Awareness sessions are designed for the whole organisation.

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They create a shared understanding of menopause, reduce stigma, and help employees recognise what may be happening for themselves, colleagues or team members.

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This is often the first step in opening up the conversation and creating a more informed, supportive culture.

 

 

Training is more focused and practical.

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It is typically designed for line managers, HR teams and senior leaders who are responsible for responding to situations as they arise.

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This is where understanding turns into action.

Training focuses on:

• recognising the early signs before they escalate

• understanding how symptoms can affect confidence, focus and decision making

• knowing how to have conversations that are supportive and appropriate

• responding in a way that is consistent, fair and aligned to the organisation

 

I design and deliver both awareness and training in a way that reflects how menopause actually shows up in working life.

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That means:

• going beyond symptoms and into impact

• using real scenarios and practical examples

• creating space for discussion and questions

• focusing on what people need to do differently as a result

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This is not about turning people into experts.

It is about making sure the right people know enough to respond well, early and consistently.

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When this is in place:

Employees feel more understood.
Managers feel more confident.
Conversations happen earlier.
And organisations are less likely to see issues escalate into absence, performance concerns or loss of experienced talent.

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If menopause is already being talked about in your organisation, but managers still feel unsure how to respond, this is usually the next step.