Virgin Media (UK)

Virgin Media O2 sought to encourage dialogue surrounding menstruation, menstrual health, and menopause to foster a supportive workplace environment for its employees.

For several years, Virgin Media O2 has been committed to advancing menopausal health best practices. 

Recognising the necessity of a structured approach to facilitate open discussions and positive business outcomes, the company embarked on this journey.

The Workplace Challenge – Menstrual and Menopausal Health

The primary challenge for Virgin Media O2 was to ensure impactful implementation across its entire business while acknowledging the diverse experiences and perspectives of its workforce.

Beginning in 2018, Virgin Media O2 prioritized employee well-being by initiating conversations about menopause, a topic often overlooked. 

Drawing insights from various organisations and gathering employee feedback on their menstrual and menopausal health provision, the company identified the adoption of formal guidance as the next logical step.

The Solution

Supporting Menstrual and Menopausal Health in the Workplace

Virgin Media O2 embraced an innovative approach by adopting a ground-breaking framework addressing menstrual and menopausal health in the workplace. 

This move aimed to instil confidence in employees and demonstrate the company’s commitment to their well-being.

By implementing the BS 30416 Menstruation, Menstrual Health and Menopause in the Workplace – Guide, Virgin Media underscored its dedication to women’s health. 

This standard integrated menstrual and menopausal health into the existing health and safety framework, thereby spotlighting a crucial societal issue and highlighting the impact of inclusive policies on employees.

Cultivating a Culture of Openness and Inclusivity

Virgin Media O2 took actionable steps based on the standard’s recommendations to better support its employees:

  • Conducted a SWOT analysis to assess existing compliance and identify areas for improvement.
  • Encouraged open discussions on menstrual and menopausal health, fostering enduring change.
  • Reviewed relevant policies to ensure inclusivity in language and approach.
  • Continued to leverage BS 30416 to advocate for enhanced training for managers, HR personnel, and union representatives.

Empowering Menopausal Health

The adoption of the standard empowered Virgin Media O2 employees to voice their needs for better support:

  • 92% of UK survey respondents reported that menopause affected their work.
  • 80% of menstruating workers experience period pain.

This case study highlights a need to look beyond our “business as usual” way of working. In previous articles, I discussed how talent are choosing companies that care for their employees health and well-being. This isn’t a “compliance” issue, this is a “people” issue. Attract and retain the best talent and stop losing them to your competition. 

Here is a good resource for more information. If you would like more information.