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Earlier this month, a new report showed that in some of the biggest companies in Australia, the number of women in executive positions is going backwards. Women remain, overwhelmingly, in positions that are low paid, unsecure and undervalued. Without any appropriate support in the workplace, women will continue to miss out on top jobs.
Nine out of ten women will experience an adverse response to their menstrual health at some point in their life. It can happen at any stage of their life. From the early part of their reproductive health as they adapt to their new body, to the end of their reproductive life as they go through perimenopause and menopause.
It’s widely known that during the pandemic, women fell behind in terms of economic equality because they took on additional caring responsibilities and home schooling compared to men. As we come through the other side, we have an opportunity to reimagine our workplaces as more inclusive and accommodating for women re-entering the workforce.
There was a significant amount of media attention on the Jobs and Skills Summit in Canberra at the start of this month, which began an exploration of childcare reforms and paid parental leave as ways for women to go back into employment.
However, there was limited discussion around making sure women are supported during their employment and in their workplaces once they return to work.
Menstruation, and menstrual policies are rarely considered in workplaces, despite the prevalence of people who menstruate experiencing adverse responses. A menstrual policy, with dedicated leave allowances each month, would help women and people who menstruate re-enter the workforce in a way that works for their health needs.
It means that, for those who need it, they are approved by their employer to take the time they need, and also simultaneously allows employers to know that everyone in the workplace is healthy and able to perform to their best ability.
The Victorian Women’s Trust has developed a policy that is available for public use and adaptation. Very few companies in Australia have adopted a policy like this, and currently Future Super and Modibodi are the only major companies that have dedicated menstrual policies, instead of just giving women time off during their periods.
The policy encourages organisations to offer staff flexibility in managing when and where they work to best manage their symptoms and may include paid leave allowance. It is common to offer 12 days per year, pro rata and non-cumulative. There is provision for more flexibility to work from home, more frequent rest breaks, quieter workspaces and access to heat packs.
Implementing proactive policies like this can start to remove stigma around menstruation and menopause, and increase awareness of women’s health issues. They can help reduce hidden biases in the hiring process.
Having greater gender balance and diversity in workplaces has proven to have enormous economic benefits and boost productivity.
Instead of being seen as “malingerers” who shirk their responsibilities because of their (often hidden) menstrual pain, dedicated policies can help to reframe the narrative by making workplaces work for them.
It is unfair to expect women to use a limited amount of paid personal or caring leave to deal with symptoms that are part of their biological process.
Women have traditionally done, and still do, most of the caring for their families. Their sick leave is often used to take care of family members, like children or ageing parents. They are also overrepresented in jobs that put them in direct contact with whatever seasonal illness is going around because of high contact with others in aged care, schools, hospitals or retail. Combining these two factors, it means that women use up their ten days of leave faster than most men.
It’s imperative however, that we take a proactive approach in educating organisations on the benefits of policies like these, and supporting them to implement them, otherwise uptake will remain low.
Taken into consideration with the statistics around menstrual health, and acknowledging that this is not something that will happen to men, implementing a paid menstrual leave law in Australia would push the gender equality movement along by decades. It would make some room for differences between workers, and bring out much needed structural change in the society.
In a social and work environment made by men for men, one size fits all policies that treat women as if they were men will only hinder real gender equality.
Our current superannuation system of percentage paid of your income also does not support financial security for women. Is a menstrual leave policy and leave allowance alone going to fix these issues? Absolutely not.
But it will be a step in the right direction. It will help reduce the number of unpaid days per year that a woman is likely to need. It will improve productivity in workplaces and allow women to establish their careers.
This is not an issue which requires a permission slip from the government to solve. While it would send a strong message to Australia about gender equality if our governments did mandate such leave provisions, organisations and companies are well able to make the decision to do this anyway.
At every kitchen table, every boardroom and at the birth of every business, we can choose to introduce menstrual health leave provisions and policies into our workplaces.
Lisa White is a gender equality advocate and founder of Imaginal Coaching.
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