Why the impact of untreated menopause symptoms could be severe for workplaces and employers alike
Organizations across the country are leading the charge and increasing awareness around women's health, particularly for menopause, in recognition of October being Menopause Awareness Month. Marie-Chantal Côté, senior vice-president of group benefits at Sun Life, acknowledges there’s an urgent need for employers to take action on this issue and ensure that benefits plans evolve to support women's health more comprehensively.
She emphasizes that the inclusion of menopause and related women's health concerns in workplace benefits is not just a moral imperative but a strategic one, critical to fostering diversity, retention, and overall workplace productivity.
"We collectively recognize that everyone's health journey is unique," says Côté, underscoring that health challenges differ significantly depending on factors like gender, sexual orientation, and cultural background. “There's strong recognition now that women's health is not something that has been deeply discussed or looked at for a long time. We still have aways to go, because we're only scratching the surface, as far as I'm concerned.”
She stresses that women's health, particularly menopause, has been largely under-addressed in both medical research and workplace discussions. The lack of attention has resulted in gaps in care and support, especially for women's specific health needs like hormonal fluctuations, menstruation, and menopause.
For example, she points out that it’s only been recently that medications have begun to be tested specifically on women, “because of the fluctuations in hormones," she says, "but that's actually a really good reason to test it on women since we're about 50 per cent of the population." This lag in research and awareness directly impacts how women's symptoms, such as those related to cardiovascular health, are diagnosed and treated differently from men, sometimes leading to life-threatening delays in diagnosis.
Beyond healthcare, Côté acknowledges the cultural taboos surrounding women's health, particularly around menstruation, perimenopause, menopause and reproductive health. These topics are still treated with a degree of secrecy and stigma, preventing open discussions in workplaces. "Having these open discussions continues to be taboo," she says, pointing out that there’s often been a reluctance to even use proper terminology, contributing to a culture of silence.
According to data from Sun Life’s own research, Côté highlights women are more likely to claim disability for mental health issues than men, with 40 per cent of women's disability claims tied to mental disorders, compared to just 30 per cent for men. Additionally, only 37 per cent of women feel that their employer provides adequate health resources tailored to their needs. She notes that two-thirds of women would not feel comfortable speaking to their manager about menopause-related issues, while almost one-third would lie about their reason for taking a sick day if it were related to women's health.
Côté believes the impact of untreated menopause symptoms could be severe for workplaces and employers alike. "One in 10 women will leave the workforce due to unmanaged symptoms of menopause," Côté highlights, emphasizing that about 5 per cent of the total workforce could be lost simply because women's health needs are not adequately addressed.
Moreover, 40 per cent of working women report making career-limiting decisions due to health concerns or caregiving responsibilities, and 60 per cent feel that issues like menstruation, menopause, and reproductive health could negatively affect their career advancement.
“All of us are trying our very best to give women access to all types of roles and organizations because we want them on board,” Côté emphasizes. “We want them at the C-suite [level]. We want them in STEM roles. We want them across all industries. They’re not always seeking the help they need, and they feel the only option they have is to leave the workforce. That’s the work we still have to do.”
Fortunately, Côté believes employers are beginning to address these issues. She points to both existing and emerging solutions in benefits plans, such as hormone replacement therapy, mental health support, virtual care, and stress management programs. These resources, coupled with a growing focus on DEI initiatives, are helping to shift the conversation toward more openness and understanding. "The first thing that has evolved is the move towards trying to remove stigma and grow education," she says.
One such move is Sun Life’s partnership with the Menopause Foundation of Canada and its involvement in their "Menopause Works Here" campaign, which includes a five-step action plan towards breaking the silence and taking action towards menopause. The campaign also encourages employers to listen to employees' menopause-related concerns, learn about the impact of menopause in the workplace, and take meaningful action to support affected women.
Côté emphasizes that this effort must start from the top, “by having executive and President-led discussions around the topic and having the right tools and the resources, including flexible policies and having support groups to find out more.”
