Menopause inclusion is fully embedded, strategically prioritised and continuously improved across the organisation.

Leadership actively champions the topic, setting the tone for an open, supportive and inclusive culture. Menopause is integrated into organisational strategy, policies and long-term planning, rather than treated as a standalone initiative.

HR and People teams demonstrate strong expertise, with clear frameworks, guidance and support systems in place. Managers are fully trained, confident and proactive in supporting employees.

The organisation has:
– Comprehensive, well-communicated policies 
– Mandatory and ongoing training programmes 
– Established networks of trained menopause champions or advocates 
– High levels of workforce awareness, including male allyship and early education 

Crucially, the organisation measures impact effectively, using data and employee feedback to continuously refine its approach and demonstrate outcomes.

In practice, this means:
– Employees feel safe, supported and able to perform at their best 
– Support is proactive, not reactive 
– Menopause inclusion contributes to retention, engagement and organisational performance 

Next Steps:
Maintain leadership position, continuously improve through data insights and share best practice externally.