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Uni initiative tackles women’s health crisis

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A University of Sheffield initiative is tackling overlooked women’s health problems by helping students develop solutions to delays and inequalities in care.

In a first-of-its-kind collaboration bringing together students, clinicians and industry leaders, new ideas have been developed to address health challenges that leave millions of women facing years-long delays in diagnosis and care.

The Women’s Health Innovation Challenge saw 50 students from across disciplines and year groups work in teams on issues including fragmented care across the female health lifecycle and the widespread normalisation of serious symptoms.

Among the key challenges explored was endometriosis, a condition affecting one in 10 women globally, where patients in the UK face an average diagnosis time of more than nine years.

Other innovations addressed gaps in menopause care, cardiovascular health in women and the fragmentation of digital health solutions across different life stages.

The initiative reflects the university’s growing work in women’s health innovation, a field widely recognised as underfunded and underserved despite affecting half the global population, and its commitment to turning research and ideas into meaningful impact.

Rachel Kovacs, a final year biomedical engineering student at the University of Sheffield and organiser of the event, said: “I was lucky enough to be one of the students to take the first Women’s Health in Biomedical Engineering module in the UK, right here in Sheffield, and it really opened my eyes to how under-innovated the field is.

“I only discovered this in my final year and I wanted other students to find it sooner.

“The event itself has already made a huge difference. Students now see women’s health as a space worth innovating in.

“If even a handful take their ideas further, we could genuinely change women’s lives.

“Having personally experienced some of these gaps, I know the impact this could have on women across the globe.”

The event was supported by experts from across research, industry and healthcare, including panel members from Health Innovation Yorkshire & Humber, an NHS England organisation which acts as a bridge between healthcare providers, commissioners, academia and industry.

Participants explored a range of possible solutions to some of the sector’s most complex challenges.

The event culminated in students pitching their ideas to a panel including clinicians, academic researchers and founders of women’s health startups, creating a direct link between emerging innovation and real-world application.

The challenge forms part of the university’s wider activity in this space, including its Women’s HealthTech Innovation Network, which brings together regional and national expertise to translate research into solutions that address longstanding inequalities in care.

Dr Vanessa Hearnden, senior lecturer in biomaterials and tissue engineering at the University of Sheffield and co-chair of the Women’s HealthTech Innovation Network, said: “The Women’s Health Innovation Challenge gave students a rare opportunity to work directly with clinicians, researchers and industry partners to tackle real-world problems.

“The quality of ideas and level of engagement demonstrated the impact this kind of interdisciplinary, challenge-led learning can have.”

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Resistance training has preventative effects in menopause, study finds

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Resistance training improves hip strength, balance and flexibility during menopause and may also improve lean body mass, research suggests.

A study of 72 active women aged 46 to 57 found those who completed a 12-week supervised programme saw greater gains than those who kept to their usual exercise routines.

None of the participants were taking hormone replacement therapy.

The supervised, low-impact resistance exercise programme focused on strength at the hip and shoulder, dynamic balance and flexibility.

Participants used Pvolve equipment, including resistance bands and weights around the hips, wrists and ankles, and also lifted dumbbells of varying loads.

Women in the resistance training group showed a 19 per cent increase in hip function and lower-body strength, a 21 per cent increase in full-body flexibility and a 10 per cent increase in dynamic balance, meaning the ability to stay stable while moving.

Those in the usual activity group did not show any significant improvements.

Previous studies have assessed the decline in lower limb strength and flexibility during menopause, but this is said to be the first study to compare the effect of resistance training on muscle strength and mass before, during and after menopause.

This was done by including participants in different phases of menopause rather than following the same participants over a long timeframe.

Francis Stephens, a researcher at the University of Exeter Medical School in the UK, said: “These results are important because women appear to be more susceptible to loss of leg strength as they age, particularly after menopause, which can lead to increased risk of falls and hip fractures.

“This is the first study to demonstrate that a low-impact bodyweight and resistance band exercise training programme with a focus on the lower limbs, can increase hip strength, balance, and flexibility.

“Importantly, these improvements were the same in peri- and post-menopausal females when compared to pre-menopausal females, suggesting that changes associated with menopause do not mitigate the benefits of exercise.”

Although one of the researchers sits on Pvolve’s clinical advisory board, the researchers said the company did not sponsor the study or influence its results.

Stephens added that any progressive resistance exercise training focused on lower-body strength is likely to yield the same results.

He said: “The important point is for an individual to find a type of exercise, modality, location, time of day etc., that is enjoyable, sustainable, and improves everyday life.

“The participants in the present study reported an improvement in ‘enjoyment of exercise,’ and some are still using the programme since the study finished.”

Kylie Larson, a women’s health and fitness coach and founder of Elemental Coaching, who was not involved in the study, said the results were compelling.

She said: “This is particularly exciting for those that tend to think of menopause as ‘the end’. The study proves that if you incorporate strength training you can still make improvements to your muscle mass and strength, which will also have a positive ripple effect to your ability to manage your body composition.

“In addition, staying flexible and being able to balance are both keys to a healthy and functional second half of life.”

Participants in the study did four classes a week for 30 minutes each session, but Larson said even half that amount of strength training can go a long way, particularly if you emphasise progressive overload, which means gradually increasing muscle challenge through more weight.

Larson said: “Gradually increasing the challenge is what drives real change.

“Lifting heavier over time is what builds strength, protects your bones, and keeps your body resilient through menopause and beyond.”

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Mental health

More research needed to understand link between brain fog and menopause, expert says

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Brain fog in menopause is common but still poorly understood, with researchers calling for more work to explain the link and how best to support women.

For a new perspective article published in The Lancet Obstetrics, Gynaecology, & Women’s Health, researchers based in the UK and Australia reviewed the evidence on menopause-related cognitive symptoms. They found that symptoms such as forgetfulness, reduced concentration and brain fog are common during the menopause transition, but are still poorly recognised and under-researched.

More than two-thirds of women report difficulties with memory or concentration over the menopause transition. Multiple factors may contribute to these cognitive symptoms, including hormonal changes, sleep disturbances and psychological and psychosocial stress. Yet, because cognitive symptoms are not widely discussed, they can cause considerable worry, with some fearing they are signs of dementia or undiagnosed neurodevelopmental conditions.

The review paper emphasises that overall cognitive performance for women experiencing menopause-related brain fog typically remains within expected ranges and, importantly, that cognitive symptoms are not linked to an increased risk of dementia.

Professor Aimee Spector of UCL Division of Psychology and Language Sciences, co-author on the paper, said: “Cognitive symptoms such as forgetfulness and ‘brain fog’ are incredibly common during menopause, yet they are often overlooked. Our findings highlight just how complex menopause-related cognitive symptoms are, and how much we still don’t know about what drives them. More targeted research is essential if we are to identify which biological, psychological or lifestyle factors contribute most, and what types of support or treatment are likely to be effective.”

The authors argue that clinicians can play a key role in understanding and validating women’s experiences by asking about the duration of cognitive symptoms, impacts on day-to-day functioning and any other medical or psychosocial factors that could be contributing to cognitive symptoms.

The review also discusses a range of approaches that may ease cognitive symptoms, such as improving sleep quality, engaging in regular aerobic exercise and eating a balanced diet. There is also little but promising research into the impact of psychological therapies targeting cognitive symptoms, with a recent meta-analysis of three cognitive behavioural therapy-based studies showing significant improvements in memory and concentration. The evidence is more mixed for the benefits of hormone therapy on cognitive symptoms during menopause.

The authors identify cognitive symptoms as a major area of unmet need in menopause research. They call for a unified definition of menopause-related cognitive changes and for prospective, longitudinal studies that can track women from pre- to post-menopause. Better understanding of the biological, psychological and social factors that contribute to cognitive symptoms will be crucial for developing effective treatments.

Lead researcher Dr Caroline Gurvich of Monash University said: “There’s a lot of pressure to use objective measures of cognitive decline, like a memory test, for example, in a clinical trial, but the key symptom of brain fog is a subjective experience. So having a definition that acknowledges the key cognitive symptom is critical.”

This is not without precedent – we already use subjective or self-report measures for depression, anxiety and other mental health conditions with great success.

Dr Gurvich said the proposed definition would also validate women’s individual experiences while empowering them through the reassurance that any objective decline in their cognitive ability is subtle.

She added: “This is a decrease in cognitive or learning efficiency, not functionality or capacity. For many women, the perception they are losing capacity is what drives them to stop work or lose the confidence to live fulfilling lives during and after menopause. I hear all the time from women who have gone through menopause that validation would have made a significant difference to their resilience and the approach they took to living with menopause.”

Co-author Professor Martha Hickey of the University of Melbourne and Royal Women’s Hospital said: “Our analysis of the best available research shows that many women experience some degree of cognitive symptoms, such as brain fog, during the menopause transition.”

“But there’s a lack of long-term data, which means that there’s a gap in our knowledge about how the brain fog symptom develops and changes from peri-menopause to after menopause ends. It’s a real gap in our understanding.”

Professor Spector added: “We increasingly see women, typically at the peak of their careers, losing confidence in the workplace, often translating to leaving work or reducing work hours. Having simple strategies to support and retain them at work is also a broader economic issue.”

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Menopause

New Women’s Employment Ambassador role targets workplace health

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Mariella Frostrup has been appointed the government’s women’s employment ambassador, a new role to support working women across the UK.

The new role comes as the government steps up efforts to support women with menopause symptoms, with businesses being encouraged to publish action plans aimed at tackling the £1.7bn lost each year through sick days, lost productivity and women leaving the workforce because of menopause.

The women’s employment ambassador role expands the remit of the menopause employment ambassador post, which Mariella Frostrup held over the past year.

In that role, she oversaw the launch of the Menopause Advisory Group and discussions with hundreds of employers to improve workplace support for women experiencing menopause.

In the expanded role, Frostrup will work closely with employers across the country to raise awareness of key health issues affecting women at work and champion the economic contribution women make.

Experts from across sectors will be brought together to gather evidence, identify barriers and opportunities, and provide informed recommendations on supporting women’s health at work.

Frostrup said: “Menopause support in the workplace has come a long way, and that progress is something to be proud of, but it cannot be where our ambition stops.

“Women’s health affects their working lives long before menopause, and for too long many have been navigating these challenges without the right support around them.

“Every woman deserves to know, at every stage of her career, that her health will not be a barrier to her success.

“I am delighted to take on this role and look forward to working with employers across the country support their imperative female workforce and retain them.”

Many health conditions affect women long before they reach menopause, including endometriosis and fibroids, making it vital that support is available throughout their working lives to stop women dropping out of the workforce for good.

This comes as part of the government’s drive to reverse the rise in the number of women who are economically inactive because of long-term sickness, which has hit a near-record high of 1.48 million.

Large businesses with 250 or more employees are also being encouraged to produce and publish voluntary action plans setting out how they will support employees experiencing menopause symptoms in the workplace.

Companies will be asked to commit to at least one action to support employees experiencing menopause, such as setting up support groups, tailored workplace adjustments including alternative uniforms, and more.

Dame Diana Johnson, minister for employment, said: “Too many women still face barriers that prevent them from reaching their full potential in the workplace.

“This new ambassador role sends a clear signal that we are serious about changing that, and Mariella Frostrup is the ideal person to take this on.

“By championing the brilliant contributions women make – as entrepreneurs, workers, and leaders – we can unlock economic growth that benefits everyone.”

The action plans are one part of the Employment Rights Act, which will boost employment and improve job security for more than 18 million workers and will benefit women balancing health, care responsibilities and careers.

Tracy Black, CBI chief commercial officer, said: “Businesses are committed to taking action to help women both stay and succeed in the workplace.”

“Awareness of the impact of menopausal symptoms at work is rising, leading to businesses taking a more pro-active approach to providing support. This is part of a wider trend of firms sharpening their focus on health and wellbeing.”

The women’s health ambassador, alongside the government’s renewal of the women’s health strategy, are working to make faster, more decisive progress on the health outcomes that matter most to women and girls across the country.

These measures, along with the new ambassador role, are intended to ensure employers are better equipped to support women and that women know how to access help throughout their career. Supporting women into work and throughout their career is a key part of the government’s commitment to Get Britain Working.

From spring 2026, employers with 250 or more employees will have the option to produce and publish a voluntary action plan alongside their gender pay gap.

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