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Built on the vision of “inclusion of all, exclusion of none”, Hooper believes that supporting employees at every stage of life shouldn’t be just lip service – it must be backed by actual action.
With five generations now sharing today’s workplaces, meeting employees’ needs across different life stages has become more complex than ever.
One often-overlooked issue with a significant impact on employees’ wellbeing, performance, and career progression is menopause. Long considered a silent topic at work, menopause is finally gaining recognition as progressive organisations begin to integrate awareness and support into their broader DEI strategies.
One such organisation is Bloomberg. From setting the tone at the top to fostering employee-led communities, the company has transformed its vision of “inclusion of all” into meaningful actions that spark real conversations.
In this interview, Sian Hooper, Co-head of HR in Asia Pacific, Bloomberg, shares with HRO’s Tracy Chan how the media company has normalised menopause discussions and implemented firmwide DEI initiatives and policies that support employees through this stage of life.
Q: Can you walk us through Bloomberg's overarching DEI strategy? How do you ensure that the company's DEI initiatives and policies are inclusive for employees of all ages, genders, and life stages?
Primarily, it's about "inclusion of all, exclusion of none." This is our overarching vision, and while things are rapidly evolving, our commitment will not change. We believe that this tone should come from the top, and we have invested significantly in manager awareness – equipping and supporting our leaders to confidently foster a sense of inclusion across their teams.
Another area of focus has been leaning into our employee community groups and supporting these grassroots efforts. We believe that when inclusion is driven by employees for employees, it delivers the highest impact. Our community group co-leads have a deep understanding of the initiatives and conversations that need to happen. They also have regular touchpoints with managers, and our leaders are encouraged to take an active interest in and support this work.
Q: One prominent age-related health challenge facing employees is menopause. What specific initiatives or support systems does your company offer to employees going through menopause?
Supporting employees through menopause is an important part of our women’s health and wellness programme and is one aspect of how we help employees perform at their best both at work and outside of it. We offer informal flexibility, competitive medical benefits, and foster an open culture where conversations around mental health and, increasingly, hormonal health are encouraged. While we still have some work to do, the foundation is in place.
Building on this, we’ve introduced more tailored initiatives in specific regions. In our London office, for example, we have launched a women’s health policy and programme that includes dedicated on-site specialist support for hormonal health, such as periods and menopause. The positive impact of this initiative has been encouraging.
I’m excited about the growing focus on menopause in the APAC region, although the progress can sometimes be frustratingly slow, especially when compared to other regions. As providers in the area continue to evolve, we’re moving alongside them to create solutions that are regionally relevant and culturally appropriate. It’s a space in which we are committed to further development.
Q: Have you seen any measurable impact – such as improved retention, engagement, or wellbeing – among employees who benefit from menopause-related support?
The services we have rolled out in our London office have made a significant impact, and we are confident that we are moving in the right direction. We have seen the emergence of an employee-initiated community called 'Feeling Flush', which provides an informal platform for individuals to seek advice, share experiences, and find support regarding menopause.
In APAC, we are successfully retaining women, and our approach to inclusion is contributing to this success. There’s a broader lesson to be learned here: both employers and employees benefit when we take a highly intentional approach to supporting women at every stage of life, including menopause.
Q: How do you foster a company culture where conversations around menopause and other sensitive health topics are normalised and stigma-free?
Creating a safe space for sharing personal experiences has been a key priority for us. Our internal community groups have done a fantastic job leading this – they’re in tune with what’s needed and have created opportunities for storytelling through internal communications, panel discussions, and presentations.
One great example is 'This Is Me Asia', where employees, including some of our senior leaders, shared their personal experiences with mental health and disabilities. This initiative sent a strong signal that these conversations are welcomed and supported here.
We are also backing these efforts by seeking opportunities to engage on these topics externally – in part because showing visible support reinforces our commitment to our employees internally.
Q: What advice would you give to other HR leaders looking to integrate menopause awareness into their DEI framework?
Start simple. Have a conversation with a colleague, a community member, or even someone outside of work – a spouse, mother, sister – whoever makes sense in your context. Effective inclusion comes from understanding.
Then, critically assess the organisational support you have, including benefits, policies, and resources. After all, it can’t just be about talk; it must also be about action.
Insights from the field
Echoing Hooper’s perspective, Lisa Tarquini, Founder & CEO of The Menopause Space (pictured below), stresses that menopausal women are the fastest growing demographic in the workplace. Organisations that fail to address this issue risk high turnover, decreased productivity and engagement, as well as reduced ambition among employees.
“To acquire and retain female talent, there is an imperative need to have the conversation about menopause and provide workplace solutions to support this stage of a woman’s lifecycle.”
Photos / Provided
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