Time for a menopause policy?

I’m doing some policy work at the moment.

A little while ago the question arose…. Should we have a policy on the menopause at work?

My immediate response, fuelled by a general dislike of having a policy for everything, was…. no. Why would we need one?

And then I educated myself a little bit more.

It’s an area that is getting increasing focus from government, trade unions and organisations. You can find a recent publication here.

Here is what I now know.

Women are working later in life than they did in the past.

If we take the typical age that women experience the menopause, over 4m could be working through this life transition in the UK.

For some women, the symptoms can be severe and debilitating. There’s various research, but around 10-15% of women experience very severe symptoms.

Symptoms vary – but many can impact upon work either practically or in terms of confidence.

At the same time, for many women, it’s hard to talk about their menopause in the workplace – especially to male, younger managers.

Some women find coping strategies. Others opt to hide their symptoms.

Women are concerned about how they will be perceived if they talk about it. Some research points to discrimination and inappropriate comments and banter (otherwise known has harassment) about the menopause.

More research pointed to the increased likelihood of negative reactions in male dominated environments – making women even less likely to speak out.

We’ve seen the matter of the menopause in the employment tribunal too. The leading case involves a women being dismissed for performance, which she alleged was as a result of her menopause and associated health conditions.  The dismissing (male) manager made no attempt to verify this with Occupation Health, and instead based his decision on the (non severe) menopause experiences of his wife and HR advisor……. I’ll just leave that there.

On my commute today I saw a poll on Twitter, asking if women should get ‘menopause leave’. The evidence is clear that menopause is an experience that differs significantly from woman to woman.  So a one stop shop piece of legislation or ‘right to request time off’ isn’t the answer.

Small changes are sometimes all that is needed. If you provide uniform, making sure it’s made of natural fibres, or providing more than normal so that women can change at work.  Small adjustments to working hours or breaks for women who are experiencing sleep problems or fatigue.  Ventilation, fans and access to cold drinking water or changing facilities.

Above all, like with most people stuff, it is about dialogue.  Creating the conditions where conversations are safe, people feel like they can raise the difficult stuff and reach out for the support that they really need.

I’m still in the ‘no’ camp on a policy. But a little more awareness, guidance and support where it is needed?  Very definitely yes.

Carewash

I am a big believer in employee wellbeing.

But there’s wellbeing, and there’s wellbeing.

A spectrum. At once end there’s a statement on the corporate website saying that the health and wellbeing of employees is very important to us. Etc.  At the other end, a wellbeing strategy, integrated into the whole of the people agenda.

It’s the occasional bit of free fruit versus employee benefits that enable health.

Managing absence versus supporting attendance.

Too often, what passes as employee wellbeing is just carewash.

Statements without substance.

Token gestures.

Individual, one off wellbeing events can make a difference.  They can send a signal, or start a journey.

A half day of health checks at a place I once worked led to an employee being diagnosed with a previously unknown and potentially life threatening medical condition. (Thank you Andy Romero-Birkbeck).

Of course, not everyone has the budget or resource to do wellbeing well. In which case, a little something is always better than nothing at all.

So do what you can – but only if you mean it.

Employees can spot empty gestures from a great distance.

For wellbeing to really make a difference the case for it needs to be widely understood and accepted. It needs a strategy.  It needs to be integrated in everything that you do.

Consider how, in the public sector, we assess the impact of policies, procedures, changes and initiatives on equality and diversity. If we want to make wellbeing make a difference, for it to be taken seriously and made a priority, then a similar approach is required.

Considering formally and with structure, what would add to wellbeing and what would detract from it. How any negative impacts can be mitigated.  That work stuff that you do – how does it impact upon the physical and mental health of the people that work for you? And then what can you do about it?

If you are serious about it, of course.

Because you are spending more time telling people you do wellbeing than you spend actually doing wellbeing, then you don’t really mean it.  If you have a wellbeing programme because everyone else has one, or if you are doing wellbeing because it is good for your employer brand, then maybe this isn’t genuine wellbeing at all.

Maybe what you have got instead, is carewash.

All the policy that is fit to print

I am spending a whole lot of time at the moment writing people policy. It’s one of the main areas of focus for my interim work.

On people policies, I so often hear the same complaint:

The policy doesn’t work.

Of course sometimes this means something else. I don’t like this policy.  Enforcing this policy isn’t my job. I don’t want to have this conversation.

 

Here is what I know about people policy:

You can write whatever you like .

You can agree approaches with your trade unions or employee forums.

You can establish a tone of voice and a format. You can make the language inclusive.

You can place responsibilities wherever you wish.

You can produce accompanying guidance notes and toolkits and flowcharts.

You can introduce all of the above with great internal communication and mandatory training.

You can consider the impact on equality and diversity.

You can follow all of the best practice.

 

But so what?

Documents don’t change stuff. People do.

 

Policies can fall down in the drafting. Documents written in the abstract, following what is the so-called best approach rather than what is right for the context. Only in my experience, that’s rarely the issue.  When companies tell me that they have a problem with their policies, often isn’t the policy itself that is the problem, it is the application – and the lack of consequences.

The problem is not in the drafting but the doing.

If your absence policy says return to work interviews are compulsory but no one does them, is the policy wrong or the manager who doesn’t bother?

If probation reviews are seen as vital, but you don’t actually monitor completion and the only time they take place is when someone is underperforming, where does the fault lie?

Are there any consequences for ignoring the policy? Does anyone care?

I will always favour people doing people stuff because it is the right thing not the told to do it by HR thing. I don’t want HR to be about compliance.

But…..

Policies are targeted at employees.  What they can do and what they can’t.  Sanctions. Responsibilities. Requirements.

The question arises…..

Who manages the managers?

You can have all of the policies that are fit to print, but what matters is that documents come alive. That they make the transition from paper to real life action.

HR can listen, draft, consult, support, guide, teach.

But ultimately it’s the people manager that make this stuff happen, in the every day.  And if they are not, the response shouldn’t be to change the policy or produce more checklists, flowcharts and scripts.

Its about skills – and accountability.

How does this make people feel?

On the wall in my last office there was a whiteboard.

On it, our projects and priorities.

To the side, questions.  Reminders, challenges to self.

Question number one: How does this make people feel?

‘This’ could be anything.  The new policy in draft.  The project in planning.  The development programme.  The status update on our internal social network.  The letter to an employee.  The new shiny thing.

This people stuff that we do.  Recruitment, reward, learning and development, induction, performance management.  It cannot be separated from how people feel.

When we talk about engagement and motivation and meaning and performance, scratch the surface, see through the theory, and what is underneath is simply feelings.

Maya Angelou is often quoted on this subject.  She said that we forget what people do and what they say but they never forget how we make them feel.

Apply this to people stuff.  Your employees won’t remember much of their induction.  They won’t retain all that much of the PowerPoint from the training course.  They certainly won’t be likely to quote text from your employment policy or handbook.

We have built theory around simplicity…. in concept at least.

Because feelings are messy.  Changeable. Inconsistent.

Something that can’t be turned into a percentage on an engagement survey.  Cannot be represented in a project plan.   But as people practitioners, something that should be at the forefront of what we do all the same.  Even the difficult stuff, the not so nice part of the job, can be done with empathy and decency and with thought to the way people feel.

There has been an increasing call of late for work to become more human.  The starting point for me is to keep the question in mind and in sight…… how does this make people feel?

Eight Hours

The Zero Hours Contract debate rumbles on.

Are these contracts about flexibility and choice, or are they a race to the bottom? Are they about coffee shops and MacBooks, or exploitative and a symbol of a two-tier workforce?  Are they the dark side of the gig economy?

You can find arguments and opinion to support both frames of reference.

The answer is that they are probably both, depending on your personal circumstances and experiences.  For some, they equal freedom and flexibility.  For others, the best that they can get.

But Zero Hours Contracts are only part of the story.  The rest of the narrative is about low paid, low hours work – whatever the contractual status.

Now anyone who has every used a job alert service via a job board will know that their algorithms are…. interesting.  As a result of a request to receive notifications for new HR roles, I’ve recently been sent information on roles for financial accountants, software developers and chefs.  Some of which were in France.  Someone in my timeline recently commented that the criteria for receiving a notification from some job boards amounted to nothing more than ‘do you have an email address and are you alive?’

One such recent notification caught my eye….for all the wrong reasons.

It was for a leading retailer.  Paying the national minimum wage.  For eight hours each week.

Now you might think that there is nothing wrong with an eight hour per week contract.  It’s better than a Zero Hours one perhaps.  There are plenty of people who might value eight hours of paid employment.  A student looking to work whilst studying.  Someone seeking a second job to top up their income.  The only problem that I could see was exactly when the eight hours were taking place.  Because it could be anytime at all.  The shop was open 12 hours each day, seven days per week.  And the role required total flexibility – actual shifts notified on a weekly basis.  Applying for, and accepting, a position meant agreeing to working those hours whenever.

What would this mean in practice for the successful applicant?  Less than £60 per week, before deductions.  A limited ability to secure other work around that contact. An inability to plan, arrange childcare, make any advance arrangements.  Waiting on a whim.

This isn’t flexibility and choice.  This is barely a weekly food shop for most families.

There are no good reasons that I can think of that a major retailer could not, with some planning and foresight, make this a fixed set of hours or days, or at least offer reasonable parameters or some certainly.  It smacks of lazy management.  There is something just a little arrogant about it too.

I can’t think what it would be like to be employed in this way.  Wondering if there will be any overtime this week.  Wondering if this is the week that your boss will give you a shift that you just can’t get childcare for.  When exactly your hours will fall, if there is any other way to increase your income.

While we debate concepts like meaningful work, workplace democracy, employee engagement and all of that people stuff, let us also look in our own back yards.

Do the jobs, and their design, where you work, allow your employees the basic dignity of both living and working? Or does the way that the work is organised cause stress and uncertainty for the people that undertake it?   Do those jobs and their design enable both parties…. or just the organisation?

When we have a resourcing requirement, when we start drafting that job description and advert, we need to think not only about the needs of the organisation, but the needs of the individual who will be doing the work.

Contracts have many implied terms, amongst all the express ones.  Maybe it is about time that humanity become one of them.

 

 

 

Post-Human?

We live in a post-truth world apparently.

I can’t help wondering if, based on the news that appears in my Twitter timeline at least, we are entering a post-human world of work.

I’m not talking about all the automation, robots, AI stuff.  This isn’t about suggesting work doesn’t need people.  But instead that many of our organisations have become places in which we have lost sight of the human element of work.

Amazon are the latest in a long line of companies being heavily criticised about working conditions in their distribution centres.  Not for the first time either.  Sports Direct had all of the headlines previously.  The accusations are familiar.  Poor treatment of agency workers. Harsh sanctions. Lack of job security. Fear. Oppressive management.

Scientific management, just with added tech for the digital age, rules still.

Despite everything we know about what motivates and engages people and what does not.

Despite the impact that we must know these working conditions have on the people that operate within them.

This isn’t about criticising one particular company.  I don’t have any information beyond the headlines.

But this is about suggesting, again, that we can do better.

As I have quoted in a previous blog post, in the machine age, only the human organisation will survive.

We can merge technology, targets and good people stuff.  We can create human centred workplaces, that ask, not only how will this improve the bottom line but also how will this make people feel?

It is possible.

Or maybe we’d just prefer to have a new sandwich toaster delivered within an hour. 

 

How to rock your people event

I often get involved in events. Sometimes as a speaker, sometimes through my day job, and sometimes as part of my volunteer role for the CIPD.  It probably isn’t a surprise to anyone that I love a good conference or event. Last week I managed three HR events. They are a great opportunity to share information, to engage, to meet people and to learn. What happens at HR conferences often finds its way into my work in one or another. 

So, prompted by a conversation on Twitter, I thought I’d share a few things I have learned along the way about events, hoping they might be useful to others. 

  1. Like with all good people stuff, start with why. What is the point of your event? What messages do you want to send? What do you want people to know or to feel at the end? Start with the end in mind and keep it there at all times when designing your content. It will keep you on track.
  2. Recognise that some people don’t like events and conferences. It isn’t their thing. Maybe because they are disengaged with their job or company. Maybe just because they find them difficult. I’ve been at several conferences where a delegate has been having a snark fest on Twitter. For those who find events difficult, make it easy for them to play some part (see next point). But at the same time recognise that your event is for the majority – focus on them first, and a little less on those attendees that you couldn’t engage even if One Direction turned up (maybe just me that one).
  3. Think carefully about any of that team building malarkey. For every person who thinks it would be super awesome to learn how to do the Haka or play drums in a circle of truth, there is another (including me tbh) that would rather run away as fast as possible in the opposite direction. If you take people too far out of their comfort zone then they are just going to check out one way or another. 
  4. Don’t make it all about you, all about a broadcast. I’ve been to too many events which are just corporate messaging and information sharing and ‘can you read this slide from the back?’  Frankly, you could stick this sort of stuff in an email / video / blog etc. An event needs to include dialogue.
  5. Put yourself in the place of the delegate and look critically at your content. Would it interest you? Would it inspire you? Or would it send you to sleep with your eyes open? Design your event with the delegate in mind, not yourself.
  6. Stick to your timings. Don’t pack so much in that you run over. Make sure your speakers don’t run over too. I’ve been known to stand up and tell someone their time is up and ask them to stop talking. It is rude to your delegates not to stick to what you have promised. If you put an Agenda out there, make sure it happens as stated.
  7. Build in learning. If you are spending time and money getting people in a room for a work conference, make sure that there is something in it for them to take away. Help them learn something new along the way.
  8. Build in fun. In particular, see next point. Fun at work is not against company policy.
  9. Build in agenda-less time. Open space. Thinking time. You don’t need to manage every moment, and some of the best insights and thinking often come from outside the structures. 
  10. PowerPoint. Less is most definitely more. As noted above, if all your speakers are going to do is read off a slide then you might as well just send it to people via email instead.
  11. Don’t forget the hygiene stuff. The right food and venue won’t make a bad event good. But they can certainly take a good event to a great one. Have decent food, plenty of water, natural light, good temperature. Make sure the venue is easy to find and provide directions and information about public transport. Have plenty of breaks.
  12. Don’t make it just about the day. A good event should have an effective build up and should then live on. There should be stuff before and stuff after. Tell people what to expect in advance. Share outputs, share photos, send updates, write blogs, encourage reflection and action. Ask others to do the same. Start an open discussion. Be open to feedback. Take the message out wider than the delegates.
  13. Include cupcakes, always.

Of course there is one last point. One that you might have come to expect from me.  Make your event social.  For the internal events, this is an opportunity to use your enterprise social network.  Externally, get the content out there. Blog. Tweet. Instagram.  Periscope. Increase your reach.  Involve the back channel. Provide a resource for others. Share your stuff. Make that hashtag rock.

And….. Don’t forget to enjoy it!