I work with organisations to build awareness, empathy and practical, lasting support for colleagues affected by menstrual and reproductive health conditions.
My work helps teams create understanding, reduce stigma and ensure people feel supported to perform at their best.
For over 30 years I worked in a large financial services company, in a fast-paced, high-pressure environment. I understand the strain of balancing work demands with a chronic condition and how can feel to be embarrassed, unsupported and misunderstood in a professional setting.
~ 1 in 10 women live with endometriosis, over 1.5 million in the UK, most of working age. This costs the economy an estimated £8.2 billion each year in lost productivity, treatment and healthcare.
~ Menopause is only one stage of menstrual health. Providing support earlier brings wider wellbeing and performance benefits.
~ Many employees face long waits for care and delayed diagnoses, while stigma and silence still make it harder to ask for support.
~ Fewer health-related career interruptions and lower absence.
~ Better progression opportunities for women into senior roles.
~ Colleagues equipped to be effective allies.
~ Stronger delivery on HR, wellbeing and Women in Finance Charter commitments.
~ A progressive culture that values wellbeing and equity, helping to attract and retain top talent.
Engaging articles, colleague stories and signposting to support services that open up conversations about menstrual health in your workplace.
These help raise awareness, reduce stigma and ensure employees know where to find help.
Interactive workshops for employees, managers and leaders that build knowledge, confidence and empathy.
They create safe spaces for open dialogue, equip all colleagues to be effective allies, and offer guidance for those supporting loved ones with menstrual health challenges.
Confidential, specialist coaching programmes that help employees manage the impact of menstrual health challenges.
Particularly valuable when HR development plans have been exhausted, offering support for employees at risk of absence or disengagement.
Strategic advice and practical recommendations to embed menstrual health into HR policies and people strategies.
This can include reviewing absence data and management information to identify patterns and improve support, ensuring your approach is systemic, measurable and aligned with wider inclusion goals.
Having navigated both sides of the workplace experience, I bring empathy and practicality in equal measure. I’m familiar with HR policies, absence management and reasonable adjustments, from flexible working to more innovative ways of supporting wellbeing and performance. My approach is grounded in understanding what’s realistic for both employer and employee
~ Evidence-informed content and practical tools.
~ Sensitivity and confidentiality when handling personal topics.
~ A pragmatic, workplace-aware approach that fits your organisation’s culture
If you’d like to explore how I can help your organisation, please get in touch.