Accelerate Action? Well, let's talk hormones...

6 Mar

With International Women’s Day this week, we’ll hear a lot about accelerating action on gender parity. We’ll attend events, have valuable conversations, and hopefully, make some genuine commitments to change.

But if we’re serious about progress, we need to address what’s actually shaping women’s experiences at work.

At inpurpose, my mission is to help founders create freedom in their businesses and build better workplaces for everyone. And part of that conversation has to be about how hormonal shifts impact performance, productivity, and the way women work.

Some days, I’m focused and sharp, and nothing is getting in my way. On other days, perimenopause brain fog makes even the simplest tasks feel impossible. It’s not something I can push through with more coffee and a to-do list; it’s hormones.

Over the years, I’ve learned to work with it. I plan big meetings when my energy is high, tackle deep work when my focus is at its best, and try very hard to avoid meetings when I know I’m going to be in pain. My cycle influences almost every meeting or event I have control over scheduling.

And for me this conversation is as much about maximising performance as it is about managing symptoms. Structuring work around my energy levels has made me more efficient and more effective and ensures I get the best out of my time – it also makes me a better collaborator and leader.

But, I recognise that’s a privilege many women don’t have.

I’ve spent most of my career with the autonomy to structure my work in a way that works for me. Most women don’t have that flexibility. Instead, they’re expected to be ‘on’ all the time, even when their bodies are working against them, and that is costing businesses more than they realise.

Research shows that hormonal fluctuations impact cognitive function, stress resilience, and decision-making. Perimenopause alone is driving thousands of experienced women out of the workforce each year.

A UK survey by Simply Health found that 23% of working women have considered quitting their jobs due to the impact of menopause or menstrual health symptoms, and 14% are actively planning to resign. These statistics highlight the significant effect of menopause-related challenges on women's career trajectories and, in turn, the impact on your business.

Yet most organisations are still not equipped to have these conversations, let alone put practical solutions in place. As women, we are also not having the conversation because we don't want you to see us as weak.

So, let's not look at this as another task on an already full leadership to-do list; instead, let's think about it as a management hack to unlock untapped productivity.

Right now, some of your highest performers are battling exhaustion, brain fog, and physical pain. They are still delivering for you, but imagine how much better that delivery could be with the right support. Others are struggling in silence, convinced they’re failing when, in reality, they’re dealing with something completely outside their control. And then there are those who have already left, the countless women who couldn’t find the flexibility they needed to work at their best. They might not cite that reason in their exit interview, but it plays a huge part for many women.

So, where to start…..

Accelerating action on gender parity means addressing the real challenges women face at work and making practical changes that actually improve performance and retention. Leaders don’t need to radical change overnight, but small, thoughtful conversations can have a real impact.

And why not just start with one of the below and have a conversation with your team about what improvements could be made?

1. Create space for honest conversations.

Women should feel comfortable discussing how hormonal health affects their work without fear of judgment. Normalising these conversations builds trust, strengthens teams, and ultimately improves performance.

2. Integrate flexibility where possible.

Productivity is about output and impact, so focus on that rather than when hours are worked. Designing work structures that recognise different energy patterns helps everyone work more effectively, not just those affected by hormonal shifts.

3. Put practical policies in place.

Menstrual health support and menopause resources don’t have to be complicated. Small, thoughtful changes like acknowledging these challenges in performance conversations or offering adaptable scheduling can significantly improve engagement, retention, and overall team well-being.

Even taking on one small change can help create a workplace where people perform at their best and stay engaged for the long term.

When businesses invest in how work actually works for women, they build stronger teams and drive better results - that's your prize for accelerating action.

If you want to have a chat about where to start for your organisation, get in touch. I'm happy to help. Book a chat here.

Hope you have a great week celebrating all the women in your workplace, in your home and across the globe.

Best, Jill