Sometimes, all it takes is one person to make a lasting change. When Lou Furby, Senior Events Planning & Communications Manager at Specsavers, started experiencing menopause, she craved a safe space to open up about what she was going through.
Nothing like that existed at Specsavers, and managers hadn’t been trained in how to support colleagues going through menopause. Lou took it upon herself to be the change she needed and founded MenoTalk; an employee support group aimed at anyone experiencing menopause. We spoke to Lou about where the idea came from and the impact it had on Specsavers as a business…
The spark behind MenoTalk
Lou was struggling for around a year before getting diagnosed as menopausal. During that time, she was finding it hard to communicate with her manager and find solutions to how she was feeling at work. It was only once she realised her symptoms were linked to the menopause that she went on a mission to find (and create) more support for herself and others.
“I thought, if I can stop one other person from going through the same awkwardness, then I’ve done something worthwhile!” she said. This ambition led her and co-chair Caroline to establish a network with a straightforward goal: break the stigma around menopause and start the conversation.
Creating a safe space
Right from the outset, Lou and Caroline aimed to create a support-first environment with no commitments or expectations. MenoTalk encouraged “passive membership” where there was no requirement for members to contribute anything other than their support for each other.
“We didn’t want to make it mandatory for our members to take part in delivering new projects or leading initiatives—they were struggling enough without more on their plate,” Lou explained. Members were invited to join simply to gain support from others.
Understanding menopause = understand customers
Lou went on to say that the impact of the menopause training has not only been felt internally, but externally in customer services, too. Customers often come into Specsavers with symptoms related to menopause, like dry eyes. Store employees, now equipped with a basic understanding, can have supportive conversations and offer solutions, strengthening the brand’s relationship with its customer base.
It’s not just about being a good employer. By understanding the menopause and supporting your employees with their symptoms, you’ll understand and build trust with a huge proportion of your customers too.
The Role of Leadership in Longevity and Success
One key to Meno Talk’s success was the involvement of senior leadership, providing visible support that normalised conversations around menopause and created a learning culture across the company. Lou emphasised the importance of pacing, saying “In the beginning, our only focus was to start conversations. We didn’t try to change everything at once.” This strategy enabled the group to build momentum without overwhelming team members or leadership.
Recommendations for employers
Building a successful support network doesn’t happen overnight. Lou’s advice? “Don’t try to run before you can walk. Start small—focusing on open conversation is a hundred times better than doing nothing!” An approach designed around marginal gains and focused on raising awareness first, can make it manageable for organisations with limited resources or competing priorities.
For us at Grace, and workplaces everywhere, Lou’s story is a reminder of the importance of community, and the impact just one person can have on a business, regardless of its size. With sensitivity, openness, and a focus on education, any organisation can make positive strides towards supporting employees through their menopause journey.
Have you felt inspired by Lou’s story? Lou and five other HR experts feature in our free guide, Creating Menopause-Friendly Workplaces. Read it to learn more about how to create an inclusive, supportive culture within your business.