How Do We Get More Men On Board? My Answer for Menopause Awareness Month.

Every Menopause Awareness Month, there’s one question I get asked more than any other:

“How can we get more men on board?”

It comes up in almost every workshop, every webinar and every conversation I have with organisations.

It’s a brilliant question because it gets right to the heart of what meaningful menopause support actually looks like.

Menopause has too often been framed as a women’s issue. But in reality, it’s a workplace issue. A leadership issue. And a cultural issue.

To build workplaces that are truly menopause-inclusive, we need everyone, especially men, to be part of the conversation.

Why Men Need to Be Involved

Men are managers, colleagues, HR leads, partners and decision-makers. Their understanding can shape how supported women feel day-to-day at work.

Yet many men tell me they want to help but, they just don’t know how. They worry about saying the wrong thing or feel it’s “not their place.”

The truth is, getting men on board isn’t about making them menopause experts. It’s about helping them feel confident enough to listen, learn, and lead with empathy.

What Allyship Looks Like in Practice

Here’s how men can make a real difference in their teams and workplaces:

• Be curious: learn what menopause actually involves - attend sessions, ask questions, read.

• Normalise the topic: mention it in wellbeing meetings or leadership conversations, not just when a campaign rolls around.

• Challenge stigma: speak up if you hear dismissive jokes or comments. Silence sustains stigma.

• Offer flexibility: be open to adjustments like cooler workspaces, break options, or flexible hours.

• Model empathy: show compassion — even if you don’t have direct experience yourself.

These small, consistent actions help make menopause visible, not awkward or hidden.

Why It Matters

Menopause doesn’t just impact women - it impacts businesses.

One in ten women leave their job due to menopause symptoms. That’s a talent, leadership, and equality issue.

When men understand and support menopause, it strengthens retention, performance and psychological safety across the board.

Menopause-inclusive workplaces don’t just keep women in work, they help everyone thrive.

How Organisations Can Bring Men into the Conversation

Here are some simple, effective ways to involve men meaningfully:

✅ Open up training — run awareness sessions that include all genders. 

✅ Appoint male allies — visible advocates who lead by example. Encourage men to become Menopause Champions.

✅ Link menopause to wellbeing — position it alongside mental health and inclusion, not as a “women’s topic.” 

✅ Use male voices — feature men talking about why it matters in internal comms. 

✅ Encourage senior sponsorship — when male leaders champion menopause, others follow.

When men understand the human and business impact, they’re far more likely to engage.

My Final Thought

So how do we get more men on board? We invite them in. We make it safe to talk. And we show them why it matters, not just for women, but for everyone.