Workplace Case Study: Metrolinx

“When we tell people they can (and should) bring their ‘whole selves’ to work, we need to back that up with institutional support. By actively participating in Menopause Works Here, we not only address stigma and bias, but we also send a clear message that leadership recognizes there are real challenges in this stage of life that require support and understanding. This is especially important in traditionally male-dominated fields like rail and transportation.”

Sarah Armstrong, Vice President (A), Procurement Services, Metrolinx

The Organization:

Number of employees in Canada: 7,255

Proportion of employees who are women, age 40+: 20.7% (39% are women of any age)

Metrolinx oversees the operation of the regional transit system and provision of transit services for the Greater Toronto Area, Hamilton, and the Niagara Region, and is committed to fostering a safe, engaged and inclusive organization.

How Metrolinx is taking action:

Introducing a new Menopause Policy that allows employees experiencing menopause symptoms to seek accommodation and support through existing policies and programs including those covered by collective agreements. The policy supports Metrolinx’s efforts to increase the representation of women in the workplace; engagement scores have also increased, and Metrolinx has seen high participation and satisfaction scores with programming aligned to the policy.
- Formal and informal accommodations supported through the policy to date include uniform adjustments, fans in workspaces, and use of the variable working hours policy.
Launching resource guides for employees as well as for managers to guide them on how they can best provide support.
Organizing a number of employee events aimed at providing education, information, and guidance about evidence-based resources. These events also helped to break the silence by providing the opportunity for leaders and employees to share personal stories about navigating menopause in the workplace.
Launching an internal resource page that supports employee well-being by providing information, resources, and tips about menopause and the supports available.
Fielding increased service requests related to menopause and managing symptoms at the internal Employee Care Office (ECO), which is a dedicated, inclusive, and confidential space designed to provide guidance, education, and connections to internal and external resources.

Advice from Metrolinx for organizations seeking to become menopause inclusive:

1
Create space for conversation

It is especially important to engage leaders in normalizing the conversation, helping them to understand how to support employees with empathy and without awkwardness. Leaders drive the culture of an organization and their teams, and being open about menopause will create a more inclusive and psychologically safe space for everyone.
2
Mix storytelling and expertise.

Encouraging employees to share their lived experiences through storytelling and panel discussions is very powerful. At the same time, this is a topic that requires subject matter experts and health professionals who can assist in facilitating conversations and credibly answer questions. A mix of both is needed for maximum impact.
3
Maintain the momentum

Realize that Menopause is not a one-time initiative. It’s important to keep the conversation going and to build momentum. Opening these discussions not only benefits those navigating peri-menopause, menopause, or post-menopause, but also contributes to a psychologically safe environment where individuals feel comfortable bringing their authentic selves to work.

The Impact

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

“I believe one of the most impactful initiatives has been the introduction of our Menopause Policy, which has provided much-needed support to employees navigating this important life stage. It is not just about offering resources but it’s about creating a culture of understanding and care, an environment that helps to normalize something that all women will go through eventually. Additionally, our Menopause Summit held in the Fall of 2024 for World Menopause Day, was a game-changer, opening up vital conversations and helping to break the stigma around menopause in the workplace. During this summit, a panel of employees spoke about their unique experiences in navigating their symptoms of peri/post and menopause in the workplace. These efforts have enhanced employee well-being, fostered inclusion, and ultimately contributed to a more engaged and productive workforce. It is truly rewarding to witness the positive difference these programs are making across the company”

Deborah Ovsenny,
VP, HR Operations, Human Resources,
Metrolinx