In this episode I chat to Lou Furby, Specsavers’ UK D&I lead, who shares how Specsavers built a workplace menopause support program from the ground up. We cover the creation of MenoTalk, the importance of inclusive, cross-functional involvement, the role of top-down sponsorship and allyship, practical strategies for creating a supportive workplace culture around menopause, and how to sustain momentum with education, language, and data. Packed with actionable tips for anyone aiming to start or grow a menopause-focused employee resource or wellbeing initiative.

Key quotes

• “Don’t try and do it all on your own. Get the right stakeholders involved. Have a steering group, a co-chair, and a sponsor.”
• “Pick off the low hanging fruit. Pick off the stuff that you can do and implement quickly.”
• “It’s a war, not a battle.” (on sustaining momentum and not letting initiatives stall)
• “Education and information was absolutely key.” (on the foundation for successful engagement)
• “Language matters. Be direct and transparent about what menopause is.” (on avoiding euphemisms and building credibility)
• “We can’t mandate everything in a joint venture, so we rely on leadership visibility and storytelling to drive engagement.”

Practical takeaways for HR & wellbeing teams:

• Start with a steering group: bring cross-functional representation (HR/ER, facilities, IT, wellbeing/D&I) and appoint a co-chair to share the load.
• Secure an advocate sponsor: a trusted, visible leader in the business to champion the initiative.
• Listen first: let people’s needs drive the program; avoid overloading participants with campaigns before trust is built.
• Use language that’s clear and factual: don’t shy away from the terminology of menopause and related symptoms.
• Connect with external expertise: partner with specialists to provide credible education and resources.
• Implement quick wins: pick “low hanging fruit” that deliver tangible benefits.
• Align with broader wellbeing and D&I goals: link the initiative to accreditation (Wellbeing of Women Workplace pledge) and overall staff welfare programs.
• Consider store-level realities: in retail, tailor adjustments to individual roles (e.g., door duty vs. back office) and support teams accordingly.
• Support managers with tools and training: give managers a framework for having compassionate, validating conversations.
• Provide holistic support: combine access to private care, wellbeing apps (Headspace), and flexible adjustments to support employees.

Three actionable next steps you can take

• Create a cross-functional steering group and appoint a co-chair and a sponsor to lead a menopause initiative in your organization.
• Sign up for the Wellbeing of Women Workplace pledge and plan an introductory menopause education session with an external expert.
• Start a candid conversation with your HR/ER team about how to support line managers in having empathetic, validated conversations about menopause with their teams; aim to roll out basic manager training.

Resources:

Connect with Lou over on LinkedIn: https://www.linkedin.com/in/lou-furby-49290844/

For menopause training and awareness sessions: www.managingthemenopause.com

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