Before you can lead change, you need to understand what you’re working with.

We’ll explore the science of women’s hormonal health and how it can shape energy, cognition, confidence, mental health and performance across working life. We’ll connect the menstrual cycle, menstrual health conditions, perimenopause and menopause with the organisational outcomes leaders care about, including absence, retention, progression and talent.

But this isn’t about collecting facts. It’s about learning how to explain why women’s health matters in a way that is evidence-based, commercially relevant and difficult to dismiss.

You’ll leave with: a strong scientific and strategic foundation, the language to communicate it with authority and a framework for understanding the cost of inaction in your organisation.

The difference between a strategy that changes things and one that doesn’t often comes down to one question: did you actually ask?

We’ll explore how to listen to women thoughtfully, gather meaningful quantitative and qualitative data, and uncover the experiences that rarely appear in an engagement survey. You’ll learn how to use surveys, listening sessions and organisational data without making assumptions or asking women to repeatedly share painful experiences without action following.

You’ll begin your Women’s Health at Work Audit, identify where the gaps are and establish a clear benchmark for your organisation.

You’ll leave with: a practical methodology for gathering women’s voices, a clearer picture of what your organisation genuinely needs and the evidence on which to build your business case.

It isn’t enough for you to understand this. The knowledge, confidence and responsibility need to extend far beyond one passionate person or women’s network.

We’ll explore how to build genuine capability across your organisation. That includes equipping managers to respond well, communicating in ways that people actually engage with, creating psychologically safe spaces for conversation and deciding what meaningful awareness activity looks like beyond an annual webinar.

We’ll also look at ownership. Who should be involved? Where should responsibility sit? And how do you stop the work from depending on the unpaid energy of a few committed women?

You’ll leave with: a practical framework for building awareness and capability at scale, with clear ideas you can adapt to your culture, workforce and resources.

Strategies matter. But ultimately, this work succeeds or fails in human moments.

We’ll explore how to hold supportive, trauma-informed and appropriately boundaried conversations about women’s health. You’ll learn what to say when someone shares something difficult, when to offer support, when to signpost and how to respond when scepticism or resistance enters the room.

We’ll then turn to the part that is often overlooked: keeping the work alive. How will you measure progress, demonstrate impact and maintain momentum when attention shifts to the next organisational priority?

You’ll leave with: a practical conversation framework, a clear approach to measuring and communicating impact and the beginnings of your own realistic 90-day action plan.

A Menopause Action Plan should be more than a collection of well-intentioned promises or a document produced to meet a deadline.

In this bonus briefing, we’ll unpack the new government expectations, explore the evidence-informed actions available to employers and look at what makes a plan credible, specific and genuinely useful. You’ll consider how to choose actions that reflect what women in your organisation actually need, connect your plan to wider women’s health and talent priorities, and identify meaningful ways to track progress.

You’ll leave with: a clear roadmap for creating a Menopause Action Plan that is grounded in evidence, shaped by your workforce and capable of standing up to public scrutiny.