Menopause Inclusion and Support Resources

Menopause support in the workplace is crucial for retaining experienced talent, boosting productivity, and helping staff to achieve their potential.

Menopause is a natural part of ageing when an individual’s oestrogen levels decline and they stop having periods. In the UK, the average age to reach the menopause is 51, but around 1 in 100 people experience the menopause before 40 years of age.

Learn more and find support using the range of resources and support outlined below...

Did you know:

More than three quarters of women experience menopause symptoms at some time and 40% of women said their menopause symptoms had been worse than they had expected.

Nearly 8 in 10 people experiencing the menopause are in work.

About the menopause

There are three stages of the menopause - 1. Perimenopause, the time leading up to 2. Menopause (when there has been no menstrual periods for 12 consecutive months), followed by 3. Post menopause, the years that come after menopause. Learn more in this five minute guide, 'What is the menopause?' and this 'Let's Talk About the Menopause' poster to share key facts and figures on the menopause.

Most people will experience menopausal symptoms, which can be quite severe and have a significant impact on everyday life. Symptoms can continue for months or years during perimenopause and last for 4 years or more after menopause.

Learn more, and share the information with others, by downloading the 'Symptoms of Menopause' poster.

Sources of support

Below find sources of support and peer community networks:

Adjustments: Our adjustments process helps remove or reduce workplace barriers and enable equal access to work and opportunities. Also, the Talking to Your Manager about Menopause (PDF) guide offers practical advice on having the conversation and getting a good outcome.

Networks: The menopause staff group provides peer support and networking and acts as an amplifier of voices of staff experiencing menopause.

Absence: To help recognise the impact of menopausal symptoms on staff, sickness absence can be recorded on SuccessFactors as 'menopause related'. In addition, the Talking to Your GP About Menopause (PDF) guide and How to Talk to Your Healthcare Practitioner About Menopause (PDF) guide (and video) are designed to help you get the support you need.

Wellbeing: The Staff Wellbeing Hub and Wellbeing and Student Support includes a range of sources of support to help you stay well.

^{Note: The resources above are available to all, including our non-binary, trans, and intersex staff.}

Sign up to adjustments training for managers

Our 1.5-hours, in-person adjustments training covers what adjustments are, the process, and the role managers play.

Wider work

Scroll to see work across the institution designed to foster inclusive practice and create a culture that truly thrives on difference:

Menopause Guidelines: Our Menopause Guidelines set out the University’s commitment to creating an inclusive and supportive working environment for staff experiencing menopause and andropause symptoms and ensure that staff and managers feel confident to have effective and supportive conversations about symptoms and support.

Talking to your staff: As a line manager you play a key role in supporting your staff to work at their best. The Having a Supportive Conversation About Menopause guide, Menopause Support and Reasonable Adjustments guide, and What Can Employers Do To Support Menopausal Staff? offer tips and advice to help with this.

Training: Our bite-size online training on Menopause at Work supports empathetic awareness and introduces practical ways to create supportive environments, covering understanding menopause, impact on wellbeing and work, physical and emotional self-care, and inclusive behaviours.

Inclusive Talent Programmes: We are identifying talent that has found itself excluded and under-represented and providing programmes to nurture that talent and establish a pipeline of diverse and inclusive leaders for today and tomorrow. Staff experiencing menopause are encoruraged to apply for our talent programmes.

Personal stories

Personal stories help demonstrate how inclusion issues manifest in everyday life and counter single stories that are often incomplete or inaccurate, challenging stereotypes and demonstrating the real human impact of these issues.

On this page you'll find personal stories from the Warwick community showcasing people's lived experiences of menopause.

Also, this 5 questions interview with Andy Johnson, Social Inclusion Manager, gives his perspective on participating with the menopause conversation, being an active ally, and working towards being an inclusive colleague, friend, and family member.

Read the Social Inclusion Annual Report for more about the action we're taking.

The Social Inclusion Annual Report highlights the work that has been taking place across the University over the last year, and how it is helping us to meet our Social Inclusion Strategy objectives to increase the diversity of our staff and student communities, develop an inclusive culture, and become an internationally recognised leader in inclusion.