Menstrual leave is a step towards gender equality – Business

Recently, the debate around inclusion in the workplace and developing a fair and supportive environment has expanded beyond traditional issues such as the gender pay gap, equal rights and maternity leave.

An increasingly important topic that is gaining momentum is menstrual leave.

This type of leave allows employees who menstruate to take time off during their menstrual cycle without having to use regular sick leave or personal leave.

For many women, menstruation comes with a range of physical and emotional symptoms, such as cramps, headaches and fatigue.

It also leads to severe disease conditions such as dysmenorrhea and endometriosis.

According to various studies, up to 80% of menstruating women experience some form of menstrual discomfort, and for some, these symptoms significantly affect their ability to work effectively.

For employees dealing with menstrual problems, the lack of a specific policy often forces them to either work through the pain or use annual or sick leave.

This is not a sustainable solution, especially for those experiencing severe symptoms.

When vacation days are exhausted, they may be forced to take unpaid leave.

Therefore, menstrual leave is necessary to formally recognize and address this legitimate health issue.

During the Women in Mining Summit on October 16, Zebra Kasete, CEO, Vice President and Managing Director of Sinomine Tsumeb Mining Holding, made heartfelt comments that brought both tears and joy to the women in the room.

Kasete, to my knowledge, is the first person in a leadership position to publicly acknowledge the importance of addressing menstrual issues in the workplace.

Storing sanitary pads, for example in women’s restrooms in case of an emergency, should not be a problem for companies and organizations, he said.

Kasete encouraged women in leadership and mid-level positions to speak up and promote issues affecting women in their organizations, as their male colleagues are not always aware of them.

The concept of menstrual leave is not entirely new.

Some countries have already implemented policies at the national or organizational level.

For example, Japan has had a menstrual leave policy since 1947, although rates remain low due to social stigma.

South Korea allows one day of menstrual leave per month.

Similarly, Indonesia and Taiwan also provide menstrual leave, but the duration and compensation differ between the two countries.

Zambia introduced the concept of “Mother’s Day” whereby a working woman is entitled to one day of leave every month without specifying a reason or requiring a medical certificate.

India, Spain and Italy have introduced or discussed menstrual leave policies, signaling a growing awareness of the need to pay attention to menstrual health in the workplace.

ADVANTAGES

Introducing menstrual leave into your organization has a number of benefits.

This includes improving employee well-being and productivity.

When people are given time to rest and recuperate on painful or uncomfortable days, they can return to work more focused, energized, and productive.

However, coping with pain can lead to decreased concentration, mistakes, and decreased performance.

Secondly, it promotes a culture of inclusion.

When companies take menstrual leave, they make it clear that they care about the holistic well-being of their employees, which can boost morale, retention and loyalty.

Third, it reduces stigma and promotes open dialogue.

Menstrual health is still a stigmatized topic in many cultures, and this often extends into the workplace.

Employees may feel uncomfortable discussing their menstrual health with managers or colleagues, leading to silence about their needs.

So by introducing menstrual leave, organizations can help normalize conversations about menstruation and break down harmful taboos.

Open dialogue about menstrual health will lead to greater understanding and empathy among colleagues, contributing to a healthier and more supportive workplace environment.

Finally, it attracts and retains talent.

In a competitive job market, organizations that prioritize employee well-being through progressive policies such as menstrual leave stand out as forward-thinking and compassionate employers.

Providing menstrual leave can help attract top talent, especially among women and gender diverse people who value an inclusive and supportive work culture.

Additionally, employees who feel valued and understood are more likely to remain loyal to the organization, which reduces turnover and the costs associated with hiring and training new staff.

Namibian organizations and legislators should consider progressive policy reforms if they are truly committed to achieving gender equality as mandated by the Sustainable Development Goals.

• Morna Ikosa is a columnist with an interest in sustainable development.