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Menopause is a universal biological transition, yet its experience is anything but uniform. While the clinical definition marks the end of menstruation, the lived reality for millions of women, particularly Black women and women of colour, is shaped by a complex interplay of biology, culture, healthcare access and systemic inequities.

Let us get real about something so many women are experiencing it but are rarely allowed to name it. Black women are being left out in the workplace, in menopause conversations, in business dynamics, in healthcare and in relationships. It is not just frustrating. It is traumatic. Their pain is not an inconvenience. It is not “too much.” It is real. Valid. Ignored. Research proves it.

Creating inclusive workplaces for BAME professionals across generations requires more than good intentions, it demands data-driven action, intersectional awareness and structural change.

here are the five HR trends redefining power, performance and progression in 2025. Pay attention, because these aren’t just changes they are exponential shifts. And those who embrace them early will control the narrative, shape the culture and build the future.

Lack of Visibility, credibility, self-doubt and unconscious bias. These aren’t just buzzwords, they are real, lived experiences that so many women navigate daily in the workplace. And yet, despite these roadblocks, the message is clear, we are not powerless!  

Every founder, visionary and builder has encountered that dreaded moment, the unanswered pitch email, the headshake in a VC’s boardroom

When we speak of revolution, we must not only analyse structures of oppression we must name those who challenged them with grace, fire and unapologetic intelligence. Ruby Dee was one of those women.

Today, let’s delve into the profound impact of Black culture on consumer trends and how it shapes demand for products and services in the gl