She told her team she was struggling and needed time off. She had no energy and a menstrual cycle showing up randomly. The loss of control and productivity for this perimenopausal leader was tough. Not as tough as the proposition of telling her boss why she needed to miss a big meeting.

Circle In conducted research to understand levels of workplace menopause awareness.

70% of menopausal women did not feel comfortable talking with their manager.

Even though 83% said work was negatively impacted.

Another leader told us her story. She received feedback about her lack of contribution in meetings. In a moment of perimenopausal valor, she told her manager she was experiencing memory issues. She couldn’t recall what had been discussed at the previous meeting. She didn’t feel as confident as usual. She told her manager it could be related to perimenopause. Her courage initiated changes in her company including menopause-awareness education and a support group.

We know managers matter when it comes to performance, inclusion, and retention. We need to help them become menopause-aware to support women through different career and life stages.

Thinking you are losing it, is enough to lose it

Imagine experiencing brain fog and memory loss at the peak of your decision-making career and not knowing what is going on?

That happens to 60% of women who experience menopause related cognition impairment at work. Often without knowing why it’s happening. They blame themselves and increased stress and pressure make everything worse.

That was my experience

At the age of 44 with a young family of four children and as the main breadwinner, the pressure was on. Big meetings, demanding clients, frantic schedules and a full diary. All the time. I was dealing with all of it plus the onset of memory loss, lack of confidence, anxiety, hot flushes and a feeling that it was all too much.

I was faced with just two options. Quit or fight.

Quit the big corporate career and give up everything I had worked so long to achieve for the sake of my sanity, my health and my family or fight. Fight the symptoms and battle though it come what may. Binary options are never good.

There was no third choice back then.

One in Ten women leave their job

The overwhelming majority of menopausal women consider time off or stepping out. Many can’t follow through due to financial constraints.

Lack of awareness and conversation makes everything worse. So, what can we do?

Perimenopause impacts health, life, and work

Perimenopause describes the lead-up to Menopause which is the event when periods finally stop.

Perimenopause is the most symptomatic phase of the menopausal cycle, often lasting for around 4 years but it could be much longer.

Menopause begins by not knowing it has begun

Have you said “it’s not you, it’s me” when breaking up with someone? Then thought “it’s you, not me”?

Menopause is a bit like that. Women often start experiencing symptoms in your early 40s when they are at or near the peak of their career.

The silence around menopause means women are not aware. They think it them. They think it is their fault. Every week we hear from capable, brilliant women second-guessing themselves and wondering why.

There are over 40 symptoms of menopause

Whilst changing hormones through the menopause transition impact each woman differently, most are affected physically and emotionally.

Hot flushes affect 72% of women. 64% experience sleep disturbance. 56% deal with psychological impacts such as mood swings, anxiety, and memory loss.

Managing performance

After a recent ‘Menopause at Work’ workshop, one growth-minded HR leader reflected on a recent performance case. A woman had been managed out of the business when she was struggling with menopause symptoms. She said she would handle that differently now knowing what she knows.

In the UK. the number of menopause related discrimination claims going through employment tribunals has tripled.

In the first six months of 2021 there were 10 cases that reference menopause.

Be supportive and compliant

Another leader shared a fabulous story about a direct report he was clashing with constantly. It was challenging and he had almost had enough. She disclosed her menopause challenges and they talked about what she needed. She got support. He was a menopause-aware manager and she was recently promoted.

There are many ways women can help themselves. Understanding from managers is amazing. Otherwise, women are likely to feel more pressure which creates anxiety; worsening symptoms and performance. All of this when they may already feel self-conscious and awkward at work.

Menopause is not women’s business, it is all our business

Women are under-represented in leadership positions in Australia. Menopause awareness and support are a workplace opportunity to boost gender equity and economy.

It’s called “womenonmics”. This is from the recent ‘Take It from the Top: Accelerating Women’s Representation in Executive Leadership’ report by Chief Executive Women and Bain & Co.

If we can close the workforce participation gap, Australia’s annual GDP could increase by 8% according to economic modelling by Goldman Sachs Australia. Per Goldman Sachs’ “Womenomics in Australia” report, rebalancing gender disparities could boost labour productivity overall and further GDP gains.

How can menopause be a superpower?

One of the biggest issues women and workplaces have had is that menopause was not openly discussed.

Women take sick leave and quit jobs due to symptoms of menopause. Workplaces loose talent and knowledge incurring financial and legal risk. Workplace menopause-related discrimination is on the rise and needs to be addressed.

That can change for women and workplaces with education and knowledge. Everyone is empowered.

That way women and workplaces thrive together.

Become a menopause friendly workplace and have the awareness and resources you need to be a supportive and complaint employer. You’ll reap the cultural and financial rewards of retaining talent and being a truly inclusive workplace.

If you would like to engage further, we would love to talk about how we can support you

Yours in Meno-energy,

Melissa MacGowan

Founder, Meno Collective 

The information in this post is for information purposes only and is not intended to replace or substitute medical advice.