Women don't need fixing.
Workplaces need to get better at understanding the humans inside them.
I help organisations understand why talented women disengage, plateau or leave — and what they can actually do about it.
For 17 years, I've had a front-row seat to conversations that employers rarely get to hear.
Not because those conversations aren't happening. But because they're happening in therapy rooms, not boardrooms.
The meeting where she was spoken over. The flexible-working request that became a battle. The return from maternity leave where nobody really asked what had changed. The promotion that quietly disappeared. The manager who didn't know how to hold a human conversation when life got complicated.
None of these moments is necessarily catastrophic on its own.
But they accumulate.
And eventually, talented women start to disengage — or decide they'd rather start again somewhere else.
THIS ISN'T ABOUT MAKING WOMEN MORE RESILIENT.
WOMEN HAVE HAD ENOUGH ADVICE ABOUT HOW TO COPE BETTER WITH SYSTEMS THAT AREN'T WORKING FOR THEM.
So I'm not interested in running workshops that teach women to manage their stress better, breathe more, or lean in harder.
I'm interested in what the organisation can change.
Because you can't control someone's mortgage. You can't control everything happening in someone's life outside of work.
But you can influence whether she feels heard. Whether flexibility exists in practice, not just in policy. Whether your managers know how to have a difficult human conversation. Whether someone can go through a major life transition without her career quietly stalling in the background.
Whether talented women can actually see a future inside your organisation.
That's where I come in.
HERE'S WHAT MAKES THIS DIFFERENT.
I'm a BABCP-accredited CBT psychotherapist. I've been doing this for 17 years.
And the thing about therapists is — people tell us what they don't put in engagement surveys.
They tell us about the manager they no longer trust. The promotion they stopped going for. The Sunday-night dread that's been there for two years. The resentment they smile through in every team meeting. The moment they started emotionally checking out — and the moment they finally decided they'd had enough.
I've been sitting with those conversations for nearly two decades.
And I'd rather help organisations understand what's happening before another talented woman reaches the point where she's sitting opposite someone like me saying: "I don't think I can keep doing this."
That's what I'm bringing upstream.
THE WOMEN AT WORK LISTENING PROJECT
Before I tell an organisation what to change, I need to understand what's actually happening inside it.
The Women at Work Listening Project is how I do that.
Through a series of confidential one-to-one conversations with women across your organisation — alongside a review of existing people data and a leadership discussion — I look for the patterns your engagement surveys aren't capturing.
Where is trust being built — and where is it quietly eroding?
Where are women getting stuck, and at what moments?
What happens when someone goes through a major life or career transition?
Where is your policy working — and where does the lived reality look completely different?
Why are your good people staying? And why are others checking out?
At the end of the project, you'll receive a clear findings report with practical, prioritised recommendations — and a leadership session focused on the areas where change can have the greatest impact.
This isn't a tick-box exercise. It's a genuine look at what's happening inside your organisation, from someone who knows how to listen.
Interested in finding out more? Let's start with a conversation.
SPEAKING & LEADERSHIP
I speak to leadership teams, People & Culture conferences, partner meetings and away-days about the workplace experiences that quietly shape whether talented women stay, grow and contribute.
I don't do motivational. I don't do tick-box.
I bring 17 years of clinical insight into the room — the conversations that happen long before an exit interview, and the moments that engagement surveys miss entirely.
Topics I speak on include:
Why talented women disengage — and what the data doesn't tell you
The employee who stays (and why she can be more costly than the one who leaves)
What happens when work and life collide — the moments that matter
Stop asking women to be more resilient
What 17 years in the therapy room taught me about workplace culture
People leave my sessions thinking differently about the humans they lead.
LET'S TALK.
If you're responsible for People, Talent, Culture or organisational leadership — and you're asking questions about why talented women are disengaging, stalling or leaving — I'd like to hear what you're seeing.
You don't need to know what the solution is yet. That's the point of listening first.