It started with my MSc in Business Psychology at Heriot-Watt University, where my dissertation explored the relationship between menopausal symptoms and women’s leadership ambition. What stayed with me wasn’t simply the impact of symptoms such as fatigue, brain fog, changes in mood or confidence. It was the role of the workplace. How managers respond. How comfortable women feel talking about menopause.The stere otypes and assumptions that surround both menopause and leadership. The culture, policies and everyday practices that can either support women or make things harder.

A bigger question?

Could menopause-related workplace experiences be contributing to the leadership gap for women? I’m now starting a PhD at Heriot-Watt University to explore that very question.
 

Menopause and the Leadership Gap: The Influence of Menopause Related Workplace Experiences on Women’s Leadership Potential and Practice.

After more than 30 years working with organisations, much of that focused on business change, leadership and capability, this feels like a natural next step — bringing together my professional experience with my interest in psychology and research. I’m particularly interested in looking beyond the idea of menopause as simply an individual health issue. What happens when we consider menopause as part of the social and organisational environment in which women work and lead? What experiences help women to continue to develop and practise leadership? What creates barriers? And what could organisations do differently?

I don’t have the answers yet. That’s rather the point.

Over the coming years, I’ll be sharing some of what I’m learning through the research — the evidence, the questions, the things that challenge my thinking and, hopefully, some practical ideas for organisations and leaders.

A new chapter, and a question I’m looking forward to spending some serious time exploring.