mental health and wellbeing, NHS, Women's health

Future proofing – Mental health awareness week

Mindfulness is all about being in the ‘NOW’ focusing not on the past or the future but on THIS moment

The problem with this is that it might lead some of us to make wrong decisions in our lives or tolerate bad situations.

Women who live within an abusive relationship find it impossible to escape that relationship and cannot see their future beyond , but years later their mental health will probably take a tumble and they’ll start to question their decisions or life choices .

The Covid pandemic has taken a huge toll on our mental well-being . Most of us have looked back on our lives and questioned parts of it mainly criticising ourselves for past mistakes we may have made .

The most we can do to help others is to assist them in seeing a future that is bright and also talking about the impact that a CURRENT situation may have on FUTURE mental health and wellbeing .

All health care professionals should be educated on how to interface this advice into every contact they have with the people they care for . A GP seeing a woman who is depressed and anxious might make a huge positive difference to a woman’s life by broaching the subject of FUTURE mental health protection by helping her to analyse the place she is in right NOW =how this could give her a life of better mental health & wellbeing , rather than just focusing on the moment .

Conversations with friends over the pandemic has led me to realise that we don’t talk about ‘future proofing’ our mental wellbeing quite enough as we should be . When we reflect on our lives do we wish that someone had said to us “think carefully” “take your time” “It’s YOUR life” “put yourself first”

We are often told as children “don’t be selfish” so is putting others before ourselves what could be damaging us emotionally ?

Personally I feel that this “future proofing” approach might help reduce in some small way the long term effects of what we decide when we decide without support and guidance – especially when we are pressurised to conform into what society expects of us at that moment in time instead of fully considering our own long term happiness

Thank you for reading

Look after yourself first , others after ❤️



Kindness in the time of Covid

2021 marks the start of another year of the pandemic caused by the corona virus #Covid19 .

I would like to dedicate this blog to all those who have been affected by this wicked virus 🦠 including those who have had loved ones die and/or incapacitated by it (and the impact this will be having on their lives ❤️ )

Isolation from friends and family affects us all in many ways – some feel angry , others lost and lonely . In these trying times some of us older humans may look back on our lives and question the decisions we made when we were young – this is a normal phenomenon as we feel restricted from seeing forwards so we reflect on what’s passed by (wondering if we could change our paths) My advice is to try hard as you can to focus on the now because try as you might you cannot change the past – try to do something each day that keeps you in the present moment – write a letter , draw something, sing a song , walk your dog , phone someone . Keep it simple .

A special thank you to those who work through (caring for others as part of their vocation of work) , those employed in essential services such as food sales , delivery, logistics, also to the volunteers who have presented themselves openly to help others, as well as the people in the background that are stoically working away, plus all teaching staff and support services. Also let’s take our virtual hats off to all the parents/ foster parents and carers who are home schooling against all odds. Special love to the children of the world especially the young carers – we must keep giving children kindness as we won’t know the true effect this will have on their lives until many many moons have waxed and waned.

Kindness begins with you – as I’ve grown older I do reflect on decisions I made in my life through fear but at this moment in our lives I realise that we must put kindness to ourselves and others first and here’s why . .

Kindness begets kindness – in these socially distanced days we are in who is the first to step out of the way , who crosses to the pavement opposite to make way for others ? Let that be you ❤️ don’t judge because someone doesn’t thank -we are all going through things no one else knows about . Three times yesterday on a walk I crossed over to let others pass including a jogger , an elderly man and a family I expected nothing in return but they all gave me some form of thanks . The runner put his thumb up , the elderly man said thank you and the family smiled at me – each interaction gave me a good feeling inside . I’ve heard stories about dog walkers and runners disagreeing about who should step out of the way – each one probably waiting for the other and not thinking “I’ll move” . I have had no problems with moving aside myself and since I’ve actively focused on doing it I’ve noticed more people smiling and signalling in positive ways .

When I get a delivery , the doorbell rings and usually the delivery person is almost out of sight as I open the door I make a conscious effort to find them and shout my thanks to them “I appreciate all you are doing – stay safe” they always reply with humility.

So my advice to you is to seek out the kindness that lives inside you and pass it onto others – tell them you’re grateful for them – say thank you and let them see in your face that you mean it . This can be family , friends , NHS staff , shop workers , colleagues, strangers, delivery people anyone you meet .

In these trying times we all need something to cling to and a few kind words exchanged with a stranger underpin what to be human means – to be kind

Thank you for reading . Stay safe

Jen ❤️


caring for staff to prevent trauma

In my long career in the NHS I was witness to many colleagues not being adequately cared for. This is something totally invisible to those using the service and sadly not perceived as important by managers or peers. However, whatever the situation when there is a lack of compassion and empathy towards employees this has huge implications on the care received by those using the service .

When staff are nurtured holistically by management and peers they feel loved, appreciated, good about themselves, what they do, want to give their best selves and they enjoy going into work – all these positives contribute to a quality service. Although controversial to say the ones more likely to comply with the culture of a place are the ones who are promoted – leaving misfits/innovators /rebels who challenge poor systems and cultures feeling unappreciated, isolated and less able to speak up- this can cause a downward spiral of helplessness , mental health issues ,poor job satisfaction and a lack of retainment .

An NHS maternity care service has a tendency to look outwards seeking approval and praise when in fact it should be looking inwards to those who work there .

The most common themes leading to staff trauma and burnout are inadequate staffing , poor shift management , lack of professional support following tragic incidents, bullying behaviours, a blame culture and an expectation that all staff must fit the same mold.

All employee care should ideally be based around Maslow’s hierarchy of needs as the service users and people employed there are in fact one and the same. Differentiating staff from the people at the heart of the care is in fact an inability to recognise that being human is what connects us .

When midwives are presented with an emotionally safe environment they will be their true selves and the security of this will facilitate compassionate care to the people they care for. Its a two way process – be kind to staff and the staff will feel cherished and so be kind to the woman .

Kindness to all within the service (users of the service and employees) will bring a consistently positive day to day experience and improve safety .

‘Not all disabilities are visible’ is a sign regularly seen on toilets for those living with a disability – so my question is this ‘if the NHS embraced more midwives who live with a disability then the cascade effect of this would be that women and families who live with a disability/disabilities would see this and be more likely to choose such a unit to be guided through their pregnancy.

If we also look at ensuring that a maternity workforce is diverse in ethnicity this might go some way towards addressing the horrendous imbalance in care . Evidence has highlighted the fact that black women are four times more likely to die and we need to know why. According to the MBRRACE UK, 2020 report (a report that looks into maternal deaths), Black women in the UK have a four fold higher risk of dying in pregnancy in comparison to a white woman.

Hunter B, Henley J, Fenwick J et al (2018). Work, Health and Emotional Lives of Midwives in the United Kingdom: The UK WHELM study. School of healthcare Sciences, Cardiff University

Bullying exists within maternity services and addressing this issue is a complex one – not many bullies leave sadly the victims of the bullies leave which in fact gives a strong message to the bullies “carry on bullying “

To summarise take a good look at the workforce you are in. How is the culture ? Are there groups that seem to exclude others or are there no sub cultures? Does everyone follow the philosophy of the unit ? Is the workforce a good reflection of the people it cares for or are those people underrepresented?

Thank you for reading

Sending love and kindness



The kindness misfits

This week I’ve been chatting to a few people who were forced to leave their place of work because they were bullied and mistreated by their managers and colleagues.

Sadly the common thread in all the stories they shared with me seems to be that they were all simply KIND.

One of the people used to work as a podiatrist in the NHS and was regularly reprimanded by a manager because believe it or not most podiatrists are “not allowed” to directly refer patients to a GP or surgeon – this can be despite the fact that someone is about to lose a toe , foot or limb – yes unbelievable but totally true . However because the podiatrist cared the referrals kept going in – eventually though that person was bullied out of the job.

The next person is a midwife I’ve become friends with who was given an award which she tells me will NEVER be mentioned at her place of work – even though the place she works at is directly connected to the award – strange but true .

The next person is someone who decided that public health funerals should be made more personal and individualised – something which that person started and was admired for by the funeral attendees but the managers didn’t approve . So the person left the role because of being made to feel uncomfortable.

The common thread with all these ordinary people who are simply trying to help others in some way or other is that they were all KIND .

So what makes others dislike kind acts or kind people ? Well I think I’ve discovered it and it’s because of my own experience of being bullied as a midwife because I was kind .

The answer is that people who go above and beyond their roles and job descriptions tend to shine a light which exposes those who don’t seem to be very kind and it sort of makes them look like they’re not quite as good at their job as the kind ones are .

My advice to you if you are being bullied is to see it as a compliment – you are simply showing the non-compassionate colleagues and managers up . If you can’t carry on there just start looking for a way out , a new job , a different place to live . Speak to others who are kind who will give you strength and always listen to your own heart . Make sure you see your GP and your occupational health team – tell your story and have people around you who are supportive .

Soon enough all the kindest people will be the majority and the ones who have a lack of insight into what it is to live a compassionate and kind life will simply fade away .

Keep being kind – you are amazing

With love , JennyTheM ❤️


If you feel small or insignificant- celebrate your loveliness ❤️

I have recently heard Alicia Keys singing her latest single – it really resonates with me . Part of the lyrics ⬇️

“This goes out to the underdog
Keep on keeping at what you love
You’ll find that someday soon enough
You will rise up, rise up, yeah”©

This has inspired me to write a blog as I think it will resonate with many people who work in the NHS/large corporations/organisations – the ones who feel they aren’t noticed – the ones who never get the promotion, never get nominated, the ones who see others groomed for a job they’d love to do, those who feel that they blend into the paintwork, the ones whose voices aren’t heard at meetings and ideas never used or laughed at – trust me one day your light will shine 💡

“When you consider things like the stars, our affairs don’t seem to matter very much, do they?”

Virginia Woolf (Night and Day)

In order to write this blog I decided to research why feeling insignificant or small can actually make us kinder humans . I chanced upon this research CLICK HERE TO OPEN (done at University of California, Irvine (somewhat of a coincidence as I used to live on that campus) . Here’s a cropped photo of part of the paper ..

A crop of the research paper by Paul Piff et al UCI

As a retired midwife I wonder how many midwives experience awe ? Are they encouraged to hide this feeling ? Are midwives who are based on birth centres more likely to experience awe than an midwife who works on a labour ward ? Is awe something that could possibly be “cleansed” out of us because of culture / stress at work / lack of respect / exhaustion / short staffing ? How can we bring awe back into the workplace ?

‪here is another LINK to a film explaining that “WE” provide our own meaning to our life by being insignificant. I suppose what I’m trying to say is that being small and embracing your own insignificance is grounding helping you see to the finer details that rank/importance/promotion/hierarchy could ultimately mask .

How many managers consistently know what’s happening at ground level ? They might think they know because of dedicated “spies” in the camp -however,let us just factor in bias/favouritism/inaccurately transmitted gossip and very soon the story changes . Being present is all about insignificance it’s the quiet worker in the corner who “the others” think is not aware – that person is probably more aware of the good and bad behaviour of others than someone senior .

Thank you for reading

Be kind to one another

Jenny ❤️❤️


The ecosystem of the NHS – why being small matters

Nature and the planet depends on microorganisms and tiny creatures to function . For example dung beetles help improve nutrients in soil by breaking down the poo of animals in the jungle (like the poo of the Orang-Utan) dung beetles therefore improve biodiversity and reduce global warming .

PLANKTON in our oceans feeds many larger creatures and is a necessary part of our food chain.

In the NHS there are many small yet great people who give gigantic care but who are overlooked and perhaps made to feel insignificant by those who see themselves as more important and powerful – For example the quiet unassuming midwife who always seems to be allocated a higher workload than the noisy brash midwife . The maternity support worker who feels she/he doesn’t quite fit in with the labour ward culture so therefore focuses on keeping busy and away from the gossip .

These “small people” are the tiny yet pivotal cogs that keep the NHS running and connect with larger cogs to which they are a necessity – when theses small cogs are absent, they are not considered – yet their absence usually has a powerful and negative impact on production efficiency but because of their quietness, unassuming nature and self effacing ways others rarely realise this .

The most effective person in a team (they may not necessarily be fast but they are 100% compassionate) is massively overlooked , disregarded, ignored for the louder more larger personalities.

Because of this for 2020 International year of the nurse and the midwife I’m asking you to appreciate the quiet worker, the one who doesn’t make a song and dance about everything , the midwife who always seems to give a little bit more , the nurse who doesn’t question her over realistic allocation of work , the health care assistant who promptly answers the patients call buzzer . The quiet inspirer who you see plugging away each day expecting no praise and therefore overshadowed by the more needy peers

I want you to see them as crucial to the fine intricate ecosystem of the NHS and show them your appreciation by trying to reduce their workload by sharing it with them and others who might make more noise .

Validate , praise and nurture ❤️

I’m also appealing for managers to be less self important – try doing some more menial tasks to openly display to your team how know you’re with them and you understand their pressures .

Be kind to one another

Happy 2020 – keep yourself vision clear ❤️

Jenny X

Against the odds, Anaesthetics, Babies, Being a mum, Being busy as a midwife, Birth, Caesarean section, Communication, Compassion, Courage, culture in nhs, Digital, Hospital, Human kindness, Labour , birth, Labour and birth, leadership, Midwife, Midwifery, Midwifery and birth, Motherhood, New parents, Newborn, NHS, NHS Systems and processes, Obstetrics, parents, Patient care, Postnatal care, Respect, Skin to skin contact, Student Midwives, Women's rights, zero separation

A midwifes role in the maternity theatre – support from managers

Here it is my blog aimed at NHS managers and fundholders of maternity services – time to explain a few home truths. MORE support is required for midwives in the operating theatre from upper NHS management in order to facilitate and maintain SkinToSkin contact between mothers , fathers and babies .

A few reasons the midwife may have for leaving theatre include : –

  • To check the placenta
  • To take blood gases
  • To obtain documentation from a printer (which is not actually in the operating theatre)
  • To complete digital or written records
  • To register the birth

Let’s look at it another way – if an operating department practitioner said to a midwife “I just need to nip out for a few minutes can you step in for me for a few minutes and help the anaesthetist? ” how would a midwife feel ? How often does this happen ? Never !!

We must respect each another’s professional competencies and abilities and not take advantage of any given situation . The operating theatre is governed by health and safety due to the highly clinical nature of its environment . Midwives are selling themselves short by trying to manage their workload instead of questioning why they need more support .

We must deal with the root cause which is midwives leaving theatre to complete routine tasks (when they should be staying with women and babies)

The symptom is the fear of other staff in theatre of caring for the dyad , the woman’s fear at being unable to speak out that she’s scared of holding her baby during her operation or procedure .

The midwife has a professional responsibility for the mother and her newborn as set out in the NMC code of conduct and The NMC Standards for Competence for Registered Midwives

I’d also like to refer to these key parts of the NMC code which seem to address care of the dyad in theatre so well .

If you are a manager support your midwives by auditing the reasons why a midwife might leave a woman in theatre for any length of time and address that issue with the multidisciplinary operating theatre team – there will be solutions and the solutions will improve care , safety , women’s and families experience of care in the operating theatre and well as giving midwives immense job satisfaction, plus enabling team cohesiveness – what more could you ask for ?

I am challenging all line managers to go into the operating theatre and watch the midwife – how can you make it better for the midwife and therefore the dyad ?

Keep on keeping on

Thank you for reading my blog

Please leave your comments as I appreciate all feedback

Jenny ❤️

Babies, Being a mum, Birth, Communication, Compassion, Courage, culture in nhs, data colllection, Giving information, Helping others, Human kindness, Human rights, Labour , birth, Labour and birth, leadership, Midwife, Midwifery, Midwifery and birth, Motherhood, Newborn, NHS, Obstetrics, parents, Psychology, PTSD, Respect, soeaking out, Student Midwives, unconscious bias, Women's health, Women's rights

Talking with strangers and unconscious bias in the NHS Maternity System

This blog is dedicated to Sandra Bland with love to her family #SayHerName ❤️

I have just finished reading the book “Talking to Strangers” by Malcolm Gladwell

The book is a critique of how we approach others through our body language speech, demeanour plus the various cues that we interpret or misinterpret according to our own life experiences, culture, colour , upbringing, religion or non religion , education , training ,inner feelings at that time and individual roles plus many other factors too numerous to list . One particular woman who in the book was Sandra Bland a black woman who was forced to change lanes on a highway because a police car was approaching with speed – the officer totally misinterpreted Sandra’s distress at being pulled over – he wasn’t kind with his words or approach and this led to Sandra being wrongfully arrested and she died in her cell three days later the verdict was suicide . When you listen to the recording of the officers first interaction with Sandra you can sense the irritation and suspicion in his voice as well as the tone he uses. He doesn’t see that Sandra may have vulnerabilities and that she is trying to calm herself by lighting a cigarette .

As a midwife I have witnessed disparity of care towards women depending on their social status, background, colour, culture and ethnicity- something I have challenged throughout my career . These experiences have often placed me in some difficult situations with colleagues. On one occasion I refused to allow someone from finance dept into the woman’s labour room . This years (2019) RCM International Day of the Midwife campaign was around Midwives as defenders and I wrote a blog about my interpretation of this . We must approach women placidly and an excerpt quote from the poem Desiderata by Max Ehrmann © 1927 illustrates this rather well.

GO PLACIDLY amid the noise and the haste, and remember what peace there may be in silence.

As far as possible, without surrender, be on good terms with all persons

Unconscious bias is something we all have – This animation by Professor Uta Frith of The Royal Society explains unconscious bias in a concise way . It’s the 21st Century – time for all NHS staff to be educated, assessed and held to account around the subject of unconscious bias plus to question their own personal identity around this issue .

Here is a photograph of part of the philosophy of the Royal Society panel members – a philosophy for the NHS .

Whilst writing this blog I also came across this refreshing blog post for By ‪@SuzRankin‬ CEO of Ashford and St Peters NHS Foundation Trust, Chertsey , Surrey .

If you are a midwife I want you to start to question the way you speak to women and families that you meet and whether you treat each woman or person exactly the same despite their background , culture , colour, sexual orientation and education. Make an attempt to hear yourself as the woman hears you – be patient and thoughtful with your words and actions . Watch how other midwives speak about the women they care for (at the bedside and in the office ) and monitor one another for unconscious bias .

Did you see someone give the woman everyone recognised from a TV programme better care than the woman who arrived unannounced from the local homeless shelter ?

Please question everything you see and if you talk about it more when reviewing cases of different women you might see a pattern start to occur – that’s what you need to change. Does your incident reporting system include statistics on race , sexual orientation, religion and ethnicity? If not how can such incidents be thoroughly evaluated ?

How do you talk to the women you meet as strangers ? When you show patience, kindness, compassion and understanding you are building on the relationship and helping the woman to feel safe . This behaviour has an effect on the woman’s oxytocin response as her adrenaline and cortisol will be reduced as well as her own fears . You are putting her at ease – becoming a friend . If on the other hand you are brusque , rushed , impatient and critical you will put the woman on edge and increase her fear , pain and cortisol which will inhibit oxytocin production.

Are you pre judging a woman when she phones up the hospital for advice ? Does that judgment impact on the way you interact with the woman ? Do you feel calm or under pressure? Are you more or less patient with her in comparison to someone else you’ve recently cared for ? Are you imparting information and evidence of equal quality or do you feel a change in your own demeanour which may make the woman feel uncomfortable without realising?

Reflect on a situation when you didn’t feel listened to – that may have been a complaint to a store or a the way an employee at a restaurant/ service / shop spoke to you – do you recall how you were made to feel or how you reacted?

Black and Asian women have a higher risk of dying in pregnancy as the November 2018 MBRRACE-UK triennial report shows and as midwives we must question why this is happening as well as campaigning for this tragic disparity to end .

I will leave you with a quote by Paul Coelho

Further reading…

Thank you so much for reading

– Jenny ❤️

Human kindness, Kindness, leadership, Midwife, Midwifery, NHS

The Journey

On Friday 20.9.18 I presented via Skype to DeMontford midwifery society. I was in Wales presenting at the midwifery forum just before that . My journey back was not at all what I expected. For some reason my satnav decided to take me along narrow lanes and single track roads – No motorways 🛣 were harmed in the making of my journey 😂 . My average speed was 39 miles an hour so it took me almost 7 hours to get home.

I started to think about how midwifery is a journey that we set upon knowing our destination but not really contemplating how we are going to get there or indeed how unique each persons path is . There may be difficulty , loneliness, vulnerability , hunger , sore feet and tiredness – as well as friendship, happiness, compassion, satisfaction comfort and energy .

Each persons journey is totally different – some may take the motorway route and get there faster, some may walk, run, cycle and may take a break or leave the journey . My idea for my presentation was going to be how to make the journey .

Setting off on your journey of midwifery is about letting others know that you are on your way as this will give you support and strength knowing that those people are looking out for you .

The symbolism of wearing the right shoes will help you to feel able to walk in your own way – a good fit, stability and readiness for difficult paths inbuilt into your shoes will pass onto you that it’s not just about looks but dependability and longevity.

Self care and break time are a human right- break time is something that belongs to the person not the system do we talk about this enough ?

Find the things that give you joy and try to have key 🔑 friends outside your workplace 🏥 so you’re not always talking midwifery

  • Friends and family
  • Days out
  • Helping others
  • Self care
  • Reflection
  • Time out
  • Protected meal breaks
  • Planning trips
  • Walking
  • Exercise
  • Cooking

Taking a step away from the work environment to go to the canteen , sit outside. Taking a shower will give you a boost and help you feel refreshed and is one suggestion for self care so that you can help the women and colleagues you are with . Have a look at keeping a wash bag in your locker with shower gel , shampoo , deodorant and creams that you can use for yourself and also share with others .

I often think that about people who work in the corporate world let’s use finance as an example wouldn’t tolerate the work restrictions that many midwives have to deal with – no early finishes on Friday to network , no built in structure to ensure workload is distributed evenly , no protected time for online training , making those who work less hours to feel less a part of the team, missing meal breaks, being micromanaged , time in lieu when finishing late instead of pay -is this because we are predominantly female workforce ?

Midwives must seek out others who may act as their compass 🧭 , map 🗺 or guide. It may be a person not even connected with midwifery who is a good grounding force with an ability to listen not necessarily advise .

On my journey I have met many people some fake some real – by fake I mean those who pretend that everything in the garden is beautiful when truly it’s not. Real leaders don’t brush aside concerns or ignore those who are in difficulties at work , they nurture them and see past their rose coloured spectacles .

Consider not only your own journey but also how you behave toward others on their journeys . Do you equalise the voices of future midwives on the labour ward/ postnatal ward / birth centre / community and treat them as leaders or do you plain and simple see them as learners ?

With permanent staff , who are the ones whose voices are always the first to be heard ? Seek out the quieter ones as they too have their ideas and opinions . A midwife who thinks before she speaks to other colleagues will be one who is more likely to listen to women.

There is a dichotomy that exists in midwifery we are taught that we are autonomous practitioners in our own right yet we are micromanaged and constantly asked “where are you up to (with your work)?” In my opinion it’s up to us to rock this boat 🚣‍♂️ so we can stand strong for the women we care for and challenge time constraints so that we help others with a clouded view to see more clearly .

Becoming involved in someone else’s journey may make your journey more complicated but in time you will see it as an enrichment of your behaviour and realise that the best way to move forwards is always together .

In identifying the problems on your journey you will gain insight into how to improve and consider EVERY woman’s personal journey through maternity services ❤️

The analogy of never arriving keeps you grounded and helps you to stay humble .

Be kind to one another

With love Jenny ❤️

Being bullied, Being busy as a midwife, Birth, Change management, Courage, culture in nhs, data colllection, Digital, Discharge planning, Giving information, Hospital, Human kindness, Kindness, Labour , birth, Labour and birth, leadership, Midwife, Midwifery, Midwifery and birth, Motherhood, New parents, NHS, NHS Systems and processes, Obstetrics, organisational development, Student Midwives, Working from the heart

Does the NHS need to rethink the way health professionals are made to approach their work ?

It’s been a while since my last blog. This post is to help those in the NHS whatever their role or position to consider that positive individuality makes for a better NHS . In embracing positive individuality all care will improve , status quo will be rocked and the NHS will develop doing things differently within your workplace.

Predictive text steps in as you type on your phone . Wikipedia have a link about predictive text CLICK HERE and surprisingly personal data in the way we write and assemble sentences means that each device is personalised to the user . This has set my brain off thinking that actually we are all diffferent generally. Sadly NHS management would like us to work in the same way a sort of “predictive” way of working . However humans are unpredictable that’s just how we are made. Are personalities and individualism therefore disregarded ? Let’s take for example shift work – some Trusts have a better family and also life friendly approach to staff . The Kings trust have researched that staff who are cared for and well-engaged make for a more successful NHS – that in turn has a positive effect on the people being cared for .

Midwifery cannot be like predictive text eg this is the way we do it , this is the length of time you need to help a woman, new offspring & partner postnatally before transfer to the ward and so on .

It’s time for managers to realise that each woman is as individual as the midwife who is “WITH” her . An acceptance that “this is the way that Midwife B works . Each midwife’s Way of working is in fact data. The midwife who spends longer explaining to the family who are going home (eg explaining symptoms of wellness , symptoms of illness , to contact the labour ward not the emergency department for advice , self care , and current evidence) is perceived as slower but in fact this is the midwife who probably is more thorough and probably a perfectionist who raises awareness in the women and families she meets .

If you ever get told you’re too slow – don’t take it as an insult take it as a compliment

You are dedicated , perceptive, compassionate, thorough and you promote self awareness to women and families

Keep on keeping on

Sending love to all the THOROUGH midwives nurses and other health care professionals out there in the NHS

Love , as always

Jenny ❤️