L’Oréal Canada Inc. is creating a more menopause-inclusive workplace by hosting discussions on the topic, providing sufficient benefits coverage and having a dedicated employee resource group.
Women represent more than 60 per cent of the workforce at L’Oréal Canada and 31 per cent are aged 40 or older, so it’s important for the company to support women through this important phase of their health journey, says Marie-Evelyne Francois, chief diversity, equity and inclusion officer for L’Oréal Canada.
“Ageing generations is one of our four DEI pillars, so we want to ensure every employee has their place in the company, regardless of their age or experience. Knowing the impact of women’s health cycles, especially menopause, we believe it’s essential to [openly discuss] the topic and to roll out best practices and partnerships.”
Read: Dalhousie University providing menopause-inclusive workplace through support group, manager training
These efforts are led by an employee resource group and supported by a share-and-care program that includes telemedicine support, access to mental-health resources covered at 100 per cent, medication for hormonal therapy and biomedical care.
In order to raise awareness on menopause, not only for women but for all employees, the cosmetics company organized several conferences with experts to help clarify details of menopause and debunk myths, adds Francois.
At the beginning of the year, L’Oréal also held a focus group to better understand the specific needs of its female employees to ensure any measures put in place would answer their specific needs. “We found out that three key priorities were the need for awareness, the need for education and the need for representation. All of this confirmed the importance of launching our Menopause in the Workplace program, in partnership with our share-and-care through human resources and the Menopause Foundation of Canada.”
According to the Menopause Foundation of Canada, menopause costs Canadian employers 540,000 days in lost productivity and it’s costing women $3.3 billion in lost income. A third (32 per cent) of working women say their menopause symptoms negatively impacted their job performance, and women too often struggle in silence for fear of being seen as weak, old or ‘past their prime’, notes Trish Barbato, co-founder and director of the foundation.
Both Barbato and Francois agree absenteeism and mental-health issues are some of the biggest workplace impacts for employees experiencing menopausal symptoms. “[It can also impact] your sense of belonging because you’re not able to bring your authentic self to work,” adds Francois. “Women need a psychologically safe space to meet with colleagues and managers.”
Barbato says employers can be more menopause-inclusive by fostering open dialogue, ensuring understanding of available supports, reviewing existing policies and training and ensuring they offer inclusive benefits coverage.