Helen Normoyle is co-founder of My Menopause Center
To embrace and deliver workforce diversity, the construction industry urgently needs to provide better menopause support.
The construction industry has long had a gender diversity problem. According to the Office for National Statistics, only 13% of the construction industry is female, compared to 47% of the general UK workforce, a figure that has not changed for more than two decades .
“Construction companies are likely to lose more top talent if they are unable – or unwilling – to support women in the menopausal transition”
The construction industry also has one of the largest gender pay gaps of any sector in the UK. On average, female construction workers earn 38% less than men, with only 14% of executive roles held by women, not surprising when 87% of women in the industry are confined to desk roles, design and secretary.
While recent efforts have been made to attract girls educationally into the industry, and some companies have made progress in developing a talent pool by bringing in more female apprentices and trainees, it is clear that it is still not enough. And construction companies are also likely to lose more talent if they can’t – or won’t – support women in the menopausal transition.
But despite all that, a survey last year of 92 construction HR managers found that 61% had no menopause policies. It also reported that only 28 percent of construction employers thought about menopausal symptoms during performance reviews of female staff. Additionally, one of the biggest barriers to women being attracted to and staying in the industry is the lack of flexibility in roles, which becomes even more crucial for women affected by menopausal symptoms.
It is clear that much more needs to be done to retain and help women progress in the sector.
While politicians and leaders talk about rebuilding Britain in metaphorical terms, the construction industry is at the forefront of making this happen literally, and an extra 225,000 construction workers may be needed by 2027. It is to that workplace diversity in the construction industry makes good business sense. Providing adequate menopause support is also an economic no-brainer, with McKinsey research finding that companies that truly embrace gender diversity are 25% more likely to achieve above-average profits.
The Labor party has pledged to introduce a requirement for large companies to create and publish a menopause action plan. If this is implemented, much of the construction industry will have to. But rather than waiting to be told to do so, construction employers should now start proactively working on ways to support and retain talented and capable midlife women in their prime of work
Around 15.5 million women in the UK are at various stages of the menopausal transition, and they are the fastest growing working age demographic in the country. Although some women will go through menopause, for many it can be a difficult time. Around eight in ten women will experience an average of seven symptoms, which can range from physical, cognitive and mood changes. Symptoms usually last between 8 and 12 years, but can last more than 15 years.
As a result, according to a recent study across the UK workforce, one in 10 women have already left their job due to a lack of workplace support for their menopausal symptoms.
Practical steps
With the UK construction industry struggling to fill vacancies at the moment and predictions that the struggle for skilled workers will continue in the future, it is vital that menopause support is part of the job offer. The industry must:
- Introduce menopause training and guidance to all employees to ensure menopause does not affect women’s careers, with a focus on HR and line/site managers.
- Provide practical menopause support, for example by offering appointments with qualified health professionals.
- Adopt a proactive menopause policy that addresses and supports menopausal women in the office and on site to demonstrate that you have an inclusive, menopause-friendly culture.
- Work with staff to find flexible workplace adjustments that will provide the greatest benefit to the company and the employee.
Informal menopause support groups vocally supported by senior leaders also indicate open communication around menopause, and even having a single menopause champion demonstrates intent. Plus, there are tons of free educational resources.
When women can see a career that will support them through all stages of their lives, they are more likely to find a career in construction attractive. Only then will it have a chance to address its historic lack of gender diversity.
