Supporting wellbeing, confidence and inclusion through one of life’s most significant transitions.
Menopause in the Workplace
The Reality of Menopause
Menopause is an essential part of our collective wellbeing at work — yet it remains widely misunderstood, under-discussed and often unsupported.
Around 33 million women in the UK will experience menopause during their lives. For many, it coincides with a time when they are at the height of their careers, leadership, and influence. When organisations fail to recognise this, the impact can be significant — affecting confidence, health, performance and retention.
At Mòr Diversity, we believe menopause should not be framed as a problem to manage, but as a powerful life stage to understand, support and embrace.
Why this matters to your organisation
When menopause is understood and supported across the workplace, it benefits everyone — not just those experiencing it.
• Improves retention of experienced staff
• Reduces absenteeism and long-term leave
• Strengthens workplace culture and trust
• Supports wellbeing and performance
• Builds a genuinely inclusive organisation
A tale of two workplace cultures
The Silent Culture
Sophie arrives at work struggling with symptoms but says nothing. Menopause is not discussed and is seen as a “women’s issue.”
Without support, her confidence drops, her performance dips, and she begins to disengage. Eventually, she takes extended leave — and the organisation loses valuable experience and knowledge.
The Mòr Diversity Culture
Sophie’s manager is trained and confident in supporting menopause in the workplace.
There is a clear policy, open conversations, and practical flexibility — including adjusted working patterns and wellbeing support.
Sophie feels understood, supported and valued — and continues to thrive in her role.
10 ways to build a positive menopause culture
1. Reframe the narrative
View menopause as a life transition — a “second spring” — not a decline.
2. Open the conversation
Normalise menopause in everyday workplace discussions.
3. Build awareness across the organisation
Educate everyone — not just those experiencing menopause.
4. Create safe spaces
Encourage peer support through informal conversations and networks.
5. Enable flexibility
Simple adjustments can make a significant difference.
6. Develop menopause champions
Equip individuals to listen, support and signpost.
7. Review the physical environment
Consider ventilation, access to water and quiet spaces.
8. Value experience and leadership
Recognise the contribution and potential of women at this stage.
9. Listen to lived experience
Avoid one-size-fits-all approaches — ask and respond.
10. Lead with empathy
Support managers to respond with understanding and practical solutions.
Is your organisation menopause ready?
Use our practical checklist to assess your current approach and identify areas for improvement.
Checklist preview:
• Inclusive policy in place
• Managers trained and confident
• Flexible working options available
• Internal support networks established
• Wellbeing programmes aligned
• Staff feedback actively gathered
How we support your organisation
We work with organisations to create supportive, inclusive environments where people can thrive.
Staff Engagement
We work with your people to understand lived experience and shape meaningful change.
Policy Development
We help create clear, practical frameworks tailored to your organisation.
Training & Awareness
We equip leaders and teams to talk confidently and support effectively.
Menopause Champions
We develop internal advocates to sustain culture change.
we can help
Creating a supportive menopause culture is not just good practice — it’s essential to building a healthy, inclusive and high-performing organisation.
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