“How can I use my cumulative experience to support others that might be going through similar things?” Tracey thought, as she explained the inspiration behind her work. Tracey Thornton formed her own coaching business, Tracey Thornton Coaching & Consultancy, after more than 25 years in the education sector. Sensing a lack of support and knowledge of menopause in the workplace, she honed her skills to create a space where she could provide bespoke menopause coaching. With health and wellbeing being a major part of Huddersfield’s transformation, Tracey shed some light on how she supports women and businesses alike.
Congratulations on launching your own consultancy! What does this milestone mean to you personally, especially after such a significant career shift?
Thank you. After dedicating so many years to the education sector, particularly within leadership, it seemed like an ideal opportunity to use all that experience to launch a coaching business that could support other people who have less experience or fewer opportunities than I’ve had. It’s something that I’m passionate about, because I think coaching is a good developmental process for everybody.
How has living and working in Huddersfield shaped your journey, both professionally and personally?
Living here has been really an integral part of that journey, because when I moved here about 10 years ago, one of the things that I did to integrate into the community and get to know people was to join a yoga class. That started my journey in terms of my own self-development, my own tuning in with the holistic side of things. Coaching just seemed a natural add-on to that. I found that the communities in and around Huddersfield are very inclusive and welcoming of that and seem to understand holistic approaches to health and wellbeing.
After years of working in the Huddersfield education sector, what was the moment that made you decide to take the leap into consultancy?
It was my own personal experience of going through perimenopause and menopause at work. I was in a significant position in a school and felt that there weren’t the resources, the people to turn to for support. Going through that process made me rethink my career. I thought ‘how can I use my cumulative experience to support others that might be going through similar things?’
Do you feel there are specific challenges or stigma around menopause in the workplace, and how are you addressing them?
Stigma still exists, although lots has been done recently to remove that, and it’s becoming more talked about, particularly by prominent women in the media. But I still think there are organisations that don’t understand or don’t know how to support women who are going through perimenopause or menopause. I think the challenge is getting that awareness out there and normalising these conversations. Also understanding that it’s a natural process that all women will go through at some point, and that there are things that can be done to help, rather than lose experienced employees.
How has the Huddersfield community responded to your work? Have you seen a growing interest from local employers in creating menopause-friendly workplaces?
The response has been positive, and organisations are starting to recognise that they need to do something. It’s widening my reach and growing opportunities for collaboration, to give more organisations the opportunity to put the right things in place for their employees.
What practical steps can workplaces take to make sure menopause is no longer a taboo topic, especially in smaller communities like Huddersfield?
There are lots of practical things that organisations can put in place. One of the first things is to normalise the conversation, to help people and employees understand that it’s okay to speak about it, and it’s okay to ask for support and advice. I think that organisations should train employees in the role of menopause champion. This way, the workplace has someone who people can go to for support, information, and knowledge that can signpost people to the help they need. I also think that line managers, regardless of gender, should be aware of what those symptoms and circumstances might be for their female employees, so that they’re upskilled to support appropriately. It’s about having an open and understanding culture.
What are your thoughts on the new Daphne Steele building and the growing NHIC? What do you think this means for Huddersfield as an emerging health and wellbeing hub?
I think it’s a fantastic addition to Huddersfield and highlights the town’s commitment to health and wellbeing. It opens great opportunities for collaboration, innovation and education in health and wellbeing, putting Huddersfield on the map as a leader in the field.
What advice would you give to women going through menopause, as well as to leaders who want to better support their teams?
The advice I’d give would be don’t be afraid to speak about it, don’t be afraid to ask for support and advice because it is out there, and don’t feel that it is a taboo subject.
What are your plans for the future of your consultancy and how do these align with the emergence of the town as an international health and wellbeing hub?
My plan is to expand my reach, offering more workshops and resources for organisations of all sizes across Huddersfield and beyond. As Huddersfield continues to thrive as a health and wellbeing hub, I see that as an exciting chance to align my own work with the town’s successes, seeing it continue to grow to be a more supportive and inclusive community that promotes everyone’s mental health and wellbeing.