Our Diagnostic Approach
Meaningful change starts with understanding what’s really happening across your organisation.
WLP’s accreditation programme is underpinned by four purpose-built diagnostic tools that look at your organisation from different perspectives.
Together, they help us understand what your people experience, what your organisation has in place, where the gaps are and where action will make the greatest difference.
Gain a clearer understanding of where you are — and where to focus next.
What your people experience
The organisational view
What you have in place
Where the risks sit
Four diagnostic tools. One complete picture.
Each one looks at your organisation from a different angle. None of them is something your team has to build or run — these are the tools we use to understand where you stand.
Workforce Survey
Captures the experiences of your people — including awareness, confidence, workplace support, manager response and what employees say would help most.
Gives us: a clear picture of employee experience across your organisation.
HR & Senior Leadership Survey
Looks at the organisational and leadership perspective — including current support, awareness, culture, training and workplace practice.
Gives us: the organisational view to compare with employee experience.
Policy Self-Audit
Assesses your existing policies across 12 areas, creating a clear picture of policy maturity and where improvements may be needed.
Gives us: a scored assessment of the strength of your current policy provision.
Menopause Support Risk Assessment
Assesses six areas of workplace support, including environment, flexibility, policy, management capability, culture and support pathways.
Gives us: a prioritised view of workplace risks and areas requiring attention.
How the scoring works
You don’t need to understand the scoring to understand the findings — but it’s here if you’d like to see it.
Your policies are assessed against 52 criteria spread across 12 policy areas, scored out of 156.
Scores are banded from Early Stage through Emerging and Progressing to Leading, so you can see not just a number but what that number means and what would move you into the next band.
Six areas of workplace support are assessed: environment, flexibility, policy, management capability, culture and support pathways.
Each is RAG rated and carries an impact score, so the resulting risk profile is ordered by impact rather than by how easy something would be to fix.
Workforce survey responses are anonymous. Findings are reported at a level that protects individuals, and we suppress any breakdown too small to report safely.
An Insights & Recommendations Report setting out what’s working, where the gaps are and where to focus — and a prioritised Menopause Improvement Plan built from those findings.
The value is in bringing the evidence together
No single survey or assessment can give you the whole picture.
We analyse the findings from all four diagnostic tools together, comparing employee experience with leadership insight, policy and workplace practice.
That allows us to identify not only the obvious gaps, but also the disconnects between what an organisation believes is happening and what people actually experience.
Those insights help us identify where action is most needed and where it is likely to have the greatest impact.
[ Combined-findings / dashboard visual to be supplied — see G-10 ]
Analysed across People, Policy and Practice
Findings are brought together across three interconnected pillars, helping us identify what’s working, where the gaps are and where action will make the greatest difference.
[ People, Policy & Practice methodology visual to be supplied — replaces the current ‘Diagram — three pillars’ placeholder ]
People
What employees experience, understand and feel able to access — including awareness, confidence, culture, management support and lived experience.
Policy
What the organisation has formally put in place — and how well its policies support menopause inclusion.
Practice
What actually happens in the workplace — including management capability, working arrangements, workplace environment and access to support.
Looking across all three helps us understand not simply what exists, but how effectively it is working in practice.
We don’t assess menopause inclusion from a single survey or checklist. We bring together evidence from across your people, leadership, policies and workplace practices to understand what is really happening, identify what matters most and measure whether subsequent action makes a meaningful difference.
Find out where your organisation currently stands
Take the free readiness scorecard for an instant view of where you are today – and where the gaps are most likely to be.