Menstrual Products At Construction Sites: Needs & Challenges

Updated on October 1, 2024

The construction industry has long been recognized as a male-dominated field, where the needs of menstruating individuals have often been overlooked. Traditionally, construction sites have not been designed with inclusivity in mind, particularly concerning menstrual health. This lack of consideration has led to environments where menstruating employees may feel unsupported and unacknowledged, ultimately affecting their well-being, satisfaction, and productivity.

But why is it important to address this issue now? 

Period Products on Construction Sites: A New Standard for Workplace Inclusivity

As the push for greater inclusivity in all workplaces gains momentum, it is essential to recognize that true inclusivity means meeting the needs of all employees—regardless of gender or specific health requirements. For the construction industry, setting a new standard for workplace inclusivity involves providing access to period products and creating environments where menstrual health is supported.

By ensuring that menstruating individuals have the resources they need, construction companies can not only improve employee morale but also enhance overall productivity. A supportive workplace that acknowledges and addresses menstrual health can foster a more inclusive culture, leading to better job satisfaction and stronger team dynamics.

Setting this new standard isn’t just about compliance; it’s about recognizing the diverse needs of the workforce and taking proactive steps to support them. As we explore this topic, we’ll look at how period-friendly policies and products on construction sites can revolutionize the industry, making it a more inclusive and productive environment for everyone.

How exactly can period products on construction sites make a difference?

Let’s dive deeper into the specific needs and challenges faced by menstruating individuals in these environments and explore how addressing these issues can transform the construction industry.

What Is The Need for Period-Friendly Workplaces?

Creating an environment where menstruating individuals feel supported and acknowledged is not just a matter of fairness; it has tangible benefits for employee satisfaction, retention, and overall productivity.

Building a Period-Friendly Culture in Construction

Incorporating period-friendly policies and products into the construction industry is not just about addressing an overlooked need; it’s about building a culture that values and supports all employees. By recognizing the importance of menstrual health and providing the necessary resources, construction companies can foster a more inclusive, productive, and loyal workforce. This shift towards inclusivity is not only beneficial for the employees but also positions the company as a forward-thinking leader in the industry.

Why Are Period-Friendly Policies Important?

Research consistently shows that period-friendly policies positively affect workplace satisfaction and employee retention. When employees feel that their basic health needs are met, they are more likely to remain engaged, committed, and productive.

For instance, studies have indicated that when workplaces offer period products and adequate facilities, employees report feeling more valued and respected.

The Physical Demands of Construction and Menstrual Health

The physical nature of construction work and the length of time on a job site adds another layer of importance to the availability of menstrual products. The lack of access to period products on-site can lead to discomfort, distraction, and decreased productivity, as employees may need to take time off or leave the site to manage their menstrual health.

Moreover, without proper facilities and products, menstruating individuals may face significant health risks, such as infections or irritation, which can be exacerbated by the physically demanding conditions of construction work.

Ensuring that period products are readily available helps mitigate these risks and allows employees to focus on their work without the added stress of managing their menstrual health in an unsupportive environment.

The Role of Period Products on Construction Sites

Menstruating individuals face unique challenges on construction sites, where social and environmental barriers often hinder effective menstrual management. Addressing these challenges with the right facilities is essential for workplace inclusivity.

Social and Environmental Barriers:

• Social Stigma: In male-dominated environments, discussing menstrual needs can be uncomfortable, leading to feelings of isolation.
• Lack of Privacy: Construction sites often lack private, clean spaces for managing menstrual hygiene, increasing health risks.
• Physical Demands: The strenuous nature of construction work, combined with inadequate access to menstrual products, exacerbates these challenges.

Essential Hygiene Solutions:

• Sanitary Bins: Providing discreet, touch-free sanitary bins allows for hygienic disposal of menstrual products, reducing contamination and improving cleanliness.
• Dedicated Hygiene Facilities: Equip restrooms with private spaces, handwashing stations, and access to menstrual products, ensuring that employees can manage their menstrual health safely and privately.

By addressing these specific needs, construction companies can create a more inclusive and supportive environment for all employees.

Setting a New Standard for Workplace Inclusivity

To create a more inclusive workplace, construction companies must take proactive steps to address menstrual health needs. Implementing period-friendly policies and fostering a supportive culture are key strategies in setting this new standard.

Implementing Period-Friendly Policies:

• Access to Period Products: Ensure that all construction sites are equipped with menstrual products, including tampons, pads, and disposal bags, readily available in restrooms.
• Sanitary Facilities: Upgrade or install restrooms that include private, clean spaces with sanitary bins and handwashing stations specifically designed to meet the needs of menstruating employees.
• Flexible Break Policies: Introduce flexible break policies that allow employees to manage their menstrual health without stress, ensuring they can take the necessary time to address their needs comfortably.

Creating a Supportive Workplace Culture:

• Training and Awareness: Conduct regular training sessions on inclusivity and menstrual health to educate all employees and reduce stigma around menstruation in the workplace.
• Open Communication: Encourage open dialogue about menstrual health to create an environment where employees feel comfortable discussing their needs and accessing support.
• Leadership Commitment: Ensure that company leadership is visibly committed to inclusivity by actively supporting these initiatives and setting a positive example.

By adopting these strategies, construction companies can set a new standard for workplace inclusivity, benefiting both employees and the organization as a whole.

With these inclusivity strategies in place, it’s important to look at how current legislation and industry trends are shaping the accessibility of period products on construction sites.

Current Legislation and Industry Trends

The push for inclusivity on construction sites is not just a matter of corporate policy but is increasingly supported by legislation and industry standards. These regulations and trends are shaping the way period products are made accessible on construction sites, reflecting a broader movement towards gender equity in the workplace.

Legislation Supporting Period Product Accessibility:

• Ontario, Canada: In Ontario, legislation mandates that large construction sites with significant workforce numbers must provide menstrual products. This legal requirement ensures that menstruating employees have the necessary resources to manage their health while on the job.   This is stipulated under the “Working for Workers” bill and further outlined in the “Menstrual Hygiene Products Amendment Act, 2021” (Bill 26).https://www.cbc.ca/news/canada/toronto/ontario-menstrual-products-construction-sites-1.7195872   –  https://www.ontario.ca/laws/regulation/r24190    –   https://www.ontariocanada.com/registry/view.do?postingId=47401&language=en

• UK’s Considerate Constructors Scheme: The UK has introduced guidelines under the Considerate Constructors Scheme that encourage registered sites to offer or sell sanitary products. This initiative supports menstrual equity and ensures that all workers have access to essential hygiene products, helping to set a standard for inclusive practices across the industry. https://www.change.org/p/make-provision-of-sanitary-products-a-requirement-for-conformance-with-the-ccs-code  https://ciobpeople.com/considerate-contractors-scheme-mandates-ppe-for-women/

Industry Trends Promoting Inclusivity:

• Addressing Period Poverty: There is a growing recognition within the construction industry of the need to address period poverty—an issue where menstruating individuals are unable to afford menstrual products.
• Emphasis on Menstrual Equity: Menstrual equity is becoming a focal point for many organizations, highlighting the importance of providing equitable facilities for all workers, regardless of gender. This trend is driving changes in how construction sites are managed, ensuring that inclusivity is at the forefront of workplace policies.
• Adoption of Best Practices: Many construction companies are adopting best practices from other industries, such as the provision of free menstrual products, dedicated restrooms, and privacy protections. These trends are helping to create a more welcoming environment for all employees.

Also Read – Menstrual Equity Bill A1349: Free Period Products in NJ Schools  –  Connecticut Legislation Bill “HB 5272” – Free Menstural Products  –  Massachusetts I AM Bill (S.2491/H.534) – Free Period Products

By aligning with these legislative requirements and industry trends, construction companies can not only comply with regulations but also demonstrate their commitment to fostering an inclusive and supportive workplace.

Implementing Inclusive Practices on Construction Sites

To effectively integrate inclusive practices, particularly those addressing menstrual health, construction companies need a structured approach that ensures these initiatives are seamlessly incorporated into daily operations. Below are practical steps and strategies to help construction sites adopt these practices. By following these steps, construction companies can effectively implement inclusive practices that address the needs of menstruating employees.

Step 1: Assess Current Facilities and Needs

• Site Audit: Begin with an audit of existing restroom facilities to evaluate their suitability for accommodating menstruating individuals. Identify gaps in privacy, access to water, and availability of menstrual products.
• Employee Survey: Conduct anonymous surveys to gather feedback from employees about their needs and the current state of facilities. This data will inform the necessary upgrades and product provisions.

Step 2: Upgrade Restroom Facilities

• Install Sanitary Bins / Disposable bags  : Ensure that all restrooms are equipped with sanitary bins for the discreet disposal of menstrual products. These should be placed in private stalls to enhance comfort and privacy.
• Provide Menstrual Products: Stock restrooms with essential menstrual products like tampons, pads, and disposal bags. Provide these items for free to ensure all employees have access when needed, allowing them to stay at work, unimpeded.
• Enhance Privacy: Where possible, upgrade restrooms to include private changing areas and ensure that facilities are clean, well-lit, and secure.

Step 3: Establish Period-Friendly Policies

• Flexible Break Policies: Implement policies that allow menstruating employees to take breaks as needed to manage their health without stigma or penalty.
• Menstrual Health Leave: Consider introducing menstrual health leave for employees who experience severe symptoms, allowing them to rest without using regular sick days.
• Anti-Discrimination Policies: Strengthen anti-discrimination policies to explicitly protect employees from any negative treatment related to menstruation.

Step 4: Train and Educate Staff

• Inclusivity Training: Offer regular training sessions on inclusivity, focusing on understanding and supporting menstrual health in the workplace. This should be mandatory for all employees, including management.
• Awareness Campaigns: Run internal awareness campaigns to normalize conversations around menstruation, reducing stigma and fostering a more supportive environment.

Step 5: Monitor and Adjust

• Regular Reviews: Continuously monitor the effectiveness of the implemented practices through feedback surveys and regular inspections of facilities.
• Adjust as Needed: Be prepared to make adjustments based on feedback and changing needs. This could include adding more products, upgrading facilities, or revising policies.

Impact of Workplace Inclusivity in Construction

Implementing inclusive practices on construction sites, especially those addressing menstrual health, has far-reaching effects on both employee well-being and overall project outcomes. These practices are essential for creating a work environment that supports all employees and drives successful project outcomes.

Enhanced Employee Well-Being:

• Increased Job Satisfaction: When employees feel that their basic needs are recognized and met, job satisfaction naturally increases. This is particularly true for menstruating individuals who may have previously felt overlooked or unsupported in a traditionally male-dominated environment.
• Better Health Outcomes: Providing access to menstrual products and private, hygienic facilities reduces the risk of health issues such as infections. This contributes to a healthier workforce, with fewer sick days and lower turnover rates.

Improved Productivity:

• Reduced Distractions: When employees are not worried about managing their menstrual health due to lack of resources or privacy, they can focus better on their work. This leads to higher productivity and more efficient project completion.
• Enhanced Team Cohesion: An inclusive environment where all employees feel supported fosters better teamwork. When individuals feel valued and respected, collaboration improves, leading to more successful project outcomes.

Stronger Company Reputation:

• Attracting Top Talent: Companies that prioritize inclusivity are more attractive to top talent, especially in an industry like construction where diversity is still growing. By setting a standard for workplace inclusivity, construction companies can differentiate themselves from competitors and become employers of choice.
• Positive Public Image: Companies that lead in inclusivity often enjoy a positive public image, which can translate into stronger relationships with clients, partners, and the broader community. This reputation can open doors to new business opportunities and long-term success.

By embracing inclusivity, construction companies not only enhance the well-being and productivity of their workforce but also strengthen their position in the industry.

A Commitment to Inclusivity and Employee Well-Being

As the construction industry continues to evolve, embracing workplace inclusivity is not just an ethical imperative but also a strategic advantage. Addressing menstrual health needs through the provision of period products and supportive facilities is a critical step towards creating a work environment where all employees feel valued and supported. These practices not only enhance employee well-being and productivity but also contribute to a stronger, more cohesive workforce that is better equipped to deliver successful project outcomes.

Citron Hygiene is dedicated to helping construction companies achieve these goals by offering a range of menstrual hygiene solutions designed to support menstrual health in the workplace. From high-quality sanitary bins and disposal bags to comprehensive restroom hygiene services, Citron Hygiene ensures that all employees have access to the resources they need to manage their health with dignity and comfort.

By partnering with Citron Hygiene, construction companies can set a new standard for inclusivity, demonstrating their commitment to the well-being of their workforce and leading the way in industry best practices.

As we look to the future, it’s clear that continued research and innovation will be essential in advancing inclusivity within the construction industry.

Citron Hygiene remains at the forefront of these efforts, dedicated to providing the tools and support that companies need to create safer, more inclusive work environments for all.

Period Products on Construction Sites FAQs

How can construction companies track the effectiveness of period-friendly policies?

• Companies can track effectiveness through regular, anonymous employee surveys, feedback collection, and monitoring absenteeism rates. These metrics help assess employee satisfaction and identify areas for improvement, ensuring that period-friendly policies continue to meet workforce needs effectively.

What are the legal requirements for providing menstrual products on construction sites?

• Legal requirements vary by region. For example, in Ontario, large construction sites must provide menstrual products, while the UK’s Considerate Constructors Scheme encourages similar practices. Companies should check local regulations to ensure compliance and enhance workplace inclusivity. Refer – Menstrual products to be provided on larger sites: Ontario government

What should construction sites do to maintain hygiene in menstrual product disposal?

• Construction sites should install sanitary bins in private restrooms, ensure regular cleaning and disposal, and provide touch-free disposal options. Maintaining hygiene in disposal areas reduces health risks and improves overall site cleanliness, supporting a safer work environment.

How can construction sites support employees with severe menstrual symptoms?

• Sites can implement flexible break policies, offer menstrual health leave, and provide access to private rest areas. These measures help employees manage severe symptoms without compromising their health, contributing to a more supportive and inclusive workplace.

What role does leadership play in promoting inclusivity on construction sites?

• Leadership plays a crucial role by actively supporting inclusivity initiatives, providing resources, and setting a positive example. Visible commitment from leadership fosters a culture of respect and inclusivity, encouraging all employees to embrace and support these values.

Resources

• https://www.ncbi.nlm.nih.gov/books/NBK565643/
• https://www.researchgate.net/publication/371450525_Can_ICT_enhance_workplace_inclusion_ICT-enabled_workplace_inclusion_practices_and_a_new_agenda_for_inclusion_research_in_Information_Systems
• https://mpra.ub.uni-muenchen.de/114880/2/MPRA_paper_114880.pdf
• https://www.peoplematters.in/article/life-at-work/the-importance-of-menstrual-friendly-workplaces-41474
• https://wonderize.in/blogs/news/menstrual-health-workplace-creating-a-period-friendly-work-environment?srsltid=AfmBOoqIlk1ip3dri5y189GKP8EqhSLLQ54jhBKxRXd34XkTg-UJuRLR
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• https://en.wikipedia.org/wiki/Accessibility