Period discrimination at work is “bloody unfair”
Image by istockphoto
Period discrimination at work is “bloody unfair.” Yes, pun intended. It’s time we address this uncomfortable reality that affects countless biological women* in workplaces around the world. Menstruation, a natural biological process, should not be a source of shame or disadvantage. Yet, for many, it becomes precisely that – a silent struggle against stigma, ignorance, and bias.
In this blog post, we’ll delve into how periods impact those that have it, the sobering statistics on a survey, nuances of period discrimination, uncover its impact, and explore ways to dismantle the barriers that prevent open conversations about menstruation.
You don’t need to have periods to understand and empathise with the discrimination that women often face. But you can help by learning and sharing awareness of some of the challenges faced by many women on this topic. We intend to break the silence and advocate for change through education.
Why are periods important to be aware of in the workplace?
Imagine this: It’s a Monday morning, and you’re sitting at your desk, trying to focus on your work. But there’s an unwelcome visitor—a throbbing pain in your lower abdomen, followed by a trickle of blood in your underwear.
Slightly panicked that you haven’t leaked through your outer clothing, you reach for your bag, discreetly pulling out a tampon or pad, hoping no one notices. You’ve mastered the art of hiding your discomfort, but deep down, you’re frustrated. Why? Because you know that if you were dealing with any other type of pain—a headache, a twisted ankle, or even a common cold—your colleagues would be sympathetic. But when it comes to period pain and other period symptoms, the empathy seems to vanish.
There are many side effects of periods for women. Some suffer from extreme abdominal and back pain, nausea, irritability, temporary mood swings, fatigue and clouded thinking. This is not including those that suffer from intense, heavy bleeding resulting in soiled bloodied clothing or the need to pop to the bathroom to change multiple times a day. The symptoms also fluctuate from month to month, giving rise to unpredictability. This is not even including Premenstrual Symptoms (PMS) and Premenstrual Dysphoric Disorder (PMDD) symptoms. Phew – it’s a lot, right?
Now, couple this with holding down and trying to attempt your level best at work. If these symptoms were associated with a health condition more socially acceptable such as the common cold, the sufferer would garner sympathy and sick time off work from bosses and colleagues.
So, what gives? If employers want to minimise sick days of this segment of their workforce, they need to be better informed, address any period discrimination and implement strategies to help women navigate this monthly issue during working hours.
Statistics on period issues in the workplace
A 2023 survey run by the CIPD, a global human resources body, studied the response of over 2000 women in the UK between spanning an age range of 18 to 60 year olds who experienced menstruation while employed. The survey findings were incredibly stark.
Approximately 54% respondents have experienced their menstrual cycle impacting their work. Yet only 12% of their employers provided support for their menstrual health.
More than 53% of the group took sick leave/were absent from work due to their menstrual cycle but did not disclose the real reason to their employer. The main reason for this was the embarrassment over the matter and how the issue would have been trivialised.
A sobering 12% of those surveyed claim that their menstrual symptoms have negatively impacted their career with 8% has prompted them to leave or consider leaving their jobs due to a lack of support from their employer.
Examples of period discrimination faced in the workplace
Imagine being accused by your colleagues or boss that you’re “just being hormonal” when something hasn’t gone as expected or when you’re feeling unwell due to your period being dismissed by the very same people that your period is “not a real illness”.
These are undermining and harmful stereotypes and accusations. They downplay the physical and emotional toll that menstruation can take. The outcome of this is those experiencing period pain suffering in silence, fearing judgment or being labelled as “difficult.”
The type of language used towards the topic of periods in the workplace and the individuals experiencing them matters. Colleagues using derogatory language such as “female leaking” or “riding the crimson wave” reinforces negative stereotypes. It reduces a natural bodily function to something shameful or dirty. When such language permeates the workplace, it chips away at empathy and understanding. Not only does this weaken team morale, it impacts the happiness and thus performance of the suffer.
Period discrimination can manifest as both inequity (lack of fairness) and inequality (unequal treatment) in the workplace. To illustrate an example of inequity, say a company provides flexible work hours for employees who need to attend medical appointments or take care of personal matters.
However, when an employee requests flexibility due to severe menstrual cramps or other period-related issues, their manager dismisses it as a minor inconvenience. The employee feels unfairly treated because their menstrual health is not taken seriously.
In this case, the inequity lies in the unequal treatment of employees based on their specific health needs related to menstruation. The lack of empathy and understanding perpetuates the inequity.
An example of inequality is where a tech start up office has shared gendered toilets. Female employees notice that there are no sanitary bins in the toilets. This results in them having to dispose of used menstrual products by wrapping them in tissue and carrying them discreetly to the main trash bin.
The inequality here lies in the lack of consideration for female employees’ specific needs. Providing sanitary disposal bins in restrooms and common areas ensures equal access and comfort for everyone, regardless of their menstrual status. Failing to do so perpetuates unequal treatment based on gender and menstrual health.
Then there are period micro-aggressions. These subtle acts of bias are like paper cuts. Individually, they seem insignificant, but over time they accumulate. An example of this is where your raises an eyebrow when you dash to the restroom with a tampon or your handbag in hand. Or your supervisor who dismisses your discomfort with a casual, “it’s just that time of the month.”
These seemingly innocuous comments perpetuate the stigma and undermine the legitimacy of period-related struggles.
Period discrimination isn’t just about blatant exclusion; it’s the accumulation of these small indignities.
The impact of period discrimination in the workplace
In terms of health and well-being, period discrimination impacts both physical and mental health. Lack of reasonable accommodations, such as breaks, access to hygiene products, or pain management, can lead to discomfort, stress, and productivity loss by those facing the discrimination. Feeling ashamed or unsupported due to period-related discrimination can contribute to anxiety, depression, and reduced self-esteem.
It also affects workplace productivity and retention. Employees may avoid work due to severe period symptoms or lack of understanding, leading to absenteeism. Additionally, talented individuals may leave organizations that fail to address their needs, harming workplace diversity and organizational success.
Period discrimination perpetuates gender inequality and inequity. It contributes to the gender pay gap, as women are penalized for taking time off or needing accommodations during menstruation. Unequal treatment can also hinder career progression, creating barriers for women in leadership roles or promotions.
Societal norms and taboos play a role. Stigma around menstruation is reinforced by discrimination, preventing open conversations.
There are associated legal and policy implications. Advocacy against period discrimination has led to legal protections in some places, and organizations must comply with anti-discrimination laws.
Positive changes to dismantle workplace period discrimination
Addressing and resolving period discrimination in the workplace requires a concerted effort from employers, employees and those in leadership positions in the workplace. We set out below some of the practical ways to create and promote a more supportive and inclusive environment.
Encouraging a workplace cultural shift in being more accepting of open conversations on periods and their impact. This can be fostered by leadership buy in. If leaders actively champion period positive initiatives, it sets a positive tone for the entire organization.
Organizational education and awareness is another area that can be used to move in the direction of eradicating period discrimination. Carrying out workshops and training sessions to educate employees and managers about menstruation, its impact, and normalizing open conversations about this will help foster empathy. Manager sensitivity training in handling employee requests regarding period accommodations is also recommended.
Connecting with employees by carrying out surveys and asking for their feedback about their experiences related to menstruation can also encourage improvement.
Workplace policies should be updated to factor in how menstrual issues are fairly handled such as flexible working where appropriate, without stigma or repercussions. This acknowledges the unique challenges faced by menstruating individuals.
Ensure that restrooms are well-equipped with sanitary products, disposal bins, and hygiene essentials. This is an easier win for organizations. The number of times where a woman may have forgotten to pack sanitary products for work only to find out they menstruate during working hours, frantically asking other colleagues if they have “supplies” will help remove the stress relating to menstruation. Sanitary products are low-cost items for employers and should be seen on par with toilet paper.
It’s important for organizations to recognize that period discrimination intersects with other forms of discrimination such as gender. By addressing these intersections holistically, not only will it act as a way to dismantle the barriers that prevent open conversations about menstruation in the workplace, it reduces the risk of further marginalizing those that suffer from this.
In summary, addressing period discrimination requires creating supportive environments, challenging stereotypes, and advocating for equal and equitable treatment for all employees.
*Any references to specific genders are purely for illustrative purposes and do not imply any assumptions about an individual’s identity.