Workplace Case Study: BMO

“At BMO, we understand the importance of supporting our colleagues through all of life’s major milestones – including their health and wellness journeys. With women facing unique health needs – including menopause – we are proud to partner with Menopause Foundation of Canada to provide colleagues with the resources they need to ensure our workplaces are inclusive, productive and healthy for everyone.”

Karen Collins, Chief Talent Officer, BMO

The Organization:

Number of employees in Canada: 54,000 globally and 33,996 in Canada

As a leading North American bank, BMO recognizes that investing in women’s health, including supporting women through menopause, is essential for creating a healthy, inclusive, and productive workplace that benefits everyone. Acknowledging women’s unique health needs, especially during menopause, is a step toward building a truly open and accepting work environment.

How BMO is taking action:

BMO recognizes that menopause can significantly impact its women employees. In 2022, BMO launched a Women’s Health Strategy, encompassing initiatives to engage employees and amplify support for women’s health, including menopause, and to build new partnerships with internal and external stakeholders.

Tactics include:

Annual review of employee benefit plans:
- BMO evaluates its employee benefits plans annually to align with the evolving health needs of its workforce and to remain competitive.
- Review of benefits plans to confirm they cover drug treatment (e.g. hormone replacement therapy) for many menopausal symptoms and for paramedical services (e.g. physiotherapy for pelvic floor strengthening).
Partnership with internal and external stakeholders:
- BMO Alliance for Women Employee Resource Group (ERG), medical partner Cleveland Clinic and BMO’s Wellness and Benefits team launched the Women’s Health Series, consisting of webinars featuring medical experts about women’s health topics, especially those not often talked about or considered taboo, creating safe spaces for employees to learn and share;
- The kick-off webinar, Let’s Talk Menopause, gave the audience of more than 400 women and men a chance to ask questions and connect with other colleagues.
- The BMO Alliance for Women ERG expanded its board to include a director to represent women’s health. It also circulates a quarterly newsletter to 5,000 members that now includes the “Wellness Corner,” a dedicated space for women’s health and resources.
Engagement of senior leaders:
- Leaders are engaged in events to elevate efforts internally and externally. A recent example is a fireside chat led by a BMO executive featuring Dr. Jen Gunter, Obstetrician /Gynecologist and menopause and menstruation expert.

Advice from BMO for organizations seeking to become menopause inclusive:

1

Commit now, but take the long view

Menopause should not be viewed as a “work issue” but rather as an opportunity to support women throughout their experience. Start with small, meaningful initiatives and engage employees for feedback from the outset. Some initiatives can be low cost but high impact.
2

Leverage existing resources

Look to Employee Resource Groups (ERGs) or to an existing network of employees who are willing to roll up their sleeves to champion initiatives that support menopause inclusive actions and normalize open discussion around what might be considered uncomfortable topics.

Strategically promote existing health and benefit resources and ensure employees are fully aware of what is available to support their menopause journey.
3

Equip leadership

When businesses take steps to support women’s health, they send a powerful message – that they care about their people. Leaders are a critical part of delivering this message, so make sure to engage them so they can be informed and empathetic when speaking about employee health initiatives.

The Impact

What employees are saying about BMO’s menopause-focused programs:

“Educating women about their health and how things can appear differently in women is so important. Sharing this information today very well may have saved lives. Thank you.”

“This session is fantastic. I know a few people who this will really help – the cognitive impacts are real but not discussed enough so I think a lot of people will feel very seen by this content.”

“We’ve been asked by employees to provide more sessions and keep the momentum going!”