For Organizations
Well Supported Employees.
Stronger Organizations.
Menopause affects more than half of your workforce. It impacts energy, focus, sleep, confidence and overall well-being.
1 in 10 women are leaving the workforce due to unsupported menopause symptoms, often at the peak of their careers. That means organizations are losing experienced, highly skilled employees with deep institutional knowledge, leadership capacity, and years of relationship-building and mentorship behind them.
The good news? Many women don’t want to leave. With better awareness, supportive communication, and practical workplace policies, organizations can create environments where employees feel supported enough to stay, contribute, lead, and continue growing within their roles.
Empower your people.
Strengthen your culture.
See the positive impacts across your entire organization.
Take the next step with one of my
1
Menopause Education Sessions
These evidence-based, stigma-free education sessions help employees and leaders better understand perimenopause and menopause, including the physical, cognitive, and emotional changes that can impact workplace performance and wellbeing.
Participants leave with practical tools, greater empathy, stronger communication strategies, and a deeper understanding of how workplaces can better support and retain experienced employees through midlife.
2
Keynotes
Lisa’s keynotes combine research, storytelling, humour, and real-world workplace insight to create conversations that are engaging, thought-provoking, and deeply relatable.
These sessions challenge outdated narratives around aging, productivity, and women’s health while helping organizations understand why menopause support is not a “women’s issue” — it’s a leadership, culture, and retention issue.
Participants leave informed, energized, and ready to think differently about workplace wellbeing and inclusion.
3
Policy Development Sessions
Awareness is only the first step. These collaborative strategy sessions help organizations move from conversation into meaningful action through policy development, leadership guidance, communication strategies, and workplace culture planning.
Together, we explore practical, sustainable ways to better support employees experiencing perimenopause and menopause while strengthening retention, psychological safety, and organizational culture.
The goal is not performative wellness initiatives — it’s creating workplaces where experienced employees can continue to thrive, lead, and stay.
