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Female lifecycle management: strategies and tips

How to establish effective female lifecycle management as the key to health and economic success. 

From puberty to the menopause: women's lives are characterized by highly variable hormonal conditions. In the world of work, however, women are expected to function like men - even though their bodies tick very differently hormonally. In times of increasing skills shortages, a focus on holistic female lifecycle management is more worthwhile than ever. 

Women's lives are strongly influenced by hormonal fluctuations, which can also affect their performance and well-being at work. In the world of work, however, it is (often unconsciously) assumed that women function in the same way as men - even though their bodies tick much differently hormonally and go through stressful fluctuations. 

Their potential as skilled workers can be lost to the labor market if they are left alone with hormone-related complaints. The good news is that organizations can not only promote the health and well-being of female employees by providing cycle- and menopause-sensitive working conditions, but also increase their performance and probably even prevent them from reducing their working hours. In view of the growing skills gap, this is therefore an important field of action for organizations.

More innovation and profit through diversity

The promotion of women with their gender-specific needs and challenges in their respective life phases is an indispensable investment in the war for talent, for example with regard to diversity: according to a 2018 study by management consultants McKinsey, companies with a diverse workforce are 33% more likely to achieve above-average profits than companies with more homogeneous teams. According to a study by the Boston Consulting Group, companies with above-average diversity achieved 19% higher turnover through innovation.

Diverse teams demonstrably contribute to various aspects of the company's success through their wider range of perspectives and expertise:

Cyclical challenges: a blind spot in the work culture

Why does 25-year-old Anna call in sick once a month? Why has Simone, 48 years old, seemed unfocused and agitated for several weeks? And why has 35-year-old Kathrin recently started having frequent appointments outside the office? What may seem like a lack of commitment to colleagues and managers could indicate health challenges: cycle-related complaints, the onset of menopause or fertility treatments are potential causes.

But why do women rarely talk about their menstruation, hormone therapy or the menopause - and if they do, then only with close confidants? The reluctance to talk about it runs deep - both socially and in the world of work. As a result, there is often a lack of understanding, strategies and structures to tackle these real challenges constructively.

Instead of taking severe symptoms caused by menstruation, menopause, pregnancy or endometriosis seriously and dealing with them, they are kept quiet - both by the women affected and by those around them or in the workplace. Women are left alone with their complaints: If they have the flu, employees stay at home; if they have trouble sleeping, hot flushes or joint pain, women are expected to be just as productive as people without these hormone-induced complaints. 

Example: Taboo subject of the menopause

The extent to which a woman's menopause is taboo in the world of work is shown by the "Menosupport" study conducted by the Berlin School of Economics and Law and the Berlin School of Engineering and Economics in 2023 among 2119 female participants. One key finding: menopausal symptoms such as hot flushes, sleep disorders and concentration problems influence women's career decisions and can lead to them turning down promotions, reducing their hours or retiring early. 

Some results at a glance:

Source: ifaf Institute for Applied Research Berlin

The world of work is geared towards men

The world of work is based on a daily rhythm that corresponds to a man's hormonal cycle and is strongly influenced by testosterone levels. This fluctuates daily in a 24-hour cycle, with a peak in the morning and a drop during the course of the day. The female hormonal rhythm (before the menopause), on the other hand, is a monthly cycle. The hormonal changes occur less frequently on a daily basis, but are spread out over a month in the four phases of the menstrual cycle. When the menopause sets in, there is a complete turnaround, with hormonal conditions changing dramatically over several years. 

Female lifecycle management: a holistic approach for every phase of life

Creating awareness and sensitizing as well as supporting and empowering women: These are key aspects of female lifecycle management. It is important to recognize differences that are caused by biological, hormonal and social factors and to develop targeted strategies. The aim is to promote a holistic understanding of health that includes all genders and their needs.

This requires a focus on the specific health requirements of each phase of life: for younger women, the focus is on menstruation and PMS, in the middle phase of life on dealing with the desire to have children and possible pregnancy and for older women on the menopause with its accompanying symptoms such as sleep disorders and hot flushes. Overarching topics such as endometriosis, dealing with hormonal changes and structural challenges such as equal pay and self-confidence also play a role.

The be-all and end-all: open communication against taboos

The most important lever for breaking down stigmatization and taboos and creating an atmosphere in which women can communicate their physical and mental health is openness. Just as employees can naturally talk about a cold in the workplace, women should be able to talk openly about menstrual problems, menopausal symptoms and the like. 

Even if many organizations, and indeed many women, have tended to assign these issues to the intimate private sphere to date, a more open culture with support services can offer great relief and also unleash potential for the organization. Managers have a role model function here.

Health services for women: an important component of Caring Companies

There are many opportunities for employers to establish support services relating to women's health. These measures not only promote the well-being of employees, but also contribute to a healthy and productive working environment. The spectrum is very broad - and even uncomplicated offers make a big difference!

Company health management (BGM)

Women-specific health topics such as cycle health, hormonal changes, endometriosis, the unfulfilled desire to have children or osteoporosis prevention can be integrated into company health management in the form of information events, group coaching or counseling services, for example. Nutritional advice is also recommended, as the right diet can alleviate PMS and menopausal symptoms, among other things. During pregnancy and breastfeeding, women can be supported in eating a healthy and balanced diet despite having less time and energy.

Education, raising awareness, removing taboos

Information events for managers and teams are a good way to better understand possible stresses and strains on female employees, to identify potential and to create an open corporate culture in which health issues can be discussed without shame in order to remove taboos. At the same time, it is important to ensure that women-specific health issues do not lead to disadvantages in career development.

Relieving working conditions

When it comes to working conditions, employers have a wide range of support options - from organizational measures to concrete help to alleviate discomfort and make it easier to get through difficult days.

These include:

Tip: Provide information about the support services in an attractive way, for example with notices in the corridors or toilets. This also promotes awareness of women's health issues and can help to break down taboos.

Psychosocial support

Cycle or menopausal symptoms not only manifest themselves physically, they often also affect the psyche. The following measures are recommended to support women holistically: 

Networking and exchange opportunities

With networking and exchange opportunities, you offer your employees spaces for mutual support and self-help in a confidential setting. Women's networks or discussion groups on specific topics such as hormonal health, the desire to have children or the menopause enable a valuable exchange of experiences. 

Long-term strategies and corporate culture

In the long term, it is important to anchor women's health in company policy, for example through company agreements. Health programs need to be designed in a gender-equitable way in order to take the different needs of women and men into account equally.

Female lifecycle management: benefits for all involved 

For women

Knowledge about one's own body and the different phases of life enables women to actively manage their health and make informed decisions. It strengthens self-confidence and supports women in responding to their physical and emotional needs in a self-determined way.

For the environment

Women's health doesn't just affect women: Every man is in a relationship with women - be it as a father, brother, partner, son or colleague. Female lifecycle management is therefore a social issue that also involves men and promotes understanding and support.

For organizations

Organizations that take the health needs of women into account benefit in several ways: healthier employees are more motivated and productive, have less absenteeism and stay with the organization longer. Female lifecycle management makes organizations more attractive employers and increases efficiency. Paying attention to women's health therefore also makes economic sense.

Female Lifecycle Management is more than a health concept - it is a key to empowerment and success. It enables women to take care of their health in a self-determined way, free from stigmatization, and to strengthen their well-being. At the same time, it offers organizations the opportunity to actively contribute to an inclusive and health-promoting society.