Despite menstruation being a normal part of life, and the prevalence of menstrual health challenges, these issues are often shrouded in stigma and silence in the workplace. This taboo is linked to broader societal attitudes around menstruation and menstrual health issues, but also because dedicated menstruation and menstrual health policies and provisions remain rare.
Offering appropriate support in the workplace can make people feel included, offer dignity, and reduce embarrassment. It can increase employee attendance and legitimise absence where this is needed. It can increase performance, engagement, retention, and employer branding.
Employees want support from their organisations, but only around one in ten organisations are providing it. And a key step to addressing this issue starts with normalising the conversation around menstrual health.
The Chartered Institute of Personnel and Development (CIPD) Menstruation and support at work research, published in November 2023, shows that more than two-thirds of employees (69%) have experienced a negative impact at work due to menstruation symptoms. This rises to 81% where people have a diagnosed menstrual health condition such as endometriosis, adenomyosis, polycystic ovary syndrome (PCOS) or premenstrual dysphoric disorder (PMDD).
The CIPD has identified the following principles, informed by its research, that organisations can use to plan better support for menstrual health.
First, build an open and inclusive culture to normalise menstruation in the workplace, through supportive discussions and open dialogue?.
Next, create awareness and tackle stigma, for example through having a dedicated section for information and resources on the organisation's intranet.
Develop a support framework: this can include policy provision, support pathways, guidance and training.
And train and support people managers: include information about the diversity of menstruation experiences and the importance of sensitivity and discretion.
Claire McCartney is senior policy adviser, resourcing and inclusion at Chartered Institute of Personnel and Development (CIPD)
