corporate support
Our team of medical experts in the field and highly experienced business professionals can support you in enabling a menopause inclusive workplace.
menopause inclusivity in the workplace
Did you know that menopausal women aged 45-55 years are the fastest-growing demographic in the workplace?
In fact, 81% of women aged between 45-54 are in paid employment (compared with 47% in 1980). This highly experienced group of women is growing but their wellbeing at work is not always top of mind in boardroom discussions around inclusivity.
Menopause can also affect women in their 20s and 30s. But menopause is still considered a taboo topic in many workplaces. Everyone in the workplace should have an understanding and appreciation of what menopause is, its symptoms, how it can affect people at work and the range of support available in the workplace. Menopause Alliance Australia believes no woman should be left behind!
Ensuring that your workforce is equipped to adapt to our changing and diverse societal shifts is essential to future-proof your most valuable asset, your employees, across all life stages.
Enabling women to stay in the workforce despite menopausal symptoms is essential to gender equality, retaining and developing talent in your workplace.
The business case for diversity, equity and inclusion (DE&I) is stronger than ever. Employers in Australia have an important role to play in supporting women by providing an inclusive workplace environment so they can continue performing and contributing to their full potential without stigma or embarrassment. Supporting those experiencing menopause symptoms in the workplace will drive real progress towards meeting your DE&I targets, as you end up with greater knowledge transfer and greater mentoring, which enhances your organisational productivity.
It's also well documented that organisations that consider diversity and inclusion as a strategic imperative rather than a compliance issue perform better.1
If your DE&I policy does not address menopause inclusivity, it’s time to do so now. Acting now to keep these experienced people in work is more important than ever and at Menopause Alliance Australia we are here to help.
Depression and anxiety are at higher risk among those going through menopausal transition. Creating a workplace that supports the mental and physical wellbeing of those experiencing menopause will strengthen your psychosocial organisational strategy.
In 2021, 'Circle In' surveyed women about their experience of menopause in the workplace. Of these, the majority were going through, or had gone through menopause. Results from this survey clearly show the impact of menopause on the workforce if poorly managed by employers.
The Power of supporting menopause in your workplace:
Recognising the inevitability of menopause and creating an inclusive environment for female employees of all ages not only improves an organisation's performance, but also creates a healthy and diverse environment in which to work. Because menopause is not just a women's issue, it's a societal one - that impacts workplaces, home life and communities.
menopause inclusive workplace RECOGNITION
With our diverse team of medical experts, trainers and educators in the field and highly experienced business professionals Menopause Alliance Australia is committed to helping you enable a menopause inclusive business by:
You can also be recognised with our endorsement badge as a Menopause Inclusive Workplace, to highlight your organisation's commitment to inclusivity across all life stages.
1. Deloitte Insights (2014) From Diversity to Inclusion: Move from Compliance to Diversity as a Business Strategy.
Partner with Menopause Alliance Australia
Our corporate partners champion change and support menopause inclusivity in many ways, from regular events to internal education and policy updates, media activity and more. Click here if you would like to partner with Menopause Alliance Australia.
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