The Silent Crisis: Menopause Driving Women Out of Canada's Workforce
Millions of Canadian women are currently navigating the challenging symptoms of menopause, including hot flashes, sleep disturbances, mood swings, anxiety, and heart palpitations. According to Janet Ko, president and co-founder of the Menopause Foundation of Canada, these debilitating symptoms are causing many women to struggle at work, with some even leaving their careers entirely.
"When these challenging symptoms are dismissed or left unaddressed, they become a barrier to women achieving their full potential," Ms. Ko emphasizes. She notes that in an era when Canada needs all available talent, the country cannot afford to ignore menopause's impact, especially since women over 40 constitute one-quarter of Canada's workforce.
The Staggering Economic Impact
Recent research reveals the profound economic consequences of unmanaged menopause symptoms. A 2023 report from the Menopause Foundation of Canada found that 95 percent of surveyed women experienced menopause symptoms, with one-third reporting negative impacts on their work performance and one in five believing their symptoms could affect career progression.
The economic toll is substantial: unmanaged menopause symptoms cost the Canadian economy $3.5 billion annually in lost productivity and workforce participation.
Ms. Ko speaks from personal experience, having stepped down from a senior vice-president position at a large Ontario company at age 48 due to what she thought was extreme exhaustion and burnout. Only years later did she recognize her symptoms as perimenopause. "I had no idea there were 30-plus symptoms that I could experience, and that perimenopause can last anywhere from two to ten years prior to having your last period," she recalls.
Corporate and National Response Needed
Viktoria Friedrich, country president and general manager of pharma at Bayer Canada, shares the concern about menopause's workplace impact. Bayer's internal survey revealed that 37 percent of female employees experienced menopause symptoms that negatively affected them at work, yet just over half were aware of any support systems.
"Obviously the results were a call to action," says Ms. Friedrich. Bayer has since implemented menopause awareness programs for all employees, flexible working hours, and support for open conversations between women and their managers.
Both leaders advocate for a comprehensive national strategy on menopause. "We need to really strengthen the intergovernmental coordination to establish a national standard of care across provinces and territories," Ms. Friedrich states, noting that healthcare's provincial jurisdiction creates uneven services across Canada.
Currently, few provinces offer menopause care clinics, and coverage for menopause hormone therapy varies widely. Ms. Ko adds that both women and healthcare providers often lack understanding of menopause, calling for comprehensive physician training beginning in medical school.
Changing the Conversation
The stigma surrounding menopause remains a significant barrier. While health therapies related to male aging have been normalized, frank conversations about menopause and its treatments still face resistance.
Ms. Ko suggests reframing menopause as a significant health transition rather than a taboo subject. "When we look at menopause as a significant health transition, we start treating it differently as individuals and as a health care system."
She expresses hope that Generation X will be the last generation left in the dark about proper menopause care. "We now have a national menopause movement and it's gaining momentum," Ms. Ko declares, pointing to growing awareness and advocacy efforts across the country.
Major Canadian companies including Sun Life, BMO, and IKEA have joined the Menopause Foundation of Canada's Menopause Works Here campaign, providing resources to increase organizational awareness and support for women experiencing menopause symptoms.
