Improving Mental Health Across IP and Tech Transfer with Jane Wainwright

Mental health is increasingly a focus in Tech Transfer as people try to keep pace with heavy workloads, fast-moving deadlines, and the pressure to make the right call with limited time and information. To bring more attention to what professionals are experiencing, we’re opening a new series on wellbeing and resilience with a conversation featuring today’s guest, Jane Wainwright. This series will look at the challenges many carry quietly and highlight approaches that support healthier, more sustainable workplaces across research commercialization.Jane has spent more than twenty years at Potter Clarkson and led the firm’s biotechnology practice. Over the course of her career, she managed global life sciences portfolios, supported clients through demanding legal and scientific issues, and served in senior leadership roles. Alongside that work, she trained as a mental health first aider, earned advanced coaching credentials, founded Starry-Eyed Pragmatics, and joined the advisory board of Jonathan’s Voice, a charity dedicated to mental health within the IP profession.We discuss the pressures she has seen across both patent practice and tech transfer, from perfectionism and tight timelines to the “always on” habits that leave many people exhausted. She shares what she’s seen help in real workplaces, including more substantial support from leadership and better ways to share responsibility for urgent matters. Jane also reflects on how small culture shifts can make it easier for people to do their work without feeling overwhelmed. It’s a practical, honest way to start this new series and a conversation many listeners will recognize from their own environments.In This Episode:[01:03] Jane’s background in high-pressure patent work sets the stage for discussing mental health challenges.[01:32] The conversation outlines the real consequences of missed deadlines and the constant pressure to get things right.[02:26] Jane’s shift toward mental health advocacy and her work with Jonathan’s Voice comes into focus.[03:04] She describes the mental health landscape in IP and why perfectionism and long hours contribute to hidden struggles.[04:03] Jane shares her personal experience with depression and anxiety and explains how it shaped her advocacy.[07:57] We discuss how global uncertainty, rapid change, and AI concerns add new layers of stress.[09:19] Data from a wellbeing survey highlights how deadlines, workloads, and client demands affect IP professionals.[12:42] Differences in workload stress across regions and firm sizes come up as contributors to burnout.[14:54] Why perfectionism makes it hard for teams to accept "good enough" under tight timelines.[17:21] We address why many feel unable to take time off and how workload pressure affects vacation habits.[18:22] Jane talks about surface-level wellness initiatives versus meaningful organizational change.[19:34] She emphasizes the importance of team structures that share responsibility and reduce overload.[21:01] The role of teamwork and continuity planning in reducing stress becomes a central theme.[22:07] Strategies for very small TTOs and solo practitioners are explored, including outsourcing and prioritization.[23:18] The importance of having a support network and access to confidential help is discussed.[24:57] Jane reflects on her transition from partner to full-time wellbeing and coaching work.[29:03] We examine how senior leaders view mental health and the need to “meet them where they are.”[30:29] Generational differences in attitudes toward mental health begin to shift firm culture.[32:35] Emotional intelligence is highlighted as a core competency for supporting healthy teams.[35:31] Leadership modeling of healthy behavior helps build psychological safety.[35:47] What actually works beyond wellness perks, including trust and clear expectations.[37:59] Jane discusses role modeling, healthy boundaries, and avoiding the “always available” culture.[40:21] Emotional intelligence as a learnable skill is explored, including how it evolves.[41:54] Signs of cultural change give Jane hope, alongside growing awareness and new generations entering the field.[44:03] Real progress takes time, especially in high-workload environments like U.S. law firms.[44:47] Why mental health and organizational performance are deeply connected.Resources: Starry-Eyed PragmaticsJane Wainwright - LinkedInJonathan’s Voice2022 Mental Wellbeing Survey of the IP Profession