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Objective   This study considers the example of one council who deliberately implemented menopause considerations into their well-being strategy instead of instituting a menopause policy. This example is used to explore whether such a strategy is a more viable and effective alternative.Study Design   An online survey was distributed amongst council workers and completed by 189 individuals. The questions covered respondents’ own experiences of menopause transition at work (where applicable) and the availability of information and support for menopause at work, as well as a range of contextual factors.Main outcome measures   Experiences of workplace environments and relationships by those experiencing menopause.Results   Results on menopause experiences in this council are comparable to those in organizations who have implemented menopause policies or guidelines. Contextual factors, including gendered vertical segregation and racism, are highlighted as important factors influencing the experience of menopause transition in the workplace.Conclusions   Early indications suggest that integrating menopause support into a health and well-being strategy helps mainstream menopause issues amongst staff. Long-term assessment is required to consider whether it is more effective than introducing a menopause policy or guidelines.

Menopause as a well-being strategy: Organizational effectiveness, gendered ageism and racism