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Raising awareness of menopause and neurodiversity in law firms

In the legal profession, inclusivity is not merely a regulatory obligation — it is a fundamental aspect of fostering a supportive workplace.

13/12/2024

In the legal profession, inclusivity is not merely a regulatory obligation — it is a fundamental aspect of fostering a supportive workplace. Principle 6 of the Solicitors Regulation Authority (SRA, 2018) Standards and Regulations mandates law firms to uphold inclusivity, complementing their responsibilities as employers under equality and employment legislation. As the workforce evolves, it is crucial to address the unique challenges faced by specific groups, particularly women experiencing menopause and individuals who are neurodiverse.

Menopause and neurodiversity are often overlooked in discussions about workplace wellbeing, yet they significantly impact employee performance and retention. The stigma surrounding these issues can hinder open dialogue, leaving many employees feeling isolated and unsupported. By raising awareness and promoting understanding, law firms can create an environment where all employees feel valued and empowered to thrive.

Data on prevalence of menopause and neurodiversity

Approximately 15% of the population is estimated to be neurodiverse, yet a staggering 65% of neurodiverse employees express fear of disclosing their condition due to potential discrimination. This fear can hinder their access to necessary support and resources, ultimately affecting their job satisfaction and performance in the legal profession and elsewhere.

Moreover, menopause is a significant issue for women in the legal sector, particularly those in their 40s and 50s, who represent the fastest-growing demographic in the workplace. Research indicates that around 17% of women have contemplated leaving their jobs due to inadequate support for menopause symptoms, with an additional 6% having left. Alarmingly, over 10% report experiencing discrimination related to their menopause symptoms, as highlighted in the Chartered Institute of Personnel and Development’s Menopause in the workplace: Employee experiences in 2023 report.

Despite the availability of benefits designed to support neurodiverse employees and those experiencing menopause, we have seen an alarmingly low utilisation rates of those benefits within law firms. Data from insurance providers indicates that legal firms use their neurodiversity benefits only one-third as often as their non-legal counterparts. Similarly, based on claims data analysed by Mercer Marsh Benefits (MMB), menopause benefits are accessed at half the rate compared to other industries. To address this underutilisation, law firms should take an evidence-based and objective approach to analyse existing best practices in the workplace and adopt a data-driven strategy to assess health risks. This can be accomplished through various methods, including via the HERO Scorecard, 2024. This enables firms to design and optimise available benefits effectively. Tailoring behaviour change communications to promote the use of these services is crucial. Employing behavioural systems mapping can help establish clear pathways for employees to access benefits and support their wellbeing. Additionally, tracking utilisation data and designing training tailored to workforce demographics are essential steps in fostering a more supportive environment.

What is needed to promote awareness

Law firms can implement several key strategies to effectively promote awareness and support for menopause and neurodiversity. First, it is essential to regularly review and update diversity, equality, and inclusion policies to ensure that reasonable adjustments can be made when necessary. This may include flexible working arrangements, adjustments to the physical workspace, or simply providing additional resources to support employees experiencing these challenges. Equally important is the establishment of employee resource and network groups that offer a platform for discussion and support. These groups should be well-publicised, and line managers should receive training to foster an inclusive environment where employees feel heard and are guided to the right resources.

Raising awareness is crucial, as the issues surrounding menopause and neurodiversity impact not only those directly affected but also their colleagues and families. Training sessions can help demystify these topics, encouraging open dialogue and understanding. By fostering a culture of awareness, law firms can create an environment where employees feel comfortable discussing their needs and seeking support.

Finally, it is vital to cultivate a culture of mindfulness within the workplace. Colleagues should be encouraged to recognise changes in behaviour that may indicate someone is struggling, whether due to menopause, neurodiversity, or other health issues. By promoting open communication and support, law firms can ensure that no employee feels isolated in their challenges.

Ultimately, addressing menopause and neurodiversity in the legal profession is not just a matter of compliance — it is essential for creating a supportive and inclusive workplace. By raising awareness, using available resources, and fostering open dialogue, law firms can empower their employees to thrive, ultimately benefiting the entire organisation. Mercer can provide support in implementing these strategies to help promote an inclusive workplace where all employees feel valued and supported.

Our authors

Many Wu

Many Wu

Principal, Global Health & Well-being, Mercer

  • United States

Dr Luke James

Luke James

Workforce Health Leader, Europe, Mercer Marsh Benefits

  • United Kingdom