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There’s a quiet truth about menopause in the workplace; one that too many boardrooms, HR decks, and DEI committees still tiptoe around. For decades, women have been silently managing hot flashes in conference rooms, brain fog during presentations, and sleepless nights before big decision-making days. Yet very few corporate cultures openly acknowledge this life stage, let alone build structures to support it. We’ve painted office walls with slogans about inclusion and equity, but when it comes to a reality half the workforce will experience, the silence is telling.

Think about it this way: if we can talk freely about parental leave policies, mental health days, and ergonomic standing desks, why not talk about DEI and menopause? The average woman spends a third of her life post-menopause, and for many, the transition coincides with senior career years, right when leadership opportunities are on the rise. Imagine the impact women at the peak of their professional expertise are quietly leaving, stepping down, or shrinking back, not because they lack ambition but because the workplace hasn’t caught up to their biological reality.

Here’s a story which gives a reality check. A senior marketing executive, let’s call her Anita, started experiencing relentless hot flashes during client pitches. She joked about needing the thermostat set to “arctic mode,” but underneath the humour was exhaustion. One day, after fumbling through statistics she could recite in her sleep, she left a meeting in tears. What did her manager suggest? “Take some time off, maybe work part-time.” What he couldn’t see was that Anita didn’t need less responsibility; she needed her company to normalise conversations around menopause, provide flexibility, and offer resources tailored to this transition. How many Anitas are quietly walking out the door because corporate culture hasn’t caught up?

That’s where diversity and inclusion in the workplace must evolve. We’ve broadened discussions to encompass race, gender identity, and neurodiversity, but physical life stages like menopause are rarely included in these frameworks. If DEI is truly about equity, doesn’t it mean creating environments where all employees can thrive, not just when they’re 25 with boundless energy, but also at 45, 55, and beyond? Ignoring menopause isn’t just a missed empathy moment; it’s a missed business opportunity. Retention, productivity, and leadership pipelines all suffer when an entire demographic feels unseen.

The link between supporting women at work and business growth is undeniable. Companies that actively acknowledge menopause with policies, awareness training, and benefits are not just ticking boxes; they’re signalling that women’s careers don’t have an expiration date. Small steps matter: offering cooling rest spaces in offices, access to healthcare professionals, insurance that covers hormone therapy, or simply encouraging open dialogue. Even training managers on how to respond sensitively when an employee says, “I’m going through menopause,” can radically change the culture.

Of course, some leaders hesitate, “Isn’t this too personal to address at work?” But wasn’t mental health “too personal” a decade ago? Now, mental health days and therapy benefits are everywhere. Menopause deserves the same cultural reset. By embedding DEI and menopause in corporate strategy, organisations aren’t prying into personal topics; they’re honouring what real inclusion looks like: supporting human beings in all their seasons of life.

When companies start integrating menopause into diversity and inclusion in the workplace, the ripple effects are powerful. Younger employees see a workplace where their future selves are valued; men in leadership learn to be true allies; and women in midlife feel less like they need to choose between authenticity and professionalism. Most importantly, it sends a message that inclusion is not performative; it’s about a sustained, brave acknowledgement of realities we’ve historically ignored.

Ultimately, supporting women at work through this natural transition isn't charity; it's a smart strategy. Workplaces that normalise menopause conversations not only keep their best talent but also pioneer a culture where experience and wisdom aren’t overshadowed by silence. The question for corporate leaders isn’t whether this shift belongs in their DEI agenda; it’s whether they can afford to ignore it any longer.

The time has come to move the conversation out of HR's sidelines and into the boardroom. Menopause in the workplace isn’t just a “women’s issue”; it’s a cultural, business, and leadership issue. And if we’re serious about the future of work, then curiosity, compassion, and courage must replace the silence. Because the bravest cultures are not the ones that celebrate talent only in its prime; they’re the ones that support it through every stage of life.