Menopause and the Gender Pay Gap

Equal Pay day shows us how many extra days in 2024 it takes the average Canadian woman to earn as much as men. To earn the same amount that the average Canadian man makes in 365 days, it would take:

• The average woman 472 days
• First Nations, Inuit, and Black people 518 days
• Women with disabilities 522 days
• Women of Arab ancestry 537 days

Over time, these pay gaps significantly impact a woman's total earnings, and result in a loss of over a million dollars throughout her career. (Source)

And there is more that is not being talked about. I want to bring your attention to a critical and often overlooked issue that is not only affecting equal pay for women and our economy—the menopause gap.

Menopause-related issues cost the Canadian economy an estimated $3.5 billion annually. Moreover, women in their prime earning years are leaving a potential $2.3 billion on the table because of unmanaged menopausal symptoms, impacting their career progression and financial health.

The gender pay gap isn't just a number; it's a reflection of the deep-seated inequities that women face at work, particularly as they age. This is not merely a women's health issue; it is a critical workplace equity issue.

Here’s the reality we’re facing:

• Every year, 5,400 workdays vanish due to unaddressed menopause symptoms.
• Women’s prime earning potential is curtailed, with $2.3 billion in earnings lost.
• 10% of women will stop working due to unmanaged symptoms of menopause.
• 70% of women would not have the conversation with HR or their Manager due to fear and stigma.

Remarkable things happen when women at this crucial stage of life are supported: Women don't just succeed—they lead, innovate, and drive our organizations to new heights. Their vast experience is irreplaceable, their mentorship invaluable, and their contribution to our culture indispensable.

So, what can we do? It's time to:

• Understand the pervasive impact menopause has in the workplace.
• Support policies that not only retain but empower our female workforce.
• Invest in health and wellness initiatives that make financial sense.

Education is our starting point. We need to arm ourselves with knowledge to make informed decisions that lead to positive change.

In the spirit of learning and leading, I'm sharing some essential resources with you below. These include comprehensive reports and inclusive strategies that can help transform our workplaces into environments where every woman can thrive, not in spite of menopause but alongside it.

Together, we unleash forward.

Salima

Resources

Menopause Report

The Menopause Report provides insights and guidelines aimed at supporting women experiencing menopause in the workplace. It highlights the importance of understanding, accommodating, and discussing menopause openly within professional environments to foster a supportive work culture.

Menopause Inclusive Playbook

This playbook offers a simply five-point action plan for creating a menopause-inclusive environment in your workplace. It helps you lead the way and will inspire and energize you to tap into the power of women in the prime of their working lives.

Looking to Inspire Inclusion in your workplace? Check out my available keynotes for your next event.