Natalie Beresford: Pioneering Menopause Advocacy and Leadership in Law Enforcement
Menopause is a natural biological process, but for many women, it can significantly impact their professional and personal lives. The conversation around menopause has often been neglected, with women in many industries silently suffering the challenges it brings. However, Natalie Beresford has emerged as a trailblazer in menopause advocacy, particularly within law enforcement, where she worked for over 30 years. Her tireless efforts led to groundbreaking changes, particularly within Thames Valley Police (TVP), making it the first UK police force to be accredited as “Menopause Friendly.” This article explores her career, achievements, and role in raising awareness about menopause in the workplace.
Early Career in Law Enforcement
Natalie Beresford embarked on her law enforcement journey in 1993, joining Thames Valley Police. Over the course of her 30-year career, she held various roles, including Detective Inspector, and later transitioned into leadership and development training. Throughout her career, Beresford demonstrated a commitment to service delivery, risk management, investigation, and problem-solving.
Her leadership skills were honed through years of managing teams, criminal investigations, and large-scale projects. With a focus on criminal intelligence and emergency management, Beresford became a respected figure within the police force. Her expertise was integral in ensuring the efficient and effective delivery of law enforcement services in the Thames Valley region.
Pioneering Menopause Advocacy: A Personal Journey
In 2021, Beresford faced a personal challenge that many women in the workforce can relate to: the onset of menopause. As she began experiencing symptoms such as anxiety, insomnia, and physical discomfort, she recognized the absence of adequate support for menopausal women in her professional environment. At the time, there were no dedicated resources or policies in place to help women navigate this challenging life stage.
This realization led Beresford to take matters into her own hands. She took on the role of Menopause Project Lead at Thames Valley Police, a position that would prove to be transformative for both the force and its employees. Her efforts were instrumental in establishing the Menopause Action Group (MAG) within the police force, with the goal of creating an environment that supports women experiencing menopause.
Making Thames Valley Police a Menopause Friendly Employer
Through her leadership, Beresford made significant strides in creating a supportive workplace for menopausal employees. Thames Valley Police became the first police force in the UK to receive the prestigious Menopause Friendly Employer accreditation. This achievement was not only a milestone for the organization but also a catalyst for change in other workplaces across the UK.
The process of making Thames Valley Police menopause-friendly involved several key initiatives:
Policy Updates and Workplace Adjustments
Beresford spearheaded the revision of policies to ensure they were inclusive of menopausal employees. This included the introduction of reasonable adjustments to working hours, workload, and environmental factors that might exacerbate symptoms. Menopausal employees were given the option to make changes to their schedules or work arrangements, allowing for more flexibility and support.
Uniform adjustments were also made, with changes such as cooling stab vests and cotton shirts to provide comfort for those experiencing hot flashes or other physical discomforts commonly associated with menopause.
Establishing Support Networks: The Buddy Scheme
Beresford recognized the importance of peer support in the workplace, especially when dealing with a sensitive issue like menopause. She implemented a Buddy Scheme within the force, where trained colleagues could offer support to menopausal employees. This network helped normalize conversations about menopause and reduced feelings of isolation among those affected.
Training and Awareness
Training was another key element in Beresford’s approach. She introduced workshops and educational programs for colleagues and managers to raise awareness about menopause and its potential impact on employees. These sessions aimed to foster a culture of understanding, compassion, and respect. They also helped ensure that managers were equipped with the knowledge to offer support to menopausal staff members in a practical and sensitive manner.
Recognizing the Importance of Menopause Awareness in Leadership
Beresford’s work extended beyond the police force. After retiring in 2023, she continued her advocacy through roles like Leadership and Development Trainer at the Civil Nuclear Constabulary, where she uses her platform to speak about menopause and leadership. Her experience has provided valuable insights into how organizations can address menopause as part of their broader wellness strategies.
Beresford’s advocacy has also made her a sought-after speaker, and she regularly participates in conferences, webinars, and public forums discussing the importance of menopause awareness in the workplace. Through her efforts, she has contributed to breaking down the stigma surrounding menopause, encouraging open discussions, and fostering a more inclusive work culture for women of all ages.
The Broader Impact: Why Menopause-Friendly Workplaces Matter
Beresford’s work at Thames Valley Police has had a lasting impact on the organization, and her efforts to create a menopause-friendly environment have inspired many other businesses and institutions to follow suit. The Menopause Friendly Employer Award she helped secure for TVP in 2022 has set a standard for other organizations to aspire to.
In addition to improving the lives of menopausal employees, the changes Beresford advocated for also benefit the wider workforce. By making workplaces more inclusive and supportive, organizations can improve employee retention, satisfaction, and overall productivity. Menopause-friendly policies are not just about providing physical comfort but also about creating a workplace culture that values and respects the experiences of all employees, regardless of their stage in life.
Conclusion: A Legacy of Advocacy and Leadership
Natalie Beresford’s career has been a testament to the power of leadership, compassion, and advocacy. As a retired Detective Inspector with Thames Valley Police, she not only excelled in her role as a law enforcement professional but also pioneered essential changes that have benefited countless women experiencing menopause.
Through her work, Beresford has shown that menopause is not just a personal issue but one that requires societal and organizational support. Her efforts to create a menopause-friendly workplace have left a lasting legacy, and her advocacy continues to inspire change across various industries. As more organizations begin to recognize the importance of menopause awareness, Beresford’s influence will undoubtedly remain a driving force in promoting better, more supportive workplaces for women.
Her story is a reminder that true leadership extends beyond managing teams and projects – it’s about advocating for the well-being of others, breaking down barriers, and creating a more inclusive world.
