Menstrual Health and the Workplace: Creating A Supportive Environment For Working Women

An inclusive workplace promotes diversity, respect, and equality, transcending race, religion, and gender. It includes acknowledging and treating the menstrual cycle, an often neglected facet of women’s health. In a fast-changing world represented by increased openness and open interactions, employees cannot afford to remain silent on menstrual health management (MHM). It is an aspect that is essential to encouraging gender diversity and inclusivity. In their pursuit of an inclusive workplace, companies must now consider the provision of comprehensive MHM services as a requirement rather than a choice.

According to NCBI, around 1.8 billion people menstruate every month worldwide. According to NCBI, around 1.8 billion people menstruate every month worldwide. This indicates that even while workplace policies frequently ignore menstruation, it is an unavoidable reality for a large percentage of working women. Employees’ requirements related to menstruation health must therefore be recognized and understood as the first step towards creating an inclusive workplace.

Mahipal Singh, CEO & Founder, Revaa shares some strategies to create a supportive environment for working women:

1. Flexibility Amid Menstrual ChallengesExtreme symptoms during periods or menopause may lead female employees to call in sick, often citing general symptoms instead of explicitly mentioning menstrual issues. Prior to invoking formal absence management policies, initiating a sensitive conversation can unveil underlying reasons for regular or irregular absences related to menstruation. Adjusting policy trigger points and allowing flexible work arrangements during this time can provide vital support, fostering a workplace environment attuned to menstrual health.
2. Tailoring Support for WomenRecognizing the diverse impact of periods, women may require swift access to facilities due to a heavy flow or essentials like hot water bottles and medication for cramp relief. In fostering a supportive workplace for women’s menstrual health, providing accommodations and understanding the varied needs during this time becomes crucial, ensuring a comfortable and empathetic environment for all female employees.
3. Investing in InclusivityDespite its apparent importance, many organizations, especially newer or smaller ones, lack sufficient anti-discrimination policies, particularly addressing periods and menstruation. While debates surround whether periods should be a protected category, instituting a specific period policy demonstrates a commitment to acknowledging, hearing, and respecting female employees. Though it may require initial effort, the long-term benefits include fostering a more inclusive and time-efficient workplace for all.
4. Creating Comfortable SpacesDesigning comfortable and private spaces for women to address their menstrual needs is a tangible way to demonstrate commitment to their well-being. Accessible and well-equipped restrooms, designated areas for rest, or quiet spaces for those experiencing discomfort contribute to a workplace environment that prioritizes the comfort and dignity of its female workforce.
5. Mental Health SupportMenstrual health is not only a physical concern but also has implications for mental well-being. Companies can provide mental health support by offering resources, counselling services, or even designated days off for those experiencing severe symptoms. Thus, recognizing the holistic impact of menstrual health on an individual’s overall well-being contributes to a more compassionate workplace.
6. Prioritizing Menstrual Health in the WorkplacePrioritizing menstrual health in the workplace is not just a matter of empathy; it’s a strategic investment in the well-being and productivity of the female workforce. By fostering an environment that breaks the silence, provides necessary resources, and implements supportive policies, companies can contribute to a workplace culture that truly values and supports all employees.