corporate support
Supporting organisations to create healthier, more inclusive workplaces through menopause and life cycle health education.
Across the country, Menopause Alliance Australia enables and empowers menopause inclusive workplaces while recognising the broader impact of life cycle health across the workforce. Our team of medical experts and highly experienced business professionals support organisations through tailored, evidence-based workplace education, training and policy guidance.
Health and life stages influence how people experience and participate in the workplace. We support Australian workplaces to take a proactive, evidence-based approach to menopause and life cycle health – building inclusive environments where employees remain engaged, productive and supported across all stages of their working lives.
Many employees navigate significant health conditions well before menopause, so we have extended our expertise to cover the full arc of working life, including endometriosis, menstrual health, fertility and IVF. All our sessions are tailored to support your organisation's needs and foster a truly inclusive workplace.
Supporting Workplaces Through Evidence and Education
EXPERTISE and education
OUR MEDICAL AND WORKPLACE EXPERTISE
Menopause Alliance Australia brings together a multidisciplinary expert board of gynaecologists, endocrinologists, fertility specialists, women's health GPs, menopause specialists and senior business professionals, combining clinical expertise with real-world workplace insight. Many of our doctors actively work across public and private health services, ensuring all information remains practical, current and evidence based.
MENOPAUSE WORKPLACE TRAINING AND EDUCATION
Menopause Alliance Australia delivers evidence-based menopause workplace training and education tailored to your organisation's needs, supporting organisations to create menopause inclusive workplaces while strengthening life cycle health at all stages of working life. Our programs are delivered across Australia in person and online.
Workplace recognition
Menopause Inclusive Workplace Recognition
Organisations can earn formal recognition for their commitment to menopause inclusive workplaces and life cycle health in Australia. Our endorsement badges are available to organisations that complete our training and education programs which comprise.
Support to implement life cycle health policy, menopause inclusive policies or practical guidance documents.
Evidence-based expert workplace education and training such as seminars to webinars, workshops and educational material.
Advice and valuable support options tailored to your workplace.
Customised eLearning modules, booklets and on-site and online resources.
Organisations can be recognised through our endorsement badges as a Menopause Inclusive Workplace, a Life Cycle Health Inclusive Workplace – or both. This proudly highlights a commitment to supporting employees across all stages of working life.
Menopause Inclusive Workplace
Focused on supporting employees through perimenopause and menopause through workplace education, awareness and practical support.
Life cycle health Inclusive Workplace
Supporting awareness, education and support across life cycle health, including menstrual health, endometriosis, fertility, IVF, perimenopause and menopause.
championing menopause inclusivity
Menopause Alliance Australia acknowledges the support and commitment of the following organisations across Australia for championing menopause inclusivity in the workplace.
championing menopause inclusivity
Menopause Alliance Australia acknowledges the support and commitment of the following organisations across Australia for championing menopause inclusivity in the workplace.
Workplace impact
MENOPAUSE IN THE AUSTRALIAN WORKPLACE: WHY IT MATTERS
Did you know that one of the fastest growing groups in the Australian workforce is women aged 45 – 54? This highly experienced cohort makes up a significant part of the labour force, with a participation rate of 82% (ABS).
Many will navigate menopause during these years while actively contributing to the workforce, but their wellbeing at work is not always front of mind in boardroom discussions around inclusion. Women experiencing menopause are exiting the workforce, leaving a knowledge and expertise gap that businesses have taken years to build.
Menopause can also affect women in their 20s and 30s, yet it's still considered a taboo topic in many workplaces. Everyone in the workplace should understand what menopause is, its symptoms, how it can affect people at work and the range of support available.
Ensuring your workforce is equipped to adapt to changing and diverse societal needs is essential to future-proof your most valuable asset through all life stages – your people!
SUPPORTING LIFE CYCLE HEALTH IN MENOPAUSE INCLUSIVE WORKPLACES
While menopause is a core focus, it doesn't occur in isolation. Many employees navigate health conditions across their working lives that influence wellbeing, performance and workforce participation. Conditions such as endometriosis and polyendocrine metabolic ovarian syndrome (PMOS) and menstrual health challenges can affect individuals for years before menopause, often remaining invisible in the workplace. Fertility treatment and related experiences also place significant emotional, physical and financial strain on employees.
Equally important is workplace culture. When organisations foster environments where people feel safe and supported to speak up, employees are more likely to seek support when needed. This requires building confidence not only for individuals but also for leaders and managers to engage in these conversations with understanding and clarity. Organisations that take a proactive and informed approach build psychological safety, strengthen retention, support leadership continuity and create more inclusive environments
Creating more Inclusive and more supportive Workplaces
Workplace culture and wellbeing
MENOPAUSE INCLUSIVE WORKPLACES AND WORKPLACE INCLUSION
The business case for diversity, equity and inclusion 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.
It is now well documented that organisations which consider diversity and inclusion as a strategic imperative, rather than a compliance issue, perform better.
PREVENT AND MANAGE PSYCHOSOCIAL RISKS
Depression and anxiety are experienced at higher rates among those going through menopausal transition. Creating a workplace that supports the mental and physical wellbeing of those experiencing reproductive disorders, infertility and menopause will strengthen your psychosocial organisational strategy.
BENEFITS OF MENOPAUSE AND LIFE CYCLE HEALTH INCLUSIVE WORKPLACES
BENEFITS OF MENOPAUSE INCLUSIVITY
ADDITIONAL BENEFITS OF LIFE CYCLE HEALTH INCLUSIVITY
Organisations that also support broader life cycle health – including menstrual health, endometriosis, fertility and IVF – gain further advantage by:
A Broader Workplace and Societal Impact
Recognising the inevitability of menopause and supporting broader life cycle health and creating an inclusive environment for employees of all ages not only improves an organisation's performance but also creates a healthy and diverse working environment. Menopause and life cycle health is not just a women's issue, it's a societal one that impacts workplaces, home life and communities.
MENOPAUSE WORKPLACE STATISTICS: THE CASE FOR ACTION IN AUSTRALIA
Menopause is a workplace reality for a significant proportion of the Australian workforce, with research highlighting both its prevalence and impact, reinforcing the importance of proactive workplace education.
Supporting those experiencing menopause symptoms in the workplace will drive real progress towards enabling a stronger and more robust knowledge transfer amongst the age diverse workforce. The result is greater knowledge transfer and greater opportunities for mentoring, which ultimately enhance organisational productivity.
Sources: Macquarie University (2022), Australian Bureau of Statistics (2024) and Circle In (2021).
Time to take action
PARTNER WITH MENOPAUSE ALLIANCE AUSTRALIA
If you are committed to ensuring your workplace is set for success in staff retention and inclusivity, and that your policies are robust and future-fit, contact us to learn more about how we can best support your company's needs.
Our team works alongside organisations across Australia through education, training and practical workplace support to champion menopause and life cycle health inclusivity.
