{"id":14862,"date":"2023-10-21T16:35:41","date_gmt":"2023-10-21T20:35:41","guid":{"rendered":"https:\/\/ioadvisory.com\/?p=14862"},"modified":"2024-12-07T14:51:01","modified_gmt":"2024-12-07T19:51:01","slug":"destigmatizing-perimenopause-and-menopause-at-work","status":"publish","type":"post","link":"https:\/\/ioadvisory.com\/blog\/destigmatizing-perimenopause-and-menopause-at-work\/","title":{"rendered":"Destigmatizing Perimenopause and Menopause at Work"},"content":{"rendered":"<h2><span style=\"font-size: 12pt;\"><strong>Menopause and Work<\/strong><\/span><\/h2>\n<p>In October 2023, The Menopause Foundation of Canada released a groundbreaking report that describes the impact of the unmanaged symptoms of menopause and perimenopause on employers and on women\u2019s earning potential.<\/p>\n<p><a href=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-picha-stock-3894378-scaled.jpg\"><img decoding=\"async\" class=\"alignright wp-image-14866\" src=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-picha-stock-3894378-1024x667.jpg\" alt=\"Black women over forty dealing with menopause and perimenopause\" width=\"499\" height=\"325\" srcset=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-picha-stock-3894378-1024x667.jpg 1024w, https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-picha-stock-3894378-300x196.jpg 300w, https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-picha-stock-3894378-768x501.jpg 768w, https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-picha-stock-3894378-1536x1001.jpg 1536w, https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-picha-stock-3894378-2048x1335.jpg 2048w, https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-picha-stock-3894378-1080x704.jpg 1080w, https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-picha-stock-3894378-1280x835.jpg 1280w, https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-picha-stock-3894378-980x639.jpg 980w, https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-picha-stock-3894378-480x313.jpg 480w\" sizes=\"(max-width: 499px) 100vw, 499px\" \/><\/a>A meaningful proportion of my clients are women over 40, so these findings caught my attention \u2013 and left me feeling a bit \u201cshook.\u201d<\/p>\n<p>Since 2012, I have owned and operated my own coaching and consulting practice, so some aspects of the traditional workforce have not impacted me personally. But these numbers are hard to ignore and clearly show that women\u2019s careers and livelihoods are being negatively impacted.<\/p>\n<p>Here are some highlights from The Menopause Foundation of Canada\u2019s <a href=\"https:\/\/menopausefoundationcanada.ca\/pdf_files\/Menopause_Work_Canada_2023EN.pdf\" target=\"_blank\" rel=\"noopener\">Menopause and Work in Canada<\/a> report:<\/p>\n<ul>\n<li>\u201cOrganizations of all sizes and in all sectors rely on women to get the job done, including the nearly one-quarter who are aged 40+; the prime perimenopause, menopause and post-menopause years (p.1).\u201d<\/li>\n<li>\u201cToday, two million of them are between 45 and 55 \u2013 the age when most reach menopause \u2013 and this number is projected to grow by nearly one-third by 2040. They are the fastest growing segment of female workers in Canada (p.1).\u201d<\/li>\n<li>\u201cIt is estimated that the unmanaged symptoms of menopause cost the economy $3.5 billion per year\u201d due to the combination of:<\/li>\n<li>$237M in lost productivity;<\/li>\n<li>540,000 lost days of work attributed to menopause symptom management;<\/li>\n<li>$3.3B in lost income due to a reduction in hours and\/or pay or leaving the workforce altogether (<a href=\"https:\/\/menopausefoundationcanada.ca\/pdf_files\/Menopause_Work_Canada_2023EN.pdf\" target=\"_blank\" rel=\"noopener\">Menopause and Work in Canada, p.2<\/a>)<\/li>\n<\/ul>\n<h2><span style=\"font-size: 12pt;\"><strong>The Impact of Perimenopause and Menopause on Women\u2019s Careers<\/strong><\/span><\/h2>\n<p>In past blog articles, I\u2019ve discussed obstacles that get in the way of a person\u2019s career aspirations and career progression\u2014for example, various forms of <a href=\"https:\/\/ioadvisory.com\/blog\/hiring-for-best-fit-without-bias\/\" target=\"_blank\" rel=\"noopener\">bias<\/a> and <a href=\"https:\/\/ioadvisory.com\/blog\/inadequate-inclusion-barrier-to-returning-to-work\/\" target=\"_blank\" rel=\"noopener\">discrimination<\/a>, <a href=\"https:\/\/ioadvisory.com\/blog\/impostor-syndrome-minority-outlier\/\" target=\"_blank\" rel=\"noopener\">impostor syndrome<\/a>, and the <a href=\"https:\/\/ioadvisory.com\/blog\/scapegoats-glass-cliff-career-derailment\/\" target=\"_blank\" rel=\"noopener\">glass cliff<\/a>. I\u2019ve overlooked poor symptom management of peri\/menopause as another potential career derailer. Here\u2019s an example of how this can sometimes play out:<\/p>\n<p><a href=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-darina-belonogova-7959665.jpg\"><img decoding=\"async\" class=\"alignleft wp-image-14867\" src=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-darina-belonogova-7959665.jpg\" alt=\"woman plans to remain productive throughout perimenopause and menopause\" width=\"283\" height=\"425\" \/><\/a>\u201cI decided in my 20s that I would break the glass ceiling and lead a public company. When the opportunity arose at the age of 55, I had to decline. It would have been impossible to take that job while managing my severe symptoms related to menopause.\u201d \u2013 Patricia, <a href=\"https:\/\/menopausefoundationcanada.ca\/pdf_files\/Menopause_Work_Canada_2023EN.pdf\" target=\"_blank\" rel=\"noopener\">Menopause and Work in Canada<\/a> (p. 6)<\/p>\n<p>Modern leaders and HR professionals have been forced to deal with several big changes, including the pandemic and the global push for racial equity, social justice, and inclusion. Given the impact of perimenopause and menopause at work, it\u2019s surprising that women\u2019s struggles have been ignored for so long.<\/p>\n<h2><span style=\"font-size: 12pt;\"><strong>Stigma and Silence<\/strong><\/span><\/h2>\n<p>Stigma plays a huge role \u2013 and it\u2019s no wonder when commercials like this one for <a href=\"https:\/\/youtu.be\/XIX377dxnBw?si=MA6J59eku-z1j-JK\" target=\"_blank\" rel=\"noopener\"><u>Tena products<\/u><\/a> are in heavy rotation. I don\u2019t put all the blame the commercial; it\u2019s simply a reflection of the culture. These issues are the proverbial elephant in the room that everyone pretends isn\u2019t there. In the commercial, we hear the woman\u2019s thoughts through the voiceover. Nobody is talking to her; there\u2019s no \u201cconversation.\u201d She\u2019s on her own.<\/p>\n<p>Considering the fact that 95% of women in their forties or older will deal with this, the stigma is somewhat surprising. Hopefully, organizations and healthcare professionals will help raise awareness and diminish stigma.<\/p>\n<p><a href=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-karolina-grabowska-4491469.jpg\"><img decoding=\"async\" class=\"alignright wp-image-14870\" src=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-karolina-grabowska-4491469.jpg\" alt=\"woman sits at desk taking notes while talking on the phone\" width=\"338\" height=\"507\" \/><\/a>Fifty percent of women in Canada say they are unprepared for menopause with less than 25% of survey respondents believing they are very knowledgeable about the signs and symptoms of peri\/menopause. When experiences are rarely discussed, there\u2019s an information vacuum. This knowledge vacuum or gap contributes to millions of women needlessly suffering through symptoms that have a negative impact on their health, their quality of life and their work.<\/p>\n<ul>\n<li>Thirty-two percent of working women say their menopause symptoms negatively impacted their performance at work<\/li>\n<li>Twenty-four percent say they hid their symptoms at work. The effort associated with <a href=\"https:\/\/ioadvisory.com\/blog\/being-ourselves-vs-covering-at-work\/\" target=\"_blank\" rel=\"noopener\">covering up things about ourselves<\/a> that we think are unwelcome has a negative impact on an employee&#8217;s productivity<\/li>\n<li>Twenty-two percent believe their symptoms could affect their progression at work<\/li>\n<\/ul>\n<p>So yes, the symptoms associated with perimenopause and menopause are private \u2013 but these are things that women can\u2019t \u201cleave at home.\u201d These are symptoms that follow employees to work. Ignoring the impact of perimenopause and menopause symptoms won\u2019t lessen their impact and won\u2019t contribute to psychological safety or productivity.<\/p>\n<h2><span style=\"font-size: 12pt;\"><strong>Solutions<\/strong><\/span><\/h2>\n<p>Since the 1970s, Canadian employers have found ways to accommodate pregnant women and employees with visible and invisible disabilities. Similarly, Canadian employers quickly figured out how to adapt to the Covid-19 pandemic-related restrictions. Given the high cost of employee turnover, it\u2019s in employers\u2019 and employees\u2019 best interests to develop ways to accommodate women dealing with this stage of their lives.<\/p>\n<p><a href=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-cottonbro-studio-5990272.jpg\"><img decoding=\"async\" class=\"alignright wp-image-14868\" src=\"https:\/\/ioadvisory.com\/blog\/wp-content\/uploads\/2023\/10\/pexels-cottonbro-studio-5990272.jpg\" alt=\"happy and vibrant woman still working after menopause\" width=\"300\" height=\"450\" \/><\/a>I am cautiously optimistic that workplace policies and supports will evolve, potentially including the following, which were recommended in The Menopause Foundation of Canada\u2019s <a href=\"https:\/\/menopausefoundationcanada.ca\/pdf_files\/Menopause_Work_Canada_2023EN.pdf\" target=\"_blank\" rel=\"noopener\">Menopause and Work in Canada<\/a> report:<\/p>\n<ul>\n<li>The creation of toolkits for education and awareness for colleagues and managers<\/li>\n<li>The development of policies, such as time off and flexible work arrangements<\/li>\n<li>Where possible, expanded medical insurance to cover common treatments and therapies<\/li>\n<\/ul>\n<p><strong>\u00a0<\/strong><\/p>\n<h2><span style=\"font-size: 12pt;\"><strong>Resources<\/strong><\/span><\/h2>\n<p>I believe this is a very important topic that has been hidden away too long.<\/p>\n<p>Are you interested in knowing more? <b>Here are a few resources<\/b><b> from the Menopause Foundation of Canada<\/b><b>:<\/b><\/p>\n<ul>\n<li><a href=\"https:\/\/menopausefoundationcanada.ca\/pdf_files\/MFC_Menopause_Basics_EN.pdf\" target=\"_blank\" rel=\"noopener\">Menopause Basics Backgrounder<\/a><\/li>\n<li><a href=\"https:\/\/menopausefoundationcanada.ca\/pdf_files\/Menopause_Work_Canada_2023EN.pdf\" target=\"_blank\" rel=\"noopener\">Menopause and Work in Canada<\/a><\/li>\n<li><a href=\"https:\/\/menopausefoundationcanada.ca\/resources\/menopause-inclusive-workplace\/\" target=\"_blank\" rel=\"noopener\">Menopause Inclusive Workplace<\/a><\/li>\n<li>and a popular TED Talk about the <a href=\"https:\/\/www.ted.com\/talks\/andrea_berchowitz_the_link_between_menopause_and_gender_inequity_at_work\/up-next?subtitle=en\" target=\"_blank\" rel=\"noopener\">link between menopause and gender inequity at work<\/a><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>Did this article spark any career or HR-related questions, plans or concerns?<\/p>\n<p>Reach out today for a free and confidential initial consultation by\u00a0<a href=\"https:\/\/ioadvisory.com\/blog\/appointments\/\" target=\"_blank\" rel=\"noopener\">phone<\/a>, email, or via direct message on\u00a0<a href=\"https:\/\/twitter.com\/drheleno_ca\" target=\"_blank\" rel=\"noopener\">Twitter\/X<\/a>,\u00a0<a href=\"https:\/\/www.facebook.com\/IOAdvisoryServices\" target=\"_blank\" rel=\"noopener\">Facebook<\/a>\u00a0or\u00a0<a href=\"https:\/\/www.linkedin.com\/in\/helenofosu\" target=\"_blank\" rel=\"noopener\">LinkedIn<\/a>.<\/p>\n<p>More than career coaching,\u00a0<em>it\u2019s career psychology<\/em>\u00ae.<\/p>\n<p><a href=\"https:\/\/ioadvisory.com\/blog\/\" target=\"_blank\" rel=\"noopener\">I\/O Advisory Services Inc.<\/a>\u00a0\u2013 Building Resilient Careers and Organizations\u00a0<sup>TM<\/sup>.<\/p>\n<p>If you enjoyed this blog, you might also enjoy\u00a0<a href=\"https:\/\/theresilientcareer.com\/\" target=\"_blank\" rel=\"noopener\"><em>How to be Resilient in Your Career: Facing Up to Barriers at Work<\/em><\/a>, available in print, as an eBook, and on Audible!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Although the symptoms associated with perimenopause and menopause are private \u2013 these are issues that women can\u2019t \u201cleave at home.\u201d These are symptoms that follow employees to work. Ignoring the impact of perimenopause and menopause symptoms won\u2019t lessen their impact and won\u2019t contribute to psychological safety or productivity.<\/p>\n","protected":false},"author":3,"featured_media":14867,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5,7,389,312,310,255,314],"tags":[127,32,317,326,294,163,136,318,146],"class_list":["post-14862","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-career-advice","category-featured","category-leaders-executives-","category-mature-experienced-professionals","category-mental-health","category-workplace-culture","tag-ageism","tag-career-advice","tag-career-coaching","tag-career-counselling","tag-career-development","tag-diversity","tag-inclusion","tag-psychological-safety","tag-workplace-boundaries"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - 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