ADVOCACY FOR VITAL AGING

Disclaimer

Disclaimer

Last Updated: October 29, 2025

Welcome to Advocacy for Vital Aging (“AVA,” “we,” “us,” or “our”). This Disclaimer explains important limits on the information and services provided through our website and programs. By using this site, booking a session, or participating in any AVA offering, you agree to this Disclaimer.

1. Not Medical or Mental Health Advice

AVA provides education and coaching related to midlife, menopause, and workplace wellbeing. All content is for informational purposes only. It is not medical advice, diagnosis, treatment, psychotherapy, or counseling. Always seek the advice of your physician, psychologist, or other qualified health provider with questions about a medical or mental health condition. Never disregard professional advice or delay seeking it because of information you read on this site or receive in a session.

2. Emergency Situations

AVA is not an emergency or crisis service. If you are in danger or experiencing a medical or mental health emergency, call your local emergency number or go to the nearest emergency room immediately.

3. Coaching and Education Only

Our services focus on education, strategy, and skill building. Coaching helps clients clarify goals, explore options, and design next steps. It does not establish a clinician patient relationship and it is not a substitute for licensed clinical care.

4. Workplace and Organizational Guidance

Content and recommendations for employers are provided for general educational purposes. They are not legal advice, human resources advice, or medical advice. Organizations should consult their legal, HR, and clinical professionals before implementing policies or programs.

5. No Guarantees

We aim to provide accurate and helpful information. Outcomes depend on many factors including individual history, readiness, resources, and external conditions. AVA does not guarantee specific results from coaching, workshops, programs, or resources.

6. Testimonials and Client Stories

Testimonials and examples reflect the real experiences of clients and partners who chose to share their perspectives. They illustrate possibilities and are not promises of outcomes. Individual results vary.

7. Personal Responsibility

By using our site or services you agree to take full responsibility for your choices and actions. You are responsible for consulting appropriate professionals and for evaluating how AVA information fits your needs, health, work context, and goals.

8. Affiliates and Recommendations

From time to time AVA may share resources, tools, courses, books, or products. Some links may be affiliate links which could result in a small commission at no additional cost to you. We only recommend items we believe are relevant. Your decision to purchase is entirely voluntary. Always evaluate whether a resource is appropriate for you or your organization.

9. Accuracy and Timeliness

We strive to keep information accurate and current. Health science and workplace guidance evolve over time. AVA does not warrant that content is complete, up to date, or free from errors. We may modify, update, or remove content without notice.

10. External Links

Our website may link to third party sites such as scheduling, payment, social platforms, articles, or tools. AVA does not control and is not responsible for the content, policies, or practices of third parties. Please review their terms and privacy notices.

11. Intellectual Property

All site content, including text, graphics, and design elements, is owned by AVA or used with permission. You may not copy, distribute, or create derivative works without written consent unless permitted by fair use or other applicable law.

12. Changes to this Disclaimer

We may update this Disclaimer from time to time. The date at the top of this page shows the latest version. Your continued use of the site or participation in services after changes means you accept the updated terms.

13. Contact Us

If you have questions about this Disclaimer, please contact:

Advocacy for Vital Aging (AVA)
Email: hello@advocacyforvitalaging.com
Website: https://advocacyforvitalaging.com
New York, USA

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Global Declaration for Menopause

Equity and Dignity in Health and Work

We, the undersigned, affirm that menopause is a normal life stage and a critical public health, economic, and human rights issue. Around the world, millions of women in their 40s, 50s, and 60s sustain families, workplaces, economies, and communities while navigating menopausal transition with inadequate recognition, support, or protection.

Global estimates suggest that over one billion people will be postmenopausal by 2025, representing a significant share of the global workforce and caregiving labor. Yet menopause-inclusive care, data, and workplace policies remain inconsistent and, in many countries, absent. 

Unmanaged symptoms and stigma are linked to lost income, preventable resignations, reduced hours, and increased health costs. Studies show meaningful proportions of workers consider reducing responsibilities, changing jobs, or leaving employment due to menopause-related challenges. At the same time, only a small fraction of employers provide targeted support. 

We believe this is not a “women’s wellness perk.” It is an overdue requirement of modern health systems, labor standards, and gender equity.

Our Principles

Dignity as a baseline

Every person experiencing menopause has the right to be treated with respect in clinical settings, workplaces, and public institutions, without ridicule, dismissal, or career penalty.

Recognition in global health agendas

Menopause and midlife hormonal health must be explicitly integrated into global health strategies, noncommunicable disease frameworks, universal health coverage planning, and healthy aging agendas, reflecting WHO’s acknowledgement that support in this phase is essential to long-term health.

World Health Organization

Evidence-based care for all

People in menopause are entitled to access accurate information, trained providers, and safe, evidence-based options, including non-hormonal and hormonal therapies, without discrimination based on age, race, income, geography, disability, or gender identity.

Workplaces that match reality

As global consensus statements already recommend, employers should integrate menopause into occupational health, equity, and inclusion frameworks. Menopause-responsive policies are a driver of retention, productivity, leadership continuity, and economic resilience.

PubMed +2
Australasian Menopause Society +2

No penalty for telling the truth

No one should be pushed out of work, passed over, or shamed for requesting reasonable adjustments or medical support related to menopausal symptoms.

Intersectional and lived-experience informed

Policy and practice must reflect how menopause interacts with race, class, disability, migrant status, precarious work, and unpaid care. Those most affected must have a seat at the table as experts of their own experience.

Data, research, and accountability

Governments, employers, and health systems must collect better data on menopause-related outcomes, invest in research beyond the most privileged populations, and publicly report progress.

Our Calls to Action

Global Health Leadership

We call on the World Health Organization and global health partners to:

  • Establish clear, practical guidance for integrating menopause into primary care, occupational health, and healthy aging policies in all regions.
  • Encourage member states to include menopause services, counseling, and medications in universal health coverage benefits.
  • Promote research and surveillance that capture menopause’s impact on health, employment, and economic security, with disaggregated data.

National Governments & Parliaments

We call on national governments and parliaments to:

  • Recognize menopause as a key life stage within health, labor, and equality legislation.
  • Embed protection from discrimination on the grounds of menopause-related symptoms or treatment.
  • Incentivize or require employers to adopt menopause-supportive policies, including flexible work options, access to occupational health advice, and training for managers.

Employers, Unions & Professional Bodies

We call on employers, unions, and professional bodies to:

  • Adopt written menopause policies developed with input from affected staff.
  • Provide training so leaders can respond with competence, not stigma.
  • Ensure health benefits, sick leave structures, and performance processes do not punish workers managing menopausal symptoms.
  • Recognize that retaining experienced midlife workers is a strategic advantage, not a concession.

Healthcare, Education & Regulators

We call on healthcare systems, educators, and regulators to:

  • Integrate comprehensive menopause education into medical, nursing, and allied health curricula.
  • Expand access to specialized menopause care and culturally competent services in urban and rural settings.
  • Address misinformation and commercial exploitation with clear public education.

Our Commitment

By signing this Declaration, we:

  • Affirm that menopause equity is a measurable, achievable standard of modern societies.
  • Support AVA and aligned organizations in presenting this Declaration and its signatures to WHO, UN agencies, governments, employers, unions, and health systems.
  • Commit, within our own spheres of influence, to ending the silence, redesigning systems, and honoring the expertise and labor of those in midlife and beyond.

Menopause Declaration

Menopause Declaration






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