Attending to intersectional differences also includes listening for what is not being discussed. For example, by their mid-40’s and early 50’s, many faculty cisgender women are in mid-career or senior positions but few are willing to talk about the impact of menopause on their careers. This week we highlight a recent synopsis in the Endocrinologist about studies of menopause at work. Women are often reluctant to admit menopausal symptoms for fear of career disadvantages related to ageism and gender stigma. Workplace conditions can impact the experience of symptoms so providing reasonable workplace adjustments, educating colleagues and supervisors, and including menopause in health policies are supportive measures. Addressing symptoms can be critical to workplace satisfaction and retention and can set women up for a post-menopausal surge of energy and focus.
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