Until recently, menopause and perimenopause were not openly talked about, leaving most women to navigate their symptoms without support or understanding. However, things are now changing, with the media and social media addressing these issues, breaking down stigmas, and highlighting the importance of supporting women going through these transitions.
As companies and their HR departments respond to this societal shift, female employees experiencing these changes no longer need to shy away from gaining recognition of these issues, and they should demand the necessary adjustments required to enhance their wellbeing. Here are four practical steps they can take.
Stay informed
Many women still lack awareness or understanding of what perimenopause and menopause entail. It is important for women to educate themselves to better understand this transition period.
Menopause marks the end of a woman’s reproductive years, typically occurring around the age of 50-55, when menstrual periods cease completely. Perimenopause is the transitional phase leading up to menopause, typically starting around the age of 45, during which hormone levels fluctuate and women may experience a variety of symptoms.
In fact, both perimenopause and menopause can manifest up to 60 different symptoms, with each woman experiencing these changes in a unique way. Some common symptoms include hot flushes, insomnia, brain fog, physical and mental exhaustion, fatigue, depression, irritability, heightened sensitivity, melancholy and anxiety. Luckily, nowadays, there is quite a lot of empowering information readily available on this topic in books, the press, and social media — for instance, “The Menopause Brain”, an excellent new book exploring how women’s changing hormone levels during menopause impacts brain functions.
Women can also seek advice from healthcare professionals as well as discussing their experiences with family members, and especially female relatives, who can offer an intergenerational perspective and support network.
Start a conversation
Once you are better informed about perimenopause and menopause, initiate conversations about these topics. Discussing these topics openly will help breaking the taboo and this conversation should also extend to the workplace. Engaging in open dialogue about it with both female and male colleagues can foster understanding and support. It is important to recognise that men also experience hormonal changes known as andropause, which can occur at an earlier age, with symptoms similar to those experienced by women during perimenopause. Being open about these stages of life and its challenges can help to create a more supportive and inclusive environment for all.
Ask for flexibility
Flexibility in the workplace plays an important role in supporting the health and wellbeing of women experiencing symptoms of (peri)menopause. Flexible work schedules and the ability to take time off when needed can help manage symptoms, maintain overall wellbeing, and enable continued effectiveness at work.
Prioritise self-care
Self-care is crucial during the transitional phases of (peri)menopause. So, start by asking yourself, “How can I best manage this transition phase?” Identifying your needs and preferences is the first step toward creating a personalised self-care routine which will help with meeting your body’s needs and managing symptoms. Listen to your body and organise your daily work schedule to include rest periods to help maintain balance and energy levels.
Maintaining a positive attitude and mindset can also be transformative during this natural phase of life. It is possible to embrace the natural changes in your body as a symbol of growth, instead of an ending, and this renewal can become transformative, bringing joy and a sense of a “second spring” or “re-birth”, concepts celebrated in some Asian cultures.
Christine Naschberger is a professor in the Organizational Studies & Ethics department at Audencia Business School, France
