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
Skinstitut Holiday Gift Kits take the stress out of gifting
Toronto, October 31, 2024 – Beauty gifts are at the top of holiday wish lists this year, and Laser Clinics Canada, a leader in advanced beauty treatments and skincare, is taking the pressure out of seasonal shopping. Today, Laser Clincs Canada announces the arrival of its 2024 Holiday Gift Kits, courtesy of Skinstitut, the exclusive skincare line of Laser Clinics Group.
In time for the busy shopping season, the limited-edition Holiday Gifts Kits are available in Laser Clinics locations in the GTA and Ottawa. Clinics are conveniently located in popular shopping centers, including Hillcrest Mall, Square One, CF Sherway Gardens, Scarborough Town Centre, Rideau Centre, Union Station and CF Markville. These limited-edition Kits are available on a first come, first served basis.
“These kits combine our best-selling products, bundled to address the most relevant skin concerns we’re seeing among our clients,” says Christina Ho, Senior Brand & LAM Manager at Laser Clinics Canada. “With several price points available, the kits offer excellent value and suit a variety of gift-giving needs, from those new to cosmeceuticals to those looking to level up their skincare routine. What’s more, these kits are priced with a savings of up to 33 per cent so gift givers can save during the holiday season.
There are two kits to select from, each designed to address key skin concerns and each with a unique theme — Brightening Basics and Hydration Heroes.
Brightening Basics is a mix of everyday essentials for glowing skin for all skin types. The bundle comes in a sleek pink, reusable case and includes three full-sized products: 200ml gentle cleanser, 50ml Moisture Defence (normal skin) and 30ml1% Hyaluronic Complex Serum. The Brightening Basics kit is available at $129, a saving of 33 per cent.
Hydration Heroes is a mix of hydration essentials and active heroes that cater to a wide variety of clients. A perfect stocking stuffer, this bundle includes four deluxe products: Moisture 15 15 ml Defence for normal skin, 10 ml 1% Hyaluronic Complex Serum, 10 ml Retinol Serum and 50 ml Expert Squalane Cleansing Oil. The kit retails at $59.
In addition to the 2024 Holiday Gifts Kits, gift givers can easily add a Laser Clinic Canada gift card to the mix. Offering flexibility, recipients can choose from a wide range of treatments offered by Laser Clinics Canada, or they can expand their collection of exclusive Skinstitut products.
Brightening Basics 2024 Holiday Gift Kit by Skinstitut, available exclusively at Laser Clincs Canada clinics and online at skinstitut.ca.
Hydration Heroes 2024 Holiday Gift Kit by Skinstitut – available exclusively at Laser Clincs Canada clinics and online at skinstitut.ca.
LONDON (AP) — Most people have accumulated a pile of data — selfies, emails, videos and more — on their social media and digital accounts over their lifetimes. What happens to it when we die?
It’s wise to draft a will spelling out who inherits your physical assets after you’re gone, but don’t forget to take care of your digital estate too. Friends and family might treasure files and posts you’ve left behind, but they could get lost in digital purgatory after you pass away unless you take some simple steps.
Here’s how you can prepare your digital life for your survivors:
Apple
The iPhone maker lets you nominate a “ legacy contact ” who can access your Apple account’s data after you die. The company says it’s a secure way to give trusted people access to photos, files and messages. To set it up you’ll need an Apple device with a fairly recent operating system — iPhones and iPads need iOS or iPadOS 15.2 and MacBooks needs macOS Monterey 12.1.
For iPhones, go to settings, tap Sign-in & Security and then Legacy Contact. You can name one or more people, and they don’t need an Apple ID or device.
You’ll have to share an access key with your contact. It can be a digital version sent electronically, or you can print a copy or save it as a screenshot or PDF.
Take note that there are some types of files you won’t be able to pass on — including digital rights-protected music, movies and passwords stored in Apple’s password manager. Legacy contacts can only access a deceased user’s account for three years before Apple deletes the account.
Google
Google takes a different approach with its Inactive Account Manager, which allows you to share your data with someone if it notices that you’ve stopped using your account.
When setting it up, you need to decide how long Google should wait — from three to 18 months — before considering your account inactive. Once that time is up, Google can notify up to 10 people.
You can write a message informing them you’ve stopped using the account, and, optionally, include a link to download your data. You can choose what types of data they can access — including emails, photos, calendar entries and YouTube videos.
There’s also an option to automatically delete your account after three months of inactivity, so your contacts will have to download any data before that deadline.
Facebook and Instagram
Some social media platforms can preserve accounts for people who have died so that friends and family can honor their memories.
When users of Facebook or Instagram die, parent company Meta says it can memorialize the account if it gets a “valid request” from a friend or family member. Requests can be submitted through an online form.
The social media company strongly recommends Facebook users add a legacy contact to look after their memorial accounts. Legacy contacts can do things like respond to new friend requests and update pinned posts, but they can’t read private messages or remove or alter previous posts. You can only choose one person, who also has to have a Facebook account.
You can also ask Facebook or Instagram to delete a deceased user’s account if you’re a close family member or an executor. You’ll need to send in documents like a death certificate.
TikTok
The video-sharing platform says that if a user has died, people can submit a request to memorialize the account through the settings menu. Go to the Report a Problem section, then Account and profile, then Manage account, where you can report a deceased user.
Once an account has been memorialized, it will be labeled “Remembering.” No one will be able to log into the account, which prevents anyone from editing the profile or using the account to post new content or send messages.
X
It’s not possible to nominate a legacy contact on Elon Musk’s social media site. But family members or an authorized person can submit a request to deactivate a deceased user’s account.
Passwords
Besides the major online services, you’ll probably have dozens if not hundreds of other digital accounts that your survivors might need to access. You could just write all your login credentials down in a notebook and put it somewhere safe. But making a physical copy presents its own vulnerabilities. What if you lose track of it? What if someone finds it?
Instead, consider a password manager that has an emergency access feature. Password managers are digital vaults that you can use to store all your credentials. Some, like Keeper,Bitwarden and NordPass, allow users to nominate one or more trusted contacts who can access their keys in case of an emergency such as a death.
But there are a few catches: Those contacts also need to use the same password manager and you might have to pay for the service.
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Is there a tech challenge you need help figuring out? Write to us at onetechtip@ap.org with your questions.
The Canadian Paediatric Society says doctors should regularly screen children for reading difficulties and dyslexia, calling low literacy a “serious public health concern” that can increase the risk of other problems including anxiety, low self-esteem and behavioural issues, with lifelong consequences.
New guidance issued Wednesday says family doctors, nurses, pediatricians and other medical professionals who care for school-aged kids are in a unique position to help struggling readers access educational and specialty supports, noting that identifying problems early couldhelp kids sooner — when it’s more effective — as well as reveal other possible learning or developmental issues.
The 10 recommendations include regular screening for kids aged four to seven, especially if they belong to groups at higher risk of low literacy, including newcomers to Canada, racialized Canadians and Indigenous Peoples. The society says this can be done in a two-to-three-minute office-based assessment.
Other tips encourage doctors to look for conditions often seen among poor readers such as attention-deficit hyperactivity disorder; to advocate for early literacy training for pediatric and family medicine residents; to liaise with schools on behalf of families seeking help; and to push provincial and territorial education ministries to integrate evidence-based phonics instruction into curriculums, starting in kindergarten.
Dr. Scott McLeod, one of the authors and chair of the society’s mental health and developmental disabilities committee, said a key goal is to catch kids who may be falling through the cracks and to better connect families to resources, including quicker targeted help from schools.
“Collaboration in this area is so key because we need to move away from the silos of: everything educational must exist within the educational portfolio,” McLeod said in an interview from Calgary, where he is a developmental pediatrician at Alberta Children’s Hospital.
“Reading, yes, it’s education, but it’s also health because we know that literacy impacts health. So I think that a statement like this opens the window to say: Yes, parents can come to their health-care provider to get advice, get recommendations, hopefully start a collaboration with school teachers.”
McLeod noted that pediatricians already look for signs of low literacy in young children by way of a commonly used tool known as the Rourke Baby Record, which offers a checklist of key topics, such as nutrition and developmental benchmarks, to cover in a well-child appointment.
But he said questions about reading could be “a standing item” in checkups and he hoped the society’s statement to medical professionals who care for children “enhances their confidence in being a strong advocate for the child” while spurring partnerships with others involved in a child’s life such as teachers and psychologists.
The guidance said pediatricians also play a key role in detecting and monitoring conditions that often coexist with difficulty reading such as attention-deficit hyperactivity disorder, but McLeod noted that getting such specific diagnoses typically involves a referral to a specialist, during which time a child continues to struggle.
He also acknowledged that some schools can be slow to act without a specific diagnosis from a specialist, and even then a child may end up on a wait list for school interventions.
“Evidence-based reading instruction shouldn’t have to wait for some of that access to specialized assessments to occur,” he said.
“My hope is that (by) having an existing statement or document written by the Canadian Paediatric Society … we’re able to skip a few steps or have some of the early interventions present,” he said.
McLeod added that obtaining specific assessments from medical specialists is “definitely beneficial and advantageous” to know where a child is at, “but having that sort of clear, thorough assessment shouldn’t be a barrier to intervention starting.”
McLeod said the society was partly spurred to act by 2022’s “Right to Read Inquiry Report” from the Ontario Human Rights Commission, which made 157 recommendations to address inequities related to reading instruction in that province.
He called the new guidelines “a big reminder” to pediatric providers, family doctors, school teachers and psychologists of the importance of literacy.
“Early identification of reading difficulty can truly change the trajectory of a child’s life.”
This report by The Canadian Press was first published Oct. 23, 2024.
