“By eliminating the stigma and taboo surrounding menopause, we want to empower women to request the support they need. For example, adjustments in work schedules or practices to manage symptoms and practice self-care. We have an excellent Menopause community within our Gender Balance Network. The community was created to support people during this life stage. At a practical level we wanted people to be able to share their stories and experience so colleagues are aware of supports available and the lived experience of their peers.

“Menopause is a relatively recent focus area in terms of businesses being willing to openly acknowledge the impact that menopause can have on its people - and the type of supports that can make a difference.

“The new policy is very practical in nature, and we have several supports already in existence. For example, our 'Deloitte Works' policy lets people flex their day or choose where to work. This gives them a huge level of control to manage their symptoms.

“Another initiative is our 'Inclusion Passport', where colleagues can record agreed supports to share with other managers or colleagues, without needing to renegotiate or re-explain their needs.”

Rebecca notes that other new initiatives will be added on an ongoing basis, including training, a toolkit for leadership, continued coffee mornings, and potential for the provision of headsets as tinnitus is often a side-effect of menopause.

While there is a need to constantly evaluate and challenge our new
policy to ensure it continues to meet the needs of all Deloitte colleagues, it
has already paid dividends for the women involved, and at the end of last year,
the company won a Menopause Workplace Excellence Award.