Hello, I'm Dee Coxon

Welcome to My Page

You’re here because you want to upskill your managers and key staff in relation to the challenges of menopause in the workplace, but you dont know where to start and want to know how I can help you.

The most obvious place to start is to briefly share with you that I experienced an early menopause aged 43. It was a tough journey that lasted for several years. It’s not like that for everyone but it was for me and can be for other women.

Menocourse is not my life’s work although it’s dominated the second part of my life. 

In my early life I trained as a hairdresser and Beauty Therapist and owned hairdressing and beauty salons for twenty years, right up until menopause forced me to step back for a while.  

Having always worked in a female focused environment and being so immersed in the lives of women, it’s fair to say I know women. And as an intuitive empath my heightened ability to sense and understand the emotions and experiences of others has served me well. Allowing me to gain insights and information beyond what is immediately apparent.

Sometimes a curse and mainly a gift; being an empath is also my #1 Gallup strength and while I’m able to pick up on subtle clues and nonverbal communication, im not psychic in the woo woo sense and I don’t tell fortunes.


About Me

Background and Expertise

From leaving school my career was hands on, for which I gained a raft of vocational qualifications, later followed by a PTLLS teaching qualification. After that I did a master’s degree in Workplace Management and chose organisational incompetence for my dissertation. I’m sure you can see the dots joining up and what got me to this point.

Unique Perspective

Being self-employed; I had some control over how and when I worked during menopause but later and as a curious researcher, I discovered that for those women who were employed, in other words tied to contractual obligations and a line manager; their menopause experience was entirely different, and their needs went largely unsupported at work.

So, for that reason I wanted to find out why this was happening, and the following is an overview of all I discovered after hundreds of qualitative interviews with women and managers both male and female.

Read more (research findings)

Research findings: Women are very good at doing all they can to minimise their menopause symptoms privately. Hell, most of them would take a bullet before telling co-workers and managers they're going through the menopause and who can blame them. It’s embarrassing to go through, acutely uncomfortable to talk about and at times floors you when you're trying to work.

Worse than that; symptoms show up uninvited and unannounced. And if a woman admits to it, she’s perceived as ageing, which can lead to her being overlooked for promotion or further career opportunities at a time when she is likely to be at the top of her professional game. It’s no wonder she’s secretive.

But here's the kicker, inadvertently women are their own worst enemies in this arena and it's because they're embarrassed to begin with, the thought of going to a manager for support is unthinkable for many. Especially if it’s a young manager, the same age as her children (now imagine that conversation)

So, the managers (in their defence) dont know what’s going on. They know they have a member of staff who’s suddenly failing, but they’ve no idea why. And even if they have an inkling, they won’t pursue it because they’re embarrassed as well, we are after all humans; so, it’s left unaddressed until the wheels come off and it turns into something much bigger that could even lead to litigation.

Lots of companies have menopause training for women, and some will say they also have menopause training for the workplace. The second one is often just the first one delivered in the workplace. They’re the same thing, discussing the biology of a woman's anatomy and what happens to it during menopause.

Its clinical, its intimate and not for the feint hearted. That's why managers don’t have the appetite for it and who can blame them?

Now it may surprise you to learn that young female managers faired worst in my research when it comes to managing menopause in the workplace. They were the most embarrassed, out of touch, uncompromising and unsympathetic group I interviewed.

They were also the most complained about by their staff.  (Think about that in terms of your company’s reputation) And they were the most resistant to learning about the impact of menopause in the workplace. None of them ever said how can I help, but most of them said ugh do we have to do it?

And I get it, you see to help their staff; Managers don't need to learn about menopause from a place of clinical female intimacy they just want solutions. They don't want to learn about the icky bits while they're inside a packed training room or on a capacity zoom call, because this stuff is uncomfortable to sit through.

How do I know this about managers? Because I asked them directly, face to face and they told me in a variety of ways; they would be more open to the learning if it was solution focused, discreet and without all the gory details. And you wont be surprised to learn that some of the male mangers told me they just sat there cringing during menopause awareness training because they were so embarrassed and because of their discomfort, they didn’t take anything in.

I do hope you’ve taken a moment to read the findings above.

Because that’s where the context is and what’s led me to take my own lived experience, combine it with the research, sift out the excess and distil that down into a non-clinical, working knowledge for managers; that tells them what they need to know, while giving them the tools and confidence to manage the impact of menopause in the workplace, without getting up close and personal. Thereby removing the dreaded cringe!

The result is Menocourse. A discreet e Learning tool I've created specifically for managers to help them improve:

  • employee engagement.
  • company reputation
  • staff retention
  • and employee wellbeing. 

Now who doesn’t want that help?

Because menopause isn't a one size fits all problem there isn’t a one size fits all solution. Training for women and training for managers are two entirely different things. Knowing the difference and choosing the right solution is key. Not knowing the difference and choosing the wrong solution, is why many companies are failing with their menopause strategy despite their good intentions.

The work I do is specific to upskilling managers because they need and deserve specific training if they are to meet expectations and provide the right support, to the right people in the right context. And if managers get the support they need; women will ultimately get the support they need.

Win Win!

ion heart-circle-outline xl-width

My Values

I am committed to empathy, education, and advocacy, placing the well-being and experiences of individuals going through menopause at the forefront of my work. I strive for professionalism, inclusivity, and continuous learning to drive positive change in the workplace.

ion school-outline

My Mission

My mission is to empower organisations and provide comprehensive support to managers and key staff, enabling them to effectively navigate and address the unique challenges of menopause across the workplace. I am dedicated to equipping managers with the knowledge, tools, and resources they need to create inclusive environments that prioritise employee well-being and success during this transitional phase.

You’ll be pleased to know...

There is life after menopause.

It doesn’t last forever and most women including me are returned their phenomenal self if not more so. I say phenomenal; for me that meant a career change, loving my work, spending time with my family, being a Christmas freak and working in my garden. 

I almost forgot to mention; after menopause I even wrote a book, the foreword to which was written by a former NASA rocket scientist Dr David Lee who supervised the mechanical design of the Lunar Excursion Module that landed the first astronauts on the moon. (that’s another story for another day, and it’s awesome so do feel free to ask me about it when we meet).

So, you see It’s a myth that women are winding down after menopause. On the contrary we’re revving up.

Think about the women where you work, with years of experience and shed loads of expertise. Doesn’t it make more sense to hang on to them, to support them and not lose them from your talent pool. And doesn’t it make even more sense to give your managers the support they need to make this happen.

Thank you for taking the time today. I hope you’ve found this useful.

Dee Coxon MA CPD - Founder of Menocourse