NHS Greater Glasgow and Clyde: Supporting Staff Through the Menopausal Transition
Peer support that empowers and connects
With nearly 80% of NHS Greater Glasgow and Clyde’s workforce identifying as female, and 46% reporting that menopause symptoms have impacted their working lives, the organisation recognised the need for targeted support. As part of its Staff Health Strategy, NHSGGC launched a board-wide Menopause Peer Support Hub—a compassionate, staff-led initiative designed to offer early, accessible support for colleagues navigating the menopausal transition.
Creating space for shared experiences
The Menopause Peer Support Hub was coordinated by the Occupational Health Psychological Wellbeing Service and is made up of over 30 trained Peer Supporters. These volunteers, with a special interest in menopause, offer confidential 1:1 support to colleagues, there is no prior expertise required, just a willingness to listen and connect.
To build momentum and awareness, NHSGGC hosted an online Menopause Peer Support Drop-In Event, allowing staff from across sites to engage in small-group conversations facilitated by Peer Supporters. Over 40 staff attended, with nearly all participating actively.
Embedding wellbeing into everyday practice
The initiative also includes interactive wellbeing webinars, called: “Let’s Talk About… Menopause” which were delivered in 2023 and 2024. These sessions, part of a broader monthly wellbeing series, encouraged staff to make small, impactful changes to their self-care routines. Over 230 staff from NHSGGC and partner HSCPs attended live, with recordings made available for those unable to join.
Overcoming barriers with thoughtful design
Challenges such as time pressures, staff location, and lack of awareness were addressed through:
- Hosting events online and during lunch breaks.
- Recording webinars for flexible access.
- Promoting the initiative via all staff emails, advisory groups, peer networks, and word-of-mouth.
Real impact for staff and services
Talking openly about menopause has helped reduce stigma and improve wellbeing. Staff report feeling more supported, leading to:
- Improved morale and job satisfaction.
- Increased productivity and reduced sickness absence.
- Enhanced patient care through a healthier, more resilient workforce.
Early interventions like this also reduce demand on specialist services, supporting the NHS in a cost-effective and sustainable way.
How does this align with the Leadership Success Profile?
“Creating an inclusive, compassionate and stimulating environment that enables teams to flourish and individuals to display their potential.”
This initiative aligns closely with the “Shaping Cultures” cluster of the Leadership Success Profile, particularly under the “Fostering Inclusion and Psychological Safety” dimension. This is through creating safe spaces for open dialogue and peer support, the initiative promotes psychological safety and destigmatises menopause in the workplace.
The Scottish Government has published Improving Wellbeing and Working Cultures (IWWC), which sets out a vision to support and enhance local cultures across our health, social care and social work organisations through programmes of work at a national level that focus on the three pillars of wellbeing, leadership and equality. You can find out more about IWWC by reading this blog by Dr Elizabeth Kelly.
