Absolutely.
Some companies have tried this in terms of menstrual care, with people taking one day off a month. I have seen that rejected in the U.K.
It's that low-friction piece, wherein someone doesn't have to disclose. It could be something with accommodation and support for everybody. If they're doing shift work, this could be having ventilation and having coordinated breaks that they can have inside their appointments. It could be having hybrid work for those it's applicable to, and that may not be applicable in all spaces.
It could be having a dedicated professional there so that they can have that conversation. In a lot of spaces, many women may not be comfortable talking about their health care in a workplace environment, but they would be comfortable talking about it with a health care professional. They would be comfortable talking about it with a counsellor.
If you provide that service and say it is offered to everybody, it doesn't feel as though they've isolated themselves and they're automatically saying that, by using this service, “I have menopause and therefore it will impact my career.” If you make it available to everybody, that's when the optionality and support can be provided.