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Building Inclusive Workplaces: Why Menstrual and Menopause Support Belong in Your DEI Strategy

 

Introduction

As HR leaders prepare strategies for 2026, diversity, equity and inclusion (DEI) remain high on the agenda. Yet a critical area is often overlooked – the impact of menstrual and menopause health on retention, productivity and culture.

Evidence is clear: 69% of women report negative workplace experiences linked to menstrual symptoms, and over 40% of menopausal women say their ability to work is affected (CIPD, 2023; Fawcett Society, 2022). Without adequate support, organisations risk higher absenteeism, presenteeism and turnover.

This blog explores why menstrual and menopause support is central to DEI, what inclusive practice looks like, and how HR can embed change strategically.

 

Why Hormonal Health is a DEI Issue

Menstruation and menopause are not marginal concerns – they affect almost every female employee at some stage of their career. Research shows that 69% of women have experienced negative impacts at work due to menstrual symptoms, from fatigue and pain to stigma around disclosure (CIPD, 2023a).

For menopause, the picture is similar. More than 40% of women say their symptoms have affected their ability to work, and eight in ten report that their employer provides no basic support (Fawcett Society, 2022).

An inclusive workplace recognises these realities and addresses them within its DEI framework. Creating “period-friendly” environments – with open communication, access to facilities, and cultural acceptance – is no longer optional (People Management, 2024).

 

The Retention and Progression Risk

Workplace culture directly shapes retention. A 2025 survey found three in five young women conceal period-related sick leave, signalling a lack of psychological safety and trust (People Management, 2025).

For mid-career women, the risks are equally pressing. Government analysis confirms that early or severe menopause can reduce productivity and shorten time in employment (Gov.uk, 2024). The cost of replacing experienced staff is significant, with estimates around £30,000 for a mid-level manager when recruitment, training and lost knowledge are factored in.

Chronic conditions add further complexity. Endometriosis, affecting one in ten women, is associated with nearly 11 hours of lost productivity per week (Nnoaham et al., 2011). Endometriosis UK highlights an annual productivity cost of more than £8 billion to the UK economy (Endometriosis UK, 2024). Without proactive support, these issues erode career progression and retention.

 

The Hidden Costs of Silence and Presenteeism

Absenteeism is only part of the picture. Many employees continue working while unwell – a form of presenteeism that reduces performance and increases error rates. This hidden cost is rarely measured.

CIPD research shows many employees feel unable to disclose menstrual or menopause challenges, fearing stigma or lack of understanding (CIPD, 2023a; 2023b). The Wellbeing of Women Just a Period survey further confirmed that a lack of psychological safety drives silence and under-reporting (Wellbeing of Women, 2023).

The economic case for tackling this gap is strong. The NHS Confederation estimates that menopause-related ill health alone costs the UK economy £7 billion annually (NHS Confederation, 2024). When combined with menstrual absenteeism and presenteeism, the impact on productivity is undeniable.

 

What Inclusive Practice Looks Like in 2026

Organisations cannot rely on one-off awareness events. Inclusive practice requires structural and cultural change, built on five pillars:

  • Policy: Explicit reference to menstrual and menopause health within wellbeing and DEI policies (CIPD, 2023a; 2023b).
  • Facilities: Access to rest spaces, products, and adjustments such as flexible breaks or temperature control (People Management, 2024).
  • Manager capability: Training to handle sensitive conversations and offer adjustments without bias (Fawcett Society, 2022).
  • Measurement: Regular surveys and anonymous reporting channels to surface needs and track progress (CIPD, 2023a; 2023b).
  • Culture: Open dialogue, supported by leadership, that normalises discussion of women’s health (Wellbeing of Women, 2023).

These practices are not “extras” – they are DEI essentials.

 

From Awareness to Culture – A 12-Month Roadmap

Short-term awareness talks play a role but do not deliver lasting change. Embedding cycle-aware culture requires a structured approach.

The Cycle-Aware Culture programme is designed as a 12-month roadmap that aligns directly with HR’s DEI and retention priorities. It includes:

  • Monthly workshops covering menstrual health, perimenopause, menopause and chronic conditions.
  • Quarterly reviews with HR to ensure alignment with organisational objectives.
  • Optional 1:1 coaching for employees most affected.
  • A resource hub with toolkits and HR briefing sheets.
  • An end-of-year impact report with clear recommendations.

This model ensures inclusion is embedded across the employee lifecycle – not left as an annual awareness event.

 

Practical First Steps for HR Leaders

If your organisation is preparing its 2026 strategy, here are immediate steps you can take:

  • Review policy documents – ensure menstrual and menopause health are covered explicitly.
  • Train line managers – equip them with knowledge and confidence to support employees.
  • Make environmental adjustments – provide facilities and flexible working where possible.
  • Create feedback loops – use surveys and anonymous reporting to capture real employee needs.
  • Map support across career stages – from early-career dysmenorrhoea to later-life menopause, and for conditions such as endometriosis.

 

Conclusion

Menstrual and menopause health are not side issues – they are central to DEI and retention strategies. Ignoring them undermines equity, inclusion, and productivity. Addressing them strengthens culture, protects talent, and positions organisations competitively for 2026.

👉 Download the HR Checklist to identify gaps in your current approach.

👉 Book a free 20-minute Cycle-Aware Workplace Call to explore how a 12-month roadmap can embed this into your culture.

 

References

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