Breaking Barriers: Why Menopause is Shaping the Future of Women in Leadership

Menopause. Not exactly what you may have thought would be a hot leadership topic, right? But I’m here to tell you that if we’re serious about keeping talented women in leadership, we have got to start talking about it. Women are stepping down from leadership roles and out of their careers entirely, not because they’ve lost their ambition, but because of the overwhelming impact of menopause on their daily lives—and workplaces are not yet equipped to deal with it.

I recently ran a Breaking Barriers session on this very topic. It was raw, real, and exactly what women in leadership (or those aiming for it) needed to hear. Because let’s face it, if we don’t acknowledge the hormonal elephant in the room, we’re going to keep losing brilliant women at the peak of their careers.

I shared my own story. After having my second child at 40, I slid unknowingly into perimenopause. It was an invisible storm—one symptom after another creeping up on me. Forgetfulness, joint pain, irritability. I’d assumed it was just life, you know? Motherhood, running two businesses—of course I was tired. But by the time lockdown hit, I was in full-blown survival mode. My mood swings? They weren’t mood swings. They were mood tsunamis. And the rage? I didn’t even recognize myself.

But here’s the clincher: so many women are going through this, silently suffering, and often attributing their symptoms to stress or burnout. The result? A talent drain we can’t afford. Fifty percent of women are considering leaving the workforce because of menopause-related challenges. Let that sink in—half.

Two clients of mine, both extraordinary leaders, illustrate exactly what’s happening. Take Mary (not her real name). She’s a CEO who turned a failing business around, made it profitable, transformed its culture—basically, an absolute powerhouse. But when menopause hit, she nearly walked away. She was exhausted, anxious, and felt like she had nothing left to give. Imagine losing a leader like that, not because of capability, but because she didn’t feel she could keep going.

Then there’s another client, equally high up the corporate ladder. She did leave. She walked out of a job she’d been smashing for years, feeling lost, drained, and unable to keep up. It took her a year to realize what was really going on—perimenopause—and by then, she was out the door. How many more women are we going to lose before we start getting this right?

So, what do we do? First off, we need to demand more from our workplaces. Flexible working conditions—hybrid working is a game changer for women dealing with menopause symptoms like hot flushes, anxiety, and insomnia. Let them work from home when they need to. It’s that simple. Or take a day off when it gets too much.

But it’s not just about policies; it’s about culture. Is your workplace a safe space for women to have these conversations? If not, why not? Because until we create environments where women feel comfortable discussing menopause without fear of judgment, we’ll keep watching them step back, step down, or step out altogether.

And here's the thing, the support doesn’t stop there. In my session, I also introduced my "Four Ps" framework—a guide to help women stay anchored during the chaos of perimenopause:

1. Purpose: When menopause strikes, many women feel like they’ve lost their sense of purpose. The trick is to reconnect with what drives you. What did you care about before all this? Ask yourself what impact you want to have, and if you're helping someone through it, remind them of their why and the difference they've already made.
2. Potential: Perimenopause clouds everything, including your sense of self-worth. But your potential doesn’t disappear because your hormones are on the fritz! Remind yourself, and the women around you, that you’re still capable of great things—it’s just harder to see it at the moment.
3. People: We’re used to powering through, solving everyone’s problems but our own. But no one should go through this alone. Whether it’s your GP, your partner, your best mate, or me (yes, my inbox is open), ask for help. It’s not a sign of weakness; it’s necessary.
4. Permission: Women are notorious for not giving ourselves permission to pause. To rest. To admit we’re struggling. Well, it’s time to change that. It’s okay to stop, breathe, and take care of yourself. And as a colleague, manager, or friend, offer that permission if they can’t give it to themselves.

Menopause isn’t just a ‘woman’s problem’—it’s a workplace problem. And if we want to see more women thriving in leadership, we need to start addressing it head-on. Coaching, support groups, and honest conversations can make all the difference.

So, what can you do? If you’re struggling, or if you want to make change happen in your organization, let’s have a chat. I work with women at all stages of leadership and life, helping them navigate this journey with strength, confidence, and yes, a bit of humour.

Together, we can stop the menopause talent drain and keep brilliant women where they belong—at the top.

If you’re ready to make a change, DM me. Whether it’s for you or your organization, I’m here to help.

Let’s get talking. Let’s get changing. Let’s stop losing the women we need most.

And here's a few resources to help you:

My TedX Talk - Menopause: Smashing the Last Glass Ceiling

The Breaking Barriers LinkedIn Live referenced above.

Yesterday's Breaking Barriers session with Sarah Mukherjee MBE about the impact of menopause in the workplace and strategies we can