Let’s face it — women are built differently. That’s not a slogan, it’s a reality. From menstruation to maternity and menopause, women experience physical and emotional cycles that can significantly affect their working lives. Yet, many workplace structures continue to overlook these vital biological stages.
It’s not about giving special treatment — it’s about recognising difference and responding with empathy, balance, and intelligence. If we want inclusive workplaces that truly empower women, we need to start supporting them at every life stage — not just when it’s convenient.
This article aims to move the conversation forward — not just towards awareness, but towards practical action. How do we accommodate these natural cycles without stigma? And how do we acknowledge the real impact they have on women’s wellbeing, health, and careers — without framing them as limitations?
By bringing everyone into the conversation — men included — we shift from silence and stereotypes to systems that support real people, real experiences, and real equality.
Menstruation: Progress Hinges on Policy and Culture
For too long, menstruation has been treated as a taboo topic — left out of workplace policies and often misunderstood. Yet nearly 800 million people menstruate daily, and over 70% of women report that their period symptoms affect their ability to work.
Despite this, many still hesitate to talk about it at work. In the UK, over one in ten women have taken time off due to period symptoms, but most haven’t felt comfortable sharing the real reason with their employer.
That silence is starting to shift.
A chapter in The Palgrave Handbook of Critical Menstruation Studies by Levitt and Barnack-Tavlaris explores the rise of menstrual leave globally. They argue that while policies can reduce stigma and support well-being, poor implementation may reinforce harmful stereotypes. The solution? Build menstrual health into inclusive workplace cultures, not as token gestures but with care and intention.
What’s Being Done Globally?
Some companies are leading by example:
- Coexist (UK) offers one paid menstrual leave day per month and “well-being rooms” for recovery.
- Culture Machine (India) gives a paid day off on the first day of a woman’s cycle, announced with a public campaign.
- Gozoop (India) allows one work-from-home day per cycle to support comfort without compromising productivity.
- Victorian Women’s Trust (Australia) includes both menstrual and menopause leave, offering flexible support options.
These policies show that with the right mindset, menstrual support can be normalised — without disrupting professionalism.
Maternity: Compassion, Not Compliance
Pregnancy discrimination continues to persist in workplaces worldwide, despite existing laws. A recent Harvard Business Review article by Hackney et al. revealed how such discrimination not only affects career progression and salaries, but also increases stress — with implications for both mother and baby. Low birth weights, shorter gestational ages, and postpartum depression were all linked to workplace stressors.
What can businesses do to break this pattern?
- Offer flexible working arrangements throughout pregnancy
- Accommodate regular medical appointments
- Help employees navigate parental leave policies and benefits
- Promote inclusive leadership and address unconscious bias
- Encourage social support among peers and supervisors
Managers play a crucial role in shaping workplace culture. Their ability to listen, respond, and champion healthy work-life practices sets the tone for how pregnant employees experience their careers.
Menopause: The Silent Career Disruptor
While menstruation and maternity are gradually entering workplace conversations, menopause often remains a silent disruptor. Symptoms like anxiety, hot flushes, brain fog, and fatigue can deeply affect performance and confidence — especially in high-pressure roles.
Loretta Dignam, founder of The Menopause Hub in Ireland, highlights how essential it is for companies to break the silence around menopause and embed it into workplace policy. Progressive businesses are now offering flexible schedules, menopause leave, manager training, and access to health resources.
Normalising menopause is not just a wellness initiative — it’s a retention strategy. It keeps senior talent in the workforce and reinforces a culture of care and inclusion.
Menopause often remains under-discussed in professional settings, despite its significant impact. Symptoms like anxiety, hot flushes, brain fog, and fatigue can affect performance and confidence. Notably, nearly 8 out of 10 menopausal women are in work, and 3 out of 4 women experience symptoms, with 1 in 4 experiencing serious symptoms.
Employers can support menopausal employees by:
- Implementing supportive policies: Offering flexible working hours, providing access to health resources, and creating menopause-friendly workplace environments.
- Educating management and staff: Raising awareness about menopause to foster an understanding and supportive culture.
- Providing health and wellness resources: Ensuring access to medical support and counselling services tailored to menopausal health.
- Encouraging open dialogue: Creating safe spaces for employees to discuss menopause-related concerns without fear of stigma.
By proactively addressing menopause, organisations can retain experienced talent and demonstrate a commitment to employee well-being.
Final Thoughts: Balance, Awareness, and Real Inclusion
Supporting women at every stage is not only the right thing to do — it’s also smart business. The solution isn’t grand gestures, but balanced, informed systems that reflect real life.
Progressive companies strike this balance by:
- Ensuring equal gender representation, especially at leadership level
- Recognising that each gender has different needs, and that those differences are not weaknesses
- Avoiding harmful stereotypes, while fostering trust, empathy, and respect
- Creating flexible, inclusive environments that respond to human rhythms — not just traditional structures
Sustainable companies will be those that understand this fundamental truth: you can no longer ignore real-life patterns and cycles. When we design workplaces with all bodies and experiences in mind, we build stronger, more resilient organisations — and we allow people to thrive, not just survive.
