The Business Case
Most organisations underestimate menopause because its impact is rarely immediate or visible.
The effect is cumulative.
Confidence erodes before performance metrics change. Decision-making narrows before roles are exited. Leadership presence shifts before resignation letters are written.
By the time menopause appears in attrition data, the cost has already been paid.
Why This Shows Up as a Talent Problem
Menopause often presents as disengagement, reduced ambition, or resistance to progression.
In reality, it is frequently a clinical issue that has not been recognised or addressed.
Without medical insight, organisations misinterpret cause and apply the wrong solutions.
The Cost to Organisations
Loss of institutional knowledge
Disrupted succession planning
Increased recruitment and onboarding costs
Reduced leadership diversity at senior levels
Quiet reputational damage as experienced women exit
Why Early Intervention Matters
When menopause is identified and managed early, performance is protected.
When it is ignored, organisations lose leaders at precisely the point they should be contributing at their highest level.
This is a solvable problem.
But only when it is treated with clinical seriousness and strategic intent.