Workplace Case Study: PwC Canada
“At any time, it is likely that over 15% of our female workforce are experiencing the menopause transition. We need to foster a culture of empathy, respect, and flexibility that ensures we support women as they navigate this phase while empowering them to continue to contribute to their full potential.”
Sonia Boisvert, Partner & Chief People Officer, PwC Canada
The Organization:
Number of employees in Canada: 7083
Percentage of employees who are women, age 40+: 16% (1,050)
PwC Canada is one of Canada’s largest professional services firms, offering a wide range of services including audit and assurance, tax, deals, and consulting on a wide range of key workforce issues. PwC globally operates in 151 countries with 360,000 employees worldwide, leveraging the expertise of its people to provide quality services that help solve important problems.
How PwC is taking action:
Advice from PwC for organizations seeking to become menopause inclusive:
- 1
A benefits and policy review is a crucial first step, and may not require much, if any, change.
Don’t hesitate to take a critical look at your benefits and policies with the lens of menopause inclusivity because you think it will result in complex change or added cost. There may well be opportunities for improvement, but your existing programs may cover many of the core supports for this life stag
- 2
Effective change starts at the top.
Having visible support at the most senior levels of the organization makes a huge difference in creating psychological safety and giving permission to employees to talk openly about menopause. PwC’s Menopause Strategy came directly at the request of CEO Nicolas Marcoux and Chief Operating Officer and Managing Partner for People and Partnership Alaina Tennison, along with Sonia Boisvert, Chief People Officer, co-hosting the firmwide kick off.
- 3
Include men in the conversation.
It’s important, because they are colleagues and oftentimes managers, and it matters how women are received when talking about menopause in the workplace. Along with Nicolas Marcoux, partners, both men and women, from across the country have become involved either as panelists sharing their stories or by volunteering for other initiatives.
The Impact
What employees are saying about PwC’s menopause-focused programs:
“Just opening the conversation about menopause made PwC women at this life stage feel seen. So many women expressed gratitude and pride that PwC was talking about menopause. They reported that they felt less alone and really appreciated the knowledge sharing.”
Lisa Rosen,
Director, Total Rewards,
PwC Canada