So we know that there is a strong relationship between health, wellbeing and productivity. Healthier employees take less sick days and are more capable whilst at work. The World Health Organisation even acknowledges that employment is good for your mental health, but we also know that women, non-binary people and people with uterus have particular health needs which can affect their meaningful engagement with work. So, Womendeavour thought we would take this moment after women’s health week to explore some of these issues and provide strategies of how we can improve our workplaces to make them more inclusive of our health needs....
How can poor health affect women and non-binary people in the workplace?
As many of us understand all too well, the physical and emotional pain associated with menstruation, menopause and miscarriages can leave you suffering through the workday and take a sledgehammer to your productivity. In Australia, some workplaces are recognising this burden and adopting paid leave policies to support people with uteruses to manage their health. Although such leave has the power to destigmatise women’s pain and promote gender equity, some people believe that these entitlements perpetuate ideas that people who menstruate are less capable in the workplace than people who don’t. So, no surprises here, the patriarchy wins again
The Australian Institute of Health and Welfare (2018) reported that 1 in 6 women and 1 in 16 men have experienced physical and/or sexual violence by a current partner or previous partner. The stress, anxiety and loss of self-esteem which affects survivors of family and domestic violence can have huge consequences to people in the workplace, negatively impacting their performance, causing people to be regularly late and take additional leave. These issues can become untenable and force people to eventually leave their job which also increases their economic insecurity and isolation.
The mental load is the invisible and unpaid responsibilities women and non-binary people are expected to maintain which zaps their cognitive and emotional energy. Not only are women in heterosexual relationships doing significantly more unpaid indoor housework and caring duties, but they are also expected to mentally anticipate and manage tasks such as healthcare bookings, shopping, important family occasions and children’s extracurricular activities. As you can imagine, this leaves women more stressed and exhausted, and reduces their ability to effectively re-energise and mentally prepare before the next day of paid work, whilst also leaving their attention more divided during the workday.
How can we support women in the workplace to have better health and wellbeing?
Want to support people with uteruses in your workplace? Here are some ideas:
Set up a dignity station in the bathrooms so that people who menstruate have access to pads, tampons & pain relief in case of emergency.
If your workplace is hostile to the idea of paid menstruation menopause and miscarriage leave, alternatives policies such as flexible work from home options exist could be more palatable, which have (surprise, surprise *rolls eyes*) increased productivity and wellbeing for people with uteruses.
Don’t forget to bring your male colleagues in on these discussions, although it can be uncomfortable or frustrating (yes, educating the 48 year old man in your office that making vomit faces when someone says the word ‘period’ is immature is quite the task), we cannot achieve gender equity alone. By destigmatising the realities of women’s health we can start fostering new allies and build more supportive teams.
Did you know that all employees in Australia (including part-time and casual employees) are entitled to five days of unpaid family and domestic violence leave each year?
To create a supportive environment where people feel empowered to disclose incidents to obtain this leave, you could build awareness in your workplace of the prevalence of family and domestic violence and educate managers and employees about how they can privately access leave entitlements.
You can also advocate for a paid family and domestic violence policy in your specific workplace.
Post some family and domestic violence resources in discrete locations around your office such as on the backs of toilet doors so people know where to turn to for support. You never know who this might help!
Consider how the mental load also affects your workplace...
Are women and non-binary people always the ones to organise the birthday cakes, conference snacks, and going away gifts? Try creating a roster which equally shares the load and pin it in a place where everyone can see it. That way you don’t feel responsible or guilty when the male work colleague forgets to organise the get well card! #itsnotyourfault
Establish a walking group, yoga group or meditation group during the lunch break at work (or if you are feeling empowered, organise it during work hours!), which encourages women and non-binary people to clear their minds, move their bodies and provide those important opportunities to de-stress that they might be missing when they go home.
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