In this episode, Rebecca addresses the complex decision of whether to disclose menopause symptoms to an employer, exploring how women frequently "mask" their struggles through silent coping strategies.

She offers practical advice on framing workplace conversations around specific challenges and solution-focused adjustments, allowing individuals to seek support without needing to disclose personal medical details or trigger workplace stereotypes.

Finally, the discussion highlights the importance of finding trusted allies or trained menopause champions within organizations to help advocate for personalized workplace accommodations.

Key Takeaways

• Masking is a common coping mechanism: Women routinely adapt to symptoms by over-compensating—such as taking extra meeting notes for brain fog, ramping up painkillers, or stashing spare clothes in locker spaces.
• Disclosure is a personal choice: You do not need to share private medical details or explicitly use the term "menopause" to request meaningful workplace adjustments.
• Frame conversations around solutions: Presenting a specific problem (e.g., morning concentration issues due to poor sleep) alongside a clear solution (e.g., flexible start times or afternoon meetings) leads to better outcomes.
• Avoid misleading assumptions: Open communication prevents managers from misinterpreting symptom-driven behaviors—such as quieter meeting participation—as disengagement or lack of capability.
• Leverage support networks: Seek out trained workplace menopause champions, HR representatives, or trusted colleagues ("best friends at work") to help prepare for manager discussions.

Rebecca is interviewed by journalist Steve Randall.