Menopause and the Modern Workplace

We’re in an unprecedented era of work right now. For the first time ever, our labour force is made up of four distinct generations of team members: baby boomers, gen X, millennials, and gen Z.

I’d touched on this unique circumstance earlier in the month in our recurring Benefits Corner article series, viewing the discussion through the lens of hybrid work and how, in a seeming first, each generation had aligned in preference of a flexible workplace arrangement.

Our discussion today is one that happens to focus on the earlier generations within our current labour force, but is no less a consideration for all team members (regardless of age or gender): menopause and its impacts on the modern workplace.

Wondering how this consideration might affect you or your organization –?or, if you’re already aware of these details, how you as a mindful leader can support your business and team members best?

Read on.

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Data Shows Midlife Women are Struggling with Little Support

In a first-ever study of its kind, the Women’s Health Research Institute (WHRI) shared data earlier this month detailing the physical, mental, and financial impacts of menopause symptoms for midlife women in British Columbia. Founded in Vancouver in 2006, the WHRI – operating since 2006 as one of only three research institutes in Canada focused solely on women’s health – found that women aged 39-60 are facing a variety of critical challenges across numerous aspects of life, including professionally.

A third of respondents (32%) reported menopause impacting their job in some way, with 92% of those polled saying they experience moderate to extremely severe menopause symptoms. A quarter of women surveyed (24%) reported missing days of work in the last twelve months due to menopause, and nearly one in ten (9.4%) detailed turning down a promotion or career advancement as a result of those same symptoms.

Some women even reported being outright fired.

In order to attempt to manage their symptoms, nearly half of respondents (44%) turned to extended care providers, spending on average nearly $900 out-of-pocket annually for support from mental health professionals, naturopaths, and more.?

Finally, the study found that 41.2% of respondents were also experiencing concurrent mental health concerns. These issues are then further exacerbated by the unfortunate lack of communication and support that tends to occur around topics like menopause and women’s aging and reproductive health.

If that all sounds like a lot – a lot for anyone to have to deal with, a lot of women being impacted, and a lot of knock-on consequences to your business and the Canadian economy as a result – I happen to agree. That does sound like a lot!

And I’m not the only mindful leader who thinks that, as demonstrated by the groundbreaking work already starting to take root across the industry.

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Mindful Leaders Are Stepping Up – And You Can, Too

There are plenty of reasons for mindful leaders to step up and provide a workplace that’s supportive of those team members experiencing menopause: 540,000 of them, to be precise. That’s how many days of productivity are lost each year to unmanaged menopause symptoms in Canada alone according to the Menopause Foundation of Canada – and that lost time comes with a price tag of $237 million in missed revenue for Canadian employers.?

To this end, mindful leaders across the country are holding dialogue and conversation in service of finding a way forward, while still others are making a mark on their own businesses, leading their colleagues and contemporaries by example.

L’Oréal Canada is one such brand that’s making strides in this space, as detailed by Benefits Canada, and with good reason. L’Oréal’s workforce is represented more than 60% by women, with 31% of those women being 40 or older – their success is ultimately L’Oréal’s success.?

As such, L’Oréal has incorporated ongoing support for their team members across all stages of life into their core value set, ensuring this thinking guides decision-making across the company.?

“Aging generations is one of our four DEI pillars, so we want to ensure every employee has their place in the company, regardless of their age or experience,” explained Marie-Evelyne Francois, chief diversity, equity?and inclusion officer for L’Oréal Canada, in her conversation with Benefits Canada. “Knowing the impact of women’s health cycles, especially menopause, we believe it’s essential to [openly discuss] the topic and to roll out best practices and partnerships.”

These best practices are currently led by an employee resource group that helps lead a share-and-care program featuring telemedicine support, 100% coverage when accessing mental health resources, medication for hormonal therapy, and biomedical care – and it’s all done so that people can be their most genuine, most effective selves when they clock into the office every day.

“[It can really impact] your sense of belonging [when] you’re not able to bring your authentic self to work,” Francois continued, touching on another subject quite near and dear to my heart. “Women need a psychologically safe space to [work and] meet with colleagues and managers.”

I couldn’t agree more.

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Thanks as always for stopping by; your readership is very much appreciated!

Giving your team members what they need to find success is key to building up engaged employees, and it all starts with a benefits program that works for them – and for you. Contact us at Excel Benefit Consulting today to learn more!

By Caroline Kugelmass. As our President, Caroline is our fearless leader. She’d do anything to make a client smile and extends the same care to her staff every day.