Culture is set at the top. Some of the people setting it are navigating menopause in silence.
You cannot build a menopause-supportive culture while the women shaping that culture have no support themselves.
Menopause affects leadership, decision-making, retention and organisational capacity. Yet many senior women continue to navigate this transition without the understanding or support they need, and they are often the least likely to ask for it.
Book a Scoping Call2027
A deadline, and an opportunity.
From spring 2027, larger UK employers will need to publish menopause support within their Equality Action Plans. Most organisations are building it for the general workforce, and quietly missing the senior women who set the culture.
The organisations getting this right aren't waiting for the deadline. They're using this window to build something that actually works, not scrambling to comply later.
92% of HR leaders believe this is covered. 28% of women are considering leaving.
92%
of HR decision-makers believe their organisation is meeting the needs of employees going through menopause
28%
of working women are considering leaving their job because of menopause symptoms
7%
have already left
40%
of women are unaware their workplace has a menopause policy at all
A woman who is struggling quietly rarely shows up as a problem for her organisation to solve. She simply, eventually, leaves.
Seen this way, menopause is not solely a health and wellbeing issue. It is a retention issue, a capacity issue, and a talent management issue. Organisations that lose experienced women during this season are not only losing individuals. They are losing organisational knowledge and leadership capability that took years to build.
Benenden Health, Menopause in the Workplace, published 19 January 2026. 2,000 UK working women aged 40 to 65 and 500 HR decision-makers.
Support that genuinely reaches your most senior women.
I advise leadership teams on building menopause support that protects the experience, judgement and continuity your organisation depends on.
I bring a combination organisations rarely find in one person: a background in organisational learning and development, governance experience as a trustee, over 15 years in independent practice, and specialist expertise in executive menopause.
Closing the Gap Audit™: Scoping Call
A confidential 45-minute conversation to explore your organisation's position and priorities.
The Closing the Gap Audit™
A structured review of your organisation's menopause support, identifying gaps in wellbeing provision, manager readiness, workplace adjustments, and regulatory alignment. Where this audit goes further is in asking a question most reviews miss: does that support actually reach the senior women shaping your culture, or only the workforce beneath them?
Training & speaking
Awareness workshops, manager training, speaking and keynotes, plus ongoing partnership as your strategy develops.
The Audit is delivered remotely by default: an online, anonymous survey, and video calls for scoping and for the findings conversation. In-person delivery is available on request, as a priced premium, rather than a free extra.
Book a Scoping CallScoping calls are confidential. Nothing is shared outside them without your agreement.
A gap most audits don't ask about
Black and South Asian employees reach menopause earlier on average, with lower rates of HRT access. Employees from communities where menopause carries cultural stigma are often managing it without language or permission to speak. A menopause action plan that doesn't account for this isn't fully inclusive, whatever it says on paper.
The Closing the Gap Audit™ is built to surface this, not assume a uniform experience.
British Menopause Society, Menopause in Ethnic Minority Women, June 2023. Hirst et al., Inequalities in hormone replacement therapy prescribing in UK primary care, BMJ Medicine, 2025: 1.98 million women in England.
Two decades across corporate, public sector and community organisations, in learning and development, advisory, training and coaching.
Begin with the Menopause Insights Report™.
Based on research involving 179 women, revealing what menopause is changing beyond the symptoms, across work, confidence, relationships and leadership.
Download the Report
What leadership teams ask.
What changes for UK employers in 2027?
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From spring 2027, larger UK employers will need to publish menopause support within their Equality Action Plans.
What does the advisory work involve?
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A complimentary 45-minute Closing the Gap Audit™: Scoping Call, then the Audit itself, strategic recommendations and a tailored action plan, workshops and manager training, speaking, and ongoing partnership.
Why focus on senior women specifically?
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Because they set the culture, they carry the most organisational knowledge, and they are the least likely to ask for support.
Can you speak at our event?
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Yes. Keynotes, awareness workshops and manager training are all part of the work. Start with a scoping call.
Beverley created the perfect conditions for me to explore what I wanted to work on. I felt safe, constructively challenged, and the ideas that came out of our sessions made such a difference.
Liz Graham-Brain
Organisational Development Manager
If your organisation is building its approach ahead of 2027, it's worth asking: will it actually reach the women who set your culture?
I'd welcome a conversation.
Book a Scoping Call