According to Roman philosopher Pliny the Elder, the very act of menstruation was so dangerous and powerful, it could stop hail in its tracks. Unfortunately, for those of us who actually menstruate, controlling the weather appears to be just beyond our reach, and honestly, just being able to have comfortable conversations with a manager about period pain might be powerful enough. Anyone who listened in Biology class will know that although periods have been stigmatised for centuries, they’re the reason we’re alive, what with being such an amazing and crucial part of the reproductive system. 

So, Roman hyperbole aside, if periods are such a natural and human part of life, how is it that in 2022 so many women and people who menstruate are experiencing period-related distress in the workplace, and how can we find a way to talk about them to reduce this stress?

It’s no surprise that periods are still a hugely stigmatised subject, no more so than in the workplace, with many feeling uncomfortable discussing bodily functions at best, or dealing with uninformed managers who disbelieve pain or period-related disorders at worst. While there has rightly been some discussion around menstrual leave in the UK and beyond, this doesn’t fully answer the question of how to make women and people who menstruate feel fully included and considered in the workplace, and not at risk of being managed out of their jobs, due to too much sick leave. There are even fears that implementing menstrual leave, with no further conversation or policy could lead to a feeling that women are too “weak” to be in the workplace at all. 

It’s important to note that this isn’t a binary men vs women either. Not only are some menstruators non-binary or trans, but the research found that sometimes, it was female managers’ lack of understanding that contributed to the stigma.  “Some women think that because they don’t have painful periods that those of us who do are exaggerating. This doesn’t help. I am in agony and actually often pick up colds during my periods which also adds to sick days” said a contributor to the 2019 report,  “Bloody Good Employers: Periods and menstrual wellbeing in the workplace - the case for change.”

The report comes from menstrual equity charity, Bloody Good Period, who more than most understand the myriad ways periods are stigmatised, which ultimately perpetuate “period poverty”, where the toxic combination of lack of funds and abundance of shame means that many people living in poverty are unable to access any tampons or pads. It was sadly no surprise to them when people they were working with started to talk about the intersecting issues of period poverty - not just a lack of access to products, but not being believed about the levels of pain they were experiencing around that time of the month. Workers talked about being managed out of their jobs, after taking what was deemed too much sick leave, in order to manage their period pains. 

They also talked about the dread: the prospect of finding time or even a suitable place to change your period product as a postal worker, or a shift worker can be stressful in itself. According to Bloody Good Period’s research, 4% of respondents say they never have free access to toilets and breaks, with 11% saying they have access “only sometimes”. 

Both being disbelieved about period pains and having to worry about caring for your period can have a huge effect on a person’s mental health, too. BGP found that 89% of respondents had experienced stress and anxiety in the workplace because of their period. 

It goes without saying that as uncomfortable as periods can be to talk about, no one wants their team suffering unduly, especially when it’s about something so human and normal. 

So what’s the answer? Well as we’ll be exploring throughout the Inclusion Edit that there is of course, no silver bullet. Instead, it’s a combination of, as Bloody Good Employers Programme Lead, Joe Gray puts it “culture, communications, policy”. Education for everybody, because god knows, most of us didn’t get it at school, a focus on an inclusive and considerate culture in the workplace, and clear and engaging communications from senior level, so that everybody can take care of themselves in the workplace. Period. 

Next steps for you and your company:

• Get educated by signing up for Bloody Good Period’s, Bloody Good Employer’s Programme by contacting Elysha Paige at elysha@bloodygoodperiod.com 

• Be a period advocate at work - openness breeds openness. Don’t squirm or cringe if anyone mentions it and remind your colleagues of the same

Copyright Gabby Jahanshahi-Edlin, The Inclusion Edit