Thank you, Madam Chair and members of the committee, for inviting DAWN Canada to contribute to this important study.
My name is Evelyn Huntjens, director of indigenous initiatives at DAWN Canada. I also serve, in a cross-employment position, with Indigenous Disability Canada. I am pleased to speak today through the lens of disability justice, indigenous inclusion, accessibility, gender equity and human rights.
Menopause and perimenopause are often viewed as private health matters; however, the evidence increasingly shows that they are labour force issues, workplace accessibility issues, health equity issues and human rights issues.
Across Canada, women, indigenous women, deaf women, racialized women, women with disabilities, two-spirit people and gender-diverse individuals tell us that menopause remains highly stigmatized, poorly understood and inadequately supported in workplaces, health care systems and public policy.
Symptoms such as fatigue, sleep disruption, anxiety, chronic pain, sensory sensitivities, cognitive changes, memory difficulties and challenges with concentration can significantly affect workforce participation and day-to-day functioning. While menopause is a natural life transition, its impacts can be functionally disabling. Many symptoms fluctuate over time and closely resemble the barriers associated with episodic and invisible disabilities, yet menopause is rarely recognized within disability accommodation frameworks or workplace accessibility policies. This represents a significant policy gap.
According to Statistics Canada, approximately 30% of women in Canada live with a disability. Many are already managing chronic illness, pain, fatigue, mobility limitations, sensory sensitivities, caregiving responsibilities and systemic barriers before menopause symptoms begin.
Emerging Canadian research is demonstrating that menopause can exacerbate existing disabilities and chronic health conditions. Research led by Spinal Cord Injury BC found that women aging with spinal cord injuries often experience menopause in ways that intensify existing health challenges, including pain, fatigue, cognitive impacts, cardiovascular risks, bone loss and bladder dysfunction. Importantly, participants reported that menopause symptoms were frequently misunderstood, dismissed or attributed solely to their disability. As a result, many struggle to access appropriate care, workplace accommodations and support.
Despite a growing population of Canadians aging with disabilities, menopause and disability remain significantly under-researched and under-prioritized within health policy, workplace planning and research funding.
The labour force implications are substantial. Research from the Menopause Foundation of Canada estimates that menopause costs the Canadian economy approximately $3.5 billion annually, and contributes to roughly 540,000 lost work days each year. One-third of working women report that menopause negatively affects their work performance. Nearly half report feeling too embarrassed to request support or accommodations. Two-thirds say they would not feel comfortable discussing menopause with their supervisor.
Importantly, menopause often occurs during what should be the peak earning, leadership and advancement years of a person's career. Many individuals experiencing menopause are simultaneously balancing significant workplace responsibilities and caregiving responsibilities at home. When workplaces fail to provide, Canada risks losing experienced workers, leaders, mentors and institutional knowledge.
These findings reveal a broader cultural silence surrounding menopause. As menopause expert Dr. Jen Gunter has argued, the normalization of suffering and long-standing gender bias in medicine have contributed to menopause being under-researched, under-recognized and inadequately addressed, despite its significant impact on quality of life and workforce participation.
Research also suggests that workplace culture itself can be a barrier. Many workplaces continue to operate—