For menopausal women, employment flexibility can alter everything. This may demand work schedule modifications
The gap between the global South and the global North is widening in mainstreaming menstruation in public discourse.
Conversations about menstruation are only now emerging from the shadows of stigma and taboo in many parts of the global South. It is still difficult for people in these areas to access menstrual hygiene products, adequate sanitation facilities and menstrual education. For example, women and girls in sub-Saharan Africa and South Asia often resort to using inadequate materials like rags, leaves or even cow dung to deal with their periods.
Health problems, missed days of work or school, and feelings of isolation worsen when people aren't given the tools they need to succeed.
The global North has made progress in normalising menstruation. Many North American and European countries encourage menstruation discussions in homes, schools and the workplace. The UK and several European countries have menstrual leave rules that allow workers to take paid absence for severe period symptoms. People inthe US are fighting to end the "pink tax" on period goods, and more companies are discussing menstrual health with their staff. Development, access to resources and cultural attitudes about menstruation contribute to this North-South gap, emphasising the need for global menstrual health and hygiene fairness.
Menopause is a natural transition that occurs when a woman's ovaries stop producing estrogen and progesterone hormones. Between the ages of 45 and 55, symptoms of this condition can manifest physically and emotionally.
Menopause can cause uncomfortable physical symptoms, including hot flashes, night sweats, vaginal dryness and fatigue.
These symptoms can make a woman's life miserable and make it difficult for her to do her job. Menopause's emotional symptoms can be just as trying as the physical ones. Mood swings, anxiety and depression are all possible for women. The inability to concentrate due to these symptoms can hurt personal relationships and professional output.
Menopause can have a financial impact on womenin addition to the physical and emotional symptoms.
Women who experience menopause may need to take time off work to manage their symptoms, and they may also need to see a doctor or other healthcare provider. These costs can add up, making it difficult for women to make ends meet.
Menopause is taboo, making it challenging toaddress the issue openly.
Many women experience shame or embarrassment when discussing their symptoms, and they may not want to bother their coworkers or superiors. Because of this, women may have trouble getting the help they require. When companies take the time to learn about menopause, they can better accommodate their female employees.
This has the potential to boost employee morale, output and health.
Businesses can take various steps to establish a more inclusive and under-standing workplace for menopausal women. First and foremost, companies must acknowledge that many employees may be inexperienced with menopause symptoms. Employers can educate staff on menopause and its effects to fill this knowledge gap.
Businesses may foster understanding and empathy by raising awareness.
Creating a friendly envi-ronment for menopausal discussions is also essential.
Employees should feel comfortable discussing menopause with bosses and co-workers. This open discourse can help menopausal women manage work by fostering compassion and solidarity among co-workers.
For menopausal women, employment flexibility can alter everything. This life stage's physical and emotional obstacles may demand work schedule modifications.
Businesses can offer telecommuting or flextime to meet theseneeds. These arrangements can help women balance employment and health.
Supporting menopausal women also requires healthcare. Health insurance or on-site medical care from employers can help women throughout this transition.
Menopause policies are spreading in companies in the global North. Employees receive full menopause assistance from Pfizer UK.
Pfizer trains managers on menopause and staff support.
This programme encourages discourse and stigma reduction. Menopausal women can feel supported at Channel 4 (UK) "menopause cafes", where staff can share their experiences and suggestions.
Since implementing a menopausal policy with flexible work choices, management training and a support network, Barclays UK has seen reduced absenteeism and greater employee satisfaction and retention.
Smaller firms may lack the resources of larger ones.
By providing educational materials and manager training, they can support menopausal employees.
They can also share information about menopause support networks and external resources. These free or low-cost resources can help employees who need more guidance.
The Scottish Parliament and the Welsh Government agree that workplace menopause policies are humane, inclusive and strategic.
Both supported their staff, including Scottish Parliamentarians, with a menopausal policy. Feedback showed that employees and MPs were more comfortable discussing menopause, creating a more inclusive and understanding workplace. These rules boost employee well-being, productivity, cost savings and corporate brand. Organisations can boost workforce and economic performance by meeting menopause-related requirements.
Over the last two to three years, the global South vs. global North debate has rekindled.
While disagreements over trade, intellectual property and nuclear energy will continue, the least we can do is to bridge the menstruation gap between the global North and global South. The increasing number of women parliamentarians in South Asia will hopefully help address the gap in the menstruation discourse.
A version of this article appears in the print on October 2, 2023, of The Himalayan Times
