Menopause and perimenopause are natural biological processes marking the end of menstruation. This phase of life typically begins in most cisgender women at some point in their 40s or early 50s and lasts several years. While it is a normal physiological phenomenon, its impact on women’s health and well-being is often dealt with silence, particularly in the workplace.
USJE National Vice President, Lynette Robinson, who serves as the Employee Co-chair for the RCMP National Health and Safety Policy Committee, raised the importance of education on menopause in the workplace at the May 21st meeting. With unanimous agreement from the Committee, a formal recommendation was made to the Chief Human Resource Officer to include education on menopause within the RCMP.
Menopause and perimenopause can bring about a range of cognitive, physical and psychological symptoms. While hot flashes are often the most frequently cited, menopause symptoms can also include fluctuations in mood, fatigue and occasional memory lapses. For others, symptoms can become more severe and include sustained sleep interruptions, insomnia and/or depression. Raising awareness about menopause and its symptoms can help employers and employees create a supportive workplace environment where women can feel better understood without needing to justify or apologize for this phase of life, particularly if they are seeking an accommodation.
When organizations foster an environment of learning and open dialogue about the lived realities of their employees, it can contribute to a culture of empathy and understanding among colleagues and managers, promoting inclusivity and respect in the workplace.
Jasmin Breton, Chief Human Resources Officer, provided the following message in the official response to the RCMP Health and Safety Committee’s recommendation on July 11th.
“I believe it is important that we work together to raise awareness of the challenges associated with menopause and their potential impact on women in the workforce in order to better support employees and their family members with compassion and respect. As a result, Divisions have committed to educating employees and managers about the cognitive, physical and psychological symptoms that individuals may experience through information sessions.”
Workplace education about menopause and perimenopause aligns with the RCMP’s broader nation-wide initiative of promoting health and wellness more generally. It encourages employers to consider the specific needs of women, including the adoption and implementation of policies related to health, flexible working arrangements, and wellness programs.
Providing education about menopause in the workplace is not just about addressing physical symptoms; it is about fostering a culture of inclusivity, respect, and support for women experiencing a natural phase of life. By embracing opportunities to raise awareness and heighten understandings, organizations can empower their employees, enhance productivity, and create a more equitable and understanding work environment for all.
RCMP CHRO Mr. Breton concluded by adding the following:
“The RCMP is committed to improving the organizational culture, including reducing the stigma surrounding discussions associated with menopause, while supporting and strengthening the well-being of its workforce.”