Women feel underserved, but unpacking stigmas and using words like menstruation can help manage those issues
Despite progress, women feel underserved by their benefits plans. That’s the core takeaway from a recent Sun Life study which found a range of glaring gaps in how women’s health is negatively impacting their careers. Of the Canadians surveyed, only 37 per cent said that their employers provide them with adequate resources to support their health needs. 29 per cent said they had to lie to their managers if they took a sick day for women’s health issues. Only 42 per cent said there was an open culture for talking about women’s health at work.
Marie-Chantal Côté sees communications failure and existing stigma as a core cause of these issues. The senior vice president for group benefits at Sun Life Canada says that while there are still gaps in benefits plans serving women’s health, a lot of coverages already exist. What limits their access, however, is a culture of stigma, euphemism, and poor communication that means women feel like they have to keep their health issues hidden.
“There’s still tons of stigma,” Côté says. “In the report we talk about menopause, and that comes with tons of stigma, and therefore a lack of information and resources. It’s only very recently starting to be unpacked with discussions around hormone therapy and things someone can do. Because there’s a lot of stigma, it’s not very clear what one has access to. I lead the benefits team and I see that women still sometimes learn through others to figure out what’s available on their plan. There’s a lot that’s available, but it’s not intuitive, it’s not discussed, it’s something we’ve mostly kept hidden.”
Côté says that when people lack knowledge and understanding about what benefits are actually available to them, their symptoms can remain untreated or they feel they have to keep those symptoms hidden. Hiding symptoms, or lying about why you’re taking a leave, can then result in negative career outcomes because managers don’t understand why an employee is taking additional time off.
There are still a lack of tools and strategies for women now, Côté says, which is some of why the Sun Life survey found more women than men reporting the need to take mental health leave. But the poor communication and heavy stigma around women’s reproductive health in particular can have significant negative impacts at crucial times in a career.
Menopause typically occurs between the ages of 45 and 55, which are pivotal years in anybody’s career, a time when many are promoted to senior management roles. If a woman is experiencing symptoms related to menopause, which she feels like she has to hide, that adds a whole new layer of pressure at a time that can define her career. Perhaps one of the most frustrating aspects of this situation, however, is that many benefits plans have the infrastructure in place to support women, but stigma holds them back.
“We already have a lot of solutions, we don’t need to manufacture something new, we’re talking about stuff that already exists and people already have in their plan,” Côté says. “So why is there an unmet need? Because we believe the number one problem is the stigma that comes with so many topics. If you’re talking about mental health, LGBTQ health, and women’s health, language is a key problem.
“People have a hard time using the word menstruation, so women and girls grow up referring to this as many different things, as opposed to what it is and what comes with it.”
Côté says we all need to get comfortable with the language, discussing what menstruation is and what it does, physiologically. The same goes for menopause. Without those clear discussions, leaders and plan sponsors are more likely to stumble. Diversity in leadership is essential, too. If people of different backgrounds see themselves reflected in their leadership, they can feel like their unique needs are better understood. She notes, however, that it’s not just on women in leadership to discuss women’s issues. Côté highlights that the President of Sun Life — who is a man — regularly talks about women’s health, making the subject more safe and comfortable for all their employees.
As plan sponsors seek out ways to close the gaps in women’s health coverage and address these stigmas, Côté emphasizes the importance of communication and a benefits plan that explicitly offers support for women’s health.
“We have to ensure as an organization that we really walk the talk,” Côté says. “The first thing is having the right tools and resources, those include hormone replacement therapy, virtual care, mental health coaching, family building and fertility programs. Then there are policies and practices to support women, with education groups, support groups, flexible work policies. And then there’s communication. It’s important that employees communicate more about what is available. Everybody’s needs are unique, but often these things are already covered. Ensure that you talk about them, don’t assume that people already know.”
