Workplace Case Study: IKEA Canada

“IKEA Canada aims to support all co-workers through various life stages, encouraging them to be themselves at work. Partnering with the Menopause Foundation of Canada and joining the Menopause Works Here campaign has reinforced our commitment to this important topic. It has added credibility and weight to our efforts, demonstrating to our co-workers that we are serious about fostering meaningful change.”

Tanja Fratangeli, Head of People and Culture, IKEA Canada

The Organization:

Number of employees in Canada: 7200

Percentage of employees who are women, age 40+: 20%

IKEA is a leading home furnishing retailer; IKEA Canada operates its business through the IKEA vision – to create a better everyday life for the many people – and is committed to diversity, equity, and inclusion, fostering a culture where everyone feels empowered to bring their whole self to work.

How IKEA is taking action:

Introducing Menopause Guidelines for all co-workers across IKEA that provide a framework to support individuals experiencing menopause. The Guidelines include education about symptoms and their impact on individuals and the workplace, as well as resources and information on managerial support and possible accommodations.
Opening the conversation through dialogue, including a panel discussion on International Women’s Day 2025. Attended by 300 co-workers across Canada, the well-received panel featured IKEA Canada’s Head of People and Culture sharing her personal story, and the Menopause Foundation of Canada providing evidence-based information and resources.
Launching how-to guides for managers to enhance their understanding of menopause and improve support for co-workers. Workshops are also in development.
Introducing a dedicated co-worker guide that includes resources, a symptom tracker, and additional educational materials.
Offering a robust benefits package, including a personal spending account co-workers can use for various wellness initiatives, such as stress management programs, nutrition plans, vitamins, alternative medicine, and fitness.
Signing on to the Menopause Foundation of Canada’s Menopause Works Here™ campaign, to signify its ongoing commitment.

Advice from IKEA for organizations seeking to become menopause inclusive:

1
Leader education is key.

Providing time and space for leaders to learn and ask questions is essential for equipping them to support employees and navigate sensitive conversations effectively. To ensure a successful launch, IKEA prioritized educating its People & Culture teams and leaders before rolling out its Menopause Guidelines nationwide.
2

Personal stories are powerful.

When people, particularly leaders, are willing to be vulnerable and share their personal experience, it can be very powerful. Menopause is often seen as a private or sensitive topic, making opening up at work uncomfortable for many. Honest and frank dialogue helps to normalize the conversation and assure employees that it’s okay to seek help and support.
3

Data is a great level-setter.

Data is foundational to helping all levels within an organization understand why it is so important to support women in menopause. IKEA anchored its strategy in data, providing locations with demographic insights and examining potential impacts on sick leave, productivity, and retention, reinforce the importance of supporting co-workers effectively.

The Impact

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

“Since the launch of our guidelines on International Women’s Day 2025, we’ve heard several times over how proud our co-workers are to work for an organization that is raising awareness about menopause. They are pleased that there is space for them to raise their concerns and get the support they need during this stage of life. Like many organizations, we assess employee engagement and gain feedback through an annual engagement survey, and we continue to see positive results with our health and wellbeing actions.”

Melanie Bedioui,
Country Health and Wellbeing Leader,
IKEA Canada