Dynamic Business Magazine - Issue 46

DELOITTE

Investing in mental health

GENDER BIAS

Common

Practice vs

Best Practice

FTSE

Women Leaders

Review

Bridge the confidence gap

The intrepid adventurer

Gertrude Bell

DYNAMIC AWARDS

Buy your tickets now

OUR NEXT QUEEN Catherine PRINCESS of WALES

BIG STORY

Catherine, Princess of Wales

Dynamic takes a look at the UK’s next Queen, and how she has risen above the inernal and external politics which drives popular opinion.

Increase in UK women’s workforce in 2024 compared to the previous year 195,000 News

4 Upfront: The top international news stories involving women in business

12 In the Right Direction: Good news stories from around the world Finance

6 Kreston Reeves: Supporting equality and the next generation Features

8 The Alex Bailey Column

On International Women’s Day, what can I do to accelerate action?

10 The City Girl Column

Pippa Moyle on how applying for an award can help boost self confidence

18 International Women’s Day Special

Dynamic asks several prominent businesswomen, “Have we made sufficient progress in gender parity since 1911?”

38 International Women’s Day –Powerhouses

Dynamic delves into Forbes’ List to highlight some of the women who may not be household names

PLATINUM MEDIA GROUP

#AccelerateAction

42 Common practice v best practice

Dr Jo Kandola seeks to address workplace gender bias Events

16 The Dynamic Awards

Tickets are on sale, and we hear from those positively affected by winning or sponsoring Business

26 Help To Grow: Management

Limited spaces are available for the 12-week business course run by University of Brighton

28 FTSE 350 Leaders Review

Data regarding women in leadership roles in the UK’s top companies

Wellbeing

36 Mental health

Investing in mental health ultimately pays off

There is no force more powerful than a woman determined to rise.

Bosa Sebele, Attorney, Conveyancer and Notary Public in the Courts of Botswana

48 Women’s health Is the estrobolome the key to women’s hormonal health?

48 Immunity

Surely the answers lie in psychoneuroimmunology?

Further Reading

46 Digital Wellbeing by Petra Velzeboer, plus six other wellbeing books reviewed

Art Scene

54 Kellie Miller discusses the works of Remon Jephcott Travel

56 The intrepid adventurer, Gertrude Bell

What’s On

58 A brief snapshot of art and culture across Sussex and Surrey

EDITOR’S NOTE

On March 8th, we celebrate International Women’s Day with this year’s theme of Accelerate Action. What does this mean to you? To us it is a call to action to do as much as possible to further empower women, to never stop highlighting disparity, educate younger generations and to scream and shout from the rooftops if need be.

For this special edition of Dynamic, we asked prominent women in our community what they think about the progress made in gender parity since the inception of IWD in 1911, while Alex Bailey’s column asks how we can accelerate action. Alison Jones highlights why it is so important to take action now, to support female colleagues and mentor the next generation.

We also bring you a synopsis of the latest FTSE Women Leaders Review, which shows steps forward as well as back. And Dr Jo Kandola advises on addressing gender bias in the workplace.

Our Wellbeing section looks at psychoneuroimmunology as well as the role the estrobolome plays in women’s hormonal health. While Travel looks different this month as we simply couldn’t pass up the opportunity to highlight the formidable Gertrude Bell!

We hope that you enjoy Dynamic this month.

Editor, Dynamic Magazine tess@platinummediagroup.co.uk

CONTACTS

PUBLISHER: Maarten Hoffmann maarten@platinummediagroup.co.uk

EDITOR: Tess de Klerk tess@platinummediagroup.co.uk

MOTORING EDITOR: Fiona Shafer fionaas@platinummediagroup.co.uk

COMMERCIAL DIRECTOR: Lesley Alcock lesley@platinummediagroup.co.uk

EVENTS DIRECTOR: Fiona Graves fiona@platinummediagroup.co.uk

EVENTS MANAGER: Žaneta Bealing zaneta@platinummediagroup.co.uk

HEAD OF DESIGN / SUB EDITOR: Alan Wares alan@platinummediagroup.co.uk

INCREASE IN WOMEN ON UK BOARDROOMS

Top British companies continue to lead the way for gender equality in boardrooms, with women occupying nearly 43% of roles on company boards, according to a report out in February. The FTSE Women Leaders Review report for 2025, backed by the government and sponsored by Lloyds Banking Group and KPMG LLP, shows that women now hold 1,275 (43%) of roles on company boards and 6,743 (35%) of leadership roles at the 350 FTSE companies.

WASPI WOMEN THREATEN LEGAL ACTION

Campaigners have threatened the government with legal action unless it reconsiders the decision to refuse compensation to millions of women affected by the increased state pension age. The Women Against State Pension Inequality (Waspi) group demands payouts for 3.6 million women born in the 1950s who were not properly informed of changes introduced in the 1990s. The government apologised that the changes were not communicated quickly enough but has said it “cannot justify paying for a £10.5bn compensation scheme at the taxpayer’s expense”.

UK GENDER PAY GAP WIDENS...

The latest research from the Global Payroll Association (GPA) reveals that after two consecutive years in which the UK’s gender pay gap narrowed, it widened in 2024, with London experiencing the largest increase.

It said that in 2024, the average hourly salary for male employees in the UK was £23.11, while female employees earned an average of £19.92 per hour—13.8% lower. This compares with 13.2% lower in 2023, though narrower than the 14.7% pay gap in 2021.

...

BUT NOT NECESSARILY AT BOARDROOM LEVEL

Meanwhile, The gender pay gap across boardrooms in UK financial services firms reduced to 25% from 30% between 2019 and 2023, according to the EY European Financial Services Boardroom Monitor.

The narrowing of the pay gap in UK boardrooms was attributed to a slight decline in remuneration for male directors and an increase for female directors. According to the report, despite an overall drop in average pay across UK boardrooms, remuneration levels remained above the European average throughout the four-year period.

UPFRONT

THE LATEST BULLETINS FROM AROUND THE WORLD

CONSTRUCTION BOSS CRITICISES INDUSTRY FOR LACK OF WOMEN

❛ ❛ We must reject not only the stereotypes that others hold of us, but also the stereotypes that we hold of ourselves.”

Shirley Chisholm

A senior leader in the UK construction industry has said employers must embrace flexible working to attract the female workforce they need to thrive.

Only around 14% of the construction workforce nationwide is female, which

plummets to just 2% when considering only on-site roles. Build UK chief executive Suzannah Nichol said that while the sector has worked hard to deliver equal pay, inflexible work arrangements threaten growth and staff retention.

UK BANK INVESTS IN KENYAN WOMEN

British International Investment (BII), the UK’s development finance institution and impact investor, has announced providing KCB Bank Kenya a $100 million Tier 2 capital facility to increase its lending capacity to climate-related projects and women-led SMEs. The new facility will support those in the

informal sector, particularly through the Female-Led and Made Enterprises proposition. This seeks to address systemic challenges, discriminatory policies, and cultural barriers restricting women’s access to credit, which are key hurdles for those aspiring to entrepreneurship and business growth.

HERSTORY RETURNS

HerStory 4, Brighton’s leading event celebrating International Women’s Month, returns on March 14th, at Projects The Lanes, Brighton. Now in its fourth year, this empowering event brings together some of Sussex’s most inspiring women in business to share their journeys, insights, and successes. This year’s theme, ‘Formation’, symbolises women coming together to shape the future of business, leadership, and innovation— building strong foundations for progress.

JERSEY TECH WOMEN RECEIVE HIGHER PAY THAN MEN

A report has found that women working in technology in Jersey are paid “fractionally more” but represent only 21% of the sector’s workforce.

Prosperity 24/7, a Jersey technology and business consulting practice, released its first gender pay gap report for the technology sector. Pay gap reporting is not a legal requirement in Jersey, and in the UK, it only applies to organisations with more than 250 employees. The report from Statistics Jersey found the gender pay gap remained at 14% - the same as in June 2022.

NHS ENGLAND BOSS STEPS DOWN

Amanda Pritchard, the first female chief executive of the NHS in England, is stepping down from the role. In a statement, Ms Pritchard said it had been a “hugely difficult decision for me to stand down”.

She noted that radical reform of the size and functions of NHS England and the Department of Health and Social Care is due to “drive the government’s reform priorities” and that new leadership would best serve the “step change required.”

MONE EVIDENCE INTO PPE TO BE HELD IN PRIVATE

The chair of the Covid inquiry has ruled that evidence related to PPE Medpro, the firm linked to Baroness Michelle Mone and her husband Doug Barrowman, will be heard in a closed, private session. Baroness Hallett said she was imposing the restriction as she was satisfied there was a risk of prejudice to criminal proceedings if “sensitive evidence” was heard in public.

The inquiry begins on March 3rd with four weeks of hearings regarding the decision to buy Personal Protective Equipment (PPE) during the pandemic.

I am not free while any woman is unfree, even when her shackles are very different from my own.”

Audre Lorde

F:ENTREPRENEURS #IALSO100 LIST FOR 2025 REVEALED

Small Business Britain has announced the 2025 lineup of the UK’s 100 most dynamic female entrepreneurs as part of its f:Entrepreneur #iAlso100 campaign.

The campaign showcases female founders driving innovation and impact across sectors, including health, sustainability, tech, food, fashion and law. The 2025 list features inspirational female entrepreneurs such as:

• Abbie Hills – running The Dazey Hills Company, a disability-led talent and production agency in Hampshire.

• Celie Brayson – a paramedic and founder of Mini Healthcare Heroes, teaching kids first aid in Leicestershire.

• Daniela Groza – founder of custom-made Auzi Hearing Aid Jewellery based in London.

• Hasina Rahman – founder of Bedfordshire’s female-only combat club Pink Diamond Martial Arts.

• Hepsie Goddin – co-founder of Martha and Hepsie, offering vibrant, illustrated gifts based in Devonshire.

• Janet Wood – creator of WeWeed, a UK-wide directory supporting women gardeners, based in Oxfordshire.

• Lucy Wheeler – founder of Lucy Legal, offering support with the legal side of running a business, based in Hertfordshire.

• Nicola Alexander – founder of Bethan Customs Consultancy providing supply chain support in  Scotland.

• Nidda Tanvir – founder of London-based modest wear brand Bubble Girl.

• Suzie Millar – founder of The Scottish Bee Company, which sells slow food products.

BUSINESSES BACK FEMALE SPORTS STARS

Research from the Women’s Sport Trust shows that businesses’ interest in investing in women’s sports continues to grow. Most existing women’s sports sponsors say they will continue their investment, with 85% likely to invest in women’s sports in the coming years. Of all businesses surveyed, 80% said they would likely invest in women’s sports sponsorship. Club-level teams are of the greatest interest, with 3 in 5 considering sponsorship. 55% are interested in sponsoring women’s football, while 51% said they were likely to invest in individual female athletes.

TTime to support younger girls to challenge gendered stereotypes.

By Alison Jones, Partner, Kreston Reeves

SUPPORTING EQUALITY AND THE NEXT GENERATION

ime has flown since the last International Women’s Day, and you may ask yourself, “what’s changed in terms of gender equality over the past year?” Personally, it feels as if progress has stalled or is being significantly eroded for many women worldwide. To quote the International Women’s Day website: “At the current rate of progress, it will take until 2158, which is roughly five generations from now, to reach full gender parity, according to data from the World Economic Forum.”

In more recent years, we’ve become used to things happening instantly, and as a result, we sometimes forget the bigger picture. It takes generations for a culture to develop and change. It takes time for attitudes to change. It will take time for gender equality to become so second nature that we won’t remember a time when it didn’t exist. We also need to be confident that it will change and remember we are part of the journey.

Emmeline Pankhurst formed the suffragette movement in October 1903, but it took until 1918 before some women in the UK got the vote, and until 1928 before all women over 21 could vote. Without the determination of suffragettes worldwide, this wouldn’t have happened, and it reminds us that although it may take time, change does happen.

TAKING ACTION FOR CHANGE

• designing and building infrastructure meeting the needs of women and girls

• helping women and girls make informed decisions about their health

• involving women and girls in sustainable agriculture and food security

• providing women and girls with access to quality education and training

• elevating women and girl’s participation and achievement in sport

• promoting creative and artistic talent of women and girls

• addressing further areas supporting the advancement of women and girls

We may not be able to influence all these areas. However, as women in business, we can ensure that we are supporting our female colleagues, from encouraging their development through sufficient training to ensuring that policies are in place for equal hiring and promotion opportunities.

“I wish my generation had the opportunity to challenge gendered stereotypes from such an early age.”

We also need to think outside of work and mentor the next generation, both boys and girls, to ensure that gendered equality becomes part of their DNA.

SUPPORTING THE NEXT GENERATION

We should focus on what we can do to help change attitudes and perceptions throughout our journey through life. The theme for this year’s International Women’s Day is #AccelerateAction which highlights:

• forging women’s economic empowerment

• recruiting, retaining and developing diverse talent

• supporting women and girls into leadership, decisionmaking, business and STEM

One of this year’s initiatives by Lean in Girls and IWD aims to equip girls aged 11-15 to be self-assured, resilient and inclusive everyday leaders by providing engaged adults with actionable tips and tools to support the girls in their lives or communities. These sessions break down the stereotypes and biased assumptions about what girls are like or should be like by reducing their power and countering them with accurate information. Gendered stereotypes can damage girls’ confidence and limit their leadership opportunities at an early age. We all need to change attitudes to gendered

roles, improve girls’ self-esteem and help them see themselves as future leaders.

I wish my generation had the opportunity to challenge gendered stereotypes from such an early age. It’s something we should encourage and facilitate. It will be fascinating to see this generation of women growing up.

Like many parents, I can’t help but think that, in many cases, social media has a detrimental effect on how all women are perceived, with some well-known influencers encouraging men to rethink their views on women. Men and women need to work together on this and to challenge these gendered stereotypes.

THE POWER OF ROLE MODELS

Real role models are important to everyone in life, myself and colleagues here at Kreston Reeves have been involved with the Dare to Dream programme which encourages all young people to change the way they think about themselves, their future and their place in the world.

The business community needs to open itself up to support initiatives like this at a local level, whatever the size of the business. Just one encounter with a positive role model could change the life and direction of a young person.

KEEPING EQUALITY ON THE AGENDA

Although International Women’s Day is just one day of the year, it should be at the forefront of all our minds throughout the year. #AccelerateAction aims to speed up the process for women, and we can help keep it on the agenda. We need politicians worldwide to hear all our voices and realise that they need to act.

So, we mustn’t be disheartened if progress feels slower in recent years and instead continue to use our voices to promote women’s rights worldwide. It may take longer than we’d like, but if we work together and continue to push for gender equality, then this will be achieved.

Take courage from the achievements of the original suffragettes, and eventually, International Women’s Day will be a day for celebration rather than an annual call to action for equality.

For more information on how Kreston Reeves works alongside clients to understand their goals and help them achieve their ambitions, please contact Alison Jones, Partner: Call: +44 (0)33 0124 1399

Email: alison.jones@krestonreeves.com Visit: www.krestonreeves.com

The statue of Emmeline Pankhurst in Victoria Tower Gardens, Millbank, Westminster, unveiled in 1930 PROUD

We are delighted to have Alex Bailey contributing to Dynamic. She is a Global CEO and Co-Founder, with 20+ years of expertise in HR leadership, psychology, coaching, and organisational change. She specialises in cultural evolution, leadership,and performance, delivering impactful programmes globally while speaking at international events.

This theme highlights the importance of pace. It is hard to increase pace in this world when we are relying on others. We can have great ideas, put together events, develop compelling marketing and invoke calls to action, but if we cannot get others to match the urgency and pace, action isn’t accelerated at all. It’s often slowed and never even gets off the ground.

HOW DO WE ACCELERATE ACTION?

Meg Wheatley talks in her latest phenomenal book, ‘Restoring Sanity’ (2024), about the need for all leaders, not just women, to have islands of sanity in this changeable and uncertain landscape. She describes these islands of sanity as a community that is reliable, committed, and intentional in going through the grieving, frustration, excitement and joy of human experience.

Community that is part of who we are and has made us successful as a human species. Chris Yates points out in “Share, 2020” how important it is for our species to have shared beliefs and follow pathways together as it creates more action and urgency. We feel more motivated, more focused, and more trusting in our direction if we are going together. Our interconnectedness and interdependence are at the heart of human needs, and the depletion of these leads to malady in all its forms.

Finding what works for us and doing it on purpose rather than allowing our subconscious to guide us in a meandering method is an important first step. If we can be fully aware of who we are, what we are good at, and what our purpose is, we have greater clarity to take steps quickly.

INTERNATIONAL How can I

It’s an important time to be voicing how we are accelerating action, the main theme for IWD25 in this unsolvable and unstoppable world, writes Alex Bailey

With this foundation in place, our reliance on others to share and be on our journey together is what will really accelerate action.

What does this really mean? We all choose to prioritise what is important to us, our families, loved ones, and colleagues, even if it’s the altruistic benefit of ‘doing good’ that positively impacts our own sense of self.

When others ask us for help, we can bring this to the forefront of our attention and be more human in our response. Asking others for help is often an incredibly difficult thing to do, but now, generations are experiencing more anxiety with simple social interactions – let alone asking for help. Asking others for their time, for their attention, for their choice in working with you are all huge asks that are dwindling into email requests stacking up in inboxes which are never read.

“If we can be fully aware of who we are, what we are good at, and what our purpose is, we have greater clarity to take steps quickly”

I’m not suggesting we answer every spam email or sales call, but I’m highlighting that asking for help is an increasingly hard thing to do. So when it comes from people we know, we can accelerate action by listening to the question and offering assistance however we can. Even if we cannot provide exactly what is being asked for, what can we do, and possibly what more could we do?

If invited to an event, respond, commit and follow through - avoid cancelling last minute or rescheduling and delaying. And if you can’t, who could you find that would be a great person in your place?

Alex Bailey Column e

INTERNATIONAL WOMEN’S DAY accelerate action?

“Accelerating action for me this year is being there for others, listening to their needs, putting my influence behind their

ambitions, committing intentionally and going beyond whenever possible”

Being flaky makes others’ lives harder to manage, but we often forget that it might be easier to step out early and find a better solution than mess others around. Turning up with the energy to support and carry people on to better futures is something we can all do to accelerate action – we do not need to have initiated the action ourselves. We have the power in us to be the better humans we expect from others and role models every day in every interaction.

I’ve found in the last year that I’ve asked people for help, and they have gone above and beyond in their response, offering way more than I asked for without any benefit to themselves. What gets you to that point? Invested relationships, shared understanding of values, putting in the time and effort to be there for others when they need you, and even surprising them. That’s when they then step up for you.

So accelerating action for me this year is being there for others, listening to their needs, putting my influence behind their ambitions, committing intentionally and going beyond whenever possible.

What situations do you have right now to do this too?

Alex Bailey styled by Gresham Blake Email: Alex@baileyandfrench.com www.baileyandfrench.com Insta @alexbaileybackstage Follow me on LinkedIn: www.linkedin.com/in/ alex-bailey-26562b2/

Pippa Moyle, CEO and Founder of the City Girl Network suggests applying for awards should improve your confidence, and maybe teach you something about yourself

Putting myself forward for accolades such as Dynamic Awards is one of the most terrifying parts of running a business. Not the sales meetings, or public speaking, or interviewing, or cashflow sorting; it’s the awards applications. The day-to-day ‘scaries’ are all a part of the daily job description of being a company director. Awards are another thing entirely.

When you apply for an award, you are boldly advocating for yourself, and think others should applaud your worth. You can’t protect yourself with waves of apologies or self-deprecation. You have to present a strong evidential case as to why you’re brilliant. And then you need to deal with the self-imposed embarrassment when you don’t make it through.

We’re all familiar with the Confidence Gap; the gendered disparity of a woman underestimating her abilities, whilst a man overestimates his. I’ve sat on numerous panels over the years where the study of women only applying for a job if they’re 100% qualified, in comparison to men who apply at 60%, is brought up. It’s around 75% of female executives who have experienced imposter syndrome (KPMG, 2020), as well as numerous iterations of studies finding that women are less likely to self-promote.

How applying for an award women bridge the confi

There’s also the Authority Gap, referring to the systemic bias where a woman’s expertise, opinions and leadership is taken less seriously than a man’s – despite them having equal or greater qualifications. It leads to statistics like women being interrupted 33% more than men in meetings and discussions (Harvard Business Review, 2014) and women being cited less than men in professional and academic work (Princeton University, 2017)

It’s far less hassle to over-apologise your way into these gaps – along with the gaps of pay, investment, leadership, pension, funding, media visibility and time – with a cup of tea that you accept you’ll be making for the other men in the boardroom. But the external validation, recognition, visibility and growth opportunities of awards is so much more fun.

“Every awards application I’ve written has had an incredibly positive impact on my business, my self esteem and my turnover”

Let’s get one thing straight: I’m not an award-winner. I’ve applied for 12 awards and haven’t made the shortlist for any of them. I’ve “wasted time”, “not been ready”, “not been worth it” and all of the other self-limiting beliefs that prevent so many women from entering in the first place.

Except, I haven’t thought any of those things when the shortlist is announced without my name on it – just an exhale of disappointment, an inhale of pride for backing myself, and a sassy deletion of the shortlist announcement from my inbox.

If the fear of failure and rejection is what’s holding you back from applying for an award, I hope that you’ve learnt from my experience that the worst case scenario isn’t actually that monumental at all. In fact, every awards application I’ve written has had an incredibly positive impact on my business, my self esteem and my turnover.

award helps confidence gap

I’ve learned different ways of communicating my revenue streams, values and ethics, which have all been threaded into sales proposals and media packs. It’s also helped me to refine my own personal narratives and goals. Take the Dynamic Awards – this year, I’m going for the Community Hero and Inspirational Award. I often go for the ‘Community Hero’ type category in awards; I run 19 communities across the UK, after all, and lead with social impact over profit. It’s a great opportunity to craft our message.

The Inspirational Award is about setting myself a personal challenge. I’m chronically self-deprecating and uncomfortable around praise. Yet, the only way that I find the confidence to go for the ‘big hitters’ in my sales pipeline is through evidence-led affirmations that I’m the best person to bring them in. I might not win an award, but I’ll definitely win a client.

You and I both know that winning awards opens doors, boosts credibility and is an enormous personal triumph. But there’s an added power when awards are won by women and marginalised genders. Barriers are broken, narratives are rewritten and those gaps start to close. It’s a ripple effect that we have the power to amplify.

Pippa Moyle CEO + Founder

Our Communities: Brighton, London, Manchester, Bristol, Bath, Leeds, Edinburgh, Birmingham, Worthing, Liverpool, Newcastle, Chester, Milton Keynes, Oxford, York, Cardiff, Glasgow, Perth and Rural Sussex

“You and I both know that winning awards opens doors, boosts credibility and is an enormous personal triumph.”

I enjoy life when things are happening. I don’t care if it’s good things or bad things. That means you’re alive.”

Joan Rivers

HOLDING POLITICIANS ACCOUNTABLE FOR LIES IN WALES

A bold new proposal in Wales could see politicians who lie facing a public referendum on their future.

The Welsh Senedd’s standards committee has suggested that any politician found to have deliberately misled the public should face a constituency vote to determine whether they remain in office. This

recommendation aligns with recent University of Southampton research highlighting a global decline in trust in political leaders. Committee chair Hannah Blythyn believes this measure could help restore faith in democracy. The Welsh government is currently considering these proposals as part of its commitment to outlawing political dishonesty by 2025.

IN THE RIGHT DIRECTION

CLEAN ENERGY BOOSTS CHINA’S ECONOMY

Contrary to claims that decarbonisation harms economic growth, new analysis suggests China’s green energy sector significantly contributed to its economy in 2024. Research from Carbon Brief found that clean technologies, including renewable energy, electric vehicles (EV), and battery production, accounted for

approximately a quarter of China’s GDP growth last year. The nation invested 6.8tn yuan (£745bn) in the sector, nearly matching global fossil fuel investments. EV production led the way, followed by clean power and rail transport. With further investments expected in 2025, China’s transition to clean energy continues to accelerate.

SCIENTISTS MAP HOW CANCER SPREADS

Groundbreaking research has uncovered how cancer cells escape tumours and spread throughout the body. A decade-long study by the Institute of Cancer Research in London has identified the cellular changes that allow cancer cells to alter shape and break away. This discovery enables doctors to detect aggressive cancers earlier and tailor treatments more effectively. Lead researcher Professor Victoria Sanz Moreno explained that understanding this ‘roadmap’ offers new opportunities to prevent cancer from spreading, providing hope for more effective treatments in the future.

INNOVATIVE ‘POLLUTION SPONGE’ WINS PRESTIGIOUS AWARD

A British scientist has been recognised for developing a groundbreaking solution to phosphorus pollution in UK waterways. Jane Pearce, CEO of Rookwood Operations, won a £75,000 Innovate UK Women in Innovation Award for her Phosphate Removal Material (PRM). The PRM absorbs excess phosphorus from lakes and rivers, helping to combat harmful algal blooms that threaten aquatic ecosystems. Made entirely from organic materials, the collected phosphorus can then be repurposed as fertiliser. Pearce’s invention has shown early promise in trials and is set for further testing, with hopes of reaching the market by 2026.

SCOTLAND LEADS WITH HYDROGENPOWERED HOMES

Scotland has taken a pioneering step in sustainable home heating by unveiling the world’s first hydrogen-powered homes. Located in Levenmouth, Fife, these homes demonstrate that hydrogen can provide heating and cooking experiences comparable to natural gas. While hydrogen is a clean energy source, its widespread

use has been hindered by costs and infrastructure challenges. The H100 Fife project, led by gas company SGN, aims to prove hydrogen’s viability. CEO Simon Kilonback believes the project will play a key role in developing a hydrogen economy by supporting advancements in production, storage, and distribution.

NHS TO TRIAL AI FOR BREAST CANCER SCREEENING

NHS England has announced a major trial using artificial intelligence to improve breast cancer detection. The EDITH system (Early Detection using Information Technology in Health) will analyse mammograms to identify early signs of cancer, reducing reliance on human radiologists.

EARLY DEMENTIA DETECTION THROUGH BLOOD TESTING

A promising new study is rolling out a simple blood test across the UK to detect dementia years before symptoms emerge. Scientists at the University of Cambridge will use the test to identify early brain changes linked to the disease, eliminating the need for expensive and less accessible brain scans.

Lead researcher Dr Maura Malpetti highlighted that brain changes can appear decades before symptoms, and early detection could pave the way for preventative treatments. The study, initially focusing on frontotemporal dementia, has been described as a breakthrough by Alzheimer’s Society, which hopes it will revolutionise diagnosis.

❛ ❛

If you feel like there’s something out there that you’re supposed to be doing, if you have a passion for it, then stop wishing and just do it.”

Wanda Sykes

The £11m project is the largest of its kind, with AI set to assist in evaluating two-thirds of 700,000 mammograms over the coming years. If successful, EDITH could streamline screenings by reducing the number of radiologists needed per scan, cutting waiting times and improving diagnostic accuracy. Experts believe this trial marks a significant step forward in early cancer detection.

SELF-HEALING ROADS COULD SOLVE UK’S POTHOLE CRISIS

Potholes are a persistent problem for UK roads, but new research may have found a long-term solution. Scientists from King’s College London and Swansea University, collaborating with researchers in Chile, have developed an innovative selfrepairing asphalt. The material contains plant-based spores filled with recycled oils, which seep out

to mend cracks when compressed. This breakthrough could significantly reduce maintenance costs and improve road durability. Lead researcher Dr Francisco Martin-Martinez explained that mimicking nature’s healing processes could revolutionise road infrastructure, making streets safer and more sustainable in the years ahead.

“It was wonderful to was lled with so many that grow and contribute

Rachel CEO, Tiny

Rachel Watkyn OBE Tiny Box Company

to be a part of an event that many inspirational businesses contribute to our community…”

TICKETS ON SALE!

£99 EACH | £900 FOR A TABLE OF 10 DRINKS RECEPTION • THREE-COURSE MEAL • NETWORKING • CHARITY RAFFLE • ENTERTAINMENT • INSPIRATIONAL SPEAKERS

“It is crucial that we honour and showcase such talented women in order that they are recognised and so that we can provide role models to the next generations…”

Alison Jones, Partner, Kreston Reeves

“Every year, we are blown away by the pure brilliance of businesswomen across our region. Their relentless pursuit of success is testament to what’s possible when passion, dedication, and leadership come together. Let’s continue to elevate and empower these extraordinary women who are changing the world, one breakthrough at a time...”

Fiona Graves, Events Director, Platinum Media Group

“To be presented with a Lifetime Achievement Award is an incredible experience and one of the proudest moments of my life.”

Dee Mathieson – Elekta Lifetime Achievement Award 2024

“I felt honoured to be short listed for this prestigious award in such eminent company so I was absolutely delighted and somewhat overwhelmed to win. For me this is a highlight of my legal career and knowing that I can and we all can as women make a di erence.”

Gilva Tisshaws, Tisshaws Family Law Solicitors Lawyer of the Year 2023

The Dynamic Awards, organised by achievements of businesswomen across the accomplishments of fantastic female models who are leading the way

“To be nominated and to win a Dynamic Award was exciting and humbling.”

Susannah Atherton, The English Soap Company Inspirational Award 2024

“The Dynamic Awards an exceptional group and male leaders and opportunities for collaboration business have been established through event.”

“It was an honour to be involved in the Dynamic Awards and getting to meet so many truly inspiration women who do so much for their communities. The judging gets more challenging each year though as all the nominees are so impressive!”

“It is such as massive life and career moment and I will cherish the recognition for a long time.”

Hannah Cooper - Leaders Romans Group HR & Recruitment Award 2023

Julie Kapsalis – NESCOT Employer of the Year & Community Hero Award

“As a female-led accountancy (a traditionally male profession!), we are to have been chosen award. once incredible

Sarah Lewis Accountants Company

“The achievements and contributions made by women in business truly inspirational.”

by Platinum, celebrate the remarkable across the South East. They recognise female trailblazers, innovators and role way in their elds, and inspiring others.

Awards bring together group of female and many new collaboration and

the

accountancy rm male dominated are immensely proud chosen to receive this award. Thank you once again - it was an incredible event.”

Sarah Alexander, Lewis Brownlee Chartered Accountants Company of the Year 2024

“It was an amazing experience judging these awards, getting to speak to so many women about their experiences and achievements has been truly inspirational.”

achievements of made business are

“It was an honour to have shared the stage and the room with other professional women who have worked hard, been bold and delivered.”

Jo Redfern Evans - Education Cubed CEO of the Year 2024

“We were honoured to be chosen from such an incredible group of candidates. What a fantastic, inspiring evening!”

Dr Olivia Hum & Dr Zoe Schaedel, Myla Health Best New Business Award 2024

“It is crucial that we honour and showcase such talented women in order that they are recognised and so that we can provide role models to the next generations.”

“The atmosphere was electric with an utterly positive vibe from start to nish.”

Aneela Rose, Rose Media Group Inspiration Award 2022

SUPPORTERS OVER THE YEARS

“I thought the awards were really well put together and it was I think the best awards ceremony I’ve been to.”

Rachel Watkyn, Tiny Box Company Businesswoman of the Year 2022

As we celebrate International Women’s Day (IWD), and with the theme being ‘Accelerating Action’, Dynamic asked some prominent business women...

Since the inception of IWD in 1911, do you feel the world has made sufficient progress in gender parity?

#AccelerateAction

JEN BAYFORD Co-Founder, Growth Animals Marketing | B Corp Certified

In a word, yes - there has been progress in gender parity. Is there still a long way to go? Absolutely, and not just for women, but for equality across all protected characteristics. I still see outdated attitudes - like when old-school men direct strategic or commercial questions to my (male) business partner. But I’m not here to seek their approval. As a strategic marketer with 20+ years

EMMA LANE Partner, Positive Momentum

of experience, I’ve carved my own path by leaning into women-only networks where we show up, support each other, and walk together in business as equals. In these spaces, we are unapologetically ambitious, badass, and unstoppable. Real change happens when we create and claim our own opportunities - not sit around for the world to get with the programme.

“Despite extraordinary advancements in science and technology over the past century –transforming our world – gender parity remains elusive. ”

– Carole Gilling-Smith

Progress has been made, but ‘sufficient’ feels like the wrong word—because we’re not there yet. The financial services and consulting industries, where I’ve spent my career, have seen more women in leadership, yet true parity remains elusive. Structural barriers, unconscious bias, and outdated systems still hold women back, particularly in senior roles. The theme of ‘Accelerating Action’ is a timely reminder that progress isn’t inevitable— it requires intent, commitment, and systemic change. We need to move beyond celebrating incremental gains and focus on bold, tangible actions that create lasting equity, not just representation

CAROLE GILLING-SMITH CEO & Medical Director, The Agora Clinic

As a baby boomer born at a pivotal time, I celebrate the progress made and am grateful that my gender has never hindered my dreams. However, on a global scale, the contrast is stark. Despite extraordinary advancements in science and technology over the past century - transforming our world - gender parity remains elusive. Women are still underrepresented in key industries, wage gaps persist, and healthcare for women lags behind that of men. It is also disheartening that in many societies, girls are still denied education, marital choice, and career opportunities. The journey toward equality is thus far from over, and we must continue to advocate for meaningful change throughout the world for the sake of both current and future generations.

HELEN CANNON Founder & CEO, ISON Travel

Since 1911, women have made incredible progress – running countries, pioneering science, breaking records in sport, leading businesses and transforming industries. But while we’ve come far, we’re not there yet.

At ISON Travel, progress is something we live and breathe every day. We believe that businesses have a responsibility to open doors and create

real opportunities, especially for women. That’s why we’re passionate about flexible working, remote opportunities, and making sure talent – not circumstance – determines success. ISON Travel’s growth, awards, and achievements prove that when people thrive, businesses do too. And when we invest in people,

#AccelerateAction

we don’t just build successful companies, we create lasting change.

So let’s move beyond expectations. Let’s redefine and repurpose business so that it has a far-reaching, positive impact on employees, especially women – and let’s change the workplace for good.

“Let’s redefi ne and repurpose business so that it has a far-reaching, positive impact on employees, especially women”

– Helen Cannon

CARINA BAUER CEO, IMEX Group

“Until the Sex Discrimination Act of 1975 it was still perfectly legal to discriminate against women in employment, training, housing, goods and services –and education.

It’s hard to believe it took so long for those rights to be enshrined in law, but clearly a lot of progress has been made in the past 50 years. As someone who benefited greatly from the power of a good education, I’d love to see more girls and women being given equal access to education. Whilst there’s more equality in many parts of the world, the fact this battle still needs to be fought shows we still have a long way to go.”

of International Women’s Day

ALISON ADDY Head of External Engagement and Policy London Gatwick Airport

I would hope that Clara Zetkin, who first campaigned for an International Women’s Day, would be delighted to see a very different world for women with greater access to education and employment; legal rights; and political representation. But we know that there are still parts of the world where we still need to accelerate action in areas such

as the gender pay gap, as well as gender-based violence and continued underrepresentation in leadership. I know I am in a privileged position and that I benefit from many of the advances in women’s rights, but that this is not an experience shared by all women and we have so much more work to do to address this, which is why IWD continues to be so important.

Since International Women’s Day (IWD) began in 1911, we’ve seen undeniable progress toward gender parity—yet the reality of achieving true equality remains complex. Women now hold leadership roles, enjoy greater legal protections, and have more opportunities than ever before. However, despite these advancements, many are still caught in an unequal balance between career and home life.

I see how societal conditioning continues to shape our daily behaviours. Even in households where both partners work full-time, women still carry the lion’s share of domestic chores, childcare, and

DONNA HOLLAND CEO Rockinghorse Children’s Charity

“The unpaid labour of caregiving and domestic work still falls disproportionately on women, stalling careers and financial independence.”

–

Donna Holland

“No. Despite decades of progress, true gender parity is still far from today’s reality. Women still earn less than men for the same work, remain underrepresented in boardrooms and politics, continue to face gender-based violence and systemic discrimination.

The unpaid labour of caregiving and domestic work still falls disproportionately on women, stalling careers and financial independence. Progress isn’t linear—it surges forward and slips back. It’s both a slow evolution and a necessary revolution. Acknowledging the gap is just the start—closing it demands relentless advocacy, bold policy changes, and a cultural shift that refuses to wait another century”.

CAMILLE PIERSON Founder, Float Spa

“There remains a deep-seated bias that ties professional achievement to personal sacrifice”

– Camille Pierson

SAMANTHA KAYE

Chartered Financial Planner

Wellesley

emotional labour. This invisible workload leads to burnout and a constant battle between personal ambition and family responsibilities.

Perhaps one of the starkest reflections of this imbalance is in career success vs. family life. Studies repeatedly show that the most successful women in business, politics, and entrepreneurship are often those who do not have children. There remains a deep-seated bias that ties professional achievement to personal sacrifice—whereas men can often pursue both without judgment, women still face the expectation of “having it all” at a significant personal cost.

#AccelerateAction

As a financial adviser, I recognise that progress has been made since the inception of International Women’s Day in 1911, but gender parity in finance remains a work in progress. Women are increasingly engaging in investing, pension planning, and pursuing careers in financial services, yet they continue to encounter significant barriers, such as pay gaps and underrepresentation in leadership positions. I believe it’s crucial to provide women with the knowledge and resources they need to manage their finances confidently. Achieving true gender parity means giving women better access to the financial tools, leadership roles, and opportunities needed to build wealth and secure their financial futures.

“Achieving

true gender parity means giving women better access to the financial tools, leadership roles, and opportunities needed to build wealth and secure their financial futures.”

– Samantha Kaye

ROSEMARY FRENCH OBE

No! It is true that there have been massive strides on the gender equality journey with some countries well ahead of others. Scandinavia comes to mind. However, there are still vast regions in the world where women remain disadvantaged accessing education, in employment, being

politically represented,  and legally.  Where improvements have been made, women still earn less on average, are more likely to suffer from violence and harassment and discrimination, and largely shoulder the burden of unpaid caring limiting their economic independence.

KAREN LORD Partner and Head of Corporate, Healys

Gender parity in UK law firms has undoubtedly improved since 1911.  However, I can’t say that I have seen much progress since I qualified in 1998. There are still significant gaps, particularly at senior levels. Whilst women constitute 53% of UK solicitors you only have to look at the “Our People”

pages on most law firm websites to see that the proportion of photos of female lawyers decreases significantly with seniority. This is backed by the stats:  according to lawgazette. co.uk women make up only 37% of partners in law firms,

#AccelerateAction

with only 28% of fullequity partners being women. So whilst many firms have introduced diversity initiatives, flexible working policies, and mentorship programs, true equality in senior positions is still a work in progress.

LOUISE PUNTER CEO, Surrey Chambers of Commerce

Rather than looking back to 1911, I have looked at the last 20 years and compared 2005 with 2025 which clearly shows that change has accelerated. Female Board representation in FTSE 100 Companies has increased four-fold to nearly 45% of seats and in 2025 women held 35% of leadership roles as opposed to 20% in 2005. Representation in the House of Commons has nearly doubled and many organisations are focussed on EDI. Throughout the Chamber we meet more female leaders of business, but we must be careful to look outside our bubble and remember this is “International” Women’s Day – and across the world there is still so much need for change.

ALISON JONES Partner, Kreston Reeves

There has been significant progress since 1911, starting with getting the vote, and being able to open your own bank account. In the UK, equal pay and equal recognition is now enshrined in our laws, although in reality there is still work to be done. However, progress is now significantly eroding in certain parts

of the world, especially in Afghanistan and it is now even more important to highlight these issues and fight for gender equality to be restored. We cannot accept a world where women have no right to speak in public, which is why being part of IWD and highlighting these issues is so important.

NADIA COWDREY Partner & Head of Private Client DMH Stallard

Whilst we don’t have gender parity we have made significant progress with equal rights in the UK. I am grateful for the freedoms I have today, to the women who came before me, who fought battles I will never have to fight so that I can enjoy a life they could only dream of.

I lament the hardship they endured, their voices silenced, their dreams constrained, so that now I can live in a world where I can chose my own path and my daughter has the freedom to choose her destiny too.

Here is why:

In 1911 women:

• Had no legal autonomy,

• Were barred from gaining degrees,

• Were considered too emotional to serve on juries,

• Could not have a bank account or loan without permission from a male relative,

• Could not practice law, medicine or politics in the UK.

Sadly, little has progressed for women in other parts of the world, we should therefore also celebrate how lucky we are to live in the UK.

“Sadly, little has progressed for women in other parts of the world, we should therefore also celebrate how lucky we are to live in the UK.”

– Nadia Cowdrey

JULIE KAPSALIS – CEO, NESCOT

Quite simply – not enough. The United Nations Sustainable Development Goals show that on average, women in the labour market earn 23% less than men globally and at the current rate, it will take 140 years for women to be represented equally in positions of leadership in the workplace.

As a member of the Gender Index Advisory Board, our data shows that

“Women in the labour market earn 23% less than men globally and at the current rate, it will take 140 years for women to be represented equally in positions of leadership in the workplace” – Julie Kapsalis

only 19.1% of active UK companies are female-led. Access to external capital remains a challenge for female-led companies - of those with access to investment, more than half of companies were male-led and only a fifth female-led. Government needs to do more to fund innovative programmes to stimulate growth and strengthen diversity in women’s enterprise.

HELPING OVER 200 BUSINESSES TO GROW

Help to Grow is a 90% Government-funded management training programme for business leaders at the University of Brighton.

Delivered by experts at the university, the course is 12 weeks online and face-to-face and covers marketing, internationalisation, going digital and managing change, among other topics. Attendees work on pinpointing opportunities and produce a growth plan to take back to the business.

Attendees get the opportunity to network with and learn from people from a broad range of businesses, from construction to food and drink and design agencies to manufacturing.

Dynamic Magazine has sponsored women leaders to attend the course previously and it continues to get great feedback. More than 200 people from Sussex businesses have taken the programme at Brighton, and Amy Offen from Bennett Griffin LLP recently graduated from the programme.

There is only one more cohort planned currently and there are only a few spaces left for the end of March start, so get in touch with them to find out more at helptogrow@brighton.ac.uk or visit Help to Grow at www.brighton.ac.uk/business-services/ professional-development/help-to-grow/index.aspx

“The

Help to Grow programme is brilliant. The peer group and in-person sessions were thoughtprovoking, and you learn so much from the other businesses, even those from different sectors and people at different times in their career paths.”

Amy

Offen, Bennett Griffin LLP

For more information visit www.brighton.ac.uk/helptogrow or scan here

PROUD SPONSOR

International Women's Day Panel discussion

A dynamic discussion featuring the inspiring stories and insights of four accomplished women business leaders.

A dynamic discussion featuring the inspiring stories and insights of four accomplished women business leaders.

Open to all, this event from the University School of Business and Law aims to empower attendees to power up, make an impact and champion women in business.

Open to all, this event from the University of Brighton School of Business and Law aims to empower attendees to power up, make an impact and champion women in business.

Thursday 6th March 2025, 1pm-3pm Elm House, University of Brighton, Lewes Road, Brighton. Book here.

THE FTSE WOMEN LEADERS REVIEW 2025

The FTSE Women Leaders Review is an independent, business-led initiative supported by the Government. It aims to increase women’s representation on FTSE 350 boards, leadership teams, and within the UK’s 50 largest private companies. Building on the Hampton-Alexander and Davies Reviews, it operates voluntarily, collaborating with businesses to drive gender balance. Below is our summary of the Lloyds and KPMGsponsored report released in February.

PROGRESS IN 2024

British businesses continue to set a strong example in advancing women’s leadership, despite global challenges. Women now occupy 43.3% of FTSE 350 board roles and 35.3% of senior leadership positions. In the UK’s 50 largest private companies, women hold 36.8% of leadership roles and 30.5% of board positions, bringing the 40% target within reach but highlighting areas for improvement.

Nearly three-quarters of FTSE 350 companies have met or exceeded the 40% board target, showing the benefits of a diverse pipeline. However, progress in leadership roles remains slow, with men still dominating six out of ten positions. If current trends persist, the 40% target for leadership may not be reached until after 2025.

“British businesses continue to set a strong example in advancing women’s leadership, despite global challenges.”

KEY FINDINGS – WOMEN ON BOARDS

Since 2011, women’s representation on FTSE 350 boards has improved significantly, reaching 43.3% in 2024. However, progress has been slower in the UK’s largest private companies, with women holding only 30.5% of board roles. The number of all-male boards in private fi rms has increased from five to seven over three years, indicating the need for further efforts. Greater transparency and proactive policies in these fi rms could help address this issue.

KEY FINDINGS – WOMEN IN LEADERSHIP

Women hold 35.3% of senior leadership roles in the FTSE 350 and 36.8% in private fi rms. The FTSE 100 and largest private fi rms lead with 36.6% and 36.8% representation, while the FTSE 250 lags at 34.2%. Despite improvements, six in ten FTSE 350 leadership roles remain male-dominated, highlighting the work still required. Consistent tracking and accountability mechanisms will be key in accelerating progress.

PROGRESS IN KEY LEADERSHIP ROLES

In the FTSE 350:

• Women hold 17% of Chair roles, increasing by seven appointments.

• Female Finance Directors account for 22%, up by nine companies.

• Women as Senior Independent Directors (SIDs) have risen dramatically to 56%, an increase of 30.

• Female CEOs have declined, with only 19 in position.

In the 50 largest private companies:

2. Women in key board and leadership roles: Each FTSE 350 company should aim to have at least one woman as Chair, SID, CEO, or Finance Director by 2025. Companies must also eliminate biases in selection processes. While Chair and SID roles have increased since 2017, progress in CEO and Finance Director positions remains slow and requires targeted action. Diversity metrics should be integrated into performance reviews.

3. Ensuring progress on FTSE 350 boards: Investment fi rms and corporate governance agencies should enforce best-practice guidelines to ensure all FTSE 350 boards meet a 33% female representation minimum. While almost 75% of companies exceed the 40% target, 21 boards remain below 33%, and 72 are on track to reach 40% by 2025. The voluntary approach necessitates continuous commitment. Regular progress reports will help sustain momentum.

“Women’s presence in key functional roles, including HR Directors, General Counsels, Company Secretaries, CIOs, and Finance Directors, is gradually increasing.”

• Female CEOs have dropped to eight (19%).

• Women in SID roles have risen by nine points to 65%.

• Representation in Chair and Finance Director roles remains stable at 15% and 24%, respectively.

Women’s presence in key functional roles, including HR Directors, General Counsels, Company Secretaries, CIOs, and Finance Directors, is gradually increasing, but more progress is needed in decision-making roles. Mentorship and sponsorship programmes can play a critical role in addressing these gaps.

RECOMMENDATIONS FOR FUTURE PROGRESS

1. Strengthening the 40% target: The voluntary target of 40% female representation on FTSE 350 boards, achieved in 2023, should extend to leadership teams by 2025. Th is target fosters accountability, succession planning, and a strong female leadership pipeline. Boards and executive teams should implement clear action plans to ensure steady progress.

4. Expanding to the UK’s largest private companies: The Review should extend to the UK’s 50 largest private companies, which employ nearly one million people and generate £237 billion in sales. Aligning governance standards across public and private fi rms will drive further gender balance in leadership. More structured initiatives, such as formal diversity targets and training programmes, should be implemented to accelerate change.

The UK’s voluntary, business-led approach has significantly advanced female representation in FTSE 350 boards and leadership roles. While progress is evident, challenges remain in CEO appointments and representation within private fi rms. Continued commitment from businesses, investors, and policymakers is crucial to maintaining momentum and ensuring a balanced, inclusive leadership landscape across the UK. Collaboration, best-practice sharing, and sustained focus will be key to achieving long-term success.

Royal watching can be a fickle pastime undertaken by royal watchers, themselves a fickle bunch. There are rules, though none written down, about how the public demands their senior royals behave while out and about.

At times, those same watchers are completely at odds with how the royal family wish to portray themselves in public.

Take the London Olympics; some observers were shocked that Her Majesty The Queen should participate in an Opening Ceremony skit with Daniel Craig, himself in the guise of James Bond, and be seen jumping out of a helicopter. How dare Her Majesty have her own mind and choose to tickle her own funny bone.

It is against this backdrop of arcane, unwritten rules – almost like watching the royal watchers themselves – that one person has risen to fly high above these arbitrary considerations.

Catherine

PRINCESS of WALES

Our next Queen

Catherine Middleton came to the public attention in the searing heat of publicity and – very quickly - unwanted press attention and intrusion. She had met Prince William in 2001 at St Andrew’s in Scotland, where she earned a degree in art history.

It wasn’t long before the public started taking an interest in her and, naturally, formed their own judgements. Most of these were based on her background, appearance, dress sense, and looks; the same way far too many women are superficially judged, with none of it based upon her character, social attitudes or even her politics.

+ACCESSION TO THE BRITISH THRONE: THE FIRST 25

1. William, Prince of Wales (b. 1982)

2. Prince George of Wales (b. 2013)

3. Princess Charlotte of Wales (b. 2015)

4. Prince Louis of Wales (b. 2018)

5. Prince Harry, Duke of Sussex (b. 1984)

6. Prince Archie of Sussex (b. 2019)

7. Princess Lilibet of Sussex (b. 2021)

8. Prince Andrew, Duke of York (b. 1960)

9. Princess Beatrice (b. 1988)

10. Sienna Mapelli Mozzi (b. 2021)

11. Athena Mapelli Mozzi (b. 2025)

12. Princess Eugenie (b. 1990)

13. August Brooksbank (b. 2021)

14. Ernest Brooksbank (b. 2023)

15. Prince Edward, Duke of Edinburgh (b. 1964)

16. James Mountbatten-Windsor, Earl of Wessex (b. 2007)

17. Lady Louise Mountbatten-Windsor (b. 2003)

18. Anne, Princess Royal (b. 1950)

19. Peter Phillips (b. 1977)

20. Savannah Phillips (b. 2010)

21. Isla Phillips (b. 2012)

22. Zara Tindall (née Phillips; b. 1981)

23. Mia Tindall (b. 2014)

24. Lena Tindall (b. 2018)

25. Lucas Tindall (b. 2021)

Thankfully for her, and her role within her new family, the public chooses to look upon her positively. To them, she radiates charm, elegance, sophistication and wit.

Such is the fickledom of prejudice; these attitudes have not been so readily bestowed upon her sister-in-law, Meghan Markle, now the Duchess of Sussex, whom many parts of the press and public have chosen to look scornfully upon.

Why one royal should receive one set of accolades while the other receives the polar opposite when, for the most part, they’ve attempted – from largely outside their comfort zones – to do largely the same job is something best left to one’s pigment of their imagination.

Catherine, or Kate, as she was now being called, graduated from university in 2005. She held several jobs and pursued charity work before her engagement to Prince William was announced in November 2010.

She became Duchess of Cambridge by her marriage on April 29th 2011. She also gained the titles of Duchess of Cambridge, Countess of Strathearn and Baroness Carrickfergus. She was normally styled as ‘Her Royal Highness The Duchess of Cambridge’ except in Scotland, where she was instead styled ‘Her Royal Highness The Countess of Strathearn’.

Upon King Charles III’s accession to the throne in September 2022, she also became Duchess of Cornwall and Duchess of Rothesay, Countess of Carrick, Baroness of Renfrew, and Lady of the Isles (all in Scotland). She was thus briefly called “Her Royal Highness The Duchess of Cornwall and Cambridge”. The day after Charles’ accession, the King announced the appointment of William as Prince

of Wales, with Catherine thus becoming Princess of Wales. As the wife of the Earl of Chester, she also bears the title Countess of Chester. Catherine is known as ‘Her Royal Highness The Princess of Wales’, except in Scotland, where she is styled ‘Her Royal Highness The Duchess of Rothesay.’

Following her marriage, Catherine has undertaken royal duties and commitments in support of the British monarchy. She has represented the royal family on official overseas tours and has played a significant role in various charitable activities by undertaking projects through the Royal Foundation. Her charity work primarily focuses on issues surrounding early childhood care, addiction, and art.

Catherine is patron of multiple charitable and military organisations, including the Anna Freud Centre, Action for Children, SportsAid, and the National Portrait Gallery. To encourage people to discuss their mental health problems, she envisioned the mental health awareness campaign Heads Together, which she launched with her husband William and brother-in-law Harry in April 2016.

“She has represented the royal family on official overseas tours and has played a significant role in various charitable activities by undertaking projects through the Royal Foundation.”

William and Catherine have three children: George, Charlotte, and Louis. Charlotte is the fi rst beneficiary of the Succession to the Crown Act (2013), which means that males born after October 28th, 2011, no longer precede their elder sisters in the line of succession. Prince George now sits second in line to the throne, with Charlotte third.

PRESS INTRUSION

Catherine’s relationship with the media has been closely scrutinised, particularly her efforts to maintain privacy amid significant media attention and public interest.

The death of Diana, Princess of Wales, while being chased by paparazzi in August 1997 has strongly influenced Catherine’s and William’s attitude towards the

The gossip press: relentlessly everywhere

media. They have often requested that, when off-duty, their privacy should be respected.

In April 2004, The Sun published pictures of Catherine with William at a ski resort and alleged that she was his girlfriend. After her graduation from university, Middleton was faced with widespread press attention and was often photographed by the paparazzi.

In October 2005, she complained through her lawyer about harassment from the media stating she had done nothing significant to warrant publicity and complained that photographers were permanently stationed outside her flat. This was all down to the fact that she was a friend of Prince William. A friend.

Between 2005 and 2006, Middleton’s phone was hacked 155 times, according to former News of the World royal editor Clive Goodman, who was involved in a phone hacking scandal by the newspaper that targeted the royal family. The royal family had to step in several times, especially after it was apparent she and William were, for a time, more than friends, in order to stop press harassment and intrusion.

Indeed, a long list could be made of the parallels between the treatment Diana, Princess of Wales, was subject to by the press and the behaviour Catherine Middleton has had to put up with. Her representatives have often had to use legal means to stop the unwanted and unwarranted intrusions into their private lives.

The appalling behaviour doesn’t just end at Catherine herself but also involves those around her. The ward nurse, who two Australian radio show hosts duped into describing Catherine’s condition over the phone while she was in hospital, ultimately took her own life following the following inquiry.

The depth plumbed by some with no recourse to shame is baffling. It must be exhausting having to be so protective in order to deal with such invasive behaviour.

HER ROLE

dressed” lists. She topped Tatler’s best-dressed list in 2022, and was ranked first by the same magazine on its list of the most glamorous European royals in 2024.

That said, Catherine’s influence has made her a significant asset to the royal family’s public image, enhancing their appeal and influence. This view is echoed by journalists Camilla Tominey, who described her as “the monarchy’s greatest asset,” and Petronella Wyatt, who called her “the jewel in the crown.” Rhonda Garelick of The New York Times has also noted her ability to balance modernity with traditional royal norms.

“Catherine’s influence has made her a significant asset to the royal family’s public image, enhancing their appeal and influence”

It’s against this backdrop that, speaking to The Times on Catherine’s 40th birthday, her aides stated that she does not accept “advice on a PR basis” and will “never do something because she thinks the media will like it.” To that end, Catherine, prominent for her fashion style, chooses how she wishes to appear before the public. This has led to her being placed on numerous “best

SPORTS

Catherine is a keen sportswoman and attends Wimbledon annually. She has been patron of the All England Lawn Tennis and Croquet Club since 2016. She also enjoys sailing and has occasionally participated in the sport to raise money for charity.

During the 2012 Olympics in London, millions of people watched as Team GB clocked up medal after medal in the velodrome while also marvelling at the wild enthusiasm of Catherine, William and Harry cheering the team on. In 2014, she and William were awarded Honorary Life

Beside her man: the future King and Queen

“She will undoubtedly make a fine Queen, one the country will be proud of, and – one suspects – one which many cannot wait to see.”

Membership of the Marylebone Cricket Club. In July 2019, she supported Backyard Nature, a campaign created to inspire “children, families and communities to get outside and engage with nature”. In February 2022, she became patron of the Rugby Football Union and the Rugby Football League, both governing bodies that were previously supported by her brother-in-law Harry.

HEALTH

Kensington Palace announced in January 2024 that Catherine had undergone a planned abdominal surgery for an undisclosed medical condition at the London Clinic. She postponed all of her public engagements and duties through March that year. Catherine announced on March 22nd that year, that post-operative tests had found cancer, and the palace said she had been undergoing chemotherapy since late February. Her medical leave from public engagements was subsequently extended.

Having withdrawn from public life, in January 2025, Catherine visited the Royal Marsden Hospital, where she

was receiving her treatment for cancer, to thank doctors and nurses and meet with patients, marking her first solo public engagement since the completion of her chemotherapy treatment. In an announcement, she also revealed that her cancer was in remission.

PATRONAGE

In addition to the various sports patronages Catherine holds, there are myriad other institutional, community projects, international humanitarian and health – including mental health – posts that she holds dear, supports and is a patron of. In case you were wondering, she spends her time supporting the less advantaged and looks to spread her time as much as she can across these projects.

Throughout all this time, she has risen above the white noise and the scandal that seem to have taken residence in the royal family. Quite conversely, she has been arguably the royal family’s best PR asset (despite her hating that term), certainly since the passing of Her Majesty the Queen in 2022. She is elegant, demure, diplomatic, has a keen sense of humour and is professional in her job. She will undoubtedly make a fine Queen, one the country will be proud of, and – one suspects – one which many cannot wait to see.

Now and the next one: alongside Queen Camilla

The future Queen and the Queen of Cakes, Dame Mary Berry

Investing in staff mental “Every £1 spent returns nearly

No matter their official line, the uncomfortable truth is that some businesses and business owners only truly care about their bottom line. Deep down, they still feel that employees’ mental health is their own problem, and none of it should ever affect productivity. But that is antiquated and unrealistic.

Recent research from Deloitte highlights just how closely employee mental health is linked to organisational success. The study found that for every £1 spent on workplace mental health initiatives, businesses see an average return of £4.70 –thanks to increased productivity, fewer absences, and better staff retention.

THE COST OF POOR MENTAL HEALTH

Poor mental health costs UK employers a staggering £51 billion each year. While this is down from £55 billion in 2021, it’s still a big jump from £45 billion in 2019. The biggest culprit? Presenteeism – when employees come to work despite being unwell and unable to perform at their best. This alone costs businesses £24 billion annually.

BURNOUT AND MENTAL HEALTH CHALLENGES ON THE RISE

Mental health issues among employees are becoming more common. A worrying 63% of workers report at least one symptom of burnout, up from 51% in 2021. The biggest stressors include:

• The rising cost of living (60%)

• Personal and family financial pressures (46%)

• Job security concerns (22%)

For working parents, the challenges are even greater. Nearly half (46%) worry about their children’s mental health— something that’s costing UK businesses £8 billion a year in

lost productivity, absenteeism, and staff turnover.

• 10% of working parents take up to five days off annually to support their children.

• 1 in 100 has left their job altogether due to the strain of balancing work and caregiving.

• Despite these pressures, many parents hesitate to ask their employers for support, opting instead for external help.

WHY EMPLOYERS NEED TO ACT

Deloitte’s research makes it clear: investing in mental health isn’t just the right thing to do – it’s a smart business move. Companies that take proactive steps, such as fostering an open culture, providing education, and implementing strong mental health policies, see the best returns on investment.

Elizabeth Hampson, a Deloitte partner and lead author of the report, says, “The business case for prioritising mental health in the workplace is clearer than ever. Employers who actively support their teams, including working parents, can reduce absenteeism, presenteeism, and turnover, all while fostering a healthier, more engaged workforce.”

STEPS EMPLOYERS CAN TAKE

According to Deloitte, to improve workplace well-being and maximise the benefits of mental health initiatives, businesses should:

• Make mental health a Core part of company culture –Raise awareness and integrate mental health support into everyday workplace practices.

• Offer flexible working options – Help employees, especially parents, better manage their work and personal commitments.

• Provide access to wellbeing resources – Ensure staff have the necessary tools and support, such as employee assistance programmes.

“Deloitte’s research makes it clear: investing in mental health isn’t just the right thing to do – it’s a smart business move”

“Poor mental health costs UK employers a staggering £51 billion each year. The biggest culprit? Presenteeism.”

mental health pays off:

£5”

• Encourage open conversations – Create a workplace where talking about mental health is normal and encouraged.

With rising costs linked to poor mental health and increasing rates of burnout, businesses can’t afford to ignore this issue. Prioritising employee wellbeing isn’t just about doing the right thing—it’s also a strategic decision that improves performance and boosts the bottom line.

The evidence is clear: supporting mental health in the

workplace leads to happier employees and a resilient business.

The insights presented in Deloitte’s report are derived from a comprehensive survey conducted by YouGov on behalf of Deloitte, encompassing 3,156 working adults, including 1,834 working parents.

Additionally, Deloitte’s analysis includes a review of 26 studies published since 2011, which report financial returns on workplace wellbeing interventions, culminating in the average return on investment figure of £4.70.

THE POWERHOUSES shaping our world...

As we mark International Women’s Day under the theme Accelerate Action, it’s the perfect time to celebrate female leadership across industries. While household names like Ursula von der Leyen top Forbes’ list of The World’s Most Powerful Women, many influential women remain under the radar despite shaping the lives of millions globally. Here, we highlight twelve remarkable yet lesser-known women who are making an indelible impact across finance, politics, technology, and beyond.

NIRMALA SITHARAMAN

Finance Minister, India

Nirmala Sitharaman has held the position of India’s Finance Minister since 2019, overseeing one of the world’s fastest-growing economies. Following the 2024 general election, she was reappointed to continue her leadership. As the first woman to serve in this role full-time, she plays a crucial part in steering India’s financial future. Before venturing into politics, she worked with the UK-based Agricultural Engineers Association and BBC World Service. She also contributed to the National Commission for Women, advocating for female empowerment.

RUTH PORAT

President & Chief Investment Officer, Alphabet

Ruth Porat is a financial powerhouse, currently serving as the President and Chief Investment Officer at Alphabet, Google’s parent company. Previously, she was the company’s Chief Financial Officer from 2015 until mid-2024. Before her tenure at Google, Porat spent nearly three decades at Morgan Stanley, eventually rising to the role of CFO in 2010. She is known for her strategic cost-cutting measures, particularly within Google’s high-risk ventures. Beyond her corporate career, Porat is a breast cancer survivor and has used her platform to advocate for health awareness and women in leadership.

“Porat is a breast cancer survivor and has used her platform to advocate for health awareness and women in leadership.”

BELA BAJARIA Chief Content Officer, Netflix

Bela Bajaria is the creative force behind Netflix’s global content empire. Appointed as Chief Content Officer in 2023, she oversees the streaming giant’s $17 billion content budget, responsible for hits such as Bridgerton, The Queen’s Gambit, Lupin, and The Roast of Tom Brady. Before joining Netflix in 2016, she was the President of Universal Television, becoming the first woman of colour to lead a major studio. Born in London, Bajaria spent her childhood in the UK and Zambia before relocating to Los Angeles, where she would later shape the future of entertainment.

JUDY FAULKNER

Founder & CEO, Epic

Systems

Judy Faulkner is the mastermind behind Epic Systems, a medical software company she founded in a Wisconsin basement in 1979. Now generating $4.9 billion in annual revenue, Epic is a leader in electronic health records, managing data for over 250 million patients and partnering with elite medical centres like Johns Hopkins and Mayo Clinic. Despite its immense success, Epic has never raised venture capital or made acquisitions, instead developing all its software in-house. A philanthropist at heart, Faulkner signed the Giving Pledge in 2015, committing to donate 99% of her assets to charity.

ROBYN GREW

CEO,

Man Group

Robyn Grew took the helm of Man Group, a global hedge fund managing $161 billion in assets, in May 2023. As the firm’s first female CEO, she is one of the most influential figures in the finance sector. A 14-year veteran at Man Group, she previously held roles as President, Head of ESG, and General Counsel. Grew’s career began in investment banking in 1994 when she landed a role at Fidelity after responding to a newspaper job advert. Her journey later took her to Lehman Brothers, Barclays Capital, and LIFFE, now known as ICE Futures Europe.

KRISTALINA GEORGIEVA Managing Director, International Monetary Fund (IMF)

A Bulgarian economist with a prestigious career, Kristalina Georgieva has led the International Monetary Fund since 2019, securing a second term in 2024. Under her guidance, the IMF provided nearly $1 trillion in financial aid to over 100 member nations. Before heading the IMF, she was the interim president of the World Bank Group, driving efforts to eliminate extreme poverty. Georgieva also serves on the UN’s High-Level Panel on Humanitarian Financing and the World Economic Forum’s Board of Trustees. With over 100 academic publications to her name, her influence spans both policy and scholarship.

ANA PATRICIA BOTÍN Executive Chairman, Santander

Ana Patricia Botín has been at the helm of Santander since 2014, following the unexpected passing of her father, Emilio Botín. In 2017, she orchestrated the acquisition of struggling Banco Popular for a symbolic €1, transforming Santander into Spain’s largest bank. A champion of fintech innovation, she has supported female entrepreneurs and small businesses through initiatives such as Santander X. Her commitment to economic growth extends beyond banking—she founded Fundación Empresa y Crecimiento in 2001 to finance small and medium-sized enterprises in Latin America.

MIA MOTTLEY Prime

Minister, Barbados

Mia Mottley made history in 2018 when she became the first female Prime Minister of Barbados. A leading global voice on climate change, she delivered a powerful address to the UN General Assembly in 2021, urging urgent environmental action. That same year, the United Nations Environment Programme recognised her as a Champion of the Earth for Policy Leadership. Under her governance, Barbados transitioned to a parliamentary republic in November 2021, formally severing ties with the British monarchy. Mottley’s political career began in 1994 when she was appointed Minister of Education, Youth Affairs, and Culture.

RAJA EASA AL GURG Group MD & Chairperson, Easa Saleh Al Gurg Group

Raja Easa Al Gurg is a towering figure in Middle Eastern business, leading the Easa Saleh Al Gurg Group, a conglomerate spanning retail, construction, and manufacturing. She is also a dedicated advocate for female entrepreneurship as the founder and president of the Dubai Business Women Council. Her leadership extends to roles at the Dubai Chamber of Commerce, Dubai Women’s Association, and HSBC Middle East. Notably, she is the first Emirati woman appointed to HSBC Bank Middle East Ltd’s board.

“Raja is the first Emirati woman appointed to HSBC Bank Middle East Limited’s board.”

DEBRA CREW

CEO, Diageo

“One of the first women admitted to France’s prestigious École Polytechnique in 1972, Senequier’s career has been defined by breaking barriers.”

DOMINIQUE SENEQUIER Founder & President, Ardian

Dominique Senequier is a trailblazer in the private equity world. She established AXA Private Equity in 1996, which later became Ardian in 2013. Today, the firm manages $176 billion in assets, serving governments, pension funds, and high-net-worth clients. She has redefined corporate ownership by making Ardian an employee-controlled entity, with nearly 70% of staff holding a 55% share in the company. One of the first women admitted to France’s prestigious École Polytechnique in 1972, Senequier’s career has been defined by breaking barriers.

Debra Crew took over as CEO of Diageo, the £80 billion British alcohol giant, in June 2023. She stepped into the role a month earlier than planned due to her predecessor’s medical emergency. Before assuming the top position, Crew led Diageo’s North American operations, overseeing major brands such as Johnnie Walker, Guinness, and Crown Royal. Her career includes executive roles at PepsiCo, Mars, and Nestlé. Additionally, Crew’s leadership is informed by her past as a U.S. military captain in the Army’s intelligence division.

MELANIE KREIS CFO, Deutsche Post DHL Group

Melanie Kreis became CFO of Deutsche Post in 2016, marking history as the first woman to hold the position. Initially the sole woman on the board, she has since been joined by another female executive. Kreis played a pivotal role in the sale of Deutsche Post’s stake in Postbank to Deutsche Bank. A former McKinsey consultant, she has been with Deutsche Post since 2004, shaping the financial landscape of one of the world’s largest logistics companies.

These extraordinary women may not always dominate headlines, but their contributions are shaping economies, industries, and societies worldwide. As we celebrate International Women’s Day, their stories serve as a powerful reminder that leadership and influence take many forms—often in places where the world isn’t looking.

Common practice versus best practice

ADDRESSING GENDER BIAS IN THE WORKPLACE

“Gender diversity is more than good PR; it positively impacts the bottom line and enhances organisations’ ability to attract and retain talent.”

EBy Dr Jo Kandola

vidence has shown that gender diversity significantly benefits businesses, but true equality has yet to be achieved. Exploring alternatives to the traditional approaches to gender inequality could help Accelerate Action in addressing gender bias in the workplace.

GENDER BIAS IN THE WORKPLACE

It’s a common notion that there are distinctive differences between men and women, but this only fuels gender bias, both within the workplace and beyond. Popular stereotypes such as men are more assertive and women are more nurturing reinforce the idea that our brains are wired differently, with men and women having wholly different but complementary skill sets. Recognising that ‘men are from Mars and women are from Venus’ and appreciating these differences is

meant to lead to happiness and fulfi lment. Research, however, does not support this notion.

A study of 1.1 million people found no differences between men and women based on aspects of personality. Another study, using data from 46 meta-analyses, showed that men and women are remarkably similar. Despite all of this evidence, assumptions about acute gender differences continue to perpetuate gender inequality and discrimination in the workplace.

THE BENEFITS OF GENDER DIVERSITY AT WORK

Gender diversity is more than good PR; it positively impacts the bottom line and enhances organisations’ ability to attract and retain talent. McKinsey’s study on workplace diversity found that companies in the top quartile for gender diversity on executive teams were 25% more likely to achieve above-average profitability than those in the bottom quartile. Likewise, a 2017 PWC survey revealed that 61% of women said an organisation’s gender-diverse leadership team would influence their decision to apply for a role there.

Commitments to closing the gender pay gap, offering flexible working, supporting employee well-being, and providing good support for parents consistently

rank high on women’s employment wish lists. Given these clear benefits, why have organisations made so little progress in achieving gender equality?

GENDER

BIAS AND THE POWER OF STEREOTYPES

Stereotypes are a form of unconscious bias and originate from various sources, including the media, family, cultural background, and personal experiences. They serve as cognitive shortcuts, helping us categorise the world and avoid interpreting every interaction from scratch.

While categorisation may have helped our ancestors build social bonds and distinguish friends from enemies, it contributes to stereotypes, prejudice, and discrimination today. Research shows no significant intellectual capability differences between men and women, yet certain professions remain heavily dominated by one gender. Women also remain underrepresented in senior roles across various sectors.

GENDER BIAS STATISTICS

A 2015 report by the US Bureau of Labor Statistics revealed that women comprised only 24.7% of computer and mathematical occupations and 15.1% of architecture and engineering roles, despite making up nearly half of the US workforce. Conversely, women accounted for 74% of HR managers and 82% of social workers but only 27% of chief executives.

These stark differences are not due to inherent intellectual capabilities but rather stereotyping and social conditioning from a young age. Boys are encouraged and given more opportunities in math and science, while girls are steered toward verbal and creative skills. These stereotypes persist into adulthood, penalising both men and women who defy gender expectations. Positive gender stereotypes can be just as harmful as negative ones – and because they are positive, they are more likely to be accepted as being ‘true’. For example, the belief that women are naturally empathetic can

reinforce our belief that empathy is desirable in all female employees, and we may overlook other qualities that don’t tick the traditional ‘female’ box. Likewise, we may not appreciate ‘female’ traits such as empathy in men because we aren’t programmed to value them as highly.

HISTORY TELLS A DIFFERENT STORY OF GENDER ROLES

Today’s gendered roles in work and society are social constructs rather than products of inherent differences. History, however, shows that roles were once more interchangeable.

“Research shows no significant intellectual capability differences between men and women, yet certain professions remain heavily dominated by one gender.”

Before the Industrial Revolution, men and women performed a wide range of equally interchangeable roles, from masons and brewers to carpenters and hoteliers. Even in 18th-century Europe, 9% of girls in England and 19% in Geneva went into trade apprenticeships. Compare that to the US today, where only 2.6% of trade jobs are held by women. As little as 100 years ago, nursing was done almost exclusively by men, and articles were written criticising the attempts of women to enter the profession. In contrast, today, it’s seen as a predominantly female occupation.

SO WHAT CHANGED?

After the Industrial Revolution, the separation of ‘work’ and ‘home’ became more ingrained. So did expectations

Brewing – previously a skill more traditionally undertaken by men and women equally

“While the benefits of gender diversity in the workplace are well-documented, progress toward gender equality remains slow due to deeply ingrained gender biases and stereotypes”

workplace ‘competence’ but retains her qualities of ‘warmth’, which are not as highly valued.

Both men and women can be disadvantaged when requesting parental leave, flexible or home-working to accommodate caring responsibilities. However, men are typically more disadvantaged than women as they are seen to be going against traditional expectations of being the ‘breadwinner’ and may be considered less dedicated by their employer. Women are typically viewed more favourably when they request flexible working after maternity leave, as it’s seen as more acceptable for them to be the ‘caregiver’ in their family. However, it will still negatively impact perceptions around their commitment to their employer and may ultimately affect their career progression in the long term.

IN CONCLUSION

While the benefits of gender diversity in the workplace are well-documented, progress toward gender equality remains slow due to deeply ingrained gender biases and stereotypes. These biases are not rooted in inherent differences between men and women but are perpetuated by social conditioning and cultural expectations.

around women staying at home as the primary caregivers and men going out to be the breadwinners. Technology evolved and came to designate the status of certain roles, and the division between what was seen as ‘male’ and ‘female’ roles became more distinct. This continues today, with roles involving investigation or new technology being seen as typically ‘male’ and more creative, social, or administrative roles regarded as ‘female’ – usually with lower pay and status.

GENDER BIAS IN THE WORKPLACE - THE IMPACT

Gender bias in the workplace is pervasive and challenging to address. In competitive environments with time pressures and heavy workloads, biases flourish. When bias informs decision-making, fairness and objectivity are compromised.

Gender bias at work can lead to women:

• receiving less critical performance feedback

• lacking access to professional networks

• having less influential mentors and sponsors

• obtaining fewer career-enhancing opportunities

• being paid less for the same roles as men

Gender bias also affects perceptions of men and women in the workplace once they become parents. When a man becomes a parent, he is typically still regarded as being ‘competent’. Still, he gains the positive perceptions of ‘warmth’ and is seen as more gentle and caring whilst also mature and ready to take on new responsibilities. In contrast, when a woman becomes a parent, she is typically seen as losing

Addressing gender bias requires a concerted effort to challenge and dismantle these stereotypes, looking at why traditional approaches to gender inequality aren’t working, promoting equitable practices, and harnessing the full potential of gender diversity in the workplace.

DR JO KANDOLA is a business psychologist and MCIPD professional with extensive experience in the areas of diversity and unconscious bias.

Jo is passionate about combating bias and developing ways to use technology to reach deeper within organisations to create more inclusive and bias-free environments. Jo has particular expertise on the subject of gender bias and is the co-author of the critically acclaimed book on this subject: Story of Gender Bias at Work.

Her PhD involved research examining implicit and explicit gender attitudes and whether these are predictive of workplace gender discrimination.

FURTHER READING…

The Digital Grind and Remote Work – Finding Balance in a Hyper-Connected World

Healthy Calling: From Toxic Burnout to Sustainable Work

by Arianna Molloy Intervarsity Press (2025)

The lines between our professional and personal lives can blur, leaving many of us feeling perpetually “on.” In a world where the digital realm never shuts down, finding balance is more important than ever. So, how do we manage the digital grind without losing ourselves in it? Let’s explore some practical steps to help you reclaim that balance.

First, it’s essential to recognize what we’re up against. We live in an

Research shows that people who have a sense of calling are more productive, motivated, and resilient than their peers. But they are also more likely to experience the physical, mental, and spiritual exhaustion of burnout.

When they do, the impact is more severe and disorienting. Burnout often starts from something very good: a passionate commitment to meaningful work and the skill to make it a reality. But the dark side of calling is that passion and skill without boundaries are like matches to a dry forest, at risk for devastating destruction.

How can we pursue our callings while managing our risk for burnout.

The Let Them Theory: A LifeChanging Tool That Millions of People Can’t Stop Talking About

by Mel Robbins

Hay House UK (2024)

attention economy where you are the product. Billions of dollars are spent competing for your attention, which is why we often feel digitally overwhelmed. Before setting boundaries, it’s important to understand this dynamic and define what “good” looks like in your life. What does your ideal worklife balance truly look like?

Next, get clear on what you want. Too often, we focus on what we want less of—fewer distractions, fewer notifications, fewer emails—but we don’t take the time to intentionally plan for what we want more of.

If you’ve ever felt stuck, overwhelmed, or frustrated with where you are, the problem isn’t you. The problem is the power you give to other people. Two simple words – Let Them – will set you free. Free from the opinions, drama, and judgments of others. Free from the exhausting cycle of trying to manage everything and everyone around you.

The Let Them Theory puts the power to create a life you love back in your hands – and this book will show you exactly how to do it. In her latest groundbreaking book, Mel Robbins teaches you how to stop wasting energy on what you can’t control and start focusing on what truly matters: YOU. Your happiness. Your goals. Your life.

Why Has Nobody Told Me This Before?

by Dr Julie Smith  Michael Joseph (2022)

Drawing on years of experience as a clinical psychologist, online sensation Dr Julie Smith shares all the skills you need to get through life’s ups and downs.

Filled with secrets from a therapist’s toolkit, this is a must-have handbook for optimising your mental health. Dr Julie’s simple but expert advice and powerful coping techniques will help you stay resilient no matter what life throws your way.

Written in short, bite-sized entries, you can turn straight to the section you need depending on the challenge you’re facing - and immediately find the appropriate tools to help with . . .

The shift to remote work has opened up exciting new opportunities, but it’s also brought its fair share of challenges. Petra Velzeboer is a psychotherapist, leading workplace mental health expert and author of new book Digital Wellbeing: Recharge Your Focus and Reboot Your Life (Kogan Page)

How do you want to feel? Who do you want to spend time with? How do you want to use your free time? Start by dialing up the things that bring you joy and fulfillment, and the tactics to protect your time will follow more naturally.

Investing in your wellbeing is key. While it looks different for each of us, a few universal principles apply: nourishing food, sunlight, connection, meaningful pursuits, and staying active. You don’t need to follow every health trend or tackle the latest viral wellness craze. Start with one small action that works for you and build on it over time. Small, consistent efforts can make a huge difference.

Once you’ve established a solid foundation, it’s time to set

A

Year to Change Your Mind: Ideas from the Therapy Room to Help You Live Better

by Dr Lucy Maddox

Allen & Unwin

(2024)

Psychology underpins everything we do, determining the decisions we make, the relationships we build, the roles we play and the places we live, and our behaviour is further influenced by the changing seasons, encouraging many of us to fall into unhelpful patterns again and again each year. In A Year To Change Your Mind, consultant clinical psychologist Dr Lucy Maddox explains how psychological processes thread through our lives, pinpointing those issues most frequently encountered in each month, and shows us how by reflecting upon past experiences, both joyful and painful, and considering evidence-based ideas from the realm of psychology, we can learn to live a more thoughtful, positive life that better prepares us for the future.

Burnout: How to Manage Your Nervous System Before it Manages You

by Dr Claire Plumbly

Yellow Kite (2024)

tech boundaries. These could include deleting social media or news apps that drain you, silencing notifications that disrupt your focus, or setting aside designated “focus time” to dive into work where you thrive.

Finally, remember: you are the architect of your life. If your energy feels depleted or you’re struggling, ask yourself what is within your control and what isn’t. By focusing on what you can influence, you reclaim a sense of agency, which leads to greater freedom and a feeling of progress. Finding balance isn’t about doing less—it’s about being intentional with your time and energy. You’ve got this!

Our human nervous system has the power to cope with high stress but not when it’s been ground down by the relentless stimuli of today’s world. Over time, these persistent demands leave us burnt out because our nervous system is stuck in survival mode. In this mode, we have reduced capacity for rational thinking and less capacity to care. It becomes hard to make decisions, rest, solve problems, be mindful and set boundaries.

Drawing on polyvagal theory and her professional insights as a trauma therapist working with clients experiencing anxiety, trauma and burnout, Clinical Psychologist Dr Claire Plumbly will help you understand.

The Cure For Burnout: Build Better Habits, Find Balance and Reclaim Your Life

by Emily Ballesteros  Lagom (2024)

Is dread the first thing you feel when you wake up in the morning? Are you working in the evenings and on weekends to catch up? Have you already beat burnout once, only to find it creeping back? If you answered yes to any of these, you’re in need of a cure for burnout.

Burnout management coach Emily Ballesteros combines scientific and cultural research and the tried-andtrue strategies she’s successfully implemented with clients around the globe to demystify burnout - and set you on a path towards a life of personal and professional balance. Ballesteros outlines five areas in which you can build healthy habits - mindset, personal care, time management, boundaries, and stress management.

By Jasmin Jetchev

Is the estrobolome the key to women’s hormonal health?

Most readers know by now that the microbiome critically influences our health, from digestion to immunity to what seems to be everything in between. Yet, we are still discovering much. One of the most intriguing and underexplored facets is the estrobolome, a collection of gut microbes responsible for regulating oestrogen metabolism. For women, the estrobolome could hold the key to hormonal balance, reproductive health, and disease prevention.

WHAT IS THE ESTROBOLOME?

The estrobolome is a subset of the gut microbiome that interacts directly with circulating oestrogens. These microbes produce enzymes, primarily �-glucuronidases, that modulate the reabsorption of oestrogens in the intestines. By influencing how much oestrogen remains active in the body, the estrobolome plays a pivotal role in maintaining hormonal equilibrium.

recycle enough oestrogen, leading to low oestrogen-related symptoms such as moodiness, hot flushes, weight gain and osteoporosis. Conversely, an overactive estrobolome may contribute to excessive oestrogen reabsorption, increasing the risk of oestrogen-dominant conditions such as fibroids, endometriosis, and breast cancer.

THE

ESTROBOLOME AND WOMEN’S HEALTH

Oestrogen affects women in numerous ways throughout their lifetime; for example, fluctuations in oestrogen levels are closely linked to premenstrual syndrome (PMS). A wellbalanced estrobolome can help stabilise these fluctuations, potentially reducing symptoms such as mood swings, bloating, and breast tenderness.

“The estrobolome is a subset of the gut microbiome that interacts directly with circulating oestrogen”

When the estrobolome functions well, it ensures a balanced level of active oestrogen, supporting reproductive health, mood stability, bone density, and cardiovascular function. However, an imbalance - caused by factors such as diet, antibiotics, stress, or environmental toxins - can lead to either excessive or deficient oestrogen levels, contributing to conditions like polycystic ovary syndrome (PCOS), endometriosis, infertility, osteoporosis, and even certain cancers.

THE GUT-OESTROGEN AXIS: HOW THE ESTROBOLOME WORKS

Oestrogen is crucial for ovulation and uterine lining development. Disruptions in the estrobolome may contribute to infertility or conditions like PCOS, which is often associated with microbial imbalances.

Oestrogen levels naturally decline during menopause. A robust estrobolome may help maintain optimal oestrogen activity, alleviating symptoms such as hot flashes, insomnia, and mood disturbances.

Oestrogens are primarily produced in the ovaries, but once they have circulated in the body, they are metabolised by the liver and excreted into the bile. In the intestines, certain gut bacteria can reactivate these oestrogens, enabling them to be reabsorbed into the bloodstream. This process, known as enterohepatic recirculation, allows the body to reuse oestrogen molecules and maintain sufficient hormonal levels. However, dysbiosis (an imbalance in gut bacteria) can disrupt this system. A depleted estrobolome can fail to

Excessive oestrogen circulation is a possible risk factor for hormone-sensitive cancers. Research suggests that maintaining a healthy gut microbiome may aid in properly metabolising and eliminating oestrogen, potentially reducing cancer risk.

OPTIMISING YOUR ESTROBOLOME FOR HORMONAL HEALTH

The good news is that whatever good you’re doing for your microbiome is also positively impacting your estrobolome. Measures such as increasing fibre intake through vegetables, legumes, and whole grains promote gut microbial diversity and support the elimination of excess oestrogens. Probioticrich foods like yoghurt, kefir, and fermented vegetables introduce beneficial bacteria, while prebiotic foods such

as garlic, onions, and bananas nourish existing gut microbes.

Frequent antibiotic use can deplete beneficial bacteria, disrupting the estrobolome and oestrogen metabolism. Reducing exposure to endocrine-disrupting chemicals (EDCs) found in plastics, pesticides, and personal care products can also help maintain microbial balance and hormone regulation. Chronic stress and poor sleep negatively impact gut health, indirectly affecting oestrogen metabolism. Engaging in stressreducing activities like yoga and ensuring quality sleep can support microbial balance.

LOOKING AHEAD: THE FUTURE OF ESTROBOLOME RESEARCH

While research on the estrobolome is still in its early stages, it holds promising potential for personalised medicine. Future advancements may enable microbiome-based diagnostics and targeted probiotic therapies to address hormonal imbalances and associated conditions. Scientists are also exploring the role of gut microbiota in the effectiveness of hormone replacement therapy (HRT), which could lead to more tailored treatments for menopausal women.

The estrobolome is an essential yet often overlooked aspect of women’s health, influencing everything from fertility to cancer risk. By nurturing a healthy gut microbiome through diet, lifestyle, and environmental awareness, women can naturally support their hormonal health.

As science continues to unveil the complexities of the estrobolome, it is becoming clear that our gut bacteria are not just passive inhabitants but active regulators of female physiology.

Jasmin is currently completing her Masters in Biomedicine

“While research on the estrobolome is still in its early stages, it holds promising potential for personalised medicine. ”

At its heart, psychoneuroimmunology offers a holistic view of health, where the brain, emotions and immune system always interact”

By Tess de Klerk

Surely, the answers psychoneuroimmunology?

answers lie in psychoneuroimmunology?

Medical science is constantly evolving, and one area that’s thankfully gaining more attention is psychoneuroimmunology. This field examines the deep connections between the mind, the nervous system, and the immune response, showing how emotions, stress, and psychological states can directly impact physical health.

At its heart, psychoneuroimmunology challenges the outdated idea that mind and body are separate. Instead, it offers a holistic view of health, where the brain, emotions and immune system always interact. The implications are powerful. Chronic stress, unresolved trauma, and psychological distress don’t just affect our mood – they can actually influence the development of illnesses, from autoimmune disorders to cancer.

Dr Gabor Maté, a well-known physician and author, has been a leading voice in this field. “When we are stressed, our body releases hormones such as cortisol and adrenaline, which, in the short term, help us respond to immediate threats,” he explains. “However, when stress becomes chronic, these same hormones suppress the immune system, making us more susceptible to disease.”

Psychoneuroimmunology emerged in the 1970s when research proved that the immune system isn’t an independent entity but is shaped by neurological and psychological

factors. Studies have since shown that emotions such as fear, sadness, and anxiety trigger biochemical reactions that weaken immune defences. On the other hand, positive emotions and practices like mindfulness and meditation can strengthen immunity, helping recovery and overall well-being.

One of the most fascinating aspects of this field is how early-life experiences can shape long-term health. Childhood trauma, for instance, has been strongly linked to chronic illnesses in adulthood. The Adverse Childhood Experiences (ACE) study found that people who had significant emotional or physical distress in childhood were much more likely to develop conditions such as heart disease, diabetes, and autoimmune disorders later in life. Psychoneuroimmunology helps explain why; early stress changes brain chemistry and immune function, making some people more vulnerable to disease later on.

“Psychoneuroimmunology demands a far more integrated approach, one that sees the patient as a whole person rather than just a collection of symptoms.”

Although this seems like information most people already know, it has big implications for healthcare. Conventional medicine often focuses on treating saymptoms and prescribing medications for immediate physical illness. However, psychoneuroimmunology demands a far more integrated approach, one that sees the patient as a whole person rather than just a collection of symptoms.

In recent years, there has been a growing interest in mind-body interventions for chronic illness. Practices such as yoga, meditation, breathwork, and expressive writing are no longer seen as optional extras but as vital tools for healing. Research has shown that mindfulness meditation, for example, can reduce markers of inflammation in the body. At the same time, strong social connections and positive relationships can boost immune function and extend lifespan.

Cancer research is also beginning to recognise the role of emotional health in disease progression. While no serious scientist claims that stress alone causes cancer, increasing evidence suggests that psychological factors can influence its development and recovery. Patients with strong emotional resilience and a sense of purpose often have better outcomes than those experiencing chronic despair and social isolation. This isn’t about blaming individuals for their illnesses but understanding the complex link between emotions and the body.

Psychoneuroimmunology also offers new insights into autoimmune disorders—diseases where the immune system mistakenly attacks the body’s own tissues. Conditions like rheumatoid arthritis, lupus, and multiple sclerosis have puzzled doctors for years. However, research suggests that prolonged stress and emotional suppression can worsen immune dysfunction. Dr Maté, who has studied the link between emotional repression and disease, notes, “People who are unable to say ‘no’, who prioritise the needs of others above their own, and who suppress their anger are more likely to develop autoimmune conditions. Their bodies, in effect, turn against them.”

So, how can we use this knowledge to improve health? The answer lies in shifting towards a more preventative approach to medicine that acknowledges emotional well-being’s role in physical health. Incorporating psychological support, stress management, and trauma-informed care into medical practice could transform how we prevent and treat disease.

“While no serious scientist claims that stress alone causes cancer, increasing evidence suggests that psychological factors can influence its development and recovery”

Although psychoneuroimmunology is still a relatively young science, its potential is staggering. Bridging the gap between neuroscience, immunology, and psychology provides a richer understanding of health, which empowers us to take an active role in our health. As research progresses, it’s becoming clear that true healing isn’t just about treating the body; it’s also about caring for the mind and spirit.

The future of medicine may well depend on this holistic approach—one that respects ancient healing traditions while firmly grounded in modern science. If there’s one key lesson from psychoneuroimmunology, it’s that we are much more than just the sum of our biological parts. Our thoughts, emotions, and experiences shape our health in ways we are only beginning to grasp fully. And in that understanding lies the promise of a more compassionate, effective approach to medicine.

By KELLIE MILLER

FORBIDDEN FRUITS THE WORKS OF REMON JEPHCOTT

Remon Jephcott’s decaying ceramic fruits are both poignant and beautiful.  They tell stories of mortality, female fertility, human corruption and inevitable life changes. Her exquisite apples, cherries and pears are cast, carved and expertly finished using lustrous glazes that attract us as any ripe fruit would. With seductive, pear-shaped forms, fractured cherries and mottled apples, Remon finds beauty in fallen fruits and metaphorically discusses female sexuality.  Each piece screams that beauty is in the eye of the beholder.

“Fiadh”

As fruits rot, the outer structure of the fruit is broken down with the help of the saprophytes, who keep the environment clean by feeding on decomposing organic matter. The process is essential for the health of the planet.

The depiction of fruit evokes the portrayals of Adam and Eve described in the Old Testament. Notably, Eve’s supposed role in being manipulated by the serpent represented by the devil has come to mar the reputation of women.  However, it equally places men in a position of powerlessness and

“Apples – Medium to Very Large”

“As fruits rot, the outer structure of the fruit is broken down with the help of the saprophytes, who keep the environment clean by feeding on decomposing organic matter.”

“Small Apples”

“Fruits have historically and religiously been used to signify female sensuality and sinfulness.”

“Poison

weakness. Ultimately, women are perceived as controlling and temptresses.  Th is simplified narrative has often held women captive while absolving men of any responsibility.

Remon says, “Fruits have historically and religiously been used to signify female sensuality and sinfulness. Unsettled by the injustice and aware of the injuries embedded into the female psyche from disregard of individual ownership, my fruit pieces are decayed; the signifier has been disrupted.”

Equally, as we naturally age, many women battle to stay relevant and seen. Remon’s sculptures speak of the beauty at all stages of our lives.  That beauty is not a measurement or judgement of our fecundity but of our contributions to ourselves, others and the world.

Kellie Miller is an artist, curator, critic and gallery owner. www.kelliemillerarts.com

“Cherries”

“Pears”

“Apple with Fly”

Apple”

“A restless spirit, she sought adventure beyond the confines of England, embarking on extensive travels that took her through Persia, Syria, Mesopotamia, and Arabia”

The intrepid Gertrude

In a time when women were expected to remain within the confines of societal norms, Gertrude Bell defied those constraints.

An explorer, archaeologist, diplomat, and spy, she travelled extensively through the Middle East, forging alliances and shaping history. Her influence in the formation of modern Iraq was immense, yet her contributions were long overlooked. Fluent in Arabic and Persian, she, a Western woman, navigated the complexities of the region in a way that no Westerner ever had, earning her a place at the highest levels of British imperial strategy.

A WOMAN IN A MAN’S WORLD

Born in 1868 to a wealthy British family, Bell was afforded an exceptional education for a woman of her time. Her mother passed away when she was just three, after which she formed a close bond with her forward-thinking father, who supported her throughout her life. She attended Oxford University and became the first woman to graduate in Modern History with a first-class degree.

However, academic success was not enough. A restless spirit, she sought adventure beyond the confines of England, embarking on extensive travels that took her through Persia, Syria, Mesopotamia, and Arabia. She fell in love with the deserts, learned the languages of the people she encountered, earned respect and gained an unparalleled understanding of cultures and tribal politics.

Not that she didn’t have her fair share of troubles. Local people were often understandably wary of this British woman wandering the desert. She must have been quite a sight amid the dunes, travelling with damask tablecloths, silver cutlery, and full formal dinners – not to mention the luxury of a bath in her tent. During one expedition in 1913, while travelling from Damascus to Riyadh, she was captured and placed under house arrest before being sent back to the UK. Undeterred, she soon returned to Basra and Baghdad.

Also unusual for a woman at the time was her love of sport and mountaineering. In fact, she was so frustrated by the lack of appropriate clothing for female climbers that she wore her undergarments to climb, which was pretty radical in the early 1900s. She even has a peak named after her – Getrudspitze in the Swiss Alps – in recognition of her 8,635ft ascent in 1901.

The explorer and archaeologist, Gertrude Bell, outside her tent, c.1909

adventurer Gertrude Bell

A CARTOGRAPHER OF EMPIRES

But it was Gertrude’s expertise in the Middle East that caught the attention of British intelligence. During World War I, she was recruited by the military and stationed in Basra and, later, Baghdad. Her knowledge of the desert tribes and their loyalties made her invaluable. She worked closely with T.E. Lawrence – better known as Lawrence of Arabia – on mapping the region and advising British officials on local politics.

At the 1921 Cairo Conference, Bell played a crucial role in establishing modern Iraq and installing Faisal I as its first king. She had long argued for Arab self-rule and opposed direct colonial governance, believing the region’s people should shape their own future. Her influence was so significant that she was one of the few women at the heart of imperial decision-making, sketching borders and negotiating with tribal leaders. For better or worse, the lines she helped draw still define the region today.

PRESERVING IRAQ’S HERITAGE

Beyond politics, Gertrude was passionate about education for Iraqi women as well as archaeology. She was instrumental in founding the Iraq Museum in Baghdad, which

“Despite her remarkable influence, Bell remained a somewhat obscure figure until recent years. ”

housed invaluable Mesopotamian artefacts. Appointed as the country’s Director of Antiquities, she drafted laws to ensure that historical treasures remained in Iraq rather than being taken to Europe. The museum remains one of her greatest legacies.

LITERARY CONTRIBUTIONS

She was also a prolific writer, documenting her travels and experiences in several books such as Persian Pictures (1894) and The Desert and the Sown (1907), in which she writes about her travels through Syria and Mesopotamia and the lives of the Bedouin tribes she befriended.

Bell also translated works of Persian poetry, proving her deep engagement with Middle Eastern language and literature. Her extensive letters and reports during World War I were crucial in shaping British policy in the region, making her an explorer and an influential historian and political thinker.

Despite her remarkable influence, Bell remained a somewhat obscure figure until recent years. Perhaps she was overlooked when the Feminist movement reclaimed historical women because of her anti-suffrage stance, but Gertrude was a trailblazer whose life inspired others. The documentary Letters from Baghdad is a great watch that looks at her life through her own letters, with a compelling narrative of her experiences. Additionally, Georgina Howell’s biography, Queen of the Desert: The Extraordinary Life of Gertrude Bell, paints a vivid picture of her adventures and political manoeuvres.

From the shifting sands of the Arabian deserts to the libraries and archives that hold her letters, Gertrude Bell’s legacy is everlasting.

Gertrude Bell with her friend and colleague, T.E. Lawrence

Gertrude Bell poses with colonial leaders at the Cairo Conference, 1921

MIDHURST SUZI RUFFELL AT EPIC COMEDY

Join comedian Suzi Ruffell for a night of stand-up comedy, sharing her witty observations and stories in an intimate setting. You’ll know Suzi from Live at the Apollo, Mock the Week, The Jonathan Ross Show and, of course, from hosting Platinum’s Sussex Business Awards.

March 15th

South Downs Centre, Midhurst epiccomedy.co.uk

ARDINGLY SOUTH OF ENGLAND MINERAL SHOW

Explore a vast collection of beautiful crystals, fascinating fossils, rare minerals, and dazzling jewellery from a variety of sellers. This event offers something for everyone, from seasoned collectors to families looking for a unique day out.

March 15th-16th

South of England Event Centre, Ardingly natureunearthed.co.uk

WHAT’S ON...

A brief snapshot of art and culture in the region

CHICHESTER SOUTH DOWNS E-BIKE TOUR

Embark on a guided eBike tour through the scenic landscapes of the South Downs. This circular route offers stunning views of Chichester Harbour and is suitable for all fitness levels.

Various dates in March

Starting point in Chichester ebike-escapes.co.uk

ACROSS THE SOUTH DARK SKIES FESTIVAL

Experience the wonder of the night sky with free stargazing events in designated dark sky locations. Activities include nighttime canoeing, astrophotography workshops, and mindfulness experiences under the stars.

Throughout March 2025

Various locations across the UK, including the SDNP darkskiesnationalparks.org.uk

Experience the classic morality play ‘Everyman’ performed by the Guildburys Theatre Company, exploring themes of life, death, and moral reckoning.

March 26th-29th

The Electric Theatre, Guildford electric.theatre/shows/everyman-presentedguildburys-theatre-company/

GUILDFORD ‘EVERYMAN’ BY GUILDBURY’S THEATRE COMPANY

CELEBRATING

INTERNATIONAL WOMEN’S DAY WITH THE UNIVERSITY OF SURREY

Join our lunchtime panel on ‘Accelerating Action’ for women’s key issues. Speakers include Prof Annika Bautz, Prof Iis Tussyadiah, Prof Lisa Collins, Prof Anne Skeldon, Dynatra Subasinghe, and Hollie Baker. Hosted by the Women’s Network.

March 4th

5G Innovation Centre, University of Surrey eventbrite.co.uk/e/celebrating-international-womens-day-2025with-some-of-our-senior-leaders-tickets

WOKING SURREY HALF MARATHON, 5K AND KIDS’ RACE

Participate in this award-winning event featuring a half marathon, 5K, and 2K kids race. Enjoy a scenic, closed-road route starting and finishing in Woking, with all races supporting the Shooting Star Children’s Hospice.

March 16th

Woking Leisure Centre, Woking runthrough.co.uk

HAMPTON COURT ‘STILL THE HOURS’

An after-hours audio journey through the historic Hampton Court Palace, offering a unique and immersive experience of the site’s rich history.

Throughout March 2025 Hampton Court Palace, Surrey hrp.org.uk/hampton-court-palace

Guildford electric.theatre/shows/everyman-presentedguildburys-theatre-company/

EGHAM BUSINESS BREAKFAST NETWORKING

A monthly networking event hosted by Surrey Chambers, offering an opportunity to meet and connect with local businesses over breakfast.

March 5th

The Kings Arms, Egham businesssurrey.co.uk

BRIGHTON DRUM AND BASS CLASSICS NIGHT

Step back in time to the golden era of Drum & Bass with classic tracks from 1995 to 2015. This event celebrates the legends and timeless tunes that shaped the genre.

March 29th

Concorde 2, Brighton concorde2.co.uk

EPSOM VOTES FOR WOMEN AT BOURNE HALL MUSEUM

Learn about the Suffragettes’ fight for women’s votes, their arguments, and their bold tactics—from peaceful protest to militancy. Discover their impact on Britain and how Emily Davison’s tragic death at the 1913 Epsom Derby thrust the movement into the national spotlight.

March 8th

Bourne Hall Museum, Epsom visitheritage.co.uk/whatson/votes-for-women-atbourne-hall-museum