Search results for working the transition

Who’s your advocate?

Posted by Liz on Dec 14, 2012 in aging, women's health, Work/occupation | 2 comments

Do you have an advocate? Someone who understands you, knows  you well enough to read between the lines, trusts you and actually likes you?

If you do, luck is your lady. And if you have an advocate in your professional life? Boy, that’s the lottery, the gold ring, Nirvana.

So let’s talk about that, shall we?

I’ve written previously about becoming invisible in the work world as we age. I have written about friendships and the health benefits that can be gleaned. And I have written about how the transition can change our outlook on work and life. But what happens when all of these things converge? Is it the perfect storm? Or just perfect?

I want to share a story. When I was in my Twenties, just starting out in my career, I worked for a NYC PR agency. After the head of our department sadly passed away from AIDS, he was replaced by someone from our parent company who was very competent but very insecure. I was already a fixture so she had to deal with me and reluctantly she did. And then she brought in a woman who I was supposed to hate. Seriously, those were her words. And that person? She was told she would hate me.

Guess what? Not only did we not realize pretty quickly that we did not hate one another but it turned out to be one of the most productive and functioning professional relationships I have ever experienced. More importantly, I gained a friend.

And, after many decades, while the friendship has remained, fate has brought our professional relationship back into being. Who would have thunk it when both of us were in our twenties and living in NYC and two women who were theoretically not destined to get along?

I’m tough to work with at times. No, I am downright difficult and impatient. But I have a birdseye view of things and can see waaaay into the future of a project, which is an important asset. And her? She’s really smart and patient and has really good instincts. And is really strategic, like me. Together, we make a pretty fine couple. And a fantabulous team and probably should have always been merged into one. A professional one.

What a concept!

So, I digress. Because I want to share that advocates are SO important as we grow into our professional roles. I have been fortunate to have several in my life. Really fortunate. But more importantly, when you find that special advocate (or advocates), don’t let them go. Let them know how much you appreciate them. And nurture them as they nurture you.

Hey Melon. You are da bomb. No really!

Thank you. I love you through and through.

We ain’t 26 or 27 anymore sister, but we still are. Wow! How lucky am I?

Wednesday Bubble: This is your brain. This is your brain on phytoestrogens.

Posted by Liz on Apr 11, 2012 in memory/learning | 1 comment

Do phytoestrogens improve cognitive performance?

This is the first I’ve heard that phytoestrogens, i.e. isoflavones, lignans (a major form of phytoestrogens found in flaxseed and sesame seeds) and coumestans (a type of phytoestrogen found in split peas, pinto beans and lima beans) may help boost attention, executive function and memory. Yet, similar to other alternative strategies, the studies examining these benefits have yielded mixed results. Moreover, a lot of these studies have been based on short-term and not long-term use of phytoestrogens, have failed to determine how these compounds may influence brain function, and have not looked specifically at women undergoing the menopausal transition, at least until now.

This time, researchers took a cohort of women actively involved in the Study of Women’s Health Across the Nation. All 1,677 women who saw the study through to its end were between the ages of 42 and 52, premenopausal, early or late perimenopausal, and naturally or surgically postmenopausal, and were not using hormones. Importantly, this group of women included several ethnic groups, which allowed the researchers to see if phytoestrogens behaved differently depending on ethnicity; they included white, African American, Hispanic, Chinese and Japanese.

• Diet was regularly evaluated and included interviews, open ended questions and specifically, daily intake of four types of isoflavones, four types of lignans and coumesterol, which is the main phytoestrogen in coumestans. In Asian women, soybeans, tofus and soy milk were the main sources of isoflavones while in non-Asian women, soy mik, tofu and meat substitutes (e.g. seitan) were the main sources. Regardless of ethnic group, coffee and tea were the primary sources of lignans, and bean sprouts, the main source of coumestans.
• Cognitive testing was done in the morning and always in the same language for bilingual women. These tests included processing speed, immediate and delayed recall and working memory.
• The study took place over 6 years and women were visited 10 times.

So, what did they learn?

First, phytoestrogens appear to affect cognitive function differently, depending on the type and stage of menopause. For example, Asian women whose diets had high levels of isoflavones tended to process information quicker but only during early perimenopause and postmenopause. Conversely, during the same time, these women had poor recall. Non-Asian women who ate a lot of isoflavones also had poor recall during perimenopause. Moreover, women who ate the most lignans, regardless of ethic group, appeared to have better memories but only during late perimenopause. Overall, coumestans did not appear to influence brain function whatsoever.

It’s all sort of confusing, isn’t it? What’s more, even the researchers admit that the effects, when seen, were quite small. And the distinctions between Asian and non-Asian women? It’s the chicken/egg paradigm: is it dose or DNA? At the end of the day, it’s all bubble burstable because scientists remain unclear as to how phytoestrogens affect the way we process information. It is possible that its due to their antioxidant characteristics, but who knows?

Meanwhile? Despite potential GI tract issues (e.g. gas, bloating, constipation), incorporating higher levels of phytoestrogens into your diet may be a good thing. Your brain on phytoestrogens? Who doesn’t need a little boost?

Menopause, an occupational hazard?

Posted by Liz on Mar 30, 2012 in aging, women's health, work | 1 comment

Two years ago, I wrote about a UK-based study examining the challenges that women face while working through the transition. Among working women surveyed, a majority reported that the primary factors affecting their ability to function in their job were menopausal-related fatigue and insomnia. During an email exchange, the study’s author noted that “evidence suggests that some women do experience a lot of difficulty – largely tiredness – much of which can be resolved with sensible line management and flexible work. ” However, “as with any other long-term health condition, employees should feel empowered to discuss health conditions with their line manager/supervisor,  otherwise the latter are not in a position to help.” Not soon after, I wrote about a study examining how menopause affects occupational health specifically, with study findings showing that total work ability scores declined by almost a half a point for every one point on the total symptoms scale score.

Importantly, these results have finally been published and appear  in the March issue of Menopause. 

Let’s step back a moment.

If you are unfamiliar with the term “work ability,” it refers to a concept “built upon the balance between a person’s resources and her work demands” and can be used to “predict future impairment and duration of sickness absence.” Within the confines of this definition, it’s no surprise that by and large, women have higher raters of sickness absence than men; just look at the multitasker caretakers in your own circle of friends! Moreover, women that are in the age range most commonly associated with perimenopause and menopause, i.e. 44 to 60, also reportedly have the highest incidence of absence from work, begging the question, is menopause playing a role?

In case you missed the first post on this study, women were asked questions about individual and lifestyle factors that might influence work ability, e.g. BMI, physical activity, smoking status and education. Additionally, menopausal symptoms were measured and analyzed using a scientific scale, and a tool – the Work Ability Index – was employed to evaluate how well the 208 women participating in the study were able to currently perform work. The latter tool focused on work ability compared to best of a lifetime or current demands, impairment due to illness, how often they took sick days over a year’s time and what life was like in general, both at work and at home.

Overall, menopausal symptoms were negatively associated with work ability, in particular, physical symptoms (body aches, joint pain, numbness, feeling dizzy/faint),  psychological effects (irritability, feeling blue, anxiety, depression) and education level.  Moreover, both physical and psychological symptoms accounted for as much as 36.5% of the different results in work ability among women. Yet, vasomotor symptoms — hot flashes and night sweats — appeared to have little influence on the ability to work, most likely because in this particular set of women, vasomotor symptoms were reported as existing but not (yet) bothersome.

What was lacking in this particular assessment were women who worked outside health and social service industries, who might be engaged in jobs that are less strenuous and physically challenging. Indeed, even in the earlier study, the women were mostly civil servants, i.e. police officers. The researchers note that the group of women they followed may have also had easier access to self help and lifestyle interventions because of their occupational backgrounds, which could have also influenced outcomes. Still, it seems that on some level, symptoms influence work ability and contribute to absence from work. More troubling is the fact that it is well known that women who work appear to have better menopause quality of life.

In essence, we define ourselves, at least in part, by our work. And when we suffer, our work suffers. How do we bridge the gap between work, life and demands of the transition if those demands impact our quality of life in ways that we might not have previously considered? I don’t have any answers.  Do you?

She works harder for the money

Posted by Liz on Oct 24, 2011 in aging, career, menopause | 0 comments

Awhile back, I wrote a post about how menopause impacts our occupational health and the need for greater awareness among managers of the types of health challenges that their middle aged female employees might be going through.  This issue is evidently an ongoing hot button, as it has popped up again in a study that is current online at the Menopause journal site.

There are several conditions that affect work participation and demands, including menopause. And although there is some indication that abseenteeism is highest among women 45 years and older compared to their male contemporaries, the reasons have not been entirely elucidated. By gaining a better understanding of the factors that influence the balance between resources and work demands, there may be a greater openness to understanding and managing expectations by both the employee and the employer.

To explore this further, and using two scientific scales as a foundation, researchers looked into the severity and frequency of psychological, somatic, vasomotor and sexual symptoms and their potential impact on physical and mental work demands, health status and resources in208 women between the ages of 44 and 6o  Additionally, they evaluated individual and lifestyle factors that might skew results, as it has been shown previously that among both men and women, lower education, older age, overweight, smoking and lack of exercise all negatively affected work ability.

The result? there was a negative and significant association between menopausal symptoms and work ability. Moreover, even after theyadjusted for some of the factors mentioned above, they found total work ability scores declined by almost a half a point for every one point on the total symptoms scale score. Mental health played a huge role as did somatic symptoms such as sleep disturbances, insomnia, joint pain or mood swings.

If these findings are extrapolated to real world situations, workplace interventions such as yoga breaks, exercise and stress reduction strategies, coupled with a self awareness of overall health and how symptoms detract from that (or not)  are simple first steps towards finding a solution and improving work ability.  The other piece of this, however, i.e. to openly communicate to our work colleagues, our managers, our partners and our friends how productivity and our relationships may be suffering and actively involve them in finding solutions, might not be so simple.

Often, one of first thing that’s pulled out of the aging hat is the fear that an employee is easily replaced. This has never been truer than in today’s economic environment where the numbers of willing and able workers are stacked against those who are holding onto their jobs by a string and a prayer. As a menopausal woman, do you really want to hand your employer a reason to replace you? I’m betting that the answer is no. Consequently, I am unclear about the best strategy for finding the elusive balance between work ability, resources and symptoms.

Any thoughts or ideas? I’d love to hear them. Let’s get a dialogue going, particularly if you are working harder for the money because of symptoms.

Health, wellbeing and social support. Give to the Max is setting a new revolution in motion…

Posted by Liz on Oct 10, 2011 in aging, Inspiration, women's health, work | 0 comments

I spend a lot of time on this blog writing about health and wellbeing and how the foundation for the two starts (and ends) with social support. Indeed, research has shown that women’s innate ability to nurture and nourish ties, coupled with overall satisfaction with work significantly predicts wellbeing especially during midlife and over the menopausal transition. It may even affect how long we live. Nowhere is this more important than in the communities where we reside because as much as many of us complain about how busy we are, there is a deep, soul stroking satisfaction in being able to help one another.

That is why it saddens me when I witness women building one another up in the community only to tear one another down in the workplace.

A line from a wonderful article that appeared in the New York Times in 2009 acknowledged certain stereotypes continue to perpetuate bad behavior. And, that as Author Peggy Klaus so aptly wrote, “the pink elephant is lurking in the room and we pretend it’s not there.”

Klaus’ point was that rather than help build each other’s careers, women often work to derail each other, engaging in “verbal abuse, job sabotage, misuse of authority and destroying of relationships.” She cited data suggesting that this type of behavior is directed from women to women more than 70% of the time, while the men who are “bullies in the workplace,” direct their aggression equally to both genders.

She encouraged us however, not to determine the why but rather, engage one another to put an end to this type of behavior.

Here’s an idea. Let’s start by supporting and building more power, self sufficiency and emotional equity from within businesses and from the top down. In other words, why not make an effort to support female-owned/founded businesses in our communities, especially those businesses that are working to eliminate inequities and promote the very qualities that improve health and wellbeing?

I recently learned that there are several female-founded nonprofit organizations  in the region where I personally live that truly embody these principles:

• Suited for Change  Founded in 1992, Suited for Change provides professional clothing, career and life skills education to low-income women in order to increase employment and job retention potential. Their clientele include homeless women, survivors of domestic violence, teen mothers, senior citizens, returning citizens, and women who have overcome addiction.
• Back on my Feet DC is an organization that promotes self sufficiency of homeless women (and men) — not through provision of shelter and food — but through physical activity, i.e. a running program to build confidence strength and self esteem, and teach the value of hard work, equality, respect, teamwork and leadership.

These nonprofits are only two examples of female-founded organizations that work to build self efficiency from the ground up and the top down, helping thousands of  individuals learn the value of self assurance. mutual respect and support. I can only imagine what hundreds of other organizations are likewise doing to break down barriers and build wellbeing.

Want to help me find out?

If  you know a local nonprofit that could use some extra support. then you need to know about  Give to the Max. And if you are ready to engage other women to learn how we can consistently build one another up, then you will want to know about Give to the Max.

On November 9, thousands of organizations and residents in the region are uniting to take part in Give to the Max Day, a one-day regional online fundraiser to support local nonprofit programs. Give to the Max provides DC, Maryland and Virginia 501 (c)(3) nonprofit organizations visibility and even a lasting web presence to conduct ongoing fundraising initiatives after November 9.  Most importantly, however, it’s a fantastic way for the community to give back and to support one of the region’s most important economic drivers at a time when the economy is taking a toll on charitable giving and simultatneously creating overwhelming demands for social services. For women, in particular, it’s a great start to breaking down the barriers that are destroying us in the workplace and finding ways to improve how we treat one another and why.

However, this day is not simply about women and women-owned nonprofits; an ‘Eight Neighbors Group’ alliance of the area’s leading nonprofit and civic organizations (Center for Nonprofit Advancement, Greater Washington Board of Trade, Leadership Greater Washington, Metropolitan Washington Council of Governments, Nonprofit Roundtable of Greater Washington and the Washington Regional Association of Grantmakers) have joined forces with the online fundraiser Razoo, The Community Foundation for the National Capital Region and the United Way of the National Capital Area to insure that nonprofits have an opportunity to raise thousands of dollars in donations and grants on a single day.

But why should you care if you don’t  live in the DC/MD/VA region?

Give to the Max is just a start, an incentive for other other regions around the country to take back the health of their communities and leverage the individual for the collective wellbeing. As women, we have an opportunity to engage one another to end destructive behavior — not only in the workplace, but where we live.

Health and wellbeing start from where we all dwell; the heart. Let’s Give to the Max on November 9 and set a new revolution in motion.