Menopause and the Power of Specialist Coaching: Supporting Women Through the Transition

By Professor Rebecca Jones, Professor in coaching & Managing Consultant at Shape Talent

Despite growing awareness, menopause remains a largely misunderstood and under-supported life stage in many workplaces. While physical symptoms such as hot flushes, sleep disruption, and fatigue are more widely recognised, the psychological impact of menopause is still too often overlooked. At Shape Talent, we understand that this transition isn’t just about biology: it’s about identity, societal narratives, and the realities of navigating work in environments that are not always designed with menopausal women in mind *.

The psychological weight of menopause

For many women, menopause marks a significant life milestone. As the natural close of the childbearing years, it can bring about a shift in self-perception. For some, this may trigger introspection about purpose, identity, and what lies ahead. It is a phase that invites pause – yet in today’s always-on work culture, there’s rarely space for that reflection.

Compounding this, societal narratives often depict ageing women as invisible, less useful, or even ‘past it’. These messages are subtle but pervasive, and over time they may be internalised. A woman navigating menopause may feel pressure to conceal what she’s going through, fearing she will be seen as less capable or professional if she is honest about her experience.

Research shows that many women feel they need to simply ‘grin and bear it’: a reflection of deep-rooted cultural norms that expect women to endure, silently. While not everyone will experience psychological challenges, for those who do, it’s often exacerbated by these societal pressures and a lack of open conversation.

Context matters: the role of workplace environment

A woman’s experience of menopause is not shaped by biology alone. Her workplace environment plays a critical role. Being in a male-dominated setting, lacking control over work conditions (such as temperature, uniform requirements, or break times), and working without visible menopausal role models can make the transition much harder.
Our systematic review (Rowson & Jones, 2025) [i] revealed that when menopause is framed as something to be hidden, when women feel isolated or unsupported, the psychological toll intensifies. Yet, this is preventable.

Organisations have an opportunity to shift this narrative. It starts with recognising that menopause is not a private issue to be dealt with behind closed doors. It’s a workplace issue. One that, if acknowledged and supported, can become a powerful driver of gender equity and inclusion.

How spotlight coaching can make a difference

This is where menopause-focused coaching becomes invaluable. Coaching, of course, cannot remove physical symptoms. But it can create a space where women feel seen, heard, and validated. A place where they can reflect on what this life stage means for them. A place to consider what they need to thrive, not just survive.
Specialist menopause coaching provides:

• A safe, non-judgemental space to explore personal experiences and emotional responses.
• Support to reframe internal narratives, challenge assumptions, and build a sense of agency.
• Practical strategies for navigating the workplace, including communicating needs to colleagues or line managers.
• Confidence building to help women see this phase not as a decline, but as an opportunity for growth, leadership, and impact.

These coaching conversations offer women the time and space to ask: What do I want the next chapter of my life to look like? What do I need to flourish now?

This kind of support can also positively impact organisational culture by showing that menopause is not a taboo subject, but a shared workplace concern that deserves attention.

Why expertise matters

Not every coach is equipped to support women through menopause. It requires a deep understanding of the physical, emotional, and social dimensions of the transition, especially in a workplace context. At Shape Talent, we work with coaches who bring this specialist expertise, alongside our wider commitment to gender equity. They understand the nuance, the intersectional factors, and the organisational dynamics that shape women’s experiences at work.

As leaders in advancing gender equity, we know that meaningful change starts by addressing the real, lived experiences of women. Menopause is a part of that story. By investing in specialist coaching, organisations signal that they see and value women in all stages of life and leadership.

A new narrative for a new chapter

It’s time to challenge outdated narratives and create new ones. Ones that reflect the strength, resilience, and value of women navigating this transition. Menopause coaching is for shaping the next chapter with clarity and purpose and for enabling organisations to truly live their values around inclusion and equity.

If your organisation is ready to support women more meaningfully through menopause, Shape Talent can help. Discover how our Spotlight Coaching Circles offer timely, practical support for those navigating shared workplace experiences like menopause, strengthening culture while empowering the people who shape it.

* We acknowledge that menopause is experienced not only by cisgender women, but also by some trans men, non-binary, and intersex individuals. While this article uses the terms “women” and “she/her” pronouns for clarity, we recognise and respect the full diversity of people who may navigate menopause and the unique challenges they may face.

References 

[i] Rowson, T. S., & Jones, R. J. (2025). Understanding the subjective experience of menopause at work: a systematic review and conceptual model. Journal of Constructivist Psychology, 1-20.