The organisation has moved beyond awareness and has started to implement structured menopause support but delivery is not yet consistent across all areas.

Policies, guidance and training initiatives are in place and menopause may be recognised within wellbeing or people strategies. However, implementation may be inconsistent, with differences between departments, teams or management levels.

HR teams are increasingly confident and may have access to some resources but may still lack specialist depth regarding developing a menopause support strategy. Manager training exists but is not always universal or fully embedded, meaning confidence levels can vary.

Employees are beginning to see clearer support pathways, but:
– Not all employees are aware of them 
– Not all managers apply them consistently 
– Cultural comfort around the topic is still developing 

Data or feedback may be collected but is not yet fully used to inform strategy or measure outcomes.

In practice, this means:
– A solid foundation is in place but impact is not yet maximised 
– Employee experience can still vary depending on manager or team 
– There is clear intent but execution needs strengthening 

Next Steps:
Standardise delivery across the organisation and develop communication, gender-specific training and menopause ambassador networks.