Since 2016, we’ve been working alongside organisations, helping them to become menopause-friendly. For me, the journey began with a firm belief that change was essential, gaining momentum with the publication of the Government Equalities Office’s report in July 2017. This report identified four key reasons why every employer should support menopause in the workplace.

Who would have thought, back in 2016, when we invited employers to our very first Menopause in the Workplace conference (which now appears to have been the first in the world), that we’d one day witness over 400 inspirational people walking the red carpet at the Menopause Friendly Employer Awards, lifting awards in recognition of the fantastic things they’ve done for their colleagues, their workplaces, and society in general? This milestone speaks volumes about how far we’ve come, but it also highlights how much more remains to be done.

Last year, the Chartered Institute of Personnel and Development (CIPD) reported that one in four employers now have a menopause policy, and nearly half are taking action. This may seem like a huge leap forward, especially when in 2016, it was almost impossible to find a UK employer doing anything. But it’s not enough. A staggering 83% of women surveyed at the same time said they still feel unsupported at work. This shows that while more organisations may be acknowledging menopause, many are not yet fully embracing what meaningful support really looks like.

A menopause policy isn’t enough

Having a menopause policy or guidance document in place is important, but it’s just the start. A policy alone won’t break the stigma or remove the taboo still surrounding menopause. Most people only look to a written document when they’re already struggling to get the support they need. What good is a policy if the culture isn’t one where people feel comfortable talking about menopause? A policy is passive; it waits to be found, but it won’t necessarily help someone worried about approaching their manager to discuss their symptoms.

Real change comes from raising awareness and educating everyone in the workplace. Employers need to foster open conversations and listen to their employees to understand what’s stopping them from thriving at work, and what needs to change. This is how we can create workplaces that genuinely support those going through menopause.

Raising awareness and tackling misconceptions

When we first began raising awareness about menopause, the term “perimenopause” was unknown to the vast majority. Many thought menopause only affected much older women, with little understanding that perimenopause, the transitional stage when hormone levels fluctuate, can begin much earlier. This lack of awareness led to many women suffering in silence, unsure that their symptoms were linked to hormonal changes.

Fast forward to today, and over 120 employers have achieved Menopause Friendly accreditation. These organisations have adopted a structured approach, learning from others and implementing changes that make a real difference to their employees’ lived experiences. It’s a fantastic achievement, but we know that the journey doesn’t stop here.

Intersectionality matters, people matter

Menopause doesn’t affect everyone the same way. Symptoms vary greatly, and factors like race, ethnicity, culture, and personal circumstances all play a role. Many of us are also balancing caring responsibilities, whether for ageing parents or children. This intersectionality means support needs to be flexible and inclusive, addressing the diverse experiences of individuals in the workplace.

And menopause isn’t just something ‘women of a certain age’ need to know about—it affects everyone, whether personally or through relationships with partners, family members, or colleagues. By creating workplaces where everyone is informed and supportive, we can make a positive impact not just on individuals but on entire organisations.

Menopause awareness and education is a life skill

Understanding menopause is part of a broader hormonal journey that affects us all. Just as we learn about puberty and the hormonal changes that occur during pregnancy, menopause is another stage in life that everyone should understand. Our hormones change throughout our lives, whether through natural ageing, medical conditions, or treatments, and understanding these changes is a vital life skill. 

As we break through barriers around menopause, we’re also helping to raise awareness of other hormonal changes. Many of the fantastic employers who are Menopause Friendly are now expanding their focus to become Menstruation Friendly too, recognising that menstruation, like menopause, is a natural part of life that deserves understanding and support.

So how are we doing?

We’ve done a great job to get to this point, but we’ve still got a long way to go. Not everyone knows about menopause or menstruation, and not everyone knows how to support someone at work to help them thrive. Until we reach a place where menopause and menstruation are no longer an issue, where they’re normal, everyday conversation and everyone knows what to look out for and how to help, we must keep pushing forward. 

Menopause Awareness Month and World Menopause Day are now behind us – are you committed to keeping the conversations flowing?