How women are facing a hormonal glass ceiling

While it is a normal phase of life, menopause can bring about various physical, emotional, and cognitive changes. In the realm of leadership, where women are increasingly making strides, understanding the impact of menopause is crucial. In the UK, where women hold significant positions across various industries, addressing the challenges and opportunities associated with menopause in leadership roles is essential for fostering inclusivity and support.

Physical Challenges

Menopause brings a range of physical symptoms that can affect women in leadership roles. Hot flashes, night sweats, and fatigue can disrupt sleep patterns, impacting concentration and productivity during the day. Moreover, hormonal changes may lead to issues like joint pain and headaches, which can hinder mobility and comfort in the workplace. These physical challenges can be particularly demanding for women in leadership roles who are expected to perform at their peak consistently.

Emotional Well-being

The hormonal fluctuations during menopause can significantly impact emotional well-being. Mood swings, irritability, and anxiety are common experiences for many women. For women in leadership roles, managing these emotional fluctuations can be especially challenging, as they navigate high-pressure environments and lead teams effectively. Moreover, the stigma surrounding menopause can exacerbate feelings of embarrassment or inadequacy, potentially impacting confidence, and leadership effectiveness.

Cognitive Changes

Menopause can also bring about cognitive changes often referred to as ‘brain fog,’ including memory lapses and difficulty concentrating. For women in leadership roles who are often juggling multiple responsibilities and making critical decisions, these cognitive changes can pose significant challenges. Forgetfulness or decreased cognitive function may undermine confidence in one’s abilities and lead to concerns about professional competence. However, it is essential to recognise that these changes are a normal part of the menopausal transition and do not reflect diminished capabilities.

Hormonal Glass Ceiling

The CIPD found that three in five menopausal women were negatively affected at work due to their symptoms such as hot flashes, sleep disturbances, and brain fog which can impact work performance and overall well-being. These issues are leading to emerging leaders to bow out of the workforce, and if they do stay their performance and confidence can suffer. Without the right type of support many may turn away from leadership roles believing the higher pressure is not suited for them. This is backed by the Fawcett Society research which found one in four women having taken time off due to peri or menopausal problems, but with one in three of these women will disclose the cause to their workplace. A worrying 10% of women leave the workforce altogether due to these symptoms, and the Fawcett Society found that a further 14% will go part-time or reduce their hours and 8% will sidestep a promotion.

Stigma and Lack of Understanding

Despite increasing awareness, menopause can remain a taboo topic. Many women feel uncomfortable discussing their symptoms, fearing they will be perceived as weak or less competent. This stigma can discourage women from pursuing leadership roles or cause them to step down from positions they already hold.

Workplace Culture & Environment

The lack of supportive policies and practices in many workplaces can exacerbate the challenges faced by menopausal women. With unsuitable environments also posing a challenge like those with the lack of temperature control, cramped conditions and even some uniforms can cause symptoms to worsen.

Support and Inclusivity

The Faculty of Occupational Medicine (FOM) found that almost half of women choose not to seek medical advice and the majority of women don’t feel comfortable discussing menopause with their line managers. This could be due to a negative perception of menopause and how some may find it embarrassing or uncomfortable to talk about. Creating a supportive and inclusive environment for women experiencing menopause is crucial for fostering their success in leadership roles. Employers and colleagues can play a vital role in offering support by implementing policies that accommodate the needs of menopausal women. Flexible working arrangements, access to appropriate healthcare support, and awareness programs can help create a culture where women feel comfortable discussing their experiences and seeking assistance when needed.

Find out more here

Education and Awareness

There is often a general lack of awareness and accurate knowledge surrounding menopause. Women may not be aware that what they are experiencing is due to fluctuating hormones during menopause but research has found that when women are aware and understand the symptoms and how to manage them then they can return to their regular lives and work quickly. Raising awareness about menopause in the workplace is essential for reducing stigma and fostering understanding. Providing education about the symptoms and challenges of menopause can help colleagues and managers offer appropriate support and accommodations. Training programs can also equip leaders with the knowledge and skills to effectively manage teams while considering the unique needs of menopausal women.

Listen to Dr Paula Briggs discuss menopause in the workplace

Empowering Women

Despite the challenges, menopause can also be a time of personal growth and empowerment for women in leadership roles. By embracing self-care practices, seeking support networks, and advocating for their needs, women can navigate menopause with resilience and confidence. Moreover, organisations can capitalise on the diverse perspectives and experiences that menopausal women bring to leadership roles, recognising the value of their wisdom and resilience.

Strategies to Support Menopausal Women in Leadership

1. Inclusive Culture: Employers should foster an environment where menopause can be discussed openly and without fear of judgment. This should include training for managers and staff to make sure they have a clear understanding and awareness of the challenges surrounding menopause.
2. Flexible Working: By offering flexible working hours and the option to work from home, can help women manage symptoms more effectively. This flexibility can reduce stress and improve work-life balance, making it easier for women to maintain or pursue leadership roles.
3. Health & Wellbeing Support: Providing access to healthcare services, including menopause specialists, and offering wellness programs can help women manage their symptoms.
4. Leadership Training and Development: Programs specifically designed to support women through the menopause transition can help maintain their leadership trajectory. Mentorship and sponsorship from other leaders who understand the challenges can also be invaluable.
5. Policy Implementation: Having clear written policies on menopause that outline the support and accommodations that your organisation offers can make a significant difference. These policies should be clearly communicated to ensure all employees are aware of the resources available.

Read our article on menopause policy here

Menopause and Leadership

Addressing the impact of menopause on professional life is not just about supporting individual women but enhancing the overall workplace environment. A supportive approach to menopause can lead to higher employee retention, greater job satisfaction and improved loyalty to your organisation. By helping women navigate menopause effectively, organisations can benefit from the unique perspectives and leadership styles that experienced women can bring to the table. Diversity in leadership has been shown to drive innovation and improve business outcomes, making this not just a social imperative but a business one as well.

Menopause is a significant phase in a woman’s life which often intersects with her career, particularly when she is poised for a leadership role. It is critical for employers to recognise and address the challenges associated with menopause to ensure that women can continue to contribute effectively and advance their careers. By creating a supportive, understanding, and flexible work environment, businesses can empower menopausal women to thrive in leadership roles, benefiting both the individual and the organisation.

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