For too long, menopause has been a taboo subject – yet, it’s something that impacts a large portion of the population, and by extension, the workforce.
But thanks to the leadership of one company and DEI (diversity, equity, and inclusion) advocates, the silence surrounding menopause is shifting. nbn’s DEI initiative, Menopause Matters, creates a culture where openness, understanding, and support can uplift others.
Annette Tolhurst, Senior Manager (Business Performance & Portfolio Fixed Wireless & Satellite Networks) at nbn, shares more about the initiative and its impact so far.
What inspired the initiative?
According to the Australian Menopause Centre, the average age of Menopause is 51 years, but it can occur earlier for some women. And it turns out, 35% of women at nbn are aged 45 years and over.
As a member of nbn’s employee network for gender equity, nbn Equals, and leader for the company’s Life Stages Workstream, Annette has managed the program and delivered many of its activities.
“Menopause has always been taboo, not only in the workplace but in life generally. Those who go through it are fearful of having their competence judged, often at the peak of their profession, but also during a life stage where they’re experiencing a range of personal complexity, like caring for children and elderly parents. So, the biggest challenge with this initiative is encouraging people to engage in the conversation openly. It takes bravery to speak up and ask for understanding and support.”
During nbn’s 2024 International Women’s Day event, many people expressed interest in understanding how the company supported those experiencing menopause. This inspired nbn Equals, and nbn’s People and Culture team, to invite team members to join an Employee Reference Group (ERG): Menopause Matters.
The ERG’s first post was a huge success:
“It reached more than 5,500 employees. We received 90 expressions of interest and 33 anonymous survey responses, conducted nine focus groups, and welcomed 45 participants. Participants were incredibly open, sharing their experiences, ideas, and recommendations for what a successful initiative might look like through surveys, focus groups, and interviews.”
As people shared, menopause symptoms can have a negative impact and be challenging to manage at work. In some cases, it has the potential to influence the choices women make about their careers.
“This simply confirmed the need for this group, especially its relevance to nbn, given our focus on attracting and retaining women in both our organisation and the wider industry, particularly in leadership roles.”
How has Menopause Matters grown?
The first ERG was a great stepping stone for the business to listen and better understand individual experiences and needs related to menopause.
Since launching, Menopause Matters has gone from strength to strength. Annette shares:
“Feedback has been extremely positive, with our launch event attracting 161 employees from every business unit, 18% of whom were male. We’ve also built a community of more than 125 people who have joined Menopause Matters or registered to stay informed.”
The group has defined its purpose to:
- Connect people preparing for, experiencing, or supporting others through menopause
- Share stories that resonate, to normalise menopause in the workplace
- Share resources and information to educate people and enable leaders to support better people experiencing menopause (in all stages, from peri- to post-menopause).
So far, the group has achieved a number of significant milestones, including:
- Publishing a comprehensive library of peer-recommended resources on nbn’s internal Gender Equity site
- Creating a one-page guide on menopause for people leaders
- Creating a community group on the company’s internal platform, Viva Engage
- Commencing regular Menopause Meetups across offices
- Launching a 5-part video series, with stories from team members about their menopause experience.
Annette shares that her motivation for pioneering the group is personal:
“To support our group’s purpose and resources, I shared a series of candid videos following my recent journey in Menopausal Hormone Therapy (MHT). As a leader, I think it’s important to express the kind of openness we hope to receive from others and encourage them to feel less alone in their experiences.”
The risks of ignoring menopause in the workplace
According to nbn’s recent DEI assessment, the company is among a small group of organisations (24%) that provide menopause-related support.
While more companies are recognising the importance of this support, there’s still plenty of room for developing understanding and creating more inclusive work environments. Annette explains why this should be a priority:
“The real risk is missing out on talented people, if they feel unsupported or penalised during this life stage. At nbn, we’re passionate about and committed to increasing the representation of women, particularly in leadership roles, and for all our people to bring their whole selves to work. That’s why initiatives like these matter. Creating spaces for sharing and learning, enabling people to utilise hybrid and flexible working arrangements, contributes to living our values as an organisation.”
How can a supportive, flexible workplace support your career success?
What sets nbn’s Menopause Matters apart?
While every organisation offering menopause support makes a difference, nbn’s Menopause Matters is notable in several ways.
1. Dedicated community.
nbn’s Menopause Viva Engage community provides a platform for employees to connect, ask questions, and share stories, fostering a sense of belonging and support.
2. Peer-recommended resources.
Published resources are curated from personal recommendations, helping employees identify what is useful for them.
3. Flexible/hybrid work arrangements.
nbn’s flexible work policies accommodate the needs of employees experiencing menopause, promoting a better work-life balance.
4. Storytelling series.
Menopause Matters’ five-part employee storytelling series helps normalise menopause experiences and educates others in nbn.
5. Menopause meetups.
Meetups provide a safe space for employees to share their experiences, learn from others and enhance their peer support network.
How can other organisations champion menopause support initiatives?
For other organisations, acknowledging the importance of menopause support is a valuable first step. Annette advises that there are a few things you can do to make an initiative successful and integrate it into your workplace culture.
1. Gain leadership support.
Support from senior leaders and your organisation’s People and Culture team is foundational.
“The co-sponsors of nbn Equals, which launched Menopause Matters, are leaders from our operations and corporate affairs teams, and the findings from the Employee Reference Group were presented to the full Executive Committee. When senior leaders listen, engage and act, it sends a powerful message.”
2. Listen well.
Although the initiative is being championed from the top, Menopause Matters’ success relies on organic growth and support throughout nbn. Ensuring people feel comfortable participating is essential to laying the groundwork for genuine openness, trust, and listening.
“Create space for your people to tell you what they need. Menopause is both a shared and unique experience, so you can’t assume your ideas will be fit for purpose. There’s so much to be gained from welcoming and listening to a diverse range of voices.”
nbn’s ERG ensures everyone can be heard, no matter if they’re part of the corporate office or field workforce, including people living with disabilities, and those at all different stages of menopause.
“By really listening to what your people need, you can focus on taking meaningful action.”
3. Keep it simple.
Annette’s last piece of advice is invaluable: simplicity makes things stick!
“Keep it as simple as possible. For example, we wanted to improve the understanding of our people leaders when it comes to menopause. So, we created a one-pager with simple definitions, common symptoms, and how to offer inclusive support, particularly to our LGBTQI+ community.”
By developing this baseline of understanding, People Leaders are now better equipped and more confident in providing support, creating a more inclusive environment, and acknowledging their team members’ strengths and resilience.
nbn’s efforts in this space are not going unnoticed. Annette and the team receive feedback regularly about the incredible difference it’s already making, including the following:
“I just wanted to share that I had a great conversation with a colleague in the lunch room today about the positive impact the Menopause Community initiative has had on her life and her team. She let me know that because of the campaign and the community, she has been able to have an open conversation with her leader that she wouldn’t have been comfortable doing previously. She now feels confident about letting her leader know when she needs to work from home and how to best support others in the community who may be experiencing symptoms.”
While menopause may be a personal journey, it doesn’t have to be a lonely one. By breaking the silence, Menopause Matters is helping people feel seen, heard, and supported – something every workplace should aim for.
