Breaking with Tradition is diving into a topic that’s been long overlooked but is now coming to the forefront of workplace conversations: menopause. Welcome to season 1, episode 6.

According to Catalyst’s recent report, nearly three-quarters (72%) of employees have hidden their menopause symptoms at work. Additionally, 36% perceive a stigma against talking about menopause in the workplace. With celebrities like Naomi Watts and Michelle Obama also speaking out, menopause is no longer overlooked in the culture at large—so why should it be in the workplace?

Join Catalyst’s Victoria Kuketz as she speaks with Janet Ko, President and Co-Founder, The Menopause Foundation of Canada to bust some myths about menopause and flip the workplace taboo on its head. Learn why it’s an essential issue for companies to address and how the stigma impacts women’s earning potential and career trajectories.

Take the first step to join the movement. Learn how your organization can get involved and create a more inclusive work environment for everyone.

Host and guest

Victoria Kuketz, Director, Corporate Engagement, Canada, Catalyst

LinkedIn | Bio

Janet Ko is President and Co-Founder of The Menopause Foundation of Canada, a national non-profit advocacy organization dedicated to breaking the silence and the stigma of menopause. Together with co-founder Trish Barbato and a medical advisory board of the country’s top menopause specialists, she launched the Menopause Foundation of Canada to lead a national conversation on menopause and to advocate for concrete action to improve women’s health.

Janet has held numerous leadership roles including Senior Vice President, Communications in the global life sciences and senior care sectors. She is dedicated to helping women thrive through their menopausal years and is a passionate speaker and menopause advocate. Janet is honoured to be one of the top 25 Women of Influence Award recipients for 2023.

LinkedIn

In this episode

• 1:35 | Tell us about yourself! Janet tells us about her health journey and what led her to co-founding the Menopause Foundation of Canada.
• 3:52 | Workplace taboos: from mental health to menopause. Why does something that impacts millions of employees remain so stigmatized?
• 6:34 | Let’s bust some myths! Menopause looks different for everyone—and a large knowledge gap exists.
• 10:12 | Women spend half their lives in menopause. How can women be more proactive about their health at this time?
• 14:59 | Menopause stigma costs the economy $3.5 billion. Janet breaks down the staggering economic and career impact for women.
• 17:43 | How to get started. Take the first step to supporting women impacted by menopause in your workplace.
• 20:59 | BONUS: Creating new traditions. Janet flips our last question on its head.

Favorite moments

• 4:21 | Janet: [Menopause] has been a taboo subject not just in workplaces, but everywhere. I think one of the significant reasons driving that is the reality of ageism that disproportionately has a negative impact on women. Women, as we get older, there’s this view that we’re in a stage of decline. That doesn’t happen to men necessarily.
• 5:15 | Janet: As organizations focus on diversity, equity, and inclusion, looking at how they can retain top talent, supporting women to break through the glass ceiling… You cannot consider those factors without looking at supporting women at this stage of life in the prime of their career.
• 8:07 | Janet: A myth that I would love to break is that menopause is about period changes, hot flashes, and the end of your reproductive life. While that is true, focusing on just those things really does women this tremendous disservice. And it keeps us all in the dark about what menopause truly is, which is this profound hormonal shift that happens in midlife that can impact every organ in your body, because we have estrogen receptors all over the body.
• 9:28 | Janet: I’m hoping that we can change the narrative in our conversation, from menopause being something that you don’t look forward to, to shifting it to something that’s very positive, an important milestone where we recognize and honor women for stepping into the peak of their lives, where they have the most wisdom, experience, and contributions to make.
• 11:37 | Janet: It’s about time that we empower ourselves with knowledge, which I think is happening thanks to generation X. Gen X women will be the last women to be in the dark about menopause. And we know that the Millennials and the generations after us, their expectations of an experience at work, their openness and willingness to share is quite different from previous generations. So, we are going to definitely see a change, as we know it’s happening right now, because menopause is a hot topic and it’s turned into a movement.
• 14:18 | Janet: It is women who are demanding better care, women who are demanding a change in the conversation and the narrative. And because of our very large numbers, 10 million over the age of 40 in Canada, quarter of the workforce, we are seeing employers really step up to support women in the prime of their lives.
• 16:15 | Janet: You have to recognize that menopause intersects with that critical career stage between the ages of 45 and 55, where women are assuming greater leadership roles. And if you do not understand the changes that are happening to you, and you’re struggling with symptoms… You can have years of struggling and not being at your best… Employers cannot afford to lose their expertise, their wisdom, their leadership, their knowledge.
• 18:16 | Janet: One of the first things that employers can do, which isn’t a heavy lift, is to break the conversation, change your culture and your communications, really focusing on normalizing this topic.
• 20:13 | Janet: Reasonable accommodations, looking at your policies, all of those things can make a big, big difference… Women are really just looking for some openness in the workplace, some respect for what they’re experiencing, greater flexibility, and choice as they go through this.
• 22:18 | Janet: I truly believe that menopause is a disruptor in a woman’s life. You know, it’s a great moment for you to take a breath, to prioritize yourself, to reflect on who you are and who you want to be. Women end up doing amazing things in their 50s, 60s, 70s, and beyond… We just have to make sure that our health is there to allow us to achieve that.

Mentioned on the Pod

• Menopause Foundation of Canada: Menopause – What Everyone Should Know
• Menopause Foundation of Canada: Menopause Inclusive Workplace Playbook
• Menopause Foundation of Canada: Menopause Works Here campaign

Research you can use

• Stop the stigma: Addressing menopause in the workplace
• Menopause support helps attract and retain top talent
• Why Pay Attention to Women’s Health – What ERGs Can Do
• Supporting Mental Health in the Workplace (Supporter Only)

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The post Episode 106: From Taboo to Topical: Menopause in the Workplace appeared first on Catalyst.

• 84% of survey respondents called for more menopause support in the workplace.
• More than one-third said that their symptoms negatively affected their work.
• Stigma persists; 72% have hidden their menopause symptoms at work.

New York, Oct. 9, 2024 — Women globally are calling for more menopause support in the workplace and they are willing to take their talent elsewhere without it. According to a new survey from Catalyst, the global nonprofit promoting gender equity and workplace inclusion, 84% of respondents agreed that more menopause support is needed in the workplace and one in 10 said they have declined a job opportunity because of a lack of menopause support.

The survey of almost 2,900 full-time employees who are either currently in menopause or recently finished experiencing it from eight countries—including Canada, the United Kingdom and the United States—examined how continued stigma affects women at the height of their careers and contributes to a talent attraction, retention, and support issue. The survey also revealed the more menopause stigma there is at work, the more employees say that menopause symptoms impact their work performance.

“Women globally are calling for more menopause support in the workplace,” said Jennifer McCollum, President and CEO of Catalyst. “Menopause is one of the most common issues impacting women across the entire pipeline, from the front line to the C-suite. Employers should seize this opportunity to break the stigma and silence by providing menopause support in the workplace. To create truly inclusive work cultures, organizations must meet employees where they are—with meaningful resources, conversations, and support.”

Menopause is a workplace issue still facing stigma.

Despite greater emphasis on fostering conversations around once-taboo subjects, such as mental health and burnout, many workplaces have not done the same with menopause. Although 91% of respondents have experienced at least one moderate to extremely severe menopause symptom, 72% have hidden their symptoms at work at least once. One-third of employees (34%) have not told anyone at work about their symptoms. When asked why, seven in 10 said menopause is a personal issue, while others said talking about menopause was embarrassing (11%), could cause others to perceive them negatively (7%), or have a negative impact on their career (5%).

Yet, it is a workplace issue; over one-third (37%) of respondents said that their symptoms negatively affect their work performance.

“There’s a ripple effect that impacts women’s career advancement and the leadership pipeline,” McCollum added. “Menopause usually coincides with women’s progression into senior roles. Stigma, combined with a lack of awareness and support, contribute to women’s attrition, which then further exacerbates the available pool of talent as we look higher up the corporate ladder. Supporting menopause in the workplace can help women show up, stay in, and thrive at work—and that is good for business.”

Employer menopause support is critical.

Menopause costs organizations an estimated $1.8 billion per year in the US alone due to menopause-related productivity losses. Closing the gender gap in labor force participation in senior and middle management positions could increase global economic output by 7%, or $7 trillion.

Employers have an opportunity to support women at a critical stage in both their lives and careers. In doing so, they will attract, support, and retain highly skilled senior talent and reap the benefits of increased business performance.

According to the survey, the most in-demand menopause benefits include:

• Time off and flexible work arrangements: 60% of employees want policies that offer time off and flexible working arrangements. Currently, only 25% of organizations offer these.
• Adjustments to the working environment: 50% of employees want changes like cooling rooms or ergonomic considerations, but only 21% of companies provide them.
• Medical insurance: 48% of employees expect coverage for menopause-related treatments and therapies, yet just 22% of employers offer this benefit.
• Access to menopause health professionals: While 46% of employees are asking for this, only 22% of organizations have responded with concrete offerings.
• Education and awareness at work: 42% of employees seek broader workforce education on menopause, but a mere 19% of employers provide such training.

Steps for a menopause-inclusive workplace.

Proactively implementing menopause policies and benefits can create a more inclusive and supportive culture. In industries where competition for talent is fierce, addressing stigma and providing menopause support could be a game changer, enhancing a company’s brand and attracting high-caliber candidates who value well-being initiatives.

There are five key actions organizations can take to support, retain, and attract women experiencing menopause in the workplace:

• Implement practical and meaningful workplace menopause benefits. Start by conducting a comprehensive audit and gathering employee feedback.
• Educate employees and managers about menopause and menopause stigma’s negative effect. Tap employee resource groups to combat stigma and listen to employees about what women experiencing menopause across intersecting identities need and their experiences within your company.
• Foster an inclusive and open workplace culture that normalizes conversation about menopause and reduces stigma. Train managers to engage in active listening, open communication, and empathy and equip them with an awareness and understanding of menopause, so employees can openly discuss.
• Examine retention data and exit surveys for patterns that suggest employees of menopausal age are leaving or not advancing in your organization. Use data to inform your retention strategy to keep top talent through the menopause life stage.
• Advertise menopause-supportive policies and benefits in job postings, particularly for senior leadership positions, to help attract a gender-diverse pool of applicants.

Catalyst will be rolling out additional findings from the survey throughout October, World Menopause Awareness Month. A panel of experts will explore how to build a menopause-inclusive organizational culture during a webinar on Oct. 30. The event is free and open to the public.

Methodology

Catalyst surveyed 2,892 full-time employees across Canada, the United Kingdom, the United States, Australia, France, Germany, the Netherlands and Sweden in a variety of industries. Top representation came from the business and professional services, education, finance, banking and insurance, government and military, healthcare and medical, manufacturing, and retail sectors. The sample was of mostly cisgender women with some representation of other genders. Almost half of the respondents were between the ages of 40-50 years, and the rest were between the ages of 51-79 years. Participants were asked a series of questions about their experiences with menopause at work and researchers conducted statistical analysis to understand the prevalence of these experiences.

Catalyst acknowledges and supports the full range of gender diversity and expression and recognizes that not all women experience menopause, and that transmasculine and nonbinary people may also experience menopause and deserve the support of their organization. Additionally, we recognize that even among cisgender women embodied experiences like menopause are complex, multi-faceted, and can diverge considerably.

Catalyst is a global nonprofit supported by many of the world’s most powerful CEOs and leading companies to help build workplaces that work for women. Founded in 1962, Catalyst drives change with preeminent thought leadership, actionable solutions, and a galvanized community of multinational corporations to accelerate and advance women into leadership—because progress for women is progress for everyone.

Contacts

Mariana Vanin
Director, Global Communications
Catalyst
mvanin@catalyst.org

Ted Bravakis
Canada Communications Consultant to Catalyst
tbravakis@bravacomm.com

Frances Knox
EMEA Communications Consultant to Catalyst
frances@frankly-pr.co.uk

Stephanie Wolf
US Communications Consultant to Catalyst
stephanie@stephaniewolfpr.com

The post Women Call for More Menopause Support in the Workplace in New Global Survey appeared first on Catalyst.

Menopause is a significant life stage that affects a large portion of the workforce, yet it remains shrouded in stigma and misunderstanding. Many women experience symptoms that can impact their performance and well-being at work, but few workplaces have policies or support systems in place to address these challenges.

Addressing menopause in the workplace is not just about health. It’s also about creating an inclusive environment where all employees feel valued and supported. By recognizing and accommodating the needs of women at every stage of their lives and careers, businesses can reduce turnover, enhance employee satisfaction, and demonstrate a commitment to gender equity.

Join our panel of experts to discuss:

• What menopause is (and isn’t) and how symptoms show up in the workplace
• How to go beyond empathic leadership to get to the root of bias and stigma around menopause
• Best practices for proactively building a workplace environment that supports women through every stage of their lives

For questions, please contact catalystevents@catalyst.org.

Catalyst is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.

The post Navigating Menopause: Addressing the Latest Issues in Women’s Health and Workplace Inclusion appeared first on Catalyst.

Black women face unique challenges in the workplace that can severely impact their health and wellness, both physical and mental. Catalyst research has found that over half of Black women report feeling “on guard” at work, which can lead to what we call the Emotional Tax. This is when feeling different from peers in the workplace because of gender, race, and/or ethnicity affects health, well-being, and the ability to thrive at work.

Prioritizing the health and wellness of Black women employees is not only a moral imperative but also a strategic business decision. Companies that actively support the well-being of their Black women employees experience higher retention rates, increased productivity, and a more inclusive work culture. By fostering an environment where Black women feel valued and supported, businesses can unlock the full potential of their talent pool and drive innovation and success. Furthermore, promoting diversity and inclusion has been shown to enhance company reputation and attract top talent across all demographics.

Join our panel of experts for Black History Month to discuss:

• How Emotional Tax shows up in the workplace, both quietly and overtly
• How leaders can leverage Catalyst’s Listen, Learn, Link up, Lead model to better support their Black women employees
• Best practices from industry leaders for creating empowering and successful workplaces that work for Black women

For questions, please contact catalystevents@catalyst.org.

Catalyst is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.

The post Beyond the Desk: Health and Wellness for Black Women at Work appeared first on Catalyst.