Leaders in Women’s Health at Work Scotland: Strategies for Better Workplace Support

At Holyrood Insight, we are privileged to have spoken with Kate Christie, Head of Organisational Development at Cairngorms National Park Authority, and Angela Currie, Chief Executive of Hanover Scotland. In this two-part interview, they share their organisations’ innovative approaches to supporting women’s health in the workplace.

Our Women’s Health at Work Scotland Conference brought together experts, leaders, and advocates to explore ways to improve workplace support for women. The event tackled key topics, including menopause, reproductive health, IVF, pregnancy, and maternity, while also addressing the need for reasonable adjustments for conditions such as breast cancer and endometriosis.

These discussions highlight employers’ critical role in addressing women’s health issues at work, fostering inclusive policies, and ensuring better outcomes for their teams.

Part One: Insights from Kate Christie   

Kate Christie, Head of Organisational Development at Cairngorms National Park Authority, shared how her organisation has embraced diversity and inclusion through pioneering policies. She discussed the importance of fostering a compassionate workplace culture, where education and proactive support empower employees to thrive, both personally and professionally.   

What motivated you to introduce pioneering policies like the Menopause, Gender Diversity, and Neurodiversity Policies at the Cairngorms National Park Authority? 

Kate Christie: We realised that our organisation was not very diverse, and our leadership demographic didn’t reflect society. This prompted us to aspire for greater diversity, starting with increasing the representation of women in senior roles. This led to the development of an action plan, which has since evolved into a broader approach to support diversity generally.

Through these policies, we’ve created a culture where every staff member can thrive. Diversity isn’t just about moral obligations—it’s about business success. When we address imbalances and offer tailored support, it empowers staff to perform at their best. 

 How do you believe these policies have impacted the workplace culture and employee wellbeing?  

Kate Christie: The changes have been transformative. We now have a more inclusive and compassionate culture where discussions about topics like menopause or menstrual health are normalised. This openness has reduced stigma and empowered employees. Staff feel supported and valued for who they are, and it’s made our organisation a better place to work.   

With the growing focus on women’s health in the workplace, what further steps do you think public sector organisations can take to better support employees facing health challenges?  

Kate Christie: Education is crucial. Too many organisations still avoid discussing issues like menopause or endometriosis, often out of fear or embarrassment. Proactive support reduces absenteeism and boosts productivity. Policies like our reasonable adjustments passport ensure staff receive the tailored support they need, creating a positive cycle of attendance and performance.   

What advice would you give other HR leaders who aim to create an inclusive, supportive workplace, especially in smaller organisations with limited resources?   

Kate Christie: Involve your staff. Our Equality Advocacy Group has been instrumental in identifying gaps and shaping policies based on lived experiences. Instead of relying solely on theoretical approaches, listen to your team and let their insights guide your decisions. Empowering staff doesn’t require large budgets—it requires trust, engagement, and a willingness to adapt.   

Part Two: Insights from Angela Currie   

In the second half of our interview, Angela Currie, Chief Executive of Hanover Scotland, delves into the practical measures her organisation has taken to prioritise women’s health. From normalising conversations to implementing tailored wellbeing initiatives, Angela explains how Hanover Scotland supports employees at every stage of life.   

 As a strong advocate for integrating housing, health, and social care, what unique approaches do you believe could enhance support for women experiencing health issues like menopause or other long-term conditions within the workplace?  

Angela Currie: Flexibility is at the heart of our approach. For frontline roles, this includes shift patterns that allow for regular breaks, comfortable work clothing, and access to menstrual products. Simple initiatives like these, though often overlooked, can have a profound impact on employee comfort and confidence.   

How do you ensure that the well-being initiatives at Hanover are responsive to the specific needs of female employees, especially those dealing with reproductive health challenges or conditions that may require workplace adjustments? 

Angela Currie: The biggest shift has been normalising these conversations. From one-to-one meetings to our “Time to Talk” sessions on menopause, we’ve created safe spaces for open dialogue. Our Well-being Forum, driven by engaged team members, ensures our programmes reflect the real needs of our workforce.  

With your expertise in embedding well-being within an organisational culture, what advice would you give to other leaders aiming to create a supportive work environment prioritising women’s mental and physical health need?  

Angela Currie: Start the conversation in an upbeat way and find ambassadors within your team who are passionate about these issues. Good data is essential to knowing your workforce and enables you to design tailored strategies. For example, we’ve created a Young Person’s Forum to understand the needs of younger staff and adjust our well-being initiatives accordingly.   

Given your experience in leading service redesign, how do social housing organisations support female employees dealing with unique health issues, such as endometriosis or menopause, within their roles?  

Angela Currie: Technology and flexibility are critical. Providing tools for remote work and agile working options allows employees to balance their health needs with work demands. Our family-friendly policies, such as support during maternity and adjustments for lifelong conditions, ensure staff can work comfortably and effectively. Simple solutions, like ergonomic home office setups, can make a significant difference.   

The Women’s Health at Work Scotland Conference brought critical issues like menopause, reproductive health, and mental well-being to the forefront, inspiring organisations to take meaningful steps toward inclusivity and employee support. This focus aligns with Holyrood Insight’s broader mission to provide impactful platforms where leaders and professionals can address today’s most pressing workplace challenges. 

The Women’s Health at Work Scotland Conference brought critical issues like menopause, reproductive health, and mental well-being to the forefront, inspiring organisations to take meaningful steps toward inclusivity and employee support. This focus aligns with Holyrood Insight’s mission to provide impactful platforms for leaders and professionals to address today’s most pressing workplace challenges.

If you’re keen to learn more, join Westminster Insight’s Women’s Health in the Workplace Conference this March, where you’ll hear from international speakers on pioneering strategies to address women’s health challenges. For more details, visit the event page.