Corporate wellness · Strategic programme development
Building a more sustainable workforce.
Research-informed corporate education and programme development, with a specialist focus on women’s midlife health and workforce wellbeing.
A strategic approach to wellbeing
Workforce wellbeing is an organisational consideration.
Itara Group works with organisations to develop thoughtful, evidence-informed approaches to employee wellbeing, education and organisational development. The specialist focus is the midlife workforce: supporting better understanding of women’s midlife health and its relevance to employee experience, talent retention and workforce sustainability.
What we do
Corporate solutions with clear organisational relevance.
01 / Educate
Executive education
Focused briefings for leadership and HR teams to build understanding of midlife health and how workplaces can support it.
02 / Engage
Corporate workshops
Structured employee and manager sessions that improve health literacy, awareness and confidence in workplace conversations.
03 / Develop
Programme development
Tailored educational interventions and organisational initiatives informed by relevant research and workforce needs.
Corporate wellness is the umbrella. Further programmes are designed to your brief, with an outline typically ready within days of the request.
Our specialist focus
The midlife workforce deserves a considered strategy.
Midlife health sits across health, HR and line management. The programme gives all three a shared, practical starting point.
Flagship programme
The Midlife Workforce
A corporate education and awareness programme focused on women’s midlife health and workforce sustainability.
- Leadership and management briefings
- Employee education and workshops
- Workplace awareness and support
- Programme feedback and evaluation
Experience peaks as midlife begins.
Women in their 40s and 50s hold senior, technical and specialist roles. Informed, supportive workplaces help that experience keep growing through perimenopause and beyond.
Illustrative, not data. Menopause arrives on average around age 51, and perimenopause can begin years earlier.
Experienced women sustain your organisation. Midlife is the moment to support them.
Where informed support adds value
Retaining experience
Experienced employees who feel understood and supported are more likely to stay and grow in their roles.
Engagement
Employees who feel supported bring confidence, energy and commitment to their work.
Leadership continuity
Experienced professionals carry institutional knowledge, and keeping it strengthens succession and leadership depth.
Culture and communication
Open, informed conversations between employees and managers build trust.
Health literacy
Employees who understand their own health make confident decisions about their wellbeing and about when to seek care.
Sustainable performance
Support for sleep, stress, energy and focus helps people do their best work over a long career.
These are areas where support can matter, not guaranteed outcomes for every employee or employer. The first step is understanding where your own organisation stands.
Measured, not assumed.
Each engagement can include before-and-after knowledge and confidence measures, participant feedback and a review of how ready the organisation is. Participation is voluntary, and results reach the employer in aggregate only.
Led by Yuliya Ossipova
Yuliya Ossipova is Head of Research and Programme Development at Itara Group and a registered counsellor (ASCHP, South Africa). She turns research on women’s midlife health into programmes that organisations can run and measure.
Start with an executive briefing.
A short conversation to establish your priorities, your workforce and the delivery format that fits.