Across the globe, organisations, government bodies, and industry leaders are recognising the importance of menopause and workplace policy. This shift towards formalising our approach to menopause support represents more than just a passing trend, it’s becoming a crucial component of diversity and inclusion strategies for forward-thinking entities.
The growing movement
Recent years have seen remarkable progress in workplace menopause awareness:
- Major corporations including Vodafone, Diageo, and HSBC have implemented comprehensive menopause policies
- Ireland launched a Civil Service Menopause in the Workplace Policy Framework in 2023, requiring all Civil Service organisations to implement menopause policies
- The UK’s Civil Service has developed guidance for supporting employees through menopause
- Professional organisations across healthcare, education, and finance sectors have established menopause networks
- Universities are conducting groundbreaking research on menopause’s workplace impact
This momentum continues to build as more organisations recognise that supporting employees through menopause is both ethically sound and commercially advantageous.
The diversity imperative
Women over 45 represent a vital demographic in today’s workforce, particularly in leadership and specialised roles. Supporting them through menopause is essential for:
- Maintaining genuine gender diversity at all organisational levels
- Ensuring equitable career progression opportunities
- Creating truly inclusive workplace cultures
- Benefiting from diverse perspectives in decision-making
Without proper menopause support, organisations risk undermining their broader diversity efforts by failing to retain experienced female talent at crucial career stages.
The cost of inaction
Organisations that neglect menopause support face significant consequences:
- Difficulty attracting top talent as candidates increasingly evaluate employer wellbeing policies
- Competitive disadvantage compared to employers offering comprehensive support
- Potential reputational damage as awareness of menopause as a workplace issue grows
- Failure to comply with emerging workplace standards and expectations
Taking proactive steps
The good news is that implementing effective menopause support doesn’t require radical organisational change. By investing in appropriate menopause awareness training, developing clear policies, and fostering open conversations, organisations can quickly align with best practices.
The most successful approaches combine practical workplace adjustments with training for all staff members. This helps create environments where menopause is understood and support is readily available.
As this movement continues to gain momentum, the question for organisations is no longer whether to implement menopause support, but how quickly and effectively they can do so.
Menopause training
Our “Supporting Women Experiencing Menopause in the Workplace” course provides the essential knowledge and practical strategies your organisation needs to join the forefront of this important workplace development.
