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KYLYE ANN RALSTON
CYCLICAL CULTURES
Over 14,000 women. 18 years. One mission: helping women understand their bodies.
Menopause Inclusion: The Retention Strategy You're Missing
One in four women consider leaving their jobs because of menopause symptoms — not because they can't handle the work, but because no one around them understands what's actually happening. Most people picture menopause as something that happens overnight, later in life. In reality, it's a transition that can start over a decade earlier than expected — often in the late 30s or 40s — and unfolds gradually through perimenopause, menopause, and beyond. So women don't always realize it's happening to them. They're too busy pushing through the fog, the fatigue, the moments that don't feel like themselves — chalking it up to stress, age, or just a hard season.
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 are 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 who lives long enough to reach midlife, will experience menopause — no exceptions. Everyone else knows or loves someone who is or will go through this transition.
IT AFFECTS US ALL.
The Real Cost of Ignoring Menopause
The Real Cost of Menopause
But here's the real opportunity: retention.
The Numbers
1 in 4 women consider leaving their jobs due to menopause symptoms. (Benenden Health)
1 in 10 actually quit. (Fawcett Society & Channel 4, "Menopause and the Workplace")
Almost 900,000 women in the UK have left their jobs due to menopausal symptoms — often at the peak of their careers, when they're eligible for senior roles. (CIPD, cited in the UK House of Commons Women and Equalities Committee report)
These numbers likely understate the problem — many women don't recognize perimenopause symptoms until well after they've begun.
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:
Help employees manage symptoms and reduce absenteeism.
Support employee mental health through a difficult transition.
Retain employees with decades of contribution still 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.
🌐 A Global Shift in Workplace Standards
Menopause inclusion is rapidly shifting from an employee perk to an organizational requirement.
From the introduction of global ISO 45010 workplace guidelines to expanding government labor directives across North America,
structural expectations are evolving. Forward-thinking organizations are building these frameworks today; those that wait
risk falling behind on compliance, equity, and talent retention.
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.
Pathway #1 Menopause Aware
Foundation Training
Perfect for organizations opening the conversation on menopause for the first time.
What You Get:Single 90-minute live session (virtual or in-person)
Covers Menopause 101: Science, Symptoms & Hope
Includes training and live Q&AAvailable as a keynote, lunch & learn, or professional development session
Best For: Organizations testing the waters, addressing immediate gaps, or launching menopause as a workplace topic
Format: 90 minutes, virtual or in-person
Investment: Starting at $2,500
Pathway #2 Menopause Educated
Training Series
For organizations ready to build deep literacy and shared language across their workforce.
What You Get: Four recorded sessions delivered over consecutive months with a 30-day licence per session — so your entire organization can participate on their own schedule. Each month closes with a live Q&A with Kylye of up to 90 minutes.
Sessions:
Menopause 101: Science, Symptoms & Hope
The Invisible Impact: Brain, Identity & Emotional Intelligence at WorkThe Body Under Pressure: Energy, Sleep & Symptom Management
Support That Works: Self-Advocacy, Healthcare & Workplace Culture
Best For: Organizations committed to sustained education and measurable culture shift
Format: Recorded delivery with 30-day licence per session, plus monthly live Q&A — virtual or in-person
Investment: Starting at $8,000
Trusted by universities, regional districts, and crown corporations across BC
Pathway #3 Menopause Inclusive
Complete Cultural Transformation & Co-Created Programs
The comprehensive pathway for organizations ready to embed menopause inclusion 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:
Listening Tour — Deep assessment of your organization's culture, needs, and readiness
Planning & Goal Setting — Collaborative design of measurable outcomes and a customized roadmap
Implementation — Comprehensive blend of workshops, leadership consultations, policy development, team interventions, and culture-building activities
Reflection & Adjustment — Ongoing measurement, feedback loops, and program refinement
Lasting Impact — The work is embedded. The culture has shifted. Your organization becomes known as a place where women are understood, supported, and retained through every stage of life.This isn't a pre-packaged program — it's a true partnership.
Best For: Organizations ready to lead, invest deeply, and make menopause inclusion a cornerstone of their culture and employer brand
Format: Fully customized, typically 6-12+ months
Investment: Starting at $25,000
Meet Kylye: Your Partner in Transformative Wellness
Meet Kylye: Your Partner in Transformative Wellness
Since 2008, Kylye Ann Ralston has been teaching adult sexual health to women — supporting over 14,000 of them through vulnerable, intimate health conversations.
As her clients aged, their questions evolved.
Perimenopause and menopause became the natural next chapter, and her work evolved with them.
Menopause is the natural next chapter of sexual and reproductive health — and whole-body health at that.
Menstruation, hormones, intimacy, brain function, emotions, identity, purpose — it's all connected.
Kylye doesn't just teach menopause. She teaches the whole human experience of midlife.
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.
In a world where doctors and nurses are stretched thin, Kylye fills a critical gap — as a coach and speaker who translates the science into real, lived understanding.
Backed by her Menopause Advisory Circle — a paid group of board-certified, Menopause Society-certified, or otherwise qualified professionals who review key content — she brings qualified expertise into every conversation.
As a workplace culture consultant and menopause literacy educator, Kylye has worked with universities, regional districts, and crown corporations across BC.
She is a member of the International Menopause Society and continuously studies through research, books, and ongoing education — because this field is always evolving.
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.
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 structured follow-up support and periodic strategy reviews. This ensures your leadership team is fully equipped with the ongoing tools and resources needed to maintain your new organizational standards over time.
The Outcome:
A Menopause Inclusive Workplace
This milestone secures a supportive, high-performing environment for your entire workforce. You will bridge generational gaps, establish lasting psychological safety, and confidently position your organization as a modern, progressive leader in workplace inclusion.
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.
