Nicola Hodkinson, owner and director of Seddon, emphasises the urgent need for the construction industry to have strategies in place to support women through menopause.
The construction industry is often in the dark when it comes to understanding its workforce.
45% of construction leaders say that better data around workforce demographics is needed for managing teams effectively – and I count myself as one of them. This data gap is especially glaring when it comes to understanding how we support women through life stages like menopause.
On a country-wide scale, 70% of menopausal women feel unsupported at work during menopause. When you consider this statistic in a male-dominated industry like construction, where we want to build a more diverse workforce, this is a problem we cannot ignore.
Retaining talent, especially experienced women. It requires the creation of workplaces that allow staff to feel valued and understood, regardless of age, gender, or life stage.
Losing skilled, experienced women at this stage in their careers is a tremendous waste, not only of their valuable skills and knowledge but also of their potential as mentors for the next generation.
Can we make 2025 the year of a more diverse construction industry?
Building Good Employer Guide live is at the Royal Institution, London, 6 March
Join us on 6 March at 4pm for the inaugral Good Employer Guide Live event.
The event has been designed to provide actionable insights, share experiences, and contribute to the conversation about what those in the industry can do to make it a better place to work.
The agenda includes:
• 4.30pm-5.30pm: The skills challenge: How do Good Employers attract and retain talent from the built environment and beyond?
• 5.45pm-6.45pm: The diversity challenge: How do the best employers inspire, manage and measure a changing workforce?
• 6.45pm-7.00pm: Inaugural Good Employer Guide lecture by Sarah Olney, MP for Richmond Park, brought to you by Gleeds
Closing the data gap
76% of the construction workforce is male. This means that male-dominated leadership teams often lack awareness of how menopause symptoms like fatigue, anxiety, and reduced concentration can affect productivity. This knowledge gap can leave women in the industry feeling isolated and unsupported.
There are also practical challenges, from inadequate site facilities to PPE designed primarily for men, which urgently need to be addressed if we are going to build the inclusive workforce we need.
A lack of menopause-specific data in construction is also a serious problem. While broader research shows one in 10 women leave their jobs due to menopause, the industry has little insight into its impact.
I’d personally be interested to know how many construction companies have menopause-specific policies in place, and how these correlate with their gender diversity and employee satisfaction.
We must educate the entire workforce, not just women
Breaking the stigma around menopause begins with education and open conversations. Hosting informal sessions like toolbox talks, providing practical handbooks, and informal training sessions can all be a great start to supporting staff to understand menopause and its effects.
This isn’t just a women’s issue. It’s an issue that affects us all. Even if you are not a woman or are not yet at the menopause stage, understanding more about it is crucial. We all likely have someone in our lives - whether it’s a partner, sister, mother, daughter, friend, or colleague - who may need support during this time.
Practical support for women going through menopause
Adapting site conditions and working practices is critical. Simple changes, such as modified PPE, accessible facilities, cooling options, and quiet spaces, help women manage symptoms effectively. But creating a supportive environment also requires cultural change.
Women must feel confident discussing menopause openly. Whether it is addressing brain fog or requesting flexible hours, women should not have to hide their symptoms. Building this kind of workplace culture requires collective understanding and support.
Mental health initiatives are also important. Support networks, mentoring programmes, and well-being rooms can combat isolation and boost confidence. Introducing a Menopause Handbook can make a real difference.
Developed with input from staff, it can provide clear guidance on practical support like flexible working arrangements and occupational health resources. Much has been done in the workplace in terms of retirement planning and offering various solutions to retain talent as people come towards the end of their working lives.
This is just an extension of that commitment and strategy.
By listening to employees and creating policies that meet their needs, businesses support your team but also strengthen your business.
Taking action for the future
The construction industry must act now, starting with gathering data and having open workplace discussions. Employers must create a working environment where women feel comfortable bringing their problems to leaders and asking for the support that they need.
I’d like to make 2025 the year we take action on menopause in construction. Let’s have the tough conversations, implement the necessary policies, and create a culture of support and understanding. When we invest in our workforce, everyone wins.
Nicola Hodkinson, owner and director, Seddon
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