New Study Reveals Menstrual Health’s Impact on Workplace Inclusion

Research from the University of Portsmouth has highlighted a critical gap in workplace policies concerning menstrual health, revealing its significant effects on women’s well-being, attendance, and productivity. Published in the journal Equality, Diversity and Inclusion, this groundbreaking study systematically examines how severe menstrual symptoms affect women at work, calling for improved organizational policies to foster inclusivity.

Despite menstruation being a natural biological process, it remains a largely taboo subject in many societies, including workplaces and educational institutions. The study describes how terms like “feminine hygiene” contribute to discomfort in discussing menstrual health, a sentiment often reinforced by limited media representation of menstruation.

Analyzing global research, the study combines findings from various sources to highlight the diverse menstrual health challenges women encounter in professional settings. Notably, the research found that approximately 25% of women report experiencing severe menstrual symptoms, including debilitating cramps, mood changes, fatigue, and more serious conditions like fibroids and endometriosis.

Research insights indicate that 38% of women aged 15 to 45, surveyed from a pool of over 42,000 participants, experience menstrual symptoms severe enough to hinder daily activities, including work. This link between menstrual health and workplace performance underscores the necessity for supportive measures.

Key Findings on Workplace Well-Being

The study identifies three primary themes that emerged during the analysis:

1. The impact of menstrual health on women’s overall workplace well-being.
2. The relationship between menstrual symptoms and both presenteeism and absenteeism.
3. Organizational practices and policies that currently fall short in supporting menstrual health.

Lead researcher Amtullah Oluwakanyinsola Adegoke stated, “We need to recognize that women and girls menstruate—it’s a natural part of life.” She emphasized the necessity of acknowledging these needs as a vital aspect of women’s health.

Despite the clear implications for workplace dynamics, the findings reveal that only 18% of organizations currently include menstrual health support in their well-being initiatives. Furthermore, a mere 12% provide dedicated menstrual health support, highlighting a significant gap in awareness and training.

Call for Inclusive Policies and Practices

The study advocates for the implementation of inclusive workplace practices, such as menstrual leave, flexible working arrangements, and access to hygiene products. Professor Karen Johnston from the School of Organizations, Systems and People at the University of Portsmouth remarked, “Menstrual health remains a largely neglected area of research.” She pointed out that while menopause has gained attention, menstrual health has not received the same level of exploration.

The lack of legal requirements for paid menstrual leave in the U.K. contributes to the ongoing challenges women face. Employees often resort to using standard sick leave, which can further complicate the issue.

The researchers call for further studies to identify effective organizational practices that support women dealing with severe menstrual health issues at work. “It shouldn’t be a taboo topic—it should be part of an organization’s health and well-being agenda,” added Professor Johnston.

Future efforts to address these gaps could lead to healthier, more inclusive workplaces, ultimately benefiting both employees and employers, as supported employees demonstrate higher productivity and lower absenteeism.

The study emphasizes that understanding and addressing menstrual health is essential for fostering an inclusive work environment, where employees feel supported and valued.