A recent study conducted by the University of Portsmouth has brought attention to the often-overlooked issue of menstrual health in the workplace. The research, published in the journal Equality, Diversity and Inclusion, highlights how menstrual symptoms significantly affect women’s well-being, attendance, and productivity. This groundbreaking work emphasizes the need for more inclusive workplace policies.
The study is the first of its kind to systematically examine the impact of severe menstrual symptoms on employees. It identifies a critical gap in research and calls for organizations to establish supportive measures for their staff. Many cultures, including those in workplaces and educational institutions, treat menstruation as a taboo subject, often referring to it in euphemistic terms like “feminine hygiene.” Such stigmas not only hinder open discussions but also perpetuate a lack of understanding about the challenges women face.
In analyzing global research trends, the study revealed that approximately 25% of women experience severe menstrual symptoms, which include debilitating cramps, breast tenderness, mood fluctuations, headaches, fatigue, and back pain. More serious conditions—like heavy bleeding, painful periods, and endometriosis—were also noted.
Significantly, a survey involving over 42,000 women aged 15 to 45 uncovered that nearly 38% reported menstrual symptoms severe enough to disrupt their daily activities, including work. This underscores the direct connection between menstrual health and workplace performance.
Highlighting Key Themes and Findings
The research identified three primary themes: the impact of menstrual symptoms on women’s overall workplace well-being, the implications of presenteeism and absenteeism, and the necessity for organizational practices that support menstrual health.
Professor Karen Johnston, a leading figure in the study, stated, “Menstrual health remains a largely neglected area of research. Most existing studies focus on clinical aspects, highlighting the need to leverage menopause research to advocate for menstruation.” Her comments draw attention to the disproportionate focus on menopause compared to menstruation, despite the latter’s significant effects on women’s health and productivity.
The findings indicate that organizations offering support for menstrual health tend to see greater employee productivity, lower absenteeism, and higher engagement levels. Ignoring these issues can lead to negative outcomes such as depression, poor concentration, and reduced performance.
Alarmingly, the study also found that only 18% of organizations have incorporated any form of menstrual health support into their well-being initiatives, and just 12% provide dedicated resources. This points to a pressing need for improved understanding and training regarding menstrual health in the workplace.
Recommendations for Improved Support
Lead author Amtullah Oluwakanyinsola Adegoke emphasized the importance of recognizing menstruation as a natural part of life that should be acknowledged in society. “While awareness of menopause has increased, menstrual health and conditions like endometriosis remain poorly understood,” Adegoke noted.
The study advocates for the implementation of more inclusive workplace policies, such as menstrual leave, flexible working arrangements, access to hygiene products, and fostering open conversations about menstrual health. In the U.K., there is currently no legal requirement for paid menstrual leave, forcing employees to utilize standard sick leave instead.
Professor Johnston concluded by asserting that menstrual health should not be regarded as a taboo subject. “It should be integrated into an organization’s health and well-being agenda. Along with necessary training, companies should explore flexible working options and other methods to support employees facing severe menstrual challenges.”
The research calls for further studies to identify effective organizational practices that can better support women experiencing significant menstrual health issues in the workplace. It is clear that addressing these matters is essential for fostering a healthier, more inclusive working environment.
