From early career to pre-retirement, women often face an invisible health burden
No one wants to deal with health issues on the job, but for many women, pain and discomfort are all in a day’s work.
From menstruation to menopause, women experience unique health challenges at all stages of their lives, often linked to their reproductive system. And studies, such as the Global Burden of Disease Study published in 2021 from the Institute of Metrics and Evaluation, show that they can be disproportionately affected by other ailments too.
But while the day-to-day impact of these health challenges can be profound – physically, psychologically and emotionally – they are often invisible to managers and colleagues, says Charmaine Alexander, plan sponsor service advisor, disability management and prevention at Desjardins Insurance.
“These conditions are not visible to the human eye, and a lot of women may not verbalize that they are experiencing a health event,” says Ms. Alexander. “A lot of times, even when women report symptoms, they can be treated differently in the medical system.”
When barriers like these are compounded by stigma and fear of being seen as “less than,” says Ms. Alexander, women often suffer in silence, affecting their ability to thrive throughout their professional lives.
A need for understanding at all stages of life
Mélissa Tanguay, product director at Desjardins Insurance, points out that women’s professional success, from early career development to retirement, can be closely linked with the health impacts they experience throughout their life path. And that starts as soon as they enter the workforce.
“Young adults can [have] painful periods, irregular cycles and PMS, [which] can lead to absenteeism or decreased productivity,” says Ms. Tanguay.
Women of childbearing age may face fertility issues when trying to conceive, which can have an impact on their physical, mental and financial health if medical assistance is required to get pregnant. “Then [there are things like] potential complications during pregnancy and postpartum recovery,” adds Ms. Tanguay.
Ms. Alexander points to endometriosis, a painful condition in which cells similar to those in the lining of the uterus grow outside the uterus and that can develop at any time in a woman’s life.
“Endometriosis is often called the invisible disease because women typically do not know that they have this disease until many years after it starts,” she says. “Very often it is diagnosed when women try to procreate unsuccessfully.” The condition causes intense pain, heavy bleeding, infertility, fatigue and more, and it can take between four and 11 years for women to receive a correct diagnosis. This frustrating diagnosis gap means women can suffer for years without proper treatment, exacting a toll on their physical and mental health.
As women approach and enter their 50s, they may experience the symptoms of perimenopause (the years leading up to menopause) and menopause (the point at which one has not had a period for 12 months). “During the transition, symptoms like hot flashes, mood changes and sleep disorders can affect concentration and workplace interactions,” says Ms. Tanguay.
Due to stigma around menopause, women may hide the fact that they are entering that stage of life from their employer, notes Ms. Alexander. A 2022 report from the Menopause Foundation of Canada entitled “The Silence and the Stigma: Menopause in Canada” found that 54 per cent of women consider menopause a taboo subject; 74 per cent of menopausal working women said they felt their employer is not supportive in helping them cope with their symptoms or do not know if they have support.
When women do not receive proper menopause support, it can result in employers losing talent: The report referenced above also estimates that one in 10 women will leave the workforce due to menopause.
Disproportionate impacts on women’s ability to work
While many health conditions are linked to women’s physiology, it’s important to know that women are also affected differently or disproportionately by issues that aren’t gender-specific, says Ms. Alexander. For example, migraines are three times more common in women than men, affecting 20 per cent of women over a lifetime. These severe headaches, which can be triggered by hormonal fluctuations, can also cause nausea, dizziness and vomiting.
It’s a health condition that can be profoundly debilitating: A Migraine Canada report entitled “Burden of Migraine: The Impact of an Invisible Disease” reported results from a 2021 survey showing that migraine affects the number of days that people miss work. The survey found that 16 per cent of people with migraine reported being on short- or long-term disability leave.
As well, in women’s post-menopausal years, “there is an increasing prevalence of chronic conditions such as cardiovascular diseases, osteoporosis and arthritis that can impact work capacity, mobility and overall health,” says Ms. Tanguay.
Health conditions like those mentioned above have a direct impact on a person’s ability to work, either fully or partially, she says. This can mean absenteeism and presenteeism, but also an overall unease that can interfere with their quality of life at work and at home.
Ms. Tanguay says it’s also important to consider how overlapping levels of discrimination and disadvantage, such as race, ethnicity, socioeconomic status, disability, age and sexual orientation can exacerbate women’s health burden. For example, a 2023 study entitled “Disparities in primary and emergency health care among ‘off-reserve’ Indigenous females compared with non-Indigenous females aged 15–55 years in Canada” published in the Canadian Medical Association Journal found that Indigenous women have less access to a regular health care provider, wait longer for appointments and have more unmet needs than their non-Indigenous counterparts in Canada.
How caring employers can make a difference
The good news is that a vast majority of the health issues that women face can be addressed, both in prevention and treatment, says Ms. Tanguay. And while the solution to these problems does not lie on the shoulders of employers, they can be part of the solution, providing women with resources and an environment that will help them access the care they need.
“Employers that prioritize health awareness proactively, and support preventive measures, may contribute to better health outcomes and reduce absenteeism,” Ms. Tanguay says. “Early detection and management of conditions like these can reduce healthcare costs in the long term, and most importantly, recognition of the unique challenges women face throughout their life can go a long way.”
Education, openness and benefits packages can also reduce presenteeism, she adds, which is when people show up to work when they are sick, resulting in reduced productivity. Simply put; by managing symptoms so women experience less pain, they will feel more able to work.
“Addressing these issues influences job satisfaction, productivity, but also self-esteem, relationships – your whole wellbeing,” says Ms. Tanguay.
But first, we need to start talking about it in our workplaces, then take action to ensure women feel supported in their health-care needs, no matter the stage of life they are in.
“By normalizing discussions around women’s health and creating a supportive environment, we can better accommodate the diverse needs of women and all employees,” Ms. Tanguay says. “Employers should ask themselves what policies or benefits they can put in place to support women’s health.”
Read more about how Canadian employers can create workplaces that are inclusive and understanding of women’s health issues.
Explore more on workplace inclusion
Looking for ideas and insights on fostering DEI in your organization? Visit our dedicated hub, Making a case for inclusion.
To learn more about group and business insurance offerings from Desjardins Insurance and how they can help support a healthy workforce and build inclusive workplaces, visit desjardinslifeinsurance.com.
Advertising feature produced by Globe Content Studio with Desjardins Insurance. The Globe’s editorial department was not involved. Desjardins Insurance refers to Desjardins Financial Security Life Assurance Company.
Desjardins Insurance refers to Desjardins Financial Security Life Assurance Company.
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