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KYLYE ANN RALSTON
CYCLICAL CULTURES
Menopause Inclusion: The Retention Strategy You're Missing
One in four women consider leaving work due to menopause symptoms—not because they can't perform, but because workplaces don't understand what's happening. Menopause is the gap in your inclusion strategy that's costing you talent, eroding psychological safety, and leaving your best employees unsupported through a universal transition.
Why Every Generation in Your Workplace Needs Menopause Literacy
Today's workforce spans four generations—and menopause affects every single one of them.
Nearly half of young adults ages 18-29 are living at home with their parents, many of whom are navigating the menopausal transition. Gen Z, the kindest and most inclusive generation we've seen, is witnessing this firsthand and will not tolerate workplaces that aren't human-centric or supportive through all phases of life.
Here's how menopause touches every generation:
Baby Boomers are post-menopause with wisdom to share
Gen X is experiencing menopause or perimenopause
Millennials are in perimenopause or approaching it
Gen Z is living with parents going through it—making menopause awareness essential for recruiting the values-driven talent of tomorrow
Every person born with female reproductive organs will experience menopause. Those who were not, know or love someone who is or will go through this transition.
IT AFFECTS US ALL.
The Real Cost of Ignoring Menopause
But here's the real opportunity: retention.
The Numbers:
1 in 4 women consider leaving their jobs due to menopause symptoms
1 in 10 actually quit
Many women in leadership decline promotions due to lack of support
We believe these numbers are conservative—many women don't even realize they're experiencing perimenopause until after the fact.
What You Lose:
When women leave or step back from leadership, you lose:
Decades of institutional knowledge
Experienced leaders at their peak performance years
The diversity your organization claims to value
What You Gain With Support:
When organizations provide proper support, they:
Minimize symptoms and reduce absenteeism
Prevent mental health challenges
Retain powerhouse employees with decades of contribution ahead
Once women's bodies recalibrate through this transition, you gain employees with unmatched experience, wisdom, and leadership capacity.
The Bottom Line:
Support women through this natural transition and retain exceptional talent—or lose them to organizations that will.
THREE PATHWAYS TO MENOPAUSE INCLUSION
Kylye's approach combines empathy, evidence, and practical strategy to transform workplace culture. Whether you're starting the conversation or ready for comprehensive cultural change, there's a pathway that fits your organization's readiness and resources.
Menopause Aware
Foundation Training
Perfect for organizations starting their menopause inclusion journey or providing baseline education to teams.
What You Get:
Single session training (virtual or in-person)
Covers menopause basics: science, symptoms, and workplace impact
Available as keynote, lunch & learn, or professional development session
Opens the conversation and builds initial awareness
Best For: Organizations testing the waters, addressing immediate gaps, or launching menopause as a workplace topic
Format: 75-min virtual or 90-min in-person
Investment: Starting at $2,500
Menopause Educated
Multi-Session Training Series
For organizations ready to build deep literacy and shared language across their workforce.
What You Get:
Multiple training sessions delivered over several months covering core menopause literacy topics:
Menopause 101: Science, Symptoms & Hope
Mind Matters: Brain, Mental Health & Identity
Body at Work: Physical Symptoms, Sleep & Management
Advocacy & Support: Navigating Healthcare & Workplace Culture
Choose 3-4 modules based on your organization's needs. Each session builds cultural competency and creates lasting understanding.
Best For: Organizations committed to sustained education and measurable culture shift
Format: Virtual, in-person, or hybrid delivery over 3-6 months
Investment: $9,000-$15,000 depending on format and scope
Trusted by universities, regional districts, and crown corporations across BC
Menopause Inclusive
Complete Cultural Transformation & Co-Created Programs
The comprehensive pathway for organizations ready to become fully menopause-inclusive and embed this work into their culture, policies, and practices.
What You Get:
A fully customized, co-created program built specifically for your organization through our proven 5-step framework:
1. Listening Tour - Deep assessment of your organization's culture, needs, and readiness
2. Planning & Goal Setting - Collaborative design of measurable outcomes and a customized roadmap
3. Implementation - Comprehensive blend of workshops, leadership consultations, policy development, team interventions, and culture-building activities
4. Reflection & Adjustment - Ongoing measurement, feedback loops, and program refinement
5. Certification - Your organization becomes a recognized Menopause Inclusive Organization, demonstrating leadership and commitment
This isn't a pre-packaged program—it's a true partnership. We work together to create psychological safety, shift policies, train leaders, and build a culture where menopause support is embedded in how you operate.
Best For: Organizations ready to lead, invest deeply, and make menopause inclusion a cornerstone of their culture and employer brand
Format: Fully customized blend of training, consultation, policy work, and ongoing partnership (typically 6-12+ months)
Investment: Starting at $25,000+ (custom based on organization size, scope, and co-creation needs)
Meet Kylye: Your Partner in Transformative Wellness
Kylye is passionate about bringing menopause into workplace conversations where it belongs. With a deep understanding of how menopause impacts employees, teams, and organizational culture, she helps companies build the literacy and psychological safety that keeps talent thriving through midlife transitions.
Her approach combines empathy with evidence—blending lived experience, scientific knowledge, and practical workplace strategy. Kylye doesn't just educate those experiencing menopause; she trains entire organizations to understand, support, and normalize this universal transition.
As a workplace culture consultant and menopause literacy educator, Kylye has worked with universities, regional districts, and crown corporations across BC. Her mission is simple: make menopause inclusion as standard as parental leave—because half your workforce will experience it, and all of them deserve workplaces that understand.
When organizations work with Kylye, they don't just get training—they get a partner committed to lasting cultural change. From single awareness sessions to comprehensive transformation programs, Kylye meets organizations where they are and helps them become where they need to be.
Cyclical Cultures provides workplace education and organizational culture consulting. We do not provide medical advice or clinical care. Employees experiencing menopause symptoms should consult with qualified healthcare providers for individualized medical support.
Real Results, Real Change
Empowered women, transformed workplaces—hear from those who’ve experienced the change.
The Foundation: Building Psychological Safety Through Menopause Inclusion
Psychological safety is the cornerstone of thriving organizations—and menopause inclusion is your pathway to building it.
When you create a culture where women can speak openly about menopause, you're not just supporting one demographic. You're establishing an environment where all employees feel safe discussing life transitions, health challenges, and personal needs. This vulnerability and compassion become embedded in your organizational DNA
Why Menopause Is the Gateway:
Menopause is a universal, inevitable transition that half your workforce will experience—yet most workplaces treat it as unspeakable. When you break that silence, you signal that ALL life experiences belong at work: parenting, caregiving, aging, health challenges, grief. The empathy you build around menopause transforms how your entire organization shows up for each other.
What Changes:
Organizations that normalize menopause see ripple effects across their culture:
Higher engagement - employees bring their whole selves to work instead of hiding and managing in silence
Better retention - women don't quietly plan exits when symptoms hit; they stay and thrive
Increased productivity - people aren't using energy to mask struggles or manage shame
Stronger teams - vulnerability breeds trust, and trust drives performance
Competitive advantage - you become an employer of choice for values-driven talent across generations
The Bottom Line:
Psychological safety isn't a separate initiative you add to your DEI strategy. It's the cultural foundation that makes everything else possible—and menopause inclusion is how you build it.
One in four women consider leaving due to menopause symptoms. When you provide understanding instead of silence, you don't just retain talent—you create a workplace where everyone feels valued through every life stage.
Menopause Inclusivity - The Process
By integrating holistic practices, scientific knowledge, and statistical data, Kylye
offers a comprehensive framework that addresses the emotional,
physical, and mental challenges that women face.
Understanding & Discovery
The process begins with a 'Listening Tour'—a crucial phase where Kylye tours the business, engages with the leadership team and staff, and establishes the scope and needs of the organization.
This discovery phase sets the baseline for the work ahead, much like establishing a fitness regimen or financial plan. It is essential to invest in nurturing this process beyond a one-workshop-mentality to achieve lasting results.
Planning & Goal Setting
Following the Listening Tour, we develop a tailored plan with measurable goals, action items, and outcomes—both quantitative and qualitative.
This roadmap outlines the specific steps needed to create a supportive and inclusive environment for women navigating menopause and perimenopause, while building psychological safety for all employees.
Implementation
The implementation phase includes a customized blend of:
Workshops and training sessions
Leadership consultations
Team interventions and culture-building activities
Policy development support
Ongoing guidance and resources
These activities integrate menopause inclusion into your daily operations, fostering a culture where understanding and support become the norm, not the exception.
Reflection & Adjustment
Regular reflection is integral to lasting change. We measure progress toward goals, gather feedback, and ensure the plan remains effective and relevant.
Adjustments are made as needed to address emerging challenges or shifts in your organization's needs. This isn't a rigid program—it's a responsive partnership.
Follow-Up Plan
To sustain the cultural shift, we provide a follow-up plan that includes ongoing support and periodic reviews.
Your organization continues to benefit from the foundation we've built together, with the tools and commitment needed to maintain a culture of inclusivity and psychological safety for all employees.
Become Menopause Inclusive
After completing the process, your organization will be recognized as a Menopause Inclusive Organization—fully equipped to support women in midlife and create psychological safety for all employees.
This certification solidifies the cultural transformation you've built, positioning you as a leader in workplace inclusion and an employer of choice for talent across all life stages.
Every organization is trying to solve the same puzzle:
How do you unite a multi-generational, diverse workforce?
Menopause is the answer you've been missing.
Think about it—what else affects literally everyone?
Every woman who lives long enough will experience it
Every man has a mother, partner, daughter, or colleague going through it
Every generation is connected to it—Boomers are post-menopausal, Gen X is in it, Millennials are approaching it, Gen Z is witnessing it firsthand
Every level of your organization—from front-line to C-suite—shares this reality
Every industry, every workplace, every culture
There is no other human experience this universal that we collectively refuse to acknowledge.
When you normalize menopause, walls come down:
Younger employees develop empathy for what's ahead.
Older employees feel valued instead of invisible.
Men understand women's lived reality. Leaders remember they're human too.
The vulnerability required to talk about menopause builds the psychological safety that makes everything else possible.
This isn't a "women's issue."
This is the conversation that helps everyone see each other as whole humans navigating life together.
Menopause inclusion bridges generations, genders, and hierarchies—creating workplaces where people actually want to stay.
Because what else affects us all?
Nothing.
