Tesco Bank logo

Jacqui Mallin

People Director , Tesco Bank

Jacqui is the People Director at Tesco Bank and a member of the Tesco Bank Executive Committee. Jacqui has extensive Leadership experience and has spent her career working across a number of industries, including General Insurance, Life and Pensions, Telecoms and Banking. Jacqui spent five years at Aegon, a Scottish based Life and Pensions Business, where she was accountable for leading HR Operations while also leading the HR Transformation programme. Jacqui then moved on to take up a broader leadership role at Standard Life, leading the group people operations, while also leading a multi-million pound award winning group people transformation programme. While at Standard Life, Jacqui was awarded HR Director of the Year at the HR Network Awards in 2013 and also received the Customer Excellence Award from Oracle for the programme's Return on Investment. Prior to joining Tesco Bank, Jacqui led the people and transformation programme at the market-leading telecoms provider, Three UK.

  • Understanding the scope of colleagues’ challenges: physical, emotional, intellectual, societal, professional
  • Raising awareness: who should be included in the conversations
  • Ensuring we are sending the right messages to the right people
  • Stories and outcomes: where do we go next?

CASE STUDY: CAMPAIGNING IN A PREDOMINANTLY MALE ENVIRONMENT

Victoria Metz

Victoria Metz

Group Manager, Health & Safety & LFB Menopause Champion
London Fire Brigade

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London Fire Brigade logo

Victoria Metz

Group Manager, Health & Safety & LFB Menopause Champion , London Fire Brigade

  • Unique challenges of a male-dominated workplace: pros and cons and how I structured my approach
  • Choose your battles: setting priorities and goals
  • The role of HR and Unions
  • Guidance and policy wins
  • Practical changes and how we measure the benefits

Afternoon tea and roundtable discussion groups

Over tea, delegates will share observations, personal and professional experiences and collate ideas to feed back to the group. From a start point of ‘What I wish I’d known,’ the aim of the informal discussions will be to look at current workplace practice and brainstorm ideas the raise awareness of menopause in their own workplaces, strategies to engage and include male colleagues and debate ideas and innovations to maximise the effectiveness, confidence and performance of menopausal working women. The findings will be shares with the whole group after the event and will prove an invaluable resource for those delegates looking to raise debate and awareness within their own organisations.

DISCUSSION GROUP FEEDBACK

CASE STUDY: FROM AIMS TO ACTION

Hazel Robinson

Hazel Robinson

Associate Director, Rewards, Recognition and Payroll
Brunel University

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Brunel University logo

Hazel Robinson

Associate Director, Rewards, Recognition and Payroll , Brunel University

  • Where does menopause sit in our wellbeing strategy: are we happy with the profile and emphasis?
  • Key elements of a guidance and awareness building strategy
  • Effective communication across our organisation: ensuring the message is appropriate to the audience
  • Targeting and recruiting champions and stakeholders
  • War stories and lessons learned: what might we have done differently in hindsight?

CASE STUDY: WHY IS THE ISSUE RELEVANT AND KEY TO OUR ORGANISATIONS?

Kate James

Culture & Talent
Lloyds Banking Group

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Lloyds Banking Group logo

Kate James

Culture & Talent , Lloyds Banking Group

  • How we started, including government involvement
  • Initial national event
  • Build on regional and national events – face to face, drop in centres, webinars, internal ‘Facebook’ group
  • Mix of what we do for women themselves, also line managers, wider teams etc.
  • Support from senior execs and our unions

END OF CONFERENCE

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