Slides from Wellbeing Wednesday - Menopause and how to support staff wellbeing in the workplace

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Wellbeing Wednesday
Wednesday 8th December 4pm-5pm
#Caring4NHSpeople # OurNHSPeople
Welcome to the NHS England and NHS Improvement #WellbeingWednesday
event supporting the health and wellbeing of our NHS people
Menopause and how to support staff wellbeing
in the workplace

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Aims of today’s national health and
wellbeing community event…
• Offer support, ideas, knowledge and wisdom to those with a role
in supporting the health and wellbeing of our staff
• Share the range of wellbeing support activities that are
available
• Connect with each other and collectively build our community of
those who support the health and wellbeing of our staff

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Welcome!
• Speakers:
• John Drew, Director of Staff Experience & Engagement at NHS England & NHS Improvement
• Chris Dzikiti, Deputy Director of the National Retention Programme for People Directorate, NHS
England and NHS Improvement
• Amanda-Jane Weir, Menopause project lead and Head of Staff Engagement and Events at The Queen
Elizabeth Hospital King’s Lynn NHS Foundation Trust
• Hayley Cockman, volunteer at the Daisy Network charity and The Menopause Charity
• Facilitated by:
• Elizabeth Nyawade, Chief of People & Culture - Surrey and Sussex NHS Trust
• Zoe Lord, Deputy Director, NHS Horizons
#WellbeingWednesday #Caring4NHSPeople #OurNHSPeople

4. NHS England and NHS Improvement
John Drew
Director of Staff Experience & Engagement
NHS England & NHS Improvement
National Health and
Wellbeing Update

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QUIZ details
• Using your mobile phone head to:
• Kahoot.it
• Enter the code that will appear on
your screen and in the chat box.
• Once you’re in enter your quiz
name and lets play!

6. NHS England and NHS Improvement
Chris Dzikiti
Deputy Director - National Retention Programme
People Directorate, NHS England and NHS Improvement
National Menopause
Programme Update

7. Context
NHSE/I Menopause Pathway Improvement Programme has brought together key stakeholders and partners representing clinical colleges, menopause
specialists and colleagues. The programme is developing evidence-based pathways for women, aligning to NICE guidance and accounting for all
demographics, to increase access and delivery of optimal perimenopause and menopause care. This includes plans to increase access to education
packages for clinicians providing menopause care and a workforce support model that will be pioneered in the NHS and shared with other industries and
sectors.
The impact of menopause on NHS staff is significant, especially among a workforce which sees a significantly greater proportion of women (74%). We
recognise that good menopause care can play a key role not just within the NHS workforce but in the wider economy. It has a direct / indirect impact on
workforce retention levels, patient care, productivity and absenteeism. As an employer, the NHS is committed to supporting our workforce who are going
through the menopause as we recognise the impact this has on them both at home and within the workplace.
A 2019 survey conducted by BUPA and the Chartered Institute for Personnel and Development (CIPD) found that three in five menopausal women- usually
aged between 45 and 55- were negatively affected at work and that almost 900,000 women in the U.K. left their jobs over an undefined period of time
because of menopausal symptoms.
Why is Menopause Programme important?
• Menopause affects 51% of the population.
• Affects most women between the ages of 45 and 55 years. Average
age of onset is 51 years
• Affects other colleagues including trans and intersex, but you may not
hear from this group.
• 75% of women will experience mild to moderate symptoms. 25% more
severe
• Many women enter the menopause at the peak of their productive
lives, with an increasing number going through the menopause whilst
working
• Approximately 74% (708K) of NHS Staff and 89% (359k) of nurses &
midwives are female.
• Approximately 1% of women will experience early menopause before
the age of 40
• Support and understanding from managers is crucial and can make a
huge difference to how a women deals with her menopause at work.
Registered Nurse menopause age (supporting the 50K Manifesto commitment)
There are 344,271 registered nurses (305,342 FTE)​ of which 88% (304,051) are female and 12%
(40,220) are male. 31% (105,229) are in the menopause age bracket of 45 to 55 (94,360 FTE),

8. Key Objectives for our Programme
1. Designing optimal
clinical pathways for the
menopause
2. Designing an
education package for
both the workforce as
well as the general
population
3. Engagement and
Comms Programme to be
established
• Using behavioural insights to support
clear instructional messaging for all
relevant groups: Primary care staff, to
include GPs, practice nurses, Other
staff groups as appropriate: ACPs,
commissioners, managers , plus
workforce/employers etc.
• Clear and simple messages
supporting better adoption of NICE
guidance
• Support and guidance to women
entering peri-menopause and
menopause
• Support the development of a
communications and engagement
plan, e-learning, potentially including
webinars for staff and managers,
establishment of ‘Menopause
Ambassadors’, sharing of
information in a regular, helpful
manner underpinned with
appropriate guidance/policies and
procedures
• Build with wider economy workforce
representatives (employer and
employee) to ensure replicability
• Full comms and engagement plan to be
drawn up and implemented including key
individuals and groups who need to be
involved in this work.

9. Summary of the menopause programme progress
Collaborated with ESR to develop a guide to support organisations / managers on how to record Menopause as a reason for absence on ESR. Guide to be
launched in October 2021.
Development of Menopause Education and Training has commenced in collaboration with E-learning for Health, Health Education England. All of our work is
supported by a National Menopause Steering Group and task and finish groups, which include a wide range of stakeholders
Menopause related absences can now be recorded on ESR.
Peppy Nurses Pilot sites:
London region: SW London Health and Care Partnership ICS (Epsom and St Helier University Hospitals NHS Trust and Croydon Health Services NHS Trust).
EoE Region: Pilot being hosted in Herts & West Essex ICS and 3 providers offering the Peppy support as a wellbeing offer to female staff between ages 44-54.
We have updated the NHS website on menopause in line with the NICE guidelines and will work with NHS Digital to maintain an up to date website with key
information and signposting.
In collaboration with the Health and Wellbeing team, we contributed to the design and launch of a national training programme that aims to support line managers
in having safe and effective wellbeing conversations with colleagues, and this includes how to talk to colleagues about sensitive or difficult conversations.
National Uniform consultation – Linked in with the consultation and ensured there were specific questions around the materials and design to support colleagues
experiencing the Menopause
Menopause Questionnaire developed for a survey within NHS Organisations to determine what support is provided to staff within the NHS and how going forward
we can work to support them. Survey will be shared with NHS organisations in December/January.
Menopause Statement in Generational Crowdsourcing programme of work – awaiting final approval. This will enable us to understand what support people
receive, what they find beneficial and what support they would find helpful

10. Thank you
@ChrisDzikiti1
bit.ly/ESRMenopause
Menopause and the workplace | NHS Employers
https://www.england.nhs.uk/looking-after-our-people/

11. NHS England and NHS Improvement
Amanda-Jane Weir
Menopause project lead and Head of Staff Engagement and Events at
The Queen Elizabeth Hospital King’s Lynn NHS Foundation Trust.
How we support the
menopause in the
workplace

12. How we support the menopause
in the workplace
November 2021

13. Our mission
At QEH our mission is to create an environment where everyone can be their true self at work. We want our staff
to feel comfortable to speak about anything which may be impacting their ability to work, so that we can support
them to carry out their daily role safely and comfortably.
It sits within our strategic objectives - SO6 To become a national leader in the NHS for menopause
awareness for both patients and staff, through a dedicated programme.
As part of this, QEH are committed to listening, and seeking to understand, with the aim to support reasonable
adjustments and any required support where we can, to those experiencing menopausal symptoms.
Whilst it’s important to recognise that for some, the menopause can be a positive experience of discovery,
freedom, empowerment and rebalancing, studies have found that 80% of those going through this transition feel
bothered, isolated and feel a loss of control. For some, the symptoms and impact of the transition can impact
how they feel at work, both in terms of comfort and performance.

14. Our Ambassador – Meg Matthews
We made public or intent to create significant change and teamed up
with female health advocate Meg Matthews.
Meg works closely with Chief Executive Caroline Shaw and Head of Staff
Engagement Amanda-Jane Weir, working together we provide local and
national awareness on how the Menopause affects staff and the families
of those working in the NHS.
We also worked closely with Henpicked and Unite the union.

15. Why we became a Menopause friendly employer
Around one in four people consider leaving work because of their menopause symptoms. People fear being seen as
less competent. Many lose their confidence and belief that they can actually do the job they’ve worked so hard to get.
Why would we risk losing some incredible employees because of a lack of understanding about something that 100% of
61% of our workforce will go through.
Supporting and creating a positive and open environment as an employer and someone affected by the menopause can
help prevent staff from losing confidence in their skills and abilities feeling like they need to take time off work and hide
the reasons for it.

16. Education & Awareness Training
Menopause education empowers staff.
Menopause education helped transform our organisation and not only that, it transformed lives.
When our employees feel supported at work, they feel more engaged, and in the case of working women, if they
are supported through the menopause, they will be more likely to stay.
This results in better productivity and staff retention, but the benefits go far deeper than that happy staff means
better patient care.
We are proud to work alongside both our LGBTQ+ network, We recognise our non-binary and trans team
members as part of our approach to menopause, and acknowledge that not everyone who will be experiencing
menopausal symptoms will identify as a woman. In particular, trans and non binary people might experience
menopause slightly differently after transition. For this reason this presentation will refer to ‘people’ rather than
‘women’.
It is important to remember that it is not just middle-aged women who are affected by menopause. Although
menopause usually affects women aged 45-55 years, younger women can be affected too – this may be due to
premature ovarian failure or a surgical or induced menopause.

17. What needs to change
Negative workplace attitudes to the menopause add to stress at work when a person may be dealing
with a whole range of difficult issues at home, too including lifestyle changes, concerns about health
caring responsibilities.
Negative attitudes experienced by people include:
• Embarrassment or difficulties in discussing the menopause with employers
• Pressure or lack of understanding from colleagues
• Criticism, ridicule and harassment from managers when they raise the subject
• Humiliation- such as direct comments to women accusing them of poor hygiene
• Criticism from management about sick leave related to the menopause

18. What our staff can expect
Menopause is still perceived as a private issue. Whilst discussing the transition into menopause staff felt
this was a personal and difficult subject to be open about, so we made sure there is plenty of support
available for our staff.
your
Line Managers
We encourage staff to
reach out to their line
managers and have a
conversation
about symptoms, how
they are feeling, and what
adjustments would
help during this time.
If our staff don’t feel
comfortable speaking to
their line manager, they
could instead speak to a
trusted colleague or an
alternative manager.
Menopause policy &
risk assessments
We have a staff peri-
menopause &
menopause policy in
place to support our staff
and help them navigate
the workplace while
undergoing this major
hormonal change and risk
assessments for staff to
ensure their needs are
being met.
Information
We have a dedicated
Intranet page full of
resources to help educate
and signpost.
Menopause Champions
We have a team of
Menopause Champions
on hand to offer support,
signposting and act as
advocates of our
menopause policy and
help support menopause
cafes.

19. Staff Menopause Clinic – January 2022
This menopause clinic is for all, those who menstruate and those who will go through menopause.
Staff can self-refer for support and advice for their menopause symptoms.
The face to face clinic will support busy staff who may not always have time to attend GP
appointments during working hours.
Staff can also be referred to the clinic by occupational health or by their line manager with their
consent.

20. NHS England and NHS Improvement
Hayley Cockman
Volunteer at the Daisy Network charity and
The Menopause Charity. 2021
Raising awareness on
Premature Menopause

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Sex, Myths and the Menopause
@prematuremenopause14

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Support for you…

23. 3 Ways to join Menti:
1. Click on the link to the poll which
has been shared in the chat box
2. Scan the QR code below on your
phone
3. Go to menti.com and use the code
5640 7919
To what extent has
today's session been
useful in your own role
supporting staff health
and wellbeing?

24. 3 Ways to join Menti:
1. Click on the link to the poll which
has been shared in the chat box
2. Scan the QR code below on your
phone
3. Go to menti.com and use the code
5640 7919
What’s one thing that
you’ll take away from
this session?

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Resources
Health and Wellbeing resources:
• NHS England » Support now (Samaritans helpline, Text service, Bereavement support line)
• NHS England » Support for our diverse colleagues
• NHS England » Wellbeing apps
• NHS England » Looking After Our People – Retention
• NHS England » Looking After Our People – Retention
• NHS England » Supporting our veterans
• NHS England » Staff mental health and wellbeing hubs
• NHS England » Having safe and effective wellbeing conversations
• NHS England » Digital weight management programme for NHS staff
• NHS England » Physical health and wellbeing
• NHS England » Supporting our working carers
• NHS England » Financial wellbeing
• NHS England » We work flexibly
• And many other offers of support found here at NHS England » Supporting our NHS people
Menopause specific resources:
• Menopause and the workplace | NHS Employers
• Menopause - NHS (www.nhs.uk)
• https://menopausesupport.co.uk/
• https://www.themenopausecharity.org/
• https://www.daisynetwork.org/
• https://www.balance-menopause.com/
• https://www.pausitivity.co.uk/

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Staying in touch...
#Caring4NHSpeople
#OurNHSPeople
For all the wellbeing offers: england.nhs.uk/people
All the #ProjectM offers: https://people.nhs.uk/
Details about future Wellbeing Wednesdays will be available via the
bi-weekly NHS Chief People officer bulletin.
https://www.england.nhs.uk/email-bulletins/chief-people-officer-bulletin/

27. NHS England and NHS Improvement
NHS England and NHS Improvement
Looking After You Too: an individual coaching support offer for Black, Asian, and Minority Ethnic
(BAME) staff working in NHS trusts
This is a one to one wellbeing coaching support offer for the BAME NHS workforce in NHS trusts. Talking
to a trained coach can help you process the experiences you are facing, develop coping skills and
importantly, develop practical strategies to manage the situation and maintain your health and wellbeing,
so you can carry on with your work and your life. It’s a space for you to offload the demands of whatever
you are experiencing, deal with difficult conversations ensuring your wellbeing and resilience remains a
priority.
All coaching sessions are free and confidential – details will never be shared with employers. All coaching
sessions are available via phone or video call, seven days a week at a day and time that suits you.
This programme is now open to new bookings, find out more and book here.
Our Health and Wellbeing offer

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The NHS People Plan sets out a series of national health
and wellbeing ambitions that aim to create cultures of
wellbeing across the NHS, where colleagues feel looked after and
cared for. Through the response to the pandemic and now more
than ever, our NHS people deserve a comprehensive package
of emotional, psychological and practical health and
wellbeing support.
As well as the national intentions outlined in the NHS People Plan,
a range of guides, apps and resources that aim to support both
your individual wellbeing and that of your team are available
at: www.england.nhs.uk/people
You can also contact the national team
By email: ournhspeople.hwb@nhs.net
By Twitter: @people_nhs
All offers and resources outlined in this pack are correct as of
December 2021.
Our offer to you

29. NHS England and NHS Improvement
Faith counselling from the Association of Christian Counsellors
A free service (for people of all beliefs and none) developed and funded by the Association of Christian
Counsellors, who are offering up to 8 online or telephone counselling sessions from qualified counsellors at
flexible appointment times by video or telephone, for:
 NHS clinical and non-clinical staff working with Covid-19 patients in a hospital setting
 Ancillary staff working in Covid-19 areas in hospital settings including cleaners, porters and mortuary
workers
 Paramedics and anyone working within the ambulance services caring for patients with Covid-19
The confidential service is open to people of all beliefs and none, and you can ask to be matched on
ethnicity.
You can find out more and book a session here.
Our Health and Wellbeing offer

30. #ProjectM Winter Warmers
Register at people.nhs.uk/projectm-winterwarmers to be randomly matched for a
virtual coffee with a team leader or manager in health and care.
Registration closes 13th December for matching introduction before end of 2021.
Lifelong Learning
We hope that through lifelong learning these short inspirational e-learning will support
team leaders and managers to learn, reflect, practice and thrive through Winter. Series
of ten x 15minute clips available 24 / 7 and free to all.
Tea & Talk 14th December 4:30pm to 5:30pm
For team leaders and managers in health and care, this is an informal
session to check-in, chat and keep connected.
Email projectm@leadershipacademy.nhs.uk for regular updates and to join.

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Staff support line
We have a confidential staff support line, operated by the Samaritans and free to
access from 7:00am – 11:00pm, seven days a week. This support line is here for
when you’ve had a tough day, are feeling worried or overwhelmed. Whatever your
worries, trained advisers can help with signposting and confidential listening.
Call: 0800 069 6222 Alternatively, you can text FRONTLINE to 85258 for support 24/7
via text
Find out more: https://www.england.nhs.uk/supporting-our-nhs-people/support-now/
Bereavement support line
We also have a confidential bereavement support line, operated by Hospice UK and free to access from
8:00am – 8:00pm, seven days a week.
Ateam of fully qualified and trained bereavement specialists are available to support you with bereavement and wellbeing issues
relating to loss experienced through your work.
Call: 0300 303 4434
Bereavement and trauma support line for our Filipino colleagues
There is a team of fully qualified and trained professionals, all of whom are Tagalog speakers, ready to help you at our NHS
Bereavement & Trauma Line for Filipino Staff. This assistance is available from anywhere in the country and is provided by Hospice
UK.
All calls will be treated in the strictest of confidence and this will be explained to you when you call. This service is available seven
days a week, between 8:00am and 8:00pm. You do not need a referral.
To book a consultation, call: 0300 303 1115

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This programme, which was co-designed with a number of NHS organisations, will
support delegates to understand what a wellbeing conversation is, when it may be
appropriate to initiate one and provide them with additional knowledge and skills to
have safe and compassionate conversations about various aspects of wellbeing. The
programme will also advise how to safely signpost staff to additional support when
needed, and offer an opportunity to practice a conversation in a safe, supportive and
non-judgmental space of the session.
To read more about this programme and to view available dates, please visit:
https://www.england.nhs.uk/supporting-our-nhs-people/support-now/having-safe-and-
effective-wellbeing-conversations/
Taking the time to ask your colleagues how they are is incredibly important. Alongside the national guidance and
resources already published (including case studies, example personal action plans and a supporting animation available
here: https://people.nhs.uk/projectm_old_v1/wellbeing-conversations/), we are pleased to confirm that we have launched a
national training programme that has been designed to support our NHS colleagues in having safe and effective wellbeing
conversations, as set out in the NHS People Plan.
“How are you? How are you, really?”

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#Looking after you too: Primary care coaching offer
Our primary care colleagues (including those working in both
clinical and non clinical roles across general practice, dental,
optometry and pharmacy services, have faced unprecedented
challenges throughout the pandemic.
This individual coaching support offer is available to all primary
care colleagues and is delivered by a highly skilled and
experienced coach. This is a safe space to offload the demands
of whatever you are experiencing and be supported in
developing practical strategies for dealing with this. It might be
that through a one-off conversation you have all the strategies
you need to cope with your situation and stay well, or you might
find a few sessions helpful.
Find out more: https://www.england.nhs.uk/supporting-our-nhs-people/wellbeing-support-options/looking-after- you-too/
Bespoke support for primary care colleagues

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Throughout the pandemic, our NHS people have been offered free access to a range of mental health and
wellbeing self help apps. Whilst we continue to review and develop a longer term digital health and
wellbeing offer, access to the current apps has now been extended.
Our NHS colleagues are invited to sign up to these apps, using their work email address, for support with
managing stress and anxiety, building resilience and taking a moment to be mindful.
Find out more: https://www.england.nhs.uk/supporting-our-nhs-people/support-now/wellbeing-apps/
Wellbeing apps

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Staff mental health hubs
The staff mental health and wellbeing hubs have been set up to provide healthcare colleagues rapid access to local
evidence-based mental health services and support where needed. The hub offer is confidential and free of charge
for all healthcare staff. The hubs can offer you a clinical assessment and supported referral to the support that you
need, such as talking therapy or counselling. It is separate and confidential from your organisation.
It is open to all healthcare staff, from all services and settings regardless of whether you are dealing directly with
COVID-19 patients or not. You can self-refer or refer a colleague (with their consent).
To find your local hub: Please visit the website below and select the region most appropriate to you. Staff mental
health and wellbeing hubs are going live across the country over the next few weeks, please check back if a hub in
your local area is not listed yet. If you need support now and your local hub isn’t live, please see the current staff
wellbeing offers or talking therapies available.
Find out more: https://www.england.nhs.uk/supporting-our-nhs-people/support-now/staff-mental-health-and-
wellbeing-hubs/
Staff mental health and wellbeing hubs

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Find out more: https://www.england.nhs.uk/supporting-our-nhs-people/How-to-guides/
Health and wellbeing guides
We’ve worked with a team of experts to develop a range of short guides to help support
you with skills and new ways to improve your experience of work. Our guides cover topics
such as getting a good night of sleep, personal resilience, support for line managers,
guidance on how to be a compassionate leader during a bereavement and tips on how to
run your own 10 minute Pause Space.
Wellbeing resources

37. For further information please visit
NHS England » Supporting our NHS people

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Thank you for joining!

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Background
• The menopause is when periods stop and an individual cannot get pregnant naturally. The menopause is a natural part of ageing
that usually occurs between 45 and 55 years of age, as oestrogen levels decline. The average age for a woman to reach the
menopause is 51. Symptoms vary from person to person, however the common symptoms when nearing the menopause include
• Irregular menstrual cycles
• Heavy bleeding
• Excessive sweating during the night
• Hot flashes
• Vaginal dryness, itching and pain during sexual intercourse
• Reduced sex drive
• Frequent urinary tract infections
• Mood swings
• Difficulty sleeping
• Fatigue
• Weight gain
• Andropause – menopause for men
What is the menopause?
Menopause Special Interest Group

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• The Enhanced Health and Wellbeing in Systems programme has been developed to provide a bridge between preventative support, early identification
and intervention and specialist support to ensure our staff feel safe, cared for and listened to. Many of the systems involved in this year’s programme
are working on projects that aim to provide support to those staff experiencing menopause.
• Our special interest group will provide a mechanism to capture learning from systems in the programme who are developing specific projects focusing
on providing support for staff experiencing menopause.
• The group also aims to evaluate and share this learning amongst other systems involved in the programme but also more widely to help share best
practice to systems and organisations who aren’t directly involved in the Enhanced HWB programme.
• The group also aims to collate and share the learning in order to inform broader national approaches to menopause and women’s health.
• Membership
• The special interest group is primarily made up of systems from our :
 Enhanced Health and Wellbeing Programme National
 Wider members of the national Health and Wellbeing team such as our Inclusion Team
 Representatives from systems involved in the Enhanced Health and Wellbeing programme for both 20/21 and 21/22 cohorts
 Colleagues from other NHS England and Improvement departments such as Retention, Evaluation and Primary Care.
For further information about this special interest group please contact siobhan.woodland@nhs.net
Why the need for this group?
Menopause in the workplace
Menopause Special Interest Group