Where Women Belong: Work as a Protective Factor For Women's Mental Health and Wellbeing
Tracks
Ballroom 1
| Monday, August 31, 2026 |
| 11:00 AM - 12:00 PM |
| JW Grand Ballroom |
Overview
Rebecca Max, Infinite Presence
Three Key Learnings
1. Understanding the mental load
Understanding what this looks like across different life stages- menopause, neurodiversity, mental health and caring responsibilities - is the first step to building a supportive workplace.
2. Work is part of the problem or part of the solution
When the focus shifts from the individual to the workplace -culture, ways of working and systems of support - work can become a protective factor for women's mental health and wellbeing.
3. Small changes. Big impact.
From inclusive language in job advertisements to asking what support someone needs - small changes signal to women that they matter.
Speaker
Ms Rebecca Max
Founder And Facilitator
Infinite Presence
Where Women Belong: Work as a Protective Factor For Women's Mental Health and Wellbeing
Abstract
Women carry more than their job description and title. The mental load - the invisible weight of managing and holding together both work and life — is real. It's significant, and for too long, workplaces have either ignored it or expected women to simply manage it better.
This session reframes the conversation. Rather than asking women to be more resilient or to compartmentalise, it asks what workplaces can do differently - and makes the case that when the focus shifts from the individual to the workplace, work itself can become a powerful protective factor for women's mental health and wellbeing.
Drawing on experience across workplace mental health training, talent advisory, neurodiversity and menopause in the workplace, this session explores what women bring to work — and what workplaces can do to better support them. From the undiagnosed neurodiverse woman who has spent decades masking, to the perimenopausal leader navigating brain fog, to the employee quietly managing caring responsibilities, to those silently struggling with their mental health — these are not isolated cases. They are everyday realities that leaders and People and Culture professionals have both the power and the responsibility to address.
The good news? The support and adjustments don't have to be big. Flexible work, quiet spaces, inclusive language, meaningful EAP support, pay equity, and simply being willing to name what women experience at work — these are not radical acts. They are deliberate choices that signal to every woman in your organisation: We see you, we understand, and we want you to do your best work here.
Attendees will leave with a clearer understanding of the load women carry, practical actions they can implement immediately, and a renewed conviction that inclusive, supportive cultures don't just benefit women — they benefit everyone.
This session reframes the conversation. Rather than asking women to be more resilient or to compartmentalise, it asks what workplaces can do differently - and makes the case that when the focus shifts from the individual to the workplace, work itself can become a powerful protective factor for women's mental health and wellbeing.
Drawing on experience across workplace mental health training, talent advisory, neurodiversity and menopause in the workplace, this session explores what women bring to work — and what workplaces can do to better support them. From the undiagnosed neurodiverse woman who has spent decades masking, to the perimenopausal leader navigating brain fog, to the employee quietly managing caring responsibilities, to those silently struggling with their mental health — these are not isolated cases. They are everyday realities that leaders and People and Culture professionals have both the power and the responsibility to address.
The good news? The support and adjustments don't have to be big. Flexible work, quiet spaces, inclusive language, meaningful EAP support, pay equity, and simply being willing to name what women experience at work — these are not radical acts. They are deliberate choices that signal to every woman in your organisation: We see you, we understand, and we want you to do your best work here.
Attendees will leave with a clearer understanding of the load women carry, practical actions they can implement immediately, and a renewed conviction that inclusive, supportive cultures don't just benefit women — they benefit everyone.
Biography
Rebecca Max founded Infinite Presence on a simple belief: People are the heartbeat of every organisation. With 20 years of corporate experience and a Masters in Workplace Mental Health in progress, she works with Australian workplaces to build cultures that are genuinely inclusive and supportive — delivering Mental Health First Aid, neurodiversity and menopause in the workplace training with authenticity, courage and a commitment to conversations that matter. The training on menopause is delivered as a Trainer on behalf of Menopause Friendly Australia.
