Article 2 - Beyond Policy: Creating a Menopause-Confident Culture
Writing a menopause policy is the easy part. The real challenge? Creating a workplace culture where women feel genuinely supported, not just technically covered. If you've implemented menopause support measures and wondered why uptake remains low, you're not alone. Research shows that even when workplace policies exist, 73% of women still don't feel comfortable discussing menopause at work. The gap isn't in what we offer—it's in how we offer it.
The Culture Gap
Picture this: Your organisation has a beautiful menopause policy. Flexible working arrangements, quiet spaces, temperature controls. Yet Sarah, your 48-year-old project manager, still suffers through meetings in sweltering conference rooms rather than ask if the air conditioning can be adjusted. Why? Because policy without culture change creates what researchers call "performative inclusion"—the appearance of support without the psychological safety to use it. The difference lies in whether menopause is treated as a problem to manage or a normal life transition to navigate with dignity.
The Confidence Factor
Women who feel confident discussing their needs at work report 40% better symptom management and significantly higher job satisfaction. But confidence doesn't emerge from policy documents—it grows from consistent, everyday interactions that normalise this life stage. The organisations seeing real success aren't just offering accommodations; they're actively dismantling the shame and secrecy that surrounds menopause in professional settings.
Building Menopause Confidence: The Practical Path
Start with language that liberates. Replace "suffering from menopause" with "experiencing menopause" or "going through menopause." Remove medical overtones from everyday conversations. One finance director told us: "The day my CEO said 'This meeting room's too hot—let's move' without anyone having to ask was the day I knew our culture had actually shifted."
Make it ordinary, not special. The goal isn't to create menopause-specific solutions for everything, but to build flexibility into standard practices. When hybrid working benefits everyone, women don't have to justify their need for it. When meeting rooms have accessible temperature controls, no one needs to explain why they're adjusting them.
Train managers in confident conversations. A simple two-hour session teaching managers how to respond supportively when someone mentions menopause can transform workplace dynamics. The key? Teaching them to listen, acknowledge, and ask "What would help?" rather than making assumptions or offering unwanted advice.
Celebrate the expertise, not the symptoms. Highlight the strategic thinking, emotional intelligence, and perspective that experienced women bring. When you consistently recognise the value of this demographic, discussing their needs becomes easier.
The Ripple Effect
Here's what forward-thinking organisations discover: when you create genuine menopause confidence, benefits extend far beyond the 3.5 million women directly affected. Younger women see that their future is valued. Male colleagues develop greater understanding of life transitions. Everyone benefits from more flexible, humane working practices. Companies report improved team dynamics, reduced turnover across age groups, and enhanced reputation as inclusive employers. The talent pipeline strengthens when women see they can thrive throughout their careers, not just survive.
Small Steps to Cultural Transformation
This week: Review your language in policies and communications. Remove medical terminology where possible. Replace "menopause support" with "life transition support" in wellness programmes. This month: Identify three informal influencers in your organisation—people others naturally turn to for guidance. Brief them on menopause basics and supportive responses. Cultural change spreads through respected voices, not HR memos.
This quarter: Implement "no questions asked" flexibility in one area—perhaps meeting scheduling, workspace temperature, or break frequency. Monitor usage patterns. You'll likely find these accommodations benefit multiple groups while reducing stigma for menopausal women.
Your Confidence Checkpoint
Ask yourself: If a senior female colleague mentioned she was struggling with brain fog during menopause, would your first thought be concern for her capability or curiosity about what support she needs? Your answer reveals whether your workplace culture truly supports women through this transition or simply tolerates it.
The organisations that get this right don't just retain talented women—they unlock their full potential. Because when women feel confident bringing their complete selves to work, including their experience of menopause, they also bring their wisdom, resilience, and decades of expertise.
That's not just inclusive leadership. That's competitive advantage.
What's one conversation you could have this week to build menopause confidence in your workplace? The ripple effects might surprise you.
Author: Siobhan Merrion | Second Bloom
Date: 01/09/2025
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