I'm posting this in honor of International Women's Day which is Mar. 8.
Dec. 12, 2021 "Why smashing the taboo around menopause makes good economic sense": Today I found this article by Brandie Weikle on CBC news:
There is a good business case to be made for smashing the taboo that surrounds talking about menopause, experts say.
Not only has it been estimated that global productivity losses tied to difficulties coping with menopause symptoms at work could amount to $150 billion US per year,
they say, but women 45 to 60 represent a lot of buying power for companies savvy enough to market products and services to them.
In Canada, 45 per cent of the female population is made up of women 45 years and older, according to the latest census data.
Given increased female labour force participation, the women going through menopausal changes now are more likely than generations before to hold senior roles at work, making them difficult to replace, says demographer Jenny Godley.
They're also more likely to have good salaries and disposable income to spend on things that help them manage through menopause, said Godley, with the University of Calgary's sociology and community health sciences departments.
The marketing opportunity could be substantial, she said, if companies take into consideration both the people who are going through menopausal changes and those in the years to follow.
"That's potentially a huge or a very large demographic, because we're living so long," said Godley.
This cohort is also becoming more open about their health, she said, including mental health.
"I think we're just much more aware now of a lot of different women's health issues and there's less stigma," said Godley. "
And some of what is associated with menopause is quite often mental, in terms of depression or memory loss or mood swings."
The Society of Obstetricians and Gynecologists' of Canada (SOGC) defines menopause as the point in time when a woman has had no menstrual period for 12 consecutive months.
Though people commonly refer to the time leading up to this milestone as "going through menopause," in fact, this phase is actually called perimenopause.
Though everyone's experience is unique, perimenopause can bring a wide range of physical and emotional changes linked to hormone fluctuations, usually occurring between ages 45 and 55. The SOGC says symptoms last an average of seven years, but some women can experience these into their 60s.
While the best known among them are likely
hot flashes,
fatigue,
anxiety
and difficulty concentrating
are also among the issues that may impact a woman's life at home and work, said Deborah Garlick, director of Henpicked: Menopause in the Workplace, a consultancy based in Nottinghamshire, U.K., that helps employers develop menopause policies.
Because it can be difficult to untangle menopausal and perimenopausal symptoms — digestive problems, headaches and others — from any number of other things that could be going on, women often say they're surprised to discover that these changes are already upon them — even without the more obvious hot flashes and irregular periods, said Garlick.
Menopause policies at work
In the U.K., where lawmakers have convened an all-party parliamentary committee to explore the impact of menopause, conversation about the once-taboo topic is exploding.
That conversation has been helped along by prominent British female executives speaking up about the experience, including Liv Garfield, CEO of water utility Severn Trent, and Rachel Lord, a senior executive at investment firm BlackRock.
Even Andrew Bailey, the governor of the Bank of England, has spoken publicly about how menopause can no longer be kept separate from life in the workplace.
"As soon as senior leaders start talking about it, it gives permission for everybody to be more open about it," said Garlick.
An aging population and tight labour market mean employers can't afford to lose women during the potentially bumpy years leading to menopause, said Garlick.
"That's a very costly experience for employers," she said, noting that replacing a worker can set a company back around $50,000.
What's more, said Garlick, menopause is covered by the U.K.'s Equality Act, meaning that employees can bring cases of discrimination related to menopause to workplace tribunals.
Her company conducts about 100 training sessions each month to help managers and other employees be informed about how to support staff who may be experiencing symptoms related to menopause.
'Tiny adjustments' go a long way
Workplace adjustments can include simple things, like making sure there are desk fans, breathable uniforms and plenty of cold drinking water available to help deal with hot flashes, as well as having more one-on-one sessions between managers and staff about how things are going, said Garlick.
She recalled the case of one women who was struggling with concentration while going through menopausal changes. Her boss would ask her to do things when they bumped into one another in the hallway.
"And she just sat down with him and said, 'Look, this is what's going on for me. It would be really helpful if I can be at my desk when you're giving me actions to do.' And he was so supportive," Garlick said.
"Actually, the workplace adjustments are usually tiny."
Consumer product marketing
Outside of the workplace, products geared to women of menopausal age have been conspicuously absent from store shelves, says Sally Mueller.
That's what prompted her and a friend to found Womaness, a skincare and wellness product company geared to women who are going through menopausal changes.
"Women over … 45, so my age group, we are the wealthiest, healthiest, most active generation to date," said Mueller, who has a background developing brands for retailers like Target and fashion company Who What Wear.
"So we spend a lot of money, we have huge buying power, but only about five per cent of advertising dollars are spent appealing to us."
There's a sound business opportunity in marketing products to women going through menopause, especially since this group has been "traditionally ignored," said Sarah Kaplan, a distinguished professor of gender and the economy at the University of Toronto's Rotman School of Business.
However, she cautioned that an increasing number of products "might fall into the kind of Goop-Gwyneth Paltrow-type of category," in that they are expensive and sound cool, "but maybe don't actually do anything."
Given the stigma around menopause and aging in general, she said, some products may take advantage of the fact that people who are quietly suffering may be "looking for some kinds of magical solutions."
"There's a big issue in our society of ageism, and especially ageism against women," said Kaplan, noting that's borne out by research showing women are devalued — both in the marketplace and the workplace — as they get older.
"And so there is an increased temptation to want to try to use products that will mitigate against some of the cosmetic effects of aging," she said.
"There's a risk that these products could be taking advantage of insecurities that are created by social norms, as opposed to actually helping people deal with specific medical concerns, like dry skin."
Produced by Jennifer Keene.
Why smashing the taboo around menopause makes good economic sense | CBC Radio
Mar. 8, 2023 "Corporate Canada needs better approach to menopause if it wants to keep women leaders": Today I found this article by Dr. Talia Varley on the Financial Post and Yahoo:
Academic research is conclusive: organizations with women leaders enjoy better business results. Yet decades after a paucity of women in C-suite and leadership roles caused concern and rang alarm bells, women remain dramatically under-represented at the top levels of corporate Canada.
In fact, we may be going backwards.
A recent survey shows women leaders are quitting companies at the highest rate ever.
Why? The answer is complex.
Yes, women leaders are prioritizing their families
nd their general health.
But in academic research and our own work advising Canadian corporations and C-suite leaders, we see another reason for the exodus that all too often remains cloaked in silence: menopause.
Hot flashes and night sweats are no laughing matter, especially when combined with increased
anxiety,
depression,
fatigue,
difficulty concentrating
and other symptoms.
While some women experience few or mild menopausal symptoms, others suffer severe symptoms that can significantly impact quality of life. Unfortunately, women leaders must navigate menopause in their 40s and 50s, just as they take on more responsibility and climb the corporate ladder into senior leadership and C-suite roles.
This very real challenge receives scant attention despite its potential impact. In fact, the topic is still considered taboo across much of corporate Canada.
This is disheartening for women leaders and a missed opportunity for Canadian companies.
The emerging solution is an enhanced program of corporate menopausal supports that go far beyond what is typically available today.
It includes
removing stigma,
fostering conversations,
and putting in place meaningful policies that specifically address menopause.
And it includes equipping women with better access to health-care services and supports.
I am a medical doctor who consults with Canadian companies that increasingly recognize the health challenges that their senior women leaders face, including menopause.
To help attract and retain senior women leaders, it is essential to increase awareness of menopause and the impact of menopausal symptoms in the workplace with all staff, regardless of age, gender, or title.
Merely starting a dialogue leads to important, often immediate, improvements and necessary culture change.
By removing the traditional awkwardness associated with menopause conversations, companies can create a culture where women feel comfortable disclosing their symptoms and experiences. We have heard anecdotes about menopausal leaders taking colleagues aside to simply say a cooler office was what she needed to combat hot flashes and get through the work day.
Without education, awareness and understanding, that simple, effective conversation may not take place.
Even mentioning the word “menopause” in existing health and wellness policies helps women feel supported and more open to discussion. This is especially important for female leaders, who can be perceived to be more confident and leader-like when they talk openly about menopause and their symptoms than if they try to obscure the reasons for their discomfort.
At a day-to-day level, companies can provide a comfortable work environment with access to desk fans and quiet, cool spaces, and the ability for women to move closer to a window that can be opened or closed.
Women should be offered coverage for professional medical treatment such as hormone replacement therapy and mental health supports. And companies can adjust policies to allow flexible work and sick-leave policies so women can take time off for health appointments and daily breaks to manage menopausal symptoms. Support for longer-term absences to deal with deeper menopausal issues is also important given that nearly one in four women may experience severe symptoms.
Companies that offer these benefits should discuss them with current female leaders and embrace them in conversations with female recruits for leadership and C-suite positions.
While stigma may still prevent leadership applicants from asking about menopausal supports, senior and C-suite recruits will appreciate knowing they are there.
Academic research, corporate data and our clients reveal early evidence and strong optimism that education, awareness, and targeted supports for women’s health represent a breakthrough in attaining true workplace equity.
Addressing menopause in the workplace can help in attracting, retaining, and advancing senior women executives, and closing the gap between real-world performance and historically elusive DEI targets.
We also appreciate the comments we hear from women in senior and C-suite roles about raising awareness of menopause and combating stigma in the workplace, including: “This is the first time we talked about this,” and “What took so long?”
Dr. Talia Varley holds a Master of Public Health from Harvard University and MD from McMaster University. She is the physician lead for Advisory Services at Cleveland Clinic Canada, a medical centre where physicians, wellness experts and management consultants help organizations improve employee health and manage organizational risk.
No comments:
Post a Comment