It's about time workplaces take periods into account, but there's a caveat

Menstrual leaves are recognized in a few countries, among them India, Taiwan, Indonesia, South Korea and Zambia. In Japan, employees have been entitled to take time off because of their periods since 1947 (!). Earlier this year, in a pioneering move within Europe, Spain enacted a law granting individuals with particularly distressing menstrual experiences the opportunity to take paid "menstrual leave" from work.

This legislation forms part of a broader package addressing sexual and reproductive rights, including allowing individuals over 16 to undergo abortions and freely change their gender on their government ID.

Under this law, individuals who endure incapacitating menstrual symptoms, such as intense cramps, nausea, dizziness, and vomiting, are entitled to a three-day leave of absence. There is a provision to extend this leave to five days if necessary.

And now, the Wimbledon tennis championship has allowed a small change to their strict all-white dress code for players. In a groundbreaking move, the regulations for the 2023 competition now permit female players to wear underwear in colours other than white. This change was implemented after a vote held last November to alleviate period-related anxiety among participating players. This modification also extends to the girls' singles junior event.

The rules remain unambiguous, allowing for "solid, mid/dark-coloured undershorts provided they are no longer than their shorts or skirt." Still, this is a significant modification to the club's previous all-white regulation, encompassing all attire, including undergarments.

"Wimbledon’s all-white-clothing rule dates back to the late 19th century, when it is thought to have been introduced for modesty as white was less likely to show sweat patches. But its continuation into modern times is as much about preserving the traditions of the 146-year-old Grand Slam tournament as anything else."

(From The Athletic)

Female tennis players have welcomed Wimbledon's change to its long-standing dress code. But meanwhile, ccountries'(or individual ccompanies' menstrual leave policies have sparked intense discussions.

Experts argue that despite their well-meaning intentions, menstrual leave policies may inadvertently impede the advancement of women in the workplace.

Critics say the introduction of additional days off could be used to justify reduced wages or perpetuate biases in hiring practices against women.

Absences related to menstruation might lead to women being excluded from decision-making positions and hinder their chances of receiving promotions. Furthermore, these policies could reinforce long-standing prejudices that consider menstruation as a reason to deem women unfit for work.

Flexibility should be the rule of thumb

When it comes to offering women conditions that improve their experience at work, flexibility remains key. Women are not a monolith, and their individual needs vary based on a range of factors, from age, to financial and parental status, additional responsibilities at home, etc.

Our recent report on gender equity in the workplace published with Randstad Canada highlighted that many employers have come to value greater flexibility for their?employees.

Remote work, 4-day work?weeks, flexible schedules; all of these working arrangements inherited from the ‘'new normal’'are expected to solve issues hindering women'sprogress, especially those related to work-life balance because women are still primary caregivers.

A good step towards more flexibility at work?

Sure. But there is a downside: only half of the women who took part in our study think their employer trusts them?to be productive while working flex?hours or working from home entirely.

"Women are certainly more prone to embrace remote work and are?twice as likely as men to opt for jobs offering remote work options. But, many researchers are offering warning?signs: remote work can put women at a disadvantage compared to men who, with increased presence at the?office and visibility, could dominate promotions and relationship-building."

From The Brand is Female | Femmes de marque & Canada's report: True Gender Equity: Building Inclusive Workplaces for Women.

In a recent article in Yahoo Finance UK , Lydia Smith makes a case for the fact that periods affect individuals differently. She argues menstrual policies may risk "rivializing the seriousness of symptoms caused by menstrual conditions such as endometriosis, a condition in which tissue similar to the lining of the uterus grows outside the uterus, which can cause severe pain."

Emma Cox, CEO of?Endometriosis UK.

Ultimately, instead of implementing straightforward menstrual leave, fostering a work environment where employees who have periods can openly discuss the difficulties they encounter and seek assistance when necessary might prove to be a more effective strategy. Implementing comprehensive policies related to menstruation, such as flexible work arrangements, could gradually dissipate the enduring stigma experienced by women and people who have periods.

A workplace that works for women

What are other ways to create workplaces that are women-friendly?

1. Skills-based hiring: Women have, historically, had less access to leadership positions. As well, many will spend time away from their careers on maternity leave or caring for a family?member. Requiring a specific number of?years of senior leadership experience will unecessarily make women candidates self-eliminate from the application process. Articulare your hiring processes around skill-based assessments, and evaluate competencies around potential and culutral additions to the team.
2. Invest in traning programs that tackle biases for your talent acquisition employees, managers, and executive leadership teams. Make it a collective?effort to identify biases that may exist in?your structures, processes and company culture. Call out discriminatory behaviour and adopt a zero tolerance policy. Train managers on how to prevent employee burnout and how to ensure promotions are equitable.
3. Recognize the overlap: A useful concept in IDEA is intersectionality, which looks at socio-economic factors such as gender, race, class, age, sexual orientation etc. and how they must be considered simultaneously when exploring how individuals and social groups experience discrimination. Make sure to build a diverse group of leaders?who represent people from different?backgrounds, creating safe spaces for individuals to voice their experiences?and challenges, such as affinity groups?or employee resource groups.

For more tips on creating workplaces that work for women, read our report on gender equity.

And let me know, what is your take on menstrual leaves?