A recent report from the Menopause Foundation of Canada sheds light on the significant economic impact of unmanaged menopause symptoms, revealing that it costs the Canadian economy a staggering $3.5 billion per year.
According to Janet Ko, President, and Co-founder of the Menopause Foundation of Canada, the societal perception of menopause has long been shrouded in secrecy and negativity, contributing to an environment where women in midlife often feel undervalued and marginalized.
Of this substantial economic cost, nearly 95% stems from the financial toll on women themselves. This includes income loss due to reduced work hours or pay, and a substantial number of women opting to exit the workforce altogether.
Christine Murray, a resident of Manitoba, is currently in the perimenopausal stage, the transitional period leading up to menopause. During this phase, women can experience over 30 different symptoms, ranging from hot flashes to cognitive fog and sleep disturbances.
For Murray, the symptoms, particularly the cognitive fog, have had a significant impact on her work life. She emphasized the challenge of navigating the workplace when simple, everyday words seem to elude her. The inability to articulate these challenges to supervisors or colleagues can leave her feeling vulnerable.
Murray highlighted a common issue: many women may not initially recognize these symptoms as menopause-related, leading to a sense of confusion and anxiety. The extensive array of potential symptoms can be overwhelming, and some women may even fear they are losing their mental faculties.
She stressed the importance of discussing these symptoms and the associated workplace challenges. Normalizing these conversations, particularly in professional settings, is essential to support women during this life phase.
Tori McNally, a human resources expert, outlined several measures employers can take to provide support. These include options such as allowing remote work, establishing health spending accounts, providing comfortable work attire, and raising awareness about menopause-related challenges.
McNally encouraged women to advocate for themselves and request accommodations that can improve their quality of life. Simple adjustments, such as providing access to openable windows or modifying uniforms to avoid heat-retaining materials like polyester, can significantly benefit women experiencing menopausal symptoms.
It is worth noting that many menopausal treatments fall under the category of alternative therapies and are not covered by the Canadian healthcare system. As such, employers play a crucial role in collaborating with employees to identify and address the specific support they may require.
The Menopause Foundation of Canada warned that without proper support in place, approximately one in ten women may feel compelled to quit their jobs due to the severity of their symptoms. This report underscores the urgent need for increased awareness, understanding, and support to ensure that women can navigate the workforce comfortably during this significant life transition.
