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Period Poverty in the Workplace – What steps can we take to improve it
Period poverty is an issue that impacts the entire society at large – from schools to communities and workplaces. The lack of awareness about period poverty hits us in the face when we ourselves face issues in everyday life. It’s not just about having access to sanitary towels and disposal facilities but more about addressing ignorance…
Period poverty is an issue that impacts the entire society at large – from schools to communities and workplaces. The lack of awareness about period poverty hits us in the face when we ourselves face issues in everyday life. It’s not just about having access to sanitary towels and disposal facilities but more about addressing ignorance and a lack of awareness about understanding menstruation as a physical process.
Which brings us to the workplace dynamics concerning period poverty. In every office, understanding menstruation as an everyday physical issues is important for good employee relations and optimal working conditions.
Why should we care about improving period poverty in the workplace?
Period poverty impacts employee wellbeing –
Female employees who face period poverty in the form of shame, stigma and silence are likely to feel isolated and disillusioned at work. These conditions can impact their productivity and performance, not to mention their mental wellbeing and commitment. It can also result in low self-esteem while making them feel they lack support.
It impacts productivity –
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Addressing period poverty is vital since it can affect the morale and the efficiency of employees. There can be lost days of work when they miss work due to period related health issues. Understanding what support women may need during menstruation can help overcome the vacuum of period poverty at work.
When the workplace addresses period poverty and deal with the lack of awareness around menstruation, it signals to the wider audience and women on the team that the workplace respects the wellbeing of women and their physical needs. This is an important aspect that must be taken into account as a considerate workplace of today.
It creates a culture of empathy –
Normalising conversations around periods will help create a culture of confidence and trust, enhancing the support levels female employees will experience in dealing with health issues and mental trauma related to period poverty.
What can employers do to minimise period poverty at work?
Normalizing period talk –
Conversations around periods can be supported through HR initiatives ; encouraging both men and women to normalize periods as a natural physical process can empower female employees, making them feel understood and supported. Such conversations can also help male colleagues understand the issues involved and become supportive as well.
Build better leave policies –
Flexible leave policies can support female employees who may need additional time off during menstruation – some experience adverse conditions and heavy bleeding and may require rest periods. Understanding these issues would be critical in making them feel valued as team members.
Tackling with period poverty as a community initiative –
Many workplaces have the opportunity to support and empower awareness around dealing with period poverty in their community. These can be in the form of generating adequate awareness, ensuring economically weak communities get access to period related resources and disposal facilities.
Fems as a brand works with communities in delivering awareness initiatives in workplaces. These initiatives support and empower communities to address prejudice surrounding menstruation in the workplace and grater society at large.
Menstrual wellness falls under SDG 03 of good health and wellbeing and SDG 06 of gender equality as specified by the United Nations Sustainable Goals globally. Supporting communities in helping them to overcome period poverty is much needed in Sri Lanka and the world.
Written by
Satyn Editorial
