Workplaces need to do better to support menstruating workers, researchers say

Menstrual leave employment policies allow employees to take time off from work if they are suffering from painful symptoms or illnesses related to the menstrual cycle, such as dysmenorrhea (menstrual pain) or menorrhagia (heavy bleeding).

Traditionally, these policies were gender-specific and targeted toward women or women. However, some companies are beginning to expand that language to include “persons with uteruses” and “employees who menstruate.” This shift is important because research shows that gender-specific employment policies undermine gender equality in the workplace.

For similar reasons, we use the terms ‘menstruators’ and ‘people who menstruate’ throughout this article, as language is an important signal of inclusion and exclusion.

For menstrual policies to dismantle rather than perpetuate social inequalities, an intersectional approach is needed. This includes questioning assumptions about menstruation, such as the idea that menstruation is a topic that exclusively affects cisgender women, when it also affects gender-diverse people.

Support for menstruating workers

It is important to dispel the myth that all menstruators experience painful menstrual symptoms and related illnesses, but these issues continue to be a cause for concern in the workplace.

A recent study conducted in Spain found that 72.6 percent of participants reported experiencing menstrual pain. Of these, 34.3% said they would consider taking menstrual leave to alleviate discomfort. However, only 17.3% actually requested leave due to fear of professional repercussions.

These results demonstrate the urgent need to put mechanisms in place to prevent employers, managers, and colleagues from discriminating against employees when they are taking or attempting to take leave. It also shows the expected uptake of the policy, which is generally low.

Given that people spend significant amounts of time at work, we need to rethink how to best support menstruating workers, and workers more generally. My recent research looked at announcements of menstrual leave policies by companies in five countries: Australia, Canada, India, the United Kingdom, and the United States.

Insights about period leave

Menstrual leave is a topic that divides opinion among researchers. Some people are concerned that period leave will hinder gender equality efforts, while others argue that period leave is beneficial for people who menstruate.

My latest research addresses these debates by examining period leave policies announced by companies around the world. A thematic analysis was performed. In other words, I looked for recurring and meaningful themes in the presentations.

We found that period leave can support menstrual health and increase workforce participation. However, it can also reinforce heterosexist beliefs and individual responsibility for managing menstruation ‘properly’. This is deeply concerning, and these findings lead me to the conclusion that menstrual leave alone does not address the broader needs of menstruating workers.

This is where menstrual flexibility policies come into play.

Aiming for “flexibility” in menstruation

First coined by researcher Lara Owen, menstrual flexibility is an umbrella term that refers to a set of interrelated employment policies and practices that support menstruating workers.

Traditional menstrual leave forces menstruating women out of the workplace. This perpetuates stigma around menstruation and hinders gender equality efforts. Menstrual flexibility policies, on the other hand, address the root causes of why menstruation remains taboo, shameful and secret, despite half the population menstruating.

Taking time off from work remains an important aspect of menstrual policy. Time off from work is definitely important for anyone who needs to see a doctor or specialist to support their menstrual health. However, supporting menstrual health can be done in other ways as well.

My research shows that some companies allow menstrual patients to work from home or other locations where they can have more rest. Some companies also offer comprehensive health insurance that supports menstrual health, great base salaries, and related advanced insurance coverage. Some companies are extending insurance coverage to people who are experiencing the painful symptoms of menopause or miscarriage.

Addressing structural issues

For menstrual policies to have a positive impact on the lives of menstruators, they must also address structural issues such as gender inequality and patriarchy.

Therefore, these policies must be supported by education that normalizes menstruation as a normal biological function without medicalizing it.

These policies must counter societal pressures to conceal menstrual conditions, such as preventing “leakage” or keeping menstrual products out of sight. Education also needs to define menstrual stigma as a symptom of gender inequality.

Importantly, these policies must not require workers to meet specific criteria or be eligible for menstrual leave. Studies show entitlement practices are inhumane and deplorable, and that these practices contribute to gender inequality and make people with menstrual disorders less likely to take advantage of the leave they are entitled to. has been.

What’s next?

It remains to be seen how policies regarding menstrual flexibility will work in practice or across cultural contexts. But there are also reasons to be optimistic. If these policies are continuously monitored and improved, they could provide solutions for workplace equity.

The logic behind menstrual flexibility is interesting. We are being asked to fundamentally reimagine the workplace to support worker well-being. If employees are encouraged to use the most restful areas of the workplace during menstruation, what does this tell us about how effectively the workplace is meeting the needs of the workforce as a whole? The answer suggests that work spaces are typically not designed with employee well-being in mind.

These critiques create opportunities to advocate for fundamental transformation and physical restructuring of the workplace. Needless to say, such initiatives will improve the health of all employees, not just those who menstruate.

In short, menstrual flexibility has the potential to be a powerful feminist intervention in the workplace. However, continued interrogation is required to ensure success. This means that academics and third parties must continue to analyze these policies, and that companies must be held accountable for those policies.

Menstrual flexibility opens new doors, but we need to make sure these policies actually help people improve in the workplace.

This article is republished from The Conversation under a Creative Commons license. Read the original article.