Why Menopause Inclusive Workplaces?
The Business Case.

Taking positive action to support people through every stage of life, including menopause, makes excellent business sense: it contributes to employee productivity, engagement and retention, plus it signals your status as an employer of choice.

  • Outsized workforce demographic

5 million

working women aged 40+

1/4

of the Canadian workforce

27% growth
in working women aged 45-55 by 2040
  • Major, universal health transition
34+
symptoms
9 in 10 women
experience menopausal symptoms
1/3 of working women
say their menopause symptoms negatively impacted their performance at work
  • Big annual economic impact
$3.5 billion
impact to Canadian economy
540,000
lost workdays
$3.3 billion
in lost income for women due to reduced hours, pay, leaving
  • Lack of workplace supports
2/3

would not feel comfortable speaking to their supervisor about their symptoms

1/4

hid their symptoms at work

Up to 1 in 10

women may leave their jobs

  • Outstanding opportunity for employers
87%
agree working women need support through all stages of life
79%

feel their employer does not provide, or don’t know if it provides, supports

3/4

would like to see menopause supports in their workplace