Creating a culture of care: How we embed inclusion and wellbeing across our ESG strategy

Normalising the conversation on menopause and menstruation

Our menopause and menstruation strategy is about more than policies and products. It’s about creating a culture where people feel seen, supported, and able to thrive.

This project began with a simple question: "What would make your experience of menopause and menstruation better at Adler & Allan?"

We asked our female colleagues directly; the responses were honest, enlightening, and raw. From there, we built a strategy rooted in empathy, practicality, and action.

Here’s what we've done so far:

• Surveyed our women colleagues to understand their needs and experiences
• Surveyed all employees to gauge current understanding and comfort levels around the topic
• Updated exit interviews and sick recording to better capture menopause-related impacts
• Built a cross-functional working group to lead the initiative, with four spin-off groups
• Drafted intranet resources and launched a dedicated section under our wellbeing hub
• Stocked period products in all depots
• Delivered menopause and menstruation training for line managers to build confidence and understanding
• Started to review site welfare facilities to ensure they meet the needs of menstruating and menopausal employees
• Shortlisted in the Energy & Utility Skills Awards 2025 in the Diversity and Inclusion Initiative of the Year category

This initiative is part of our wider 'Women Making Waves' programme, and it’s already making a difference. We've seen increased openness, improved understanding, and tangible changes in how we support our people.

One colleague shared: "Just the awareness and normalising is a huge start! Working in a male-dominated industry means I wouldn't feel comfortable talking to many of my colleagues about any of this, so this feels like big progress."

Another said: "As someone going through the menopause and experiencing several of its symptoms on a continual basis, I’m very grateful."

The business case is clear: 1 in 10 women leave their jobs due to menopause symptoms, and 87% of menstruating employees report stress or anxiety at work due to their periods. This isn’t just a wellbeing issue, it’s a retention, productivity, and inclusion issue.

This initiative is about making Adler & Allan a place where everyone feels valued, not just for what they do, but for who they are.