Russell-Cooke launches new menopause policy

Anna Richardson, Head of people in the Russell-Cooke Solicitors, human resources team. Samantha Little, Consultant in the Russell-Cooke Solicitors, family and children team.
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Anna Richardson, Samantha Little

Russell-Cooke has introduced its first menopause policy.

The policy provides clear definitions of the various stages of menopause together with details of the physical and psychological symptoms that individuals may experience. A key emphasis is placed on open communication and the expectation that the firm and partners will support their colleagues who are going through the menopause.

The firm set up an informal menopause group during lockdown. The group, known as HRTea, meets monthly for an online coffee meeting and for members to ask questions and exchange insights about their own experiences.

Anna Richardson, Head of People, said: “We have introduced the menopause policy as part of our ongoing commitment to promoting a positive and inclusive work environment. We have a 69% female workforce and want to ensure this significant group is not disadvantaged at all. It is hugely important for line managers to have an understanding of what it means for women in their team who are going through the menopause in order that they can give them the right support. This means educating men as well as women.”

Samantha Little, partner and Chair of the Wellbeing Committee said: “Supporting the physical and mental wellbeing of all our people is at the core of our strategy, and it’s so important that women do not suffer in silence as they did in the past. Over a quarter of women at the firm are in their 40s and 50s which are the ‘danger years’ for the majority. This means at any one time there will be a number of women affected by symptoms of the menopause and the perimenopause. For some, these symptoms are physically and mentally debilitating, and they can have a significant impact on the sufferer’s ability to work effectively. There are so many things we can do to support them – not least the acknowledgement of what they are experiencing and how that may impact them at work.”

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