Workplace Equity and Menopause

Earlier this month, the Menopause Foundation of Canada published a report examining the impact of Menopause on the Workplace in Canada. The report highlights the unique challenges faced by midlife women and the significant far-reaching impacts of this life stage. It affirms the need for comprehensive support and inclusivity that many of us in clinical practice have been advocating for.

Those of you who I work with in the clinic already have a sense of how important the topic of workplace equity across the menopausal transition is to me. Over the past two years, I have written more letters advocating for a short-term leave from work for midlife women grappling with debilitating menopausal symptoms than I have in my 19 years of clinical practice.

The Impact of Menopause within the Workplace

We know that nearly half of Canada's workforce consists of women, totaling approximately 20 million people. And, out of this demographic, nearly 5 million fall within the 40-60 year age bracket, which means they are currently navigating the peri-menopausal and early post-menopausal transition.
 
Recent research confirms that one in four women will experience severe symptoms during this transition, and almost all of them face a significant lack of support within the workplace. Of this group, 75% of these women feel unsupported by their employers during this significant life stage. And nearly 60% of midlife women have taken extended time off work due to menopausal symptoms. We also know what 1 in 10 women will leave their careers entirely due to menopause related health issues.
 
Inclusivity within the Workplace

The call for workplace inclusivity during menopause is not just about supporting women – it is about strengthening our communities, ensuring diversity within the workforce, redefining what a healthy economy means, creating meaningful systemic change and shaping our culture. Just as society openly discusses and has structural supports in place for other life changes, such as pregnancy, we must normalize the fact that menopause is a natural phase of life that all women experience. The key distinction lies in the universality of menopause, whereas not all women experience pregnancy.
 
Workplace support could take various forms:

1. Education within the workplace: Educating everyone about this life stage reduces the stigma surrounding it. A more informed workforce is a more empathetic and supportive one.
2. Access to information: Providing resources to help employees better understand and manage menopausal symptoms can go a long way in alleviating the challenges faced by women during this life stage.
3. Increased/Unlimited Benefits and Access to Midlife Health Experts offering diverse support: It is imperative that women have access to the care and support they need.
4. Flexibility with Scheduling: Allow for adjustments in working hours to accommodate issues like insomnia or symptom intensity.
5. Optional Remote Work Accommodation: In some cases, remote work can provide a much-needed respite for those grappling with severe menopausal symptoms.

With the provision of education, individualized support, and the time to implement changes, we have observed that women who were granted short-term health-related leaves are more likely to successfully return to work. We need the wisdom and experience of these individuals to shape and impact change in our world. We cannot afford to lose these wise voices.
 
Note: The Canadian Menopause Foundation Report provides a comprehensive summary of the profound impact that this time of life has on the workplace. In addition to the report, they have also included resources for workplaces that can be accessed here.