Menopause Policy equality impact assessment
Name of new policy
Menopause Policy
Purpose and aims of this policy
Purpose:
- COPFS is committed to providing an inclusive and supportive environment for everyone. People experiencing menopausal symptoms require the same support, adjustments and understanding from an employer as anyone experiencing any ongoing health condition.
- COPFS acknowledges that although many people who experience and will experience menopause are cisgender women, this is not universally the case. This policy is to promote knowledge about how menopausal symptoms can impact on women, transgender, non-binary, and intersex people experiencing the menopause. Gender-neutral language will be used throughout this policy.
- To ensure that individuals receive person centred support appropriate to their needs, this policy will take account of both those directly impacted and those indirectly affected, for example, partners, colleagues, or line managers.
- Additionally, this policy has been developed to provide information and support to employees experiencing either peri menopause, menopause, or post menopause symptoms which for the purposes of this policy document will collectively be referred to as menopause.
Aims:
- Support any employee experiencing the menopause and help them to minimise the impact it can have on them while at work.
- Raise awareness of menopause transition provide information and support for employees both those who are directly and indirectly affected.
- Foster an environment in which colleagues can openly and comfortably instigate conversations or engage in discussions about the menopause in a respectful and supportive manner.
- Minimise disruption to service provision due to menopause and fulfil duty of care requirements towards employees.
- Break any stigma that might exist surrounding the menopause at work, respect the individual experience of each employee and create an inclusive menopause friendly working environment
where colleagues and managers feel confident to discuss symptoms, raise issues and any potential adjustments that might be needed. - Inform managers and colleagues about the symptoms and impacts of menopause to ensure there is good quality and
consistent support for colleagues experiencing menopause symptoms in COPFS. - Signpost relevant sources of information and support for colleagues and managers.
Additional information
Lead EIA Officer:
HR Diversity and Wellbeing Manager
Team/function:
HR/Business Services
Email address:
Date assessment completed:
March 2023
Background details about new policy / process
This new policy was fully assessed for any equality impact based on the General Equality Duty of the Equality Act (2010):
COPFS is a central Scottish Justice sector organisation, comprising over 70% of a women workforce. The Menopause Policy is intended to provide clarity, understanding and direction on how COPFS will deal with menopause-related
conditions for those experiencing them.
Menopause is a natural ageing process and occurs most commonly between 45 and 55 years of age but can be experienced earlier in life. It is also recognised that menopause can happen at the same time an individual is experiencing other challenges in their domestic and family life (for example, whilst acting as a carer for older relatives and/or children). COPFS will endeavour through its employment
policies to assist those experiencing symptoms of menopause.
COPFS is committed to ensuring that conditions in the workplace do not make menopausal symptoms worse and that appropriate reasonable adjustments are fairly
considered. COPFS will also promote a greater understanding of the menopause and seek to eliminate any exclusionary or discriminatory practices.
Summary of research and consultation carried out:
| Details | Source of evidence |
|---|---|
|
The numbers from the October 2021 headcount were: These figures include paid staff only, and exclude staff seconded in/out, staff on unpaid leave or Advocate
|
COPFS HR MI Team (31 October 2021) |
| A range of information was examined including the Scottish Government Equality Evidence Finder. | Scottish Government Equality Evidence Finder |
| This Equality and Inclusion Mainstreaming Report provides an update on progress made against our 2017 – 2021 set of Equality Outcomes. It will show how COPFS is working to embed equality, diversity and inclusion throughout our organisation and meet our responsibilities as a public authority. |
Equality Mainstreaming Report 2019 to 2021 | COPFS |
| The CIPD ‘Guidance for Line Managers’ is referred to directly in the policy and offers practical advice on what a manager needs to know about the menopause to effectively support their team. Also, the CIPD ‘Guidance for People Professionals’ was a useful professional resource for HR advice. |
The menopause at work: guidance for line managers | CIPD guides The menopause at work: guidance for people professionals | CIPD guides |
Acas provided practical information about the following:
|
Managing the menopause - Menopause at work - Acas |
|
Civil Service Learning (included in the body of the
|
Sign in - Civil Service Learning |
| Trade Union Congress (TUC) produced this guide about menopause, the symptoms, why it's a workplace issue, real life stories, what employers can do and how you can influence you employer to make changes in the workplace. |
Menopause and the workplace | TUC |
| Faculty of Occupational Medicine provide guidelines which aim to help women experiencing troublesome menopausal symptoms, and to support them and their colleagues and managers in tackling the occupational aspects of menopausal symptoms. | Guidance-on-menopause-and-the-workplace-v6.pdf (fom.ac.uk) |
|
HR Managers, the Head of the COPFS Menopause Network and PCS also met with and were provided information from the following organisation’s:
|
External organisations |
|
The HR Diversity, Inclusion and Wellbeing Manager, Head of the COPFS Menopause Network and PCS also brought back information following Menopause in the Workplace Digital Conference, e.g.,
|
Menopause in the Workplace Digital Conference |
|
A menopause network has been set up to provide support and information for colleagues about the menopause. The aim of this network is to normalise the |
COPFS Menopause Network/Equality Ambassadors |
|
Additionally, there was an event by the menopause Our menopause specialist is an associate specialist gynaecologist who is well known for her work relating to
|
Menopause Matters, menopausal symptoms, remedies, advice |
Equality Ambassadors contacted:
(If none, please give reasons why)
- COPFS Menopause Network and Menopause Equality Ambassadors
- All COPFS Equality Ambassadors contacted
- COPFS Corporate Health and Wellbeing Committee
- COPFS Equality Board
Impact
The research and consultation have identified potential impacts on the following groups:
| Protected characteristic |
Yes | No | Please explain impact |
|---|---|---|---|
| Age | X |
This policy affects employees of all ages. However, as the menopause normally experienced in people 45-55 years, this age group particularly may benefit from the policy. With 360 employees in 2021 falling within that bracket it is important COPFS understands and promotes awareness of the difficulties of experiencing menopausal symptoms and that all line managers have the guidance, training and tools required to support their teams. |
|
| Disability | X |
Symptoms of the menopause can exacerbate existing health conditions and disabilities. It can be difficult to tell whether a symptom is caused by the menopause or by other ongoing health conditions. A wide range of conditions that could be affected by the menopause and individuals with conditions that cause differences in communication or with mental health conditions may perceive menopausal symptoms differently and may find it more difficult to access medical help for symptoms or to get the right support. If a woman has an existing condition that is |
|
| Gender reassignment | X |
Trans people are likely to experience some Negative and discriminatory attitudes may also make it more difficult to disclose difficulties or ask for adjustments. A recent TUC survey found that almost half of trans people (48 per cent) have experienced bullying or harassment at work, which may cause increased stress, and which may in turn worsen some menopausal symptoms. This policy should assist with where and how all employees can request support and put into place a framework for this. |
|
| Marriage and civil partnership | X | Our research did not find any specific points impacted by this policy. |
|
| Pregnancy and maternity | X | Our research did not find any specific points impacted by this policy. |
|
| Race | X |
Employees who do not have English as a first language or with diverse cultural backgrounds may have more difficulty in communicating symptoms or difficulties they are experiencing, as many cultures do not have a term to recognise the menopause. This may make it more difficult for them to access medical advice or ask for help or adjustments at work. This policy should assist with where and how all employees can request support and put into place a framework for this. |
|
| Religion or belief | X | Our research did not find any specific points impacted by this policy. |
|
| Sex | X |
This policy affects all genders; however, women are the largest group who will benefit from the policy. There are more women than men employed in COPFS, and this policy should assist with where and how all employees can request support and put into place a framework for this. |
|
| Sexual orientation | X |
Women in same sex relationships may have a partner who is going through the menopause at the same time. While this can be positive in terms of increased mutual understanding and support at home, sometimes, if both partners are This policy should assist with where and how all employees can request support and put into place a framework for this. |
Key issues identified
(Note here if you conclude there are no equality issues relating to the new / revised policy)
Feedback from the Equality Ambassadors network and Trade Union identified the
following issues:
- The need for an overall policy and supporting organisation to promote menopause in COPFS.
- The need to find senior management understanding and commitment to the
new policy. - The need for sufficient training and information for line managers
- It became apparent as discussions about the policy progressed that there were training needs for equality ambassadors/network members which were addressed.
- The stages of the menopause could not be covered in depth by one policy as
often symptoms can be combined with other medical conditions and disabilities.
Changes made to new policy
The first draft of policy was well received by ambassadors, trade union side and managers (by the COPFS Corporate Health and Wellbeing Committee).
At review by the Senior Executive Team (SET) a Deputy Crown Agent found the structure of the draft policy questionable. She argued that there was too much explanation of what menopause is (which was an effort to dispel misunderstanding) and not enough about how it is experienced and what resources are available to employees. Menopause ambassadors and the trade union side agreed with the rewritten draft.
The main changes were:
- The aims of the policy were changed
- The introductory section ‘What is Menopause?’ was made Annex 1 of the
revised version. - The section ‘Symptoms’ was replaced by the following headings: Early and
Premature Menopause, Perimenopause, Menopause and Menopause and Mental Health. - ‘Roles and Responsibilities’ was replaced with ‘Supporting Colleagues during
Menopause’, ‘Managers’ Advice’ and Employees’ Advice’. - Changed wording from ‘female/females’ to ‘woman/women’.
- To clarify who the policy is directed to from the outset, for every COPFS
employee. - Adding in a recent related case study.
Review process for policy
The policy will be reviewed every five years, or earlier, if necessary, to meet legislative or business requirements.
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