Empowering Women: Supporting Menopause in the Workplace 

Menopause is often shrouded in mystery. It is met with hushed voices, feelings of embarrassment, and shame. The silence can be overwhelming, perpetuating a culture of discomfort, ignorance, and discrimination—not only in our personal lives but also in the workplace.

This stage in life typically starts between 40 to 50 years old, which also happens to be the same time women reach the height of their career and earning years. Early in my career, I remember seeing my female mentors and colleagues exiting the workforce for reasons unknown to me. Reflecting on this now, I didn’t realize they could have been struggling with menopause symptoms that were negatively impacting them at work and doing so alone, in silence. Menopause impacts a sizeable part of the workforce and economy, but yet is not talked about often enough. In fact, 54% of women believe the topic is still taboo.

Many women delay seeking support due to fear, embarrassment, or lack of information. Unmanaged symptoms of menopause cost the Canadian economy $3.5 billion per year. Creating a workplace environment where open conversations about menopause are welcomed and where support is available can ensure women feel empowered to access the care they need while continuing to own their careers.

The Challenges Women in Canada Experience in the Workplace

Women make up almost half of the Canadian workforce, and yet the gender health gap still exists. Lack of research, inadequate health support, and persisting stigma continue to hinder progress. 

• Three-quarters of working women feel their employer is not supportive or do not know if they have support to help them manage menopause.
• An estimated 10% of women leave the workforce because their menopause symptoms are so debilitating, often at the peak of their careers.
• Four in 10 women feel alone during menopause.

How Workplaces Can Support Women’s Health

Menopause is complex, with more than 30 symptoms often impacting women’s physical, mental and emotional well-being. Understanding and identifying these challenges is the first step towards creating a more equitable and supportive environment, benefiting both women and their employers.

1. Raise awareness. Reduce stigma.

There is a need for authentic conversation. Make it a priority to create moments to break down barriers. Challenge misunderstandings or stereotypes about women’s health. 

The more information shared about menopause, the more supported women will feel about entering this stage in life, both professionally and personally. Employee sessions will allow your organization to dive deeper into understanding women’s health concerns, sparking conversations and engagement.

“Thank you for offering this session. Such a difficult topic for some and very under-discussed, but so worthy of more open dialogue!” was just one of the hundreds of responses we received from a recent Sun Life employee session about menopause in the workplace. We heard from our people that it sparked a greater sense of empowerment and community, validating the need for these conversations and the role workplaces have in creating safe spaces.

2. Cultivate a safe and supportive environment for women.

A caring and empathetic culture will help ensure your people can bring their full selves to work every day. Employee resource groups, wellness programs, and forums can help women navigate the complexities of menopause.

As leaders, we play a vital role in being understanding and compassionate and educating ourselves. Build a sense of community and belonging where people are encouraged to speak openly, even about sensitive and uncomfortable topics.

3. Workplace benefits close the gender health gap.

Understanding the needs of your diverse workforce and investing in equitable and accessible benefit offerings is crucial. 33% of women¹ say that their group benefits plan doesn’t provide enough coverage to meet their needs. Coverage for services such as hormone therapy, cognitive behavioural therapy, pelvic floor physiotherapy, and more will lead to improved well-being, higher morale, and more engaged employees. 

Just as it is important to identify the gaps within your benefit plans, be proactive in informing and helping employees access the support available so that they are empowered to own their well-being.

4. Implement flexible, hybrid work environments.

We’ve witnessed women leaving the workforce in their prime, opting out of promotions, reducing their work hours, or taking pay cuts to manage their symptoms or to be a caregiver.  

Offering flexible work arrangements, such as in-office rest areas, hybrid work options, or flexible hours, can help women better manage their health (and the health of others), personal responsibilities, and professional aspirations.

Additionally, creating support plans for skill development and career growth that align with employees’ interests and abilities can ensure their career progression is on track while prioritizing their well-being. 

5. Take action. Be accountable.

Take the initiative to partner with organizations and experts that advocate for women’s health.  At Sun Life, we’ve joined the Menopause Foundation of Canada in their Menopause Works Here campaign to become a more menopause-inclusive workplace. The campaign encourages employers to support the well-being of their employees experiencing menopause through listening to lived experiences, learning about the impact of menopause at work, and acting to support those in this stage of life. 

While all women experience menopause, their needs and experiences are unique. By addressing challenges, supporting women’s physical and mental well-being, and fostering an inclusive work environment, organizations can drive progress toward gender equality while reaping the benefits of a healthier, happier, and more engaged workforce. Let’s stop struggling in silence.

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¹ National survey of 2,313 working Canadians, aged 18-65, conducted by Ipsos on behalf of Sun Life, February 2022