# Menopause Inclusivity: Key to Transforming Workplace Culture
## Why Menopause Inclusivity Matters in Today’s Workplace
The pandemic highlighted major gaps in **employee wellbeing** programs across organizations worldwide. As companies scrambled to address physical, mental, and financial health concerns, Sun Life Financial identified a critical area often overlooked: **menopause inclusivity**.
Helena Pagano, Chief People and Culture Officer at Sun Life, recognized that supporting employees through menopause could positively impact multiple dimensions of health. This insight led to Sun Life’s comprehensive approach to menopause support, which earned Pagano recognition at the prestigious Catalyst Awards in New York during Women’s History Month.
The company’s initiatives included:
– Partnering with the Menopause Foundation of Canada
– Publishing employer resource guides and research reports
– Adding menopause benefits through provider Progyny
This focus on menopause is gaining momentum among employers. Family-building company WIN reported a 185% increase in clients seeking menopause benefits in 2024 alone.
## The Business Case for Addressing Menopause
Pagano describes the current situation as “tragic” – generations of talented women have left the workforce due to menopause symptoms. This represents a significant loss of experience and leadership potential that organizations cannot afford.
“Culture matters so much now, with uncertainty and turmoil all around the world,” Pagano explains. “The environment you set, along with your principles and values, will help you navigate these uncertain times.”
With 42,000 employees, Sun Life has positioned menopause inclusivity as a core element of its culture transformation strategy. The company views this as directly aligned with its purpose of promoting healthier lives.
## Simple Steps to Create a Menopause-Inclusive Workplace
According to Pagano, building menopause inclusivity doesn’t require complex solutions. The most impactful approaches include:
### 1. Opening Conversations
The first step is breaking the silence. Leaders who speak openly about menopause create permission for others to do the same. This can start with:
– Leadership discussions about women’s health
– Employee resource groups activating dialogue
– Information sessions and town halls with health practitioners
### 2. Providing Resources and Information
Many employees lack access to quality information about menopause. Organizations can help by:
– Sharing resources from organizations like the Menopause Foundation of Canada
– Connecting employees with the North American Menopause Society
– Offering specialized support beyond what typical healthcare providers offer
### 3. Embracing Flexible Work Arrangements
Hybrid work has proven particularly beneficial for menopausal employees:
“If you have a day where you’re not feeling well or didn’t sleep well or have particularly onerous hot flashes, having a hybrid work arrangement and flexibility can enable you to work and still remain productive,” says Pagano.
## The Widespread Impact of Menopause Education
One surprising benefit of Sun Life’s initiative was how it resonated across demographic groups. Pagano shares that after implementing education programs:
– Younger women gained awareness about future health changes
– Men initiated conversations with partners and family members
– Couples engaged with the resources together
“You think it’s a particular segment—women of a certain age and stage—[affected by menopause inclusivity efforts] but I found it appealed to a whole range of needs,” Pagano notes.
## Overcoming Hesitation About Addressing Menopause
When asked about potential pitfalls for HR leaders looking to implement similar programs, Pagano emphasized that the biggest obstacle is simply fear of starting the conversation.
“When I first started this, a woman said to me, ‘Thank you for having the courage to speak up about this topic. Women who didn’t know they could talk about this issue can be themselves,'” Pagano recalls.
The reality is that discussing menopause openly has created only positive outcomes for Sun Life, generating goodwill and momentum throughout the organization.
## Creating Sustainable Change Through Menopause Support
For organizations wondering how to innovate in this space, Pagano offers reassurance that the approach needn’t be complicated:
“It’s about starting the conversation, making it OK to talk about, making the resources available, creating a safe space.”
She emphasizes that managers and leaders don’t need to solve medical issues. Rather, their role is to:
– Create supportive environments
– Be available to support affected employees
– Allow the “magic” of cultural transformation to happen naturally
## The Business Impact of Menopause Inclusivity
The recognition Pagano received through the Catalyst Award highlights the business significance of addressing menopause in the workplace.
“I saw people who stepped away from their careers—who broke the glass ceiling but then left at just 53 or 54,” Pagano shares. By creating open conversations about menopause, organizations enable women to:
– Achieve their full potential
– Feel their best physically and mentally
– Continue advancing in their careers during their 50s and beyond
## Key Takeaways for HR and Recruitment Leaders
1. **Menopause inclusivity represents a significant retention opportunity** for organizations looking to keep experienced women in leadership roles.
2. **Simple interventions like open conversations and resource sharing** can have profound effects on employee wellbeing and productivity.
3. **Flexible work arrangements** particularly benefit employees experiencing menopause symptoms.
4. **Education benefits extend beyond the directly affected demographic**, improving health awareness across the organization.
5. **Creating a menopause-inclusive workplace** contributes to broader cultural transformation goals around inclusivity and wellbeing.
By addressing what has historically been a significant health gap, organizations like Sun Life are not only supporting their current employees but also positioning themselves as employers of choice for the future.
# Menopause Inclusivity: Key to Transforming Workplace Culture
## Why Menopause Inclusivity Matters in Today’s Workplace
The pandemic highlighted major gaps in **employee wellbeing** programs across organizations worldwide. As companies scrambled to address physical, mental, and financial health concerns, Sun Life Financial identified a critical area often overlooked: **menopause inclusivity**.
Helena Pagano, Chief People and Culture Officer at Sun Life, recognized that supporting employees through menopause could positively impact multiple dimensions of health. This insight led to Sun Life’s comprehensive approach to menopause support, which earned Pagano recognition at the prestigious Catalyst Awards in New York during Women’s History Month.
The company’s initiatives included:
– Partnering with the Menopause Foundation of Canada
– Publishing employer resource guides and research reports
– Adding menopause benefits through provider Progyny
This focus on menopause is gaining momentum among employers. Family-building company WIN reported a 185% increase in clients seeking menopause benefits in 2024 alone.
## The Business Case for Addressing Menopause
Pagano describes the current situation as “tragic” – generations of talented women have left the workforce due to menopause symptoms. This represents a significant loss of experience and leadership potential that organizations cannot afford.
“Culture matters so much now, with uncertainty and turmoil all around the world,” Pagano explains. “The environment you set, along with your principles and values, will help you navigate these uncertain times.”
With 42,000 employees, Sun Life has positioned menopause inclusivity as a core element of its culture transformation strategy. The company views this as directly aligned with its purpose of promoting healthier lives.
## Simple Steps to Create a Menopause-Inclusive Workplace
According to Pagano, building menopause inclusivity doesn’t require complex solutions. The most impactful approaches include:
### 1. Opening Conversations
The first step is breaking the silence. Leaders who speak openly about menopause create permission for others to do the same. This can start with:
– Leadership discussions about women’s health
– Employee resource groups activating dialogue
– Information sessions and town halls with health practitioners
### 2. Providing Resources and Information
Many employees lack access to quality information about menopause. Organizations can help by:
– Sharing resources from organizations like the Menopause Foundation of Canada
– Connecting employees with the North American Menopause Society
– Offering specialized support beyond what typical healthcare providers offer
### 3. Embracing Flexible Work Arrangements
Hybrid work has proven particularly beneficial for menopausal employees:
“If you have a day where you’re not feeling well or didn’t sleep well or have particularly onerous hot flashes, having a hybrid work arrangement and flexibility can enable you to work and still remain productive,” says Pagano.
## The Widespread Impact of Menopause Education
One surprising benefit of Sun Life’s initiative was how it resonated across demographic groups. Pagano shares that after implementing education programs:
– Younger women gained awareness about future health changes
– Men initiated conversations with partners and family members
– Couples engaged with the resources together
“You think it’s a particular segment—women of a certain age and stage—[affected by menopause inclusivity efforts] but I found it appealed to a whole range of needs,” Pagano notes.
## Overcoming Hesitation About Addressing Menopause
When asked about potential pitfalls for HR leaders looking to implement similar programs, Pagano emphasized that the biggest obstacle is simply fear of starting the conversation.
“When I first started this, a woman said to me, ‘Thank you for having the courage to speak up about this topic. Women who didn’t know they could talk about this issue can be themselves,'” Pagano recalls.
The reality is that discussing menopause openly has created only positive outcomes for Sun Life, generating goodwill and momentum throughout the organization.
## Creating Sustainable Change Through Menopause Support
For organizations wondering how to innovate in this space, Pagano offers reassurance that the approach needn’t be complicated:
“It’s about starting the conversation, making it OK to talk about, making the resources available, creating a safe space.”
She emphasizes that managers and leaders don’t need to solve medical issues. Rather, their role is to:
– Create supportive environments
– Be available to support affected employees
– Allow the “magic” of cultural transformation to happen naturally
## The Business Impact of Menopause Inclusivity
The recognition Pagano received through the Catalyst Award highlights the business significance of addressing menopause in the workplace.
“I saw people who stepped away from their careers—who broke the glass ceiling but then left at just 53 or 54,” Pagano shares. By creating open conversations about menopause, organizations enable women to:
– Achieve their full potential
– Feel their best physically and mentally
– Continue advancing in their careers during their 50s and beyond
## Key Takeaways for HR and Recruitment Leaders
1. **Menopause inclusivity represents a significant retention opportunity** for organizations looking to keep experienced women in leadership roles.
2. **Simple interventions like open conversations and resource sharing** can have profound effects on employee wellbeing and productivity.
3. **Flexible work arrangements** particularly benefit employees experiencing menopause symptoms.
4. **Education benefits extend beyond the directly affected demographic**, improving health awareness across the organization.
5. **Creating a menopause-inclusive workplace** contributes to broader cultural transformation goals around inclusivity and wellbeing.
By addressing what has historically been a significant health gap, organizations like Sun Life are not only supporting their current employees but also positioning themselves as employers of choice for the future.