Let’s talk menopause – creating inclusive workplaces for women
Globally, by 2030, 1.2 billion women are projected to be menopausal or postmenopausal – yet many organisations still don’t have the correct support in place. Ahead of World Menopause Day on 18 October, we sat down with IET People Director and Certified Menopause Coach, Morna Dason-Barber, to explore why menopause is a workplace issue we can’t afford to ignore.
In this Q&A, Morna shares her journey to becoming a Menopause Coach, the importance of open conversations, and how organisations can better support their colleagues through this life stage.
What inspired you to become a menopause coach and why is it important for you, as a leader, to be visible and vocal about menopause support?
Fundamentally it was my own experience of navigating, or at least trying to, an array of menopausal symptoms with a demanding job that I love. I wanted to understand menopause better with the aim of managing my own symptoms.
I hadn’t heard about Menopause Coaches at the time, but I came across Lauren Chiren, and the fantastic work she was doing in the menopause space and jumped at the opportunity to go through her training. I recognised that my role gives me a strong platform to be an advocate and voice for women at any stage of their perimenopause/menopause journey and I wanted to make a positive difference.
Given the vast number of working women experiencing menopause, it’s essential that organisations and line managers both understand and support women to ensure they thrive and continue to perform well in their roles. Often, it is small changes that make the difference between thriving at work or, regrettably, making the decision to walk away from a job they enjoy. That’s such a waste of talent, costly for an organisation and in many cases, completely avoidable.
Regardless of statistics, every woman’s journey through the menopause is unique and many still feel it is something of a ‘taboo’ and may feel uncomfortable speaking about it. All of us know women in our lives, family, friends, or work colleagues that we love and would want to feel healthy and supported. When women thrive, we all benefit – that’s why it’s so important we have open conversations that normalise women’s health generally. Leaders and line managers have an active role to play in this respect.
How has being a menopause coach impacted you?
The training provided me with a deeper understanding about all stages of the menopause but, importantly, it educated me about the small, incremental changes that can have a significant impact on how you experience this stage of life. I have had the privilege of working with lots of women now and coaching them through their unique experience. As their coach, I work with each individual to identify the resources they have within themselves and the changes they can and want to take forward which are right for them. It is a deeply personal journey, but I believe that with the right support, women can thrive through this phase of life and beyond.
It is hard to describe the feeling you get when you have genuinely witnessed the transformation of someone who starts from a very low, desperate and depleted place and over the period of a few months has renewed purpose, a renewed sense of self and rediscovered joy – but this is what happens. And in turn, women regain their confidence, find they can perform well again at work and can look forward to the next phase of their life with happiness.
What role do allies and line managers play in creating a menopause-inclusive culture?
The everyday experience anyone has at work is hugely influenced by their Line Manager. Naturally, a woman who has the genuine support, care and interest of their manager is far more likely to navigate her experience of the menopause and perform better at work as a result. Whilst I would always advocate for having a women’s health policy that includes menopause, it serves as nothing unless a Line Manager demonstrates their commitment to providing the right level of support applicable to each person. We all need to be allies, by educating ourselves, encouraging open conversations and advocating for the right support we reduce stigma, create positive change, and normalise menopause in the workplace.
What simple but effective ways organisations can start supporting colleagues going through menopause?
Secondly, recognise that it is individual and not every woman feels comfortable opening up about what might be going on for them, but a simple check-in and ensuring they know that we are open and willing to support them goes a long way. Sometimes people don’t know what support they need but really appreciate at least being asked the question!
Finally, remember that small changes can make a huge difference. Think about flexible working arrangements, encouraging support network groups, provide easy access to facilities and appropriate workwear. There is a plethora of resources readily available online, including examples of menopause policies as well as organisations such as Menopause Support UK, NHS, and the British Menopause Society.
Take action this World Menopause Day
Supporting women through menopause isn’t just the right thing to do — it’s essential for retaining talent, boosting wellbeing, and building inclusive workplaces.
WISE offers expert EDI training and consultancy to help your organisation take meaningful steps. Get in touch at WISE@theiet.org to find out how we can support you.