Bridging the Gap: Menstrual Equity in the Workplace
May 3, 2025, 10:51 pm
Location: United States, District of Columbia, Washington
Employees: 10001+
Founded date: 1944
Total raised: $530M
In the modern workplace, the coffee machine stands as a symbol of comfort and productivity. It’s a beacon of energy, a quick fix for those sleepy afternoons. But what about the needs of menstruating employees? Why does the coffee pot overflow while menstrual products remain scarce? This glaring disparity speaks volumes about workplace priorities. It’s time to bridge that gap.
Menstrual health isn’t just a personal issue; it’s a workplace necessity. Yet, many companies still treat it as an afterthought. The irony is palpable. Offices invest in high-end coffee machines, yet overlook basic hygiene products. This sends a clear message: the needs of menstruators are not a priority.
The statistics are staggering. In the UK, 14.4 million people in the workforce menstruate. Yet, 7% feel discriminated against due to menstrual symptoms. A shocking 31% resort to makeshift solutions like toilet paper. Only 12% of businesses have a menstrual care policy. This isn’t just a UK issue; globally, over 300 million people menstruate daily, with 500 million lacking access to adequate products.
Providing menstrual products is not just about comfort; it’s about wellness. Companies that offer period products see tangible benefits. A Harvard Business Review analysis found that workplaces with menstrual support experience a 10% drop in sick days. Employees who feel cared for are 21% more likely to stay with their company. It’s a simple equation: support leads to satisfaction.
The stigma surrounding menstruation is a barrier. Many managers feel uncomfortable discussing periods. This discomfort stems from historical taboos and unconscious biases. Menstruation has long been treated as a shameful topic. Breaking this stigma requires more than just providing products. It demands open conversations and leadership endorsement. When executives normalize discussions about menstruation, they dismantle bias.
Inclusivity is crucial. Menstruation isn’t limited to cisgender women. Transgender men and non-binary individuals also need access to products. To create a truly inclusive environment, companies should stock supplies in all-gender restrooms and offer a range of products. This ensures every menstruator feels seen and supported.
But providing products is just the beginning. Comprehensive menstrual care includes flexible work policies, education, and open communication. Allowing remote work or flexible breaks during painful days shows investment in long-term well-being. Hosting workshops on conditions like endometriosis or PCOS fosters understanding and support.
Imagine the anxiety of pitching in a meeting, only to realize you have no tampon. The panic, the scramble, the fear of embarrassment—this is a reality for millions. Providing period products isn’t just practical; it’s a way to reduce everyday stress.
Cost comparisons reveal the truth. An average office spends about $100 per employee per year on coffee. In contrast, a reusable menstrual cup costs around $25 and lasts up to 10 years. That’s under $1 per employee per month. The math is clear: investing in menstrual products is budget-friendly and sustainable.
Rolling out a menstrual care policy is straightforward. Start by surveying your team to understand their preferences. Partner with a vendor that handles supply and shipment. Educate your staff through short sessions on menstrual equity. Monitor usage and collect feedback to refine your approach.
The shift toward menstrual equity is gaining momentum. Some governments are leading the way. Scotland’s Period Products (Free Provision) Act mandates free menstrual products in public buildings. Northern Ireland has enacted similar legislation. These laws set a precedent, recognizing period care as a basic right.
As companies begin to embrace menstrual equity, they not only enhance employee wellness but also advance their corporate social responsibility goals. The message is clear: menstruation is not a taboo; it’s a reality. By offering menstrual products, companies can create a supportive environment that values every employee.
In conclusion, the disparity between free coffee and the absence of menstrual products highlights a critical issue. Menstrual health deserves attention in workplace benefits. By providing menstrual care, companies can boost wellness, reduce waste, and foster inclusivity. The time for change is now. It’s time to prioritize the needs of all employees, ensuring that no one feels left behind.
Action steps are simple: survey employees on their needs, partner with a menstrual care provider, and normalize conversations about menstruation. The path to menstrual equity is clear. Let’s take the first step together.
Menstrual health isn’t just a personal issue; it’s a workplace necessity. Yet, many companies still treat it as an afterthought. The irony is palpable. Offices invest in high-end coffee machines, yet overlook basic hygiene products. This sends a clear message: the needs of menstruators are not a priority.
The statistics are staggering. In the UK, 14.4 million people in the workforce menstruate. Yet, 7% feel discriminated against due to menstrual symptoms. A shocking 31% resort to makeshift solutions like toilet paper. Only 12% of businesses have a menstrual care policy. This isn’t just a UK issue; globally, over 300 million people menstruate daily, with 500 million lacking access to adequate products.
Providing menstrual products is not just about comfort; it’s about wellness. Companies that offer period products see tangible benefits. A Harvard Business Review analysis found that workplaces with menstrual support experience a 10% drop in sick days. Employees who feel cared for are 21% more likely to stay with their company. It’s a simple equation: support leads to satisfaction.
The stigma surrounding menstruation is a barrier. Many managers feel uncomfortable discussing periods. This discomfort stems from historical taboos and unconscious biases. Menstruation has long been treated as a shameful topic. Breaking this stigma requires more than just providing products. It demands open conversations and leadership endorsement. When executives normalize discussions about menstruation, they dismantle bias.
Inclusivity is crucial. Menstruation isn’t limited to cisgender women. Transgender men and non-binary individuals also need access to products. To create a truly inclusive environment, companies should stock supplies in all-gender restrooms and offer a range of products. This ensures every menstruator feels seen and supported.
But providing products is just the beginning. Comprehensive menstrual care includes flexible work policies, education, and open communication. Allowing remote work or flexible breaks during painful days shows investment in long-term well-being. Hosting workshops on conditions like endometriosis or PCOS fosters understanding and support.
Imagine the anxiety of pitching in a meeting, only to realize you have no tampon. The panic, the scramble, the fear of embarrassment—this is a reality for millions. Providing period products isn’t just practical; it’s a way to reduce everyday stress.
Cost comparisons reveal the truth. An average office spends about $100 per employee per year on coffee. In contrast, a reusable menstrual cup costs around $25 and lasts up to 10 years. That’s under $1 per employee per month. The math is clear: investing in menstrual products is budget-friendly and sustainable.
Rolling out a menstrual care policy is straightforward. Start by surveying your team to understand their preferences. Partner with a vendor that handles supply and shipment. Educate your staff through short sessions on menstrual equity. Monitor usage and collect feedback to refine your approach.
The shift toward menstrual equity is gaining momentum. Some governments are leading the way. Scotland’s Period Products (Free Provision) Act mandates free menstrual products in public buildings. Northern Ireland has enacted similar legislation. These laws set a precedent, recognizing period care as a basic right.
As companies begin to embrace menstrual equity, they not only enhance employee wellness but also advance their corporate social responsibility goals. The message is clear: menstruation is not a taboo; it’s a reality. By offering menstrual products, companies can create a supportive environment that values every employee.
In conclusion, the disparity between free coffee and the absence of menstrual products highlights a critical issue. Menstrual health deserves attention in workplace benefits. By providing menstrual care, companies can boost wellness, reduce waste, and foster inclusivity. The time for change is now. It’s time to prioritize the needs of all employees, ensuring that no one feels left behind.
Action steps are simple: survey employees on their needs, partner with a menstrual care provider, and normalize conversations about menstruation. The path to menstrual equity is clear. Let’s take the first step together.