The main problem, here, is that we’re not fully understanding how menopause and neurodiversity can affect each other, making things even more complicated for everyone involved.
The convergence of menopause and neurodiversity is often overlooked in this world where diversity is key to prosperity. Neurodivergent people, like those with autism, ADHD, or dyslexia, might feel the effects of menopause more intensely because they’re extra sensitive to changes in their daily habits, surroundings, and things like sounds or lights. These factors can make it much harder for them to deal with the physical and emotional challenges that come with menopause.
Roughly 15% to 20% of the population is classified as neurodivergent. However, what’s particularly alarming is the employment statistics for individuals on the autism spectrum. In the United States, an estimated 85% of people diagnosed with autism are unemployed, in stark contrast to the 4.2% unemployment rate for the general population.
A situation, let’s say, where a woman who is neurodivergent is going through menopause while working in a busy, open-office environment. Suddenly experiencing hot flashes, along with heightened sensitivity to noise and other stimuli, could easily throw her off balance, making it hard to focus and get work done. This could leave her feeling overwhelmed and distressed, which could in turn affect her ability to perform well at work. Without the right support in place, her job performance might suffer, and she could end up feeling less well overall.
On top of all this, there’s the added problem of the stigma surrounding both menopause and neurodiversity. In many workplaces, talking openly about menopause is still seen as inappropriate, something that should be kept private. Similarly, people’s differences in thinking and processing information, which is what neurodiversity is all about, often go unnoticed or misunderstood, making those who are neurodivergent feel like they don’t belong. This lack of understanding and acceptance only makes things harder for individuals who are dealing with both menopause and neurodiversity.
To create an environment where everyone feels valued and supported, organizations need to take a comprehensive approach that addresses the specific needs of neurodivergent individuals going through menopause. Here’s how they can do it:
Education and Awareness: First and foremost, it’s important to educate everyone in the organization, from employees to leadership, about both menopause and neurodiversity. By openly discussing these topics and breaking down stigmas, organizations can build a culture where people feel comfortable asking for help and accommodations.
Flexible Work Arrangements: Providing options like remote work or flexible schedules gives neurodivergent individuals the freedom to manage their symptoms effectively. Creating quiet spaces or sensory-friendly areas in the workplace can also help reduce sensory overload during sensitive times.
Tailored Support Services, if Possible: Organizations should offer support services specifically customized to the needs of neurodivergent individuals going through menopause. This might include access to counseling, mindfulness programs, or support groups where people can share experiences and coping strategies.
Accommodations and Adjustments: Recognizing that everyone’s needs are different, organizations should be proactive in offering accommodations like ergonomic equipment or adjusted work tasks during symptomatic periods.
Leadership Advocacy: Leaders play a crucial role in driving change and promoting an inclusive culture. By upholding initiatives that prioritize the intersection of menopause and neurodiversity, they set an example for acceptance and support throughout the organization.
It’s crucial for companies, particularly industry leaders in neurodiversity like Microsoft, HP, and IBM, to acknowledge and address the intersectionality of menopause and neurodiversity. These companies set important precedents in promoting inclusivity and understanding. And it’s not just about creating a culture that values empathy and inclusion. Ignoring this intersection only establishes a precedent for perpetuating inequality across various domains. Moreover, it means being deprived of the opportunity to benefit fully from the diverse perspectives and talents of the millions of female neurodivergent employees across the United States.
