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Sphere on Spiral Stairs

SHAPERS AND SHIFTERS

Changing the narrative and harnessing the intersectionality of Gender, Menopause and Ageism. 

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72% of our respondents say Menopause IMPACTED emotional stamina, 60% CALLED OUT work productivity and 80% physical WELLBEING.
60% SEE THiS AS AN OPPORTUNITY TO BECOME BETTER LEADERS. 30% SAY WOMEN are struggling and DON't UNDERSTAND It.
 
74% say organisations need to do more.  

What do you think?

We are offering useful, interactive and safe focus groups for women experiencing menopause and HR / Well being practitioners interested to learn/contribute. In every session our experts will share concepts to lead through menopause more effectivenly. Register to join us?

Sphere on Spiral Stairs
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Having experienced menopause myself and having coached women experiencing this phase I am delighted to launch the Shapers and Shifters initiative along with experts. Our aim is to stem this emerging talent leak in organisations and empower women to lead through menopause. 

 

Reena Dayal 

Master Coach and Lead designer, Shapers and Shifters

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Overnight, I found I was unable to think clearly nor take firm decisions. My confidence levels plummeted! 

In meetings with hot flushes assaulting me...An ongoing joke in the company and no action. It was a nightmare for me.

I had to make a difficult decision to leave a job I loved as I could not cope. It was brutal as I was poised for promotion.

“Women make up nearly half of the UK workforce, but around 900,000 have quit their jobs because of the menopause.”

Wellbeing of Women Charity

“Negative impacts of symptoms on economic participation identified in the evidence base include lower productivity, reduced job satisfaction and problems with time management. Women leaving due to menopause resulting in £7.3 million loss” 

UK Government Equalities Commission, 2017

Sphere on Spiral Stairs
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Difficult times makes us stronger - when we support women in the short term to enhance well being and confidence coupled with the best available leadership coaching they pivot magnificently to be transformational leaders in whatever they do after. This is what motivates me.

Reena Dayal 

Master Coach and Lead designer, Shapers and Shifters

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WHY MIGHT YOU NEED THIS NOW?

 

We know menopause typically affects women between the ages of 45-55. This age bracket  is a powerful inflection point for all genders; for women it often gets accentuated with various stages of menopause; bringing extraordinary disruption to physical, mental and emotional state of varying degrees. It can be frustrating as it is also a time when women are peaking in their career and are poised to lead larger work mandates and bigger roles. Effective and timely support enables women to maximise well being and growth. 

Research and feedback is showing menopausal women often opt to leave their jobs as the added pressure of an unsupportive environment adds to the confusion, unhappiness, frustration and anxiety they are experiencing. This is leak in the talent pipeline at a time when women are at their prime. With the right kind of support organisations can develop, support and retain this talent group. 

Discussing the issues with other women makes  a difference, knowing my company sponsored my coaching made me proud.. 

 Menopause cannot be seen as a stigma anymore. Not in 2022! It affects me, my team, my family, my business.

CIPD Report 2019 on Menopause at Work

  • Nearly two-thirds (65%) said they were less able to concentrate

  • More than half (58%) said they experience more stress

  • More than half (52%) said they felt less patient with clients and colleagues


BBC Survey 2018

  • 40-48% of women reported that menopause had affected their mood/ mental well being. 

  • 70% did not inform their employers

HOW IS YOUR ORGANISATION RESPONDING?

Do you offer tailor made leadership development solutions to this high potential talent segment?

In response to changing business landscape leaders must offer programmes that cater to the unique needs of a diverse workforce. Vanilla one programme fits all is an option that is seen as ineffective to fully unleash leadership capabilities required to transform future business strategy, team acceleration and growth.   

Are there sufficient well being and DEI initiatives for this talent segment?

With an ongoing urgency to shift gender metrics and a noticeable ageing of the UK workforce, organisations that fine tunes the delivery of DEI strategies will see the benefits in creation a strong employer brand. Leadership coaching and well being solutions for women experiencing different phases of menopause must be included.  

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