Vicky Dymoke
Jul 23

Menopause and neurodiversity: A call for greater understanding and support in the workplace

As workplaces strive for inclusivity, there's an often-overlooked intersection that demands attention: menopause and neurodiversity. The impact of menopause on neurodiverse individuals is an area with limited research, yet it's a crucial aspect of workplace well-being that needs addressing.

The complexity of menopause and neurodiversity

Adding neurodiversity to menopause creates another layer of complexity in understanding how to manage and navigate this natural biological process. For neurodiverse individuals, the experience of menopause can present unique challenges, particularly in areas such as memory and verbal communication.

Challenges faced

Many neurodiverse individuals going through menopause report significant challenges with brain fog, short-term memory issues, and difficulty retaining information. These cognitive difficulties can be severe and impact work performance. The psychological toll can be immense, with many experiencing imposter syndrome and fear of being unable to function as expected.

The perception of underperforming can exacerbate symptoms, creating a vicious cycle that affects sleep and overall well-being. This combination of menopause symptoms and neurodiversity-related challenges can be particularly daunting in a workplace setting.

The challenge of diagnosis

Often, both individuals and healthcare professionals may attribute these symptoms to life stresses and events, overlooking the potential impact of menopause. The limited time allocated for GP appointments (often just 10 minutes) isn't sufficient to discuss menopause comprehensively, especially when considering neurodiversity.

The need for change

The statistics speak volumes about the importance of this issue:

  • Menopause accounts for up to 25% of a person's career.
  • Women over 50 are the fastest-growing workplace demographic in the UK.
  • Alarmingly, the highest suicide rate in women is among those aged 50-54.

A call to action

To address these challenges, organisations need to focus on three key areas:

  1. Driving awareness across organisations.
  2. Equipping managers and leadership with tools through specific education to support colleagues.
  3. Enabling workforces to speak up by providing a psychologically safe environment and support through champions.

By taking these steps, workplaces can normalise this natural stage of life and help retain and attract top talent.

Conclusion

Proactively managing menopause in the workplace is not just beneficial - it's essential. As organisations continue to strive for diverse and inclusive work environments, they must not overlook the unique challenges faced by neurodiverse individuals going through menopause.

It's time for more research, greater understanding, and comprehensive support systems. Addressing this intersection of menopause and neurodiversity is crucial for creating truly inclusive workplaces.
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