Provider: PwC Canada, in partnership with the Menopause Foundation of Canada (MFC)
Target Group: All employees, especially women and gender-diverse staff experiencing menopause
Goal: To create a menopause-inclusive workplace by embedding awareness into HR policies, expanding benefits coverage, promoting peer support, and integrating menopause into the company’s wider disability inclusion and wellbeing strategy. Key Actions
Joined the national Menopause Works Here™ campaign, committing to visible action and accountability
Conducted a menopause-focused review of benefits, policies, and employee supports
Launched a dedicated menopause strategy aligned with the firm’s disability inclusion framework
Ensured HRT prescription coverage and robust mental health benefits
Created an intranet menopause hub and hosted monthly talking circles for employee dialogue
Invited external medical experts for menopause-related education sessions based on staff needs
Participated in national awareness campaigns and sector knowledge exchange Impact
Normalised menopause conversations within a corporate setting
Improved access to benefits and peer support for menopausal employees
Cited by the Menopause Foundation of Canada and Catalyst as a leader in workplace inclusion
Reinforced the business case for inclusive workplace design Lesson Learned
Internal benefit reviews can drive meaningful change without overhauling entire systems
Talking circles offer low-cost, high-impact peer support
Manager training and leadership endorsement are crucial for lasting culture change
Sector impact would be amplified by publishing menopause-related KPIs and metrics Success Factors/Best Practices
Strong partnership with a national advocacy organisation (MFC)
Inclusive framing that extends beyond women to include gender-diverse staff
Integration with existing DEI and disability frameworks
Ongoing feedback loops and responsive programming
Internal leadership (e.g. Chief People Officer) publicly championing the initiative Sustainability
Embedded into PwC’s broader equity, wellbeing, and HR infrastructure
Continued communication, awareness campaigns, and staff engagement
Maintenance of intranet resources and monthly peer groups
Regular manager training and benchmarking to ensure adaptation and accountability
