PEOPLE & PLANET
CASE STUDY – STANDARD CHARTERED
shouldn ’ t be a taboo , and everyone should feel confident to have a conversation with their line manager , or HR , or with someone in their company , especially when they need guidance and advice .
“ To normalise the conversation it is important first to break down the invisible barriers which exist in the workplace and wider community ,” says Thornton . “ The stigma attached to menopause needs to be removed through creating an ecosystem of ongoing opportunities for older women in the workplace . This includes such things as leadership development , promotions , succession , training , and career pathways .”
Dentons runs specific sessions for its teams in the region and encourages
British bank Standard Chartered unveiled dedicated menopause guidance for its 85,000 employees in 2021 . This included a specialist guide , flexible working options , availability of counselling , and peer-to-peer support .
This was expanded in 2023 with a policy to provide all employees and their partners with access to medical cover for treatment of menopauserelated symptoms . Employees experiencing menopause a re also supported by flexible working policies and workplace adjustments .
“ Organisations must normalise the conversation around menopause , break down barriers and foster inclusion in the workplace ,” said Millicent Clarke , Regional Head of HR at Standard Chartered Africa and the Middle East ( AME ).
“ If we want to continue to move the needle on women ’ s career progression , especially at C-suite level , the stigma around menopause must be addressed , and this starts with implementing practical guidance and being really supportive of women experiencing this phenomenon .”