29/01/2026
Not all women experience menopause the same way, especially in corporate spaces.
Let me say something we don’t talk about enough:
Menopause isn’t just a women’s issue.
It’s a diversity, equity, and inclusion issue.
And if your DEI strategy doesn’t address it, you’re missing a massive piece of the puzzle.
Here’s what most people don’t realize:
Black women are more likely to experience severe menopause symptoms, hot flushes, night sweats, pain, and they often start earlier than their white counterparts.
But here’s the kicker:
They’re also less likely to receive adequate support or even be believed by healthcare providers.
Add workplace stigma to the mix, and you’ve got talented, experienced women suffering in silence, or worse, leaving their careers entirely.
So what does menopause-informed DEI actually look like?
It’s not just about checking a box.
It’s about creating environments where every woman feels seen, supported, and valued, regardless of how menopause shows up for her.
💜 Inclusive policies; Flexible work arrangements, temperature control options, and health benefits that actually cover menopause care
💜 Awareness campaigns; Education that breaks the stigma and trains managers to have real, empathetic conversations
💜 Tailored interventions; Recognising that one-size-fits-all doesn’t work when lived experiences vary so drastically
Because diversity and inclusion start with understanding biology.
And right now? Most workplaces are failing this test.
The question I’m asking leaders:
Is your DEI strategy menopause-informed?
If not, you’re leaving women behind.
Drop a 💜 if you agree. Comment with your thoughts below.
Need help integrating menopause into your inclusion work? Let’s talk. DM me
