Introduction: As more women join the workforce, it is crucial to understand how menstruation health is overlooked, resulting in an unhealthy workplace for many female employees. The lack of open dialogue exacerbates period stigma. While the flexibility of working remotely offers a reprieve for many working women, however, in the post-pandemic age, there remains an urgent need to address menstrual stigma in corporate environments.
How menstrual stigma affects women's careers
Conversations about periods and menstrual necessities have historically taken place in hushed whispers. While menstruating is a biological process and a sign of good health, it is considered to be a taboo topic in many cultures. Even in modern society and in informal settings, period stigma is perpetuated through jokes, misinformation, and limited access to menstrual supplies.
Many women undergo a great deal of pain, nausea, and anxiety before and during their periods. Some even organize their toilet breaks to change their tampons or pads, which is difficult for those whose jobs include sitting for long periods. Internalized menstrual stigma can manifest itself in the workplace either by using ‘secret codes’ to refer to periods, or through the need to hide the use of menstrual products.
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Research shows that over 51% of men deem discussing menstruation in the workplace inappropriate. This mindset contributes to the idea of needing to conceal having periods or needing to change tampons, which presents a challenge for women in their offices. They tend to feel consciously aware of their clothes, lest a leak becomes visible. They cannot show any signs of mental or emotional distress, lest they get mocked for being on “those days of the month”. The predicament further worsens when one looks beyond the corporate skyscrapers to the menstrual stigma embedded in the labor force. Lack of safety, moral policing, and unhelpful laws contribute to the gender parity and menstrual stigma for the female labor force.
Every person experiences menstruation differently; some insist that period cramps are not necessarily intolerable, whereas others complain of not being able to get out of bed during their periods. The fact remains that only when a woman presents a medical document, such as an endometriosis diagnosis, does her workplace make adjustments to accommodate her.
The symptoms of PMS include muscle aches, bloating, migraines, and hot flashes. Over 94% of women report period-related pain disrupting their working day. Another cause of growing concern is a condition called Perimenopause, which takes place during the menstrual cycle of a woman approaching menopause. It can last up to 10 years, and the symptoms include unexpected heavy bleeding, mood changes, difficulty concentrating, and increased risk of osteoporosis.
Menstrual health and workplace productivity
Methods to reduce menstrual stigma in professional settings:
Open dialog about providing free period care products in the workplace.
Conducting informative seminars on menstrual health and period stigma.
Avoiding language that perpetuates period stigma. Such as terms like ‘sanitary’ or ‘hygiene,’ which can imply periods to be a dirty or unclean phenomenon.
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Tips to create a supportive work environment for menstruating women:
Training line managers and team leaders to foster open communication and a supportive work environment is an effective measure. This ensures that female employees feel comfortable to request back supports and heating pads when they need them. Some strategies to tackle menstrual stigma and its consequences on employee productivity are:
Period leave: Establishing the option to take a one or two-day period leave.
Allowing flexibility: Provisions like working from home during specific days. if required.
Rearranging workstations, if needed to be closer to washrooms.
Restrooms: Establish restrooms or wellness rooms where menopausal workers can take short breaks.
An Indian digital media company, Culture Machine, implemented a “First Day of Leave” Period policy. It aimed to destigmatize menstruation at the workplace and also allow women to recuperate in their homes without having to ask for leaves. A similar initiative was taken by Zomato (India) in 2020 that introduced 10 paid period leaves for their female employees.
Creating a supportive work environment for menstruating women.
Talking about women’s reproductive health is not just a “ladies' problem.” Research shows that the lack of effective menstrual health workplace policies could cost businesses billions each year. Clearly, this issue can no longer be overlooked given the apparent unanimous ‘non-discretion’ adopted by the majority of workplaces.
Designing an official period policy is now a corporate social responsibility.
So is ensuring informed and open communication about period health at the office.
For example, HR could incorporate a ‘period positivity’ email in their wellness email communications.
Having employee resource groups promptly address or hold sessions to support period rights and encouraging the appointment of a workplace menopause champion to spread period positivity could be instrumental in addressing the stigma and providing adequate support.
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In addition, protocols and directives issued by menstrual health campaigns such as Spotlight Red and Youngistaan’s MHM Campaign need to be assimilated into the office culture of corporate environments.
Conclusion
This article highlights the often-overlooked topic of menstruation stigma aiming to normalize menstruation by encouraging candid conversations about periods without shame, instituting supporting policies at workplaces and in educational institutions, and providing affordable sanitary goods. Standardizing menstruation can significantly improve mental health and foster a more accepting and healthy community.
