MenoPalz Workforce Readiness Assessment

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The MenoPalz Workplace Readiness Assessment™ helps organizations understand where they are today in supporting menopause in the workplace. You’ll assess your organization across five dimensions: Awareness, Conversation, Leadership, Systems, and Culture. Your results will identify current strengths, opportunities for progress, and your organization’s overall Workplace Maturity Level. Plan approximately 8–10 minutes to complete the assessment.
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Your Name* This field is required.
First Name
Last Name
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Work Email* This field is required.
example@example.com
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Title / Role* This field is required.
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Organization* This field is required.
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Organization Size* This field is required.
Please Select
Please Select
1-49 employees
50-199 employees
200-999 employees
1,000-4,999 employees
5,000+ employees
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Industry* This field is required.
Please Select
Please Select
Corporate/Business
Healthcare
Education
Government/Public Sector
Nonprofit
Other
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Instructions:

Choose the response that most closely reflects your organization as it exists today. If you are uncertain, select the response that best represents your current understanding of the organization.

Response scale:

1 — Not yet / Not in place

2 — Beginning / Informal

3 — Developing / Somewhat consistent

4 — Established / Consistent

5 — Embedded / Organization-wide
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A NOTE ABOUT YOUR RESULTS

This assessment reflects your perspective and current understanding of your organization. Results are intended to support reflection, conversation, and planning rather than serve as an audit or certification of workplace practices.
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1. Our organization recognizes peri/menopause as an experience that can affect employees at work.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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2. Employees have access to credible information or education about peri/menopause.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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3. HR/People leaders understand common ways menopause-related experiences may intersect with working life.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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4. Our organization recognizes menopause support as relevant to employee well-being, engagement, retention, and/or performance.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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5. Employees know where to find workplace information or resources related to menopause.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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6. Our organization understands how menopause-related workplace experiences may affect attendance, productivity, engagement, retention, or career participation.* This field is required.
1 Not yet / Not in place
2 Beginning / Informal
3 Developing / Somewhat consistent
4 Established / Consistent
5 Embedded / Organization-wide
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Awareness & Understanding Score
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7. Employees can raise menopause-related workplace needs without fear of embarrassment, dismissal, or negative judgment.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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8. Managers know how to respond appropriately when an employee raises a menopause-related concern.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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9. HR/People leaders are prepared to guide managers through menopause-related workplace conversations.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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10. Managers understand the difference between discussing workplace needs and attempting to diagnose or provide medical advice.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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11. Our workplace provides language, tools, guidance, or frameworks that help leaders navigate sensitive employee conversations.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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12. Employees know who they can approach if they need workplace support related to menopause.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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Conversation & Psychological Safety Score
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13. Senior leaders recognize menopause support as relevant to the employee experience.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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14. Managers understand their role in creating a supportive workplace for employees navigating menopause.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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15. Managers have received education or training related to menopause in the workplace.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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16. Leaders know what workplace support options or resources may be available to employees.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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17. Managers understand when a situation should be elevated to HR, benefits, or another appropriate resource.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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18. Responsibility for menopause support does not depend solely on one interested HR leader or internal champion.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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Leadership & Manager Capability Score
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19. Our organization has reviewed existing workplace policies and practices through a menopause-support lens.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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20. Employees can readily identify benefits or healthcare resources that may help them navigate menopause-related needs.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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21. Existing flexibility practices can accommodate reasonable changes in how, when, or where work is performed when appropriate.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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22. Employees and managers understand how to request or explore workplace accommodations when needed.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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23. Menopause-related support is connected to existing HR, benefits, well-being, inclusion/belonging, talent, or employee-experience practices rather than operating entirely as a standalone initiative.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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24. Our organization periodically reviews whether its menopause-related resources, policies, and practices remain useful and relevant.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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Systems, Benefits & Workplace Practices Score
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25. Employees experiencing menopause are treated as valued contributors at every stage of their careers.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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26. Menopause can be discussed appropriately without being treated as embarrassing, inappropriate, or taboo.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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27. Menopause support is viewed as part of creating an inclusive employee experience—not as a special favor for a small group.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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28. Our menopause-support practices are sustainable even if individual leaders, HR team members, or champions leave the organization.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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29. We gather feedback or other information to understand whether employees know about, can access, and find value in available support.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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30. Our organization continues to learn and adapt its approach as employee needs, evidence, benefits, and workplace expectations evolve.* This field is required.
1 — Not yet / Not in place
2 — Beginning / Informal
3 — Developing / Somewhat consistent
4 — Established / Consistent
5 — Embedded / Organization-wide
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Culture, Inclusion & Sustainability Score
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Overall Workplace Readiness ScoreYour overall score reflects your organization’s current readiness across Awareness, Conversation, Leadership, Systems, and Culture. Your score is one part of the picture. Your individual dimension scores help identify strengths and opportunities for progress.
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LEVEL 1 — AWARENESS

Building Understanding

Your organization is at the beginning of its workplace menopause journey. Awareness may be emerging, but education, shared language, leadership capability, workplace practices, and ongoing support are not yet consistently established.

Your opportunity: Build a strong foundation by increasing understanding, making credible information and resources visible, and helping employees and leaders recognize menopause as a legitimate workplace experience.

Where to focus next: Awareness and education → shared understanding → visible resources → opening the conversation.

Next step: Your individual dimension scores show where your organization has the greatest opportunities. Bring your results to a MenoPalz Workplace Roadmap™ Conversation to turn these insights into practical priorities for your organization.

Your five dimension scores provide a deeper view of where your organization is already making progress and where additional attention may have the greatest impact.
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LEVEL 2 — CONVERSATION

Opening the Dialogue

Your organization is moving beyond awareness and beginning to create space for menopause-related workplace conversations. People may recognize the issue, but comfort, consistency, psychological safety, and clear guidance for these conversations are still developing.

Your opportunity: Turn awareness into confident action by giving employees, managers, and HR leaders shared language, practical conversation tools, and clear pathways for accessing workplace support.

Where to focus next: Psychological safety → conversation skills → manager guidance → clear support pathways.

Next step: Use your individual dimension scores to identify where stronger conversations and clearer support pathways could make the greatest difference. Bring your results to a MenoPalz Workplace Roadmap™ Conversation to translate these insights into practical priorities for your organization.

Your five dimension scores provide a deeper view of where your organization is already making progress and where additional attention may have the greatest impact.
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LEVEL 3 — LEADERSHIP

Building Capability

Your organization is progressing from conversation toward capability. Awareness and dialogue are becoming more established, and the next opportunity is ensuring leaders and managers have the knowledge, confidence, tools, and organizational support to respond consistently.

Your opportunity: Equip leaders to translate good intentions into effective workplace support. Build manager capability, clarify roles and escalation pathways, and strengthen leadership ownership across the organization.

Where to focus next: Manager capability → leadership ownership → practical tools → consistent response.

Next step: Use your individual dimension scores to identify where leadership capability is strong and where additional support may be needed. Bring your results to a MenoPalz Workplace Roadmap™ Conversation to prioritize the leadership practices, tools, and resources that can move your organization forward.

Your five dimension scores provide a deeper view of where your organization is already making progress and where additional attention may have the greatest impact.
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LEVEL 4 — SYSTEMS

Embedding Support

Your organization is moving beyond individual awareness and leadership capability toward more consistent organizational support. The opportunity now is to make menopause support part of how the workplace operates—not something that depends on individual managers or informal practices.

Your opportunity: Embed support into the organization’s infrastructure by reviewing policies, benefits, flexibility, accommodations, resources, and HR practices so employees and managers can navigate support consistently.

Where to focus next: Policies and practices → benefits and resources → accommodations and flexibility → organizational integration.

Next step: Use your individual dimension scores to identify where systems are supporting employees well and where gaps may remain. Bring your results to a MenoPalz Workplace Roadmap™ Conversation to prioritize practical improvements across policies, benefits, resources, and workplace practices.

Your five dimension scores provide a deeper view of where your organization is already making progress and where additional attention may have the greatest impact.
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LEVEL 5 — CULTURE

Sustaining Impact

Your organization has developed a strong foundation for menopause support that is increasingly embedded, normalized, and sustainable. Support extends beyond individual programs or champions and is reflected across leadership, workplace practices, employee experience, and organizational culture.

Your opportunity: Sustain and strengthen what you have built. Continue listening to employees, measuring effectiveness, developing leaders, evolving resources and practices, and adapting as workforce needs and workplace expectations change.

Where to focus next: Sustainability → measurement → continuous improvement → lasting cultural integration.

Next step: Use your individual dimension scores to identify opportunities to strengthen and sustain the progress you have made. Bring your results to a MenoPalz Workplace Roadmap™ Conversation to explore how your organization can measure impact, address remaining gaps, and continue evolving its approach.

Your five dimension scores provide a deeper view of where your organization is already making progress and where additional attention may have the greatest impact.
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YOU’VE COMPLETED YOUR ASSESSMENT

You now have a snapshot of your organization’s workplace menopause readiness across Awareness, Conversation, Leadership, Systems, and Culture.

Submit your assessment to save your results. From the Thank You page, you’ll be invited to schedule your MenoPalz Workplace Roadmap™ Conversation.

WHAT YOU’LL RECEIVE

When you schedule your Workplace Roadmap™ Conversation, we’ll use the results from this assessment as the foundation for a personalized, professional Workplace Roadmap™ report for your organization.

Your Roadmap will bring your results together in one clear document, including:

Your overall Workplace Readiness Score and Maturity Level

Your scores across all five workplace dimensions

Your organization’s current strengths and priority opportunities

Recommended focus areas and practical next steps

A customized action roadmap based on your organization’s results and priorities

Recommended MenoPalz resources and solutions where they can support your goals

During your Roadmap Conversation, we’ll review your results together, add context to what the scores are telling us, and identify the priorities that make the most sense for your organization.

After the conversation, you’ll receive your personalized Workplace Roadmap™ as a professional PDF you can use to guide internal conversations, planning, and next steps.

YOUR ASSESSMENT TELLS YOU WHERE YOU ARE.
YOUR ROADMAP HELPS YOU DECIDE WHERE TO GO NEXT.

Submit your assessment below to continue.
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YOU’VE COMPLETED YOUR ASSESSMENT

WHAT YOU’LL RECEIVE