PERI, a leading manufacturer and supplier of formwork and scaffolding systems, is embarking on a mission to raise awareness of menopause in the workplace, recognising the importance of addressing this often overlooked issue. In a bid to normalise discussions surrounding menopause and offer support to its employees, PERI has unveiled a comprehensive action plan.
Despite the absence of a legal requirement, PERI is determined to prioritise the well-being of its workforce, acknowledging that nearly half of the working population is directly affected by menopause.
The company aims to make menopause a prominent and open topic of conversation within the construction sector, offering dedicated resources and support to its employees.
Emma Quin, Senior HR Business Partner at PERI UK, highlighted the significance of addressing menopause in the workplace. “Research shows that around 75% of women will experience symptoms during menopause, with 25% of women experiencing severe symptoms that can have a big impact on their day-to-day life,” Quin stated.
“If we are serious about making the industry a place where women can thrive equally, then we need to put these adjustments in place and be open to having conversations about menopause. We want to be recognised as a diverse and inclusive employer, and we are determined to retain and increase the female talent in our business.”
While the construction industry remains predominantly male-dominated, the number of women in the sector steadily increases. According to a recent Office for National Statistics (ONS) report, women accounted for 15.8% of the workforce in 2023.
Menopause Toolkit
As part of its proactive approach, PERI has introduced a Menopause Toolkit, guiding both employees and line managers. This toolkit aims to equip employees with valuable resources and information to navigate the challenges of menopause while empowering managers to offer the necessary support.
In addition to the Menopause Toolkit, PERI’s action plan includes flexible working opportunities designed to remove any obstacles hindering employees from feeling their best at work.
The company is actively encouraging its employees to arrange welfare meetings with HR and their managers if they require support, fostering an environment of openness and collaboration.
The initiative is being spearheaded by PERI’s dedicated Wellbeing Team, which includes members who have undergone specialised training on the topic. Their aim is to make support for menopause-related issues more accessible and comprehensive for all employees, ultimately contributing to a more inclusive and supportive workplace environment within the construction industry.
PERI’s commitment to addressing menopause in the workplace sets a noteworthy example, emphasising the importance of recognising and accommodating the unique needs of all employees.
