Thank you so much for being part of this special conversation with Darlene and me today! Big thanks to Darlene and I hope you found a lot of value in our chat - I know I did.

Here are my top takeways:

Darlene created the group after going through a lot of challenges herself and feeling unsupported at work. She is a trailblazer and after taking medical leave and conducting a ton of research, she wanted to create a group that would help build a sense of community, that would empower and support her daughter and other younger members of the public service and that would provide evidence-based resources to the members.

She chose the name My Menopause at Work because it speaks to the personal journey that is each person’s menopausal journey within the workplace.

Darlene really appreciates the support she received from Lynne Lamarche who was the group’s executive sponsor, something she cited as essential for anyone wanting to create their own group at their own workplace. She cites improved retention, increased productivity, and engagement for reasons to create a My Menopause at Work group.

It is an inclusive group, and gender diverse folks and allies are welcome to join. The group is focused on supporting everyone, and although the majority of the close to 1,800 members are part of the public service, in fact, anyone can become a member. Darlene also gave a shout out to Diane, a UK- based member of the group.

The group meets virtually on Teams on the second Thursday of every month from 12 pm to 1 pm EST.

They welcome knowledgeable and passionate experts on menopause, and Darlene conducts a lot of due diligence in identifying speakers who can share evidence-based information and resources with the members.

If someone is interested in creating their own My Menopause at Work group, she suggests supporting your business case by using reports and statistics such as the Menopause Foundation of Canada’s report, Menopause and Work in Canada (which actually features the group My Menopause at Work).

Darlene also shared that women over 40 make up one quarter of our workforce, and it is estimated that the unmanaged symptoms of menopause cost the economy $3.5 billion per year. This represents a huge opportunity for employers to provide support for what is a universal experience.

The bottom line is that women aged 40 plus are a valuable resource employers simply cannot afford to lose.

Big thanks to Darlene for joining us on the podcast, and thank you for everything you are doing for so many other people.

Thank you for sharing this time with us, and remember to please share the podcast with someone you think would appreciate joining the community.

Looking forward to next month’s podcast when we will be tackling the topic of menopause and grief. Get ready for a fabulous conversation with the amazing Edi Pasalis, another inspiring menopause leader. Until then, let’s take a pause together.

Resources:

Darlene Mulcahey | LinkedIn

Darlene: Menopause Champion and Changemaker - The Menopause Foundation of Canada

Menopause in the Workplace with Darlene Mulcahey - CPHR NL

My Menopause at Work : Upcoming events / Ma ménopause au travail : Prochains événements | LinkedIn

Thank you so much for sharing your time with us today! And thank you to Christine Jenkins for sharing her perspective, experience and passion with us and for showing us how autistic and neurodivergent women and non-binary people can experience the perfect storm that is perimenopause and menopause.

My takeaways from our conversation:

Autistic and neurodivergent women and non-binary folks experience a more amplified and intense perimenopause and menopause transition. It’s like the wheels start falling off the cart, and there can be a lack of early diagnosis. So not only are you dealing with the challenges of perimenopause, you could be given a diagnosis of autism. And interestingly this can happen during an autism diagnosis of their sons. They notice – hey, this is how I was when I was his age and that gets the ball rolling in order to get their own diagnosis. It is typically young boys who are diagnosed with autism while their sisters are ignored.

Often times the medical system misses diagnosing autism in young girls until a potential meltdown during puberty.

People report a lack of accessible and relevant information about perimenopause and menopause, and there is also an absence of diverse perspectives.

There can be a struggle for well-being when you are dealing with the intersectionality – joblessness, poverty, general aging.

Another relevant factor is getting stuck in the medical system – and dealing with clinicians who are not well-educated and may not listen – or may be perceived to be not listening. There can be a mistrust and avoidance of the medical system. The communication challenges can make it more difficult to ask for and receive help, and there is a lack ongoing support and continuity of care. As Christine said, people can be left in the lurch.

In fact, some people actually choose to go it alone as they feel different and experience stigma and social isolation. They opt not to seek support.

But, we also talked about this time in life being a catalyst for healthy change. It provides people with the opportunity to develop a positive self-identity, to truly learn how to accept oneself and adopt an attitude and strategy of self-care.

And of course, not having one’s monthly period is a pretty big (and I would say one of the best) parts of menopause. Perimenopause is a different story because you are dealing with all of the other ridiculousness PLUS still getting your period. Not fun.

This time also gives people the chance to find services and supports – and for changes like lowering the temperature at work places. Small things can make a huge difference when you are dealing with hot flashes, and not sleeping well and for many people, parenting their children and navigating the challenges and pain of watching your parents getting older.

Christine cautioned autistic and neurodivergent women and non-binary people when it comes to making life-changing decisions during this time of life. She cited brain fog, anxiety and sensory loads as important factors that can negatively influence decision-making and lead to potentially challenging situations in the future.

Resources:

Shared Stories, Shared Experiences: International Research on Autism and Menopause

https://linktr.ee/christineajenkins

Autistic people face additional menopause challenges | BPS

Show Notes:

• Women’s voices not only need to be heard but paid attention to.
• Madeline and her team are listening and taking note and sharing the feedback they are receiving
• Everyone needs be at the table to discuss the realities of women experiencing perimenopause and menopause at the workplace – men, partners, leadership
• It is important to understand this change in order to be understanding of it. This is just one way our bodies will be changing and we need to learn to reflect on what our bodies are asking us to reconsider what we are asking of them
• We are forced into a new relationship with our bodies –
• It is a shift – painful because we don’t like to let go of parts of ourselves who have served us well in our lives to this point
• Madeline wants to make women feel less alone and hear the voice of others
• There is a lack of culture about this phase of life in a woman’s life – but it is coming!!
• Share tools and strategies that other people are using and they may help other people – to help women know they don’t have to suffer – there are resources and tools and to help
• Women in perimenopause and menopause are bringing so much value to the labour market – it’s about talent retention – when women don’t feel supported, they leave the company or the labour market before they want to – some tips Madeline would like to offer leadership:

1. Don’t try and control bodies
2. The importance of flexibility in scheduling etc.
3. Give resources – do your benefits cover HRT? Do your employees have access to supports?
4. Do your employees have a safe environment to talk about their struggles?

• This is not an ending, but a beginning – listen to your body – seek the resources that will support you through whatever means –
• Research indicates the changes that happen in the brain and other bodily changes are consistent with things that happen when you go through puberty and pregnancy.
• It is so destructive because it is threatening to our identity as women and workers – but there are leadership opportunities that come out of menopause
• This is the time that you leave things behind, but when you do that, it leaves you lighter for new things and growth
• We may not be able to change what is happening to our bodies, but we can absolutely change what we say to ourselves. And we can be part of a movement that sees the possibility and promise, transformation and growth this time of life can bring.

Links:

The Menopause Manifesto by Dr. Jen Gunter

The (Peri)menopause Project website

Madeline Toubiana on LinkedIn