menstrual health in the workplace

Menstrual health is a crucial workplace concern. It’s time to normalize conversations about menstruation and menstrual health in the workplace to better support women. Why is this important?

Barriers to Career Progression: Despite being a natural part of life, menstruation can act as a barrier to career advancement and overall well-being for many women.  In a survey done by the Chartered Institute of Personnel and Development, more than half of respondents have missed work due to menstrual symptoms, yet nearly half of them didn’t disclose the real reason to their managers due to embarrassment or fear of trivialization.

Lack of Organizational Support: While employees seek support from their organizations, only around one in 10 actually provide it. Addressing this issue starts with normalizing conversations around menstrual health.

Remember, menstruation is a natural part of many employees’ lives, and it shouldn’t hinder success or well-being. Let’s build supportive cultures that recognize and address menstrual health at work.

How can workplaces better support menstrual health?

Stop Using Derogatory Terms: It is not “that time of the month” and do not refer to women as being “grumpy” or “bitchy” or suggesting that they are because of “that time of the month.”  Menstruation is a normal monthly occurrence for all women and should be treated as such: a normal medical occurrence.  Implying that it is something to hide or be embarrassed about is just demeaning for all women.

Flexible Work Arrangements: Allow employees to adjust their schedules during menstruation if needed. This flexibility can help manage symptoms and reduce stress.

Access to Menstrual Products: Ensure that free or affordable menstrual products (such as pads, tampons, or menstrual cups) are available in workplace restrooms. This helps employees feel supported and reduces financial burden.

Educational Workshops: Organize workshops or sessions to educate employees about menstrual health, debunk myths, and promote understanding. Knowledge empowers individuals to manage their health effectively.

Wellness Programs: Incorporate menstrual health into workplace wellness programs. Consider offering yoga or relaxation sessions specifically designed for this.

Private Spaces: Provide private and comfortable spaces for changing menstrual products or managing symptoms. Privacy is essential for employees’ dignity and well-being.

Open Conversations: Encourage open conversations about menstruation. Normalize discussions around menstrual health, so employees feel comfortable seeking support when needed. As a manager, rather than ask why an employee calls out sick, offer comforting words of encouragement suggesting ways for the employee to come back to work without feeling undue stress.

Supportive Policies: Develop policies that address menstrual health, including sick leave allowances for severe symptoms. Ensure these policies are communicated clearly to all employees.

Remember, supporting menstrual health benefits not only women but also contributes to a more inclusive and compassionate workplace for everyone.
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