June is Pride Month and is a time to celebrate and advocate for LGBTQ+ inclusion. It also provides a time to focus on acceptance, equality and educating individuals in LGBTQ+ history, as well as raising awareness of the issues which affect the LGBTQ+ community.

The link between Pride and menopause

While the link between Pride and menopause may not be immediately obvious, it’s an incredibly important one and one which may cause issues for affected individuals.

When we think about menopause, many people automatically picture a woman in midlife having a hot flush.  However, in reality, menopause is a lived experience for many people across the gender spectrum. If someone has ever menstruated, regardless of how they identify now, they will experience menopause. This includes trans men, non-binary and gender questioning individuals.

We know that trans, non-binary and gender questioning people can already be facing significant barriers when it comes to accessing healthcare and feeling safe and supported at work. Imagine feeling this way and then you start to throw menopause symptoms into the mix, along with the stigma and misunderstanding around menopause, and those barriers only grow.

We know that some women can feel embarrassed to admit that they are menopausal and struggle to ask for help at work – this may be much more difficult for someone who does not identify as a woman and finds themselves experiencing a natural part of life that they associate with being a female experience.  As well as the menopause symptoms, we may find that they experience further psychological symptoms.

Is your organisation really inclusive?

Pride brings about a great opportunity for us to look at our ways of working and challenge if we are truly inclusive…

• Review your language. Are your policies written in a way that assumes only women go through menopause? Small shifts like using “individuals experiencing menopause” can make a big difference.
• Check your materials. Do your support resources use inclusive visuals and language? Would someone who doesn’t identify as female feel seen and welcome?
• Make support accessible. Confidential access, trusted points of contact, and a non-judgemental tone help everyone feel safer reaching out.  Or if the individual does not feel comfortable speaking up, are your resources easily accessible for them to find for themselves?
• Train with inclusion in mind. Make sure your menopause awareness sessions acknowledge gender diversity and explore how different identities may affect someone’s experience. Ensure that line managers are confident and inclusive when talking about menopause

By taking small steps, we can create a culture where every person feels recognised, respected, and supported. Menopause is not a “women’s issue” it’s a human issue, and it belongs to us all. Being inclusive means moving beyond assumptions — and showing people that we see them, we hear them, and we’ve created a workplace that welcomes every experience.

Men’s Mental Health Month

June is also Men’s Mental Health Month, and it’s a good time to talk about something that often goes unnoticed: the mental health impact of menopause on men.

We talk a lot about the direct effects of menopause, but what about the indirect ones?

• What about the husband who’s been waking up at 2am for weeks because his partner is struggling with night sweats and insomnia?
• What about the teenage son who’s watching his mum change before his eyes and doesn’t know how to help?
• What about the colleague whose work focus has dipped, not because of their own health, but because they’re supporting someone else at home?

These men may not be going through menopause themselves, but they’re living with it and it affects them deeply.

Let’s put this into context:

• A man working in a safety-critical job is coming to work tired, stressed and distracted.
• Another is feeling helpless watching his partner struggle with anxiety and rage, unsure how to support her.
• A young male apprentice is worrying about his mum at home, which is playing on his mind during a key training period.

This is why we say: menopause affects 51% of the population directly, but indirectly, it touches everyone.

Supporting the mental (and physical) health of men who are impacted by menopause is not just a kindness, it’s a workplace wellbeing issue.

How can your organisation support men’s mental health?

What can you do?

• Acknowledge it. Bring this into your wellbeing conversations and manager training.
• Encourage openness. Let male employees know it’s okay to be affected and to ask for support.
• Look beyond the individual. Think about the ripple effect of menopause on teams and families.

Let’s widen the lens and support the supporters, too.

How Inclusive Is Your Menopause Support?

Here’s a quick self-check for you and your organisation:

• Do your policies speak to “women” or “everyone who menstruates”?
• Would a trans man, non-binary or gender questioning person feel safe accessing your menopause support?
• Are your materials written in plain, friendly language, or full of jargon?
• Are line managers equipped to spot signs and respond without awkwardness or assumptions?
• Is support visible and confidential, or buried in a hidden intranet folder or on a shelf collecting dust?

June is a perfect time to make a start – a supportive culture is built one step at a time, and it starts with noticing who’s being left out of the conversation.

Conversations That Make a Difference

Whether you’re a line manager, a colleague, a friend or a family member, you don’t need to be an expert to make a difference.

Try saying:

“You’ve had a lot going on lately, I just want you to know I’m here, and we can talk about any support that might help.”

Or if you’re the person struggling, consider:

“I’ve been having a hard time with symptoms lately, is there someone I can talk to about what support is available?”

These conversations don’t have to be long or perfect. They just need to start and show empathy and support.

Many organisations believe that they do not need to invest in menopause awareness and education sessions because they are male dominated, but this needs to be challenged.  Not everyone who has a menopause identifies as a woman and menopause doesn’t just affect those that are personally going through it.

Together, let’s make menopause everyone’s business, because everyone deserves to feel seen, supported, and safe at work.

How I can help:

Here are just some of the ways I can help…

Menopause Awareness Sessions

Engaging, relatable workshops that help normalise menopause conversations, increase understanding, and reduce stigma. Delivered in-person or virtually, tailored to your team.

Menopause Education for Managers and Leaders

Creating a menopause-inclusive culture starts at the top. Managers and leaders play a pivotal role in supporting employees through menopause, but they often lack the confidence or the tools to do so effectively.

I can provide bespoke training sessions for managers and leaders, helping them:

• Understand the impact of menopause on mental health and wellbeing
• Have compassionate, confident conversations about menopause and mental health
• Recognise the signs and symptoms of menopause, particularly the emotional and psychological effects
• Support employees in a way that is respectful, empathetic and empowering
• Embed menopause awareness into team culture and overall leadership strategy
• Identify when to refer individuals to appropriate resources and support, ensuring they are fully supported throughout their menopause journey.

This training ensures that managers don’t just “know” about menopause, they have the skills to lead with understanding, provide appropriate support, and take proactive action to create a more inclusive workplace.

This is especially important when supporting diverse identities and recognising that some people, particularly LGBTQ+ employees or men affected indirectly, may feel less able to speak up.

Coaching Support

Confidential one-to-one or group coaching for individuals navigating menopause. Rebuild confidence, manage change, and feel more like yourself again.

Menopause Champion Training

Empowering key people in your workplace to be trained, supportive listeners and signposters, creating safer spaces for peer-led support. You don’t need to be an expert to make a difference and those who may struggle speaking to their manager, may find a Menopause Champion a safer option.

Policy Reviews and Practical Guidance

Let’s make sure your menopause policy isn’t just a document, but something that truly supports your people. I can help you review, refresh or co-create policies that are clear, practical, and aligned with your culture … and the Employment Rights Bill.

Culture Audits and Independent Support

Not sure how menopause is viewed in your organisation? I can provide independent insight into what’s working, what’s not, and how to move forward with practical, real-world recommendations.

Suicide First Aid Training

As a certified and qualified Suicide First Aid Tutor, I can train individuals in your organisation to become Suicide First Aiders; giving them the skills, confidence and knowledge to spot the signs of suicidal thoughts and to have a potentially life-saving conversation that can guide someone to a place of safety and support. This is especially vital for people silently struggling, whether due to menopause, gender identity, mental health, or the pressures of supporting others.

Find out more here.

 

Menopause is not a niche issue, it’s a human experience that intersects with gender, identity, mental health, and workplace culture. As we recognise Pride Month and Men’s Mental Health Month, let’s use this moment to commit to deeper inclusion.

That means seeing beyond assumptions, updating outdated language, and making sure support is visible, accessible, and inclusive for all. Whether you’re shaping policy, leading a team, or simply showing up for a colleague, you have the power to make a difference.

Let’s build workplaces where every individual, no matter how they identify or how menopause touches their life, feels seen, supported, and safe.

Inclusion isn’t a one-off campaign; it’s a culture we create together, conversation by conversation.

Get in touch today to chat about how we can help transform your workplace!

Alison x