Menopause inclusion is well embedded across the organisation, with clear alignment between leadership, HR, managers and employees.

There is a defined and communicated policy in place, supported by structured training for managers and accessible resources for employees. Menopause is openly discussed as part of workplace wellbeing and stigma is actively reduced.

Managers are generally confident in having supportive conversations and applying workplace adjustments. Employees understand how to access support and feel more comfortable doing so.

The organisation demonstrates:
– Consistent communication and awareness initiatives 
– Inclusion of menopause within broader wellbeing, DEI or people strategies 
– Engagement across the workforce, including male colleagues and younger employees 

Data may be reviewed periodically to understand impact on wellbeing, retention and performance, and this insight begins to inform decision-making.

In practice, this means:
– Employees experience a consistent and supportive approach 
– Managers are equipped and engaged 
– Culture is shifting towards openness and inclusion 

Next Steps:
Enhance measurement, deepen cultural embedding and optimise consistency across all teams. Ensure all managers are trained as a mandatory requirement.