DWF unveils new menopause support policy

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DWF Group Plc has launched a new firm-wide policy in support of women going through the menopause, recognising it as an “important workplace issue”. The firm’s action plan has been created in line with the Menopause Workplace Pledge.

The policy aims to ensure that the firm is effective in supporting those experiencing menopause symptoms and normalising conversations and requests for support.

The policy has emerged following recent research from the Fawcett Society, which showed that one in 10 British women aged 45 to 55 have left jobs because of menopause symptoms.

 Features of DWF’s new policy include information on:

• what menopause is;
• how menopause can impact individuals in the workplace; and
• details of support available including the Employee Assistance Programme, Menopause group, and information on workplace adjustment.

The firm, which is active in 30 countries, has created the policy in collaboration with 10 volunteers from DWF’s menopause group, members of its LGBT+ employee network and external diversity and inclusion partners.

For more on what LGBTQ+ groups are doing within the legal profession, check out this LCN Says on Being proud and queer in the legal profession.

This collaborative approach is hoped to ensure that the policy incorporates best practice and that it’s inclusive of all gender identities. The policy will work alongside the firm’s existing menopause hub – which offers a crucial space for support resources, hosting regular webinars and coffee and chat sessions.

Sir Nigel Knowles, chief executive officer at DWF, said: "We understand that for some colleagues menopause can present a number of challenges that can impact work life and personal life. Through the actions we have taken we hope to raise awareness of menopause as a workplace issue, make it easier for impacted individuals to access support and assist colleagues in helping one another by encouraging open discussions across the business."

Tamsin McCarthy, global diversity and inclusion manager at DWF, added: “I am so proud of the work DWF and its colleagues are undertaking to support menopause in the workplace and create an open environment where colleagues can, where necessary, seek the support that is right for them."

According to the firm’s wider action plan, in the future, DWF will look at:

• implementing additional employee benefits relating to the menopause;
• launching a feedback channel for employees to request extra support; and
• creating a comprehensive training to assist managers in conversations relating to the menopause.