MenopauseTalk

Hot Flushes, Cool Gimmicks:

Who Else Is Making Money Off Menopause?

Scroll your phone for five minutes and menopause will find you.

Cooling bracelets. Hormone-balancing teas. Serums for “menopause skin.” Supplements promising calm, sleep, focus, libido, sometimes all at once. If you have ever thought “Should I try this?” you are not alone.

But this week, doctors, researchers and clinicians across the UK and US have raised a red flag. Menopause has become a marketing gold rush and women are paying the price.

Why Menopause Support Still Fails Women of Colour

What happens when the policies designed to support you were never written with you in mind?

Across the UK, research from the Fawcett Society shows that 1 in 10 women have left their jobs due to menopause symptoms, with many more reducing their hours or stepping back from leadership roles.

The Chartered Institute of Personnel and Development (CIPD) found:

• 3 in 5 menopausal women are negatively affected at work

Are We Misreading Your Menopause or Missing Your ADHD?

As more midlife professional women, particularly Black and women of colour, report rising brain fog, anxiety and performance pressure at work, new research shows that many are only now recognising underlying ADHD during perimenopause. Studies confirm that perimenopause can intensify lifelong ADHD traits, leading to late diagnoses, especially among women historically overlooked or misdiagnosed.

This overlap matters. Peri menopausal cognitive changes (fog, overwhelm, memory lapses) can mimic or mask ADHD, making it harder for women and their clinicians to know what’s driving workplace challenges. Some reports show perimenopause reveals ADHD rather than causing it, highlighting how easily symptoms are misattributed in busy professional women.

At the same time, falling estrogen disrupts dopamine regulation, worsening inattention, executive dysfunction and emotional dysregulation, symptoms that heavily influence leadership, productivity and workplace wellbeing.

Yet not all data aligns. Newer research suggests ADHD does not always…

How AI Is Transforming Menopause Care in the UK and Beyond.

Menopause affects over 13 million women in the UK, yet diagnosis delays, unequal access to care and stigma still undermine women’s health and careers.

AI is rapidly reshaping the landscape; speeding diagnosis, personalising care and exposing inequities that traditional systems have overlooked. Crucially, to deliver real benefits for Black and women of colour, AI systems must be trained on diverse data and evaluated for bias at every step.

For decades, menopause research has lacked both scale and representation. Globally, nearly 85% of women experience menopause-related symptoms, yet conventional research has struggled to capture the biological and social complexity of the transition.

Understanding Early & Surgical Menopause:

What It Means for Black Women and Women of Colour.

Menopause is often spoken about as if it arrives at the same time, in the same way, for every woman.

For many Black women and women of colour, that assumption does real harm. Early and surgical menopause are not rare outliers, they are lived realities shaped by stress, health inequalities and systems that were never designed with our bodies in mind.

Equity in Menopause Care

Menopause is often discussed as a universal biological transition. In practice, it is anything but universal. Who is believed, who is treated early and who gains access to specialist care is shaped as much by systems, culture and confidence as it is by hormones.

Across health systems, menopause inequity does not show up loudly. It appears quietly, in delayed diagnoses, inconsistent prescribing, postcode lotteries and women being told to “wait it out” when evidence says otherwise. These gaps matter most for women whose voices have historically been marginalised.

Recent policy and clinical developments have brought these inequities into sharper focus.

In England, menopause has now been confirmed as a priority condition within the forthcoming NHS Online Hospital, enabling women to be referred digitally for specialist menopause care via the NHS App. This shift has the potential to reduce regional disparities, long waiting times and barriers faced by…

The Silent Confidence Curve:

5 Ways Menopause Is Reshaping Women’s Careers (and Why It Is Not Your Fault).

In most workplaces, changes in confidence or performance are attributed to shifting roles, organisational pressure or workload. We are reminded that the most significant disruptors are usually the ones no one is examining.

Menopause is not a personal weakness. It is a biological transition with workplace consequences. The problem is not the symptoms. It is the silence around them.

Before women begin questioning their capability, one essential reflection is missing “Is my confidence changing because of competence or because of chemistry?” 

Building Policies That See Every Woman

Black feminist scholar Bell Hooks reminds us, “Honesty and openness is always the foundation of insightful dialogue.” Menopause policy must embody that truth.

Policymakers can no longer rely on one-size-fits-all workplace protections. Psychological research on stereotype threat, pioneered by Dr. Claude Steele, shows that when women of colour sense bias or dismissal, stress hormones rise and cognitive performance drops.

Add the midlife surge of hormonal fluctuation and the effect is compounded. Higher anxiety, disrupted sleep and impaired decision-making.

A truly responsive legislative agenda would integrate this science into practice. That means funding intersectional mental-health programs, requiring culturally competent clinical training and creating corporate guidelines that address the psychological as well as physical demands of menopause.