The DREAM Workplace Culture

I've always treated sick days like precious commodities, hoarding them for those “just in case” moments. Since I was 16 years old, I’ve never taken time off work or school for a bacterial or viral illness, except for a brief bout with COVID. Instead, I reserved my leave days for when going to work felt impossible—often during my period. For sixteen years, my coworkers assumed I was just “sick” frequently.

No one ever told me I couldn’t call out for having my period, but no one said it was allowed either. Like many of us, I would lie, blaming a stomach issue. The difference between a “stomach issue” and reality hit me hard when a coworker dropped off a file at my house while I was in severe pain. I answered the door, unprepared, hunched over and looking terrible. She immediately dropped everything to help me. Word got back to my boss, who, surprisingly, confided in me that she had endometriosis and type 2 diabetes and understood my pain. From that point on, I called her directly when I needed to take a day off due to my period. She would always ask how she could support me, and sometimes, I took her up on it. 

This experience transformed our workplace culture—creating a safe space for open discussions about hormonal health whether it was my Endo pain, my coworkers miscarage, or my bosses menopausal challenges. It became a dream scenario where empathy was the norm, and vulnerability was met with support. If you asked me a year earlier if this was at all possible I would have said not at all but there I was in the DREAM work place culture and I want to help you get it too.

When talking about workplace culture and hormonal health it is a balance between bias and policy. Below I have addressed a road map for both in hopes that it helps you navigate your own work challenges related to your hormonal health.

Changing the Workplace Culture: From Silence to Support

Just as we meal prep to nourish ourselves throughout the week, we need a preparatory map for managing hormonal health in the workspace.

If menstruation, pregnancy, perimenopause, and menopause drastically impact our daily lives, how much harm are we doing by masking it in the workplace? There isn’t enough research on how guilt, physical pain, and emotional hardship affect our hormonal health, but there is evidence that an empathetic workplace significantly impacts workplace culture and productivity. For example, a study done by Catalyst on 600 participants (51% women, 17% queer) found:

• 76% of people who experienced empathy from their leaders reported feeling engaged and enthusiastic about their work

• 57% of white women and 62% of women of color said they were unlikely to consider leaving their companies when they felt their life circumstances were respected and valued.

• When leaders were perceived as empathetic, 86% of people reported successfully navigating work-life demands, compared to 60% of those who perceived less empathy.

Empathy is essential in the workplace. When we accept and acknowledge vulnerable experiences, such as hormonal health challenges, it leads directly to employees feeling heard, accepted, and cared for. Unfortunately, change often arises from necessity, and expressing our needs requires us to overcome our own biases about what is considered 'acceptable.' By taking small steps to make it okay to be your true self at work, we can create an environment where everyone feels valued and supported for you and the women+ who will follow behind you. 

Starting the Conversation: Acknowledging Hormonal Health

Here are some examples of how you can start these conversations based on specific hormonal health conditions:

1. Water Cooler Friend Talk: Start by expressing vulnerability with someone you trust. After interviewing 100’s of women+ I found that all you have to do is lightly scratch the surface of your experience before the empathy and shared experiences come rushing out. It can be scary but it is the first step to breaking down the stigma. An example could be: 

   • “My weekend was okay, but I got my period, so I was feeling a bit down.”

   • “I am going to kick ass at this meeting. I am ovulating right now, I am about to get everything I want!”

   • “God I wish they would provide pads for us in the bathrooms.”

2. Create a game plan with an authority figure: Here’s how you might approach the conversation based on different conditions:

   • If You Have Painful Periods: “Karen, menstruation has been particularly challenging lately. I’ve been dealing with intense pelvic pain, fatigue, and painful periods that sometimes make it hard to focus or even sit comfortably at my desk. I’m working with a nutritional therapist to manage these symptoms (we’re here for you), but some days are just tougher than others. Would it be possible to adjust my schedule to include some work-from-home hours on those days? This flexibility would really help me maintain my productivity while managing my health.”

   • If You’re Experiencing Fertility Struggles: “Karen, I wanted to share something personal—I’m going through fertility treatments right now, and the process can be physically and emotionally taxing. Some days, I feel nausea, fatigue, and emotional distress from treatments, which sometimes make it difficult to focus on work. I’m committed to my responsibilities, but I wanted to discuss the possibility of having more flexibility in my schedule to accommodate appointments and challenging days.”

   • If You’re an Hourly Worker: “Karen, I wanted to talk about how my [specific condition, e.g., painful periods, fertility treatments, etc.] affects my work. Since I’m paid hourly, taking time off can be challenging. I was hoping we could explore options, like swapping shifts or adjusting my hours on particularly tough days. I’m committed to doing my best, but having some flexibility would really help me manage both my health and work responsibilities.”

   • If You Do Not Have a Supportive Boss: “I understand that discussing personal health issues can be challenging, but I’m finding it increasingly difficult to manage my [specific condition, e.g., painful periods, fertility treatments, etc.] alongside work. If adjustments to my schedule or responsibilities are not possible, I’d appreciate any guidance on what support might be available to help me manage this more effectively. I’m dedicated to my job and want to find a way to continue contributing fully while also taking care of my health.”

3. Workplace or school does not allow you to call out for hormonal health-related issues:

• Document and Seek Medical Support: Keep a detailed record of your symptoms and how they affect your work or studies. Visit a healthcare provider to obtain official documentation of your condition, which can be crucial for advocating for necessary accommodations.

• Request Accommodations: Approach your HR department, school counselor, or supervisor with your documentation to request reasonable accommodations, such as flexible hours, additional breaks, or remote work options. If you're unsure of your rights, consider consulting a legal professional or advocacy group for guidance. If you have friend/friends who do not suffer but are advocay focused see if they will take on the task of seeking policy implementation (tips below). 

• Plan and Self-Care: Develop a contingency plan to manage symptoms while at work or school, such as bringing comfort items and scheduling lighter tasks on tough days. Prioritize self-care outside of work to help mitigate the impact of hormonal health issues and follow us for tips on how to manage your symptoms. 

Supporting Others: Advocacy for Hormonal Health in the Workplace

If you're not personally dealing with hormonal health challenges but want to support those who do, consider these steps to create a more inclusive and supportive work environment:

1. Assess Workplace Resources: Check if your workplace supplies menstrual products, has ice packs and heating pads available, and offers essential items like Advil, arnica, and tea. Advocate for hormonal health to be recognized as a valid reason for absence, ensuring that women+ are supported during challenging times.

2. Propose Policy Changes: Start conversations with your HR department or management about implementing policies that support hormonal health, such as work-from-home options, flexible hours, or additional breaks during difficult days.

3. Create a Supportive Environment: Encourage open discussions about health and well-being in the workplace, making it clear that these topics are valid and important. Share information on how hormonal health issues can impact work and advocate for a culture that values and respects these experiences.

The Dream Workplace Culture

To me, this is the ultimate goal—a "pie in the sky" vision that is entirely achievable if hormonal health were prioritized. These policies aren’t just aspirational; they are already in place in various parts of the world, proving that they can significantly enhance both health and workplace happiness:

• Work 4 days a week, 6-hour days with 30/50 movement-oriented tasks. (Inspired by Sweden, known for its progressive approach to work-life balance and shorter workweeks)

• Employers would always notice the amazing things you do. (Reflecting Norway, recognized for its strong emphasis on workplace equality and employee recognition)

• There would be plenty of healthy snacks and teas. (Like in Japan, where workplace wellness is often supported through healthy food options)

• Work demands would be accomplishable. (Similar to Denmark, famous for its high job satisfaction and manageable workloads)

• Being overwhelmed would indicate the business needs more staff, not more from the employees. (Echoing Finland, where employee well-being is prioritized over excessive demands)

• Employees would always be productive, and trust in their abilities would be unwavering. (Inspired by the Netherlands, where a culture of trust and autonomy drives productivity)

• Women+ would earn as much as their male counterparts. (Modeled after Iceland, a global leader in gender pay equality)

• 6 months to a year of paid maternity leave. (Mirroring policies in Canada and Norway, both of which offer generous parental leave to support families)

Unfortunately, change starts from within. As we change our conversations, the workplace culture will shift as well. Feeling safe at work is about being respected and cared for—it's that simple. If I could, I would talk to each of your bosses to ensure they honor and care for you (though I can’t guarantee it would work). Until I can reach them, I want you to know that you've got this. If you're too unwell to make these changes yourself, schedule an hour-long discovery call so we can help support you until you regain the strength you need. Remember, 'Your Hormonal Health is NOT All on You'—lean on others and demand the care you deserve!