Like many women, perimenopause snuck up on me.
Sure, there was the poor sleep, the decreasing energy levels and the foggy mind. But I could blame all of those symptoms on other things – a busy life with 4 kids and full-time job, life complications that come with ageing parents and the constant mental load that comes with working in and around the NDIS.
It wasn’t until the hot flashes started during the first COVID lockdown that I realised what was going on. While it was something of a relief to be able to connect a bunch of dots, and that I did not, in fact, have early onset dementia (which I had Googled more than once) I also realised that I had barely more than a basic understanding of what this next phase of life would look like or how it would functionally affect my day to day life.
And so began a year of research…
In some ways, my transition through peri-menopause was well timed. Many of us Gen X women have discovered just how little up-to-date information and support actually exists — with too many GPs still relying on outdated training, and too often them being told to simply “suck it up.” Coupled with the ability to easily call out the mismatch of funding for research for patterns and treatment options compared to, let’s say, erectile dysfunction – information and treatment options have been rapidly updating over the past few years. The women of the forgotten generation are shouting loudly across all platforms – sharing symptoms, tips, experiences, valuable research, website and podcast links and forcing policy makers to pick up the ball and get running on catching up on research and treatments. Because we are vital and valuable and we deserve to live through this phase with dignity, and without losing so much of what we have worked so hard to achieve.
On the subject of current information and evidence-based treatments, my personal suggestion is to start with Dr Mary Claire Haver who has useful material in various formats.
When it comes to the workplace, this phase of life has been made to feel more threatening and vulnerable than ever before. The emerging research speaks to why this was the case for me and for many other women too.
The many changes that are happening to women during this time (with mind, body, mood) can significantly impact work performance and completely undermine confidence. Right at the time when many women feel that they can push their careers forward, with their family responsibilities starting to ease up a little, it feels like their brain has too many tabs open, energy levels on single digits of charge status and a sudden spiciness to their personality that seems to come upon them like an overnight possession.
The team at Macquarie University led by Professor Rebecca Mitchell have been conducting some long overdue research. Some of their finding include:
- There is evidence that menopausal symptoms (and the transition more broadly) can be linked to reduced work ability, increased absenteeism/presenteeism, increased likelihood of exiting the workforce or moving to part-time work.
- Stereotypes around menopause (e.g. perceptions of mood swings, cognitive decline) remain widespread and can adversely affect how women are perceived in the workplace, including their leadership prospects.
- The economic impact is significant: for example, a figure of over AUD $17 billion annually in lost earnings and superannuation due to menopause-related effects
- Research emphasises that this is not only about symptoms or biology, but about organisational culture, policy, support, disclosure practices and psychosocial factors.
- The team is working to shift the narrative from a purely “problem” framing (menopause = decline) to one that asks how workplaces can support women during this transition to maintain engagement, progression and wellbeing.
With our Allied Health industry decidedly female dominant, the idea of the menopausal phase of the lives of our workforce should not be ignored. We are long overdue to be considering how our policies, systems and culture might be adapted to enable the best chance for employee retention, consistently supportive culture and sustainable business.
Menopause isn’t a personal failing or an unavoidable career cliff. It’s a normal life stage that deserves practical understanding and genuine support. As leaders and colleagues in a sector built on care, we have the chance to make this transition less isolating and more empowering. That means talking about it openly, updating our policies, and designing workplaces that flex for real people in real bodies. The conversation has finally started and now it’s on all of us to keep it going and make sure it leads to lasting change.
So what does this mean for you as a leader?
For many Allied Health Business Owners, this is not an abstract conversation. It’s happening right now in the bodies and lives of your most experienced clinicians, managers and leaders. The same women who built your culture, hold your standards, and lead your teams through complexity.
Supporting women through menopause isn’t about ‘special treatment’, it’s about modern leadership, sustainable workforce design and keeping great people in careers they’ve worked hard to build.
At Nacre, we see this as part of a much bigger conversation about how Allied Health businesses adapt to real human life stages — through policy, flexibility, supervision, workload design and psychologically safe cultures.
If this article has prompted you to reflect on how your business currently supports the women who work for you, our Biz Quiz is a gentle place to start. It helps you assess the strength of your people systems, culture and leadership foundations, and highlights where future-proofing may be needed.
Because a sustainable business never comes at the cost of the people inside it.
