Executive Summary

This evaluation report, conducted by The University of Suffolk, was commissioned by Suffolk Libraries as part of funding from The Department of Health and Social Care under The Health and Wellbeing Fund. Suffolk Libraries delivered The Menopause and Me project between 2022-2025. The project offered people with lived experience of menopause and small and medium enterprise employers across Suffolk free training, support, and access to learning resources to help improve understanding and lived experience of menopause. The project had four objectives:

1. Equip employers to support women experiencing the (peri)menopause.
2. For women to feel supported in understanding and managing their physical and mental health.
3. For women to feel empowered and informed to communicate their needs within the workplace.
4. To ensure access to information and open discussion about the menopause.

The evaluation used a mixed-methods approach, utilising quantitative and qualitative research methods. Participants included individuals who completed the six-week Menopause Matters Course and/or attended an M-Power Group (hereafter community attendees), small and medium enterprise employers/staff (hereafter employers) and Suffolk Library staff members (hereafter library staff).

Key Findings
The evaluation analysis highlights that the:
 Community attendees reported positive and lasting impact on life satisfaction, behavioural change, and emotional well-being measures. This including improved knowledge, confidence, and sense of connection with others.
 The Menopause and Me project had wider impacts that extended to families, friends, and workplaces. This occurred through sharing knowledge and strengthening support networks.
 Employers reported readiness to act on menopause-related issues, but this motivation declined over time suggesting the need for ongoing support to sustain behavioural changes.
 The Menopause and Me project showed signs that it reinforced best practice and, in some cases, prompted change in workplaces.
 Web resources were well-used, especially practical tools and The Suffolk Mind Training Course Page. User engagement improved over time.
 The annual conference events raised awareness and inspired action, particularly through strong speakers and content.

Recommendations
Key Recommendations include:
1. Refine key performance indicator frameworks – Future projects should incorporate more performance metrics, including sign-up and dropout rates, to improve how to capture the level of interest and engagement. In addition, key performance indicators should also account for real-world challenges, such as limited time and resources within small and medium enterprises. This will ensure performance measures are realistic, inclusive, and aligned with project goals.
2. Ensure any training/course is relevant and sustainable – Training and course content should be regularly reviewed and expanded (even within the lifecycle of delivering an intervention) to remain relevant to stakeholder groups. In the context of Menopause and Me this could include greater focus on the physical aspects of menopause, offering follow-up session and formalising peer-led M-Powered groups to encourage long-term impact and behavioural changes beyond the delivery of the project.
3. Ensure timely and targeted resource provision – Accessible, practical resources, such as policy templates, summary handouts and toolkits, should be made available during the training delivered to support immediate and long-term application of learning. Online resources should be regularly updated and promoted throughout the scheduled content such as blogs and downloadable tools, helping to maintain engagement and extend the programme reach.
4. Prioritise targeted engagement strategies and support for employers – To overcome persistent barriers to employer engagement, especially within small and medium enterprises, future projects should adopt tailored strategies. These may include flexible delivery formats (e.g. short, modular sessions), practical guidelines for resource-constrained employers and targeted outreach.