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 Discovery Conversation2027
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.
My own research points to the same gap at the individual level. Of 179 women, 67.6% said they were affected frequently or almost every day, and 65.9% reported brain fog or reduced focus often or always. This is not an occasional inconvenience being managed around the edges. It is a daily reality, navigated quietly, by exactly the people you can least afford to lose.
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.
Menopause Insights Report™, original research with 179 women navigating menopause and midlife, 2026. Self-reported responses gathered through a reflection questionnaire. Not a clinical study.
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 a decade in business, and specialist expertise in executive menopause.
Executive Menopause Discovery Conversation
A confidential 45-minute conversation to explore your organisation's position and priorities.
Assessment & strategy
Workplace assessment, strategic recommendations and a tailored action plan.
Training & speaking
Awareness workshops, manager training, speaking and keynotes, plus ongoing partnership as your strategy develops.
Discovery conversations are confidential. Nothing is shared outside them without your agreement.
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 discovery conversation, then assessment, 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 discovery conversation.
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 Discovery Conversation