Undeniably, menopause, a natural yet challenging phase of a woman’s life, instigates some undesired effects such as hot flashes, problems sleeping, as well as joint pain. Astonishingly, recent data unveils that these symptoms, experienced by approximately one-third of the female population in employment, cripples their work performance.
According to the compelling report obtained from the prestigious Menopause Foundation of Canada, the country’s economy witnesses a staggering $237 million wipe-out in productivity from employers due to these unattended menopause symptoms. Furthermore, the calculations reported a tremendous $3.3 billion loss in earnings for the women each year. This sheer drop in income is primarily linked to reduced work hours or an eventual exit from the workforce due to the debilitating symptoms of menopause.
Acclaimed by Janet Ko, the president and co-founder of the Menopause Foundation of Canada, the existent menopause knowledge gap is alarmingly real. Such a gap not only impacts the health and quality of life of women navigating through this challenging biological phase but also their professional performance.
Unfortunately, menopause is often stigmatized owing to societal perceptions that undervalue the worth of women as they age. This disheartening reality has managed to subdue any constructive discourse on a phenomenon that is universally experienced by every woman.
Attesting to this struggle faced by many working women, menopause typically sets in around the age of 45 and 55, lasting up to about seven years. For some women, this life-altering phase can span a challenging 14 years, usually falling within their most active and productive employment years.
Remarkably, research by Deloitte underscores the devastating impact of menopause in the workplace. An astounding 540,000 lost workdays are attributed to the management of menopause symptoms. Concurrently, 87% of the surveyed participants agree that employers should extend increased support to women throughout all life stages, including menopause. However, an equal percentage feel largely unsupported by their employers when dealing with the adversities of menopause.
The Menopause Foundation, however, is optimistic. Believing in a vast and untapped potential, the foundation projects that employers can leverage this situation to foster a more menopause-inclusive workplace environment. Undoubtedly, women come with an indispensable cache of skills, experience, and leadership potential to light the flame for organizational growth and employers cannot afford to let this pool evaporate.
As Janet Ko suggests, minor enhancements to existing policies, benefits, and communication channels can make a monumental difference. Facilitating basic accommodations to optimize the work environment for women grappling with menopause can strike home.
By breaking the menopause taboo, employers can initiate open dialogues, establish support groups, update employee benefits to include therapies, and conduct relevant workshops on options to manage symptoms.
Under the banner of their campaign, ‘Menopause Works HereTM,’ the Menopause Foundation is urging employers in Canada to champion this cause and contribute to the wellbeing of working women facing menopause.
Among the first organizations to respond to this call-to-action is Sun Life. Additionally, Dalhousie University has also embarked on this trailblazing journey by setting up a menopause support group to enhance the overall employee experience related to menopause.
In conclusion, as Janet remarks, “We [Generation X] will be the last generation of women to be in the dark about menopause.” Fervently working towards creating a new narrative that upholds and recognizes the valuable contributions of women in their prime, we are surely stepping into a brighter and more holistic future.
