The British company “Coexist” recently made headlines for opening up conversation about menstruation. This lady topic is often shield away from in our society and seems to make many people uneasy. Thankfully, recent efforts to illuminate unfair struggles that women face, like calling for the elimination of the pink tax (women having to pay more for products and services) have challenged this reticence!
On March 15th, the Community Interest Company located in Bristol, Britain initiated a policy granting female workers paid period leave without judgment during their monthly cycle. Coexist’s director Bex Baxtor, a woman understands the pain that many are often forced to endure throughout their workday.
“This is unfair. At Coexist we are very understanding. If someone is in pain – no matter what kind – they are encouraged to go home,” Baxtor stated. She sought to implement a policy that did not classify the natural cycle of menstruation as an illness, and wanted it to be free of stigmatization. Under this policy, female employees will not have to dip into their sick days because of a natural health process that they cannot control.
Critics of this policy argue that it is patronizing to women and fuels the stereotype that they are weak and controlled by hormones. Baxter, however, is determined to “celebrate and start talking about menstruation in a positive way, rather than the negativity which has shrouded the cycle.”
Many others hope to challenge these preconceived notions of femininity as well. HelloFlo is a women’s health company that offers care packages for “transitional periods” that many women experience; including menstrual cycles and pregnancy. They also seek to educate and inspire regarding such issues. Founder Naama Bloom wrote “My hope is that period leave will be understood as something that is used to manage physical pain and that the actions of women who choose to use the leave won’t be subjected to heightened criticism.”
Vivian Giang, a professor at SUNY Old Westbury and writer of business and gender conversations, says that “there is no coincidence why period leave is getting so much attention, as women have been continuing to climb the ranks and take on higher positions in society.”
Giang points out, however, that “there’s a difference in discussing these ideas and actually implementing them.” Although it has been less publicized than Coexist’s recent breakthrough, companies in Asian countries such as Japan and Taiwan offer women paid days off monthly in respect to their cycle. “It may not be culturally acceptable for people to take the leave without being stigmatized for it.” Giang adds that several recursive stories suggest that women are sometimes afraid or hesitant to take the leave. In Indonesia, for example, women are subjected to a physical examination, most likely conducted by a male, in order to be granted the time off. Here is where some discrepancies lie in the implementation of the policy.
The question of why the United States has been apparently hesitant in both the dialogue and initiation of this policy is also raised. Giang points out that, as a capitalist nation, concerns for health and well-being of workers often gets cast aside. It is perhaps this drive for capital gain and maximum production from employees that holds our country back from allowing any more time off than absolutely necessary.
Gianf states, “America is so behind in a lot of the policies that would help close the disparities between the sexes.” Giang also attributes this to a strong tie to religious foundations that traditionally restricted women’s roles to stereotypical, gender-driven expectations. She points out that our country is also behind in policies like paid paternal leave for fathers but as we know, over time and with enough open dialogue and activism, inequalities are often lessened. At one time maternity leave was unheard of, right?
However, many Americans still fear the implications that this policy could have on the impression of women, especially in competitive, corporate environments. Old Westbury campus RN Adele was surprised when this issue was first brought to her attention. Despite doubting this kind of medical clearance being statistically necessary, she acknowledges that the policy would benefit the many students she sees experiencing excruciating menstrual pain. As far as resistance from male coworkers, she says “I think it’s something that must be kept confidential. I don’t think people in the workplace need to know.”
Could this potentially put women in a position where men retaliate or cry special treatment? “I think what could benefit somebody could also be used against them,” Adele fears.
As Vivian Giang points out, “any time there are certain rights given to a group of people and not to another, there is a very high likelihood of discrimination and being stigmatized.”
Anna, a manager at Northwell Health, agrees that this policy would benefit employees but worries more specifically about complications for employers in administering such benefits. Anna said, “I see this every day, dealing with managers who are frustrated because a lot of employees can get approved for time that can be a detriment to the department. It’s good for the employee who may be dealing with chronic pain because they have protection and can’t get reprimanded.” In organizations that are primarily women, she questions the consequences if many women take advantage of a period policy. She adds, “There are always going to be people who take advantage so you have to weed out the people trying to work the system and those who really need it.”
She recalls a friend who had surgery as an infant and had an ovary removed. As a result, every time it was her cycle, the remaining ovary would aggressively throw itself into “overdrive” to compensate, causing her to be out of commission for two to three days. Nonetheless, she often has no choice but to suck it up and go to work. “I mean what do you do, you just kind of have to deal with it,” Anna concludes.
Well, under Bex Baxter’s enlightening new policy, women such as Anna’s friend and those afflicted with premenstrual dysphoric disorder (PMDD), for example, will finally have some relief. To make it even more enticing to employees, studies show that the policy should improve productivity in the workplace! Of course, companies that have work-life balance benefits will give their employees a sense of security and make them more appreciative but science shows that women are naturally more productive in the days following their menstrual cycle!
“The spring section of the cycle, immediately after a period, is a time when women are actually three times as productive as usual,” Bex Baxter found.
So ladies, let’s start opening up about our periods to prove to the critics, the patriarchy, and corporate America that menstruation does not classify us as weak by any means, rather accommodating to our natural cycles may help some women reach greater potentials! And of course, power to the gals who feel the leave does not apply to them and work right through their period!
“Openly discussing it and educating people is the only way we are going to take that step towards being a more inclusive society,” Vivian Giang encourages.
And for one last bit of brain food, she points out that “we need to seriously ask ourselves, if men suffered from chronic period pains on a monthly basis, would we still be having this conversation?” Hmmm…
At one point maternity leave was unheard of, right? Watch this funny video about period leave!