The Curious Case of Menstrual Leave.

In August 2017, when Culture Machine, a Mumbai-based company had announced Period Leave for its female employees, it had stirred up a huge discussion. 3 years down the line, Zomato has announced the newly instituted Period Leave policy for its female and transgender employees. It has once again stirred up a similar discussion. 

In the past few weeks, social media platforms have seen people taking extreme positions- some actively in support and another group calling it a step backwards. And some of us have been in a more reflective space- asking the questions of: Are leaves of this nature going to take the gender diversity movement ahead or not? Do all women need period leave every month? Is period the only option for those women who experience Dysmenorrhea, both primary and secondary? 

Resisting the temptation to present our personal opinions about this topic, we decided to take a more balanced approach. We spoke to a group of people to get perspectives, into thought processes as well as to arrive a list of suggestions that would be more effective in the longer run. 

After all, inclusion requires that we actively challenge our own biases, especially when we have strong opinions about a certain topic. 

Here’s what we have gathered as insights from the 40 conversations we had- with men and women. Do note that this is a working paper. We will update it with the perspectives of the transgender members when we complete that process. The conversation was a free-flowing one, inviting our participants to share their stories; participants were from the age groups of 25-45, working across varied fields. HR practitioners are included in this 40 to understand their views on the perceived challenges in the effective implementation, if at all, of such policies. 

Period Leave- is it even required?

Some women welcomed this policy, and viewed it as a necessity, as it helps remove the stigma attached to periods as well as offer support to those women experiencing secondary Dysmenorrhea. Some statements made were: 

“Periods are natural for us women. I hate to say I have a headache or a mild fever when I want to take some time off due to periods.” 

“Women and men are biologically different. Systemic changes in the workplaces have to made if we are talking equality.” 

“It’s good to have these leaves. One of my female friends has a really difficult time during time. I think this will benefit her.” This came from a male member.  

This, however, was a very small percentage of the sample population we spoke to. 

In contrast, the majority of the women we spoke to, did not support this leave. While all of them agreed that periods are a reality of a woman’s life, they did not think that it warranted a leave every month. 

Key reasons cited: 

1)    Periods are not that simplistic as every woman experience is different. Some have a difficult pre-menstrual cycle, which eases out. Some others experience extreme discomfort on the second day and not so much the first. In complete contrast, some women experience minimal discomfort, which makes the leave quite redundant for them.

“I do have some discomfort. But honestly, more than an entire day leave, I would prefer flexibility- may be a work from home.” 

“I think many of us have learnt to manage periods by the time we enter the workforce. We have after all been having them since we were 12 or so.” 

“I know that some women do have a tough time. But can the exception of a few become the norm for all the women in an organisation? I am not sure about that.” 

“Maybe flexibility in working hours will be a better option?” 

“If we are given leave in the corporate spaces, what about women who are in the field of sports, dance and that requires physical activity? This seems to be creating a divide amongst women itself.” 

2)    Another point raised was that it would lead to biases. The popular perspective was that women who do exercise this leave would be viewed less favourably than those who do not.

Added to this was the opinion that when women return to work post the first day of the period, there was a possibility that she would be under greater scrutiny for mood swings, lower productivity during the cycle, etc

A couple of women did categorically say it was a ‘silly’ move and feared that it would adversely impact on how women are perceived by their team members. They viewed the policy as an attestation that women are the ‘weaker’ sex, who require more support than their male counterparts, to succeed.

“Some of my male colleagues have raised a point that they don’t know what women want- Equality or additional support. I must say, that this leave does seem contradictory.”

“Men might say- Oh, it’s that time of the month for her! Better be careful what you say, as emotions will be riding high.”

“We have 50% diversity in our team of 6. What if all of the women are having periods just around the same time. It’s happened once!” 

“I think what we need is respect and zero discrimination. Equal Pay, Equal Say.” 

“I fear that male colleagues outwardly show sensitivity, but this may deter them from hiring more women on their teams.” 

This point raised by one participant is very valid and makes one consider the practice of inclusion from a deeper level. “I am just thinking. If a woman has an extreme condition and needs complete rest. Then the domestic duties will probably fall to the spouse/partner or other family members. That person may also require flexibility.” 

3)    A third reason was the discomfort in announcing publicly. 

Many women said that it would be awkward for them to be open about having periods, as this is very personal. They mentioned that periods were a topic of discussion only among the female members in their families. Open discussions on this with male members did not take place. The thought of discussing it with their male colleagues or just going public made them feel uncomfortable.

This point was the same across all age groups. The view was influenced more by their upbringing and cultural backgrounds than age. 

“Periods are so personal. I am not ready to share with anyone that I am having them.” 

“It really would be so awkward.” 

“As a female supervisor, I don’t think I would want to know if my female team member is having periods. It seems like an intrusion into her personal space.” 

What did the men think?

Male members, not surprisingly, took a diplomatic response. They appreciated the policy for its progressive nature. Upon further probing, however, they did mention that while they did appreciate that biologically women and men are different, such leaves did not always consider that men also require the flexibility of their own- sometimes to support their spouses, child-care, elder-care and even health. They also felt being under pressure to not be awkward if their female colleagues talked about periods. As many of them don’t have open conversations with women in their families, how could they be expected to have them with their female colleagues? 

So what can an organisation do to be truly inclusive? 

We think that the move is a significant one, as it has opened up conversations around a biological process which is a fact but has remained ignored till date. It has also paved the way to mainstream discussions on the menstrual health of women. 

However, a period leave to support gender diversity efforts is not the only option. Here are some suggestions: 

1)    Flexible / Support Leave: 

What employees need the most is flexibility. Depending on the other leave policies in place, having a Support Leave of 6-8 days, that can be taken during the year will be a more inclusive approach. Under this, an employee can take the leave but is not required to state a specific reason for the same. 

This way, employees who don’t mind openly sharing, can do so, And the ones who don’t will have the option of not stating any specific reason. 

Additionally, as this leave can be taken for purposes other than just periods, it will help women and men manage their domestic duties, take leave for working through mental health issues to name a few. 

2)    Sensitisation: A proactive measure is to normalise the conversation around periods. This can be done in the form of mailers or newsletters, providing information about Dysmenorrhea and driving the message that periods do not lead to productivity loss and that women don’t need to be treated differently during this time. Also, it will address any biases that are formed against women who do exercise their right to take the leave, as some others may not be taking it.

3)    Medical Support: This will beneficial for women experiencing extreme situations and may require a deeper diagnosis of the same. This support and tie-ups with professional hospitals and clinics can go a long way. 

4)    Addressing biases: Not all employees may be comfortable having open discussions.  Therefore, care should be taken that additional biases are not created. For example, in case a man expresses discomfort in talking about periods, he should not be labelled as being ‘uncool’ or something similar. Rather, efforts have to be made to create awareness that helps bring about a change in mindset. 

In conclusion, wearing the inclusion hat is critical when it comes to instituting policies to ensure that while one group is supported extensively, it has considered all voices within the set-up.