A Bloomberg report highlights an economic issue that is too significant to ignore – the impact of menopause on workforce productivity. According to Bloomberg, menopause-related challenges are causing an estimated $150 billion in annual productivity losses globally. In the UK alone, approximately 900,000 women have left the workforce in a year due to menopausal symptoms. These statistics not only highlight a significant economic challenge but also underscore the urgent need for workplaces to address and normalise hormonal health, including the menstruation cycle and Learning and Development professionals play a crucial role in this transformative process.

Understanding the Impact

Menopause is a natural biological process that half the population will experience, yet it remains a taboo topic in many professional environments. A recent coaching paper revealed that women feel deeply uncomfortable discussing their hormonal health at work, which can lead to decreased job satisfaction, increased absenteeism and resignation. The discomfort associated with discussing these issues not only affects individual employees but also has broader economic repercussions.

With so much at stake in today’s business environment, overlooking the natural factors that influence performance is something we simply cannot afford. Hormonal cycles play a critical role in shaping women’s workdays, impacting everything from energy levels to cognitive functions and moods and yet we continue to rely on older, more linear models of leadership. Things need to change!

By creating a supportive environment that addresses these natural hormone cycles and life stages, companies can retain valuable employees and enhance overall productivity.

Strategic Initiatives for L&D

1. Inclusive Induction Programmes

Incorporating period awareness into the induction process for all employees can set a precedent for openness and support from day one. These sessions should educate everyone about the basics of hormonal health and its impact on wellbeing and productivity.

2. Empower Women to Understand Their Own Cycles

Offer training sessions that help women identify and understand the phases of their hormonal cycle. MRI research has shown the brain functions in different ways during a cycle which women can harness for better creativity and productivity. With tools and resources women can learn to schedule tasks to their cycle and feel empowered by the energy in their hormones. Starting the conversation early before menopause is key to allow women to feel connected to their body before larger hormonal changes take place.

3. Continuous Education and Awareness

L&D can spearhead initiatives to educate both management and team members about the effects of periods and menopause. Workshops, webinars and e-learning modules can be powerful tools in normalising the conversation.

More tailored management training to handle hormonal health discussions, equipping managers with the necessary knowledge to offer appropriate support can really help to push an organisation forward.

4. Support Networks and Resources

Establishing peer support groups and providing access to resources that employees can turn to for advice and support such as coaching or an EAP can be hugely beneficial.

Normalising conversations around hormonal cycles, and menopause is an economic imperative. The costs associated with ignoring this issue are too significant for businesses to keep overlooking. By integrating supportive practices into L&D programs, companies can create healthier, more productive workplaces that retain top talent and foster a culture of inclusivity and respect. It’s time to stop the taboo and start the conversation.

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About the Author

Jenny Muhlwa is an award-winning leadership consultant and coach and creator of ‘Empowered Energy’, a programme for women to understand how they can lean into their strengths and optimise their impact effectively depending on what stage of their hormone cycle they are in.

Jenny has worked within the learning and development field for over 15 years working with national and international brands and holds a post-graduate in Exec Coaching for Behavioural Change. She has a personal commitment to making change rooted in a desire to create an environment where women feel confident, valued and heard, leveraging innovative learning solutions to support this vision.