Mensuration, a symbol of womanhood, is a biological process experienced almost by all women and is often associated with various ailments like profound pain, nausea, exhaustion, and vomiting. For decades, this process has never been given the regard it deserves. Furthermore, women have been exploited in all sectors without any consideration of risks towards their physical and mental well-being. They have always been viewed as less deserving of employment outside domestic duties. The menstrual leave policy introduces paid leaves in addition to sick leaves for women who have mensuration and experience pain and stress as a result. This has brought in a question of whether this policy again devalues women by providing evidence that they are unfit for employment or if it is just a recognition towards their basic needs. This paper aims to examine the complex effects of menstrual leave policies on a woman’s career paths It also aims at the significant implications these policies have for promoting gender equality in the workplace. It identifies the advantages and disadvantages of such policies and suggests potential solutions for the issues it may cause.
Keywords– Mensuration, discrimination, workplace, Menstrual Leave, Labor
Introduction
For centuries, women have faced discrimination and were viewed as inferior to men. To achieve gender equality, they have been advocating for their rights and challenging several conventional and workplace policies. One of them is the policy on menstrual leave. Menstrual leave is a paid holiday given to women who menstruate due to the various symptoms that make it difficult for them to work. These regulations are increasingly becoming popular in workplaces across the globe. Menstrual leave policies address a significant aspect of gender-specific health disparities that are often overlooked in professional settings, within the larger framework of gender equality. They are an indication of a fundamental change in how organizations view and address specific health needs.
The foundation of the Menstrual leave policy lies in the recognition of the health-related problems women face in the workplace. Mensuration has historically been a taboo topic. On average, a woman spends 7 years of her life menstruating and because of its symptoms, one in every three women quit their daily activities. A weakened immune system, heavy bleeding leading to iron deficiency which in turn leads to fatigue, PCOS, PCOD, endometrioses, and Heavy bleeding due to menopause are a few of the health conditions related to periods. In response to these concerns, policies regarding menstrual leave have become more prevalent in the workplace, to promote job satisfaction and response amongst women. Existing Menstrual policies have a mixed reaction from the employees at the workplace. Some consider it as an excuse for laziness whereas some consider it as a tool for achieving gender equality. This paper critically evaluates both perspectives.
Research Methodology
A non-empirical research approach is used to go through the multifaceted impact of menstrual leave policies on gender equality and the Career trajectory of women. The methodology primarily includes an exhaustive review of the literature used in this study to compile an array of knowledge, theories, and insights, Scholarly journals, reports, academic databases, and pertinent books are all methodically examined to create a thorough grasp of the topic. The theoretical basis of menstrual leave policies is critically examined and interpreted through a conceptual analysis. To do this, important theories, frameworks, and concepts about gender norms, workplace equality, and the social ramifications of recognizing menstrual health in professional settings must be dissected.
Review of literature
The Palgrave Handbook of Critical Mensuration Studies a book edited by Bobel, C., Winkler, I. T., Fahs, B., Hasson, K. A., Kissling, E. A., Roberts, T (2020) opens new avenues for advocacy and research by offering a thorough, well-curated, multidisciplinary, and genre-spanning assessment of the state of the field of critical menstruation studies. “What new lines of inquiry are possible when we centre our attention on menstrual health and politics across the life course?” is the central question that drives the work. The chapters, which vary in form, content, and viewpoint, establish Critical Menstruation Studies as a powerful lens that elucidates, explains, and complicates disparities in biological, social, cultural, and historical contexts. The research ‘Productivity loss due to menstruation-related symptoms: a nationwide cross-sectional survey among 32 748 women’ [1]analyses in a constructive way the age-dependent productivity loss brought on by menstruation-related symptoms, as expressed in presenteeism (productivity loss while at work or school) and absenteeism (time missed from work or school). 67% of the participants wanted new and flexible policies during their periods at the workplace and school and a total of 80.7% reposed presenteeism during mensuration. Another report, ‘The Impact of Menstrual Symptoms on Everyday Life: A Survey among 42,879 Women[2]” showed that a lesser percentage of women, 38% could not work properly during periods. This shows that there is a difference in the degree of symptoms and the issues are not uniform in all the women. Though the report suggests, that 77% of women reported psychological complaints. This suggests that even though they performed their work with care they had complaints about their mental health.
Menstrual Leave Policies around the Globe
The concept of a formal menstrual leave policy was first introduced by Soviet Russia in the 1920s and 1930s when they freed menstruating women from paid labor to protect their reproductive health. This was nearly a century ago. In Europe, Spain has granted a three-day menstrual leave with an extension to 5 days. A doctor’s prescription is necessary to avail of such benefits. A French supermarket Giant Carrefour has granted 12 leaves per year to women. This shows how menstrual policies are not only being applied in corporate sectors but also supermarkets. In Africa, Zambia is the only country that offers one menstrual leave per month that too without any prescription from a doctor. As compared to the West, many Asian countries have implemented this policy In Asia, Labour unions in Japan helped popularise the idea in the late 1920s, and in 1947 Japanese law codified it. They have not specified the number of days for leave. Article 68 of the Labor Standards Act states that ‘If a woman who finds it to be extremely difficult to work on a day of her menstrual period requests leave, the employer must not make her work on a day of her menstrual period.’ The Indian state of Bihar has a policy since 1922 granting 2 leaves per month. Various corporations like Zomato, Culture Machine, Biju’s, Swiggy, and FlyMyBiz in India have also implemented such policies. Although, there isn’t a uniform Menstrual leave policy in the country. South Korea has adopted a menstrual levee policy of one day per month since 2001. The Philippines and Indonesia also grant women menstrual leave. Tawain included this policy in its Equality Empowerment Act which guarantees them the right to apply for menstrual leaves. They call it a ‘Mother’s Day leave’ as mensuration implies the ability of women to give birth.
Positive Impact on the Career Trajectory and Gender Equality
Presenteeism is a phenomenon wherein the workers are not able to perform productively due to health issues. In a study conducted among 32,748 women, over 80 % of all women reported presenteeism during their periods. [3]Thus, Menstrual leaves can increase overall productivity enabling them to work efficiently when they return and reduce the chances of presenteeism.
Next, Menstrual leaves can lead to better employee satisfaction and retention. In a national U.S. sample participants were asked what they thought about a menstrual leave policy and the effect the policy would have in the U.S.: 23% of participants believed there would be only positive effects for women in the workplace including the time needed to cope with symptoms, and overall improved well-being.[4] Alongside, Chetna Negandhi, director of brand communications for GoZoop, says: “When they announced this policy back in 2017, the first thought that came to my mind was that we were being heard and cared for. I can have the comfort and space I need on that day … without compromising my professional responsibilities.”[5] Policies that make employees feel supported and understood, and policies that equip people to do their best work, even under difficult circumstances, are policies that will increase loyalty and better improve employee retention in the long run.[6] Thus, Menstrual leave policies develop a sense of belongingness at their workplace as it looks after their needs and well-being. They can be viewed as a supportive organizational culture contributing to the career advancement of women by increasing the number of women in the workplace.
Also, the stress of handling work along with numerous symptoms associated with menstruation relatively reduced with menstrual leave. This results in an effective work-life and personal-life balance. Lucy, a 28-year-old communications manager from Melbourne, experienced the benefits of these policies first-hand after joining an organization with menstrual leave in May 2021, where in past jobs she felt the pressure to soldier on at work, now Lucy feels “deeply respected”, she says, “not just as a pair of arms and legs there to work, but as a whole person”.[7] On the other hand, In the Beed district of Maharashtra, women undergo hysterotomy as mensuration-related problems affect their work and they cannot afford regular medicines for it. Paid Menstrual leaves can prevent unnecessary hysterotomies and increase the number of working women.
For centuries Women in India have been stopped from working in kitchens when menstruating. Policies like menstrual leave open a forum of discussion and education on it. According to a 2021 survey conducted by the Victorian Women’s Trust and Circle In, an HR software company with headquarters in Melbourne, Australia, 70% of the 700 participants said they felt uncomfortable discussing menopausal symptoms—which frequently include heavy periods—with their managers.[8] Menstrual leave policies develop a more inclusive and open-minded environment in the workplace. It reduces the status of mensuration from a taboo to a normal biological cycle.
Negative Impacts on the Career Trajectory and Gender Equality
Firstly, Menstrual leave Policies can make it harder for women to find employment in fields where more physical labor is required. Employers bearing the burden of reduced output and more paid holidays, for higher returns, would rather hire men. Secondly, Women on menstrual leaves would be deemed unfit for leadership or promotion as gender-based leaves would reinforce the notions of women being unfit for highly paid jobs or even working. Women not taking menstrual leaves might be considered as more dedicated and reliable than those taking such leaves. The very fact that mensuration, a process that almost every woman undergoes needs special consideration at the workplace leads to its medicalization. Through the medicalization of menstruation, menstrual leave may perpetuate the idea that menstruation is ‘debilitating’ for all or most women, and thus women are not capable of working (efficiently or at all) while menstruating. [9]
Thirdly, it would increase gender discrimination, as men would not be offered the same kind of leave because would they be offered an alternative type of leave or additional days to their normal hours of leave entitlement. For instance, menstrual leaves are introduced at the workplace to uplift the working women but that directly would not change the existing stereotypes in the minds of people. If not enforced and planned meticulously, it can increase the existing gender-based discrimination in the workplace. Fourthly, Policies on menstrual leave may inadvertently stigmatize and marginalize people who do not experience menstruation, such as transgender and non-binary people. This discriminatory feature may exacerbate alienation and have a detrimental effect on the culture of the workplace.
Lastly, there is a risk of this policy being abused by some people, who may exaggerate their symptoms or use them as a justification for taking longer than necessary time off. Among coworkers, this can cause mistrust and resentment. In Zambia, dissatisfaction among colleagues and employers arose when women on menstrual leave used this for personal matters instead of using it to cope with menstrual discomfort. [10]
Suggestions and Conclusion
Mensuration is not a handicap but at the same time, it is associated with numerous symptoms that make it difficult for a woman to even perform the daily basic activities. This necessitates the provisions of Menstrual Leave policies. When we look at the positive impact of Menstrual leave policies, we can infer how beneficial these can be both in the workplace and in the aspect of gender equality. On the other hand, a variety of revisions are necessary. There is a need for proper implementation of Menstrual Leave policies. The government and the companies must have orientation programs before the introduction of such policies so that it is not viewed as a new cause for gender discrimination. It must be viewed as a tool for taking into consideration the basic needs of every woman which have been never even talked about initially and their upliftment in the society. Education is the only and the most powerful method that can stop this conventional norm-breaking policy from being a failure.. It must not be considered an illness that can be incorporated within the sick leaves. Initially, to create a familiar environment both male and female HRs must be employed in every workplace so that women can easily talk about the problems and apply for sick leaves. Having both male and female HRs will enable male counterparts to also understand the issues concerning mensuration and become more open-minded in such conversations. Lastly, there must be a proper system of checks from doctors to avoid any possibility of abuse of this possibility, this would also rule out the non-universality factor (difficulties during mensuration are not universal and this brings in the scope of non-application of menstrual leave policies on this basis). For those companies that oppose menstrual leave policies, they can have alternate practices like working from home or half days.
Women have been the most oppressed class of people for years; these policies are just an addition to the work of hundreds of women who have been fighting for equal rights and representation in every sphere. This policy comes with the risk of being used against women to consider them inferior but proper education and implementation can result in its success. Cultural attitudes and beliefs regarding menstruation need to change for menstrual leave policies to fully benefit menstruators’ well-being. It is therefore essential to acknowledge that the pursuit of gender equality is a continuous process. Menstrual leave laws are a start in the right direction, but they are not a cure-all. The larger conversation needs to keep changing, embracing different viewpoints, and addressing the ways that race, gender, and socioeconomic status intersect. All the policymakers and governments around the globe must work towards the attainment of a safe, satisfactory, and equal workplace for women through such policies.
[1] Schoep, Mark E et al. (2019) ‘Productivity loss due to menstruation-related symptoms: A nationwide cross-sectional survey among 32 748 women’, BMJ Open, 9(6). doi:10.1136/bmjopen-2018-026186.
[2] Schoep, M.E. et al. (2019) ‘The impact of menstrual symptoms on everyday life: A survey among 42,879 women’, American Journal of Obstetrics and Gynaecology, 220(6). doi: 10.1016/j.ajog.2019.02.048.
[3] Schoep, Mark E et al. (2019) ‘Productivity loss due to menstruation-related symptoms: A nationwide cross-sectional survey among 32 748 women’, BMJ Open, 9(6). doi:10.1136/bmjopen-2018-026186.
[4] Rachel B LAVITT & Jessica L Barnack-Tavlaris, Addressing Menstruation in the Workplace: The Menstrual Leave Debate, in Palgrave Handbook of Critical Menstruation STUDIES.
[5] Kumar, R. (2023) Whatever happened to the ‘period day off’ policy?, NPR. Available at: https://www.npr.org/sections/goatsandsoda/2023/09/03/1197200372/whatever-happened-to-the-period-day-off-policy (Accessed: 16 January 2024).
[6] Korn, J. (2020) The economic and moral case for menstrual leave, Forbes. Available at: https://www.forbes.com/sites/juliawuench/2020/08/17/the-economic-and-moral-case-for-menstrual-leave/ (Accessed: 16 January 2024).
[7] Francis, A. (2022) Could ‘menstrual leave’ change the workplace?, BBC News. Available at: https://www.bbc.com/worklife/article/20220426-could-menstrual-leave-change-the-workplace (Accessed: 16 January 2024).
[8] Report: Menopause and the workplace: Insights (2021) Circle In. Available at: https://circlein.com/report-menopause-and-the-workplace/ (Accessed: 16 January 2024).
[9] Bobel, C. et al. (2020) ‘Addressing Menstruation in the Workplace: The Menstrual Leave Debate’, in The Palgrave Handbook of Critical Menstruation Studies. Singapore: Palgrave Macmillan.
[10] Gupta, R. (2023) Why mandatory period leave may not work – NCAER: Quality. relevance. impact, NCAER. Available at: https://www.ncaer.org/news/why-mandatory-period-leave-may-not-work (Accessed: 16 January 2024).