Keeping Talent at the Heart of Your Organisation
Each organisation will have their specific priorities and goals that require focus to ensure that their female talent stays, develops, and attains those senior and executive positions. What specific organisational pressures and goals do you want Menopause support and awareness to help resolve?
Retention
Genuine and visible opportunities for women to grow and develop with a sense of purpose and fulfilment. Creating and maintaining this environment during Menopause drives loyalty, commitment and performance.
Attraction
Being the employer of choice requires a comprehensive and inclusive employee value proposition (EVP) that is demonstrably part of the daily employee experience. Women of all ages will seek out Menopause readiness as a pillar of a female-positive organisation.
Progression
Defined and enabled pathways to developmental, management and executive positions, with mentoring and sponsorship. Individual Menopause plans that support flexibility and adjustments will be vital in achieving this.
Reputation
Menopause enabled organisations welcome a transparent approach that positively projects their character, internally and externally, doing the right thing for their people while adding bottom-line value.
What clients say …
Creating an effective, modern approach to Menopause
We design programmes that are built around four key elements which, when combined, enable you to achieve and maintain your organisational specific goals.
Awareness Sessions
Underpinning successful change, awareness drives the opportunity for a new way of thinking about a phase of life that until recently was a social and workplace taboo. We create a base layer of vital Menopause learning for all employees – from the boardroom to the post room – in sessions from 20 minutes to an hour.
Common topics include:
- Menopause awareness for all
- Menopause for men
- Menopause for women
- Menopause Express (short 20min embedded sessions)
Training Workshops
Workshops focus on specific groups within your organisation, providing an opportunity to unpick the unique business challenges that Menopause presents. Highly interactive, they provide an environment where colleagues develop new understanding and modern ways of working.
Common topics include:
- Menopause in the workplace for managers
- Successful Menopause conversations
- How to break the stereotypes around Menopause
- Managing your Menopause successfully at work
Menopause Coaching
Specific and tailored programmes of one-to-one coaching, where individuals can focus on gaining control of their Menopause experience or embedding and integrating new ways of thinking, interacting and managing others.
- Woman to woman coaching
- Integrated coaching (post workshops)
Data & Culture Analysis
Using corporate data to identify measurable improvements in retention, attraction, development and promotion of women. Creating inclusive practices and measures to support female talent to reach senior and executive roles.
Policies & Guidelines
Menopause policies and management guides are for many organisations a new area of focus. Working alongside your team to ensure documentation is in alignment with existing policies and values. Both policies and guides work in tandem, to support your menopause initiative.
Communication
Targeted and focused communication that aligns with your culture, to support your menopause initiative. Delivering information that it is inclusive, empathetic and accurate and that drives engagement and awareness across your organisation.
The Menopause Enabled Workplace
A multi-disciplinary approach that recognises the value and importance of meaningful and flexible Menopause support and services across the workplace. This is an audited and certificated process that for the first time incorporates the collaboration of HR, DEI and Real Estate.
Cultural
Create an inclusive organisation that values diversity and promotes equality. Raise awareness across all employees, with focused training for HR, management and those experiencing Menopause. Ensure internal and external communications represent colleagues and the contribution they make.
Procedural
Develop policies and guidelines that offer effective and flexible support for women and their managers. To enable women to continue with their chosen career and achieve their ambitions, while ensuring managers and HR are informed and supported throughout this process.
Workspace
The unspoken yet critical piece of an enabled workspace where physical features, environmental factors and colleague services are seamlessly incorporated from the initial design phase or comprehensively retro fitted by those who deliver and maintain the workplace.