Introduction
Menopause, often perceived as a hurdle for women in leadership roles, has unexpectedly become an opportunity for many to rediscover their strength, leadership, and purpose. This phase has pushed women leaders to prioritize well-being, transform their management style, and pave the way for more inclusive work environments.
The Global Menopause Challenge
According to the report “Menopause: A Global Health and Well-being Issue Requiring Urgent Attention,” over 1.2 billion women worldwide experience menopause, with the Mexican Secretary of Health estimating that more than 6 million women aged 45 to 65 are in the climateric stage.
Impact on Women Leaders
Symptoms of menopause, such as sudden sweating, blushing, or difficulty finding words during meetings, can signal the end of a woman leader’s career. However, a Catalyst study shows that organizations providing menopause support see increased innovation, engagement, and inclusiveness perception, leading to better job performance and company profitability.
How Women Leaders Navigate Menopause
To understand how women leaders have dealt with menopause in the workplace, Liza Barnes from Drexel University and Johannah Stockdale, a doctoral student at Pennsylvania State University, interviewed 64 mid-career women leaders in perimenopause or postmenopause in the US, Canada, and the UK.
The Harvard Business Review article found that women leaders not only survived menopause but thrived during this stage, becoming stronger and more focused on their health while advocating for future women leaders.
“There are no quick fixes for menopausal leaders; it’s a multi-year heroic journey where the quest to learn more about their own menopause evolved into leveraging their knowledge, skills, and position to provide better support for others.”
Following the research, experts identified five steps women leaders typically follow to navigate menopause and integrate it with their professional lives.
1. Self-Defense and Self-Care
The interviewed leaders acknowledged that menopause affected their professional performance, causing anxiety and frustration due to the lack of information and medical support. Many felt unheard by healthcare systems and had to accept symptoms as a natural part of the process. However, they decided to use their leadership skills for self-defense: seeking information, consulting multiple doctors, and demanding appropriate treatments.
This process also led them to reassess priorities and prioritize health. They implemented lifestyle changes, such as improving nutrition, exercising regularly, and using natural remedies. For many, menopause was a turning point that encouraged balancing physical and emotional well-being with their professional lives.
2. Building Internal and External Support Networks
Facing a lack of institutional policies or support, women leaders built their own support networks. Instead of hiding symptoms, they started openly discussing menopause in their work environments, using humor to break the taboo. Phrases like “personal oven” or “internal combustion engine” helped generate empathy and normalize the conversation, even in predominantly male teams.
Outside work, they sought support from family, friends, and online communities. These networks provided practical information, emotional support, and a sense of belonging. Openness strengthened bonds among women leaders and fostered a more empathetic organizational culture.
3. Finding Inspiration in Work
Contrary to hindering their careers, many leaders found menopause as a catalyst to reaffirm their professional purpose. Symptoms forced them to reflect on the relationship between their health and job performance, leading to a deeper motivation in their work. By focusing on the meaning of their responsibilities rather than just results, they strengthened their commitment to their teams and themselves.
This experience also brought personal liberation. Facing symptoms and leadership pressure simultaneously, many stopped worrying about external expectations or gender stereotypes. An entrepreneur summarized this shift, saying: “There comes a point where you just say, ‘I’m sick of all this… you just have to be yourself.'”
This process marked a break from sexist prejudices and the imposter syndrome, giving them a sense of autonomy and authenticity that reinforced their leadership.
4. Recognizing New Confidence and Transforming Leadership
Overcoming menopause not only strengthened leaders’ resilience but also renewed their confidence and leadership style. By learning to manage symptoms and adapt to physical changes, many reported a sense of personal and professional empowerment. This new confidence translated into more assertive behaviors: participating decisively in meetings and taking initiative clearly.
They also developed greater empathy for their teams. A military officer explained, “Honestly, I believe it has made me a better person; now I listen better, am more empathetic, and more attentive.” By experiencing a poorly understood condition firsthand, they developed a special sensitivity towards other colleagues’ challenges.
Some even compared this stage to “a second spring,” a period of renewal where new perspectives and energies bloom.
5. Creating Positive Changes
Menopause also motivated many women leaders to use their positions to promote more inclusive work environments. Aware of their influence, they decided to break taboos and openly discuss the topic, both to raise awareness and protect and support other women.
Inspired by their experiences, several initiated support programs, reorganized workspaces, trained male colleagues, and promoted internal policies for women’s health. Some even founded companies and consultancies focused on products and services for menopausal women. As one put it, normalizing menopause became “a personal mission to create a more inclusive work environment.”
