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opinion: how we can support menopausal women in the canadian workplace

workplace cultures that talk openly about menopause help overcome biases against those who experience it.

by hira siddiqui, hormonal health advocate, co-founder and coo of science and humans
published jun 11, 2024
last updated jun 19, 2024
read time 4 minute read
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read time 4 minute read
join the conversation
by fostering a supportive workplace culture and implementing practical adjustments, organizations can empower menopausal women to navigate this stage of life with dignity and continue contributing their expertise to the workforce. getty images
menopause is a natural transition experienced by more than half of the population’s women, yet it often remains a taboo topic in the workplace. in the canadian workplace, women over the age of 40 make up a significant portion of the workforce. however, many of these women face challenges due to menopause, leading to a void of expertise and leadership. approximately one quarter of women in mid-life experience debilitating symptoms, with 10 per cent forced out of their jobs. the remaining women often struggle with insufficient support from employers, highlighting the need for change.

understanding menopause in the workplace

menopause encompasses more than hot flashes; it involves a range of symptoms that can last for years, impacting women’s health and work performance. during menopause, the vital female sex hormones estrogen and progesterone rapidly decline, which has a major effect on women’s mood as well as their bodies.
low estrogen can cause panic disorder during menopause for two reasons: declining levels of estrogen and declining levels of progesterone. estrogen has an inhibitive effect on the stress-hormone cortisol. when estrogen is too low, levels of cortisol rise, raising blood pressure and blood sugar, and causing panic disorder.

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estrogen vs. progesterone: have perimenopause treatments been wrong all along?
a breakthrough study shows the hormone progesterone, taken in capsule form at bedtime daily, is an effective way to decrease night sweats and improve sleep for perimenopausal women.
problematic symptoms in perimenopausal women usually begin with night sweats that can be more prominent than daytime hot flashes, at least early in perimenopause.
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creating a menopause-inclusive culture begins with dialogue. openly discussing menopause helps normalize the topic and demonstrates organizational care. workplace cultures that talk openly about menopause help overcome biases against those who experience it.
senior leaders can lead by example, sharing personal experiences or stories to break the taboo. education and awareness events linked to world menopause month or international women’s day can promote understanding. informal round tables with leaders sharing personal stories can further encourage dialogue.

case study: a journey to recovery

consider the case of a 53-year-old woman who approached our science & humans telemedicine platform for hormonal wellness, six months ago with symptoms of extreme joint pain, brain fog, chronic fatigue, and recurring anxiety attacks.
with three decades of experience in the oil and gas industry, she had risen to the position of director. however, her symptoms, driven by declining estrogen levels due to menopause, began to impact her professional and personal life significantly.
upon a thorough assessment, our practitioner diagnosed her symptoms as driven by chronically low estrogen and testosterone levels. blood work confirmed the diagnosis, revealing hormonal imbalances as the root cause of her anxiety attacks and inability to cope with stress at work. despite seeking help from her family doctor, who prescribed antidepressants, the patient’s symptoms persisted until she joined our menopause care program.
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on our platform, the patient was immediately prescribed estrogen and testosterone replacement therapy, along with personalized lifestyle guidance. this included breathing exercises to manage anxiety attacks, supplements to improve sleep hygiene, and a hormone-supportive meal plan. moreover, our platform provided educational resources, including instructional videos on stress management and links to studies affirming the link between estrogen levels and mental health.
with ongoing monitoring and support from our team, the patient showed tangible progress in her symptoms and is on a pathway to recovery. she now understands that her struggles are not a reflection of her competence but rather a natural consequence of hormonal changes.
by providing comprehensive care and reassurance, we aim to empower women like her to navigate menopause with confidence and continue thriving in their careers.

five-point action plan for menopause inclusive workplaces

to foster a supportive culture for menopausal women, organizations can implement a five-point action plan:
  1. culture & communication
foster open dialogue about menopause to break the stigma and normalize discussions in the workplace. for example, hosting educational events during world menopause month or international women’s day can promote awareness and understanding among employees.
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  1. policies
develop specific policies or review existing ones to incorporate considerations for menopause across the employment experience. this may involve revisiting health and safety protocols, attendance management practices, and recruitment policies to ensure inclusivity and support for women experiencing menopausal symptoms.
  1. accommodations
implement accommodations to support women navigating menopause-related challenges. this could include offering flexible working hours, remote work options, or adjustments to workload and responsibilities. for instance, providing additional breaks or allowing for workspace modifications can alleviate symptoms and improve productivity.
  1. employee benefits
offer comprehensive benefits that address menopause-related health concerns. this may involve ensuring coverage for hormonal therapies, mental health support, and alternative treatment options. providing access to resources such as employee assistance programs and wellness initiatives can further support women during this transition.
  1. encourage engagement
encourage organizations to commit to being menopause-inclusive workplaces and actively involve all employees in the conversation. this could involve leadership sharing personal experiences with menopause, organizing roundtable discussions, or providing training on how to support colleagues experiencing menopausal symptoms. by engaging all members of the organization, a supportive and inclusive culture can be fostered, benefiting women and men alike.
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menopause is a natural transition for many women, yet its impact on professional life often goes unaddressed. by fostering a supportive workplace culture and implementing practical adjustments, organizations can empower menopausal women to navigate this stage of life with dignity and continue contributing their expertise to the workforce.
it’s time to break the silence surrounding menopause and support women in achieving their full potential in the workplace.
hira siddiqui is a passionate advocate for femtech and hormone health optimization, committed to transforming women’s healthcare through innovation and digital adaptability. as co-founder of science & humans, she has developed the meno.care program to provide comprehensive solutions for menopausal women. focused on longevity and superior clinical outcomes, hira emphasizes early diagnosis and prevention of chronic diseases with a whole-body approach to care, rooted in functional medicine principles. her dedication to healthcare innovation and research aims to enhance patient outcomes and foster a culture of empathy and inclusivity.
science & humans specializes in telemedicine, offering a range of services focused on hormones, anti-aging, longevity, and sexual wellness support.
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