As part of the Swindon Mindful Employer Network series, Business West, alongside Swindon Borough Council and Swindon and Gloucestershire Mind hosted a virtual event bringing local employers together to discuss mental health support in the workplace. 

The second event in the series took place during Mental Health Awareness Week and covered important topics such as menopause, menstrual health and how employers can support LGBTQI+ employees in the workplace. We also heard about Mental Health Awareness Week and this years’ theme of ‘movement’.

An excellent programme of speakers provided insight into the challenges that employees may be facing in terms of their mental health and tips for employers on how to mitigate these. This interactive event provided attendees with the opportunity to ask questions and share experiences. We hope that this can help both employees and employers adopt a transparent, supportive and understanding environment where mental health can be discussed openly. 

What did we learn?

First up to speak was Karen Heaven, Wellbeing and Inclusion Lead from Swindon Borough Council. Karen spoke about menstrual health and the menopause. Menopausal women are the fastest growing demographic in the workforce and it’s staggering to learn that 20% have considered leaving the workforce due to their symptoms. Karen also stressed that period poverty is a real issue, with one in five women struggling with this in the UK.

So, what can be done to alleviate some of these challenges? Supporting an inclusive culture is important and will help with staff retention. Additionally, it will support employee performance. Karen emphasised that it’s vital to show commitment to employees and foster an understanding environment. This could include having a dedicated area on an intranet which raises awareness of menstrual health and menopause, educating staff and creating an open environment where employees aren’t afraid to talk. Additionally, simple things like ensuring the temperature is right can help. Furthermore, providing sanitary products in bathrooms can help tackle period poverty and give women peace of mind if they suddenly need access to period products.

We learnt that menstruation and menopause are linked to two main areas of the law. The Equality Act 2010, which protects employees against discrimination, and The Health and Safety at Work Act 1974.

Karen also raised the 'male menopause', sometimes called the andropause. This can hit men in middle age and Karen urged any men experiencing symptoms such as stress and depression to visit a GP.  

The key message is not to stigmatise the topic of menstrual health and the menopause, create an open environment and encourage employees to talk.

 Supporting LGBTQI+ employees

Our next speaker was Beckett Frith, Content Officer from Mind, who spoke about his journey and provided advice on how employers can best support LGBTQI+ employees. Beckett talked about being ‘out’ at work and explained that coming ‘out’ is not just a one off. For example, there are considerations. Who do I choose to tell, is it safe, is it worth it?

Beckett reminded us that that person has felt comfortable enough to tell their employer and colleagues. A simple ‘thank you for telling me’ is fine. He provided us with some ideas on how to support LGBTQI+ staff in the workplace. For example, asking how you can help, building a community, celebrating events like Pride month can make a big difference. It’s also important for employers to be there for the difficult times and just be accepting of what the employee wants to do and what and how they want colleagues to know.

During the Q&A, the question of how to get people to engage with this topic more was raised. A recommendation was pinning discussions to relevant events and keeping it light. Beckett stressed that employers shouldn’t make this compulsory learning. For example, an interactive lunch and learn could be an appropriate option.

The importance of movement

Last but not least to speak was Sara Bhavani, Mental Health Trainer at Swindon and Gloucestershire Mind, who spoke about Mental Health Awareness Week and the importance of movement.

Sara explained that regular physical activity provides an endorphin boost and increases confidence. This can help us respond better and more positively to stressful situations and provide an overall sense of wellbeing. We were introduced to the concept of a stress container with a tap, the idea to show what can happen if too much stress flows into our container. We learnt that helpful coping strategies are to let the stress out (when the tap is working) but when that tap is blocked, stress fills the container and it can then overflow. 

Changes at work

Employers can introduce simple initiatives to help. A positive mental health at work plan can be implemented and communicated. This involves developing methods which ensure mental health awareness among employees. Creating an environment which encourages open conversations is key as is providing good working conditions which enable employees to enjoy a healthy work-life balance.

And back to this years’ theme of movement. Just how can employers inspire employees to get moving in the workplace? Some ideas to consider are to introduce dance breaks, provide free gym membership, create sports leagues and encourage employees to take the stairs where possible.

These are important conversations to have

Attending events like our Swindon Mindful Employer Network series can be the first step towards becoming a more mindful employer. Talk to people at the event, ask our speakers questions and stay up to date with the many resources available to you. Our next event will be taking place in person on 10th July at Lydiard Park Hotel and Conference Centre in Swindon. 

If you would like to refer to any of the advice and resources shared during the online event, you can view the recording here and the slides are available here.