Editor’s Note: The Write Reflection™ provides resources for entrepreneurs and small businesses that help them succeed. From 1:1 content training to supportive membership communities, we provide the tools your brand needs to achieve sustainable growth. As the workforce grows older, businesses that prioritize menopausal support in the workplace can stand out as truly great places to work. Support programs such as the one featured in this article are a great resource for brands who wish to differentiate themselves from competitors while attracting top-notch talent.
Have you ever been in the middle of giving an important presentation at work, only to feel like the entire left side of your face is on fire? When it happens, do you feel like a guilty perp sweating through an interrogation as your coworkers toss weird looks your way?
If you’re nodding your head profusely, then you’re among the 75% of women who experience hot flashes during menopause. Of those, 30% are still in the workforce, facing the daily struggle of managing their symptoms in such a public space.
As embarrassing as that scenario sounds, hot flashes are only one of the 40 known menopausal symptoms. Mood swings, joint pain, brain fog, and breast tenderness that make wearing a bra feel like absolute torture are among the other signs your body is winding down estrogen production.
The only thing worse than experiencing a debilitating hormone migraine or fatigue so severe you can barely function is discovering you have zero support in the workplace to navigate this new normal.
Sally Sidani-Wilkinson wants to flip the script on the narrative surrounding workplace discussions about menopause. She’s one of a growing number of health coaching professionals taking the lead in equipping workplaces with the tools they need to support women in perimenopause and menopause. Her menopause support programs minimize the impact of menopause on workplaces by optimizing the health and performance of the workforce.
“It’s not just about health and well-being. It affects your bottom line. Women can’t do their jobs and work effectively and efficiently if they’re struggling with symptoms. It’s in everyone’s best interest to find solutions.”
– Sally Sidani-Wilkinson
Menopause Health Coach
Clearing the (brain) fog: menopause education and awareness
The first step in helping perimenopausal and menopausal women cope is to encourage awareness and education in the workplace, said Sidani-Wilkinson. “Male managers, especially, don’t realize the implications of menopause. When they talk about it in the media, they just talk about hot flashes and it’s so much more than that. There are more than 40 symptoms, some of which can be quite debilitating.”
Awareness programs must extend beyond management and human resources to include every employee. Sidani-Wilkinson offers workshops that educate on what menopause is and how it affects women. She walks participants through every sign and symptom and how it can affect women in the workplace.
“I encourage men and even young women to attend as well so they understand the implications (of menopause),” she said. “Empathy is important. The key thing is to be able to listen. If a woman feels listened to, it’s going to help her feel like she’s getting the support she needs.”
Menopausal women aren’t the only ones who benefit. Employers can reduce the impact on their bottom line when they must retrain new workers to replace menopausal women who have quit their jobs from lack of support.
“It’s not just about health and well-being. It affects your bottom line,” said Sidani-Wilkinson. “Women can’t do their jobs and work effectively and efficiently if they’re struggling with symptoms. It’s in everyone’s best interest to find solutions.
How companies can offer menopause support at work
Once employers buy into the need for support for their menopausal employees, the next step is to develop policies and programs to achieve the goal. Of critical importance is how to start the conversation with an employee who needs the help, said Sidani-Wilkinson.
This is where proper training for managers comes into play. “Everyone in management must have menopause support training,” she said. “In terms of equality in the workplace, menopause is part of that. You can’t attract and retain female talent if you’re not providing menopause support.”
Sidani-Wilkinson provides training for managers on how to engage their employees in the discussion, prioritizing empathy above all else.
The next step involves coming up with strategies that address individual needs as menopausal women transition through this natural stage in their lives. Sidani-Wilkinson recommends flexible working policies because they allow the freedom to work from home or come in later in the day.
“It’s really important to note that there’s no one-size-fits-all solution,” she said. “Every single woman is unique. They’ll have a different experience; a different severity of symptoms and managers must speak with their employees to put together an individual plan for support.”
Many workplaces prioritize including a safe space support group for women going through the transition. These programs can be on-site or virtual chatrooms designed to meet the specific needs of each menopausal employee. “If it’s in person, make sure it’s a quiet, private location so the person doesn’t have to be concerned with being overheard by coworkers on such a private matter,” said Sidani-Wilkinson.
Health coaching for menopausal women at work
A third option for workplaces is to consider offering health coaching services to their employees as part of their benefits. It’s a natural progression in the offerings by professionals like Sidani-Wilkinson. She recommends any organization that seeks her assistance implement this component as stage 3 of the process.
During her consultations with menopausal employees, Sidani-Wilkinson takes a natural, holistic approach to improving symptoms. She reviews their health history and symptoms and then tailors a bespoke program for them. “I meet them where they’re at because everyone is different.”
Part of her individualized health plans include nutrition guidance, exercise encouragement, stress management techniques, detoxification from toxins, sleep improvement strategies, and an emphasis on self-care. “Self-care is important because (menopause) is a stressful time and stress can make your symptoms worse,” she said.
Stigmas and taboos around menopause still exist, especially in the workplace. Women struggling with menopause symptoms experience further discomfort at work when exposed to sexist and ageist comments. “Women are made fun of often because of it and it makes them feel like they’re not capable of performing at their work anymore,” said Sidani-Wilkinson. Health coaching can give professional women the tools they need to change the narrative.
“Don’t suffer in silence,” she said. “Now is the time that you can speak put. Don’t feel embarrassed or quit talking about it. Get the support you need, whether it’s at home or at work.”
About Sally Sidani-Wilkinson
Sally Sidani-Wilkinson helps her clients navigate through perimenopause and menopause by giving them the tools, support, and motivation needed to reclaim their health and feel their very best again. She’s a certified health coach from the College of Naturopathic Medicine (CNM). She also holds a Menopause Wellbeing practitioner’s diploma with a specialization in women’s health, perimenopause, and menopause. Learn more about Sally at rebalancebysally.com.
About the Author – Shari Berg
Shari Berg has known she wanted to be a writer since she was old enough to hold a pencil in her hand. She believes everyone has a story to tell, and it’s her job to discover it. Shari owns The Write Reflection, a Pittsburgh-based copywriting and content marketing company that empowers small business owners to wield the power of words.
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