Navigating Menopause in the Workplace: Breaking the Stigma and Building Inclusivity
Menopause is a natural phase in a woman’s life, yet it often remains shrouded in societal stigma, particularly in professional environments. For women in their late 40s or 50s, this reality becomes even more pronounced as they navigate the complexities of their careers while experiencing significant hormonal and physical changes. The reality is stark: many women feel compelled to hide their discomfort in meetings when they should be focusing on delivering critical information. This article explores the journey of those affected by menopause, highlighting the importance of creating supportive workplace environments where symptoms can be discussed and managed without shame or embarrassment.
A Familiar Struggle
Anna Iacobelli, Senior Vice President of the Metro West Region at TD Bank Group, is one professional who can attest to the challenges faced during this transitional period. “I’d be in meetings, and I would get really hot,” she recounts, recalling her experiences following the onset of menopause around the age of 50. Her discomfort was not just a personal ordeal; it became a focal point of distraction, as she found herself obsessing over her attire to manage the unpredictable symptoms of menopause.
Menopause—the cessation of menstrual cycles—brings with it numerous symptoms that can usher in a wave of anxiety and discomfort. The months or years leading up to menopause, known as perimenopause, can include hot flashes, weight gain, brain fog, sleep disturbances, and mood changes among others. Surprisingly, a 2023 report by the Menopause Foundation of Canada revealed that one-third of women surveyed stated their symptoms adversely impacted their work performance. Even more concerning was the finding that 67% felt uncomfortable discussing their experiences with supervisors, which highlights the stigma surrounding this natural biological process.
Building a Menopause-Inclusive Workplace
Recognizing the implications of menopause on workplace dynamics, TD Bank is stepping forward in cultivating an inclusive atmosphere. Iacobelli and other leaders at TD are keenly aware of the lack of awareness surrounding menopause and the importance of destigmatizing the conversation.
Daniela De Cotis, Vice President of Human Resources at TD, is leading initiatives aimed at fostering inclusivity for women experiencing menopause. The creation of a Women’s Health Hub represents a significant leap forward, designed to provide resources and raise awareness about women’s specific health needs. Within the Hub, women can find information related to perimenopause and menopause, allowing them to prioritize their health without stigma or secrecy. By clearly labeling resources according to different life stages, TD aims to support not only those currently experiencing menopause but also educate younger employees about what to expect in the future.
Normalizing the Conversation
The importance of normalizing conversations around menopause cannot be overstated. For Iacobelli, talking openly about her experiences has empowered her and helped combat any stigma surrounding menopause. "You don’t want people wondering: Is she going to be able to lead a team of 4,000 and drive results in her region?” she articulated, reinforcing the need for open dialogue to foster understanding and support at work.
Menopause, a prolonged experience that varies greatly among individuals, poses unique challenges for each woman. Some may navigate the changes with relative ease, while others grapple with debilitating symptoms. Tyrrell Schmidt, Global Chief Marketing Officer at TD, expressed that her personal experience was marked by severe sleep disturbances, underscoring the importance of shared storytelling in the workplace.
Practical Solutions for a Supportive Environment
To address the discomfort of women experiencing menopause at work, companies should consider implementing small yet impactful changes. Facilitating a more accommodating work environment could involve providing access to water during meetings or offering flexible dress codes. These simple solutions can ease the stress associated with menopause symptoms and help women feel more comfortable and supported.
Montresa McMillan, Senior Vice President of Enterprise Digital Strategy at TD, advocates for early discussions about menopause. “Had I known how varied the effects are, I may have not mistaken my symptoms for something completely different,” she reflected. Psychological safety is essential for employees to feel confident discussing their needs or concerns without fear of negative repercussions.
Creating such an environment, however, requires a shift in workplace culture. De Cotis emphasizes the importance of storytelling: “It’s about safety and feeling that there are no repercussions to sharing your experiences.” When leaders share their personal narratives, it inspires solidarity and support amongst employees.
Raising Awareness, Reducing Stigma
TD’s initiatives have extended to hosting discussion forums aimed at normalizing conversations about not just menopause but also menstruation and reproductive health. The overarching goal is to empower colleagues to seek help and support from their leaders when managing symptoms while promoting an inclusive work culture.
Women have voiced a need for minor accommodations—flexibility in scheduling, comfortable meeting environments, and simple access to menstrual products are just a few examples. Such provisions can help challenge the outdated notions that limit women’s capabilities during and after menopause.
McMillan’s own experience refutes the myth that menopause signifies the end of professional growth. “You can emerge healthy and empowered with a freedom you haven’t had for many years and clarity of thought like never before,” she asserts. By reframing the narrative around menopause, workplaces can begin to change how women perceive this phase of their lives, viewing it as an opportunity for personal and professional growth.
Conclusion
Menopause is a natural and inevitable stage of life for many women; however, the stigma surrounding it can impede productivity, self-confidence, and overall well-being in the workplace. By fostering open and supportive environments, companies like TD Bank are leading the charge towards inclusivity, normalizing discussion around menopause, and ensuring that women feel supported in navigating both their professional and personal journeys.
Through increased awareness, support resources, and flexible policies, organizations can empower women to bring their whole selves to work—stimulating not only personal growth but also fostering team cohesion and enhancing workplace culture. It’s time to break the silence surrounding menopause and create work environments that are inclusive, understanding, and ultimately better for everyone involved.
