Driving change: progressing menopause support across the energy sector
By Halyma Begum, Equity, Inclusion, Diversity and Wellbeing Specialist, Calisen
On 22 April 2026, Women’s Network Chairs from across the energy and utilities sector came together in Manchester for the Menopause Sector Roundtable: Progressing Menopause in the Workplace. Hosted by ourselves at Calisen in partnership with the Women’s Utility Network (WUN) and Henpicked, the event united organisations with a shared ambition: to create meaningful, lasting change in how menopause is understood and supported at work.
The afternoon opened with informal networking, giving attendees the opportunity to connect, exchange experiences, and establish a collective sense of purpose. From the outset, the focus was clear. This was not simply a forum for discussion, but a platform for action.
At the heart of the discussion was an urgent reality: women are leaving the workforce due to a lack of menopause support. The roundtable sought to challenge this by identifying barriers, sharing best practices, and exploring ways to build inclusive workplaces that support employees at every stage of life. Participants were encouraged to move beyond awareness to practical, impactful solutions that address the real challenges employees face.
The first session, led by Beth Tatton and Charlotte Robinson, Co-Chairs of the empowerHER network, highlighted the power of employee-led change. They shared their journey towards becoming a menopause-friendly workplace, reflecting on why empowerHER was established and the progress made so far.
empowerHER shared how women's lived experiences of menopause inspired the creation of their "Flat White and Hot Flushes" coffee morning group – a safe-space support initiative encouraging openness and understanding. This initiative has gained significant recognition, currently shortlisted for EDI Initiative of the Year at the Women in Utilities Awards. Their work demonstrates how employee networks can amplify women's voices and shape organisational priorities.
Further strengthening the business case for change, Chief People Officer San Johal positioned menopause inclusion as a strategic priority. Moving beyond its perception as solely a wellbeing issue, San emphasised its direct link to engagement, retention, and overall organisational performance. Aligning with Calisen’s broader equity, diversity and inclusion strategy, this perspective underscored the importance of embedding menopause support into core business planning.
A standout moment came from expert insights delivered by Henpicked, alongside a practical case study from an energy supplier. These sessions provided honest, evidence-based perspectives on what effective menopause support looks like in practice. Attendees explored current trends, common challenges, and often-overlooked inequities across different roles, particularly for operational and field-based colleagues.
The roundtable then moved into interactive breakout discussions facilitated by WUN, where participants explored two key themes: supporting operational colleagues and building male allyship. These conversations were marked by openness and collaboration, with organisations sharing both successes and ongoing challenges.
This roundtable proves the energy sector can do better - and must. EmpowerHER showed us employee-led initiatives work. San Johal made it clear this isn't wellbeing - it's retention, performance, business strategy. Now we need to solve the operational inequities and get male allies on board. Now is the time to take action. Embed menopause support in how we operate. Or keep watching our best talent walk out the door.
“Menopause inclusion is a strategic priority, directly linking to engagement, retention, and overall organisational performance.”
“Menopause inclusion is a strategic priority, directly linking to engagement, retention, and overall organisational performance.”
On 22 April 2026, Women’s Network Chairs from across the energy and utilities sector came together in Manchester for the Menopause Sector Roundtable: Progressing Menopause in the Workplace. Hosted by ourselves at Calisen in partnership with the Women’s Utility Network (WUN) and Henpicked, the event united organisations with a shared ambition: to create meaningful, lasting change in how menopause is understood and supported at work.
The afternoon opened with informal networking, giving attendees the opportunity to connect, exchange experiences, and establish a collective sense of purpose. From the outset, the focus was clear. This was not simply a forum for discussion, but a platform for action.
At the heart of the discussion was an urgent reality: women are leaving the workforce due to a lack of menopause support. The roundtable sought to challenge this by identifying barriers, sharing best practices, and exploring ways to build inclusive workplaces that support employees at every stage of life. Participants were encouraged to move beyond awareness to practical, impactful solutions that address the real challenges employees face.
The first session, led by Beth Tatton and Charlotte Robinson, Co-Chairs of the empowerHER network, highlighted the power of employee-led change. They shared their journey towards becoming a menopause-friendly workplace, reflecting on why empowerHER was established and the progress made so far.
empowerHER shared how women's lived experiences of menopause inspired the creation of their "Flat White and Hot Flushes" coffee morning group – a safe-space support initiative encouraging openness and understanding. This initiative has gained significant recognition, currently shortlisted for EDI Initiative of the Year at the Women in Utilities Awards. Their work demonstrates how employee networks can amplify women's voices and shape organisational priorities.
Further strengthening the business case for change, Chief People Officer San Johal positioned menopause inclusion as a strategic priority. Moving beyond its perception as solely a wellbeing issue, San emphasised its direct link to engagement, retention, and overall organisational performance. Aligning with Calisen’s broader equity, diversity and inclusion strategy, this perspective underscored the importance of embedding menopause support into core business planning.
A standout moment came from expert insights delivered by Henpicked, alongside a practical case study from an energy supplier. These sessions provided honest, evidence-based perspectives on what effective menopause support looks like in practice. Attendees explored current trends, common challenges, and often-overlooked inequities across different roles, particularly for operational and field-based colleagues.
The roundtable then moved into interactive breakout discussions facilitated by WUN, where participants explored two key themes: supporting operational colleagues and building male allyship. These conversations were marked by openness and collaboration, with organisations sharing both successes and ongoing challenges.
This roundtable proves the energy sector can do better - and must. EmpowerHER showed us employee-led initiatives work. San Johal made it clear this isn't wellbeing - it's retention, performance, business strategy. Now we need to solve the operational inequities and get male allies on board. Now is the time to take action. Embed menopause support in how we operate. Or keep watching our best talent walk out the door.