We tell women to be confident, visible, ambitious and passionate if they want to get ahead. But what if those same behaviours are judged differently when women display them? This article explores new research on gender, passion and high-potential decisions, and asks whether the real problem lies not in how women show up, but in how organisations decide who looks like leadership material.

Women’s networks can be a powerful source of connection, insight and career development, but they should not be expected to carry responsibility for gender equality or women’s health on their own. This article explores what makes a women’s network genuinely effective, from executive sponsorship and meaningful budgets to recognition, influence and a clear connection to wider organisational strategy.

Many organisations are doing more on women’s health, but the work is often scattered across HR, Wellbeing, EHS, employee networks and passionate volunteers. This article explores why shared responsibility still needs clear accountability, and why women’s health needs senior ownership, a clear strategy and better connection to talent, leadership and employee experience.

What is a Menopause Action Plan, and do employers really need one? In this article, Clare Knox explores what the UK Government's proposals could mean for organisations, why she's optimistic about the opportunity and why the real value of an Action Plan has very little to do with the document itself.

Workplace conversations about menopause often focus on absence, productivity and retention. But there is a bigger question. What happens when a temporary period of poor health starts to affect a woman’s career, earnings, pension and future opportunities? This article explores why good menopause support should be about keeping careers and choices open.