✦ Retention Risk Review

Act before the resignation letter arrives.

The Retention Risk Review is a practical workplace review for organisations worried about losing experienced women through unsupported menopause, neurodivergence, manager confidence gaps and poor work design.

It helps HR, DEI and senior leaders see where well-intentioned support is not yet working in practice — before the problem becomes absence, burnout, quiet withdrawal or resignation.

Book a conversation → Complete the Retention Scorecard
Act before the resignation letter arrives.
This is not a wellbeing workshop. It is a retention risk review.
You receive a practical action map your organisation can actually use.

The problem

Experienced women rarely leave because of one bad day. They leave after months, sometimes years, of adapting quietly to systems that no longer fit.

For many, perimenopause or menopause can affect energy, sleep, focus, memory, confidence, sensory tolerance and emotional regulation. For neurodivergent women — including those who are undiagnosed, late-diagnosed or masking — this period can intensify existing challenges and expose workplace barriers that were previously hidden.

The result is often misread as disengagement, underperformance, burnout or “not coping”. In reality, it may be a retention risk that the organisation has not yet learned how to see.

Who this is for

Organisations seeing experienced women step back, burn out or leave; managers unsure how to respond; or menopause, neuroinclusion and DEI activity sitting in separate silos.

What we review

Policies, manager resources, adjustment pathways, disclosure conversations, workload design, flexibility, employee voice and the links between menopause, neuroinclusion, wellbeing and gender equity.

What you receive

A clear action map with key retention risks, practical recommendations, manager confidence priorities, quick wins and longer-term changes your organisation can use.

✦ What the review can include

A focused look at where support breaks down in practice.

Menopause guidance, policies and manager resources
Neuroinclusion practices and reasonable adjustment pathways
How disclosure and support conversations actually happen
Whether managers have the confidence to respond well
How workload, meetings, communication and flexibility are designed
Barriers affecting senior women’s progression and retention
Employee voice from networks, listening groups or interviews
Links to DEI, wellbeing, gender equity and pay gap action planning

How the review works

DiagnoseWe understand what is already in place: policies, guidance, networks, manager resources and known concerns.
ListenWe gather insight from the people closest to the issue, such as HR, DEI, managers, networks or facilitated listening groups.
Identify riskWe look for gaps that create avoidable loss: unclear processes, unsupported managers, hidden barriers or cultural silence.
Map actionWe translate insight into a route map: what to fix first, what to strengthen and what will make the biggest difference.
Build confidenceWhere needed, we support leaders and managers with training, facilitated conversations and practical tools.
✦ Retention Scorecard

Start with the scorecard if you want a quick read on risk.

The Retention Scorecard helps you spot whether menopause, neurodivergence, manager confidence and work design may already be creating avoidable retention risk. It is a practical first step before deciding whether a fuller Retention Risk Review would be useful.

Complete the Retention Scorecard →
✦ Start the conversation

Worried that experienced women are already stepping back?

Discover the Difference can help you look at the workplace conditions underneath that risk and turn the findings into practical action.

Book a conversation → Return to the main website

This review is not medical advice and is not a substitute for HR, occupational health, employment law or clinical guidance where those are needed. It is a practical workplace inclusion review designed to help organisations understand avoidable retention risk and improve how support works in practice.

Neuroinclusion

Creating environments where neurodivergent people can contribute fully, safely and confidently.

Manager confidence

Helping managers respond earlier, more consistently and with better workplace-focused questions.

Menopause support

Specialised support around menopause, neurodivergence, retention and everyday workplace design.

Practical change

Reviews, training and action planning designed around real people, real teams and real risks.