Create a workplace where no one feels they have to struggle through menopause alone.
Starting from €1,525
You Want To Support Your People, But Menopause Can Be Hard To Navigate
You might already know the basics about menopause. You might even have a policy, some guidance and good intentions around supporting people. But what happens when you notice someone seems different?
Their concentration has changed. They’re more tired than usual. They seem less confident, or they’re struggling in ways you can’t quite put your finger on.
Menopause can be a deeply personal experience, and there isn’t one right way to respond. The challenge for people leaders is knowing how to support someone without making assumptions, crossing boundaries or making an already difficult conversation feel harder.
From Understanding Menopause To Knowing What To Do
Knowing more about menopause is useful. Knowing what to do with that understanding is where things become more practical. This course helps people leaders move beyond awareness and feel more confident supporting people through menopause at work. Through practical activities, discussion and realistic workplace situations, delegates explore how menopause can show up at work, how to approach sensitive conversations and what meaningful support can look like.
Using the LISTEN framework, delegates will practise the conversations themselves, explore language that can help create openness and consider how workplace adjustments, resources and organisational support can make a genuine difference.
What To Expect
This is a practical, highly interactive workshop focused on building confidence through discussion, reflection and practice. You’ll explore how perimenopause, menopause and post menopause can affect people at work, then work through realistic situations and practise conversations using the LISTEN framework. You’ll also explore practical support, from workplace adjustments and resources to the wider responsibilities of people leaders and organisations.
You’ll learn to:
- Understand the differences between perimenopause, menopause and post menopause, and how experiences can vary from person to person.
- Recognise how physical, psychological, emotional and cognitive symptoms can show up at work without making assumptions or attempting to diagnose someone.
- Understand how to approach a menopause conversation with greater confidence using the practical LISTEN framework.
- Explore language that can help people feel comfortable talking about their experience, alongside comments that may unintentionally shut a conversation down.
- Understand the range of medical, lifestyle and workplace resources that may form part of someone’s support.
- Explore reasonable adjustments to working environments and ways of working that may help someone continue to perform and feel supported.
- Understand the responsibilities people leaders and organisations need to consider when supporting menopause at work.
- Explore practical actions organisations can take and how these can be translated into their own workplace.
- Begin shaping a workable Menopause Action Plan rather than creating another policy that sits on a shelf.
- Take clear actions back into the workplace, with greater confidence about what to do and where to go next.
Push Your Business Forward
Connect
Schedule a quick call with our team, and we’ll help you get started.
Discover
We’ll take your skills to the next level with our interactive training course.
Transform
Take practical steps towards creating a supportive workplace.
When Menopause Support Exists On Paper, People Can Still Feel Alone
Having a menopause policy or sharing information is an important starting point. But it does not always mean people feel comfortable asking for support.
Someone may be struggling with symptoms while worrying about how they will be perceived at work. A manager may notice a change but feel unsure about whether to ask. Even well-meaning comments can make a difficult conversation harder to have.
Without the confidence or practical tools to respond, opportunities to offer meaningful support can be missed. People may continue struggling quietly, while managers are left unsure what they could have done differently.
When Support Feels Human, People Are More Able To Ask For What They Need
When leaders understand menopause and feel confident having supportive conversations, it becomes easier for people to speak openly about what might help them.
Managers can listen without making assumptions, explore appropriate support and work with individuals to understand what could make a difference. Organisations can also move beyond policy and put practical actions into place. With awareness, confidence and meaningful action, organisations can create a workplace where people know where to turn, managers know how to respond and everyone has a clearer idea of what good support looks like.
