76% of the NHS workforce are women, and menopause typically occurs between the ages of 45 and 55. NHS statistics show that 10% of women are taking early retirement due to menopausal symptoms, and many more are reducing their hours. So, the NHS is losing their most experienced people because of poorly managed strategies around the menopause. The NHS knows they must do something to stop this resource drain, and have signed up to the Menopause Workplace Pledge, but they need more help finding how to address the problem. This is where the Empowerment Passport comes in.
The Empowerment Passport is a digital document designed to facilitate communication about individual needs. Originally conceived for individuals with neurodevelopmental conditions, its principles of self-identification, positive outcome focus, and controlled information sharing are remarkably applicable to the challenges faced by women experiencing menopause in the workplace. It is all about one size fits one, and each document is tailored to fit the needs of each individual.
How the Empowerment Passport Can Help:
- Self-Identification and Articulating Needs: The first crucial step of the Empowerment Passport encourages women to thoroughly analyse their menopausal experience. The list of common symptoms includes hot flushes, anxiety, insomnia, problems with concentration and memory, fatigue, headaches, muscle and joint pains, urinary symptoms and low mood. So in this section a woman would document her specific symptoms and their triggers (e.g., shift work, heat in certain environments etc), and their impact on their ability to perform their duties. For example, a nurse might identify that night shifts exacerbate her fatigue and anxiety, or that overheated wards trigger severe hot flushes. This process of self-reflection and documentation empowers the individual to understand and articulate their needs clearly, which is vital when brain fog might occur and stop someone from being able to explain their needs or indeed what is happening.
- Finding Positive Outcomes and Solutions: Once the details of their challenges are fully documented, the Passport guides individuals to identify possible solutions and adjustments that could mitigate these difficulties. This is where the woman can suggest practical workplace modifications that would make a tangible difference. Examples include:
- Temperature Regulation: Requesting access to desk fans, advocating for better ventilation in specific areas, or having the flexibility to move to cooler areas when needed.
- Flexible Working: Exploring options for more predictable shift patterns, shorter shifts, or the possibility of some remote work where appropriate for their role.
- Rest and Hydration: Identifying designated quiet spaces for short breaks and ensuring easy access to cold water.
- Communication Strategies: Outlining preferred methods of communication and support from colleagues and managers.
- Controlled Information Sharing: Crucially, the Empowerment Passport puts the individual in control of what information they share and with whom. This is particularly important in the often-sensitive context of discussing personal health. A woman can choose to share specific aspects of her Passport with her line manager, HR, or colleagues, ensuring they have the necessary understanding to provide appropriate support without feeling overly exposed. As a consequence, she knows the understanding is in place and feels more secure and supported on a daily basis.
Examples of Possible Applications
A senior physiotherapist using her Empowerment Passport to explain to her manager that early morning starts worsens her joint pain and fatigue. By suggesting a slightly later start time and the provision of an ergonomic chair, she can continue to perform her demanding role effectively without feeling physically compromised.
A ward sister who uses her Passport to communicate her need for regular short breaks in a cool, quiet area to manage hot flushes and anxiety. By sharing this with her team, colleagues can ensure she has the necessary cover and create a supportive environment where her needs are understood and respected, and she can continue to function without the stress of trying to hide her needs.
The Empowerment Passport can also facilitate more productive conversations with Occupational Health teams. By providing a clear and comprehensive overview of the individual’s experience and suggested solutions, it can streamline the process of implementing reasonable adjustments and ensuring the woman receives the support she needs to remain a valued member of the NHS workforce.
Retaining Talent, Strengthening the NHS:
By empowering women experiencing menopause to communicate their needs and advocate for practical adjustments, the Empowerment Passport offers a tool for retention within the NHS. Losing experienced nurses, doctors, allied health professionals, and administrative staff due to a lack of menopause support is a significant drain on resources and expertise. By fostering a more understanding and accommodating environment, the NHS can retain these invaluable individuals, ensuring continuity of care and a more supportive workplace culture for everyone.
