Health

Winnipeg, Manitoba – In a significant step forward for infant health, Manitoba has expanded its universal newborn screening program to include congenital cytomegalovirus (cCMV), a viral infection that can lead to serious long-term disabilities. The expansion, announced Tuesday by Health Minister Uzoma Asagwara, means that more than 1,500 newborns in the province have been screened for cCMV since December 2025.

cCMV is a leading cause of non-genetic hearing loss in children, and can also result in cognitive impairment and developmental disabilities. Early detection is crucial, as infants with cCMV often reveal no symptoms at birth, potentially delaying diagnosis, and treatment. The addition of cCMV screening fulfills a promise made by the NDP government in its 2024-25 budget, aiming to provide earlier support for affected children and their families.

What is Congenital Cytomegalovirus?

Congenital cytomegalovirus (cCMV) is a viral infection passed from a mother to her baby during pregnancy. According to the Canadian CMV Foundation, approximately one in 200 Canadian infants contract the virus in utero. While many infected infants appear healthy at birth, about 20 percent will develop long-term health problems, including hearing loss, vision loss, and intellectual disabilities. The province’s existing newborn screening program already checks for over 40 rare disorders using a simple blood sample collected shortly after birth.

Rob Tétrault, chair and trustee of the Canadian CMV Foundation, has been a vocal advocate for universal cCMV screening in Manitoba for nearly two decades. His son, Alexandre, was born with cCMV, and early detection – through an ultrasound that flagged abnormalities – allowed for prompt treatment and minimized potential complications. “I can’t believe that it almost took 18 years to get here, but I’m very proud and thankful to the Manitoba government for putting this in finally,” Tétrault said.

The Importance of Early Detection

The lack of visible symptoms at birth is a key challenge in managing cCMV. Without screening, cases can move undetected, leading to delayed intervention and potentially more severe outcomes. Early identification allows healthcare providers to monitor infants closely and, when appropriate, initiate treatments like antiviral therapy, which can aid reduce the risk of long-term complications. The province’s expanded screening program aims to address this gap in care and ensure that all Manitoba families have access to the same preventative tools available elsewhere.

Premier Wab Kinew emphasized the government’s commitment to providing the best possible start for Manitoba’s children. “When a baby is born, families should know the health-care system is doing everything possible to give the child the strongest start,” Kinew stated in a government news release. “Universal cCMV screening means fewer families waiting for answers and more children getting the support they demand earlier. This is what investing in prevention looks like, real improvements that help Manitoba families from day one.”

As of now, the province does not have data on the number of infants detected with cCMV through the new screening program. A spokesperson for Minister Asagwara noted that accurate figures for annual cCMV diagnoses were unavailable, as routine screening only began in December 2025.

This expansion positions Manitoba as one of the first Canadian jurisdictions to implement universal cCMV screening, demonstrating a proactive approach to infant health and a commitment to early intervention. The long-term impact of this initiative will be closely monitored as more data becomes available.

The implementation of universal cCMV screening represents a significant advancement in preventative healthcare for newborns in Manitoba. As the program continues and more data is collected, it will be crucial to assess its effectiveness and identify any areas for improvement. Further research into cCMV and its long-term effects will also be essential to optimize care for affected children and families.

Share your thoughts on this important health initiative in the comments below.

Disclaimer: This article provides informational content and should not be considered medical advice. Please consult with a qualified healthcare professional for any health concerns or before making any decisions related to your health or treatment.

The experience of menopause is increasingly recognized as a significant factor impacting women in the workplace, yet open conversation remains limited. A substantial 90% of women aged 35 and over report experiencing at least one menopause symptom, ranging from the well-known hot flashes to more subtle shifts in mood and cognitive function, according to a recent national survey [1]. This widespread impact is prompting a reevaluation of workplace practices and a growing call for supportive policies.

For many women, navigating the symptoms of menopause while maintaining professional responsibilities presents a considerable challenge. These symptoms can significantly affect concentration, sleep, and overall well-being, potentially impacting job performance and career progression. Despite the prevalence of these experiences, a persistent stigma often prevents women from discussing their needs with employers or colleagues, leading to silence and a lack of appropriate accommodations. Understanding the scope of this issue – and how to address it – is becoming a critical component of modern workplace health and equity initiatives.

The Silent Struggle: Why Menopause Goes Undiscussed

The reasons for this silence are multifaceted. A study highlighted in The Independent suggests many women remain quiet about their experiences, particularly at perform [2]. Fear of being perceived as weak, incompetent, or even losing their jobs contributes to this reluctance. This lack of open dialogue perpetuates a cycle where women suffer in silence, and employers remain unaware of the challenges their employees face. The consequences extend beyond individual discomfort; unaddressed menopause symptoms can contribute to decreased productivity, increased absenteeism, and even women leaving the workforce prematurely.

The impact isn’t limited to individual experiences. The economic implications of ignoring menopause in the workplace are substantial. Organizations are beginning to recognize that supporting employees through this life stage isn’t just a matter of fairness, but likewise a sound business strategy. Retaining experienced female employees, who represent a significant portion of the workforce, is crucial for maintaining institutional knowledge and driving innovation.

Innovative Approaches to Workplace Support

Companies are beginning to explore a range of solutions to create more menopause-friendly workplaces. These include providing access to information and resources about menopause, offering flexible work arrangements, and creating a culture of open communication where women feel comfortable discussing their needs. Some organizations are even investing in innovative technologies to raise awareness and empathy. For example, a vest designed to simulate hot flashes has been developed to help colleagues understand the physical experience [3].

Beyond technological solutions, practical adjustments to the work environment can make a significant difference. These can include ensuring adequate ventilation, providing access to cool spaces, and allowing for more frequent breaks. Training managers to recognize and respond to menopause symptoms with sensitivity and understanding is essential. A Forbes article from October 2024 emphasizes the importance of companies taking proactive steps to support employees experiencing hot flashes and other symptoms [4].

The Benefits of a Menopause-Friendly Culture

Creating a workplace that acknowledges and supports menopause isn’t just beneficial for women; it’s better for everyone. A more inclusive and supportive environment fosters greater employee engagement, loyalty, and productivity. It also demonstrates a commitment to employee well-being, which can enhance the company’s reputation and attract top talent. As Holly Corbett writes, menopause-friendly workplaces are simply better workplaces for all [5].

The conversation around menopause in the workplace is gaining momentum, but there’s still much work to be done. Continued research, open dialogue, and proactive policy changes are essential to ensure that women can thrive professionally throughout all stages of their lives.

Looking ahead, the focus will likely shift towards standardized workplace policies and increased access to healthcare resources specifically tailored to the needs of menopausal women. The growing awareness of this issue is a positive step, but translating awareness into tangible support requires ongoing commitment from employers and policymakers alike.

What are your thoughts on how workplaces can better support employees experiencing menopause? Share your experiences and ideas in the comments below.

Disclaimer: This article provides informational content about health topics and is not intended to be a substitute for professional medical advice, diagnosis, or treatment. Always seek the advice of a qualified healthcare provider for any questions you may have regarding a medical condition.