Cadent has received menopause friendly accreditation in recognition of its high standards and practices at work.
The UK gas distribution network, which has more than 6,500 employees at its Coventry based operation centre and at 80 depots nationally, was awarded the accreditation by Henpicked: Menopause in the Workplace.
To gain the endorsement, an independent panel assessed Cadent on its effectiveness in terms of training, policies and practices, facilities, culture, engagement and evaluation.
Lucy Stuart, head of risk and assurance and menopause lead at Cadent, said: “We are delighted to be the first gas distribution company to become accredited as menopause friendly.
“As a sector that is generally male dominated, it is important for Cadent to have equity in our workplace. By becoming menopause friendly, we are giving our menopausal and perimenopausal colleagues the chance to be their most comfortable and confident selves at work. It is a huge opportunity to support all colleagues, including those who aren’t going through, or never will go through, menopause, to become comfortable talking about it. By doing so, they will gain the confidence to support the people around them who are experiencing menopause.”
According to Cadent, the menopause friendly practices it has implemented that have had the greatest effect include a monthly support group, encouraging open and honest conversations about the topic, and the introduction of a bespoke menopause policy and guidebook to support all staff, including line managers. In addition, more than 70% of its managers have completed a menopause training module.
The business decided to take its progress further by applying for the accreditation.
Stuart added: “The menopause friendly accreditation is an ongoing commitment to our colleagues, assuring support for those who will face menopause, directly or indirectly, in the years ahead. We are future-proofing Cadent to ensure it is a caring and supportive employer.”
Diane Bennett, general counsel at Cadent, concluded: “The progress made with raising awareness and normalising conversations about menopause over the past 12 months has been remarkable.
“This is best exemplified by the discussions about menopause which occurred with Board members at our equality, diversity and inclusion focused meet and greet session in January. We also saw male colleagues talking confidently and with clear understanding, sharing conversations they had held with female family members as a result of our Menopause Friendly initiatives.”
