The train operator has worked with Henpicked, who are an organisation who support women over 40, to provide training to every manager. The provided guides and a toolkit to raise awareness of the issues and how to help.

The project was developed following feedback from Southeatern’s Women in Rail Empowerment (WIRE) group who felt it was an important issue to be discussed.

Maureen Dominey, Chair of the Women’s Network Group at Southeastern, said: “We were ahead of the curve when we launched our menopause policy in 2019. In fact, we were the first train operating company to launch a Menopause in the Workplace programme. Part of the challenge was to remove the taboo around the menopause. It’s a life-changing experience that affects half the population so we should be talking about it.”

Maureen continued: “The awareness sessions were very well received and improved everyone’s understanding of what the issues are and what managers could do to support people, being more understanding and aware of how the menopause can impact those going through it, as well as how it affects those around them.

“We feel strongly about breaking down taboos and encouraging a workplace that allows people to be the best they can be. We know our programme has helped some of our female colleagues identify their own symptoms and get appropriate medical support, understand more about their female family members and have a more supportive and open environment in which to work.”

Deborah explained: “I’m grateful I was able to try HRT but I knew that my family history meant I wouldn’t be able to rely on it for long. At that time, the information available on menopause was much scarcer but I did my own research and found some things helped. I invested in silk sheets and pyjamas, which are much better at regulating body temperature, and tried various shampoos. I also avoided white wine and spicy foods and started going to the gym.

“My colleagues at the time had to become used to me rushing out of the office as hot flushes overwhelmed me from the feet upwards. They were understanding but the menopause still wasn’t something that was openly discussed at work. I was lucky as I’ve never experienced mood swings, but the physical effects were enough to cope with.”

“This time I knew what was coming but that didn’t make it any easier,” said Deborah. “What had changed was my employer and the general attitude to talking about menopause in the workplace. In the last few years, it has become much more commonplace for both men and women to discuss how it affects them, something I see in my everyday job during health and wellbeing conversations.”

Deborah continued: “The change in policy really opened the floodgates for people to have those conversations that would have been considered impossible just a few years before – it was an essential thing that needed to happen. Now managers are much more aware of what some women are going through which allows them to be more supportive and make adjustments accordingly.

“For example, women’s uniforms have been altered to help them cope with hot flushes and others – myself included – have been allowed to change our working patterns. Usually, my day starts at 6am as I don’t sleep well, although obviously when I’m attending events that does change a little.

“Having an understanding employer and a workplace where menopause is openly discussed can make all the difference to how you’re able to cope with the symptoms. I think train operators are considered traditionally male dominated companies, but we want to get the message out there that this is a great place to work for both men and women.”