Consultancy & training services for employers ready to take a strategic approach to flexible and new ways of working; and to create working practices fit for the 21st century. Example projects:Upgrading D&I & wellbeing provisions: A London council approached upgrading support for work-life balance as a D&I initiative. This benefited disabled staff, those wishing to observe religious beliefs and working carers. The project was rolled out in 3 phases over an elapsed period of 2 years: the final phase addressed work-life balance challenges faced by senior staff.Introducing new flexible working policies: An employee survey at a media company revealed a long working hours culture. A facilitated group process was used to develop recommendations for improvement. The task group became key agents for change during the subsequent implementation phase. A second media organisation was outgrowing its London offices and wanted to encourage more efficient use of space. A facilitated group process was used to develop effective home and remote working policies and practices.Upgrading flexible working provisions to improve work-life balance: A small UK charity wanted to upgrade existing flexible working provisions to better support work-life balance. I facilitated a day long whole organisation workshop to streamline processes and re-design jobs; resulting in improved productivity and wellbeing.Integrating work-life balance into HR strategy: A rural public sector body had flexible working policies but wanted to fully integrate a work-life balance strategy into working practices. I developed and implemented recommendations to upgrade policies and practices .Policy review: A high street bank was concerned its “leading edge” work-life balance policies were not effective. I managed a small team of 4 consultants working across 5 locations as we talked with employees, reviewed policies and made recommendations for change.More information: www.sustainableworking.co.uk

I left university an ambitious graduate confident that as a woman I would have the same career opportunities as my male colleagues. I was making great progress until I hit a major roadblock - I became a mother. Up until that point I'd been unaware of how many challenges face women who want to combine career and family.So I became an early campaigner for flexible and balanced working; and have been speaking on the topic for over 25 years. During that time I have engaged with both radio and television media; and a wide range of live audiences. I have spoken at conferences in the UK and internationally, addressed professional groups, women’s networks and the general public.My book ‘#Upcycle Your Job: the smart way to balance family life and career’ was published in 2019. In the book I draw on a wide range of evidence to:1. Identify the three big shifts employers must make if they truly want to support women’s careers at senior levels.2. Develop a six step process for creating balanced jobs in line with the reality of women’s lives.3. Explain how upcycling jobs generates improvements that build on the best of what already exists, honouring an approach women have been taking since they first entered the corporate world in the middle of the last century.If you host a relevant podcast I’d love to be a guest; to talk more about the book and why redesigning working arrangements to fit 21st century lives is key to getting more women into senior roles.

Supervising Management Research Projects for students studying the MSc in HRM and the MSc in HRD. I'm delighted to be playing a part in nurturing future talent for the HR profession.

Repeat delivery of an annual lecture on the topic of work life balance to students on the MSc Occupational Psychology programme.

Niche HR consultancy providing expertise in Work-Life Balance, flexible and remote working, diversity, Inclusion and wellbeing.

Major funding initiative by the DTI (DBERR) to support employers wishing to enhance work-life balance. I worked with a number of clients in the public, private and not-for-profit sectors, managing several projects simultaneously. Client feedback from this work placed me in the highest scoring category. The nature and impact of my direct consultancy support was assessed at 6.11 where the highest score was 7 (very well directed) and the average for all consultancies in the Fund was 4.95.Also developed the Work-Life Balance Pack for HR specialists - funded by the DTI.

Provision of specialist advice to clients, research and authorship of articles and books on flexible working and work-life balance issues.

Policy development and provision of specialist HR advice to line HR Managers and Partners across the firm's 40 UK offices.

Provision of outplacement related occupational psychology services. Recruitment consultancy, and a period as interim recruitment manager at State Street Bank & Trust.

Provison of HR services to 3 offices (2 in London and one in Newcastle) during the takeover of Burton Group Financial Services by GE Capital RFS. Served as the HR member of the due diligence team druign the acquisition of the House of Fraser Credit Card Business.Took over as Head of Training and Development and ran culture change workshops for the company's 400+ managers including the Senior Management Team. Participated in post-acquisition restructuring across the London, Leeds and Bristol sites.

Managed high volume, high profile media and agency recruitment campaigns for IT and Financial Consultants for the European Financial Services and Computer Audit Divisions.

Short stay here until the Bank of New York took the company over.

I began my career in the Central Personnel function managing the firm's training programmes. On completion of my MSc I was asked to set up a new personnel function for the Insolvency department.