Single sessions
one workshop. one topic.
Awareness for your teams. Clarity for your managers.
A live, interactive workshop on one area of women's health, in one of two editions.
For your teams, it's education and awareness, and a way of showing your people you take this seriously. For your managers, it's getting clear on what is actually going on, and on the conversation itself.
It arrives as a complete cycle. I train, we measure, you get the result. Once we've worked together, you can build on it with another workshop or a session tailored to your managers.
Who this is for
if any of this sounds familiar
Most of the organisations I speak to aren't sceptical. They're stuck, and usually for the same few reasons.
Somebody raised women's health, you said you'd look into it, and you want to come back with something real.
Your managers are improvising, and the careful ones avoid the conversation rather than get it wrong.
You've put a policy in place, and now you want people to know it's there and managers to know what to do when someone uses it.
You have a date in the calendar, and you want people to come away with something they can actually use.
You want to see how a session actually lands with your people before committing to anything longer.
People are taking days that get recorded as something else, and you can't see the pattern.
Then this is built for you.
How it arrives
the session, and proof it landed
Your HR team books one date and forwards one survey link afterwards. I do the rest.
01 · the training
a live workshop
Live and interactive, taught in plain English with time for questions, in person across the UK or online wherever your people are. The length flexes to suit your people, from a lunch and learn to a longer working session.
02 · after
an anonymous survey
One short survey once we've been in, asking your people what they would have felt able to do before the session and what they feel able to do now. No names, no email addresses, nothing that identifies anyone.
03 · the result
a short impact report
What shifted, in plain numbers and in your people's own words. Something you can put in front of a board or whoever signed off the spend, instead of hoping it landed.
The modules
choose one, or run them across the year
Each module is one workshop on a single topic. Mix them, or start with one and see.
menstrual health at work
Cycle health · Endometriosis · PMOS (PCOS)
Menopause support tends to reach women in their late forties and fifties. This module reaches everyone, for the thirty years before that. Your people get a working understanding of what's actually happening in a menstrual cycle, how conditions like endometriosis and PMOS (still widely known as PCOS) show up at work, which adjustments make a measurable difference, and how to hold a straightforward conversation about it instead of avoiding one. One module, and you're supporting the whole menstruating workforce rather than a single life stage.
menopause at work
Perimenopause · Menopause · Adjustments
The stage where women at the peak of their experience quietly start planning an exit, and where managers are least sure what to say. Managers learn what perimenopause and menopause actually involve at work, which adjustments make a measurable difference, and how to hold a respectful, confident conversation instead of avoiding one.
neurodiversity & female hormones
ADHD · Autism · Hormonal interaction
ADHD and autism present differently in women, are diagnosed later, and interact with hormonal fluctuations in ways most workplaces have never been told about. This module closes that knowledge gap. Managers learn to recognise, support and adjust without ever diagnosing.
Two editions
one for the managers who support, one for the teams who live it
Every module runs in both. Which one you need depends on what you're trying to shift.
Manager Edition
Get clear on what's actually going on, and on the conversation. For line managers and anyone who might be the person somebody tells. The physiology in plain English, which adjustments genuinely help, and what to say when someone sits down and tells you something difficult. Practised in the room rather than described, so nobody is guessing the next time it happens.
Team Edition
Education and awareness, and a way of showing your team you take this seriously. For everybody. What's happening in the body and why it affects work, organised by how it shows up rather than by condition, so people recognise themselves in it. It gives people the language for something they have been managing quietly, and permission to raise it.
What happens in the room
from the rooms I've been in
"Lucy created a space where these topics could be explored openly and inclusively… We would highly recommend Lucy to any organisation."
Daniela, People & Culture Manager, Oliver's Travels
"The session was informative and engaging, and it gave people permission to talk about something they'd never raised at work before."
Attendee feedback, Oliver's Travels
Those figures come from a recent workshop. That session's numbers, rather than an average across everything I have run. More feedback is on the testimonials page.
Questions
the things people actually ask
can one workshop really change anything?
One workshop won't rebuild a culture, and I'd be wary of anyone who promises you it will. What it does is give people language and permission they didn't have that morning. Managers stop avoiding the conversation because they're afraid of getting it wrong. People stop calling it a migraine. That's the shift the survey measures, which is exactly why we measure rather than assume. And if you'd like to build on it, we can: another topic, or a session shaped around what your managers need.
we've already done menopause. isn't this covered?
It's a brilliant place to start, and it's where most organisations do. But menopause support reaches a woman at around 47. Menstrual health reaches her from her teens onwards, which is almost her entire working life, and it reaches the graduate scheme as well as the leadership team. In the CIPD's 2023 survey of 2,060 women, 49% who had taken time off for menstruation symptoms had never told their manager that was the reason, and only 12% said their employer provides any menstrual health support. If you've done the menopause piece, this is the thirty years in front of it.
are we asking our managers to act as doctors or therapists?
Not at all, and the boundary is part of the training. Managers learn how to hold a supportive conversation, understand what is physiologically going on, and agree practical adjustments. Nobody is asked to diagnose anything or to act as a counsellor. They need to know how to listen, and what happens next.
is the survey genuinely anonymous? our people won't answer otherwise.
They won't, and they shouldn't have to. The survey collects no names, no email addresses and nothing that would let an individual be identified in the results. It's 100% anonymous and GDPR-compliant, and we say so plainly on the survey itself, because people only answer honestly when they believe it. Anonymous answers you can trust are worth far more than flattering ones you can't.
we already have a policy. why do we need training?
A policy sets out what the organisation will do. It doesn't train the person who has to do it, and documents don't have conversations. Most managers have never been shown how to handle a sensitive health conversation, so policies often stay on the intranet rather than turning into everyday support. This is the part that turns the policy into something that happens.
is this suitable for male managers, and for mixed teams?
Yes, and male managers often get the most out of it. The session is grounded in clear physiology and practical conversation skills, which takes the awkwardness out of it and gives any manager the confidence to respond well. Nobody is put on the spot.
we're a smaller organisation. is it worth it for us?
The costs don't check headcount. If you employ twenty women, several of them are managing something they haven't mentioned, and losing one experienced person hurts a small team far more than a large one. The modules run exactly the same way at any size. The only real difference is that in a smaller room, people tend to talk more.
A note on what this isn't. I'm a trainer, not a lawyer or a clinician. A session doesn't write your policy, replace occupational health, or give you legal or compliance sign-off, and nothing in it is medical advice. What you get is a room that knows more than it did, people who know what to say, and honest numbers on what shifted.
let's work out which one fits your people
A free 20-minute call to talk through which module and which edition would actually help, what it takes to run, and what the impact report gives you afterwards. If a session isn't the right first step, I'll say so on the call.