{"id":2071,"date":"2024-12-01T09:46:20","date_gmt":"2024-12-01T09:46:20","guid":{"rendered":"https:\/\/menopausematter.org\/?p=2071"},"modified":"2024-12-01T09:46:24","modified_gmt":"2024-12-01T09:46:24","slug":"supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference","status":"publish","type":"post","link":"https:\/\/menopausematter.org\/fr\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\/","title":{"rendered":"Soutenir les femmes m\u00e9nopaus\u00e9es : 10 fa\u00e7ons pour les lieux de travail de faire la diff\u00e9rence"},"content":{"rendered":"

La m\u00e9nopause est une phase naturelle dans la vie d'une femme, mais ses d\u00e9fis \u2013 allant des bouff\u00e9es de chaleur et de la fatigue aux sautes d'humeur et \u00e0 la brume c\u00e9r\u00e9brale \u2013 peuvent affecter la productivit\u00e9 et le bien-\u00eatre. Bien que ce sujet ait souvent \u00e9t\u00e9 n\u00e9glig\u00e9, les lieux de travail avant-gardistes commencent \u00e0 reconna\u00eetre l'importance de soutenir leurs employ\u00e9s pendant cette transition. Voici dix fa\u00e7ons concr\u00e8tes pour les lieux de travail de cr\u00e9er un environnement favorable \u00e0 la m\u00e9nopause :<\/strong><\/p>\n\n\n\n

1. \u00c9duquer et Sensibiliser<\/strong><\/p>\n\n\n\n

Organiser des sessions de formation pour les managers et les employ\u00e9s afin de favoriser la compr\u00e9hension de la m\u00e9nopause et de ses effets. Normaliser les conversations sur la m\u00e9nopause r\u00e9duit la stigmatisation et aide chacun \u00e0 se sentir plus inform\u00e9 et empathique.<\/strong><\/p>\n\n\n\n

2. Mettre en \u0153uvre des am\u00e9nagements de travail flexibles<\/strong><\/p>\n\n\n\n

Permettez aux employ\u00e9s d'ajuster leurs horaires ou de travailler \u00e0 distance s'ils ressentent de la fatigue, des troubles du sommeil ou d'autres sympt\u00f4mes. La flexibilit\u00e9 les aide \u00e0 g\u00e9rer leur sant\u00e9 sans sacrifier leur carri\u00e8re.<\/strong><\/p>\n\n\n\n

3. Cr\u00e9er une politique sur la m\u00e9nopause<\/strong><\/p>\n\n\n\n

Politique de l'entreprise en mati\u00e8re de soutien aux femmes pendant la m\u00e9nopause\n\n**1. Introduction**\n\nNotre entreprise s'engage \u00e0 cr\u00e9er un environnement de travail inclusif et favorable o\u00f9 toutes les employ\u00e9es se sentent soutenues et valoris\u00e9es. Nous reconnaissons que la m\u00e9nopause, une \u00e9tape naturelle de la vie des femmes, peut entra\u00eener divers sympt\u00f4mes physiques et \u00e9motionaux qui peuvent avoir un impact sur le bien-\u00eatre et la performance au travail. Par cons\u00e9quent, nous avons \u00e9labor\u00e9 cette politique pour guider l'entreprise dans son soutien aux employ\u00e9es traversant cette p\u00e9riode.\n\n**2. Objet**\n\nL'objet de cette politique est de :\n* \u00c9tablir un cadre clair pour le soutien aux employ\u00e9es confront\u00e9es \u00e0 la m\u00e9nopause.\n* Promouvoir la sensibilisation et la compr\u00e9hension de la m\u00e9nopause au sein de l'entreprise.\n* D\u00e9crire les ajustements raisonnables, les accommodations et les ressources disponibles pour aider les employ\u00e9es \u00e0 g\u00e9rer leurs sympt\u00f4mes et \u00e0 maintenir leur productivit\u00e9.\n* Assurer que les employ\u00e9es se sentent en s\u00e9curit\u00e9 pour discuter de leurs besoins li\u00e9s \u00e0 la m\u00e9nopause avec leur responsable ou les ressources humaines.\n\n**3. P\u00e9rim\u00e8tre d'application**\n\nCette politique s'applique \u00e0 toutes les employ\u00e9es de l'entreprise, ind\u00e9pendamment de leur r\u00f4le, de leur anciennet\u00e9 ou de leur statut d'emploi.\n\n**4. Principes directeurs**\n\n* **Respect et confidentialit\u00e9 :** Nous aborderons toutes les discussions relatives \u00e0 la m\u00e9nopause avec sensibilit\u00e9, respect et confidentialit\u00e9. Les informations partag\u00e9es par une employ\u00e9e concernant sa m\u00e9nopause seront trait\u00e9es de mani\u00e8re confidentielle conform\u00e9ment aux lois applicables sur la protection des donn\u00e9es.\n* **\u00c9quit\u00e9 :** Nous nous efforcerons d'offrir un soutien \u00e9quitable \u00e0 toutes les employ\u00e9es qui en ont besoin, en tenant compte des circonstances individuelles.\n* **Flexibilit\u00e9 :** Nous reconnaissons que l'exp\u00e9rience de la m\u00e9nopause varie consid\u00e9rablement d'une personne \u00e0 l'autre. Nous nous engageons \u00e0 offrir des solutions flexibles et personnalis\u00e9es.\n* **Communication ouverte :** Nous encourageons une communication ouverte et honn\u00eate entre les employ\u00e9es et leurs responsables ainsi que les ressources humaines concernant les d\u00e9fis li\u00e9s \u00e0 la m\u00e9nopause.\n\n**5. Ajustements et Accommodations Raisonnables**\n\nLes employ\u00e9es traversant la m\u00e9nopause peuvent \u00e9prouver une gamme de sympt\u00f4mes, tels que des bouff\u00e9es de chaleur, des troubles du sommeil, de la fatigue, des changements d'humeur, des difficult\u00e9s de concentration et des douleurs articulaires. L'entreprise s'engage \u00e0 discuter avec les employ\u00e9es et \u00e0 mettre en \u0153uvre des ajustements et des accommodations raisonnables pour les aider \u00e0 g\u00e9rer ces sympt\u00f4mes au travail. Ces accommodations peuvent inclure, sans s'y limiter :\n\n* **Flexibilit\u00e9 des horaires de travail :**\n * Horaires de travail flexibles, y compris des heures de d\u00e9but et de fin variables.\n * Possibilit\u00e9 de pauses suppl\u00e9mentaires ou plus courtes si n\u00e9cessaire.\n * Possibilit\u00e9 de travail \u00e0 temps partiel temporaire ou permanent, si les besoins du poste le permettent.\n* **Am\u00e9nagement de l'espace de travail :**\n * Ajustements de temp\u00e9rature dans l'espace de travail (par exemple, acc\u00e8s \u00e0 un ventilateur personnel, possibilit\u00e9 de travailler dans une zone plus fra\u00eeche).\n * Acc\u00e8s \u00e0 une zone calme pour les moments de fatigue ou de besoin de concentration.\n * Am\u00e9nagements ergonomiques si des douleurs articulaires sont pr\u00e9sentes.\n* **Adaptations des t\u00e2ches et de la charge de travail :**\n * R\u00e9am\u00e9nagement temporaire des t\u00e2ches pour r\u00e9duire le stress physique ou mental.\n * Attribution de t\u00e2ches moins exigeantes ou plus stimulantes en fonction des besoins.\n * Temps suppl\u00e9mentaire accord\u00e9 pour accomplir certaines t\u00e2ches si la concentration est affect\u00e9e.\n* **Soutien au travail \u00e0 distance :**\n * Possibilit\u00e9 accru de t\u00e9l\u00e9travail, si le r\u00f4le le permet.\n * Am\u00e9nagement de l'espace de travail \u00e0 domicile pour r\u00e9pondre aux besoins sp\u00e9cifiques.\n* **Soutien lors des rendez-vous m\u00e9dicaux :**\n * Octroi de cong\u00e9s r\u00e9mun\u00e9r\u00e9s ou non r\u00e9mun\u00e9r\u00e9s pour les rendez-vous m\u00e9dicaux li\u00e9s \u00e0 la m\u00e9nopause.\n\n**6. Processus de demande d'accommodations**\n\nLes employ\u00e9es souhaitant discuter d'ajustements ou d'accommodations li\u00e9es \u00e0 la m\u00e9nopause sont encourag\u00e9es \u00e0 :\n\n1. **Engager une conversation :** Parler directement \u00e0 leur responsable hi\u00e9rarchique ou au service des ressources humaines. Il est recommand\u00e9 d'avoir une discussion ouverte et honn\u00eate sur les sympt\u00f4mes rencontr\u00e9s et les ajustements souhait\u00e9s.\n2. **Fournir des informations (si n\u00e9cessaire) :** L'entreprise peut demander, le cas \u00e9ch\u00e9ant, des informations professionnelles de sant\u00e9 pour \u00e9tayer la demande d'accommodation, dans le respect de la confidentialit\u00e9 m\u00e9dicale.\n3. **Collaboration pour trouver des solutions :** L'employ\u00e9e et son responsable\/les ressources humaines travailleront en collaboration pour identifier et convenir des accommodations les plus appropri\u00e9es et r\u00e9alisables.\n4. **Examen r\u00e9gulier :** Les accommodations mises en place seront r\u00e9guli\u00e8rement examin\u00e9es pour s'assurer qu'elles restent efficaces et adapt\u00e9es aux besoins de l'employ\u00e9e.\n\n**7. Ressources disponibles**\n\nL'entreprise s'engage \u00e0 fournir aux employ\u00e9es des informations et des ressources pour les soutenir dans leur parcours m\u00e9nopausique. Cela peut inclure :\n\n* **Informations et sensibilisation :** Organisation d'ateliers, de webinaires ou mise \u00e0 disposition de documentation sur la m\u00e9nopause, ses sympt\u00f4mes et les strat\u00e9gies de gestion.\n* **Soutien de la compagnie d'assurance :** Information sur les avantages offerts par la mutuelle de l'entreprise en ce qui concerne les consultations m\u00e9dicales, les th\u00e9rapies de remplacement hormonal (si applicable) et les traitements.\n* **Programme d'aide aux employ\u00e9s (PAE) :** Si l'entreprise dispose d'un PAE, promotion de ses services qui peuvent inclure un soutien psychologique, des conseils en mati\u00e8re de sant\u00e9 et de bien-\u00eatre, et des ressources pour la gestion du stress.\n* **Formation des responsables :** Formation des responsables sur la m\u00e9nopause et sur la mani\u00e8re de soutenir efficacement leurs \u00e9quipes.\n\n**8. Responsabilit\u00e9s**\n\n* **Employ\u00e9es :** Prendre l'initiative de communiquer leurs besoins et de participer activement \u00e0 la recherche de solutions.\n* **Responsables :** \u00c9couter avec empathie, discuter des ajustements possibles, les mettre en \u0153uvre de mani\u00e8re raisonnable et respecter la confidentialit\u00e9.\n* **Ressources Humaines :** Administrer cette politique, fournir des conseils, faciliter les discussions, s'assurer de la mise en \u0153uvre coh\u00e9rente et offrir des ressources appropri\u00e9es.\n\n**9. Non-discrimination et anti-harc\u00e8lement**\n\nCette politique ne vise pas \u00e0 discriminer, ni \u00e0 harceler, ni \u00e0 porter atteinte \u00e0 la dignit\u00e9 de quiconque. Toute forme de discrimination ou de harc\u00e8lement li\u00e9 \u00e0 la m\u00e9nopause sera trait\u00e9e conform\u00e9ment aux politiques de non-discrimination et anti-harc\u00e8lement de l'entreprise.\n\n**10. R\u00e9vision de la politique**\n\nCette politique sera r\u00e9vis\u00e9e p\u00e9riodiquement pour s'assurer de son efficacit\u00e9 et de sa conformit\u00e9 avec les meilleures pratiques et les \u00e9volutions l\u00e9gislatives.\n\n**Date d'entr\u00e9e en vigueur :** [Ins\u00e9rer la date]\n**Derni\u00e8re r\u00e9vision :** [Ins\u00e9rer la date].<\/strong><\/p>\n\n\n\n

4. Offrir un environnement physique confortable<\/strong><\/p>\n\n\n\n

Veiller \u00e0 ce que le lieu de travail permette la r\u00e9gulation de la temp\u00e9rature en :<\/strong><\/p>\n\n\n\n

\u2022 Fournir des ventilateurs ou des syst\u00e8mes de refroidissement.<\/strong><\/p>\n\n\n\n

\u2022 Autoriser les superpositions dans les codes vestimentaires.<\/strong><\/p>\n\n\n\n

\u2022 Cr\u00e9er des espaces calmes pour les pauses.<\/strong><\/p>\n\n\n\n

5. Proposer des programmes de sant\u00e9 et de bien-\u00eatre<\/strong><\/p>\n\n\n\n

Pr\u00e9sentation d'ateliers, de webinaires ou de s\u00e9ances de coaching ax\u00e9s sur la gestion des sympt\u00f4mes de la m\u00e9nopause par l'alimentation, l'exercice, la pleine conscience et la gestion du stress.<\/strong><\/p>\n\n\n\n

6. Examiner les bienfaits pour la sant\u00e9<\/strong><\/p>\n\n\n\n

Assurez-vous que les r\u00e9gimes de sant\u00e9 d'entreprise couvrent les traitements et les th\u00e9rapies li\u00e9s \u00e0 la m\u00e9nopause, tels que l'hormonoth\u00e9rapie substitutive (HTS), le conseil psychologique et les consultations sp\u00e9cialis\u00e9es.<\/strong><\/p>\n\n\n\n

7. Encourager la communication ouverte<\/strong><\/p>\n\n\n\n

Encouragez les dialogues ouverts entre les employ\u00e9s et les RH ou les managers. Offrez des espaces confidentiels aux femmes pour discuter de leurs besoins sans craindre d'\u00eatre jug\u00e9es ou stigmatis\u00e9es.<\/strong><\/p>\n\n\n\n

8. D\u00e9velopper des r\u00e9seaux de soutien entre pairs<\/strong><\/p>\n\n\n\n

Cr\u00e9er un groupe de soutien ou un r\u00e9seau pour les femmes traversant la m\u00e9nopause. Partager des exp\u00e9riences dans un environnement s\u00fbr et bienveillant peut r\u00e9duire l'isolement et favoriser la camaraderie.<\/strong><\/p>\n\n\n\n

9. Former les managers \u00e0 \u00eatre plus bienveillants<\/strong><\/p>\n\n\n\n

\u00c9quipez les managers des comp\u00e9tences n\u00e9cessaires pour reconna\u00eetre les d\u00e9fis li\u00e9s \u00e0 la m\u00e9nopause et proposer des solutions pratiques. Un manager attentionn\u00e9 et comp\u00e9tent peut faire toute la diff\u00e9rence dans l'exp\u00e9rience d'une employ\u00e9e.<\/strong><\/p>\n\n\n\n

10. C\u00e9l\u00e9brez l'inclusion et la diversit\u00e9<\/strong><\/p>\n\n\n\n

Un lieu de travail qui pr\u00f4ne l'inclusivit\u00e9 devrait adopter les diff\u00e9rentes \u00e9tapes de la vie, comme la m\u00e9nopause. Reconna\u00eetre et soutenir cette transition montre que l'organisation valorise le bien-\u00eatre global de ses employ\u00e9s.<\/strong><\/p>\n\n\n\n

En mettant en \u0153uvre ces dix strat\u00e9gies, les lieux de travail peuvent permettre aux femmes de traverser la m\u00e9nopause avec dignit\u00e9 et soutien. Cela cr\u00e9e non seulement un environnement de travail plus sain, mais favorise \u00e9galement la fid\u00e9lit\u00e9, la productivit\u00e9 et un sentiment de communaut\u00e9. La m\u00e9nopause ne devrait plus \u00eatre une lutte silencieuse \u2013 il est temps que les lieux de travail montrent la voie en promouvant un changement positif.<\/strong><\/p>\n\n\n\n

Menopause Matter s'engage \u00e0 garantir que les femmes re\u00e7oivent le soutien et la compr\u00e9hension qu'elles m\u00e9ritent, tant \u00e0 la maison qu'au travail. <\/em><\/strong><\/p>","protected":false},"excerpt":{"rendered":"

Menopause is a natural phase in a woman\u2019s life, but its challenges\u2014ranging from hot flashes and fatigue to mood swings and brain fog\u2014can affect productivity and well-being. While this topic has often been overlooked, forward-thinking workplaces are starting to recognize the importance of supporting their employees through this transition. Here are ten impactful ways workplaces […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"give_campaign_id":0,"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[24,110,109,112,111,90,37],"class_list":["post-2071","post","type-post","status-publish","format-standard","hentry","category-menopausematter","tag-menopause","tag-menopause-and-careers","tag-menopause-and-the-workplace","tag-menopause-and-work","tag-menopause-in-the-workplace","tag-menopause-information","tag-menopausematter"],"yoast_head":"\nSupporting Women in Menopause: 10 Ways Workplaces Can Make a Difference - Menopause Matter<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/menopausematter.org\/fr\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\/\" \/>\n<meta property=\"og:locale\" content=\"fr_CA\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Supporting Women in Menopause: 10 Ways Workplaces Can Make a Difference - Menopause Matter\" \/>\n<meta property=\"og:description\" content=\"Menopause is a natural phase in a woman\u2019s life, but its challenges\u2014ranging from hot flashes and fatigue to mood swings and brain fog\u2014can affect productivity and well-being. While this topic has often been overlooked, forward-thinking workplaces are starting to recognize the importance of supporting their employees through this transition. Here are ten impactful ways workplaces […]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/menopausematter.org\/fr\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\/\" \/>\n<meta property=\"og:site_name\" content=\"Menopause Matter\" \/>\n<meta property=\"article:published_time\" content=\"2024-12-01T09:46:20+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-12-01T09:46:24+00:00\" \/>\n<meta name=\"author\" content=\"Gillianne\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"\u00c9crit par\" \/>\n\t<meta name=\"twitter:data1\" content=\"Gillianne\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimation du temps de lecture\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/menopausematter.org\\\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/menopausematter.org\\\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\\\/\"},\"author\":{\"name\":\"Gillianne\",\"@id\":\"http:\\\/\\\/y8w.155.myftpupload.com\\\/#\\\/schema\\\/person\\\/924d59843caaabbcf68b08252c2c515a\"},\"headline\":\"Supporting Women in Menopause: 10 Ways Workplaces Can Make a Difference\",\"datePublished\":\"2024-12-01T09:46:20+00:00\",\"dateModified\":\"2024-12-01T09:46:24+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/menopausematter.org\\\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\\\/\"},\"wordCount\":438,\"commentCount\":0,\"publisher\":{\"@id\":\"http:\\\/\\\/y8w.155.myftpupload.com\\\/#organization\"},\"keywords\":[\"menopause\",\"menopause and careers\",\"menopause and the workplace\",\"menopause and work\",\"menopause in the workplace\",\"menopause information\",\"menopausematter\"],\"articleSection\":[\"Menopause Matter\"],\"inLanguage\":\"fr-CA\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/menopausematter.org\\\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/menopausematter.org\\\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\\\/\",\"url\":\"https:\\\/\\\/menopausematter.org\\\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\\\/\",\"name\":\"Supporting Women in Menopause: 10 Ways Workplaces Can Make a Difference - Menopause Matter\",\"isPartOf\":{\"@id\":\"http:\\\/\\\/y8w.155.myftpupload.com\\\/#website\"},\"datePublished\":\"2024-12-01T09:46:20+00:00\",\"dateModified\":\"2024-12-01T09:46:24+00:00\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/menopausematter.org\\\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\\\/#breadcrumb\"},\"inLanguage\":\"fr-CA\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/menopausematter.org\\\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\\\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/menopausematter.org\\\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/menopausematter.org\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Supporting Women in Menopause: 10 Ways Workplaces Can Make a Difference\"}]},{\"@type\":\"WebSite\",\"@id\":\"http:\\\/\\\/y8w.155.myftpupload.com\\\/#website\",\"url\":\"http:\\\/\\\/y8w.155.myftpupload.com\\\/\",\"name\":\"Menopause Matter\",\"description\":\"Learn More\",\"publisher\":{\"@id\":\"http:\\\/\\\/y8w.155.myftpupload.com\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"http:\\\/\\\/y8w.155.myftpupload.com\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"fr-CA\"},{\"@type\":\"Organization\",\"@id\":\"http:\\\/\\\/y8w.155.myftpupload.com\\\/#organization\",\"name\":\"Menopause Matter\",\"url\":\"http:\\\/\\\/y8w.155.myftpupload.com\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"fr-CA\",\"@id\":\"http:\\\/\\\/y8w.155.myftpupload.com\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/menopausematter.org\\\/wp-content\\\/uploads\\\/2026\\\/03\\\/cropped-cropped-cropped-2F5E1665-14A8-4D6A-B254-0933495F5AED.png\",\"contentUrl\":\"https:\\\/\\\/menopausematter.org\\\/wp-content\\\/uploads\\\/2026\\\/03\\\/cropped-cropped-cropped-2F5E1665-14A8-4D6A-B254-0933495F5AED.png\",\"width\":1529,\"height\":977,\"caption\":\"Menopause Matter\"},\"image\":{\"@id\":\"http:\\\/\\\/y8w.155.myftpupload.com\\\/#\\\/schema\\\/logo\\\/image\\\/\"}},{\"@type\":\"Person\",\"@id\":\"http:\\\/\\\/y8w.155.myftpupload.com\\\/#\\\/schema\\\/person\\\/924d59843caaabbcf68b08252c2c515a\",\"name\":\"Gillianne\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"fr-CA\",\"@id\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/206c0cd9f6b0f010fe91c9dc1ee8c08b0ae6433bf7c0bb0fc373e1da4630ee8f?s=96&d=mm&r=g\",\"url\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/206c0cd9f6b0f010fe91c9dc1ee8c08b0ae6433bf7c0bb0fc373e1da4630ee8f?s=96&d=mm&r=g\",\"contentUrl\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/206c0cd9f6b0f010fe91c9dc1ee8c08b0ae6433bf7c0bb0fc373e1da4630ee8f?s=96&d=mm&r=g\",\"caption\":\"Gillianne\"},\"sameAs\":[\"https:\\\/\\\/www.menopausematter.org\"],\"url\":\"https:\\\/\\\/menopausematter.org\\\/fr\\\/author\\\/kayo\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Supporting Women in Menopause: 10 Ways Workplaces Can Make a Difference - Menopause Matter","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/menopausematter.org\/fr\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\/","og_locale":"fr_CA","og_type":"article","og_title":"Supporting Women in Menopause: 10 Ways Workplaces Can Make a Difference - Menopause Matter","og_description":"Menopause is a natural phase in a woman\u2019s life, but its challenges\u2014ranging from hot flashes and fatigue to mood swings and brain fog\u2014can affect productivity and well-being. While this topic has often been overlooked, forward-thinking workplaces are starting to recognize the importance of supporting their employees through this transition. Here are ten impactful ways workplaces […]","og_url":"https:\/\/menopausematter.org\/fr\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\/","og_site_name":"Menopause Matter","article_published_time":"2024-12-01T09:46:20+00:00","article_modified_time":"2024-12-01T09:46:24+00:00","author":"Gillianne","twitter_card":"summary_large_image","twitter_misc":{"\u00c9crit par":"Gillianne","Estimation du temps de lecture":"2 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/menopausematter.org\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\/#article","isPartOf":{"@id":"https:\/\/menopausematter.org\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\/"},"author":{"name":"Gillianne","@id":"http:\/\/y8w.155.myftpupload.com\/#\/schema\/person\/924d59843caaabbcf68b08252c2c515a"},"headline":"Supporting Women in Menopause: 10 Ways Workplaces Can Make a Difference","datePublished":"2024-12-01T09:46:20+00:00","dateModified":"2024-12-01T09:46:24+00:00","mainEntityOfPage":{"@id":"https:\/\/menopausematter.org\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\/"},"wordCount":438,"commentCount":0,"publisher":{"@id":"http:\/\/y8w.155.myftpupload.com\/#organization"},"keywords":["menopause","menopause and careers","menopause and the workplace","menopause and work","menopause in the workplace","menopause information","menopausematter"],"articleSection":["Menopause Matter"],"inLanguage":"fr-CA","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/menopausematter.org\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/menopausematter.org\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\/","url":"https:\/\/menopausematter.org\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\/","name":"Supporting Women in Menopause: 10 Ways Workplaces Can Make a Difference - Menopause Matter","isPartOf":{"@id":"http:\/\/y8w.155.myftpupload.com\/#website"},"datePublished":"2024-12-01T09:46:20+00:00","dateModified":"2024-12-01T09:46:24+00:00","breadcrumb":{"@id":"https:\/\/menopausematter.org\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\/#breadcrumb"},"inLanguage":"fr-CA","potentialAction":[{"@type":"ReadAction","target":["https:\/\/menopausematter.org\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\/"]}]},{"@type":"BreadcrumbList","@id":"https:\/\/menopausematter.org\/supporting-women-in-menopause-10-ways-workplaces-can-make-a-difference\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/menopausematter.org\/"},{"@type":"ListItem","position":2,"name":"Supporting Women in Menopause: 10 Ways Workplaces Can Make a Difference"}]},{"@type":"WebSite","@id":"http:\/\/y8w.155.myftpupload.com\/#website","url":"http:\/\/y8w.155.myftpupload.com\/","name":"La m\u00e9nopause, c'est important","description":"Learn More","publisher":{"@id":"http:\/\/y8w.155.myftpupload.com\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"http:\/\/y8w.155.myftpupload.com\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"fr-CA"},{"@type":"Organization","@id":"http:\/\/y8w.155.myftpupload.com\/#organization","name":"La m\u00e9nopause, c'est important","url":"http:\/\/y8w.155.myftpupload.com\/","logo":{"@type":"ImageObject","inLanguage":"fr-CA","@id":"http:\/\/y8w.155.myftpupload.com\/#\/schema\/logo\/image\/","url":"https:\/\/menopausematter.org\/wp-content\/uploads\/2026\/03\/cropped-cropped-cropped-2F5E1665-14A8-4D6A-B254-0933495F5AED.png","contentUrl":"https:\/\/menopausematter.org\/wp-content\/uploads\/2026\/03\/cropped-cropped-cropped-2F5E1665-14A8-4D6A-B254-0933495F5AED.png","width":1529,"height":977,"caption":"Menopause Matter"},"image":{"@id":"http:\/\/y8w.155.myftpupload.com\/#\/schema\/logo\/image\/"}},{"@type":"Person","@id":"http:\/\/y8w.155.myftpupload.com\/#\/schema\/person\/924d59843caaabbcf68b08252c2c515a","name":"Gillianne","image":{"@type":"ImageObject","inLanguage":"fr-CA","@id":"https:\/\/secure.gravatar.com\/avatar\/206c0cd9f6b0f010fe91c9dc1ee8c08b0ae6433bf7c0bb0fc373e1da4630ee8f?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/206c0cd9f6b0f010fe91c9dc1ee8c08b0ae6433bf7c0bb0fc373e1da4630ee8f?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/206c0cd9f6b0f010fe91c9dc1ee8c08b0ae6433bf7c0bb0fc373e1da4630ee8f?s=96&d=mm&r=g","caption":"Gillianne"},"sameAs":["https:\/\/www.menopausematter.org"],"url":"https:\/\/menopausematter.org\/fr\/author\/kayo\/"}]}},"_links":{"self":[{"href":"https:\/\/menopausematter.org\/fr\/wp-json\/wp\/v2\/posts\/2071","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/menopausematter.org\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/menopausematter.org\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/menopausematter.org\/fr\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/menopausematter.org\/fr\/wp-json\/wp\/v2\/comments?post=2071"}],"version-history":[{"count":1,"href":"https:\/\/menopausematter.org\/fr\/wp-json\/wp\/v2\/posts\/2071\/revisions"}],"predecessor-version":[{"id":2072,"href":"https:\/\/menopausematter.org\/fr\/wp-json\/wp\/v2\/posts\/2071\/revisions\/2072"}],"wp:attachment":[{"href":"https:\/\/menopausematter.org\/fr\/wp-json\/wp\/v2\/media?parent=2071"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/menopausematter.org\/fr\/wp-json\/wp\/v2\/categories?post=2071"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/menopausematter.org\/fr\/wp-json\/wp\/v2\/tags?post=2071"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}