Thank you, Madam Chair, and members of the committee, for the opportunity to speak on this important topic today.
I appear today at the intersection of health, education and workplace leadership and as the co-founder and director of the Menopause Society of Nova Scotia. Through that work, we've focused on raising awareness, leading the annual Atlantic Menopause Show and advocating with the Nova Scotia government to establish a menopause centre of excellence.
At Dalhousie University, we've advanced workplace leadership through support groups, conferences, staff training and by partnering in the “Menopause Works Here" initiative through the Menopause Society of Nova Scotia.
Much of the discussion around menopause has appropriately focused on the medical lens and on treatment options and that remains critical. At the same time, menopause is not experienced only as a clinical issue; it also has biosocial and cultural dimensions that shape how people experience symptoms, seek support and remain engaged at work. That is why a holistic approach is essential. We need all voices, all types of work and all workers.
Menopause does not affect only office-based professionals. It affects people in all sectors including health care, education, trades, manufacturing, as well as shift workers, caregivers, part-time workers and people in precarious employment. A truly inclusive response must reflect that diversity.
Menopause is a natural life stage, but for many it brings symptoms that affect work. For some, the impact is minimal, for others, it affects attendance, performance, confidence and career progression. Because menopause is surrounded by stigma and silence, many employees struggle privately rather than asking for support. Workplace solutions can be straightforward, effective and low cost. Employers can offer flexibility for medical appointments and improve access to rest areas. They can train managers to respond respectfully and without embarrassment. They can review policies on sick leave, accommodations and shift work so that menopause is part of workforce planning. When workplaces are menopause inclusive, people stay healthier, stay employed and stay productive. Supportive workplaces reduce unnecessary strain and help retain skilled workers at a time when organizations are struggling to recruit and keep experienced staff.
This is not only about compassion. It is also about workforce sustainability, equity and sound organizational practice. We need inclusive menopause policy in language and practice, honouring trans, non-binary and intersex experiences and ensuring that indigenous, Black and racialized voices lead culturally safe solutions. I urge the committee to recommend a national research strategy on menopause. This is especially important given that Canadian research funding allocated to women's health remains only at 7%. We still have major evidence gaps on prevalence, workplace impact, accommodations, treatment access and the experience of diverse populations. A federal strategy could help close those gaps and ensure menopause is studied as a medical, workforce, equity and social policy issue.
My call to action is for Canada to move forward on three fronts: public education, workplace action and research. We need a national framework for menopause-inclusive workplaces and a coordinated research strategy that reflects the federal government's role in advancing education, advancing evidence, building knowledge and supporting innovation. Together, these steps would ensure that menopause is addressed as a serious public issue affecting health, work and economic participation. Canada has the expertise and the leadership to reduce stigma around menopause in the workplace. What we lack is the evidence.
The federal government is uniquely positioned to lead: setting national standards, funding research and equipping employers with tools and guidance. We need a holistic approach to menopause in the workplace. With action we can retain experienced workers, advance equity and build workplaces where people thrive from entry all the way through to retirement.
Thank you so much. I'm looking forward to the discussion and questions.