Menopause, Quiet Quitting, and the Path to Workplace Inclusion: A Strategic Perspective for Chief Learning Officers

As we mark International Menopause Month, it’s essential to recognise the evolving conversation around menopause, once shrouded in stigma, but now gaining much-needed visibility thanks to increased medical research and advocacy. This transformation has empowered more women to see menopause as a “Second Spring,” a phase of renewal and opportunity. However, while strides have been made, the corporate world still has significant work to do—particularly in light of trends like “quiet quitting.” For Chief Learning Officers (CLOs), this presents an opportunity to rethink learning strategies and workplace policies to better support a crucial demographic.

The Intersection of Menopause and Quiet Quitting

Menopause affects a substantial portion of the workforce. In the UK alone, around 13 million women are peri-menopausal, menopausal, or post-menopausal—many of whom are at the peak of their careers. Their experience, leadership, and wisdom are irreplaceable assets. Yet menopause comes with a variety of symptoms, including cognitive challenges, anxiety, and sleep disturbances, which can impact performance, attendance, and overall well-being.

The rise of “quiet quitting”—where employees disengage and do only what is necessary to meet their job requirements—can be partially attributed to the lack of workplace support for perimenopausal and menopausal women. When these employees face debilitating symptoms without sufficient understanding or accommodations, their motivation and engagement can decline. For learning professionals, addressing this issue goes beyond compassion; it’s a matter of strategic talent retention and engagement.

Political Commitments and Workplace Implications

Recent political movements, highlighted in the King’s Speech, have laid the groundwork for more inclusive workplaces that consider the impact of menopause on women’s careers. The commitments include:

• Mandatory Menopause Workplace Policies: Large employers will be required to implement supportive policies, ensuring that women have the tools they need to manage their symptoms without sacrificing productivity.
• Manager Training: Employers must provide managers with training to help them understand menopause and support employees going through it, fostering a more empathetic and inclusive work culture.
• Flexible Working Rights: Enhanced flexible working policies will help menopausal women balance their symptoms with their professional responsibilities.
• Access to Healthcare: Improving access to treatments such as hormone replacement therapy (HRT) will ensure women receive the medical support they need.

For Chief Learning Officers, these developments signal the need to create and deploy educational resources that not only comply with these regulations but also support a culture of understanding and flexibility. This is a strategic imperative for any organisation that values its workforce diversity and inclusion efforts. 

Supporting Menopausal Women: A Learning and Development Priority

Under the UK’s Equality Act 2010, menopause symptoms that substantially affect a woman’s ability to perform daily tasks may be classified as a disability, requiring employers to make reasonable adjustments. Beyond compliance, businesses should view menopause as an opportunity to reinforce their commitment to diversity, equity, and inclusion (DEI).

CLOs can play a pivotal role by implementing these strategies:

• Comprehensive Learning Programs: Develop mandatory training on menopause for all staff, with specific modules tailored for managers to address support strategies.
• Promote Open Dialogue: Encourage open conversations about menopause through workshops, support groups, or employee resource networks. A culture of openness reduces stigma and ensures women feel supported.
• Tailor Leadership Development: For high-potential female leaders going through menopause, customised leadership programs like the “Second Spring Leaders Programme” can offer targeted support, helping women manage symptoms while continuing to lead with confidence.
• Integrate Menopause into DEI Initiatives: Ensure that menopause is part of the broader DEI conversation, linking it to initiatives that promote gender equality, mental health awareness, and employee wellness.

The ‘Second Spring’ Leaders Programme

Strengths Unleashed offers a “Second Spring Leaders Programme,” designed to empower senior women navigating menopause. For CLOs, this type of program represents a template for integrating menopause into leadership development. The program includes:

• Discovery Phase: A strengths-based assessment to help female leaders recognise their unique talents.
• Deep-Dive Retreat: Workshops that combine Eastern and Western approaches to menopause, including wellness techniques like yoga and meditation.
• Ongoing Learning: Monthly sessions that provide a continued space for learning, reflection, and resilience-building.

This approach not only supports women but aligns with organisational goals of retention, performance, and leadership continuity.

Reframing Menopause as a ‘Second Spring’

For CLOs, increasing menopause awareness and training offers a unique chance to reshape workplace culture. Viewing this life stage as a period of growth and renewal rather than decline can have profound effects on employee engagement and organisational performance. When women feel supported and empowered, they can contribute more fully, leading to reduced instances of quiet quitting and enhanced overall productivity.

Conclusion: A Strategic Imperative for Learning Leaders

Supporting menopausal women isn’t just a moral obligation—it’s a strategic business imperative. As companies strive to retain top talent, reduce disengagement, and foster a more inclusive environment, CLOs are uniquely positioned to drive change. By embedding menopause awareness into leadership development, DEI strategies, and corporate policies, organisations can enhance their workplace culture and ensure that their most experienced and valuable employees thrive.

The commitments outlined in the King’s Speech, coupled with initiatives like Strengths Unleashed’s “Second Spring Leaders Programme,” offer a clear roadmap. The challenge is for CLOs to implement these strategies effectively and ensure menopause becomes part of the ongoing conversation about creating a better, more inclusive workplace.