Unconscious Bias & Menopause in the Workplace
Estimated Reading Time: 3 minutes
This article is adapted from a piece by Christine Boucher on the Wellness Worx website.
A bias is a tendency to believe, judge or act in ways that favour one group, person or idea over another - often unfairly. We all have biases, and we are aware of some of them, but others run beneath the surface - they are unconscious.
Unconscious bias is the automatic snap judgments and stereotypes formed during our upbringing, culture, experiences and media. At work, those hidden shortcuts shape who gets opportunities, whose ideas are heard, and who feels they belong.
While often unintentional, these biases can create an uneven playing field, affecting not only individual employees but also the overall health and culture of a business.
When it comes to midlife women and people experiencing perimenopause or menopause, these biases can quietly erode wellbeing, performance and retention, not because of capability, but because of assumption.
Menopause-Related Unconscious Bias
Age-gender bias: Viewing midlife women as being “past their prime,” which limits stretch assignments, visibility and promotions
Unconscious bias is often subtle, but its effects aren’t. Common patterns include:
Performance bias: Interpreting brain fog or sleep-deprived lapses as lack of competence or commitment — rather than a temporary, manageable health factor.
Availability bias: Assuming flexible hours or breaks are signs of “special treatment,” instead of reasonable adjustments that keep valued people engaged and productive.
Attribution bias: Labeling someone “emotional” or “difficult” when symptoms (heat intolerance, anxiety, disrupted sleep) spike — and discounting their track record.
Age-gender bias: Viewing midlife women as being “past their prime,” which limits stretch assignments, visibility and promotions.
Environmental blind spots: Overlooking everyday triggers (overheated rooms, PPE, uniforms) that can exacerbate symptoms and performance.
Bias is not a character flaw; it’s simply a brain shortcut. The work is to notice it, name it, and design around it.
The Impact of Unconscious Bias on Staff Wellbeing (with a Menopause Lens)
Increased stress & anxiety
Being misread or sidelined for health-related needs raises stress and self-doubt. Over time, these compounds symptoms like sleep disturbance and anxiety — a performance double-whammy.
Reduced morale & engagement
When decisions seem biased (even subtly), people disengage. Midlife women stop putting their hand up, ideas go untapped and teams lose momentum.
A culture of exclusion
If menopause remains invisible or joked about, trust erodes. Silence and stigma keep people from seeking support early, when simple adjustments work best.
Higher turnover
When bias persists, capable talent leaves for workplaces that recognise skill over stereotype. Replacement costs (and lost institutional knowledge) add up fast.
I once uncovered an unconscious bias in an agriculture business: women with the right tickets were told they couldn’t drive heavy machinery.
A Short Story About Bias
I once uncovered an unconscious bias in an agriculture business: women with the right tickets were told they couldn’t drive heavy machinery. By naming the bias, reviewing evidence, and role-reversing to build empathy, the team shifted from stereotype to skill, and performance lifted.
The menopause parallel: replace “driving machinery” with “leading a high-stakes project.”
If managers assume midlife women can’t handle pressure due to symptoms, they won’t be offered stretch work, regardless of evidence that they can do it. When we test those assumptions and design reasonable supports, capability shines.
Practical Moves for Leaders (Menopause-Aware & Bias-Smart)
Build literacy & safety
Acknowledge bias exists - including your own
Normalise the conversation: “We all have blind spots. Let’s design our systems so bias has less room to operate.”
Build literacy & safety
Provide short, regular bias awareness touchpoints, not a one-off.
Create psychological safety: model curiosity (“What might we be missing?”), invite dissent, and thank people who raise issues.
Make policy real
Translate policy into clear manager playbooks: how to offer adjustments, what phrasing to use, what’s available (temperature control, breaks, flexible start times, uniform options).
Add menopause to DEI, wellbeing and WHS practices so it’s seen as a normal stage of life, not a performance risk.
De-bias your people processes
Hiring & promotion: use structured criteria, diverse panels, and evidence-based evaluation rubrics.
Work design: sense-check meeting times, locations and environmental triggers; build flexibility into how outcomes are met.
Performance reviews: focus on outcomes and strengths; avoid penalising reasonable adjustments.
Amplify under-heard voices
Rotate facilitators, actively invite quieter contributors, and track who gets airtime and stretch roles. Coach your Managers to ask: “Whose perspective are we missing?”
Train Allies & Managers
Upskill or train allies to spot and interrupt bias in the moment (“Let’s hear her out before we move on”), and train managers to have empathetic, private conversations that lead to practical support, not assumptions.
Summary
Addressing unconscious bias around menopause isn’t about blame, it’s about fairness, performance and culture. When businesses normalise menopause, it reduces bias, creates more open conversations and strengthens both teams and wellbeing.
True workplace wellness starts with making sure everyone feels seen, heard and valued through every stage of life.
References
Boucher, C. 2023. Unconscious Bias in the Workplace & How It Impacts Staff Wellbeing. Wellness Worx. [Accessed 17 September 2025].
Sage Women’s Health. 2024. Menopause Ambassador Program (MAP) Workbook. Sage Women’s Health, Australia.
Gallagher. 2025. Workplace Wellbeing Trends 2025: Workforce Trends Report (Australia Edition). Arthur J. Gallagher & Co., Australia.
Sage Women’s Health. 2024. Managers Mini-Guide to Menopause. Sage Women’s Health, Australia.
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