Support in the Workplace
Menopause is one of the most overlooked drivers of absenteeism, presenteeism, and staff turnover among midlife female leaders - but it doesn’t have to be. Our science-backed, stigma-free programs help your organisation improve productivity, meet DEI goals, and retain your most experienced talent.
“As a Menopause Workplace Educator and Facilitator, I partner with organisations to deliver awareness training, desk-based tools, wellbeing practices, and policy guidance. Together, we create workplaces where women are supported to stay, succeed, and lead through menopause and beyond.”
Dr Daniella Goldberg, Founder of Mind Your Menopause
A three-stage roadmap
Awareness, Connection, Support, Policy — guides employers to normalise menopause, reduce stigma, and embed lasting change.
Stage 1: Awareness Program
The first step is co-designing program for menopause awareness in the workplace. Education and training helps staff and leaders understand symptoms and their impact on work performance. Normalising conversations reduces stigma and empowers managers with the knowledge and confidence to support employees effectively. Investing in education creates inclusive workplace cultures that prioritise wellbeing and retention.
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Programs can be delivered as a one-hour awareness session or fireside chat - in-person, virtual or hybrid. We also offer a half-day workshop, or a series of shorter learning modules. The approach is flexible and designed to suit your workplace schedule and goals.
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Pricing depends on group size and format. Most organisations begin with a tailored awareness session, starting from $1,200 (in-person or virtual), with package options for ongoing support and leadership training.
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Awareness sessions and workshops can be tailored for small leadership teams or larger staff groups of up to 100 participants — and up to 200 in a hybrid (in-person and virtual) format. Each session is highly interactive, encouraging open discussion, empathy, and shared understanding across all levels of the organisation.
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Many organisations start with a single awareness event and then build into leadership or management training. This embeds menopause support as part of broader wellbeing and inclusion initiatives.
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Peer support programs can run as a single 90-minute workshop, a monthly discussion circle, or an ongoing mentoring program — tailored to your workplace goals and capacity.
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Investment depends on group size and duration. A single session starts from $450, with packages available for ongoing facilitated support circles or leadership inclusion training
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Groups are typically 8–20 participants to ensure depth of conversation, though larger on-line forums can accommodate up to 100 people.
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Most organisations begin with quarterly sessions or monthly peer circles to keep conversations active and inclusive throughout the year.
Stage 2: Menopause Cafe’s
Menopause can feel isolating. Creating peer support groups, workshops, and open discussions allows women to share experiences and coping strategies. Including allies and leaders fosters connection, strengthens workplace culture, and promotes inclusion. Social support reduces stress and empowers employees to navigate menopause with confidence.
Stage 3: Policy & Guidelines
A strong menopause workplace policy ensures long-term, sustainable support. Policies outline adjustments, flexible work, and compliance with the Sex Discrimination Act 1984 and Work Health and Safety Act 2011. Embedding menopause into HR policy signals commitment, prevents discrimination, and provides consistency across the organisation. This creates sustainable, supportive workplaces where women can thrive through all life stages.
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Developing a menopause policy typically takes 4–8 weeks, depending on consultation needs and alignment with existing HR frameworks.
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Policy consultation and co-design packages start from $1,500, including review, drafting, and staff consultation support.
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Usually a core working group of HR, DEI, and wellbeing leaders (4–6 people) collaborates in co-design sessions, with broader feedback invited from staff networks or inclusion committees.
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Once established, policies are reviewed every 1–2 years to ensure they remain current with best practice and evolving workplace needs.
Why Workplace Menopause Programs Matter?
Employers retain skilled, experienced women.
Employees safeguard income & career progression.
Organisations build inclusive, future-ready workplaces.
“By following this three-stage roadmap, your organisation can lead the way in menopause workplace support, fostering a culture where women feel empowered, valued, and able to succeed.”
— Dr Daniella Goldberg, PhD (Medicine), Founder of Mind Your Menopause
My Client Experience
Angela, Manager of Global Food Technology Company
“I had the pleasure of working with Daniella to create bespoke corporate wellbeing products. I first met her at our leadership conference, where she impressed over 100 leaders with her mindfulness, meditation, and yoga expertise. Confident in her ability to connect with diverse groups, we partnered with her to design flexible online resources that supported wellbeing goals, wherever our team was located. Daniella was collaborative, organised, and innovative, and the final package was embraced by our people. Partnering with her was a true joy.”
Carers Gateway, The Benevolent Society
“It was a privilege working with The Benevolent Society to deliver multiple full-day workshops focused on health and wellness for primary carers. In each workshop, groups of around 50 mid-life women expressed heartfelt gratitude for learning practical toolkits that offered respite from their demanding carer roles. Collaborating with The Benevolent Society, I created and facilitated innovative programs that were consistently embraced and valued by all participants.”
Take the Next Step
Connect with me to begin your organisation’s wellbeing roadmap and create a future-ready, thriving workplace.