Becoming Menopause-Friendly: Self-Assessment

Becoming Menopause-Friendly: Self Assessment
Section 1

Please indicate your level of agreement with the following statements:

Culture*

Rows	Strongly Disagree	Disagree	Neutral	Agree	Strongly Agree
Our organization demonstrates a strong desire to continue learning about menopause.
Leaders, managers, and colleagues talk openly about menopause.
Senior leaders visibly champion menopause awareness and support.
Colleagues feel comfortable expressing their needs related to menopause.
Our organization understands how menopause impacts everyone, including underrepresented groups.
Menopause support is integrated into our broader DEI and wellbeing strategies.
We use inclusive, positive language and imagery when discussing menopause.
Our workforce feels that the organization is becoming more menopause-friendly.
Colleagues and leaders share their menopause stories openly.
Our organization has clearly defined objectives for becoming menopause-friendly.
Senior leaders actively support these menopause objectives.

Section 2

Please indicate your level of agreement with the following statements:

Policies & Practices*

Rows	Strongly Disagree	Disagree	Neutral	Agree	Strongly Agree
We have a menopause policy or guidance document in place.
Menopause is integrated into related policies (e.g., flexible work, absence, performance).
Menopause-related policies and guidance are inclusive and accessible.
Managers and colleagues are aware of and use our menopause guidance.
We provide appropriate adjustments for employees experiencing menopause symptoms.
Occupational Health and Employee Assistance services are promoted for menopause support.
We regularly review the effectiveness of menopause-related policies and practices.

Section 3

Please indicate your level of agreement with the following statements:

Training*

Rows	Strongly Disagree	Disagree	Neutral	Agree	Strongly Agree
Our organization offers menopause awareness training to employees.
Managers and HR professionals receive specific training on menopause support.
Menopause awareness is part of new hire onboarding or induction.
Our menopause training uses accurate, up-to-date, and evidence-based information.
Employees are aware of their role in supporting menopause-friendly practices.
Managers feel confident having supportive conversations about menopause.
We track and evaluate the impact of our menopause training.
We have a clear plan to expand menopause education across the organization.

Section 4

Please indicate your level of agreement with the following statements:

Engagement*

Rows	Strongly Disagree	Disagree	Neutral	Agree	Strongly Agree
We actively listen to colleagues to understand their menopause-related needs.
We use a variety of channels to share menopause information (e.g., intranet, posters, stories).
Our menopause work is informed by feedback from employees.
We share our menopause-friendly efforts externally (e.g., website, press, social media).
We promote menopause awareness year-round and during campaigns (e.g., World Menopause Day).
We offer menopause peer support groups or employee resource groups.
Colleagues feel their menopause experience is acknowledged and respected.

Section 5

Please indicate your level of agreement with the following statements:

Working Environment*

Rows	Strongly Disagree	Disagree	Neutral	Agree	Strongly Agree
Employees can easily request menopause-related workplace adjustments.
Managers provide flexibility in work schedules or roles to support menopause.
Employees can access amenities like cold water, restrooms, and quiet areas.
Workplace temperature and equipment (e.g., desk fans) can be adjusted for comfort.
Uniforms are breathable, adaptable, and easy to request in alternative sizes.
Our organization designs workspaces with menopause comfort in mind.

Final Section: Open Feedback
Please provide any additional information/comments that you would like to share.
Your results
Name*

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