If you've listened to Episodes 1 and 2, you know what allostatic load is and why it's costing your organization. Now it's time to stop learning and start acting.

In this short, tactical follow-up episode, host Stacie gives HR leaders a concrete assignment: The 30-Day Allostatic Load Audit. Five questions. Data you already have access to. One report that will give you the credibility, the baseline, and the strategic positioning you need to walk into your CEO's office and say: we have a measurable workforce risk — and here's what we're going to do about it.

This isn't another awareness episode. This is your assignment. Run the audit. Compile the findings. Take it to leadership. And if you want help turning that data into an actionable strategy, Stacie is available to speak at your next leadership event, run a workshop for your executive team, or consult directly with your organization.

Under 10 minutes. Clear next steps. No more excuses.

Stacie

For more episodes, visit StacieBaird.com.

Hey humans, welcome back to the podcast. In our last episode, I introduced you to the concept of allostatic load—that cumulative wear and tear on our bodies from chronic, unresolved stress. Today, we're taking that conversation straight into the boardroom. I'm talking to the CEOs, CFOs, and HR leaders who might not realize that this invisible burden is already showing up in your P&L through productivity losses, healthcare claims, and the "quiet quitting" of your highest-performing talent. With an estimated $136B annual cost attributed to chronic illness in the US workforce, this isn't just a "soft" human issue; it's a hard business reality that we have the power to change.

I'm sharing a tactical three-lever framework to help you look at organizational design as a health intervention. We'll dive into how to audit invisible labor, train managers to see performance dips as health signals, and redesign accommodation pathways to be proactive rather than reactive. It's time to stop asking our women to just be more resilient and start fixing the systems that accumulate the load in the first place. Join me as we explore how a proactive workforce strategy can become your greatest competitive advantage.

Stacie

More episodes at StacieBaird.com.

You've heard of burnout. But what if the real crisis starts long before the breaking point?

In this short opener, host Stacie introduces allostatic load — the scientific term for the cumulative "wear and tear" the body accumulates under chronic, unresolved stress. It's not a bad week. It's what happens when the body never fully recovers, and the nervous system learns to treat survival mode as its new normal.

Research shows women carry a disproportionate allostatic burden — driven not just by biology, but by the invisible labor, emotional weight, and systemic pressures that don't clock out at 5pm. And for leaders and HR professionals, this matters: what often looks like a performance problem in your workforce may actually be a health signal hiding in plain sight.

This episode opens a series that follows allostatic load where it leads — into autoimmune disease, hormonal disruption, ADHD, and what it truly costs women, leaders, and organizations when we keep misreading the signal.

Under 5 minutes. But it might change how you see everything else.

Stacie

Origins of the Term
The concept of allostasis — meaning "stability through change" — was first introduced by neurobiologist Peter Sterling and epidemiologist Joseph Eyer in 1988 to describe how the brain dynamically recalibrates internal physiological systems in anticipation of environmental demands, rather than simply reacting to them.

Building on this foundation, neuroscientist Bruce McEwen and physiologist Eliot Stellar coined the term allostatic load in 1993, defining it as the cumulative physiological "wear and tear" the body experiences when allostatic systems are chronically activated, fail to shut off, or never perform normally. McEwen later described this as "the price of adaptation" — the physiological cost the body pays for sustained attempts to manage chronic stress.

The Biological Cascade: What Happens in the Body
When the brain perceives a stressor — real or anticipated — it activates two primary physiological systems: the sympathetic-adrenal-medullary (SAM) axis, which releases catecholamines (adrenaline, noradrenaline), and the hypothalamic-pituitary-adrenal (HPA) axis, which releases glucocorticoids, primarily cortisol.

In the short term, these responses are adaptive and protective. However, under conditions of chronic, unresolved stress, this cascade remains activated. Over time, the brain and organ systems undergo measurable physiological changes:

↑ Elevated cortisol, epinephrine, and norepinephrine (neuroendocrine markers)

↑ Elevated inflammatory markers: C-reactive protein (CRP), interleukin-6 (IL-6), fibrinogen

↑ Dysregulated blood pressure, lipid levels, glycated hemoglobin (metabolic markers)

↓ DHEA (dehydroepiandrosterone) — the protective counterpart to cortisol

A 2001 landmark study using the MacArthur Studies of Successful Aging demonstrated that higher allostatic load scores at baseline were significantly associated with increased 7-year mortality risk and declines in both cognitive and physical functioning.

A comprehensive 2020 systematic review of 267 studies confirmed that allostatic load and allostatic overload are robustly associated with poorer physical and mental health outcomes across a wide range of conditions.

Have you ever been told you're brilliant, but inconsistent? Or maybe you're that high performer who looks completely put-together on the outside, but inside, you feel like you're running a marathon just to stay at baseline. We've been taught to call this "burnout," but for so many women, it's actually a neurobiological reality that a vacation just won't fix. In this episode, I'm giving you the cliff notes on why undiagnosed ADHD is the hidden tax on your career—and why it shows up as unsustainable overperformance rather than a lack of talent.

We're moving beyond the jargon today for a much-needed reality check. I've got a short, six-question assignment to help you determine if your brain and your work environment are actually out of alignment. This isn't about being "broken"; it's about understanding how you're wired so we can stop trying to "fix" the humans and start fixing the systems instead. Whether you're a leader watching talent slip through the cracks or a woman tired of working twice as hard to look organized, join me for a conversation that could change the trajectory of your career.

Download the pdf questionnaire here.

Stacie

For more episodes, visit StacieBaird.com.

Nobody is ever excited about an audit, but today I'm asking you to do one because we need to talk about the hidden tax on your organization: undiagnosed and unsupported neurodivergence.

In this episode, I'm moving beyond the "why" and giving you a tactical, 30-day framework to measure exactly what you're losing in turnover, productivity, and talent. We are going to dig into the data you likely already have - from voluntary turnover trends to coded language in performance reviews...to spot the high-performing women who are slipping through the cracks.

I will walk you through a four-week plan to identify the red flags, like specific benefits utilization patterns or reviews that label brilliant employees as "inconsistent," and show you how to synthesize that findings into a single-page business case. It is time to ask the hard question: are we losing talent because they can't do the work, or because our systems weren't built for them?. Whether you are a Chief People Officer or an HR leader, join me as we do the math on retention and build a better playbook for our teams.

Stacie

More episodes at StacieBaird.com.

Let me describe someone you probably manage right now: she's brilliant, creative, and a pattern recognizer, but she's also... a lot. She might have 17 browser tabs open, interrupt enthusiastically in meetings, or struggle with "simple" expense reports while crushing complex strategy. You might be thinking she just needs better time management or executive presence, but what if I told you that isn't a performance issue? In this episode—which I'm thinking of calling "Squirrel"—we are talking about late-diagnosed ADHD, the invisible disability hiding in plain sight among your highest performers.

In this episode I'm discussing the "neurospicy" talent hiding in plain sight and why what looks like burnout is actually unsupported neurodivergence. I'm sharing my own journey of being diagnosed at 42, so tune in as we explore how to stop trying to "fix" the humans and start fixing the systems instead.

Stacie

More episodes at StacieBaird.com.

What if I told you that 20% of your most experienced female talent is considering leaving—not for better opportunities, but because your workplace is making them choose between their health and their careers?

Women aged 45-55 represent your most valuable institutional knowledge, your strongest leaders, and your most effective mentors. They're also navigating perimenopause and menopause in workplaces that were never designed for their needs. And they're walking away silently, one resignation at a time.

In this episode, I'm pulling back the curtain on the women's health crisis that's quietly draining organizations of senior talent—and giving CHROs and People Leaders three concrete strategies to turn this crisis into your competitive advantage. From redesigning benefits architecture to breaking the silence that keeps women suffering alone, these aren't aspirational ideas—they're actionable playbooks you can implement Monday morning.

Plus, a powerful bonus recommendation for anyone inside your organization who wants to drive change, regardless of title or role.

If you're tired of watching experienced women leave "for personal reasons," this episode will show you exactly what to do about it.

Stacie

More episodes at StacieBaird.com.

Women's Health Resources from this Episode

Maven Clinic | Peppy Health | Carrot Health

State by State Women's Healthcare Legislation Updates

Welcome to 2026 and a new evolution of the HX podcast. For years, I kept my own 30-year battle with endometriosis hidden because I didn't feel safe discussing it at work. I've realized we can't treat mental health as separate from the rest of our bodies, yet we've designed workplaces for young, healthy men, leaving millions to "perform wellness" while managing chronic conditions in silence.

This season, we're peeling back the onion on why women's health isn't a niche issue—it's a trillion-dollar hole in the global economy. We'll explore why senior women are leaving at the peak of their careers and why supported employees outperform unsupported ones every time. It's time to move beyond generic wellness to real policies like menopause support and flexible work options. Let's stop choosing between health and productivity and get to work, y'all.

Stacie

More episodes at StacieBaird.com.