Menopause is a natural phase in life, yet it remains a challenging topic in workplaces worldwide. Millions of women experience menopause-related symptoms while in the workforce, with common issues like hot flashes, sleep disturbances, and cognitive fog often impacting daily productivity. As discussions around inclusivity expand, embracing menopause inclusivity has become essential for fostering supportive work environments that empower women at all stages of life.
Why Menopause Inclusivity Matters at Work
The need for menopause-inclusive workplaces is clear: studies show that nearly 70% of working women experiencing menopause report feeling unsupported at work, and many often hide their symptoms due to stigma
Notably, an inclusive workplace policy has benefits beyond individual comfort, positively impacting employee retention, productivity, and even a company’s public image.
Menopausal women represent a significant portion of the workforce. In Canada, for instance, over 25% of working women are in the menopause transition. With women making up a large part of the skilled workforce, understanding and supporting their needs contributes to a healthier, more productive workplace overall
The Menopause Foundation of Canada
Common Menopause Symptoms and Their Impact
Symptoms associated with menopause can be both physically and emotionally taxing, leading to discomfort and even missed workdays. Some of the most commonly reported symptoms include:
- Hot flashes and sweating: These can be disruptive and uncomfortable, especially in high-pressure work settings.
- Sleep disturbances: Insomnia can lead to daytime fatigue, impacting productivity and focus.
- Cognitive symptoms: “Brain fog,” forgetfulness, and difficulty concentrating are common cognitive effects.
- Mood changes: Fluctuations in mood, anxiety, and even depression can affect interpersonal relations and job performance.
For women experiencing these symptoms without workplace support, the challenges can feel isolating and contribute to decisions like reducing hours, avoiding promotions, or even leaving the workforce altogether.
Steps to Creating a Menopause-Inclusive Workplace
Creating a menopause-inclusive environment involves more than simple awareness. Here are some actionable steps businesses can take to better support menopausal employees:
- Educate and Raise Awareness: Providing training sessions and resources about menopause for all employees, not just those affected, can reduce stigma and increase understanding. Menopause Awareness Month, held each October, is a great time to initiate these discussions.
- Flexible Working Options: Offering flexible working hours, the ability to work from home, and breaks as needed can accommodate those experiencing menopause symptoms. Flexibility empowers employees to manage their health while maintaining productivity.
- Health and Wellness Resources: Companies can add menopause-related services to their wellness programs, such as access to counseling, mental health resources, or subsidized therapies. Having a health-focused workplace demonstrates a commitment to employees’ overall wellbeing.
- Environmental Adjustments: Small adjustments can make a big difference, such as providing fans, allowing for layered clothing, or adjusting the office temperature. These considerations make the workplace more comfortable for all employees and help normalize discussions around physical comfort.
- Policy Updates: Including menopause in diversity, equity, and inclusion (DEI) policies signals a supportive culture that values all life stages. Policies should cover flexible sick leave and allow for discussion of menopause without judgment.
Examples of Menopause-Friendly Workplaces
Leading companies, such as PwC Canada, have implemented initiatives like Menopause Talking Circles to support open discussions and encourage employees to share experiences and seek guidance. Other companies like Sun Life and BMO have adapted their wellness policies to cover menopause-related treatments and offer accommodations that promote health and productivity
The Menopause Foundation of Canada
The Benefits of a Menopause-Inclusive Workplace
When workplaces actively support menopause inclusivity, employees feel valued and respected. This inclusivity leads to improved morale, lower turnover rates, and even increased engagement and loyalty. For employers, it’s an opportunity to foster a progressive culture that champions employee wellbeing, which can attract top talent and enhance reputation.
Final Thoughts
Menopause inclusivity is more than a trend; it’s a shift toward a truly supportive workplace. With simple adjustments, open dialogue, and policies that acknowledge menopause, businesses can create environments where all employees thrive, no matter what stage of life they’re in. As we move forward, let’s champion a workplace culture that embraces the unique needs of all employees, making it easier for everyone to bring their best selves to work every day.
By Juliette Wragg
