Dr. Raves: Why Women’s Performance Belongs on Your Business Agenda

For decades, the workplace has been built around a narrow definition of performance. But as research evolves, so does our understanding of what high performance really looks like — especially for women.

We sat down with Danielle Raves, PhD, Exos’ Sr. Director of Research leading work in female physiology and workplace performance. We talked about what organizations are missing, what women are actually asking for, and why women’s performance is the topic of the future.

Why should organizations care about women’s performance?

Organizations should care about women’s performance because women make up essentially half of the workforce, including leadership roles. If we ignore how half the workforce actually functions physiologically, we’re designing performance systems on incomplete data.

This isn’t just a women’s issue. It’s a business performance issue.

When normal biological processes like perimenopause, postpartum recovery, or the menstrual cycle are treated as invisible or irrelevant, the burden shifts entirely to the individual.

Today, women are just pushing through. They’re showing up despite symptoms. But that often results in perceived productivity loss, higher stress, and long-term burnout.

We see it in the data: Women aren’t skipping out on work — they’re working through substantial physiological symptoms. In other words, that’s presenteeism. And presenteeism is expensive.

But here’s the other side of the story: Perceived productivity also skyrockets at different points for women during their cycle.

In our women’s performance research, women also reported weeks when their cycle had an extremely positive effect on how productive they felt: sharper, more capable, more “on.” That’s a real performance opportunity to build on, not just a risk to manage.

Organizations that understand both ends of that curve have an opportunity to design smarter systems. Systems that allow for flexibility without stigma. Systems that match work demands to real human rhythms so that people can work smarter, not just push harder.

When you design for physiological reality, you do more than support women. You create a more adaptive, productive workplace for everyone.

When we talk about “women’s performance,” what’s most misunderstood?

The longest-standing misconception is that women are just “small men” with more stable, linear performance.

That’s simply not true.

Women’s performance is dynamic by design. It’s influenced by natural biological rhythms and life stages.

That doesn’t point to weakness. It points to more fluctuation.

When organizations honor that reality, they unlock stronger, more sustainable performance across the board.

Another misconception is that women’s health is for her to deal with as an individual. “Just cope with the symptoms, push through, and don’t talk about the systemic issues.”

But the real opportunity isn’t teaching women to endure more. It’s designing environments and policies that actually support women to show up at their best.

That means flexibility across life stages. It means creating sustainable performance, not short bursts of output followed by burnout.

What are women telling you — directly or indirectly — that organizations aren’t always hearing?

The data is clear: Women want support.

In the Exos Female Physiology Questionnaire study, only 4.6% of participants reported that their employer offers any menstrual health benefits or wellness programming.

But here’s the contrast:

• 94.4% said they would or might participate in menstrual health programming.
• 95.7% said they would or might be interested in learning more about the menstrual cycle.
• The top areas of interest? Physical performance, energy management, sleep quality, and mood.

Women aren’t asking for special treatment. They’re asking for education, tools, and programming that helps them do better work.

Across the studies you’ve led, what finding has stuck with you the most?

One finding from our Exos Female Physiology Questionnaire study continues to stand out.

More than 75% of participants reported experiencing at least 17 symptoms during their most recent menstruation. Over half reported experiencing up to 30 symptoms.

And yet only 13% reported missing any workdays in the previous six months due to their menstrual cycle.

That gap tells a powerful story.

It’s not absenteeism that organizations should be worried about — it’s presenteeism. Women are showing up despite substantial physiological symptoms.

They’re working through pain and fatigue.

The question for leaders isn’t “Why aren’t they missing work?” It’s “What would performance look like if they didn’t have to push through unsupported?”

What’s one small shift leaders can make that has an outsized impact?

Normalize flexibility without requiring disclosure or justification.

Women shouldn’t have to explain where they are in their cycle, whether they’re navigating perimenopause, or managing postpartum recovery to access flexibility.

Flexibility works best when it’s built into the culture, not granted by case-by-case permission.

Not every experience at a given life stage is the same. Support has to adapt to each employee.

Where do organizations try to support women but miss the mark?

Three old patterns show up often:

1. Treating women’s health as synonymous with fertility care.
2. Equating support solely with benefits instead of culture.
3. Assuming traditional perks like gym memberships or standard insurance are sufficient for menstrual and reproductive health.

Benefits matter, but culture determines whether people can actually use them.

If performance expectations never flex, if leaders don’t model recovery, if conversations about physiology remain taboo — then benefits alone won’t move the needle.

How should leaders think differently about performance across life stages?

During menstrual cycling, pregnancy, postpartum, or perimenopause, performance isn’t diminished — it’s rebalanced.

In other words, each person’s performance state may fluctuate up or down. But their capability and contribution don’t disappear.

That shift matters. Thinking differently means evaluating what work is done, not just when or how it is done.

Not every woman's experience at a given life or physiological stage is consistent. Each experience is unique. Be genuinely curious about their experience (with what they're willing to share), and be willing to learn and listen. Understand that support may look different by individual and their respective life stage.

What originally drew you to studying women’s performance? Was there a moment that made it feel personal?

It actually wasn’t until 1993 when clinical trials funded by the NIH were required to include women. Before that, women were often excluded from research altogether.

That left massive gaps in our understanding of half the population’s biology.

As I began reviewing the literature, I noticed something even more concerning: research on women’s performance in the U.S. workplace is extremely limited. Much of what we know about menstrual health comes from studies conducted outside the U.S.

But environmental, geographic, and lifestyle factors heavily influence women’s menstrual cycles and the risk of premenstrual disorders. So international findings don’t always reflect the U.S. women population.

That gap made this work feel deeply personal for me, both as a woman and as a researcher.

Again, we’re talking about half of the entire workforce. The opportunity to meaningfully advance occupational and women’s health felt urgent.

What excites you most about the future of women’s performance?

I’m excited that we’re finally normalizing conversations about the menstrual cycle and perimenopause.

As research becomes more representative of all people, we’re gaining a clearer understanding of how physiology, context, and environment shape performance over time.

The future isn’t about special accommodations.

It’s about designing smarter, more human performance systems that help everyone show up at their best.

Given how underexplored this field is, there’s a huge opportunity to make real, visible progress.

Closing Thoughts

Women make up half of the workforce. Yet most performance systems were not designed with female physiology in mind.

When organizations ignore that reality, they risk:

• Disengagement
• Increased burnout and turnover
• Hidden productivity loss through presenteeism

When they address it, they unlock sustainable performance.

At Exos, we believe performance isn’t about pushing harder. It’s about aligning systems with human biology. When leaders understand physiology as a performance variable and not a personal issue, they create cultures where everyone can thrive.

Women’s health is a business performance conversation.

And the organizations that treat it that way will be the ones that win.

Want help supporting the women in your workforce to show up at their best? Contact our team, and we’ll bring research-driven strategies to your organization.

About the Expert

Dr. Danielle Raves is the Senior Director of Research at Exos. A seasoned leader with nearly a decade at the company, she helps drive the evolution of Exos Methodology and thought leadership through her design and execution of research frameworks for the Women in Work, Sport, & Life and Future of Work arcs. Her work translates quantifiable subjective and objective data into actionable insights and performance strategies for a diverse population, ranging from elite athletes to corporate leaders.

With over 17 years in human performance research, Dr. Raves has spent the last four years specializing in female physiology and workplace success. She earned her PhD and MS in Nutritional Sciences and a BS in Physiology from the University of Arizona, followed by a Postdoctoral Fellowship at Mayo Clinic/ASU Obesity Solutions.