8 minute read
Clarissa Kristjansson
Empowering Menopausal Women
In this issue we interview Clarissa Kristjansson, a neuroscientist, mindfulness, and beliefs-based practitioner. Her mission is to shift the mindset on menopause, by getting employers to acknowledge it is an issue and breaking the taboos surrounding it.
Advertisement
Who are you?
I am a neuroscientist, mindfulness, and beliefsbased practitioner. I spent 28 years leading transformational change in global FMCG. In 2013 I suffered a burnout during my menopause transition that stopped me in my tracks and set me on a mission to empower women through this transformational life stage. Opening the conversation about our beliefs and behaviours and shifting the collective mindset to seeing this life-stage as an opportunity for reinvention and revitalisation.
Today after living and working across Europe and Asia, I am living back in Sweden, my childhood home. I am a menopause mentor, host of the Thriving Thru Menopause podcast, a keynote and virtual speaker, and an international bestselling author. I love that we can work globally from our own homes, connect and collaborate with amazing people worldwide, and spread our message farther than at any other time in history.
What is the single best piece of business advice which helped shape who you are now and Why?
The best advice I had was from my first manager in Unilever. He told me: ‘Don’t be decorative. Be the leader who speaks up, contributes fully, and moves the conversation forward’. This was a big step for an introvert, but my corporate career skyrocketed once I found my voice.
My voice is my vehicle to drive change for millions of women through my podcast, speaking engagements, and upcoming TV show. Plus, I am intrigued about how new media like Clubhouse will also drive conversation into new countries and niches. Someone recently described me as a menopause activist, a mantle I have embraced. Things don’t change if we stay silent and whisper like earlier generations of women were forced to do.
What was your motivation to achieve what you have?
In my earlier career, my motivation was to ensure a good start in life for my son. But now, achievements are driven by the fact that silence around menopause does not serve women. My journey of burnout and the realisation that had I known more about menopause and the symptoms that could be part of this life stage, I would have been better able to wrest back some control. Also, had I been supported by my healthcare provider and my workplace, I would have made different choices around my health and wellbeing.
How do you take care of your body, mind, and soul?
As a neuroscientist, I am a firm believer in the power of the gut-brain connection. Nurturing a healthy gut is at the heart of how I take care of my body. My diet is plant-based and organic. I have a morning routine which starts with grounding the body, and I love Wim Hof’s invigorating breathing meditation.
I also practice daily qigong and sit in quiet contemplation for at least 30 minutes. My mindfulness community of practice supports me to deepen my meditation, and there is a unique energy to meditating together, even if in today’s environment, that is a virtual event.
If you were in the jungle, what kind of animal would you be?
This made me smile. I would say I was an elephant because I feel I have confidence and approach all aspects of life calmly. And like an elephant, when I set my mind to something, it won’t waver in its commitment until the task is completed.
Tell us about a time when things didn’t go the way you wanted and how you dealt with it?
Twenty years ago, I went into business with my then-husband. Like many small businesses, although we had great patented ideas and funding from venture capitalists, we had to liquidate the company due to cash flow issues. This takes a lot of courage to let go because there is heartache when something you believe in fails. The way forward was to acknowledge the loss, see the failure as a series of lessons, and move onto the next stage in life to resurrect my corporate career. I value that experience in my current business.
Why is it time to start talking about menopause at work?
Menopause is rarely openly discussed in the workplace and remains one of the strongest taboos. The mental and physical symptoms and their adverse effects on productivity can be exacerbated by a lack of policies and persistent, outdated gender-and age-related assumptions.
In 2020 there were 61 million women over the age of 50 in the U.S. workforce, alone. Menopause often intersects with critical career stages, where women are most likely to move into leadership positions.
A recent Chartered Institute of Personnel Development survey in the U.K. found that 59% of women experiencing menopausal symptoms said these impacted their work. Many find it difficult to cope with their tasks, often those that require extra focus. Confusion, self-doubt, and severe anxiety can practically kill careers. In some cases, menopausal symptoms can lead to women leaving their jobs. According to the Wellbeing of Women survey, one in four women has considered resigning their role. That is not good for them and not good for their employer.
Unfortunately for some, their symptoms are so intense they receive negative 360-degree feedback and deteriorating performance ratings which can lead to a dismissal. Because of the taboo, nearly a third (30%) surveyed reported taking sick leave because of their symptoms, but only a quarter could give their manager the real reason for their absence.
Why the silence?
There is still within our society and in organisations, significant gender bias. Although there has been more discussion on the impact of menopause on working women, it is clear why silence patterns remain rooted in the workplace when society persists in pressuring women to keep quiet on menstruation issues; this extends into not speaking up about menopause.
Privacy has been cited as a key reason why women do not disclose menopausal symptoms, according to 45% of the 1,409 women surveyed in the recent CIPD report. A third (34%) said they were too embarrassed to say why they had taken time off, and 32% said their manager was unsupportive.
For menopausal women, this fear is particularly prevalent when the manager is male and young. Their fears are well-founded: Women speak of being ridiculed, harassed, or stereotyped for being menopausal. In the current employment climate, women are openly stating they fear speaking up could lead to managers assuming they are underperforming and should withhold promotion or target them during layoffs.
How can we create a culture of change?
It starts with talking and gaining support from leadership, which includes:
• acknowledging this is an issue and seeking to understand. • Listen empathetically to women’s needs. • Initiating and integrating policies supporting menopausal women.
Managers don’t need to be menopause or medical experts. A basic level of knowledge, understanding how they can support, and having a good, supportive conversation make a big difference.
Appreciate that it is intimidating for employees to speak up. Supportive managers can pause and consider how they can be more available and enable these conversations. Also, guarding their innate bias if someone raises the subject, instead listen, and inquire: Ask the women what their experience is like and what can be done to alleviate their challenges.
Many organisations already have more in place than they might think. Sometimes it is making some adjustments to ensure these policies and procedures work for menopausal women.
These approaches create an inclusive culture, and given that women are working for longer, an organisation supporting menopausal women is good for retention, motivation, and loyalty. As more companies move in this direction, it will become more important for recruitment and future-proofing their businesses.
What can women do to support themselves?
Open a dialogue at work. Women leaders in menopause can normalise their experiences and support others to be empowered to speak up. There may be an opportunity to address the issue as a group. Be proactive with others to help influence policy, education, and communications. In the U.K. Civil Service, a menopause network has been established to provide support, including specific guidance in creating a workplace where menopause is acknowledged and understood.
Also, women can support themselves with simple lifestyle changes. Is it possible to work during the hours when the brain is clearest? Dress in layers at work. Take breaks in the coolest room. Figure out the triggers by tracking and journaling symptoms. It might be stress from one person at work or a morning coffee, which can be managed.
Perhaps most important is the grace women give to themselves. Practice self-care. Take time off when needed and be honest about what they are going through. Know that there are people out there who can help and speak up!
The best way to manage menopause at work is first to talk about it. Together, we can work to end the stigma. All of us can and should play a role in breaking the silence.
References
1. Chartered Institute of Personnel Development survey (CIPD) 2019 2. What do working menopausal women want? A qualitative investigation into women’s perspectives on employer and line manager support Claire Hardy, Amanda Griffiths, Myra S Hunter. Maturitas 2017
