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HR / People & Culture Pathway Overview

Pathway Overview

Module 1 — Policy Development & Implementation

Unit 1.1 — Why a standalone policy isn't enough

Unit 1.2 — What a BS 30416-aligned policy contains

Unit 1.3 — Cross-referencing existing policies

Unit 1.4 — The Australian legal framework for HR

Unit 1.5 — Absence management: getting it right

Module 2 — Workplace Adjustments & Physical Environment

Unit 2.1 — What adjustments are (and what they're not)

Unit 2.2 — Physical environment adjustments

Unit 2.3 — Work design adjustments

Unit 2.4 — The adjustment conversation: HR's role

Unit 2.5 — Risk assessments

Module 3 — Workplace Culture, Leadership & Training

Unit 3.1 — Why culture change is HR's hardest job

Unit 3.2 — Senior leadership: what you need from them

Unit 3.3 — The training cascade

Unit 3.4 — The Menopause Advocate role

Unit 3.5 — Culture activities and the communications plan

Module 4 — Inclusive Recruitment, Retention & Progression

Unit 4.1 — Why recruitment is a menopause issue

Unit 4.2 — Job design review

Unit 4.3 — Assessment and interview adjustments

Unit 4.4 — Retention and progression

Module 5 — Measuring Impact: Data, Metrics & Reporting

Unit 5.1 — Why measurement matters

Unit 5.2 — Establishing a baseline

Unit 5.3 — The BS 30416 metrics framework

Unit 5.4 — WGEA target alignment

Unit 5.5 — Communicating results

Optional Module — Setting Up Your WGEA Evidence Pack

From training completion to compliance evidence

What HR admin needs to configure

How to present the Evidence Pack

Completion screen

Module Knowledge Checks (Quizzes)

Module 1 Knowledge Check

Module 2 Knowledge Check

Module 3 Knowledge Check

Module 4 Knowledge Check

Module 5 Knowledge Check

Course Feedback and Evaluation

HR & PC Pathway Course Survey

Welcome to the 'Menopause and Menstrual Health Workplace Inclusion for HR Professionals' course. In today's rapidly evolving workplace, creating an inclusive environment that actively supports menstrual and menopausal health is no longer just a 'nice-to-have'—it is a critical component of employee wellbeing, talent retention, and legal compliance.

Welcome to the 'Menopause and Menstrual Health Workplace Inclusion for HR Professionals' course. In today's rapidly evolving workplace, creating an inclusive environment that actively supports menstrual and menopausal health is no longer just a 'nice-to-have'—it is a critical component of employee wellbeing, talent retention, and legal compliance. This comprehensive HR and People & Culture pathway is meticulously designed to equip HR professionals, DEI leaders, and organizational managers with the knowledge, tools, and frameworks needed to drive meaningful change within their organizations. Moving far beyond basic awareness, this course delves into the systemic and cultural elements required to activate effective policies aligned with BS 30416:2023 standards and the Australian legal framework. Throughout the modules, you will learn how to implement practical workplace adjustments, manage health-related absences with empathy, and foster a supportive physical and cultural environment. Furthermore, the course covers inclusive recruitment strategies to attract and retain invaluable midlife talent, and provides robust methodologies for measuring impact through data, metrics, and WGEA target alignment. Whether you are drafting your very first health policy, setting up a Menopause Advocate network, or looking to refine existing HR frameworks to build a WGEA evidence pack, this course will empower you to champion menopause and menstrual health inclusion, ultimately enhancing organizational culture and driving long-term business success.

Menopause and Menstrual Health Workplace Inclusion for HR Professionals

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            <p>Navigating the complexities of menopause and menstrual health in the workplace is no longer just a matter of employee wellbeing; it is a strategic imperative for modern Human Resources and People & Culture professionals. This comprehensive pathway is designed to equip HR leaders with the knowledge and tools necessary to transform organizational culture, moving beyond basic, standalone policies to create deeply embedded, systemic support structures. By addressing the unique challenges associated with menstrual and menopausal health, organizations can significantly improve employee retention, foster a highly inclusive environment, and ensure compliance with evolving legal and ethical standards, including the Australian legal framework and BS 30416:2023 guidelines.</p>

<p>Throughout this course, participants will explore a multi-faceted approach to workplace inclusion, starting with the development and implementation of robust, cross-referenced policies and effective absence management strategies. The curriculum delves into practical workplace adjustments—spanning physical environments and work design—while clarifying HR's pivotal role in facilitating these crucial conversations and conducting risk assessments. Furthermore, the modules will guide professionals through the challenging task of driving cultural change, securing senior leadership buy-in, and establishing a Menopause Advocate network. Finally, the program addresses inclusive recruitment and retention practices, culminating in a data-driven approach to measuring impact, tracking metrics, and aligning with Workplace Gender Equality Agency (WGEA) targets to prove the tangible success of these vital HR initiatives.</p>
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