Do You Find It Difficult to Talk About Periods at Work?

I certainly do with half of my colleagues.
Probably, because they don't have periods. And I assume you've had at least a day when concentrating was hard due to cramps, headaches, low mood, or whatever cycle symptoms you may experience. Over the last 2+ years, dealing with period symptoms has become easier for those working from home. We could wear something that's not too tight around the belly or heat a warm water bottle to ease the pain… and nobody would notice in the meetings.

This comfort may end, with many of us returning to the office again. Through conversations with friends, I realized that, while working from home may only be for some, the pleasantries during their period were highly appreciated.

So I got curious and researched period policies or menstrual leave and found some interesting facts I will share next.

Period Policies

While you'll find period leave policies in places like Japan, Indonesia, and Mexico, it's still a rare sight in other parts of the world. Some Asian countries see the period (bleeding phase) as a time of rest, but rolling out menstrual leave policies across the globe is not without debate.

The Positive and The Negative

For supporters, the idea of menstrual leave seems like a godsend. Unbearable cramps, headaches, heavy bleeding, and general malaise are symptoms that many don't want to endure at their workplace, especially when facing clients or having to dress up nicely.

For others, the thought of menstrual leave raises concerns that the stigma of periods and gender discrimination persist through the exclusion of menstruating workers.

Tricky Situation

It's tricky to resolve the pain and address the concern of any employee at the same time. What I found interesting, though, is that the research found people in less extroverted positions didn't need the time off as much as others in front-facing roles whose jobs require more interaction. This makes sense- talking to customers while experiencing cramps is a challenging experience.; for the employee and maybe for the customer.

In this research, the non-menstruating employees were optimistic that menstruation was openly addressed and didn't harbor resentment toward menstruating employees.

More Data Needed

There's not enough data on whether menstrual leave policies help or hurt. But receiving paid time off for menstruation and recognizing it as a barrier to effective work without having to lump in symptoms with regular sick time could also empower women to feel more visible in the workplace.

I'd even go one step further and say that early-stage companies and startups would benefit from policies like that. Because young women are more inclined to seek employment at a company that reflects their values. So paid menstrual leave could help attract and retain talent.

And attracting and retaining talent is an ongoing challenge, especially in the startup world.

Female Talent

Interestingly, women are caught in a "vicious cycle" of underrepresentation in startups, a new research paper shows. If women are excluded from the initial hiring decisions in a new company, which is often the case, it'll be difficult for the company to attract female talent in the future.

Less Than 15% Female Representation Results in Fewer Female Applicants

The researchers found that male-dominated startups attract fewer women. With less than 15% female representation, female applicants were nearly 30% less likely to apply than their male competitors. The more gender-balanced the company, the more likely women were to apply. For companies in which more than one-third of the workforce consisted of women, the gender composition of the company no longer had a significant impact on the gender gap in applications.

In contrast to women, male applicants weren't influenced by the gender composition of the company. Men were equally likely to apply for jobs regardless of whether the company was male- or female-dominated.

Bottom Line

While writing this, I realized how fortunate I am.

I work for a startup with about 50% women.
I work from home, which makes period pain more bearable.
I have a female manager, who creates a safe space. So talking about period pain comes easy.

Nevertheless, I'm curious to see the future evolve. I look forward to startups and corporate companies adjusting their policies to attract talent.
Because ultimately, people need to feel able to take time off during their period or work more flexibly for any form of menstrual leave to work.