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Invisible phases of women’s health and the silence that still surrounds them
March 17, 2026
If half the workforce experiences it, why are we still whispering about it? For millions of women around the world, some of the most defining phases of their lives unfold quietly. The brain fog that arrives without warning in the middle of a presentation. The exhaustion that no amount of sleep seems to fix. The hormonal shifts that change how the body feels, how the mind processes information, and sometimes even how confidence shows up in a room. These experiences are real, common, and deeply personal, yet they are rarely part of mainstream conversations about health, leadership, or workplaces.
To mark International Women’s Day, FINN Partners convened a panel discussion titled “The Invisible Phases of Women’s Health” to discuss why transitions such as perimenopause, menopause, hormonal fluctuations, mental well-being challenges, and chronic conditions continue to remain overlooked in healthcare conversations, workplaces, and leadership discourse. The conversation highlighted that the invisible phases of women’s health are not just personal challenges, they are systemic blind spots that affect careers, leadership pipelines, and even economic progress.
The health transitions no one talks about
Women’s health is rarely a linear journey. According to Rachel Lee, Global Head of Communications at Advanced MedTech, it involves multiple phases, each marked by hormonal and physiological changes that often remain invisible.
“Women could be suffering very quietly,” she noted, adding that many hesitate to discuss these experiences because they are deeply personal or culturally sensitive. Yet conditions like perimenopause, menopause, and hormonal fluctuations are far more common than most people acknowledge.
Sung Lee, Executive Director, Region Communications and Patient Advocacy for Asia Pacific, Middle East & Africa at Novartis, echoed this sentiment, pointing out that women experience biological transitions more visibly than men, from monthly cycles to childbirth and eventually menopause. These shifts can bring symptoms that affect energy levels, cognition, and overall well-being.
She recalled encountering a quote while reading about renowned photographer Annie Leibovitz that “Men are seen, women are looked at.” The line captures a deeper social reality that women are often judged by appearance and performance while their health struggles remain invisible.
Masooma Pathre, Director Communications – Strategic Marketing Enterprise, EurAsia at Medtronic, added another dimension that the system itself was never designed with women’s life phases in mind. “When women go through these transitions, they think differently, feel differently, and sometimes perform differently,” she explained. But because workplaces rarely acknowledge these shifts, women internalize the challenge rather than address it.
Why the silence persists
Despite growing awareness around women’s health globally, discussions remain fragmented. Rachel pointed to a mix of cultural stigma and structural barriers. In many societies, such topics are still considered private matters that should not be discussed openly. Even within healthcare systems, women’s concerns can sometimes be dismissed or not fully understood.
Workplace culture can make matters worse. Women are often expected to perform at full capacity regardless of major physical transitions. The pressure to “keep going” can have long-term consequences for both careers and health.
Masooma highlighted another truth that the silence becomes more pronounced as women rise in leadership. By the time many women reach senior roles, they are often surrounded by male colleagues who may not understand what they are experiencing. In such environments, even common symptoms like fatigue or cognitive fog can be misinterpreted. Women may hesitate to speak openly, worried it might affect how their competence is perceived.
Sharing a personal example from a demanding work trip, Sung said she was experiencing heavy and irregular cycles for the first time during perimenopause, she struggled through meetings despite exhaustion. When her manager later asked why she seemed unusually quiet, she found herself unsure how to explain. “Only after speaking privately with female colleagues, I realized many were experiencing similar symptoms. That’s when you connect the dots. If more people talked about it openly, we could normalize it.”
Leadership impact few recognize
Invisible health transitions don’t just affect well-being; they can influence leadership trajectories. Masooma explained that these phases often trigger self-doubt. Fatigue or hormonal changes can affect confidence and risk-taking ability. Women may start questioning their readiness for leadership opportunities or decline stretch assignments. The loss, she argued, is not just personal, it is organizational. “When a talented woman steps back because she doesn’t feel ready during a health transition, companies lose potential leadership.”
However, supportive ecosystems can make a difference. Pathre recalled being encouraged by a manager during her pregnancy to return and take on a major project rather than stepping aside. Such moments demonstrate the power of workplace allies, both men and women, in ensuring that health transitions do not derail careers.
Rethinking policy and workplace culture
The panelists agreed that meaningful change requires both cultural shifts and structural reforms. Rachel referenced insights from Indra Nooyi, former CEO of PepsiCo, who famously said the idea that women can “have it all” is an illusion. Women often find themselves navigating a conflict between biological and career timelines. The real question, Rachel suggested, is whether workplaces can evolve to reduce these trade-offs.
Sung emphasized the role of organizations in building more inclusive health ecosystems. Beyond symbolic celebrations like International Women’s Day, companies can expand health screenings, wellness programs, and flexible working arrangements.
Masooma stressed that policies must acknowledge women’s life phases. Some organizations have introduced initiatives like menstrual leave, but broader solutions are needed, from wellness programs to psychological safety in discussing health concerns. Equally important, she said, is ensuring policies are designed with women rather than simply for them.
Governments also have a role to play. Rachel highlighted policy debates in Singapore around declining fertility rates, where national task forces are exploring how workplace environments influence decisions around marriage and parenthood. These policy discussions underline a broader reality that women’s health shapes societal and economic outcomes.
Role of digital health and community
Technology is also transforming how women understand and manage their health. Rachel pointed to digital tools that allow women to track menstrual cycles, symptoms, and health patterns. Such data can help physicians identify trends and provide more informed care.
Masooma believes digital platforms can do even more by helping women interpret their experiences. When women realize their symptoms are shared by others, it can reduce anxiety and restore confidence.
Digital communities can also offer support networks where experiences are validated rather than dismissed. Sung noted that the rapid spread of online health information has made knowledge more accessible than ever. However, credibility remains a challenge. Ensuring women have access to reliable, trustworthy information is critical.
From awareness to action
The panellists agreed that the most urgent step is normalization. Hormonal transitions, menopause, and related health changes should not be treated as hidden struggles or career liabilities. They are natural phases of life experienced by millions of women.
Sung urged women to take ownership of their health journeys while pushing workplaces and society to evolve alongside them, while Masooma called for women’s health to be integrated into leadership and talent discussions so that opportunities are never limited by life stages. And Rachel said that these transitions do not mean women are less capable; they mean systems must adapt.
The real question for organizations is no longer whether these conversations are comfortable. It is whether leadership can afford the cost of silence that is lost confidence, untapped talent, and brilliant women stepping back at the very moment their experience is most valuable. Progress will come when these topics move from whispered hallway conversations to boardroom agendas, from personal struggles to shared responsibility. And this is where communication matters most. Conversations shape culture. When organizations create the language, the space, and the courage to talk openly about women’s health, they redefine what inclusive leadership truly looks like. Because the invisible phases of women’s health will not disappear. But the silence around them can.
TAGS: health, Technology