Menopause:A leadership test
IT’S OKAY; THE taboo has been broken. We can now say “menopause” and “period” at work. But here’s the real question: why did it take so long, and why are we still treating this as a tentative conversation rather than an urgent workplace issue?
For decades, we masked menopause behind euphemisms, silence, and awkward avoidance. Social discomfort shaped workplaces; menopause wasn’t mentioned in professional settings.
Women make up almost half of the workforce, and all menstruators will experience what was once a private embarrassment in a far more public environment. Despite the fact that 2 billion people across the world menstruate, menopause is often treated as an individual burden rather than an organisational responsibility.
We have made progress. Menopause has edged into the mainstream of workplace policies and wellbeing initiatives. But this is not just about visibility. It is about action.
If your organisation is not actively addressing menopause in the workplace, it is failing half its workforce. The average age of menopause is 51, with perimenopause beginning as early as the late thirties. Some people will navigate this transition for 15 years. That is not a blip in a career—it is a defining period of professional life.
Supporting employees through menopause is not just about kindness—it is about equity, productivity, and workplace culture.
Covid proved that presence is not a measure of productivity. For many experiencing menopause, the ability to work from home helps mitigate symptoms that would otherwise be highly visible—hot flushes, sleep disturbances, brain fog, and anxiety. We adapted quickly to a pandemic; why do we drag our feet on menopause?
Yet, we still hear silence. Whether due to discomfort, cultural norms, or outdated workplace structures, many organisations continue to ignore menopause. That has to change.
So, what is your workplace doing?
Providing desk fans and period products is a start, but meaningful change means embedding menopause support into workplace culture, policies, and leadership training.
Menopause is not a personal issue.
It is a workforce issue. It is a leadership issue. And, fundamentally, it is an equity issue. The conversation has started—but now, we need to make sure it leads to action.
