What can veterinary practices do to support menopause and become menopause-friendly employers?

We have previously looked at the clear and compelling reasons we need to introduce more menopause support into our profession. As increasing numbers of us are working well beyond the menopause transition, we need to help individuals feel they can continue with their rewarding careers.

But some symptoms, such as fatigue, anxiety, irritability, and poor concentration can make day-to-day work difficult for some of our veterinary surgeons. Sadly, this results in some leaving their clinical work behind completely, moving away from leadership roles or reducing their hours. And as an industry which struggles with recruitment and retention, it’s clearly something we need to address, right now.

What can we do?

A 2020 survey: Menopause and the Effect on Veterinary Professionals and Teams highlighted certain specific measures veterinary practices could put in place to support those struggling with the impact of menopause symptoms at work, which reflect recommendations from the British Menopause Association.

These include:

• Breaking the taboo: As a profession, we need to take a proactive approach, normalising menopause as a topic and raising awareness of the possible impact symptoms can have at work.
• Promoting flexible working: Giving people the opportunity to work flexibly can help to make symptoms more manageable and improve morale. This should be made available across all specialties and for those in or applying for senior roles. BVA’s guide, Embracing flexibility in the veterinary profession, is a good starting point for all veterinary workplaces.
• Offering workplace adjustments: These could include better ventilation, more access to toilet facilities, drinking water and rest breaks, and help with heavy lifting. In some cases, adjusting the physical workload could help with symptoms such as joint pain or dizziness.
• Supporting mental health and wellbeing: Recognising the need for specialist support and advice for our industry.
• Developing an inclusive culture: Addressing any sexist or ageist behaviours which prevent professionals talking about menopause and asking for support, and improving understanding of the impacts while fostering a no-blame culture.

In the 2020 survey, the most common response for what measure respondents would like to see in their workplace was increased understanding. Practical measures suggested included being situated near toilets, room temperature control, breaks, and help with lifting.

These are all great ideas for our industry to think about. None of these measures are particularly demanding or expensive, but they could make all the difference to someone struggling with symptoms. Bringing menopause out into the open means actively working to improve the professional experience of our veterinary surgeons if they need support. It means demonstrating that we are listening to feedback. And it means giving people the chance to enjoy a long and rewarding career in our wonderful profession.

The Good Veterinary Workplaces voluntary code and workbook provides further suggestions and guidance for the ways in which workplaces can support menopause and boost a positive working culture.