Menopause is a natural biological stage that marks the end of menstruation, typically occurring between the ages of 45 and 55, though it can begin earlier (perimenopause) or be brought on by surgery or medical conditions. It is driven by changes in hormone levels, primarily oestrogen and progesterone, and can bring a wide range of symptoms including hot flushes, night sweats, mood changes, memory lapses, fatigue, anxiety, weight changes, and joint pain.
For some, symptoms are mild and manageable; for others, they can be severe and life-altering. Menopause also intersects with broader issues – age, race, socioeconomic status, culture, disability, sexual orientation, and gender identity, shaping how it is experienced and understood.
For Black and ethnically diverse women, menopause is not just a health milestone; it’s an intersectional experience shaped by cultural expectations, systemic bias in healthcare, and social inequalities. These unique challenges require tailored responses from employers, NHS providers, policymakers, and communities.
A Growing Roar
There is a growing roar, an unapologetic, powerful sound rising from the hearts and voices of ethnically diverse women across the UK.
These are women who have endured the silent struggles of perimenopause and menopause, often in isolation, often misunderstood, and too often dismissed. But now, they are challenging the assumptions made about their bodies, their pain, and the support they receive.
This is not just a health issue – it is a cultural reckoning.
For generations, Black women have been expected to carry on, to be strong, to endure. Menopause, with its emotional, physical and psychological toll, has been treated as a private burden, not a public concern. But the silence is breaking. Women are speaking out, demanding culturally competent care, equitable access to treatment, and recognition of their lived experiences.
These are not just biological transitions, they are deeply social, cultural, and emotional experiences. Yet the health system continues to fall short in recognising and responding to the unique needs of these women.
The Barriers Ethnically Diverse Women Face
1. Discrimination and Distrust in Primary Care
- NHS Race and Health Observatory research shows that nearly half of Black patients felt they were treated differently in primary care due to ethnicity.
- For women navigating menopause, this can mean symptoms are dismissed or misinterpreted.
- The University of Oxford’s WEAVE study found that Black and South Asian women are less likely to seek help, partly due to a lack of trust.
“We have the right to speak openly. To be heard. To be seen and have the right to be understood and believed too.” Emma Lady, menopause wellness advocate.
2. Cultural Silence and Stigma
- In many ethnic minority communities, menopause remains a taboo subject.
- Conversations about emotional and mental health symptoms are even more stigmatised than physical symptoms.
- Women are often told to “just get on with it”, rooted in cultural expectations to remain strong and selfless.
3. Inequitable Access to Treatment
- The Fawcett Society’s 2022 report found HRT uptake among ethnic minority women is only 8% compared to 15% for white women.
- Postcode lottery access to menopause specialists disproportionately impacts lower-income and ethnically diverse women.
4. Communication Barriers and Misdiagnosis
- Symptom descriptions vary across cultures and languages, leading to misunderstandings.
- Short GP appointments and the lack of culturally relevant materials contribute to misdiagnosis and delayed treatment.
5. Lack of Representation
- Menopause campaigns, leaflets, and support groups rarely reflect the diversity of women’s experiences.
- Lack of representation reinforces exclusion and deters engagement.
What Black Academics Are Saying
Leading scholars such as Dr. Brandy Harris Wallace, Dr. Cassandra Ford, and Dr. Tamara A. Baker call for:
- Culturally competent healthcare services
- Better clinician training
- Community-based interventions
- Inclusive research methodologies
Their message is clear: Black women must be recognised as experts in their own health, with lived experience shaping policy and practice.
Key Messages for Stakeholders
For Employers
- Develop menopause-friendly policies that include cultural awareness.
- Provide training for managers on intersectional menopause support.
- Ensure employee assistance programmes are inclusive and diverse in representation.
For NHS Providers
- Prioritise cultural competence in GP and specialist training.
- Offer translated, visual, and culturally relevant educational materials.
- Increase access to female clinicians where possible.
For Community Organisations
- Create safe spaces for women to share experiences without shame.
- Work with trusted community leaders to normalise conversations.
- Promote awareness campaigns that reflect real diversity.
Practical Tips & Actions
- Listen without judgement – believe women when they share their symptoms.
- Normalise conversations – include menopause in workplace wellbeing discussions.
- Challenge stigma – especially in cultures where silence is expected.
- Promote representation – ensure images, videos, and case studies reflect women of all backgrounds.
- Collaborate with communities – work with grassroots groups to co-design support.
Final Word
Menopause is not just a medical condition, it is a human experience. For Black and ethnically diverse women, it is shaped by culture, history, and systemic inequality. Addressing these disparities is not optional; it is essential.
To create lasting change, we must move from token gestures to genuine inclusion, listening to women’s voices, amplifying their stories, and building systems of care that see them, hear them, and believe them.
Because menopause is every woman’s story, and every woman matters.