Workplace Case Study: L’Oréal Canada

“We must break the silence around menopause, replace stigma with understanding and provide the resources and support our employees deserve. This is about creating a workplace where every woman feels seen, heard, and valued for the incredible contributions she makes, and where they have the support to perform their best.”

Marie-Evelyne François, Chief Diversity, Equity & Inclusion Officer, L’Oréal Canada.

The Organization:

Number of employees in Canada: 1,600

Proportion of employees who are women, age 40+: 19.5%

L’Oréal Canada, a subsidiary of the L’Oréal Group, is a world leader in beauty that views promoting gender equality, cultivating diversity and inclusion, and implementing progressive workplace practices as key corporate objectives.

How L’Oréal Canada is taking action:

Embedding menopause as part of Canadian and Global DEI commitment of support and inclusion for people of all ages and all generations.
Gaining insights to deepen understanding of needs:
- The Employee Satisfaction Survey assesses enablement, engagement, and inclusion. Results analyzed through different perspectives, including age and generation, identified a need to deepen understanding of employee needs in terms of age, career advancement and menopause; this need was reinforced through follow-up focus groups.
- Employee round tables organized through an objective, external organization discovered employees were looking for improved awareness about menopause, and better support for those affected.
Leveraging the Generations Employee Resource Group (ERG), one of 10 executive leader-sponsored ERGs at L’Oréal Canada, to drive the organization’s Menopause in the Workplace program. A team of six women from the Generations ERG lead this work.
Hosting webinars in French and English, available to all employees during Menopause Awareness Month. Webinars featured external hosts with expertise in menopause, and topics included the basics of menopause including phases of hormonal fluctuations, and how to self-advocate during menopause with healthcare professionals and at work.
Offering yoga and meditation classes on World Menopause Day for employees at the head office in Montreal.
Recognizing the work is just beginning; further actions are in the planning stages.

Advice from L’Oréal Canada for organizations seeking to become menopause inclusive:

1

Listen and take the time needed.

L’Oréal Canada took the time to listen very closely to women’s experiences and which actions would have – or have had – the biggest impact for them. By seeking input from employees and paying close attention to their feedback, organizations can better understand the steps they need to take. And remember there will be hurdles to overcome, consultations to be had, and time needed to implement changes to policies and practices.
2

Engage champions.

Meaningful support comes when an engaged group of employees leads the way, as it has with the six women of the Generations ERG who are lending their passion and skills to help drive positive impact at L’Oréal Canada.
3

Include everyone in the conversation.

Well-intentioned initiatives like hosting informative webinars during Menopause Awareness Month may attract the same dedicated individuals each time. As organizations plan, they should keep in mind menopause is not just a women’s issue; it impacts families, workplaces and society. Be sure to engage men as allies and educate younger generations in the discussion, as fostering open dialogue is crucial.

The Impact

What employees are saying about L’Oréal Canada’s menopause-focused programs:

One of the most impressive outcomes of those very first initiatives is that they helped crack open the conversation, and unanimously we heard feelings of ‘’Finally!’’ or ‘’It’s about time!’’. This leads us to believe that even small steps taken by organizations will be met with encouragement and open arms by women that will feel seen and heard. Because everyone should feel like their true self, like they belong. And that’s a very powerful thing to watch.

Julie Horil, General Manager – CeraVe Canada
Menopause in the workplace lead, L’Oréal Canada