'I must be very, very red, but it’s not because I’m embarrassed'

Quebec Liberal member of the National Assembly (MNA) Jennifer Maccarone made headlines recently after she openly acknowledged a hot flash during a parliamentary committee — highlight a challenge that many women face in the workplace.

During the proceedings at the National Assembly on Friday, Maccarone interrupted herself as she began to feel unwell: “I’m hot,” she said in French. “This is a good time for a break. It happens in parliamentary committee.”

Addressing colleagues, Maccarone noted that many women were present and she called for more openness around menopause.

“There are many women here, we should talk about this openly. It happens to all women,” she continued in French. “I’m in full menopause, and I’m hot. I’m not embarrassed about it… It must be showing on my face, I must be very, very red, but it’s not because I’m embarrassed.”

Unsupportive company culture is silencing female employees who are experiencing symptoms of menopause, prompting a call for a "serious shift" within organisations, according to a previous report.

Viral clip sparks positive reaction

A clip of the exchange was recorded and later shared online. According to a Global News report, the video quickly gained traction on social media, drawing about one million views and thousands of comments praising the MNA for not trying to conceal the moment.

In an interview with Global News, Maccarone described the sensation of a hot flash as “like somebody turning the furnace on to 120 degrees and it’s distracting,” and said, “We should talk about this openly.” She added that menopause can affect several aspects of daily functioning, noting that “there’s brain fog” and “a whole bunch of things that accompany menopause.”

Maccarone told the publication that it was not the first time she had mentioned a hot flash while on camera, but it was the first time such a moment went viral. She said the public reaction indicates that many people are going through similar experiences.

“I think it’s important that you address it. You’ll realize that there’s a lot more solidarity and a lot of people living through exactly the same thing,” according to the report.

She said she plans to continue speaking openly in an effort to help break the stigma surrounding menopause.

Women are experiencing an earnings reduction of up to 10% years following a menopause diagnosis, according to a previous study.

Advocates say openness helps reduce stigma

Advocates have welcomed the visibility generated by the incident. Eva Hartling, founder of The Brand is Female, told Global News she appreciated the exchange because it “normalizes an experience that a lot of women go through,” and said that openness helps make the topic more relatable and reduces stigma.

Brigitte Viel, Quebec chair of the Menopause Foundation of Canada, told the publication that many women still feel pressure to hide menopause symptoms in the workplace. She said the fact that someone in a public position chose to “tackle it head on” by explaining what was happening allows other women “to be seen and to feel understood and to feel that it’s OK.”

The Menopause Foundation of Canada has recently launched a campaign called “Menopause Works Here,” encouraging employers to better support workers experiencing menopause symptoms. The campaign asks organisations to recognise menopause as a workplace issue and to consider policies, training and supports to address it.

“Menopause affects millions of Canadians. Its health, workforce, and economic implications are significant — yet it remains under‑researched, underfunded, and underrepresented in clinical education and public policy," said the foundation in a Facebook post.

“If we are serious about advancing women’s health equity, menopause must be addressed as a public health priority — not treated as a private burden.”

How employers can better support workers through menopause

Here’s how employers can better support workers through menopause, according to My Menopause Centre:

• Regularly incorporating discussions about menopause into routine well‑being meetings to help normalise the topic. This approach promotes an open culture where menopause is recognised as a natural aspect of life rather than a taboo subject.

• Continuously assessing and modifying menopause policies to ensure they are up to date and meet the evolving needs of the workforce. It is crucial that these policies adapt over time to remain relevant and provide the necessary support to employees affected.

• Maintaining a high standard of confidentiality and showing respect in all interactions concerning health and menopause. It is vital that employees feel safe and supported when discussing personal health matters related to menopause, without fear of discrimination or breach of privacy.

“To effectively integrate menopause policies within an organisation, comprehensive strategic planning is essential, alongside active participation from employees at every level,” according to the organisation.