Latest / The Diversity Career Podcast with Fexingo: Inclusion, Equity, and Underrepresented Professionals / How One Company Made Menopause a Workplace Policy
Transcript
- Lucas: So there's this one policy from a UK professional services firm that I think is genuinely ahead of its time. They introduced a full menopause policy — and I don't mean just a line in the handbook. I mean flexible start times, temperature-controlled office spaces, paid leave for acute symptoms, and manager training on how to have the conversation. Luna: I've heard of a few companies doing something similar, but not to that level. What firm are we talking about? Lucas: A mid-sized accounting and consulting firm called BDO — at least their UK arm. They rolled this out in late 2024, and it's been getting a lot of attention because it's unusually comprehensive. For example, if someone has a hot flash in a meeting, they can step out without needing to explain. They can also request a desk near a window or a fan, no questions asked. Luna: That's huge. Because the number one thing I hear from women going through perimenopause is how invisible it is at work. You're supposed to just power through and pretend everything's fine. Lucas: Exactly. And the data backs up that this is a real retention issue. A study from the Fawcett Society found that one in ten women in the UK have left a job because of menopause symptoms. That's not a niche problem — that's a talent pipeline problem. Luna: Especially since we're talking about women in their 40s and 50s, who are often at the peak of their careers. That's a lot of institutional knowledge walking out the door. Lucas: Right. And BDO's policy is interesting because it doesn't just focus on the individual — it also trains managers to initiate the conversation. So if a manager notices someone seems uncomfortable or is taking more sick days, they can check in privately and say, 'Hey, is there anything work can do to help?' Luna: That's a delicate conversation. How do they train managers to not make it awkward? Lucas: They partnered with a workplace menopause consultancy — there's actually a company called Henpicked that specializes in this. The training covers the science, the language, and the legal framework. The goal is to normalize it, not pathologize it. They treat it like any other health condition that might need reasonable adjustments. Luna: And reasonable adjustments are already a legal requirement in the UK under the Equality Act if symptoms amount to a disability. But most women don't think of it that way, and most employers don't proactively offer adjustments. Lucas: That's the key — proactive vs. reactive. BDO's policy is proactive. They're saying, 'We know this affects a significant portion of our workforce, so we're building the infrastructure before someone has to ask.' And it's not just a UK thing. In the US, a few companies have started similar policies. For example, Bank of America added menopause benefits to its health coverage in 2023. Luna: I think there's also an employer brand angle here. If you're a woman in your late 40s considering a job move, and one company has a clear menopause policy and another doesn't, that's a signal about the culture. Lucas: Exactly. It signals that they understand your life stage. And that matters for retention, but also for recruitment. There's a war for experienced talent, and this is a differentiator. Luna: I also wonder about the cost. Is this expensive for a company to implement? Because I can imagine some CFOs pushing back. Lucas: That's the surprising part. Most of the adjustments are essentially free — flexible hours, better ventilation, permission to step out. The training costs something, but compared to replacing a senior employee, it's trivial. The Fawcett Society estimates that losing experienced women costs UK employers billions annually in recruitment and training costs. Luna: So it's actually a cost-saving measure in the long run. Lucas: Right. And BDO has about 6,000 employees in the UK. If they retain even a handful of senior women who might otherwise leave, the policy pays for itself. Luna: I want to circle back to something you said earlier — the idea of destigmatizing. Because I think the biggest barrier isn't cost, it's discomfort. People don't want to talk about menopause. Lucas: Absolutely. And that's where leadership matters. At BDO, the CEO was publicly supportive. When they launched the policy, they did internal communications that framed it as part of their commitment to inclusion. They specifically mentioned that it's not just a women's issue — it's a business issue. Luna: That kind of top-down endorsement makes it safe for managers to have the conversation. Otherwise, they might worry they're overstepping. Lucas: And the policy includes provisions for partners and allies too. There's guidance for colleagues on how to be supportive. So it's not just about the person experiencing symptoms — it's about creating a culture where everyone feels equipped. Luna: I'm curious if any US firms have gone this far. I know some tech companies have added fertility benefits, but menopause seems less common. Lucas: It's catching on. In 2024, a few major employers like Starbucks and Target started including menopause coverage in their health plans. But the comprehensive policy approach — with flexible work and manager training — is still rare in the US. Most companies treat it as a medical benefit, not a workplace accommodation issue. Luna: Which is interesting because the symptoms — hot flashes, brain fog, fatigue — directly affect work performance. So it makes sense to address it from both angles. Lucas: Exactly. And there's a generational shift happening too. Gen X and older millennial women are more willing to talk about it publicly. You see it on LinkedIn — women posting about their experiences, tagging their employers. That's creating pressure for companies to respond. Luna: And honestly, if a company doesn't respond, they risk being seen as out of touch. Especially as younger employees expect more holistic support for life stages. Lucas: Look, I think BDO's policy is a model. It's not perfect — it applies only to their UK arm, and global firms often have inconsistent policies across countries. But it shows what's possible when you take a specific demographic seriously. Luna: And it's a reminder that inclusion isn't just about race and gender in the abstract. It's about real, specific experiences. Menopause affects about half the population at some point. Lucas: Which makes it one of the most common but least discussed workplace issues. And that's starting to change. Luna: Speaking of things that deserve more discussion — Lucas, I know we don't do ads, but if someone finds this conversation useful, what's the best way to support the show? Lucas: Honestly, if today's episode helped you think about inclusion in a new way, or if you're considering how to bring a policy like this to your own workplace, the simplest thing is to buy us a coffee. The link is buy me a coffee dot com slash fexingo. Luna: It's a small gesture, but it genuinely keeps us ad-free and focused on topics like this. Lucas: So yeah, that's the link. And now back to something I think is even more forward-looking — I've been reading about a pilot program in Australia that provides menopause leave as a standard entitlement for all public sector employees. It's a different model entirely. Luna: Oh, I want to hear about that. Is it paid leave? Lucas: Yes — up to ten days of paid leave per year specifically for menopause-related symptoms. And it's separate from sick leave, so women don't have to choose between using their sick days for menopause or for actual illness. Luna: That's a game changer. Because one of the complaints about the BDO model is that it relies on manager discretion. Having a set entitlement removes the negotiation. Lucas: Exactly. The Australian pilot is being led by the Community and Public Sector Union, and it's being tested in several government departments. If it works, it could become a national standard. And that would put pressure on private sector employers to follow. Luna: So we're seeing two approaches: the employer-led model like BDO, and the union-led legislative model in Australia. Both are trying to solve the same problem. Lucas: Right. And I think the next step is for more data to come out. If companies can measure retention rates and productivity impacts, the business case gets even stronger. Luna: It seems like one of those rare issues where the moral argument and the business argument align perfectly. Lucas: They do. And that's why I'm optimistic. Because once the data is clear, it's hard for companies to ignore — especially when their competitors are already doing it. Luna: Well, I'll be watching for more companies to follow BDO's lead. And I hope we can revisit this in a year and see how far it's spread. Lucas: Same here. It's one of those quiet shifts that could change the workplace for millions of women. And it started with a policy that said, 'Let's just talk about it.'