Welcome to this month’s Newsletter from The HR Team, where we spotlight inclusion, wellbeing, and practical tools to help managers lead with confidence and compassion. This edition includes a special feature for International Women’s Day, alongside two timely topics shaping modern workplaces.
International Women’s Day 2026: Inspiring Inclusion in Every Team
Let’s look ahead to International Women’s Day, which takes place on 8th March each year. This day invites us to pause and reflect on the progress we have made — and the work still ahead — in creating workplaces where women can thrive. This year’s theme, “Inspire Inclusion,” is a powerful reminder that inclusion isn’t a policy; it’s a daily practice.
Why this matters for managers
Women continue to face barriers that can quietly shape their career journeys:
- Unequal access to stretch opportunities
- Disproportionate caring responsibilities
- Menstrual and reproductive health challenges
- Confidence dips linked to workplace culture
- Underrepresentation in leadership roles
As managers, you play a pivotal role in removing these barriers through everyday actions that build trust, fairness, and psychological safety.
Practical ways to inspire inclusion
- Champion visibility: Nominate women for high-impact projects and leadership pathways.
- Normalise flexible working: Support arrangements that help balance work and life without stigma.
- Listen with curiosity: Create space for women to share their experiences without fear of judgement.
- Challenge bias: Notice who speaks, who is interrupted, and who gets credit — and intervene thoughtfully.
- Support women’s health: Be open to conversations about conditions like PMDD, endometriosis, menopause, and fertility treatment, focusing on impact rather than medical detail.
A final thought
Inclusion grows through small, consistent actions. When women feel seen, supported, and valued, teams become stronger, more innovative, and more resilient.
Neurodiversity at Work: Building Environments Where Everyone Can Thrive
With increasing awareness of ADHD, autism, dyslexia, dyspraxia, and other neurodivergent profiles, more employees are feeling confident to share their needs. This is a positive shift — but it also means managers need the tools to respond well.
What neurodiversity can look like
Neurodivergent colleagues may bring exceptional strengths such as creativity, hyperfocus, pattern recognition, and problem-solving. They may also experience challenges with sensory environments, time management, working memory, or communication styles.
How managers can support neurodivergent employees
- Ask, don’t assume: Every individual’s experience is different.
- Offer clarity: Clear expectations, written follow-ups, and structured check-ins can be transformative.
- Adapt the environment: Noise-reducing headphones, quiet spaces, or flexible seating can reduce sensory overload.
- Be flexible with communication: Some people prefer written instructions; others prefer verbal.
- Focus on strengths: Shape roles and tasks around what people do best.
Why this matters
Inclusive teams don’t just feel better — they perform better. When neurodivergent employees are supported, they often become some of the most engaged and high-impact contributors in the organisation.
Managing Workload Pressures: Helping Teams Stay Well and Perform Sustainably
Workload pressure is one of the most common drivers of stress, burnout, and disengagement. Managers often feel caught between organisational demands and team wellbeing — but small, proactive steps can make a significant difference.
Spotting early signs of overload
- Increased mistakes or forgetfulness
- Withdrawal from team interactions
- Irritability or emotional fatigue
- Reduced creativity or problem-solving
- Working longer hours to “keep up”
How managers can help
- Prioritise ruthlessly: Not everything is urgent. Help your team focus on what truly matters.
- Model healthy boundaries: When managers send late-night emails, teams feel pressure to mirror the behaviour.
- Use check-ins wisely: Ask “What feels heavy right now?” or “What would help you most this week?”
- Encourage breaks and recovery: Productivity improves when people rest.
- Review workloads regularly: Adjust tasks before issues escalate.
A supportive culture starts with you
When managers create space for honest conversations about workload, employees feel safer, more valued, and more able to perform at their best.
Contact The HR Team today for expert advice and ongoing support with any HR matter. We are here to support you – Our team is your strength!
