Marcelle Hoyek.
The MFA DE&I Council would like to see an industry where everyone can thrive, feel heard, supported, and safe to do their best work. Let’s meet the Changers who are sharing their own lived experiences to inspire us all to change for the better.
In Australia, approximately one in five people are in the menopausal age range of 40–54 years. As our population ages, the need for health and workplace policies tailored to menopause is receiving growing attention.
iProspect Australia Managing Director Marcelle Hoyek (known as Chella to her team), recently hosted a frank discussion on menopause at an all-staff meeting, aiming to dismantle taboos surrounding this natural yet largely unspoken transition. The topic holds universal relevance—whether you experience it yourself or support someone going through it.
Chella’s message was clear: menopause isn’t merely an issue for women, but something that impacts workplace dynamics, health and productivity.
In this Changing Perspectives article, iProspect Strategist and MFA DE&I Council Member Pawena Kaniah documents what she learned at that important all-staff meeting.
Breaking down misconceptions
Menopause isn’t a single event but an extended process with three distinct stages: perimenopause, menopause, and post-menopause. Perimenopause, a period marked by fluctuating hormones, can last from seven years to a decade before the official “menopause day”— defined as one full year without a menstrual cycle. Following this, a woman enters post-menopause, which lasts for the remainder of her life.
The average age for reaching menopause is 51 years, though it can occur anytime between 45 to 55 years, and women can become aware of changes in their bodies as early as 35. As someone under 30, this was eye-opening for me.
At the all-staffer, Chella shared that symptoms are varied and extensive: “I started noticing changes in my body a couple of years ago,” she told us. “First, I couldn’t sleep through the night – something I’d never struggled with before.
“Then came the unexplained weight gain. No matter how well I ate or how much I exercised, the scale refused to budge. In fact, the weight just kept piling on. My headaches and migraines worsened, my body temperature swung wildly without warning, and brain fog hit hard – I’d lose my words mid-sentence, completely forgetting what I was saying.”
She went on to explain that there are over 100 potential symptoms, which often results in misdiagnosis or dismissal by healthcare providers. According to the recent Australian Senate inquiry into menopause, most medical professionals get just one hour of menopause education in their entire medical training, leading to a significant gap in understanding and adequate care.
“If that doesn’t make you furious, it should," Chella said.
“Educating yourself is vital,” she went on to say, urging women to advocate for their health, consult specialists, and incorporate weight training to combat bone density loss.
She recommended The New Menopause by Dr Mary Claire Haver, along with The M Word for those seeking a relatable yet in-depth exploration of menopause’s physiological and emotional effects. Chella also praised Dr. Haver’s engaging Instagram content and highlighted The Menopause Doctor as a go-to source for accessible, daily insights.
Why workplaces need to foster vulnerability
Menopause often coincides with critical career stages, impacting both senior leaders and those stepping into leadership. Yet, many women don’t realise its effects until it’s too late.
Linda Wong, Director of People at the MFA, shared a personal insight with me: “On a girls’ weekend trip with four friends, I learned all of us had similar experiences. Two had quit work, and the rest passed on career opportunities, thinking it was just personal struggles. None of us realised menopause was the cause. Imagine if we had known.”
This made me realise that workplace support is crucial. One of my female peers often speaks about the challenge of repeatedly justifying her work-from-home arrangements to her bosses due to heavy periods. If managing menstrual health is still met with resistance, how many workplaces are truly prepared to support women through menopause?
Flexible work, micro-leave, and managerial training aren’t just perks – they are necessary steps to break the stigma that limits women’s workforce participation, income and retirement security.
As businesses push for diversity, addressing women’s health isn’t optional – it’s essential. Leaders like Chella, who champion these conversations, set a powerful example of corporate advocacy. Inclusivity isn’t just about representation; it’s about ensuring holistic wellbeing at every stage of a woman’s career.
Let’s continue to break down these barriers to create an environment where everyone feels empowered to thrive and bring their full selves to work.
To broaden your understanding of DE&I, complete the SBS Core Inclusion course – Australia’s leading online DE&I training course – available for free to MFA member employees
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