The Hidden Cost of Menopause in the UK Tech Industry

Posted on July 17, 2025July 17, 2025 by bd-admin

At our recent Women in Tech event, we were privileged to hear from Katherine Church (Digital Health Consultant, Femtech Adviser and NED) and engage in great conversations with our amazing attendees. Together, we explored the real impact of menopause on careers and the critical need for businesses to respond.

There were some insightful takeaways and actionable ideas shared, all aimed at continuing this much-needed conversation.

An Overlooked Issue in a Fast-Paced Industry

The UK tech industry is famed for innovation, agility, and pushing boundaries. However, it still seems to be falling behind when it comes to supporting one of the most natural transitions in the workforce, the menopause.

With women over 50 now the fastest-growing workforce demographic in the UK, and a significant portion working in tech and digital roles, ignoring menopause isn’t just outdated, it’s a business risk.

The Business Impact: What’s It Costing?

Many companies see menopause as a personal issue. But the organisational cost can be substantial.

According to a 2022 report by the Fawcett Society:

1 in 10 women leave work due to menopause symptoms.
44% say symptoms negatively affect their ability to work.
Presenteeism and absenteeism lead to lost productivity across departments.

900,000 UK women have left work due to menopause. Source: The Fawcett Society.

In a high-performance industry like tech, where burnout is already rampant and talent is hard to retain, this results in:

Early retirement of senior developers and managers
Lost and Leadership experience
Lower morale and team cohesion
Recruitment and training costs to replace skilled staff

£30,000 per hire is the average cost of replacing a skilled employee. Source Bupa.

Why Tech Companies Need to Act Now

The tech sector already faces challenges with gender diversity. If menopause remains a taboo topic, we’re likely to see:

A leadership gap: As women exit mid-to-senior roles prematurely.
Inclusion failures: Tech prides itself on forward-thinking, yet menopause remains a silent exit route for many.
Reputation risks: Younger talent increasingly values inclusive cultures. A lack of menopause support reflects poorly.

What Tech Employers Can Do

Supporting menopausal employees doesn’t require massive structural changes, but it does require awareness, empathy, and leadership.

Here’s where to start:

Create a menopause-friendly policy. Incorporate flexible working, reasonable adjustments, and clear routes for support.
Train managers. Many line managers feel unprepared to have conversations about menopause. Equip them.
Normalise the conversation. Use internal comms, ERGs, and events to break the stigma.
Provide physical and mental health support. This includes access to occupational health, counselling, and medical support.

Here are some useful resources to check out

Here are some practical tools to help your organisation start to explore what you can do to support women in your workplace.

Fawcett Society: Menopause and the Workplace Report An in-depth data and recommendations for UK employers

British Menopause Society: Workplace Guidance Guidance for clinicians and employers.

Henpicked: Menopause in the Workplace Training and consultancy services tailored to businesses.

CIPD Menopause at Work Guide A comprehensive guide for HR and people leaders.

The Latte Lounge Podcast Midlife women’s health, careers, and menopause Podcast.

Over The Bloody Moon An Organisation that’s on a mission to remove the muddle from menopause, menstruation, and andropause.

BSI Guide to Menstruation, Menstrual Health and menopause in the workplace. A useful guide for businesses about supporting women in the workplace.

The UK tech industry can’t afford to ignore the simplest truth: supporting women through menopause isn’t just compassionate – it’s commercial sense.

By creating menopause-inclusive cultures, we protect our talent pipeline, retain our most experienced leaders, and send a powerful message: everyone belongs at every stage of life.

There’s more to read. Why not explore our other blogs!

In Conversation with Lucy Grimwade – Q&A

Posted on June 6, 2025July 17, 2025 by bd-admin

A Leader’s Journey of Reinvention: In Conversation with Lucy Grimwade

Back in April, we had the absolute pleasure of welcoming Lucy Grimwade to speak at our Women in Tech Series event: Tech to Change – A Leader’s Journey of Reinvention.

Lucy delivered an honest, powerful talk that struck a chord with many in the room. Sharing the highs and lows of her career in the technology sector, she took us on a personal journey through change, challenge, and ultimately, transformation.

From navigating career pivots to redefining her own path, Lucy spoke candidly about how she transitioned into her current role as a Change & Transformation Consultant, Career Coach, and Co-Author of Allyship Actually.

Her story was so inspiring that we want to share some of her advice and story with you through a quick fire Q&A session.

Image of Lucy Grimwade at Women in Tech Event

Lucy Grimwade in conversation at Women in Tech event picture

Q. At our event, you shared your career and personal journey with us. Can you share the story behind your transition from IT Service Management to becoming a transformation consultant and certified coach? What inspired that pivot?

A. “Sure. My journey started in IT support, it was hands-on, practical, and very much about solving immediate problems. Over time, I moved into improving the processes behind IT Service Management, which opened my eyes to the broader systems at play. But what always fascinated me wasn’t the tech, it was the people. Why change lands well with some and not others. Why some teams thrive and others resist. That curiosity led me to coaching then to change and transformation work. I got certified as a coach because I didn’t just want to deliver change, I wanted to actually help people with it. Coaching brought in the depth I was missing: the ability to really support individuals and leaders through the emotional and behavioural shifts that come with transformation.”

Q. You’ve worn many hats, consultant, coach, author, and speaker. How do these roles complement each other, and what’s the common thread that runs through them all?

A. “I think they do. Whether I’m consulting with a team, coaching an individual, writing a book, or speaking on stage, I’m trying to do the same thing: help people make sense of change (whatever that means to them).“

Q. What are some of the most common challenges you see professionals facing when navigating career change or leadership growth? How do you help them overcome these?

A. “A big one is identity. e.g. Who am I now that I’m not in that role or on that path? Whether someone is stepping into leadership or stepping away from a career, there’s often a loss of clarity, confidence, or belonging. It’s important to slow down and reconnect with values, strengths, and vision. We often think change is about action, but the most powerful work happens in reflection, then we can act with intention, not panic. (which can so often do).”

Q. Time and giving yourself time to reflect and think about your career was a theme that ran through the conversation at the event. Do you have advice on how to find this space and what steps people can put in place that can allow this to happen?

A. Absolutely, time for reflection doesn’t just appear, you have to protect it. I recommend creating non-negotiable “thinking time” in your calendar, even 30 minutes a week. Turn off your notifications, go analogue if you need to. Journal, walk, voice note yourself. Use prompts like “What’s energising me lately?” or “What would I do if I trusted myself more?” That space is where you can often be really true to yourself.

Q. You talk about authentic leadership. What does authentic leadership mean to you, and why is it so important in today’s business landscape?

A. “Honestly, to me, It’s about being deeply aware of your values, your impact, and your edges. It’s not about being perfect… it’s about being real. I think post-pandemic Trust is fragile and change is constant, people don’t just want capable leaders, they want ones that give a hoot. The best leaders I’ve worked with are the ones who can say, “I don’t have all the answers, but I’m here to listen and learn.”

Q. What are the top books that you recommend that can help support people thinking about change in their careers?

A. “Here are a few that come up time and again in coaching sessions”:

The Squiggly Career by Helen Tupper & Sarah Ellis

The Long Game by Dorie Clark

101 Essays That Will Change the Way You Think by Brianne Wiest

Q. Change in businesses is constant. When working with organisations on transformation initiatives, what’s the most overlooked aspect of change management?

“Great question. To be honest it is often that emotional undercurrent. We still think of change as a project plan or a Gantt chart. Most organisations focus on communications and training (which is totally needed) but miss the emotional and identity shifts people are going through. The best change strategies build in space to listen, adapt, and support people as people, not just roles.”

Q. How do you tailor change strategies to accommodate different personality types or leadership styles within an organisation?

“You’ve got to meet people where they are. Some leaders want data, others want stories. Some team members need reassurance, others want a roadmap. I use coaching tools, personality insights, and stakeholder mapping to understand who needs what and when. I also make sure change comms and engagement activities speak to both the head and the heart.”

Q. You’re a strong advocate for mental well-being due to your challenges and experiences within the technology sector. What are some actionable ways leaders can foster safe environments for people struggling with their mental health?

“Start by modelling it yourself, talk about stress, rest, and boundaries. Create regular check-ins that aren’t just performance-related. Build psychological safety into your culture by rewarding honesty and vulnerability, not just outcomes. And invest in training!! Not just mental health first aiders, but for leaders on how to have real conversations. A safe environment isn’t just about support when things go wrong. It’s about noticing early when someone’s not ok.”

Q. Your work also touches on inclusion and allyship. What does meaningful allyship look like in a corporate setting, and how can organisations move beyond performative gestures?

“So, Allyship is not a badge… it’s a behaviour. It’s what you do when it’s inconvenient, or when no one’s watching. It means using your privilege to create space for others. It’s challenging bias in the moment, advocating for equity in hiring and promotion, and listening to lived experiences with humility. Organisations move beyond performative allyship when they stop treating it like a campaign and start embedding it into culture, policy, and leadership accountability.”

Interested in attending our next event? Follow us on LinkedIn to keep updated on the latest events and blogs

DEI-a major change to businesses in the US – Will organisations in the UK follow?

Posted on February 10, 2025February 14, 2025 by bd-admin

Many large US companies are putting a stop to their diversity initiatives. Walmart, McDonald’s, and Meta announced major changes to their DEI goals. The changes include scrapping their D&I internal teams and training programmes. https://www.theguardian.com/business/2025/jan/11/trump-dei-diversity

Can we believe what we have been reading?

Does it not feel like the world is going backwards? As someone who wants to focus on ensuring that my daughters grow up in a world in which diversity, equity and inclusion in the workplace are a given, this feels like we are going backwards rather than forwards. Do we think that these changes in the US will have a knock on effect on business across the globe?

Creating a truly diverse and inclusive workplace isn’t just nice to have, it’s essential for innovation, employee engagement, and long-term success. We discussed this very topic not so long ago at our Women in Tech Series Event (see here). We heard from Kat Mitchell (co-founder and Chief Revenue Officer) and Nikki Miles (Head of Data and Analytics) about their experience of how diversity has made their businesses thrive and continue to grow year after year.

But not all hope is lost like MBP there are some outstanding organisations here in the UK that are leading the way and continuing to support DEI in their businesses – check them out.

Kingfisher

Kingfisher plc (Global international home improvement company) understands that both their customers and employees come from diverse backgrounds. Their commitment to inclusion is reflected in their four key employee networks, Gender Affinity Network, Neurodiversity Affinity Network, LGBTQ+ Affinity Network and Race & Culture Affinity Network.

Kingfisher is taking a flexible approach to work, encouraging employees to be open about what works best for them. Their investment in D&I initiatives ensures that everyone feels valued and supported.

https://www.kingfisher.com/responsible-business/our-priorities/colleagues

Chase (JP Morgan)

Chase, the digital bank owned by JP Morgan, is committed to embedding diversity and inclusion across all areas of its business.

Their Employee Resource Groups (ERGs), provide employees with opportunities to connect, grow, and feel valued with over 35% of JP Morgan Chase & Co employees participating in at least one group it’s been a huge success.

IAG Tech (the technology arm of International Airlines Group)

As part of IAG Global Business Services, IAG Tech delivers cutting-edge technology across the entire business. Their inclusive culture is built around six key areas: Engagement, Talent Management, Reward & Recognition, Performance Management, Learning & Development, and Culture.

IAG Tech is actively working toward a 50% female representation in their tech teams by 2030, showcasing their commitment to building a truly diverse workforce.

https://www.iairgroup.com/people-and-careers/equity-diversity-and-inclusion/

Jaguar Land Rover

Jaguar Land Rover (JLR) believes that their people are their greatest asset, and fostering a diverse, inclusive culture is key to their success.

JLR was the first UK car manufacturer to sign the Business in the Community ‘Race at Work Charter’ and is also a member of The Valuable 500, a global movement promoting disability inclusion in business. Their structured D&I strategy focuses on three key areas:

Shaping a culture of unity, belonging, and respect
Implementing progressive policies, benefits, and support
Engaging employees and experts to drive progress

https://www.jaguarlandrover.com/diversity-equity-inclusion

These companies are proving that diversity, equality and inclusion aren’t just buzzwords they are living and breathing it. Whether through hiring targets, employee networks, or broader social impact, each of these organisations is leading the way in fostering inclusive workplaces which we can all learn from.

There is still hope!!

Technology and Digital Job Market Trends 2025

Posted on January 9, 2025January 9, 2025 by bd-admin

Top digital and technology job trends to watch out for in 2025

The technology and digital industries are constantly evolving, reshaping the roles businesses create and redefining the skills they seek. Here’s a look at what we believe the technology and digital job market trends for 2025 will be.

1. AI and machine learning specialists: The demand just keeps on growing.

Artificial Intelligence (AI) and Machine Learning (ML) are not just buzzwords anymore they’re becoming the backbone of countless industries. In 2025, the demand for AI and ML specialists is expected to skyrocket as companies race to integrate intelligent systems into their operations. From chatbots to predictive analytics, the applications are endless.

2. Cybersecurity roles: A critical necessity for all businesses.

As remote work becomes the norm and cyber threats escalate, cybersecurity has never been more essential. Companies are intensifying efforts to safeguard sensitive data, driving a growing demand for cybersecurity analysts, ethical hackers, and information security managers. With the widespread use of third-party software and evolving regulatory requirements, these positions are in high demand. Strong problem-solving skills and proven experience in cybersecurity are key attributes for candidates in these roles.

3. Cloud computing: Building the digital backbone

Cloud technology has revolutionised business operations and will remain pivotal in 2025. Demand for roles such as cloud architects, cloud engineers, and DevOps professionals is set to grow, driven by emerging trends like AI-as-a-Service (AIaaS), serverless computing, and the Internet of Things (IoT). With industry leaders like AWS, Google Cloud, and Microsoft Azure at the forefront, expertise in these platforms will be a significant advantage for organisations.

4. Green tech and sustainability careers: Tech meets the planet

Sustainability is no longer a niche – it’s a priority among many growing businesses. The technology industry is playing a massive role in developing green solutions, from renewable energy technologies to efficient data centres. The industry expects to see more jobs in areas like energy optimisation, green software engineering, and environmental data analysis.

5. Extended Reality (XR): The next frontier

Virtual Reality (VR), Augmented Reality (AR), and Mixed Reality (MR) – together known as Extended Reality (XR) – are set to revolutionise industries from gaming to healthcare. In 2025, XR developers and designers will be in high demand as companies explore immersive experiences for training, customer engagement, and entertainment.

6. Data analysts and scientists: Turning information into insights

In a world where AI is now driving useful data, those who can analyse and make sense of it will be indispensable. Data analysts and data scientists will continue to be in high demand as businesses rely on them to provide analytics that support them make data-driven decisions to stay competitive.

7. Remote work facilitators: Supporting the virtual office

Remote and hybrid working has created a need for roles that support virtual collaboration. Think IT specialists focused on remote setups, software engineers optimising collaboration tools, and digital transformation experts helping businesses adapt to new workflows.

8. Digital marketing: Creativity meets analytical

Digital marketing roles are evolving with the rise of AI-driven analytics and personalised content. In 2025, marketers who can bridge the gap between creative campaigns and advanced analytics tools will be highly sought after. SEO specialists, social media strategists, and content marketers will continue to thrive.

9. Technology for healthcare: Building a healthier tomorrow

From health apps to wearable health devices, technology is transforming healthcare. Careers in health tech – like bioinformatics specialists, health app developers, and AI-driven diagnostics experts – will flourish.

10. Quantum computing: Shaping the future of technology.

Quantum computing jobs in 2025 are thriving, driven by advancements in quantum hardware, software, and applications across industries. Professionals in this field will focus on developing algorithms, optimising quantum systems, and addressing real-world challenges in cryptography, materials science, and finance. With increasing demand for expertise in quantum programming and engineering, these roles are pivotal in shaping the future of technology.

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For candidates: How to stay ahead of the curve in the technology and digital landscape

With so many exciting opportunities on the horizon, how can you ensure you’re ready for the jobs of 2025? Here are a few tips:

Upskill Regularly: Take online courses, attend workshops, or earn certifications to stay current in your field.
Network Smartly: Connect with professionals in your area of interest through LinkedIn, meetups, or industry conferences.
Stay Curious: The tech world evolves rapidly. Explore emerging trends and technologies to identify where your passion and the market intersect.
Build a Portfolio: Showcase your skills through projects, whether you’re developing an app, contributing to open-source projects, or writing about your expertise.

For businesses: How to find the right candidate for your technology and digital roles ?

It’s just as tricky for businesses to keep up. Better Days Recruitment are specialist in technology and digital roles. For advice on finding the right fit for your business or support on any tricky role, we can help.

Contact us

Women In Tech Series – Building Diverse Teams in Technology and Data

Posted on December 2, 2024December 4, 2024 by bd-admin

A diverse culture and workplace is more than just about gender, race and age – it’s about the diversity of thought.

Following our amazing event back in July Better Days Recruitment and Animo Group were delighted to hold another very successful thought leadership event focusing on the benefits of having a diverse workforce within tech.

Joined by guests from across varying sectors and businesses, this event allowed everyone to contribute and share their experiences on diversity within the workplace.

Kat Mitchell (co-founder and Chief Revenue Officer) and Nikki Miles (Head of Data and Analytics) from MPB – www.mpb.com a Brighton-based company that is bucking the diversity trend, talked about how they have embraced diversity in the workplace.

The main points that were shared and that stood out from these discussions were:

A diverse culture is more than just gender, race and age – it’s about the diversity of thought.
Embed diversity in the workplace culture rather than approaching diversity as a tick-box exercise.
No matter what gender imposter syndrome is real to everyone.
Education in the UK needs to do more to support females move into technology roles in the future.

“ Diversity is not just about representation; it’s about diversity of thought. Listening to individual experiences and viewpoints unlocks creativity, improves decision making and embraces inclusivity. Therefore it is not enough to simply ‘have’ diversity. Diversity thrives when we create spaces that not only value, but embrace and enable different perspectives and personality types; where strong opinions are shared openly but held lightly.” Nikki Miles Head of Data and Analytics MBP.

There’s still more to be done

While diversity in the technology sector remains a challenge there are some signs of improvement in some areas, however, there is still more to be done.

29% – Women and non-binary individuals make up the tech workforce in the UK.
1 in 3 women in tech are considering leaving their jobs due to issues like gender pay gaps and lack of career progression.
25% – of tech workers in the UK identify as part of an ethnic minority. Improvements have been seen in this area however only 13% of senior roles are being held by individuals from ethnic minority backgrounds.

Source: https://www.techtalentcharter.co.uk/reports/diversity-in-tech-report-2024

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Author: bd-admin