Breaking Free From the 9-5 Grind

Jun 24

Can We Stop Pretending?

It’s time to stop pretending that we all fit into the ideal corporate world mould. It’s time to understand that the way we get work done benefits some, while the rest of us feel the soul-crushing pressure of trying to fit in.

Not only are the societal and structural pressures and expectations different for men and women, we are fundamentally different. And this is only taking traditional definitions of “male” and “female” into account, and doesn’t even begin to touch on the array of other identities.

And it's time to stop pretending that hormones don't play a crucial role in our daily lives. And as women and working mothers, it’s time to stop subconsciously apologising for not fitting in. Time to stop trying to be what we’re not.

Can we stop trying to fit into a work schedule and work world that doesn't work for us? Can we stop minimising, negating or judging the impact of hormones and trying to make ourselves fit into a narrow definition of corporate success?

Reimagining the Workday

The traditional 9-to-5 work schedule was designed to optimise productivity and maintain a predictable routine. However, with the differences between men and women, this schedule is inherently more suited to men, and can disadvantage women.

Compared to mothers, fathers face:

Fewer systemic barriers
Less social stigma for being a working parent
Lighter mental loads as a working parent
Less pressure to adhere to an unattainable parenting ideal

And their hormones are perfectly suited to the tradition work day and worker ideal mould.

Understanding the hormonal influences between men and women not only sheds light on the existing work structure but also highlights the need for a more flexible approach that benefits all employees.

This taboo discussion is important for creating a more inclusive and productive environment.

And not in a short-sighted, often misogynistic perspective of “Oh, she must have PMS” spoken with an eye roll and a chin lift. Not in a way to excuse anyone’s bad behaviour, or to say that women are not immensely capable regardless of the composition of their hormones. But to acknowledge that as the world of work changes with a more human sustainability focus, that this is another layer at which the modern structures of work do not work for everyone.

But first we need to understand what’s happening.

Hormonal Rhythms and the 9-to-5 Workday

Men's Hormonal Cycles

Men's hormonal cycles are relatively straightforward, with testosterone levels peaking in the early morning and gradually declining throughout the day:

Testosterone Peaks: Early morning testosterone surges align well with the start of the traditional workday, promoting alertness, energy, and focus.
Afternoon Decline: As the day progresses and testosterone levels wane, men may experience a gradual decline in energy, yet the steady nature of this decline fits the typical workday structure.

Despite the hormonal harmony for men, they also face increased levels of stress and burnout from operating in this always-on hustle culture that defines the modern corporate world.

Women's Hormonal Cycles

Women's hormonal rhythms are more complex, involving monthly cycles of fluctuating oestrogen and progesterone levels:

Follicular Phase (Days 1-14): Increased oestrogen during this phase boosts energy, mood, and cognitive function, which can enhance productivity.
Ovulation (Day 14): A peak in oestrogen and a surge in testosterone can lead to heightened alertness and motivation.
Luteal Phase (Days 15-28): Rising progesterone can cause fatigue, mood swings, and decreased concentration, potentially making the standard work schedule more challenging.
Menstruation (Days 1-5): Lower hormone levels can lead to fatigue and discomfort, further complicating adherence to a rigid work schedule.

The Case for Flexible Work Schedules

Given these hormonal differences, a rigid 9-to-5 schedule is not the most effective way to harness the productivity and well-being of all employees.

Here’s why a more flexible approach could be beneficial:

1. Enhanced Productivity

Allowing employees to work during their peak energy periods can lead to better productivity:

Morning Flexibility: For men, early morning meetings and tasks that require high concentration make sense. For women, accommodating their cyclical peaks (e.g., during the follicular phase) can optimise performance.
Afternoon Adaptability: Offering the option for breaks or less demanding tasks in the afternoon can counteract the natural decline in energy and focus.

2. Improved Mental Health

Hormonal fluctuations can significantly impact mood and mental health:

Reduced Stress: Flexible schedules can reduce stress by allowing employees to work when they feel their best and take breaks when needed.
Better Work-Life Balance: Flexibility helps employees manage personal responsibilities and self-care, leading to improved overall well-being.

3. Increased Retention and Satisfaction

Employees who feel understood and accommodated are more likely to be satisfied and stay with their employer:

Higher Engagement: When employees can work in a way that suits their natural rhythms, they are more engaged and motivated.
Lower Turnover: Companies that offer flexible work arrangements often see lower turnover rates, saving costs associated with hiring and training new employees.

I know that we as working mothers have worked hard to not be seen as different in any way. We don’t want to have conversations about our hormones at work; why would we? We don’t talk about men’s hormones at work. We are not slaves to our hormones in a powerless way; but when we understand what’s happening in our bodies, when we acknowledge it, celebrate it, and value it, then we can start to value ourselves as women and mothers differently. And by differently I mean more.

Then we can start to understand another layer of why we have been struggling to fit into this modern working world despite our skills, experience and ambition. Why we were never meant to fit in and how being a mother makes us “more than” and not “less than” in any way.

And why I believe that women – and particularly working mothers – have an important role to play in designing the future world of work.

Let's start building workplaces that reflect what we know about the world and those that live in it. This change will not only benefit women but create a more dynamic, flexible, and productive work environment for everyone.

It’s time to rethink how we work to benefit everyone, creating a more equitable and efficient workplace. By breaking the taboo and openly discussing these important issues, we can foster a work culture that truly supports and empowers all employees.