Menopause Matters: How Etc. is fostering an inclusive workplace culture

At Etc., supporting the wellbeing of colleagues is a key part of creating an inclusive and positive workplace culture. One initiative helping to drive this commitment forward is the Menopause Support Group, a confidential and welcoming space where colleagues can access information, share experiences and find support.

The group was established following feedback from colleagues and has become an important part of the college group’s wider wellbeing and inclusion agenda. To learn more about the impact it is having, we spoke to Etc.’s HR business partner, Laura Moon, who has played a key role in supporting the initiative.

Creating a safe space for colleagues:

The Menopause Support Group was first established after colleagues highlighted a need for additional support and understanding around menopause in the workplace.

Laura explained: “The group stemmed from feedback in the staff welfare group back in 2021, where colleagues wished to start a group. The Menopause Support Group initially started at one site for all colleagues, but expanded to each group site. The support group is a safe, informal and confidential space where colleagues can come together to share experiences, learn from one another and access practical information and support.”

The aim was not only to support those experiencing menopause and perimenopause, but also to encourage greater understanding across the organisation, raise awareness and reduce the stigma that can still surround conversations about menopause.”

Supporting wellbeing through every stage:

Laura’s involvement was driven by a desire to ensure colleagues felt supported during what can often be a challenging and misunderstood stage of life. “Working in HR, I’ve seen first-hand how menopause can affect people’s wellbeing, confidence and experience at work,” she said. “I felt it was important that colleagues knew they didn’t have to navigate those challenges alone.”

She added: “Creating a supportive environment where people feel comfortable talking openly and accessing support can make a real difference to both their wellbeing and working lives.”

The group’s core objectives are simple but impactful. Laura said: “Our main aims are to provide a supportive community, encourage open conversations, increase awareness and understanding of menopause, share practical advice and signpost colleagues to appropriate internal and external support. We also want to ensure that staff feel valued and able to continue thriving at work during every stage of menopause.”

Breaking down barriers and challenging misconceptions:

Despite affecting a significant proportion of the workforce, menopause has historically been a topic many people have felt uncomfortable discussing which Laura believes is beginning to change.

“Menopause affects a significant proportion of the workforce, yet for many years it wasn’t openly discussed,” she said. “By having these conversations, employers can create a more inclusive culture where people feel comfortable seeking support rather than struggling in silence.”

She also highlighted the relevance for educational organisations. “Educational institutions are also predominantly a female workforce, with a large number of women aged between 45 and 55, which is the typical age to experience perimenopause and menopause symptoms,” she said.

The support groups also help challenge common misconceptions, one of the biggest being that menopause only involves hot flushes. In reality, symptoms vary greatly and can include anxiety, brain fog, sleep disturbance, joint pain, reduced confidence and many others.

Laura added: “Another misconception is that everyone experiences menopause in the same way, when actually every person’s experience is unique. It’s also important to recognise that menopause can affect people at different ages and stages of their careers.”

Building an inclusive workplace culture:

The Menopause Support Groups form part of Etc.’s broader commitment to creating an environment where colleagues feel respected, understood and supported. According to Laura: “The groups demonstrate that the organisation genuinely cares about staff wellbeing and is committed to creating an environment where people can bring their whole selves to work.”

By encouraging open conversations and increasing awareness, the initiative is helping to normalise discussions around menopause and reduce stigma. “By encouraging open conversations, increasing awareness and reducing stigma, we’re helping to foster a culture where colleagues feel respected, understood and supported.”

She continued, “We’ve seen growing awareness across the organisation, with more colleagues feeling comfortable talking about menopause and seeking support. Managers are becoming more confident in having supportive conversations, and the groups have helped normalise discussions around menopause as part of our wider wellbeing agenda.”

Positive feedback from colleagues:

Feedback from those attending the sessions has been overwhelmingly positive. “Colleagues often tell us they feel less isolated after attending and appreciate having a safe space where they can talk openly without judgement.” Many participants have also found practical value in the sessions having learnt coping strategies and feeling more confident discussing menopause with their managers or colleagues.

The sessions themselves are designed to be informal, welcoming and supportive. “The support groups are a confidential and safe space for women experiencing symptoms of perimenopause and menopause. However, when we have held sessions with external speakers, the sessions are open to anyone, whether someone is experiencing menopause themselves, supporting a partner, family member or friend, or simply wants to learn more.”

Sessions may include guest speakers, educational topics, group discussions and opportunities to share experiences in a relaxed environment. Importantly, there is never any pressure to contribute.

Looking ahead:

As the support groups continue to grow, Etc. remains committed to strengthening menopause support across all sites. Laura outlined several developments currently in progress.

“We’d like to continue growing the groups, increasing awareness across the organisation and providing even more opportunities for colleagues to access support and expert advice.”

She added: “We’re also actively working on embedding support groups with menopause champions at each group site, implementing a menopause policy and a menopause action plan.”

For colleagues considering attending for the first time, her message is simple: “Come along and give it a try. Everyone is welcome, and the sessions are friendly, supportive and completely confidential.”

Supporting colleagues to thrive:

The Menopause Support Group is just one example of how the Etc. is investing in the health, wellbeing and inclusion of its people.

As Laura concludes: “The menopause groups are just one part of our wider commitment to supporting health, wellbeing and inclusion across the Education Training Collective. By recognising menopause as a workplace wellbeing issue and creating spaces where people feel comfortable seeking support, we’re helping to build a culture where colleagues feel valued, respected and able to perform at their best throughout every stage of their career.”

Through initiatives like these, Etc. continues to foster a workplace where colleagues feel supported, understood and empowered to thrive, both personally and professionally.