Menopause Maturity Matrix

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Senior leaders openly acknowledge menopause as a workplace issue.

A. It is not recognised or discussed by leadership

B. It is occasionally mentioned but not prioritised

C. Some leaders acknowledge the issue informally

D. Leadership supports menopause initiatives

E. Leadership actively champions and discusses menopause inclusion

Menopause is included within your organisation’s wellbeing, DEI or people policies and strategy.

A. It is not included in any strategy

B. It has been discussed but not implemented

C. It is referenced in wellbeing initiatives

D. It is included within a defined organisational strategy

E. It is embedded within organisational policies, priorities and planning

HR or People teams feel confident advising managers and employees on menopause support.

A. HR teams have little or no knowledge of menopause in the workplace

B. Some HR staff have informal knowledge

C. HR can provide basic guidance

D. HR teams have structured knowledge and resources

E. HR teams have specialist expertise and clear guidance frameworks

Your organisation has a menopause or women’s health workplace policy in place.

A. No policy or guidance exists

B. Some informal guidance exists

C. A draft or emerging policy exists

D. A formal policy is in place and communicated

E. The policy is fully communicated, embedded and regularly reviewed

All managers receive training on how to support employees experiencing menopause.

A. Managers receive no training

B. Managers are expected to manage situations themselves

C. Optional menopause awareness training exists

D. Most managers receive structured training

E. Training is mandatory for all managers

In general, managers feel confident having supportive conversations about menopause.

. Most managers tend to avoid the topic

. Many managers feel uncomfortable discussing menopause

C. Some managers feel confident addressing the subject

D. Most managers feel confident supporting employees

E. Managers are well trained and proactive in offering support

How would you describe the level of menopause awareness and understanding within your organisation?

A. Awareness is minimal across the workforce.

B. Awareness is limited and inconsistent.

C. Some awareness sessions have been delivered and basic resources exist.

D. Awareness is actively promoted across the organisation.

E. Understanding is fully embedded within employee education and development programs.

Male colleagues are encouraged to learn about menopause and act as supportive allies.

A. Specific menopause education is not offered to male colleagues

B. Men rarely attend or participate in menopause awareness sessions

C. Menopause education includes male colleagues

D. Male colleagues are encouraged to engage and learn

E. Male allyship is actively promoted and specific menopause education is provided to male colleagues

Younger women are educated about the menopause transition.

A. There is no specific education for younger women

B. Menopause is only discussed for midlife employees

C. Some education touches on early awareness

D. Younger women are included in menopause education

E. Early menopause education is embedded in employee wellbeing programmes

Employees experiencing menopause know how they can access workplace adjustments and support.

A. No structured support system in place

B. Adjustments are handled informally case-by-case

C. Some adjustments are available but not widely known

D. Adjustments are available and communicated and staff are aware of the request process

E. A structured support system and adjustment process are widely understood and available

Your organisation has trained menopause champions or advocates in place.

A. No champions or advocates exist

B. A few individuals raise awareness informally

C. Some informal support networks exist, led by staff

D. Organised menopause networks exist

E. Fully trained champions actively lead awareness and culture change

Your organisation reviews how menopause affects employee wellbeing, retention or productivity.

A. This is not measured or discussed

B. It is occasionally discussed informally

C. Some feedback or data is considered

D. The organisation reviews data or employee feedback

E. Impact is regularly measured and used to guide action

Understand where you are. Define where you’re going.

Creating a menopause-inclusive workplace doesn’t happen overnight.
It requires awareness, leadership, policy, confidence—and a culture that supports open, informed conversations.

The Menopause Maturity Matrix is designed to help you assess exactly where your organisation currently stands.

* denotes a required field.

Our Websites

Menopause Maturity Matrix

Understand where you are. Define where you’re going.

Creating a menopause-inclusive workplace doesn’t happen overnight.It requires awareness, leadership, policy, confidence—and a culture that supports open, informed conversations.

The Menopause Maturity Matrix is designed to help you assess exactly where your organisation currently stands.

* denotes a required field.

Our Websites

Creating a menopause-inclusive workplace doesn’t happen overnight.
It requires awareness, leadership, policy, confidence—and a culture that supports open, informed conversations.