Case Study 30: Unilever – Global Menopause Support and Inclusion Program
- Initiated: 2023 – Ongoing
- Provider: Unilever PLC (Global HQ: Rotterdam & London)
- Target Group: Global workforce, with focus on menopausal women aged 40–60 across office, manufacturing, and field roles
- Goal: To reduce stigma, enhance wellbeing, and improve retention through global menopause inclusion strategies integrated within Unilever’s broader health, DEI, and employee support systems.
Key Actions - Conducted global employee survey identifying menopause-related impacts on wellbeing and productivity
- Rolled out a global menopause policy including workplace adjustments (e.g. flexible hours, role modification)
- Delivered mandatory menopause training for managers to improve recognition and support
- Provided 1:1 support via Menopause Champions and partnered with external health organisations
- Added HRT and counselling to global health insurance plans
- Created a central menopause resource hub and ran awareness webinars globally
- Instituted annual anonymous surveys to track impact and guide adaptation
Impact - Improved manager competence and peer support around menopause
- Increased openness and reduced stigma across multinational offices
- Enhanced retention and wellbeing for menopausal employees
- Recognised internally and externally for leadership in menopause inclusion
- Integrated menopause into Unilever’s core wellbeing KPIs
Lesson Learned - Senior leadership buy-in was critical for systemic culture change
- Combining clinical support, education, and policy made interventions more effective
- Peer support (Menopause Champions) increased accessibility and trust
- More public transparency and targeted impact analysis could strengthen sector influence
- Future progress depends on fully embedding intersectionality (e.g. race, disability, job role)
Success Factors/Best Practices - Consistent global commitment from top-level leadership
- Cross-team collaboration between HR, DEI, and Health & Safety
- Multi-tiered strategy: policy + education + clinical support + peer networks
- Use of employee data and continuous feedback to improve programming
- Partnerships with external experts and networks for benchmarking
Sustainability - Embedded menopause initiatives into long-term wellbeing and DEI strategies
- Budgeted resources for ongoing training, surveys, and Menopause Champion programmes
- Succession planning ensures peer networks remain active
- Continued partnerships with advocacy and medical organisations to stay current
Download the UNILEVER Menopause Policy Template & Menopause Conversation Guide for Managers!