One In 10 Career Women Will Do This
The Silent Exodus: Why Menopause is Driving Women Out of the Workforce
Menopause: it's not a disease, but a natural transition in every woman's life. Yet, often misunderstood and shrouded in stigma, this significant life stage is impacting women in profound ways, even leading many to leave their careers.
In Canada, the silence surrounding menopause in the workplace is costing billions. The Menopause Foundation of Canada's landmark national research report on October 6, 2022, revealed the steep toll of silence and stigma on Canadian women as they go through menopause. The report highlights a critical issue: unmanaged menopause symptoms are negatively impacting women's well-being, productivity, and ultimately, the Canadian economy.
Workplaces are failing women as they advance toward the peak of their careers. Why are companies letting good talent go and what can be done about it?
A UK study by the Fawcett Society highlights the significant impact kof menopause on women in the workplace. Their research reveals that one in ten women experiencing menopause have left their jobs due to their symptoms, while a significant 8 out of 10 report that their workplace lacks basic support. The Fawcett Society's findings underscore the urgent need for employers to address menopause proactively and implement supportive policies to retain experienced and valuable female employees.
Numbers Don't Lie
Women aged 40 and older make up a quarter of the Canadian population. With roughly a quarter of the Canadian workforce potentially experiencing menopause, the impact is substantial. The Menopause Foundation of Canada and Sun Life Financial Inc. report that the economic impact of unmanaged menopause symptoms is a staggering $3.5 billion annually, including $237 million in lost productivity and 540,000 missed days of work per year.
It's not just about absenteeism. Three-quarters of women experiencing menopause report symptoms that interfere with their daily lives and work performance. This "presenteeism," where employees are physically present but not fully productive, is a hidden cost to employers.
A Retention Problem
The typical age range for menopause (45-55, with an average age of 51) coincides with a crucial period in women's careers. This is often when women are reaching their peak earning years and taking on more senior roles. Yet, many are leaving the workforce due to debilitating symptoms and a lack of support.
According to a 2021 global survey by Opinium for Vodafone Group:
62% of women experiencing menopause said it has impacted them at work.
50% with symptoms felt there's a stigma around talking about menopause.
44% felt too embarrassed to ask for support in the workplace.
66% agreed there should be more workplace support for women going through menopause.
What Women Want (and Need)
The majority (87%) of female employees feel their employer doesn't provide — or doesn't know if they provide — menopause support. Furthermore, 33% report that their benefits plan doesn't adequately cover their health needs during this time. The most requested supports are:
Medical coverage
Flexible workplace policies
General awareness and education
Time for Change: Creating Menopause-Friendly Workplaces
Canadian employers need to break the stigma. As Janet Ko, president and co-founder of the Menopause Foundation of Canada, suggests, menopause should be part of a broader DEI conversation. Organizations can start by incorporating menopause awareness into their health promotion and wellness education activities.
Here are some actionable steps employers can take:
Improve workplace culture: Foster open communication and create a supportive environment where women feel comfortable discussing their needs.
Adjust accommodation policies: Offer flexible working arrangements, consider the position and location of desks (closer to restrooms, for example), and provide temperature control options.
Enhance employee benefits: Ensure benefits plans provide adequate coverage for menopause-related healthcare needs.
Offer resources: Provide access to educational sessions, workshops, or even a licensed menopause expert.
Create breakout rooms: Designate spaces for mental health breaks, yoga, meditation, or simply to cool off.
Looking to the UK for Inspiration
The UK is leading the way in addressing menopause in the workplace. Companies like Kellogg Co., Vodafone Group, and RSA Group are implementing menopause-friendly policies, training, and support programs. These initiatives often align with the Menopause (Support and Services) Bill in the U.K. parliament, which focuses on workplace support, affordable hormone replacement therapy, and clinical staff training.
For advancing workplace awareness, organizations like The Menopause Expert Group (MEG), founded in the UK in 2020, are certifying individuals as Licensed Menopause Champions worldwide. These champions, including myself as one of the few in Canada, are trained to become workplace educators, helping companies of all sizes create a menopause friendly culture of support and understanding.
The Bottom Line
Ignoring menopause in the workplace is not only detrimental to women's careers and well-being but also costly for businesses. By creating supportive and inclusive environments, employers can retain valuable talent, boost productivity, and foster a healthier, more equitable workplace for all. It's time to break the silence and start the conversation about menopause.
Is your workplace truly MENOPAUSE READY & inclusive?
Don't let menopause be a silent drain on your company's productivity and talent. Schedule a discovery call to explore how targeted education can enhance employee well-being, boost loyalty, and protect your bottom line. Invest in your team's health today!
As a Licensed Menopause Champion, Emme Elle Coaching can help your organization create a more inclusive and supportive workplace.
References
Fawcett Society. (2020). Menopause and the workplace. https://www.fawcettsociety.org.uk/menopauseandtheworkplace
Menopause Foundation of Canada. (2022). The silence and the stigma: Menopause in Canada. https://menopausefoundationcanada.ca/wp-content/uploads/2023/01/MFC_The-Silence-and-the-Stigma_Menopause-in-Canada_Oct22_v2.pdf
Widera, E., Chang, A., & Chen, H. L. (2010). Presenteeism: a public health hazard. Journal of general internal medicine, 25(11), 1244–1247. https://doi.org/10.1007/s11606-010-1422-x
