I Represent an Organization

You’re building a culture where women’s health, leadership, and longevity matter. AVA partners with employers, health systems, and mission-driven organizations to create environments where midlife women feel seen, supported, and positioned to thrive.

The Moment to Act

Women over 45 represent one of the fastest-growing segments of the global workforce, yet many workplaces remain unprepared to meet their evolving health and career needs. From leadership attrition to preventable burnout, the cost of inaction isn’t just personal — it’s organizational.

Forward-thinking employers are reimagining support structures that make inclusion more than policy — they’re designing cultures that sustain wellbeing, loyalty, and innovation through every stage of life.

The AVA Partnership

AVA provides discreet, evidence-informed consulting and education to help organizations navigate the cultural and operational layers of midlife wellbeing. Our focus isn’t on offering another HR program — it’s about equipping your teams, managers, and leadership with the understanding and language to support sustainable, human-centered performance.

Insight

We start with data and context — how your people experience midlife today, and where gaps in awareness or policy may exist.

Integration

We collaborate across HR, DEI, and wellbeing to align solutions with your existing infrastructure and values.

Impact

Our goal: meaningful, measurable improvements in retention, engagement, and belonging — without adding complexity.

Why AVA Feels Different

Confidential & Compassionate: Every engagement is discreet, respectful, and psychologically safe.
Evidence-Led: Informed by health literacy, behavioral research, and organizational psychology — not trends.
Whole-System Perspective: We connect individual wellbeing to culture, leadership, and long-term ROI.
Strategic Simplicity: You won’t get a binder. You’ll get clarity, alignment, and next steps that work.

Who We Work With

AVA collaborates with a range of partners who share a commitment to equity, wellbeing, and sustainable performance:

Hospitals & Health Systems Corporate HR & DEI Teams Women’s Health Nonprofits Universities & Research Centers Executive Networks

A Note from AVA

The future of workplace wellbeing isn’t just about benefits — it’s about belonging. Supporting midlife women means protecting institutional knowledge, leadership pipelines, and culture itself. It’s an investment in your people and your purpose.

AVA is not a medical provider. We offer education, consulting, and coaching informed by health literacy and behavioral science — helping your organization create an environment where every stage of womanhood is valued, understood, and supported.

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Private. Practical. Designed for organizational leaders and partners.

Do you want to explore AVA for yourself or learn more about our Vital Circles? Go here

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I’m Exploring AVA for Myself Learn About Vital Circles

At AVA, we understand that, much like menopause itself, no two brands or companies are alike. Culture, language, geography, and workforce realities all shape how your people will receive midlife and menopause support. That’s why we offer brand-aligned and co-created services that keep AVA’s rigor, but speak in your voice.

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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.

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.

ADVOCACY FOR VITAL AGING