The topic of menstruation remains shrouded in taboo, with significant implications for the workplace. Our recent study involving 247 students and workers who menstruate revealed that only 6.7% would openly communicate the reason for their absence from work. Furthermore, 87% of respondents, predominantly women, indicated that their periods often hindered their work or studies. One respondent remarked, “I would sometimes simply state that I was unwell and required remote work proximity to a bathroom, assuming people would infer gastrointestinal distress.” Another shared, “I hesitate to cite this as a reason for work absence because it feels like an excuse, despite experiencing chronic pain.”
Menstrual health has garnered attention in the workplace, with initiatives emerging to promote inclusivity. Progressive organizations, such as the Victorian Trades Hall Council, have secured five additional days of sick leave for employees experiencing menstrual pain, menopausal symptoms, or undergoing IVF treatments. Furthermore, Fisher and Paykel Healthcare, Aintree Group, Core Climbing, and others have implemented Menstrual and Menopause Wellbeing Policies.
Accessibility to free period products is proving impactful, with 84.6% of employees reporting an enhanced sense of workplace care and a reduced likelihood of period-related work absences. However, accessible products alone cannot dismantle the taboo and create truly inclusive workplaces.
Our study identified prevalent physical symptoms experienced by menstruators, including abdominal pain (94%), backache (82%), and headaches (82%), occurring before or during their periods. Emotional symptoms such as anxiety, fatigue, and irritability also arise. One respondent shared, “My cramps are so severe that they induce nausea, deterring me from leaving home as I can barely stand upright.” Another stated, “My period intensifies my anxiety levels in all settings, making it challenging to concentrate and perform effectively.”
To mitigate feelings of humiliation and discrimination, menstruators often conceal their symptoms. This adversely affects employee engagement and productivity. By understanding the diverse impacts of menstruation, organizations can empower menstruators to prioritize their overall and menstrual well-being.
Inclusive leaders recognize menstrual health as an essential issue for individuals and the organization. They initiate conversations about practical and cultural measures to create safe and supportive work environments. These may include providing free period products, flexible work arrangements, or paid menstrual leave.
Beyond practicalities, inclusive leaders cultivate period-positive environments by challenging stigma and discrimination. They normalize conversations about menstruation and ensure that menstruators feel heard, respected, and valued. By offering education and training, they dismantle the menstrual taboo and foster a culture that embraces inclusivity.
To achieve true workplace equity and inclusion, open and honest conversations about menstruation are crucial. Only then can employees feel comfortable expressing their health needs, leading to a more supportive and productive work environment.
