Case Study 6

Case Study 6: Lund University – Menopause Pilot Project

• Initiated: 2024 – Ongoing (pilot phase; final report due 2025)
• Provider: Lund University (in collaboration with Gerdahallen)
• Target Group: University employees, especially women aged 40–59 experiencing perimenopause or menopause
• Goal: To address menopause-related challenges in the workplace through policy change, workplace adaptations, structured physical activity, and targeted health education, within paid working hours.
  Key Actions
• Reviewed sick leave data and internal feedback to identify menopause as an overlooked issue
• Partnered with Gerdahallen to offer workplace-based strength training and yoga (2–3 sessions/week)
• Introduced paid Health Promotion Hour for medical exercise during work time
• Delivered open-access lectures on hormone therapy, nutrition, and workplace adaptations
• Adjusted HR data categories (40–49 and 50–59) to improve tracking of menopause-related absences
• Encouraged menopause discussions during performance appraisals and adjusted workspace conditions
  Impact
• Participants reported better mood, cognitive function, and sleep
• Greater openness and willingness to discuss menopause among staff
• Presented at national public health and higher education events
• Regarded as a pioneering model in Swedish academia and cited by IKEA Sweden and others
  Lesson Learned
• Integrating education and movement into the workday increases participation
• Policy change is needed to properly track menopause-related impacts
• Cultural resistance remains, especially among male managers and younger staff
• Ongoing evaluation and data tracking are essential for long-term uptake
  Success Factors
• Strong institutional commitment, backed by the university’s Sustainability Fund
• In-house collaboration with external wellness providers
• Formal integration of support into work hours, not left to off-the-clock initiatives
• Regular feedback loops with room for policy adaptation
  Sustainability
• Menopause support embedded in university wellbeing and HR frameworks
• Continued funding for training and physical activity initiatives
• Planned dissemination of findings to other Swedish institutions via Equality Forum 2025
• Flexibility to tailor support to different roles, ages, and departmental cultures