Changing the conversation about menopause and leadership
How I Work With Organisations
Many organisations are losing experienced, capable women at mid-career because workplace cultures and systems haven’t kept pace with the realities of women’s lives. For many women, leadership opportunities happen at the same time as they start to experience symptoms of the perimenopause and menopause. Some women battle through their symptoms, some put their careers on hold, and others may drop out of the workforce all together. This has profound impacts for women, their families and the organisations they work for as they lose knowledge and expertise.
I work with organisations across all sectors to address these issues by identifying systemic and cultural pressures related to the menopause so that we can holistically address specific issues, for women, their managers and the whole organisation. I use my experience running a business for 20 years, board level experience and academic research to implement menopause-aware, inclusive and research-informed solutions.
Menopause Awareness Sessions
These are practical, inclusive sessions for managers, leaders and teams to educate, build confidence and reduce stigma.
8 Week Coaching Programme
I am an accredited menopause coach and offer an 8 week 1:1 or small-group coaching programme for women navigating menopause, leadership pressure, confidence, career transitions and wellbeing. The focus of the programme is creating sustainable changes. (My coaching accreditation is through Women of a Certain Stage™).
Organisation Review
Many organisations recognise that something is not working as effectively as it should yet lack clarity on the underlying causes or the most appropriate interventions. I partner with organisations to develop a comprehensive understanding of how workplace culture, prevailing assumptions and particularly stereotypes surrounding menopause influence employee experience, performance and retention. This includes assessing the extent to which existing policies, management practices and systems either enable inclusion or inadvertently create barriers.
Through a structured diagnostic process (confidential questionnaires, facilitated focus groups and in-depth interviews) I generate robust insight into both organisational dynamics and lived experience. The resulting recommendations are practical and proportionate, ranging from policy review and cultural change initiatives to targeted leadership development and capability-building programmes designed to foster inclusive, sustainable performance.