We measure readiness — not miracles
Employers buy reduced risk and manager confidence. We design engagements so you can see a before and after in aggregate, ethical terms — without medical claims or forced testimonials.
Baseline pulse
Anonymous employee signal on experience, impact, and psychological safety to speak up.
Manager confidence
Pre/post self-rating on conversation readiness and knowing where to escalate.
Leadership readout
Risk map, gaps, 90-day actions, and options — presented to decision-makers.
Market receipts (not our pilots)
Until named case studies exist with permission, we do not invent testimonials. We do publish the public Irish numbers an HR director can verify: Ireland 2026 receipts — CIPD, CSO, Menopause Hub, Galway/UCC, Civil Service framework, Employment Equality Acts. Forward that page. Then measure your baseline in a Sprint.
The pattern we hear (not a named client)
You commissioned the document. World Menopause Day happened. The EAP is on the intranet. A senior woman went part-time “for a while.” That is not a policy. That is a file. Bring the file to the audit call.
What a pulse actually asks
Anonymous, n that cannot identify a person: whether the week is harder than it was; whether she can name it at work; whether her manager would know what to do; whether she has considered reducing hours or leaving; whether she knows where to go. Aggregate only. Sample items in the Sprint, not as a public survey on this site.
Case studies
Named case studies appear only with written permission after delivery. Until then we share process, anonymised patterns, and a proposal in discovery.
Start with an audit call Open Ireland 2026