How L&D can create work environments that empower women to thrive during menopause and beyond
In today’s evolving workplace, it is crucial for L&D professionals to acknowledge the impact of menopause and provide support systems for women navigating this life phase. The concept of a ‘second spring’ is rooted in Eastern philosophy, that reframes menopause as a period of renewal and growth. This perspective can offer women – and their employers – powerful tools to foster resilience, wellbeing and career advancement during and beyond menopause.
Menopause isn’t just a personal health matter; it has professional implications that demand understanding and empathy
Recognising diverse experiences
Every woman’s journey through menopause is unique, and that diversity should be reflected in workplace training and support. While public narratives often focus on extremes – either a challenging experience or one that’s barely noticeable – most women’s experiences fall somewhere in between.
For L&D specialists, this diversity highlights the need for flexible, personalised support frameworks. Training programmes can help both employees and managers recognise that menopause isn’t just a personal health matter; it has professional implications that demand understanding and empathy.
Shifting the narrative from loss to opportunity
In many Western cultures, menopause is often seen as a period of decline, one that’s to be endured or ignored. But from a learning and development perspective, we can adopt the concept of a second spring to challenge this notion. In non-Western cultures, menopause symbolises renewal – a shift into a phase marked by new opportunities, wisdom and re-energised potential.
Encouraging this mindset through L&D initiatives can empower women to embrace this transition. This shift can also benefit organisations, as they retain experienced, talented employees who may otherwise feel disengaged or unsupported during this time.
Supporting women at the peak of their careers
Ironically, many women face menopause just as they step into senior leadership roles. These are often the most demanding years of their careers. Symptoms like brain fog, emotional fluctuations, or fatigue can undermine performance, especially if unaddressed.
For L&D teams, this is where targeted training and supportive policies can make a difference. The second spring mindset emphasises self-awareness and acceptance, encouraging women to honour their changing needs and rhythms. Training programmes that focus on self-care, time management and resilience-building during this phase can help women maintain peak performance and continue their leadership journeys.
Embracing change as a constant
Menopause is just one of many life changes professionals face, but it comes with distinct physiological challenges. These need to be recognised and accommodated within workplace wellness initiatives. Symptoms like hot flushes, poor sleep, or mental fogginess are temporary but can interfere with both personal and professional lives.
L&D programmes can emphasise the importance of energy preservation and proactive health management – whether through mindfulness workshops, flexible work arrangements, or health and wellness programmes focused on nutrition, stress reduction, and physical activity.
A cultural shift for empowerment
One of the most powerful messages L&D professionals can convey is that menopause is not an ending, but a new beginning. Encouraging organisations to adopt the second spring mindset creates an environment where women feel valued, not sidelined, as they age.
Incorporating menopause awareness into leadership development programs can help shift organisational culture, making it more inclusive and supportive of women in their midlife and beyond.
Jacqui Purdy is an accredited Executive Coach, a qualified Menopause Yoga Teacher and Strengths Unleashed Partner.
Second Spring Leaders is a wellbeing programme in partnership with Strengths Unleashed designed for executives approaching, experiencing, or post-menopause.
