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Updated on March 4, 2025
As we approach International Women’s Day 2025, with its empowering theme, “Accelerate Action,” it’s time for businesses to reflect on how they can cultivate an inclusive workplace that supports the menstrual and reproductive health of all employees. Gender parity in the workplace isn’t just about promotions and pay equity—it’s about ensuring that fundamental health needs don’t create barriers to success. Without policies addressing menstruation, women and menstruators are inherently at a disadvantage.
The Link Between Menstrual Equity and Workplace Gender Parity
Menstruation is a natural biological process, yet the stigma surrounding it often prevents open discussions, leaving employees unsupported. Beyond stigma, many menstruators face additional barriers due to conditions like menopause, endometriosis, polycystic ovary syndrome (PCOS), and premenstrual dysphoric disorder (PMDD). These conditions can impact hormone regulation, energy levels, and cognitive function, often creating social perceptions of decreased motivation or engagement. When workplaces fail to recognize and accommodate these realities, menstruation and related health conditions can become career obstacles rather than natural aspects of life.
Forward-thinking businesses recognize that supporting menstrual health isn’t just the right thing to do—it’s a smart business move. Companies that provide menstrual health resources see increased productivity, stronger employee satisfaction, and a boost in talent retention. In an era where diversity, equity, and inclusion are key drivers of business success, menstrual equity must be part of the conversation.
Building an Inclusive Culture
To truly accelerate action, organizations must focus on the culture they are building. It’s essential to create an atmosphere where conversations about menstruation and reproductive health are not only accepted but considered in decision-making. However, individuals should never feel pressured to disclose personal details about their experiences with menstruation. Instead, managers and leadership should proactively consider menstrual and reproductive health as factors that may impact employee well-being and performance. At Citron Hygiene, we actively engage in discussions about how menstruation impacts the workplace. These conversations help break the stigma surrounding these topics and highlight the importance of supportive amenities.
Supporting All Employees
Menstruation is an experience that affects approximately half of the working population, and for many, hormonal changes can make periods unpredictable. Additionally, as showcased in the first episode of Small Achievable Goals on CBC Canada, menopause can significantly influence a woman’s performance at work and the relationships that underpin her success.
To address these challenges, businesses must look at offering the necessary amenities that help employees thrive. This includes providing access to menstrual products, creating comfortable restroom facilities, and ensuring there are proper disposal options available. By doing so, companies can foster “period dignity,” allowing menstruators to manage their health without added stress or shame.
The Benefits of Period Dignity
Creating a work environment where employees feel supported in their menstrual health can lead to numerous benefits. When individuals have access to the resources they need, it can significantly reduce anxiety and the stigma associated with menstruation. This cultivates a sense of calm and welcomeness, thus enhancing overall workplace morale.
When employees feel understood and supported, they are more likely to be engaged and committed to their work. This not only helps in retaining talent but also positions a company as a leader in inclusivity and employee well-being. Ultimately, investing in menstrual and reproductive health isn’t just good for employees—it’s good for business.
Taking Action: How Businesses Can Close the Menstrual Equity Gap
Here’s how businesses can take action today:
- Provide free period products in restrooms to ensure employees never have to worry about access.
- Implement inclusive workplace policies that acknowledge menstrual and reproductive health, including flexible work arrangements when needed.
- Foster an open dialogue by normalizing menstruation in workplace conversations and leadership discussions.
Conclusion
As we prepare to celebrate International Women’s Day, let’s commit to accelerating action in our workplaces. This means championing the needs of all employees, fostering a culture of openness, and providing the necessary amenities for menstrual and reproductive health. By doing so, we not only create a better workplace for everyone but also help build a more equitable society. Let’s work together to ensure that no one has to compromise their dignity or well-being while trying to thrive in their careers.
