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Tips On Implementing Menopause Support Policies At Work

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The conversation around menopause and its associated challenges is undoubtedly becoming more open and frequent, with people in the public eye speaking out about their experiences and urging women and others experiencing menopause to seek support and treatment.

Slowly but surely, we are breaking down the taboo of a natural process experienced by half the adult population that in the past was, at best, quietly tolerated and hidden away. There is, however, more to do and more that employers can do to shift the dial.

The True Cost of Menopause

Every person’s experience of menopause is unique to them but commonly reported symptoms include: hot flushes, brain fog, memory problems, low self-esteem, fatigue, joint pain, depression, anxiety, heart palpitations and sleep problems.

While a quarter experience no noticeable symptoms, 75% are affected by their symptoms and 25% report severe symptoms.1 These symptoms can be debilitating and may negatively affect relationships, physical and mental health, work and career prospects.

The statistics on the impact that menopausal symptoms can have on someone’s mental well-being are especially brutal: In 2021, the Office of National Statistics found that the age-specific suicide rate among women is highest in those aged between 45 and 49, an age when perimenopause typically occurs.2

Meanwhile, the career impact is stark. According to research by the Fawcett Society,3 1 in 10 women have left a job due to their menopausal symptoms, while 14% had reduced their hours and 8% had chosen not to apply for promotion.

Why Is Menopause a Business Issue?

As the economy continues to weather the financial crisis, the government announced in its March budget ambitious plans to address worker shortages and skills gaps. This includes encouraging the over-50s to return to the workplace, as well as imposing an increase to the state pension age to 67 between 2026 and 2028, and 68 between 2044 and 2046.

There is therefore a growing drive to boost the numbers of older people in the workforce.

Combine this with the oft-cited war for talent, and it is clear that employers will need to find ways to attract and retain this precious resource and a key ingredient of this is supporting employees who are affected by menopause — a group that currently represents the fastest growing worker demographic in the United Kingdom.

Ultimately, everyone will either experience menopause themselves or will have a colleague, friend or relative who is going, or will go, through it. So, it really is an issue for everyone to learn about and engage with, particularly anyone with a management or leadership role.

Legal and Political Developments

The government has accepted that better access to treatment is necessary and announced that from April 1, hormone replacement treatment, or HRT, will be cheaper and therefore more accessible to those who are eligible.

Some commentators have said this latest move by the government is not enough, with The Guardian4 recently reporting that demand was so high that the U.K. National Health Service website used to access the HRT payment certificate crashed.

In another blow to progress, in January, the government rejected calls to make menopause a protected characteristic in its own right under the Equality Act 2010.

Campaigners argue that the current law is not fit for purpose because many women and others who are treated less favourably because of their menopausal symptoms are excluded from definitive employment law protection.

This is because the law protects only those people where their discrimination claim relates to age, sex or disability.

Many potential claimants do not meet these criteria. For example, women who encounter perimenopausal symptoms much younger than the average age may not succeed with an age discrimination claim.

Similarly, where a person’s symptoms are intermittent and therefore do not constitute a disability, they will not succeed with a disability discrimination claim.

Direct sex discrimination claims are also problematic as a female claimant would have to show that a male comparator with a similar condition would not have been treated in the same way.

While the government has made some concessions by appointing Helen Tomlinson, head of talent in the U.K. and Ireland at Adecco Group, as an independent menopause champion5 “to drive forward work with employers on menopause workplace issues and to spearhead the proposed collaborative employer led campaign,” it has stopped short of rolling out policies on menopause leave.

Despite the government watering down its potential package of support, a growing number of employers have themselves taken ownership of the issue with over 2,000 people signing up to menopause workplace pledge with well-being of women6 to take positive action to ensure that everyone who is going through menopause is supported.

Meanwhile, Boots UK Ltd. and the Timpson Group have shown their commitment by agreeing to pay for their employees’ HRT prescriptions.7

As a result, many employers are looking at how to best support affected employees as part of their wider diversity, equity, inclusion and belonging strategies.

Conversely, failing to grasp this opportunity to improve gender equality risks an organization’s ability to attract, recruit and retain a valuable group of employees — who are often at the peak of their experience and knowledge at the time they begin to face menopause-related barriers in the workplace.

Supporting and Retaining Affected Employees

According to 2021 research by the digital health and wellness platform Peppy Health Ltd.,8 although 54% of employers in the U.K. did not yet have in place any specific menopause support, 21% were planning to introduce dedicated support measures in the following 12 months.

So, although there are no imminent changes to the law on menopause discrimination, there is a definite trend toward rolling out menopause support throughout U.K. businesses.

Employers should review all their workplace policies and procedures to assess what changes may be required to ensure that menopause support is fully embedded in the organization’s work practices. Some employers have chosen to implement a dedicated menopause policy to outline the various types of support on offer and how employees can access it.

However, while such policies are fundamental, they also need to be reflected in the day-to-day culture of the organization if the aim is to create sustainable positive change.

Anecdotally, some have reported that the most difficult challenge can be discussing their menopausal symptoms with their manager, especially if their manager is male.

Therefore, opening up channels for communication with others who understand what they are going through is vital to equip women and others experiencing menopause with the confidence to approach their line manager.

Menopause cafés or support groups can provide essential peer-to-peer support, while providing access to a qualified menopause adviser can be a positive first step for employees to understand their symptoms and treatment options.

Many employers have introduced digital menopause support platforms, such as Peppy, to facilitate access to help in a confidential and convenient way.9

A growing number of employers have also introduced menopause leave, whereby their absence procedures are adjusted so that a person’s absences for menopausal symptoms will not trigger the employer’s formal absence procedure. Consequently, employees are not penalized for taking time off for menopausal symptoms.

Depending on the sector in which your organization operates, physical adjustments to the workplace such as installing desk fans or providing uniforms in breathable materials can provide welcome relief to those suffering with hot flushes.

A key element of menopause support is to educate the whole workforce on menopause and its effects, for example by way of webinars or talks with an expert and considering specific learning for those with a people management role.

The aim is to ensure everyone understands how menopause manifests itself and the reasons why support is necessary and gives employers an opportunity to address any concerns.

For example, some people may argue that menopause support is in some way unfair or discriminatory to those who will not experience menopause.

However, it is important to emphasize that, much like any other strand of diversity and inclusion, if one is not personally affected by those particular challenges or barriers, that is a privilege.

Employers can be clear across their workforce that an inclusive culture requires leaders and other employees to recognize this and each to play their part in helping to reduce those challenges so that there is as level a playing field as possible. This is key to creating truly equitable and meritocratic work environments.

Whatever menopause support your organization chooses to implement, regularly communicating the support options to employees and how they can take advantage of it is critical to ensure that employees are aware of the help available and feel confident to access it.

Conclusion

Finally, although menopause is not a protected characteristic in and of itself under discrimination legislation, it could still form the basis of employment tribunal litigation, for example, when the employer ignores or does not adequately deal with banter or jokes by its employees about menopause.

In the 2020 case of Best v. Embark on Raw Ltd.,10 an employment tribunal found that a colleague’s comments to the claimant about menopause and the continued pursuit of the topic constituted unwanted conduct, which had the effect of violating the claimant’s dignity and creating a humiliating environment for her at work. Consequently, her claim of unlawful harassment was successful.

A word of caution, therefore, that menopause support at work will only be truly effective where it is reflected in a genuinely inclusive workplace culture and in the lived experience of the people working in that environment.11

This article was first published in Law360

 

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Health Canada approves updated Moderna COVID-19 vaccine

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TORONTO – Health Canada has authorized Moderna’s updated COVID-19 vaccine that protects against currently circulating variants of the virus.

The mRNA vaccine, called Spikevax, has been reformulated to target the KP.2 subvariant of Omicron.

It will replace the previous version of the vaccine that was released a year ago, which targeted the XBB.1.5 subvariant of Omicron.

Health Canada recently asked provinces and territories to get rid of their older COVID-19 vaccines to ensure the most current vaccine will be used during this fall’s respiratory virus season.

Health Canada is also reviewing two other updated COVID-19 vaccines but has not yet authorized them.

They are Pfizer’s Comirnaty, which is also an mRNA vaccine, as well as Novavax’s protein-based vaccine.

This report by The Canadian Press was first published Sept. 17, 2024.

Canadian Press health coverage receives support through a partnership with the Canadian Medical Association. CP is solely responsible for this content.

The Canadian Press. All rights reserved.

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These people say they got listeria after drinking recalled plant-based milks

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TORONTO – Sanniah Jabeen holds a sonogram of the unborn baby she lost after contracting listeria last December. Beneath, it says “love at first sight.”

Jabeen says she believes she and her baby were poisoned by a listeria outbreak linked to some plant-based milks and wants answers. An investigation continues into the recall declared July 8 of several Silk and Great Value plant-based beverages.

“I don’t even have the words. I’m still processing that,” Jabeen says of her loss. She was 18 weeks pregnant when she went into preterm labour.

The first infection linked to the recall was traced back to August 2023. One year later on Aug. 12, 2024, the Public Health Agency of Canada said three people had died and 20 were infected.

The number of cases is likely much higher, says Lawrence Goodridge, Canada Research Chair in foodborne pathogen dynamics at the University of Guelph: “For every person known, generally speaking, there’s typically 20 to 25 or maybe 30 people that are unknown.”

The case count has remained unchanged over the last month, but the Public Health Agency of Canada says it won’t declare the outbreak over until early October because of listeria’s 70-day incubation period and the reporting delays that accompany it.

Danone Canada’s head of communications said in an email Wednesday that the company is still investigating the “root cause” of the outbreak, which has been linked to a production line at a Pickering, Ont., packaging facility.

Pregnant people, adults over 60, and those with weakened immune systems are most at risk of becoming sick with severe listeriosis. If the infection spreads to an unborn baby, Health Canada says it can cause miscarriage, stillbirth, premature birth or life-threatening illness in a newborn.

The Canadian Press spoke to 10 people, from the parents of a toddler to an 89-year-old senior, who say they became sick with listeria after drinking from cartons of plant-based milk stamped with the recalled product code. Here’s a look at some of their experiences.

Sanniah Jabeen, 32, Toronto

Jabeen says she regularly drank Silk oat and almond milk in smoothies while pregnant, and began vomiting seven times a day and shivering at night in December 2023. She had “the worst headache of (her) life” when she went to the emergency room on Dec. 15.

“I just wasn’t functioning like a normal human being,” Jabeen says.

Told she was dehydrated, Jabeen was given fluids and a blood test and sent home. Four days later, she returned to hospital.

“They told me that since you’re 18 weeks, there’s nothing you can do to save your baby,” says Jabeen, who moved to Toronto from Pakistan five years ago.

Jabeen later learned she had listeriosis and an autopsy revealed her baby was infected, too.

“It broke my heart to read that report because I was just imagining my baby drinking poisoned amniotic fluid inside of me. The womb is a place where your baby is supposed to be the safest,” Jabeen said.

Jabeen’s case is likely not included in PHAC’s count. Jabeen says she was called by Health Canada and asked what dairy and fresh produce she ate – foods more commonly associated with listeria – but not asked about plant-based beverages.

She’s pregnant again, and is due in several months. At first, she was scared to eat, not knowing what caused the infection during her last pregnancy.

“Ever since I learned about the almond, oat milk situation, I’ve been feeling a bit better knowing that it wasn’t something that I did. It was something else that caused it. It wasn’t my fault,” Jabeen said.

She’s since joined a proposed class action lawsuit launched by LPC Avocates against the manufacturers and sellers of Silk and Great Value plant-based beverages. The lawsuit has not yet been certified by a judge.

Natalie Grant and her seven year-old daughter, Bowmanville, Ont.

Natalie Grant says she was in a hospital waiting room when she saw a television news report about the recall. She wondered if the dark chocolate almond milk her daughter drank daily was contaminated.

She had brought the girl to hospital because she was vomiting every half hour, constantly on the toilet with diarrhea, and had severe pain in her abdomen.

“I’m definitely thinking that this is a pretty solid chance that she’s got listeria at this point because I knew she had all the symptoms,” Grant says of seeing the news report.

Once her daughter could hold fluids, they went home and Grant cross-checked the recalled product code – 7825 – with the one on her carton. They matched.

“I called the emerg and I said I’m pretty confident she’s been exposed,” Grant said. She was told to return to the hospital if her daughter’s symptoms worsened. An hour and a half later, her fever spiked, the vomiting returned, her face flushed and her energy plummeted.

Grant says they were sent to a hospital in Ajax, Ont. and stayed two weeks while her daughter received antibiotics four times a day until she was discharged July 23.

“Knowing that my little one was just so affected and how it affected us as a family alone, there’s a bitterness left behind,” Grant said. She’s also joined the proposed class action.

Thelma Feldman, 89, Toronto

Thelma Feldman says she regularly taught yoga to friends in her condo building before getting sickened by listeria on July 2. Now, she has a walker and her body aches. She has headaches and digestive problems.

“I’m kind of depressed,” she says.

“It’s caused me a lot of physical and emotional pain.”

Much of the early days of her illness are a blur. She knows she boarded an ambulance with profuse diarrhea on July 2 and spent five days at North York General Hospital. Afterwards, she remembers Health Canada officials entering her apartment and removing Silk almond milk from her fridge, and volunteers from a community organization giving her sponge baths.

“At my age, 89, I’m not a kid anymore and healing takes longer,” Feldman says.

“I don’t even feel like being with people. I just sit at home.”

Jasmine Jiles and three-year-old Max, Kahnawake Mohawk Territory, Que.

Jasmine Jiles says her three-year-old son Max came down with flu-like symptoms and cradled his ears in what she interpreted as a sign of pain, like the one pounding in her own head, around early July.

When Jiles heard about the recall soon after, she called Danone Canada, the plant-based milk manufacturer, to find out if their Silk coconut milk was in the contaminated batch. It was, she says.

“My son is very small, he’s very young, so I asked what we do in terms of overall monitoring and she said someone from the company would get in touch within 24 to 48 hours,” Jiles says from a First Nations reserve near Montreal.

“I never got a call back. I never got an email”

At home, her son’s fever broke after three days, but gas pains stuck with him, she says. It took a couple weeks for him to get back to normal.

“In hindsight, I should have taken him (to the hospital) but we just tried to see if we could nurse him at home because wait times are pretty extreme,” Jiles says, “and I don’t have child care at the moment.”

Joseph Desmond, 50, Sydney, N.S.

Joseph Desmond says he suffered a seizure and fell off his sofa on July 9. He went to the emergency room, where they ran an electroencephalogram (EEG) test, and then returned home. Within hours, he had a second seizure and went back to hospital.

His third seizure happened the next morning while walking to the nurse’s station.

In severe cases of listeriosis, bacteria can spread to the central nervous system and cause seizures, according to Health Canada.

“The last two months have really been a nightmare,” says Desmond, who has joined the proposed lawsuit.

When he returned home from the hospital, his daughter took a carton of Silk dark chocolate almond milk out of the fridge and asked if he had heard about the recall. By that point, Desmond says he was on his second two-litre carton after finishing the first in June.

“It was pretty scary. Terrifying. I honestly thought I was going to die.”

Cheryl McCombe, 63, Haliburton, Ont.

The morning after suffering a second episode of vomiting, feverish sweats and diarrhea in the middle of the night in early July, Cheryl McCombe scrolled through the news on her phone and came across the recall.

A few years earlier, McCombe says she started drinking plant-based milks because it seemed like a healthier choice to splash in her morning coffee. On June 30, she bought two cartons of Silk cashew almond milk.

“It was on the (recall) list. I thought, ‘Oh my God, I got listeria,’” McCombe says. She called her doctor’s office and visited an urgent care clinic hoping to get tested and confirm her suspicion, but she says, “I was basically shut down at the door.”

Public Health Ontario does not recommend listeria testing for infected individuals with mild symptoms unless they are at risk of developing severe illness, such as people who are immunocompromised, elderly, pregnant or newborn.

“No wonder they couldn’t connect the dots,” she adds, referencing that it took close to a year for public health officials to find the source of the outbreak.

“I am a woman in my 60s and sometimes these signs are of, you know, when you’re vomiting and things like that, it can be a sign in women of a bigger issue,” McCombe says. She was seeking confirmation that wasn’t the case.

Disappointed, with her stomach still feeling off, she says she decided to boost her gut health with probiotics. After a couple weeks she started to feel like herself.

But since then, McCombe says, “I’m back on Kawartha Dairy cream in my coffee.”

This report by The Canadian Press was first published Sept. 16, 2024.

Canadian Press health coverage receives support through a partnership with the Canadian Medical Association. CP is solely responsible for this content.

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B.C. mayors seek ‘immediate action’ from federal government on mental health crisis

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VANCOUVER – Mayors and other leaders from several British Columbia communities say the provincial and federal governments need to take “immediate action” to tackle mental health and public safety issues that have reached crisis levels.

Vancouver Mayor Ken Sim says it’s become “abundantly clear” that mental health and addiction issues and public safety have caused crises that are “gripping” Vancouver, and he and other politicians, First Nations leaders and law enforcement officials are pleading for federal and provincial help.

In a letter to Prime Minister Justin Trudeau and Premier David Eby, mayors say there are “three critical fronts” that require action including “mandatory care” for people with severe mental health and addiction issues.

The letter says senior governments also need to bring in “meaningful bail reform” for repeat offenders, and the federal government must improve policing at Metro Vancouver ports to stop illicit drugs from coming in and stolen vehicles from being exported.

Sim says the “current system” has failed British Columbians, and the number of people dealing with severe mental health and addiction issues due to lack of proper care has “reached a critical point.”

Vancouver Police Chief Adam Palmer says repeat violent offenders are too often released on bail due to a “revolving door of justice,” and a new approach is needed to deal with mentally ill people who “pose a serious and immediate danger to themselves and others.”

This report by The Canadian Press was first published Sept. 16, 2024

The Canadian Press. All rights reserved.

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