What businesses need to know about women’s health.
Women’s health and career success aren’t separate—they’re deeply connected. Yet, for too long, workplaces have overlooked the biological realities that shape women’s professional journeys. From menstruation and pregnancy to perimenopause and menopause, these natural transitions influence energy, focus and resilience. But instead of treating them as barriers, what if businesses recognised them as essential factors in leadership, performance and workplace success?
Creating an environment where women can thrive at every stage isn’t just the right thing to do—it’s a business advantage. Companies that adapt, support and evolve will not only retain top female talent but also foster inclusive, high-performing workplaces.
The Link Between Women’s Health and Career Success
Women’s careers aren’t linear. Each decade brings new opportunities and challenges, influenced by both ambition and biology. When businesses acknowledge these realities and put supportive structures in place, they create a workplace where women can lead with confidence.
Let’s break it down by life stage and explore what businesses can do to make a real impact.
The Roaring 20s – A Time of Ambition
In their 20s, women enter the workforce with drive and determination. They’re building careers, developing skills and proving themselves. But unlike their male peers, they also navigate hormonal cycles that impact energy, mood and focus.
Research shows that menstrual-related symptoms affect workplace productivity, with over 80% of women experiencing disruptions due to their cycle (Schoep et al., 2019). Despite this, period health is still a taboo topic in many professional settings.
What businesses can do: Normalise conversations around menstrual health, offer flexible work options and provide access to resources that help women manage symptoms effectively.
The Thundering 30s – A Time of Career Shock
Women in their 30s often balance career progression with family responsibilities. Some are navigating pregnancy, postpartum recovery and childcare, while others experience fertility challenges or the early signs of perimenopause. The pressure to “do it all” can lead to burnout, causing many women to step back from leadership roles.
Studies highlight the ‘motherhood penalty,’ where working mothers face slower career progression and are often perceived as less committed than their male counterparts (Journal of Economic Surveys, 2016). This mental and physical load takes a toll, both personally and professionally.
What businesses can do: Implement paid parental leave, create return-to-work programs and ensure leadership pathways remain open for working parents.
The Flourishing 40s – A Time of Reacceleration
By their 40s, many women are stepping into leadership with confidence. But this decade also introduces perimenopause, bringing sleep disruptions, brain fog and energy fluctuations. Without proper support, women may feel disconnected from their work, unsure of how to manage these changes.
One study found that menopause-related symptoms impact workplace performance, yet many women feel unsupported (Hardy, Griffiths, & Hunter, 2017). Education and workplace accommodations remain limited, creating unnecessary challenges.
What businesses can do: Offer menopause education, flexible working arrangements and wellness programs tailored to this stage of life.
The Freeing 50s – A Time of Self-Actualisation
For many women, menopause marks a significant transformation. With fewer caregiving responsibilities and a greater sense of clarity, this is a time when career ambitions reignite. Many women step into leadership roles, mentorship or even new career paths.
However, menopause stigma is still a workplace issue. Research shows that businesses with menopause-friendly policies see higher retention rates and greater engagement among experienced female employees (Fenton & Panay, 2021).
What businesses can do: Recognise menopause as a workplace consideration, create supportive policies and foster an environment where women feel valued at every stage of life.
The Super 60s – A Time of Leadership & Legacy
Women in their 60s bring decades of experience, strategic insight and resilience. They are mentors, leaders and decision-makers, shaping the next generation of professionals. Retaining these women isn’t just beneficial—it’s essential.
The 2023 McKinsey & Company Women in the Workplace Report confirms that companies with gender-diverse leadership teams perform better financially and culturally (McKinsey & Co, 2023). Senior women are not at the end of their careers; they are at the height of their influence.
What businesses can do: Leverage senior women’s experience, create mentorship opportunities and ensure leadership roles remain accessible.
The Business Case for Supporting Women’s Health
When businesses prioritise women’s health, they gain:
- Higher retention rates. Women stay longer in workplaces that support their needs
- Increased productivity. Employees perform better when they feel physically and emotionally well
- Stronger leadership pipelines. Women advance without unnecessary career disruptions
- A more inclusive culture. Attracting top talent by valuing employee well-being.
The workplace of the future is one where women don’t have to choose between their health and their careers. It’s time to build workplaces that recognise, support and celebrate the full journey of women’s professional and biological lives.
