Antonia Bartels, PCC

New research shows something is missing in our support of mid-life women in the workplace. We now have greater awareness of menopause, research is increasing and more organisations are introducing policies, guidance and menopause‑friendly practices. All of this is welcome progress. But are these steps enough to truly shift the organisational landscape when: ▪️ 28% of women are consider leaving their job due to symptoms ▪️ 63% of women agree menopause is an awkward topic in their workplace and ▪️ the key actions women consider, to deal with their symptoms at work, are to reduce their working hours or responsibilities, seek less demanding roles, turn down promotion/training or leave entirely. (Benenden Health's recent study of 2,000 working women aged 45–60) Interestingly, their parallel survey of 500 HR decision‑makers showed that 92% believe their organisation meets the needs of employees going through menopause. This suggests a gap. And this gap matters. It sits right in the space where organisations are trying to retain experienced talent, sustain leadership pipelines, and maintain psychological safety and belonging. It suggests that while policies are valuable and needed, culture, conversation and capability are where the next wave of work lies. Over the past few years I’ve been hosting Menopause Musings - reflective spaces for professional women to explore the emotional, psychological and spiritual undercurrents of this transitional time. These are conversations about: - loss, grief and uncertainty - shifts in confidence and clarity - emerging priorities, values and boundaries - the re‑orientation of identity at work - the renewed voice, presence and leadership that emerge post‑menopause This inner transition matters and has profound implications for: 🔸 leadership capacity 🔸 decision-making 🔸 engagement and performance 🔸 succession planning 🔸 team dynamics and psychological safety Women often tell me they are drawn to my work because they cannot find these deeper conversations elsewhere, yet these themes quietly shape how they work, lead and contribute. As one participant put it: “I hadn’t realised how much I longed for a space to think about the deeper aspects of menopause with other like‑minded women.” 🔸 These human, relational spaces are not a “nice-to-have” They are part of the infrastructure that enables women to remain, grow and thrive in their roles. If you’re an HR leader, people manager, coach or consultant, and are looking to support your female talent and clients in ways that go beyond policy, into culture, capability and real connection, I’d love to understand more of your ideas, challenges and experiences. And if you personally feel the need for space, clarity or replenishment in your own journey, I’m hosting a one‑day, in‑person retreat on 22nd March: “Menopause, the Making of Feminine Majesty” a live experience of this work. Link in comments below #menopause image: Jacek Urbansci, Unsplash.

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What actually makes a workplace wellbeing programme work? I see a clear difference between organisations that offer wellbeing initiatives and those that embed wellbeing into how they operate. Programmes create meaningful impact when they are consistent, relevant and supported at leadership level. When wellbeing considerations influence workload expectations, communication norms and day-to-day working practices, it becomes part of organisational culture rather than an isolated intervention. The most effective approach isn’t about the number of activities provided. It’s about alignment between wellbeing intentions and leadership behaviours. In your organisation, what has made wellbeing initiatives succeed or fail? #WorkplaceWellbeing #Leadership #PeopleStrategy #OrganisationalCulture

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Wes Streeting has launched a review into the rising demand for mental health, ADHD and autism services following earlier comments about potential “overdiagnosis.” Whatever your position, this is a complex topic. And it’s one we need to approach with clarity, evidence, and nuance. My take, professionally and personally? We ARE seeing rising demand. But demand doesn’t mean over-diagnosis; It simply reflects better awareness, broader understanding, and people finally feeling able to seek support. At the same time, no-one can deny that the system is strained. Waiting lists continue to stretch into years (currently 6 years +), services are overwhelmed, and both adults and children are left navigating huge uncertainty without adequate support. So when we talk about “too many diagnoses,” we also need to consider: Are people finally being recognised rather than overlooked? Are modern pressures contributing to rising mental health challenges? Are our workplaces and public systems adapting quickly enough? And crucially: what problem are we actually trying to solve? Because if the goal is to improve outcomes, then the solution surely lies in capacity, accessibility, prevention and support, not discouraging people from seeking answers. What I hope this review addresses; The mismatch between demand and available services The role of early intervention and education How environments (schools, workplaces, social systems) impact mental health The need for consistent, evidence-based pathways The importance of understanding neurodiversity beyond diagnostic labels If done well, this review could highlight gaps in the system and lead to meaningful change. If done poorly, it risks fuelling stigma and rolling back years of progress. (My own personal opinion on this is that this review does not have a positive agenda and it will set us back). The question for all of us though is, how do we create a society where people don’t have to reach crisis point before being taken seriously? Where neurodiversity isn’t pathologised but understood? And where mental health support is accessible long before burnout? I’d genuinely love to hear from others: What do you make of the review? Do you see this as a step forward, or a step sideways? The conversation matters and it’s one we all have a role in shaping.

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Why employee mental health is your biggest ROI. Companies investing in trauma-informed Employee Assistance Programmes see: • 40% reduction in absenteeism • 60% improvement in employee retention • Measurable increase in productivity and engagement • Reduced presenteeism (people actually showing up mentally, not just physically) Here's the truth: Your people are your profit. When your team is stressed, dysregulated, and struggling, everything suffers. When they have access to trauma-informed coaching and nervous system regulation tools, they become: • More focused and creative • Better communicators • More resilient under pressure • More engaged with their work and each other This isn't a "nice to have." It's a business imperative. Priority Mind Management helps companies 50-100 employees build healthier, more resilient teams through evidence-based EAP services. We measure success in reduced absenteeism, improved retention, and happier, more productive employees. Ready to transform your workplace culture? Book a free 20-minute EAP consultation. #EmployeeWellness #MentalHealth #WorkplaceCulture #LeadershipDevelopment #ROI

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In conversations about workplace wellbeing, leaders often search for the quick fix. A new initiative. Another training programme. A shiny policy to roll out. This week I sat down with a director of a Health & Wellbeing Board. The question was simple: how do we move forward? My answer was equally simple. Before you write a strategy, you must listen. You need to understand where people are struggling, the real pain points. Only then can a meaningful plan be created, one that addresses reality rather than assumptions. After more than two decades of leading high-pressure teams through complex and challenging environments, one truth has become clear: Sustainable change starts with listening, not imposing. The most effective leaders are those willing to hear what’s hard, not just what’s easy. Only then can they build strategies that support resilience, performance, and genuine wellbeing. If you’re a leader today, pause before rushing to solutions. Start by asking your people: what’s weighing you down, and what would help you thrive? That’s where real transformation begins.

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What if burnout isn’t a failure but a signal that your business isn’t built for your brain? In this week’s episode of The ADHD Business Podcast, I’m joined by the brilliant Amanda Perry, ADHD business mentor and founder of the Brain First Framework. Amanda grew a multi-million-pound agency, hired 40+ people, and checked every box of conventional success. Then she burned it all down (on purpose). Why? Because it was breaking her. In this conversation, we explore: ✅ How misaligned growth fuels masking and chronic burnout ✅ What an ADHD-friendly business really looks like ✅ Letting go of one-size-fits-all models ✅ And how self-trust can rebuild everything This isn’t just about ADHD. It’s about building businesses that are sustainable, values-led, and human-first. 🎧 Listen to Episode 9 now https://lnkd.in/e9U7UC32 And if you’ve ever felt like “doing it differently” made you wrong… this episode is for you.

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Super helpful resources here! And a good promt to think .. can I bring my whole self to work and be authentic. Do you minimise yourself? Do you watch what you say? Do you hold back your opinions? Or are you celebrated, included, supported? If it’s the latter what helps to create that culture at work? #wholeself #culture #belonging

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Really grateful to have the opportunity to share some practical ways employers can make learning more neuroinclusive in HR magazine today. Neuroinclusion is often treated as a people or culture issue, when in reality, the biggest barriers sit in the systems we design every day. Learning Platforms Training Content Processes Ways of Communicating When these systems are overwhelming, rigid or cognitively demanding, exclusion is designed in by default, even when that is not the intent! In this article I share why creating neuroinclusive systems is no longer optional and what HR and L&D teams need to start looking at differently if they want inclusion to actually work in practice. I will drop the link in the comments for anyone who fancies a read 😉

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⁉️Did you know that by 2027, UK employers with 250+ staff will be required to have a Menopause Action Plan? ⁉️ This week, a sustainability-focused business asked me to deliver a peri- menopause training session for their team, ahead of the new voluntary reporting requirements that come into force this April. ❓Why now❓The UK’s new Employment Rights Bill is being called “the biggest upgrade to workers’ rights in a generation”, and for the first time ever, menopause is explicitly named in UK law. The legislation acknowledges menopause as a legitimate workplace consideration, moving beyond informal accommodations to formal legal requirements. This marks a fundamental shift in how workplace wellbeing is recognised and regulated. What will this mean for employers? 💚 Support for employees experiencing menopausal symptoms ✅ Practical adjustments like flexible working, cooler environments, and quiet spaces ✅A published, personalised Menopause Action Plan (MAP) for larger organisations 💚 Clear guidance for smaller employers on how to adapt ...(I will do a separate post on what smaller employers should/can do). Why this really matters - Menopause costs around £1.5 billion each year due to women leaving employment, with an additional £191 million lost through absence and £22 million through presenteeism as symptoms are managed on the job. - Women over 50 are the fastest-growing workforce group - and a huge business asset - 80% of women aged 40–55 experience symptoms; 1 in 4 need significant workplace support - Many organisations see rising absenteeism, falling productivity, and low morale when menopause is ignored. The cost of inaction is no longer hidden - which is exactly why legislation is stepping in. Want support for your workplace?  I offer: ❇️ Menopause awareness sessions or ‘Lunch & Learns’ ❇️ HR & manager training inc. Menopause Policy & Action Plan ❇️ Group and 1:1 coaching for women navigating peri-menopause. 🌟Is this something your organisation needs to get ahead of? Let’s chat! 🌟 Contact me at traci@sustainlive.org or book a complimentary 20 min call here: https://lnkd.in/ecHJyzYU 🙏🏽 Ref: https://lnkd.in/etTYYhBN   (article from Sept 2025). #menopauseactionplan #workplacewellbeing #menopause #sustainability

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Grief support services As a grief coach, Lister provides services aimed at helping people cope with the loss of a loved one. Individual sessions: He conducts private sessions with clients to help them work through their grief. Text message support: Clients can receive ongoing support via text messaging. "Grief detective" approach: Lister uses a unique methodology that encourages people to find purpose and meaning during their journey of grief. All Sessions are Virtual or Over The Phone Motivational speaking Lister also works as a motivational speaker for a variety of audiences, including sales teams, schools, and management. Business topics: He speaks on subjects such as leadership, communication, accountability, employee retention, and handling management bullying. Public topics: Keynotes cover topics like acceptance, anger, fear, gratitude, and building self-confidence. Related work Lister's experience also includes work as an author, psychic medium, and second-generation funeral director. His book is titled The 20 Elements Of Grief.

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MY TOP TIPS FOR CURATING MENOPAUSE RESOURCES FOR COLLEAGUES Supporting colleagues through menopause is an important part of fostering an inclusive and compassionate workplace. However, finding the right resources to share can be overwhelming. Here are some top tips to help you curate effective menopause support materials for your team: 1. Understand the Needs First Start by listening 👂. What are your colleagues’ questions, concerns, and challenges? Tailor your resources to address their specific needs, whether it’s managing symptoms, workplace accommodations, or mental health support. 2. Prioritize Credible Sources Choose resources from reputable 🦉 organizations such as health charities, human resource experts, or menopause specialists. Reliable information builds trust and ensures your colleagues get accurate guidance. 3. Include a Variety of Formats People absorb information differently. Mix articles, videos 📺, podcasts, and webinars to engage diverse learning styles, and make it easy for everyone to access support. 4. Focus on Practical Advice Look for resources offering actionable tips—whether it’s lifestyle 🏃🏼‍♀️changes, communication strategies with managers, or available workplace policies. Practical insights empower colleagues to take control of their experience. 5. Keep It Confidential and Respectful Create a safe space by sharing resources discreetly 👄 and respecting privacy. Encourage open dialogue but avoid pressuring anyone to share more than they’re comfortable with. 6. Update Regularly Menopause research and workplace policies & guidelines evolve. Make sure your resource list stays current to provide the best possible support. By thoughtfully curating menopause resources, you contribute to a workplace culture that values wellbeing, support & inclusivity. Need help supporting your colleagues or leaders with menopause awareness? Get in touch. #menopauseintheworkplace #menopausematters #menopauseresources #supportivecultures

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National Inclusion Week 2025, this week, is a reminder that inclusion isn’t just about celebrating diversity it’s about removing barriers so everyone can thrive. Even though its not often talked about (anymore) its still there and still happening. For neurodiverse colleagues, AI is becoming a real game-changer: ✅ Meeting tools like Fathom and Otter.ai take care of note-taking. ✅ Google NotebookLM helps digest complex info into clear summaries. ✅ Apps like Goblin Tools break tasks into manageable steps. And while traditional ATS systems can make job applications harder, neurodiverse jobseekers are now using AI to beat ATS at its own game from crafting tailored CVs to preparing for skills-based interviews. Used well, AI can level the playing field in recruitment, work, and skills development helping neurodiverse talent not only fit in, but excel. Inclusion is essential and part of building sustainable workplaces for the future. https://lnkd.in/efChaiaU Farrell Associates | Certified B Corp™

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So many people shy away from talking about menopause at work - often out of fear of “getting it wrong.” But as Anna Allerton reminded us in her Return Ready Week session: 👉 You don’t need to be an expert. 👉 You just need to create space to listen. Because women’s voices matter. And when we’re heard, workplaces become stronger, more supportive, and more inclusive for everyone. This was such a powerful conversation to end an incredible week. ❤️ ✨ Return Ready Week 2025 might be over, but the ripple effect of these conversations will carry on. See you next year for another week of connection, confidence, and comeback stories. #ReturnReady #MenopauseAtWork #InclusiveWorkplaces

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HER-O's Journey ... this beautiful research published by HBR shows that midlife (perimenopause/menopause/postmenopause) can be a time where women leaders journey through change in an inspirational arc - from struggle, to knowledge, to power, to helping others. Are you going through your own HER-O's (hero's) journey? Or are you looking for support at this rollercoastery time? "Women who aspire to senior leadership roles face a number of systemic, gendered barriers. But a new study found that dealing with the symptoms of menopause doesn’t have to be one of them. Researchers studied 64 middle-aged peri- and postmenopausal women who held senior leadership positions to see if there were any throughlines in the way they navigated changes associated with menopause. The researchers found that these women tended to follow the archetypical “hero’s journey” arc: Symptoms started a quest for answers. Equipped with greater knowledge, they battled ignorance and stigma alongside a band of peers, mentors, and friends. Many women reported that overcoming challenges related to their symptoms helped them gain inner strength and new skills. Finally, their experiences motivated them to make a difference and improve systems for future women leaders. Understanding this arc can be a roadmap—and more optimistic story—for women leaders as they enter into this new phase of life." HBR #perimenopause #menopause #postmenopause #herosjourney #womeninleadership #womensupportingwomen #womenempoweringwomen

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Are you an HR Professional? Looking to make your employee lifecycle processes Neuroinclusive? Not sure how? At@ Advance: The Disability Consultants are Neurodiversity HR & Recruitment Training sessions are designed to help empower your HR employees to help drive and lead change in organisational behaviours, beliefs, attitudes towards Neurodivergent people. Additionally, we aim to empower your HR & Recruitment employees to help lead and drive change in ensuring that your recruitment, retention, and employee development processes allow Neurodivergent employees in your organisation to actively thrive in your organisation. Our HR & Recruitment Workshops are designed to be interactive, fun, and engaging and include breakout tasks, debates, quizzes, and mind maps. All with the intention of ensuring that your HR and Recruitment Teams have the necessary, confidence, knowledge and skills required to successfully support Neurodivergent talent through the employee lifecycle process. Are sessions benefit organisations in the following ways: ​​ ·        Training tailored to your organisational requirements and objectives. ​​​ ·        Support with making your applicant tracker system and job applications Neuroinclusive. ​​​ ·        Support with ensuring that your interview assessments are Neuroinclusive.​ ​​​ ·        Support and training on now to support Neurodivergent candidates during the pre-interview stage of the employee lifecycle process. ​​ ·        Support and training with the pre-boarding process and the probationary period in your organisation to ensure that it is Neuroinclusive. ​ ·        Support with interview feedback and exit interviews. ​ ·        Support with ensuring that your interview process is Neuroinclusive including training for hiring managers on how to support Neurodivergent applicants during the interview process.  To learn more about our Neurodiversity HR & Recruitment Workshops visit our website at: https://lnkd.in/gMqthPFc

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Journaling and planning can be powerful tools for reducing overwhelm and creating structure. It’s not about perfection — it’s about finding what works for you. #crsmithvirtualpa #coaching #smallbusinessuk #womeninbusiness #neurodiversitysupport #adhdawareness #autismawareness #executivefunction #productivitysupport #businesssupport #virtualassistantuk #coachingbusiness

Some interesting new research here from Jonathan Passmore on the value of 'homework' between coaching sessions. I often explore with clients what small experiments they might do between our sessions. It's a bit like having permission to try clothes on that you wouldn't normally wear. What's your experience (as coach or coachee) of homework between coaching sessions?

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Managing a neurodiverse team starts with understanding. Our FAQs answer common questions, explore reasonable adjustments, and highlight neuroinclusive approaches, helping to ensure neurodiverse staff are supported in an environment where they can thrive in their roles.

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