A clear path from insight to accreditation
We help you understand where your organisation stands, identify and prioritise the right actions, and measure the progress you make along the way.
to the programme
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accreditation validity period
Audit. Act. Assess. Accredit.
One journey, four phases. Everything in the programme sits inside one of them.
AUDIT
Understand where you are now.
ACT
Turn evidence into meaningful action.
ASSESS
Measure again to see what changed.
ACCREDIT
Recognise and demonstrate your progress.
Committed to Becoming a Menopause Inclusive Employer
Once your organisation begins the programme, you’ll be recognised as a Committed to Becoming a Menopause Inclusive Employer — signalling your commitment to taking meaningful, evidence-led action.
[ Committed to Becoming a Menopause Inclusive Employer — badge asset to be supplied ]
What happens in each phase
Understand where you stand
We start by building a clear picture of menopause support across your organisation – looking at what your people experience alongside your current policies and workplace practices.
Using our evidence-led diagnostic approach, we identify what is working well, where there are gaps and where action is likely to make the greatest difference.
Turn the evidence into meaningful action
Together, we turn the findings into a practical, prioritised Menopause Improvement Plan based on what your organisation actually needs.
The plan will make it clear what needs to happen, what should be prioritised, who is responsible and what timescales are realistic.
Put the plan into practice
The organisation implements the agreed priorities, supported by Work Life People with the right combination of elearning, tools, guidance and expert input where needed.
Support available within this phase, depending on what the evidence says you need:
- CPD-accredited eLearning, by role
- Facilitated workshops for managers and leadership teams
- Leadership and culture support
- Consultancy and advisory input
Measure what’s changed
Once the agreed actions have had time to take effect, we measure again to understand what has improved, what has changed, what still needs attention and where further action may be useful.
We are not simply checking whether actions were completed. We look at whether those actions made a meaningful difference.
Recognise your progress
Where the organisation meets the accreditation standard, it becomes a Proud to Be a Menopause Inclusive Employer and receives Work Life People accreditation, an Accreditation Certificate, Digital Badge and supporting communications and brand assets.
Improvement is the point.
How long does it take?
Most organisations complete the accreditation programme within three to six months.
The exact timeframe will depend on your starting point, the findings from the initial assessment and the actions identified in your Improvement Plan.
Organisations with strong foundations already in place may progress more quickly, while others may need more time to implement meaningful change before reassessment.
We won’t rush the process simply to award accreditation.
The aim is meaningful improvement – with accreditation recognising the progress you’ve made.
What will you need to do?
We’ve designed the process to keep the workload for your HR or People team to a minimum.
We’ll provide ready-to-use email templates and the workforce survey link for you to share with employees. We’ll also ask an HR or senior leadership contact to complete a small number of online assessment tools covering leadership, risk and policy.
WLP manages the collection and collation of responses, with employee survey responses remaining anonymous.
We’ll guide you throughout, so you’ll always know what’s needed and when.
- Minimal admin for your HR or People team
- Ready-to-use email templates provided by WLP
- Simple online assessment tools
- WLP collects and collates all responses
- Employee survey responses are anonymous
- WLP guides you throughout the process
WLP’s evidence-led diagnostic approach
Everything in the programme rests on evidence gathered across three interconnected pillars — People, Policy and Practice. Looking across all three helps us understand not simply what exists, but how effectively it is working in practice.
Accreditation is a milestone.
A more menopause-inclusive workplace is the goal.
Common questions
Less than most expect. We provide ready-to-use email templates and the workforce survey link for you to share with employees, and we ask an HR or senior leadership contact to complete a small number of online assessment tools. WLP collects and collates everything else.
Most organisations complete it within three to six months, depending on their starting point and the actions identified in their Improvement Plan. We won’t rush the process simply to award accreditation.
There is no fixed threshold, but we advise on what is needed for the findings to be robust, and we suppress any breakdown too small to report safely.
No. It is priced separately by volume, because organisations vary enormously in size and in which pathways they need. eLearning is one of several forms of support available during the Act phase — what you use depends on what the evidence says you need.
Then the Improvement Plan is short and accreditation follows quickly. We would rather tell you that than manufacture work.
Accreditation is renewed by reassessment, which also gives you a year-on-year trend line.
Ready to find out where you stand?
Take the free readiness scorecard and get an instant view of where your organisation currently stands.