Case Study 2

Case Study 2: University of Leicester – Menopause Support in Higher Education

• Initiated: 2019 – Ongoing
• Provider: University of Leicester (in partnership with HR and staff networks)
• Target Group: Academic and professional staff, with a focus on midlife women and their line managers
• Goal: To reduce stigma and enhance wellbeing by embedding menopause awareness into workplace culture through policy, peer support, and training, becoming a sector model for higher education.
  Key Actions
• Conducted staff surveys to identify menopause as a barrier to wellbeing and progression
• Co-developed a menopause policy with input from staff networks and occupational health
• Launched Menopause Cafes, webinars, and awareness campaigns across the university
• Established a peer support network to foster shared learning
• Delivered workshops for managers to improve confidence in providing support and adjustments
• Built in regular policy review and staff feedback mechanisms
  Impact
• Nationally recognised as a leading university on menopause support (e.g. Advance HE, THE)
• Positive feedback from staff and managers on improved workplace culture
• Model cited by other institutions as best practice
• Strengthened staff engagement and wellbeing
  Lesson Learned
• Co-production ensures relevance and buy-in
• Regular adaptation is key to staying responsive
• Manager training empowers confidence, but data on outcomes (e.g. retention) still needed
• Further attention to intersectionality and academic-specific needs would improve inclusivity
  Success Factors
• Visible senior leadership commitment to gender equity
• Active involvement of staff networks and occupational health