Introduction
Diversity and inclusion strategies are now central to how UK organisations attract, retain, and support their people. Many employers already focus on gender, race, disability, and LGBTQ+ inclusion — but one critical issue has long been overlooked: menopause.
With 13 million people currently peri- or post-menopausal in the UK [^nhs], this is not a niche concern. It affects almost every workplace, often at senior levels where experience and leadership skills are most valuable. Yet too many employees still suffer in silence.
In this article, we’ll explain why menopause awareness training is not just a health or wellbeing initiative, but an essential part of any serious diversity, equity, and inclusion (DEI) strategy.
Why Menopause Belongs in DEI
Gender Equity
Menopause disproportionately affects women and people assigned female at birth. The CIPD’s Menopause in the Workplace report shows that three in five say symptoms have a negative impact at work, and one in ten leave their jobs because of it.
Ignoring menopause means ignoring a structural barrier to gender equality. Supporting it means ensuring women in midlife and beyond can thrive, progress, and lead.
Age Inclusion
Menopause typically occurs between ages 45 and 55, but can start earlier or later. Midlife and older workers are already underrepresented in many industries, and lack of menopause support adds to the problem. Including menopause in DEI strategies helps combat age discrimination and creates a more inclusive pipeline.
Intersectionality
Not everyone experiences menopause in the same way. Research shows that:
- Black women may experience more severe or prolonged symptoms.
- People with disabilities or chronic illnesses may find symptoms compounded.
- Socio-economic factors affect access to healthcare and support.
Taking an intersectional approach ensures menopause support reaches everyone who needs it.
Legal and Ethical Foundations
Equality Act 2010
While menopause itself is not a protected characteristic, its symptoms may qualify as a disability if they substantially affect day-to-day life. In addition, claims may be made under sex or age discrimination.
Employers therefore have a legal duty to make reasonable adjustments and to avoid discriminatory treatment.
Ethical Responsibility
Beyond compliance, menopause support reflects an organisation’s values. An inclusive employer recognises and responds to the real challenges their workforce faces.
Reputation and Employer Brand
Employers who demonstrate commitment to supporting menopause stand out in recruitment and retention. In a competitive labour market, being seen as a menopause-friendly employer strengthens employer brand and builds trust with staff.
How Menopause Awareness Training Supports Inclusion
Building Manager Confidence
Managers often feel uncomfortable discussing menopause. Training provides the knowledge and skills to:
- Understand symptoms and their workplace impact
- Handle conversations sensitively
- Know when and how to make adjustments
Reducing Stigma and Taboo
Menopause is still not openly discussed in many workplaces. Awareness training helps normalise the topic, reduce embarrassment, and foster open dialogue.
Improving Employee Voice and Engagement
When employees see menopause recognised and supported, they are more likely to feel valued, to stay in their roles, and to contribute fully.
Linking Menopause to Wider DEI Strategy
Gender Equality Initiatives
Organisations investing in gender pay gap reporting, women in leadership, or parental leave policies must also address menopause to truly support gender equity throughout careers.
Health and Wellbeing Strategies
Menopause awareness fits naturally alongside mental health initiatives, stress management, and occupational health. Treating it as part of overall wellbeing avoids isolating it as a “women’s issue.”
Retention and Progression
Senior female leaders are often in their 40s and 50s. Supporting menopause ensures organisations don’t lose talent just when they have the most to contribute.
The Case for Action
Both ACAS and the CIPD have called for employers to address menopause as part of DEI and wellbeing strategies.
- ACAS recommends clear policies, training, and reasonable adjustments.
- CIPD stresses that failing to act contributes to gender inequality at work.
The UK Government Equalities Office has also published guidance urging employers to take menopause seriously as a workplace inclusion issue [^gov].
Practical Steps for Employers
1. Incorporate Menopause into DEI Policies
Include menopause explicitly in diversity, equity, and inclusion statements, alongside other characteristics and life stages.
2. Launch Awareness Campaigns
Promote resources and run events around World Menopause Day (18 October), during Menopause Awareness Month (October) and throughout the year.
3. Add Training to Leadership Programmes
Ensure menopause awareness is included in leadership and management training. This ensures cultural change starts from the top.
4. Support Employee Resource Groups (ERGs)
Encourage peer networks for employees experiencing menopause. These groups provide safe spaces and valuable feedback for HR and leadership.
Conclusion
Menopause is not just a health or wellbeing issue. It’s a matter of equity, inclusion, and workplace culture. By integrating menopause awareness training into DEI strategies, employers can:
- Advance gender equality
- Support age diversity
- Address intersectional challenges
- Build reputation as inclusive employers of choice
👉 Ready to strengthen your DEI strategy? Explore our tailored Menopause Awareness Training and discover how it can transform your workplace culture. Contact us today.
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