Between ages 45 and 55 should be a prime decade in a woman's career. Her children are older, and she may be able to dedicate more time to her work.
A survey of more than 1,000 women by Deerfield Management found that four out of 10 women say their menopausal symptoms interfere with their ability to do their job.
Seventeen percent actually leave the workforce during this time because of menopausal symptoms, such as hot flashes. The survey showed that 85 percent of women report being uncomfortable talking about menopausal symptoms in their workspace, and 35 percent don't believe they'll get the support they need from their employers.
Women want equal rights and equal pay in the workplace. But they also have distinct health needs. It's a quandary that can leave many women feeling confused about what they should and should not ask for.
Cure recently discussed whether women's healthcare needs are being overlooked in the workplace with Gilan Megeed, a Principal at Deerfield Management. She addressed steps that could improve the awareness of and management of women's health issues to help prevent the loss of talented and productive employees at this pivotal time in their careers and to help working women live their best lives.
Step 1: Stop calling them "women's health" issues.
"My hope is that at some point, we don't use the phrase 'women's health' anymore," asserted Megeed. "We should address the specific condition we're talking about, rather than who is being affected. Women's health is about the condition of half of the people in the world, and conditions such as menopause affect people differently."
Megeed uses the word "clinical" when referring to these conditions — such as fertility, pregnancy, postpartum health, perimenopause and menopause — the same way we might talk about heart disease or cancer. "When we consider it as a clinical condition, rather than dismissing it as a complaint or discomfort, we can then begin to appreciate the challenges women may be going through at different stages in their lives," she explained.
Step 2: Keep raising awareness.
Megeed praised women for more openly discussing topics that were once considered taboo. "Even 15 years ago, fertility was not discussed the way it is today. Social media is allowing us to discuss things that were once really embarrassing to talk about, such as urinary incontinence, and in a way where we can maintain our anonymity. This is important so we can destigmatize these conditions," she noted. "I think we're just on the brink of discussing menopause in this way. The women who are experiencing it are more likely to be in senior positions in the workplace, where they can be influential."
Step 3: Provide more support to working women during and after pregnancy.
Pregnancy and childbirth are enormous transitions. Yet many women choose not to share their pregnancies until they are 12 to 14 weeks along. But the first trimester is a time when a woman may feel fatigued and sick and need support.
The postpartum period is also one of great stress. Biologically, the decline in estrogen that occurs in a woman's body during the first three weeks after childbirth is the same reduction that takes place over 10 to 15 years during menopause, which can lead to symptoms such as depression and anxiety. In addition, every woman's pregnancy and childbirth experience is different, and her recovery will be, too.
There should be a transition plan for returning to work. Megeed advocates for postpartum return-to-work counseling and support. "A lot of companies offer this benefit, which provides one-to-one counseling for up to a couple of weeks before you come back and afterwards," she said. "It's really important because the woman is going through hormonal changes and adjusting to a new schedule while working a full-time job and taking care of a baby."
Step 4: Know and respect your limits.
No one can do it all, or at least all at the same time. As humans, we all have limits. "Part of it is not being ashamed of knowing when you have met your limit, and being really honest with yourself, your family and your colleagues," Megeed explained. Women shouldn't be afraid to ask for flexibility, whether that's working from home or working different hours, and to build a village of helpers — such as family and friends — for support.
Step 5: Women need to get comfortable asking for more.
Women tend to be afraid to speak up for what they need and believe that they're asking too much. "Male CEOs tend to dream bigger. They ask for bigger checks. Female CEOs tend to ask for what they need," said Megeed. "Don't be afraid to ask for more than you need. You have earned the spot that you're in."
She also encourages women to find their voices, especially when it is an opportunity to speak up for all women. "I don't blame women who are uncomfortable coming forward, but maybe there's some way to get others involved," Megeed added. "You can become part of community or legislative efforts. Maybe you can find a group of women or employees. Sometimes it's easier to speak up as a group instead of as an individual. There are ways to have your voice heard."