Fostering inclusion | How can HR break the workplace stigma around menstruation?

For HR, ensuring the health and wellbeing of staff is a top priority. In the modern workplace, catering to a diverse workforce with differing needs is part and parcel of being a good people leader. However, some taboos still exist in most workplaces – one of which is the concept of menstruation.

Likely as a result of historic gender stereotypes in the workplace, those who are suffering due to menstruation have had to have hushed conversations with HR about the issues they face, or simply try and soldier through, despite the acute pain they face, which can vary massively from person to person. In fact, a study by Circle In found that 70% of the 700 participants the company polled didn’t feel comfortable talking to their managers about it.

Yet working life has changed drastically in recent years. Whether based on a revolution in corporate morality, or simply as a result of a talent market which is progressively more and more challenging, an increasing number of workplaces are choosing to speak openly about the challenges faced by those who menstruate, and put in place policy to ensure their wellbeing.

Menstrual leave