You’ve probably scanned past LinkedIn posts about ways to help employees deal with the symptoms of perimenopause and menopause (the combination of which can last for decades) in a way that doesn’t prevent them from functioning well in the workplace.
Catalyst Inc. shared this survey on their Instagram the other day:
I shared it with the blogger group and said, “When I see these kinds of posts/suggestions, my thought is that the best option would be to have flexibility without having to say what it’s for. Until we live in some kind of utopia where people don’t have to worry about stigma associated with the reason they are asking for things, I think the goal should be flex days (whether that means working from home for all or part of the day or taking time off) WITHOUT HAVING TO EXPLAIN what it’s for. I feel the same way about flex benefits.”
It’s great to see work being done to bring more awareness to C-suite and HR-types that people with uteruses are often dealing with hot flashes, brain fog and occasional feelings of despair. This awareness involves helping organizations understand why more understanding and support from employers can result in happier and more productive employees.
I am fortunate to work in a pretty diverse, open, environment, where in certain situations, I feel comfortable joking about being suddenly warm. I also don’t mind joking that I am one of the few people in the room who was old enough to be (a young adult) and attend the games when the Toronto Blue Jays were in the World Series in 1992.
I am still careful about how much I joke about my age. I don’t want the knowledge of my vintage to be a factor playing against me when I apply for a promotion. Knowledge of my fluctuating body temperature and moods shouldn’t be at the forefront when people are considering my ability to do a job.
There are many reasons for people to worry about sharing personal details about themselves in the workplace. New mom? Planning on having another? Mental health issues (any age), unexpected illnesses? Sick grandparent or dog? Individuals may feel that co-workers are sympathetic to their life circumstances, but that doesn’t always translate to feeling that sharing too much won’t hinder their attempts at advancement in the workplace.
In a modern workplace, as long as employees are completing their tasks, they should be able to ask to work from home or receive benefits for (psychologist, massage therapist, etc.) without baring their soul. Flex benefits are not a new thing. I have worked for companies where the flex benefits included access to $1500/year for any of the approved practitioners included in the insurance benefits. Also, time off was called it “Flex Time Off”. There was no difference between vacation, sick days, etc. It was all Flex. Employees shouldn’t feel the need to explain to their employers what the time is for and if the benefits are flex, employers are less likely to feel the need to know.
In response to my shared post with FIFI bloggers, Cate commented, “Cooling rooms is a ridiculous concept from my point of view but it would be helpful not to feel like it’s “unprofessional” to have bare arms.”
This comment reminded me of my other long-time beef about workplace policies. Can we all just agree in 2024 that dress codes are ridiculous and sexist? Also, they are rarely enforced, in my experience. There may be something in our dress code that women are not supposed to wear a dress that exposes their shoulders, but many of us where tank dresses and tops and no one says anything, thankfully. I don’t have the faintest idea why my shoulder may be considered unprofessional. I could see if I was wearing a tank top that said “Fuck Corporate Culture” but if the shoulder is peaking out of a tunic or a blouse, I just don’t get the concern.
At the law firm I worked at for decades, they had a “fashion show” (this was the late 90s), showing women what to wear and what not to wear. In those days, it was still considered unprofessional for women to go bare-legged. It was OK to have a sheer layer of constantly snagging fabric on your legs (that may even have a spot of clear nail polish dabbed on a snag to prevent it from running further) rather than expose bare skin between your ankles and the hem of your skirt. Nine times out of ten, dress codes focus heavily on what women should and should not wear. Dress codes are sexist and gender exclusionary. They can also be classist and have economic implications for people entering the workplace.
Whether we are talking about flex benefits or dress codes, a happy and comfortable employee, who feels as though they can navigate their health (mental, physical, relating to a myriad of causes, including menopause) and show up as their best self (either in a sleeveless blouse or a blazer with denim bottoms) without fear of reprisal for exposing too much of their personal life in a way that can impede their career goals, is a benefit to any organization’s success.
Let’s be aware of why people may be experiencing different challenges but, also, not require them to provide details every time they would like a reasonable accommodation in order to be able to get their work done. If these practices are the norm for everyone, then they won’t even be considered an accommodation. That’s the kind of sense of belonging I hope organizations aspire to.
How about you readers? How do you feel about Catalyst’s survey about menopause benefits?
