THIS Kind of Menopause – Détails, épisodes et analyse

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THIS Kind of Menopause

Rebecca Cooper

Business & Entrepreneuriat

Forme & Santé

Fréquence : 1 épisode/0j. Total Éps: 5

How can STEM-led organisations retain brilliant talent and create workplaces where experienced

women can thrive?

This podcast series explores menopause in STEM workplaces, with a focus on helping leaders

retain experienced women and build more supportive, inclusive organisations.

Across ten practical, thought-provoking episodes, explore why menopause is a business, leadership

and talent-retention issue, and what leaders can do about it.

Discover why experienced women may reduce their hours or leave, how menopause affects everyone

differently, and how to create an environment where people feel supported without having to share

more than they wish. Learn how to have respectful, confidential conversations, make meaningful

workplace adjustments and challenge stigma. With honest stories, fresh perspectives and actionable

insights, the series explores how leaders, women and men alike, can drive lasting cultural change.

Designed especially for women in STEM leadership, this series will equip you to turn awareness into

action, support your people and help retain the experience and expertise STEM needs.

THIS Kind of Menopause is all about feeling informed, prepared and empowered to have the kind of

menopause that’s seen as the next chapter of life, not a burden, something to dread, or a career

limiting life stage. It’s also a time to be kind to ourselves and that starts with talking about our

experiences and learning to advocate for ourselves.

Combining workplace guidance, statistics and personal stories, the series’ central message is that

menopause does not make women less capable. With greater awareness, better conversations and

thoughtful support, STEM organisations can retain valuable expertise and enable women to continue

thriving throughout their careers.

Press play and discover how leadership can make a difference.

About Rebecca Cooper

Rebecca Cooper is a certified menopause coach and corporate menopause trainer with 20 years of

experience in HR. With first-hand experience of an early menopause, she is committed to enabling

STEM-led organisations retain experienced talent by creating menopause-inclusive workplaces.

Through menopause awareness training, leadership development, policy guidance and coaching

Rebecca supports individuals and organisations navigate the menopause transition with honesty,

practical support and kindness.

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Should I tell my employer I’m menopausal?

dimanche 18 octobre 2026 • Durée 09:10

In this episode, Rebecca addresses the complex decision of whether to disclose menopause symptoms to an employer, exploring how women frequently "mask" their struggles through silent coping strategies.

She offers practical advice on framing workplace conversations around specific challenges and solution-focused adjustments, allowing individuals to seek support without needing to disclose personal medical details or trigger workplace stereotypes.

Finally, the discussion highlights the importance of finding trusted allies or trained menopause champions within organizations to help advocate for personalized workplace accommodations.

Key Takeaways

Masking is a common coping mechanism: Women routinely adapt to symptoms by over-compensating—such as taking extra meeting notes for brain fog, ramping up painkillers, or stashing spare clothes in locker spaces.
Disclosure is a personal choice: You do not need to share private medical details or explicitly use the term "menopause" to request meaningful workplace adjustments.
Frame conversations around solutions: Presenting a specific problem (e.g., morning concentration issues due to poor sleep) alongside a clear solution (e.g., flexible start times or afternoon meetings) leads to better outcomes.
Avoid misleading assumptions: Open communication prevents managers from misinterpreting symptom-driven behaviors—such as quieter meeting participation—as disengagement or lack of capability.
Leverage support networks: Seek out trained workplace menopause champions, HR representatives, or trusted colleagues ("best friends at work") to help prepare for manager discussions.

Rebecca is interviewed by journalist Steve Randall.

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How long does perimenopause last?

dimanche 18 octobre 2026 • Durée 09:18

In this episode, Rebecca explores the complex, often misunderstood transition of perimenopause, highlighting how fluctuating hormones can trigger a wide range of overlooked physical and emotional symptoms.

The discussion delves into the medical system's reliance on isolated specialization, which frequently leaves women undergoing endless separate referrals before receiving a proper diagnosis.

Finally, the conversation underscores the profound impact on workplace performance and fertility decisions, emphasizing the crucial need for continuous dialogue, better education, and supportive workplace policies.

Key Takeaways

Perimenopause can last for years: Ranging typically between 3 to 8 years (or longer), it often begins in a woman's 40s or even 30s while periods are still occurring.

Symptoms are vastly wide-ranging: Beyond hot flashes, perimenopause involves dozens of symptoms—from mild annoyances like dry skin or itchy ears to severe insomnia, brain fog, and joint pain.

Specialized healthcare delays diagnosis: Because Western medicine often treats symptoms in isolation (e.g., sending joint pain to physio and chest anxiety to cardiology), 10% of women see a medical professional nearly 10 times before getting a diagnosis.

Workplace friction is significant: Running a business or managing career responsibilities on chronically low sleep (e.g., 3 hours a night) is debilitating, making workplace flexibility and regular review of support plans essential.

Proactive dialogue empowers choice: While no one feels completely prepared for the transition, education about natural management, lifestyle adjustments, and HRT allows individuals to make informed decisions for their health and careers.

Rebecca is interviewed by journalist Steve Randall.

At what age does menopause actually happen?

dimanche 18 octobre 2026 • Durée 09:40

While the average age of natural menopause is 51, menopause can happen at virtually any age due to surgical, medical, or underlying health conditions like endometriosis and cancer treatments.

Focusing workplace support strictly on women aged 45 to 55 misses a significant population of younger employees who may experience severe, sudden symptoms along with feelings of isolation or grief.

By broadening workplace education and understanding the distinct phases of perimenopause, menopause, and post-menopause, organizations can build truly inclusive support systems.

Key Takeaways

Average Age vs. Reality: The average age of natural menopause is 51 (varying by culture and geography), but it is a misconception to label it purely a "midlife" issue.

Non-Natural Menopause Triggers: Conditions like endometriosis, surgical interventions (hysterectomy/oophorectomy), and cancer treatments (chemotherapy or hormone suppression) can trigger abrupt menopause at any age.

Impact on Younger Individuals: Experiencing menopause in one's 20s or 30s can bring sudden, severe symptoms ("cliff edge menopause"), peer isolation, and grief around fertility.

Flawed Workplace Reporting: Restricting workplace demographic reports or support initiatives strictly to women aged 45–55 overlooks younger employees who may be struggling in silence.

Key Definitions Matter: Perimenopause is the symptom-bearing transition; Menopause is technically a single day (12 consecutive months without a period); and Post-menopause is everything that follows.

Rebecca is interviewed by journalist Steve Randall.

Why are women leaving work due to perimenopause and menopause symptoms?

dimanche 18 octobre 2026 • Durée 07:56

For many women, leaving the workforce during perimenopause and menopause is a last resort driven by cumulative, unaddressed challenges rather than a lack of capability.

In this episode, Rebecca talks about how workplace cultures in fast-paced STEM and startup environments, often fail to provide necessary adjustments, adequate facilities, or open communication, causing qualified women to suffer in silence or quietly opt out.

By dismantling societal stigma and fostering supportive internal cultures, organizations can prevent unnecessary turnover and retain senior female talent.

Key Takeaways

Leaving is a Last Resort: Women rarely leave roles on a whim; quitting is typically the final outcome of managing unaddressed symptoms alongside workplace pressure.

Cognitive Symptoms Impact Confidence: Symptoms like brain fog, anxiety, and concentration issues can undermine a professional's confidence during key moments like presentations or client pitches.

Physical & Environmental Barriers: Basic lack of access to facilities (e.g., adequate toilet access as highlighted in the "Release the Bogs" report for construction) significantly exacerbates symptom management.

The Silence Problem: Roughly 60% of women do not disclose their symptoms at work due to fears of judgment, being perceived as incapable, or societal stigma.

High-Pressure Cultures Speed Up Attrition: "Work hard, play hard" environments, such as tech startups, reward long hours and social drinking, making it difficult for those experiencing symptoms to feel supported or included.

Rebecca is interviewed by journalist Steve Randall.

How much is menopause costing STEM-led organisations?

dimanche 18 octobre 2026 • Durée 08:12

In this inaugural episode, Rebecca explores the significant financial and operational impact menopause has on STEM-led organizations.

With roughly 1 in 10 women leaving the workforce due to menopause symptoms, male-dominated fields are disproportionately losing critical senior talent, institutional knowledge, and future role models.

Addressing this turnover isn't just an HR priority, it is a vital commercial necessity for maintaining innovation, leadership pipelines, and employer reputation.

Key Takeaways

Underrepresented Baselines: Women make up a small fraction of the STEM workforce—ranging from ~13-14% in construction to ~22% in nuclear—making talent retention vital.
The High Cost of Replacement: Replacing a senior professional can cost between 50% to 200% of their annual salary, making unmanaged attrition commercially unsustainable.
Loss of Organizational Memory: Losing experienced female leaders deprives incoming talent of essential role models and drains valuable historical knowledge from the business.
Innovation at Risk: Diverse leadership drives innovative problem-solving; losing senior women directly impacts a firm's competitive edge.
Reputational & Legal Consequences: Unaddressed workplace barriers can lead to tribunal risks, poor Glassdoor reviews, and long-term damage to employer branding.

Rebecca is interviewed by journalist Steve Randall.

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THIS Kind of Menopause – Détails, épisodes et analyse

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