Nearly Half Hide the Main Reason for Feeling Unwell at Work

Have you ever experienced illness while at work, like food poisoning or the flu? Symptoms like stomach pain or fatigue can hinder your ability to focus and be productive.

Would you feel comfortable informing your boss about your illness and needing to leave work?

While employees might openly discuss a stomachache, many individuals who menstruate and experience monthly discomfort are hesitant to talk about their challenging periods.

This was highlighted in our recent study involving 247 students and working individuals who menstruate. Only 6.7% indicated they would honestly inform their employer about needing to leave work or stay home due to their period.

Furthermore, 87% of the respondents, with 96% identifying as women, felt their menstrual cycle frequently impacted their work or studies.

One participant shared, “I would sometimes claim I wasn’t feeling well and needed to work from home near a bathroom, letting people assume it was a stomach issue.”

Another commented, “I don’t feel comfortable using this as a reason to miss work, as it seems like an excuse despite experiencing chronic pain.”

Clearly, menstruation remains a sensitive topic that affects the workplace.

The encouraging news is that we’re beginning to see efforts to create more inclusive workplaces for individuals who menstruate.

Earlier this month, Victorian government employees facing menstrual discomfort, menopausal symptoms, and undergoing IVF treatments were granted an additional five days of sick leave during their Enterprise Bargaining Agreement talks.

Meanwhile, the Victorian Women’s Trust pioneered in Australia by becoming the first organization to implement a Menstrual and Menopause Wellbeing Policy.

Several organizations, including Aintree Group, Fisher and Paykel Healthcare, Cura Day Hospitals Group, and Core Climbing, are joining similar initiatives. Many schools and institutions like Melbourne council facilities, TAFE Queensland, Griffith, and Monash universities offer free pads and tampons.

Advocacy Initiatives Promoting Menstrual Awareness in the Workplace

Campaigns like the Electrical Trades Union’s ‘Nowhere to Go’ and The Retail and Fast Food Workers Union’s ‘We’re Bloody Essential’ aim to encourage more companies to consider their employees’ menstrual needs.

Free period products positively impact workplaces; 84.6% of employees feel valued when provided with them, reducing absenteeism due to menstruation. However, merely offering products isn’t sufficient to combat the taboo and promote a truly menstrual-inclusive environment. More efforts are needed.

Creating a Workplace That Supports Menstrual Health

1) Acknowledge the Influence of Menstruation

Our research found that individuals who menstruate commonly experience physical discomforts like abdominal pain (94%), backaches (82%), and headaches (82%) before or during their menstrual cycle. They also report emotional symptoms including anxiety, fatigue, depression, and irritability.

One participant shared, “The pain from my cramps is so intense that it makes me feel nauseous, preventing me from standing up straight. This makes me reluctant to leave home.”

Another commented, “My period amplifies my anxiety levels during classes, work, and other situations. It can make me exceptionally anxious in these settings, hindering my ability to focus.”

To avoid feelings of embarrassment, shame, and discrimination, individuals experiencing their menstrual cycle often conceal their symptoms. As a result, employees indicate reduced engagement and productivity.

By showing empathy towards those affected by menstruation in diverse ways, organizations can encourage and empower them to prioritize both their overall health and menstrual well-being.

2) Embrace Inclusive Leadership

Inclusive leaders view menstrual health as both a social justice and human rights concern that holds significance for both individuals and the organization as a whole.

They acknowledge the importance of supporting individuals experiencing menstruation and engage in conversations about cultural and practical measures the workplace can implement to ensure their safety and dignity.

This could involve offering complimentary period products or providing flexible break and work schedules for those menstruating. Inclusive leaders understand that some individuals may require paid menstrual leave.

3) Encourage Open Conversations About Menstruation

Inclusive leaders not only implement practical measures but also foster a period-positive culture by confronting stigma and discrimination.

They promote open discussions about menstruation, ensuring that individuals who menstruate feel acknowledged, supported, and valued. By providing education and training, they work to break down menstrual taboos in workplaces, cultivating an environment that prioritizes menstrual well-being.

To truly create equitable and inclusive workplaces, it’s essential to openly and candidly discuss menstruation and understand its effects on employees. This approach encourages employees to communicate about their health needs confidently.

Read the original article on: Science Alert

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