Across the UK, thousands of experienced, talented women are leaving leadership pipelines because of menopause. For many, the combination of career peak, discrimination, and menopause symptoms becomes a perfect storm – and a lack of workplace understanding can push them to step back or step away entirely.

This isn’t just a personal loss. It’s a leadership gap that affects organisational performance, diversity, and the bottom line.

The Leadership Cliff: When Menopause Meets Mid-Career

Women typically reach senior management or leadership positions in their 40s and 50s – the same age range when menopause occurs.
But instead of being supported, many face:

• Increased workload and stress without flexibility
• Dismissive attitudes from colleagues or senior peers
• Performance reviews that ignore the impact of health changes
• A lack of open conversation or understanding from male leaders

The result? Many capable women feel isolated, undervalued, and forced to choose between career progression and wellbeing.

Why Organisations Can’t Afford to Ignore This

Menopause discrimination doesn’t just harm individuals – it weakens leadership pipelines. When mid-career women leave, companies lose:

• Institutional knowledge and leadership continuity
• Diversity of thought critical to innovation and strategy
• Role models who mentor younger colleagues and shape inclusive cultures

Research shows that organisations with higher gender diversity in leadership roles outperform their peers. 

What Inclusive Leadership Looks Like During Menopause

1. Empathetic management – train leaders to recognise the impact of menopause without judgment or bias.
2. Flexible working options – small adjustments can make a big difference to performance and wellbeing.
3. Health and wellbeing policies – include menopause explicitly within your inclusion strategy.
4. Mentorship and peer support – connect mid-career women with others experiencing similar challenges.
5. Visible advocacy – encourage senior leaders to speak openly about menopause at work.

Retaining Female Leadership Talent

Retention starts with awareness. Creating an environment where women feel supported through menopause leads to:

• Stronger employee engagement
• Improved leadership diversity
• Reduced absenteeism and turnover
• A reputation as an employer of choice

Take Action: Build a Culture That Supports Every Stage of a Woman’s Career

Don’t let menopause discrimination quietly erode your leadership potential. By understanding the impact of menopause on work and taking proactive steps, your organisation can retain, empower, and uplift women at every career stage.

Our Menopause Awareness Course is practical, CPD-accredited, and designed to help you turn awareness into organisational change. Book a short demo!