The Human Side of Leadership: Supporting Women Through Menopause

In the words of business leadership author Doug Conant, “We must have the courage to make our business deeply personal.” How can leaders better approach the incredibly personal matter of menopause in a way that empowers women, instead of shaming them?

It’s one of the least talked about experiences in the workplace, yet it affects half the population – often during peak career years. Menopause, and the transition into it, is a natural part of life. However, when it’s met with silence, stigma, or misunderstanding, the result is far from natural: talented women feel invisible, unsupported, and sometimes, pushed to breaking point. 

For many years, women experiencing menopause in traditional, male-dominated workplaces have felt dismissed. With little acknowledgement from leadership and limited understanding from colleagues, symptoms like fatigue, anxiety, or cognitive shifts were often misinterpreted or quietly judged. In the absence of open dialogue, women have faced pressure to conceal their struggles, work harder to maintain credibility, and in some cases, step back from career ambitions. 

Annelize van Rensburg, global chair of Signium, comments:

“For business leaders navigating the age of diversity and inclusion, it should no longer be an option to ignore the topic of menopause and how it affects their workforce. Rather, create compassionate, informed environments where women can flourish despite what they’re going through.” 

Breaking the silence starts at the top 

Menopause symptoms can be physically and emotionally taxing. From night sweats and disrupted sleep to mood swings, brain fog, and anxiety – these are more than minor inconveniences. Yet, many women feel the need to push through silently, afraid of being perceived as less capable or less professional. 

As a result, many of the world’s most experienced workers and leaders are caught up in quiet suffering and declining confidence. According to a UK-wide survey conducted by the Women and Equalities Committee in early 2022, 31% of women experiencing menopause symptoms took time off work, while over two-thirds felt unable to disclose what they were going through. A follow‑up report linked to Chartered Institute of Personnel Development (CIPD) research shows that 17% had considered quitting due to a lack of support, and 6% had actually left their jobs. 

“Creating menopause-inclusive workplaces is not about making exceptions to all policies,” says van Rensburg. “It’s about acknowledgement and removing outdated expectations. It’s about being reasonable. Companies must normalise the conversation, and that starts with leadership being willing to demonstrate openness and empathy.” 

Training is a good first step, but it can’t end with a slide deck. Awareness must translate into cultural shifts: flexible policies, informal support structures, and access to practical resources. Many organisations already have wellness programmes in place, from mental health support to hormone therapy consultations. Yet, if no one talks about them, they often go unused. 

UK retailer Co‑op has taken a proactive stance on menopause in the workplace. Alongside a formal menopause policy, the company equipped over 4,500 managers with practical guides to help them recognise symptoms, offer support, and begin informed and gentle conversations. 

Helen Webb, Chief People & Services Officer at Co‑op, framed the change succinctly: “It’s time to stop viewing the physical and mental impacts felt by those experiencing perimenopause and menopause as just a woman’s issue and rather as a workplace issue that we all have a role in supporting.” 

Key elements of the policy include: 

• Dedicated training and guidance for managers to understand menopause impacts and start sensitive conversations early. 

• Provision of reasonable adjustments such as flexible working, temperature control, and workload planning through adjustment plans or wellbeing passports. 

• A proactive approach to reduce stigma by encouraging open dialogue, affirming that menopause is a shared leadership responsibility, not just a personal issue. 
   

Internationally, workplace legislations require that companies have a range of HR policies, such as sick leave, maternity and paternity leave, family responsibility, or disability and injury on duty. Yet there is still no formalised approach to menopause, despite this being a profound physical and emotional disruption to mature women who hold key roles in the global workforce. Van Rensburg shares her thoughts, saying: “Companies like Co-op and Sony Music are pioneering change in this area, but shouldn’t each country’s regulating body be at the forefront of defining the minimum support that women need during this time of their lives?” 

How can women empower themselves during menopause? 

There’s no one-size-fits-all journey through menopause. Every woman experiences her own version of this life stage, and that’s why self-awareness is key.  

“Menopause is not an excuse to treat others badly or abuse a policy system,” urges van Rensburg. “With empowerment comes responsibility. While symptoms may be beyond a woman’s control, it’s the way that she responds that matters. Self-compassion and accountability must go hand in hand.” 

Knowledge is power. Understanding the biology, phases and symptoms allows women to seek the proper support, whether that’s through medical advice, therapy, lifestyle adjustments, or peer networks. It also gives them the language to advocate for themselves at work. 

This is also a pivotal moment for women to redefine how they lead, how they collaborate with others, and how they approach their own well-being. With the right knowledge and support, menopause can open the door to greater self-understanding and a more intentional approach to how affected women engage with their work and their peers. 

A paradigm shift: Menopause is a new chapter 

Despite the headlines and the stereotypes, menopause is not all misery and mood swings. Research shows that menopause can also unlock powerful traits that serve women well in leadership and life: 

• Increased assertiveness  

As estrogen levels drop, many women report feeling more decisive and less concerned with people-pleasing. This enables them to speak up with clarity and confidence. 

• Sharper priorities and purpose 

This phase often prompts a reassessment of values, leading to more focused decision-making and a stronger alignment with what truly matters, both personally and professionally. 

• A rise in creativity and problem-solving 

Some studies suggest that hormonal recalibration experienced during menopause may enhance divergent thinking and emotional resilience. This fuels innovation and fresh perspectives in the workplace. 

“Menopause is not a decline,” concludes van Rensburg. “It’s a turning point. Great leaders know that human experiences, however personal, shape professional journeys. By opening space for real, vulnerable conversations around menopause, we’re doing more than supporting the women in our teams; we’re raising the emotional intelligence and overall potential of our organisations.”