Women are cyclical: Why hormone cycle-inclusive concepts enrich the world of work

Eileen Hesseling worked at hermaid for a year and wrote her bachelor's thesis on hormone cycle-inclusive work design. In this interview, she shares her findings and experiences.

Eileen, what exactly does "hormone cycle-inclusive work design" mean and what led you to the topic?

E: I first became aware of the topic about three years ago through a report. Until then, I had never realized that the hormonal cycle could have an impact on my everyday work. I found the topic particularly exciting because it is an aspect that often goes unnoticed due to social stigma.

What are the main results of your work?

E: I have found that basic research in the field of work design shows a significant " gender data gap ", which means that few people have thought about the fact that women are cyclical and that there is hardly any data on this. This means that the cis man is still, albeit often unconsciously, seen as the benchmark for all work models. What is ignored is that the hormonal cycle can have a significant impact on everyday working life.
Our society is still strongly oriented towards androcentric work models - often without most people even being aware of it. This prevents employees from developing their full potential, which is not only to their disadvantage, but also to the disadvantage of the company.

What concrete measures can companies take to become more hormone cycle inclusive?

E: The first and most important step is education. Many employees may not even be aware of the influence that the hormonal cycle can have on everyday working life. Lectures and workshops for ALL employees - especially for managers - can create a valuable basis for initiating an open discussion about this often taboo subject. It is essential to be aware that the hormonal cycle is heavily stigmatized in our society.
Nobody should feel compelled to talk about their own cycle. Rather, the company's job is to actively create a safe space that enables this exchange. In the long term, such a dialogue helps to develop individual solutions that meet both the needs of the employees and the company's goals.
Another key aspect is the issue of presenteeism. 60% of all women feel exhausted or even in pain on the first day of their period. In the long term, every company should aim to make working hours and attendance as flexible as possible. However, change often starts small. Many companies now offer home office arrangements that are traditionally set on a weekly basis. That doesn't mean we should introduce a period of leave in Germany. However, if this arrangement is slightly adjusted - for example by allowing flexibility of "8 out of 20 working days per month" instead of "2 out of 5 days per week" - the attendance rate (60% of working time) remains the same, but a more flexible framework is created. This takes the needs of menstruating employees into account and creates an important step towards more individuality and empathy in work design.
There are also numerous other approaches to creating a hormone cycle-inclusive work environment. However, going into detail about these would go beyond the scope of this interview.

What are the advantages of hormone cycle-inclusive work design for companies?

E: Companies that take the individuality of their employees into account benefit in many ways. These include:

• Increased motivation and productivity: People who feel comfortable and supported are more motivated and productive.
• Reduced absenteeism: By taking hormonal needs into account, absenteeism can be reduced.
• Improved working atmosphere: An inclusive work culture promotes a positive and respectful working atmosphere.
• Greater attractiveness as an employer: Companies that are committed to the needs of their employees are more attractive to skilled workers.

What are your most important recommendations for women and companies?

"I would like to encourage all people with a female hormonal cycle to consciously observe themselves and find out how their needs and abilities - for example in terms of social interactions or the ability to concentrate - change in the different phases of the cycle."

E: Companies are required to question existing structures and examine their usefulness. In doing so, they should proactively approach their employees and create a framework that enables constructive exchanges that are free from shame and stigmatization.
It is important that we work together to make the world of work more inclusive and fairer.

Thank you for the interview, Eileen!

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