No One Puts Women In a Corner

Today, I want to share a story.

It’s personal (you guessed it), professional, and ultimately about progress—with a small “p” and a big “P.”

Because yes, we’re talking about moving things forward in real, tangible ways (progress), and yes, we’re leaning into the bold, political work of advancing equity and rights (Progressive). Both can be true, both are definitely, in my eyes, necessary rn.

This past October, with Menopause Awareness Month underway—and because I follow women’s workplace issues—my LinkedIn feed was flooded with conversations about menopause. Add in the fact that the recent election brought women’s rights and health into sharp focus, and my feed was a nonstop stream of related content.

All good, no problem here.

Many posts centered on the business case for menopause-friendly workplace policies—a topic that should be applauded for its spotlight on women's health. And the business case was compelling indeed.

Yet, my marketing lens was pretty sharp that day, and I could spot trouble around this corner. Big, big trouble.

The narrative often went like this: Women in their 40s and 50s are struggling. Sleep loss, forgetfulness, and health challenges make this stage of life uniquely hard, and hard to work through. And this impacts the bottom line.

True? Absolutely. 100%

But do you see what I see?: menopause, specifically, isn’t a protected condition. And what do I mean, protected from what?

Protected from all the things women need to be protected from in the workplace: the one that wasn’t designed for us or by us. Protected from ageism, discrimination, bias, harassment, and all the other barriers that exist, whether spoken or unspoken. Protected so we can keep working, keep earning, keep being independent, keep being successful, from our 20s through when we decide, well, that’s enough!

That’s what we need protection from.

So this same argument, the same business case, could have some pretty negative consequences, if interpreted in the wrong minds (of the un-open sort). We all know ageism is real—for men and women alike—but it’s fast and furious for women at this phase of life. And if you’re a woman (40s-50s) in the job market, now you have another hill to climb, another barrier in your way.

What’s more, although this is often the best stage of our careers ($$$,$$$), our bodies didn’t get the memo, and now everyone knows it.

And we don’t talk about it.

Since I love (like really relish in the opportunity) to talk about things we don’t talk about.

Let’s go…

This is where Jack Tuckner enters the story.

Jack—a legal advocate, lawyer, dad (of daughters!), and workplace equity expert—posted about his work on LinkedIn, focusing on legislative efforts to protect and empower women in the workplace, including during the menopause phase of life.

Intrigued, I reached out. What followed was a generous, eye-opening conversation where I learned something powerful: there are protections for women who are struggling through this stage of life, though they’re often misunderstood or underutilized.

Jack operates at the intersection of New York City’s progressive thought leadership and Washington, D.C.’s federal legislative action.

And while it might feel like we’ve taken a punch to the gut on women’s issues recently, this work is a reminder that we’re not backing down…in spite of, well, everything.

We’re coming out of the corner with clarity, focus, and a commitment to equity for all women at every stage of their lives and careers.

I am thrilled to align with Jack as he is changing the world with this work.

(Why me? Well, I’m inspired and bringing it! these days, so why not be ambitious, and think BIG! And I invite you, too, to come along!)

Jack and I will be presenting to Chief this week, and we aren’t stopping there. Please follow both me and Jack as we push for the equity and progress women deserve.

No one puts us in the corner—not now, not ever.