The impact of ADHD and menopause chemistry
Menopause lowers oestrogen levels that help regulate neurotransmitters such as dopamine, which is crucial for the ability to pay attention, the regulation of emotion, organisational skills, and memory. For individuals with ADHD, who typically have lower dopamine levels, the reduction in oestrogen can amplify their symptoms. These symptoms might manifest as increased brain fog, memory lapses and disorganisation.
Read more: Menopausal women feel unsupported at work
Menopause also disrupts sleep patterns; a critical concern since many individuals with ADHD already struggle with sleep. This can lead to difficulties in maintaining focus, meeting deadlines, and effectively managing everyday tasks.
Anxiety, which worsens during menopause, may cause employees to avoid taking on new projects or participating in meetings, particularly if their roles involve high levels of interaction or responsibility. As a result, they might feel overwhelmed, leading to a decrease in job satisfaction and potentially prompting them to consider leaving the workforce.
Sadly, the stigma associated with both ADHD and menopause can deter individuals from seeking help. People fear they might be seen as incompetent, or less deserving of promotions.
How HR can help
Awareness and proactive measures can make a significant difference in helping employees manage their symptoms while maintaining their professional responsibilities.
It should start with education – for HR and managers about the effects of menopause on ADHD symptoms – in order to sensitively and effectively address the issues. This education should also extend to the wider organisation, promoting a culture where such discussions are normalised.
It’s important to encourage employees to speak openly about their experiences without fear of judgement. Regular check-ins can provide a platform for employees to share their challenges and seek help. However, it’s essential to ensure confidentiality and to offer various channels for communication, such as through an employee assistance programme (EAP) or with designated HR personnel.
Employers should have EAP support specifically tailored to menopause and ADHD. Alternatively, consider partnering with external providers specialising in these areas. Promote the resources regularly so that employees are aware of the support available.
Workers might also require tweaks to their workload, deadlines, and the work environment. Ensuring these adjustments are personalised rather than one-size-fits-all is key to their effectiveness. With menopause disrupting sleep patterns, HR should also consider offering flexible work hours, or the option to adjust shiff times for desk-free workers. This flexibility can help employees better manage their symptoms, especially when experiencing severe ADHD-related challenges.
Finally, equip managers with the tools to recognise when an employee might be struggling due to menopause or ADHD, so they know how to approach the subject sensitively. Managers can be trained to avoid making assumptions and instead engage in open-ended conversations that allow employees to express their needs.
Employees can also take proactive steps by keeping a record of their symptoms. This can help understand patterns and triggers, and provide useful information when discussing their needs, with healthcare providers or HR.
By building an environment of awareness, open communication and tailored support, HR can help employees navigate this complex phase. This not only supports the wellbeing of employees but contributes to a more inclusive and productive workplace.
Jane Bradshaw-Jones is HR business partner for AdviserPlus
This article was published in the September/October 2024 edition of HR magazine.
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