Design note 4 - what do we mean?
In addition to the similarities between our new icon and the real Northern Lights, we particularly liked some of the themes the Northern Lights icon represented, namely:
In addition to the similarities between our new icon and the real Northern Lights, we particularly liked some of the themes the Northern Lights icon represented, namely:
To complement our dynamic new Northern Lights icon, we needed a strong colour pallette and confident, contemporary font.
The contrasting yet complimentary colours in our logo symbolises our value of diversity and unity. We often talk about 'the same but different' at Beckfoot Trust to acknowledge that whilst we have a very clear One Trust identity and clarity on what remarkable means, we also know that one size does not always fit all.
Perhaps the most important part of our new Beckfoot Trust logo is the icon, shown to the right here.
We call it our Northern Lights.
In nature, the Northern Lights are seen as something unique and truly Remarkable that are associated with the North.
Our Northern Lights icon represents The Beckfoot Trust which is also on a constant journey to Remarkable and is strongly associated with the North of England.
As part of our ongoing Journey to Remarkable we felt it was important to give The Beckfoot Trust a strong, confident and contemporary logo and brand that was worthy of an organisation with such high standards and aspirations.
The new Trust logo was a departure from the previous logo style and was definitely designed with the future in mind.
1.1. Beckfoot Trust recognises the importance of supporting our colleagues who experience menopausal symptoms and are committed to ensuring that appropriate adjustments and additional support is available to help colleagues feel comfortable at work.
1.2 The menopause is still very much viewed as a private matter and is rarely discussed openly. Many individuals also do not recognise that the symptoms they are experiencing could be due to the menopause.
1.3 We aim, as part of our desire to create an open, inclusive and understanding culture, to increase awareness of the menopause and the impact it has on individuals’ lives.
1.4 This document includes information on the menopause, internal and external resources that can help support our colleagues and provides guidance to line managers on ways to support their people who may be experiencing symptoms.
1.5 This policy does not form part of any employee’s contract of employment and may be amended at any time.
2.1.1 Beckfoot Trust encourage an environment in which colleagues can, if they want, have open conversations about the menopause. We expect everyone to be supportive of colleagues who may be affected by the menopause in the workplace.
2.1.2 Anyone affected by the menopause is encouraged to speak to their manager or HR about their symptoms and the support they may need to reduce the difficulties the menopause can cause them at work. Early notification, where possible, will also help managers to determine the best course of action to support an individual’s needs.
2.1.3 While many who go through the menopause will be able to carry on their working lives as normal, we recognise that others may benefit from adjustments to their working conditions to mitigate the impact of menopausal symptoms on their work. If you believe that you would benefit from adjustments or other support, you should speak to your manager in the first instance.
2.1.4 Experiencing menopausal symptoms can be a sensitive and personal matter and as such, some individual’s may not wish to discuss with their manager initially. In these circumstances, please speak in confidence to your HR Officer or a trusted colleague instead.
3.1 The menopause is a natural health event for most women and some trans men, non-binary and intersex people, that usually takes place in-between 40 and 55 years of age (the average age in the UK is 51), during which they have not had a period for 12 months and experience hormonal changes. It can also happen earlier or later. For many people, symptoms usually last about four years, but in some cases can last longer, sometimes up to 12 years.
3.2 The menopause is preceded by the perimenopause, during which the body prepares itself for menopause. The perimenopause can also last several years and can involve similar symptoms to the menopause itself. For the purpose of this document, any reference to the menopause includes the perimenopause. The perimenopause is not the same as premature menopause.
3.3 Premature menopause is when an individual experiences menopause early, either naturally or through surgery or illness.
3.4 Post-menopause is the time after menopause. A person who is post-menopausal may still experience menopausal symptoms for years to come.
3.5 Many who experience menopausal symptoms will have mild symptoms, but for others, symptoms can be severe and can greatly impact their day to day lives. While symptoms vary and each person’s experience will differ, they commonly include:
3.6 Three out of four people get symptoms, one in four troublesome enough to affect day to day life (NHS Employers, 2021). The physical and emotional impact of the menopause can be far reaching due to the symptoms outlined above and may have a significant impact in the workplace. For some individuals who are dealing with these symptoms, they may find their job more challenging which in turn may affect their wellbeing, confidence, and performance at work. It is important that Beckfoot Trust work together to reduce the stigma around the menopause, increase our understanding and awareness of the topic and offer appropriate support while individuals go through this period in their lives.
3.7 Data Protection
Beckfoot Trust will process any personal data collected in accordance with its Data Protection Policy/Workforce Privacy Notice. Data collected from the point at which we become aware of the issue is held securely and accessed by, and disclosed to, individuals only for the purposes of providing the necessary support.
Each situation will be dealt with on a case by case basis and support could take the form of:
4.1.1 Flexible working: Beckfoot Trust recognises that difficulty sleeping is a common symptom of the menopause. To reflect this, as well as the impact of other common symptoms, we aim to facilitate flexible working wherever possible. Requests for flexible working could include asking for:
Employees should discuss such requests with their line manager/HR. Depending on the circumstances, requests may be approved on a permanent or temporary basis and you may be asked to submit a flexible working request in accordance with the Flexible Working Policy. A copy of the Flexible Working Policy is available on the Trust website.
4.1.2 Temperature control: Beckfoot Trust strives to achieve a comfortable working temperature for employees. We will allow flexibility within our dress code where reasonable. Desk fans will be provided upon request.
4.1.3 A referral to our occupational health providers to ensure that an individual’s working environment is not making their menopausal symptoms worse and to inform us of any further adjustments that should be considered, especially in the instances where the menopause is causing significant sickness absence or where it is directly affecting performance.
4.1.4 We are committed to ensuring the health and safety of all our staff and will consider any aspects of the working environment that may worsen menopausal symptoms. This may include identifying and addressing specific risks to the health and well-being of those going through the menopause.
Examples of internal support we can offer:
4.2.1 EAP – the Employee Assistance Programme provided by Health Assured is a confidential support network for practical advice and counselling. The free service is accessible 24-hours a day, 365 days a year by phone on 0800 028 0199.
4.2.2 MHFA – our network of Mental Health First Aiders can listen and signpost mental health support.
4.2.3 Occupational Health – provide impartial and confidential advice on fitness for work and the type of support required to ensure those experiencing mental ill health can remain in the workplace or successfully return to the workplace. For more information, please contact HR.
4.2.4 Trust Matters – contains a variety of resources to provide information or signpost further support.
The following external support organisations offer a range of help:
4.4.1 We encourage you to speak with your GP to determine if you are experiencing the menopause and to explore what treatment/medication may be suitable for you to help ease your symptoms. There are checklists available such as the Henpicked Colleague support pack which can help prepare you for these conversations.
4.4.2 There are also other ways to ensure you look after your physical health as you go through the changes that menopause brings:
4.5.1 It is important that everyone within Beckfoot Trust are aware of this guidance and understand the practical steps that can be taken to support a colleague who is experiencing the menopause.
4.5.2 What you should do:
4.5.3 What you shouldn’t do:
4.5.4 Example questions to ask:
5.1 This policy is reviewed and amended every two years by the Executive and any significant changes will be agreed with the unions. We will monitor the application and outcomes of this policy to ensure it is working effectively.