Nicola Hodkinson, owner and director of Seddon, highlights why creating a supportive environment for women experiencing menopause at work is crucial for the industry to foster inclusivity and drive success
70% of women feel unsupported during menopause at work, a statistic that highlights a critical issue many women, particularly in male-dominated industries like construction, face daily. In environments where open dialogue about health and well-being often takes a backseat, the challenges of menopause can feel isolating and overwhelming. But this shouldn’t just be a personal issue – it must be a business’s responsibility.
Supporting women throughout menopause is vital for retaining experienced staff, fostering diversity, and addressing the skills shortage facing our industry. This isn’t just a women’s issue – everyone in construction is affected, whether through colleagues, wives, mothers, sisters or friends. Building awareness across our workforce, regardless of age or gender, is essential. By taking meaningful steps to support women – from flexible working to educating the wider team about menopause and modifying uniforms – we are creating a stronger, more understanding workplace culture that benefits everyone.
Addressing menopause in construction
In an industry where 76% of the workforce is male, addressing menopause presents unique challenges. Leadership teams often don’t understand how symptoms like fatigue, anxiety, and poor concentration directly impact work performance and productivity. This knowledge gap leads to women feeling isolated and unsupported at critical points in their careers.
The lack of construction-specific menopause data is itself a serious problem – our sector can’t address what it doesn’t measure. While broader research shows menopause drives one in ten women to leave their jobs, we don’t even know the full scale of the impact in construction. Our sector faces unique practical obstacles, from basic site facilities to PPE designed primarily for men. These aren’t just workplace comfort issues – they directly affect performance, safety and retention. Understanding and addressing these sector-specific challenges is crucial for retaining experienced women in construction and protecting valuable expertise.
Building a supportive workforce for gender diversity
Our industry’s growth depends on gender diversity, but when more than three-quarters of construction workers are male, we need to tackle practical barriers head-on. Research shows half of women consider leaving their jobs due to menopause symptoms – taking their experience elsewhere at a time when construction desperately needs to retain skilled workers.
To deliver successful projects for our clients and communities, we need experienced teams who understand their needs. We can’t do this effectively when we’re pushing experienced women out of construction through a lack of basic support.
Educating the whole team on menopause
Breaking the stigma around menopause starts with education and open dialogue. Hosting informal sessions like toolbox talks and providing employees with handbooks containing practical advice and information can empower an entire team to understand menopause and its impact. These efforts foster an inclusive workplace that attracts and retains talented women, helping to build a stronger, more diverse industry.
True progress requires involving everyone – educating male colleagues alongside supporting women. When men better understand menopause, they can support not only their coworkers but also the women in their personal lives, creating a culture of empathy and inclusion. By addressing menopause transparently, we strengthen diversity and equality across the industry.
Supporting female colleagues through menopause
Modern workplaces increasingly recognise employee wellbeing, but construction brings its own challenges. Our sector must adapt both site conditions and working practices. For example, we’ve implemented practical changes – modified PPE, accessible facilities, cooling options, and quiet spaces for managing symptoms. However, physical adjustments are only part of the solution.
Equally important is creating an environment where women feel confident discussing menopause openly. Whether it’s needing a moment during the day due to brain fog or requiring understanding from colleagues, women shouldn’t have to hide or apologise for their symptoms. This kind of workplace culture only develops when the whole team understands and supports each other.
Mental health support is equally as important. We’ve introduced female-led support networks, well-being rooms, and mentoring programmes to combat isolation and maintain confidence. In 2024, we launched our Menopause Handbook, distributed to all employees across our sites and offices. The handbook was developed with input from our female workforce and provides clear guidance on flexible working arrangements and occupational health support. These aren’t complex changes, but they deliver real business benefits by retaining skilled workers. When we provide the right practical and emotional support, we protect valuable expertise while creating an environment where all employees can perform at their best.
Steps moving forward
Construction needs clear action on menopause support – starting with data collection and open workplace discussions. Employees experiencing menopause know what practical changes will make a difference, from site facilities to flexible working patterns – we just need to ask them.
We cannot afford to lose experienced workers when our sector already faces significant skills challenges. It’s up to every leader to advocate for a workplace culture that doesn’t just acknowledge menopause but actively supports those affected with practical solutions. Supporting women in the construction industry isn’t just the right thing to do – it’s essential for building the workforce that we desperately need.
