Menopause and discrimination against women in the workplace
When we ask people to explain their understanding of menopause, we often get the following answer: menopause is when women stop menstruating and suffer from hot flashes. These are the best-known aspects of menopause, but it's a bit simplistic. Especially when you consider that menopause causes around fifty symptoms that disrupt the lives of women and transgender or non-binary people over the course of their lives.
Imagine experiencing, on an almost daily basis, things like anxiety, more intense fatigue, mood swings, sleep disorders, digestive difficulties and concentration problems. In other words, living in a body that's constantly unstable.
It's enough to drive you mad. Or crazy.
Take menopause, and insert it now into the workplace, where performance at all hours of the day is not an ideal, but an expectation. It's the perfect backdrop for a number of aberrations.
Menopause, still a taboo subject
The stigma surrounding menopause is very much present in our workplaces. And if the statistics are anything to go by, employers could play a pivotal role in deconstructing this taboo.
1 in 4 women admitted to hiding their symptoms at work.
A third of women in the workforce said menopause-related symptoms had a negative impact on their performance at work.
2 out of 3 women feel uncomfortable discussing their symptoms with their bosses, and 70% feel uncomfortable talking about them with human resources.
79% of menopausal workers feel their employer offers no menopause-related support, or don't know if any is available.
75% of women would like to receive menopause-related support in the workplace.
According to the Canadian Menopause Foundation, the economic burden of menopause on the Canadian economy represents a loss of income of $3.3B for women, due to a drop in the number of hours worked or the decision to leave the workforce. For businesses, the loss of productivity is in the region of $237 million. The impact on women is in a different stratosphere from that experienced by companies.
Towards more inclusive environments
While there's no one-size-fits-all approach, organizations can make a concrete commitment to supporting women in this period of transition. The benefits are undeniable for companies, while having a definite impact on women:
Improved employee retention
Increased productivity and contribution
Reduced absenteeism
Increased commitment
Strengthened employer brand
Here are 3 ideas to inspire you to take action
Find out more
The best way to break the taboos surrounding menopause is to educate yourself, understand the basics and how it manifests itself in the workplace. Men and women alike should take an interest.
Here are two resources to get you started.
Communicate
Standardizing the subject sends the message that your organization cares. Organize awareness-raising activities or offer training, and don't hesitate to include men and managers in the discussion. The more you broach the subject, the more prejudices will fall away.
Need help tackling the issue? Marie-Ève Fullum, Global Health Consultant, offers conferences and in-company workshops on the subject.
Take action
Whenever possible, offer your employees accommodations that could help them better cope with this period of their lives: airy workspaces, breathable multi-layer uniforms, flexible work schedules or 4-day work weeks, access to individual bathrooms, or even special time off set aside for this purpose, etc.
Whether or not you have measures in place to support the women who contribute to your organization's success, the most important thing is to stop burying your head in the sand and admit that this inevitable transition can take place smoothly, for the good of all. We can't say it enough at Winston: the employee experience is all about the details. Take action with us today!
