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Menstrual Leave Debate: Opportunity to Address Inclusivity in Indian Organizations Jyothsna Latha Belliappa Introduction Menstrual leave raises a number While legislation in several coun- of questions regarding women’s tries across Asia (including Indonesia, health, workforce participation Japan, Taiwan and South Korea) pro- and gender equity at work. This motes paid menstrual leave for paper addresses the issue in the women1, the issue arose only recently context of urban women in the in India when Culture Machine, a me- organized workforce. Their ac- dia start-up in Mumbai introduced a cess to clean, safe toilets at work policy of giving women leave on the and at home puts them at a rela- First day of (their) Period (popularly tive advantage compared to called “FOP Leave”) in July 2017 women in the unorganized sector. (Blush Originals, 2017). Soon after, the Menstrual leave policies, though Kerala based Media company well-intentioned, could have Mathrubhoomi followed suit and pri- negative consequences for gen- vate (unaided) schools in Kerala insti- der equity and need to be de- tuted a similar policy for teachers ployed with caution. The debate (NDTV, 2017).Culture Machine also on the policy has raised impor- began an online petition asking the Min- tant issues related to how work- istries of Human Resource Develop- places can be more inclusive of ment and Women and Child Develop- women’s bodies. It is suggested ment to make FOP leave the law. At that discussions on gender the time of writing this article a private inclusivity must take into account member’s bill has been tabled in Par- the intersection of gender with liament proposing two days leave ev- age, class and position in the or- ery month for menstruating women. ganizational hierarchy. 1 Research suggests that compliance with the legislation is patchy with some companies ignoring Jyothsna Latha Belliappa (E-mail:j.belliappa@ the law and others giving it only request.http:// gmail.com) is Faculty, Srishti Institute of Art, Design workspace.unpan.org/sites/internet/Documents/ and Technology, Bangalore. UNPAN96599.pdf 604 The Indian Journal of Industrial Relations, Vol. 53, No. 4, April 2018 Menstrual Leave Debate Media Debate struation will continue to remain in public discourse in India. The media debate around FOP leave is the latest in a series of social and ad- It is likely that menstruation will vertising campaigns that seek to address continue to remain in public dis- taboos around menstruation. In 2015 an course in India. online and offline campaign was launched, Happy to Bleed, which sought to break the secrecy and stigma against Following Culture Machine’s much acknowledging one’s period in public publicized institution of FOP leave, there (Sanghani, 2015). It began in response was intense debate in the media with to comments by a priest at the Sabrimalai some welcoming the move as an impor- temple reiterating the temple’s policy of tant step in supporting women who suf- not allowing women of reproductive age fer from pain and discomfort during their to enter due to the concern that they periods while others decrying it as a re- might be having their period. Another gressive step that would limit women’s campaign Pads Against Sexism initiated hard-won right to equal treatment at in Germany and taken up by students in work and inhibit their recruitment (as Jamia Milia Islamia, New Delhi and companies might view them as less pro- other universities across the country at- ductive than their male peers). Interest- tempted to break the secrecy around ingly, both those for the legislation and menstruation and address age old cultural those against claim that having one’s taboos against discussing one’s body in monthly period is ‘natural’, and not a public (Sarfaraz, 2015). cause of embarrassment. Obviously, the arguments that they make following this The popular sanitary napkin brand claim are different. Whisper recently ran an advertising campaign against taboos associated with Since the Maternity Benefits Act menstruation (not playing sport, staying (2017) has recently been amended to in- indoors) and questioning traditional su- crease maternity leave from 12 to 26 perstitions such as banning a menstru- weeks, there is concern that giving ating woman from touching pickles. The women multiple types of paid leave will soon to be released Bollywood film cause resentment amongst men. Rachel Padman starring actor Akshay Kumar Chitra (2017) writing in the Times of In- (a biopic of Arunachalam Muruga- dia and Somya Abrol (2017) in India To- nantham who created an award winning day quote several women (and men) from low cost sanitary pad for the Indian the corporate sector who oppose the market) also addresses menstrual policy arguing that it would undermine the stigma. The film’s marketing campaigns cause of gender equality. Mitsu Sahay feature the producer and actors advo- (2017) makes a similar argument on the cating open discussions about menstrua- popular digital platform ‘Feminism in In- tion. Therefore, It is likely that men- dia’. The Indian Journal of Industrial Relations, Vol. 53, No. 4, April 2018 605 Jyothsna Latha Belliappa Well-known journalist Barkha Dutt and emotions such as irritability and tear- (2017) strongly opposed the policy de- fulness associated with pre-menstrual scribing it as ‘goofy’ and ‘paternalistic’. syndrome (PMS) as some of the symp- Claiming that she covered the 1999 Kargil toms that interfere with their perfor- war whilst having her period, she argued mance at work (Blush Originals, 2017). that the policy would prompt a backlash One employee claims, “I’m a dictator on and undermine those women who are try- the first day of my period.”; another ing to enter professional roles to which states, “The worst thing someone can do they have been traditionally denied ac- [during my period] is talk.” While any cess: military combat for instance. Tak- workplace might have (both male and ing Dutt’s point further it could be ar- female) dictatorial managers, associating gued from a feminist perspective that the such behavior with PMS furthers stereo- policy reinforces biological essentialism2 types about women’s supposed emotion- which has been used to socially and eco- ality, which have historically been used nomically marginalize women. to limit their access to positions of re- sponsibility and authority. Culture In the American context, similar ar- Machine’s video thus strengthens patri- guments have been made (Zillman, 2017; archal biases by positioning menstruat- Waldman, 2017). When a UK based or- ing women as hysterical and irrational. ganization, Coexist, instituted it last year commentators voiced concerns that it Those in favor of period leave argue would inhibit recruitment of women and that it is a mark of an organization’s sen- negatively affect productivity and profit- sitivity to the needs of women employ- ability of organizations to give a large ees. They cite chronic conditions such number of workers paid leave for twelve as endometriosis, adenomyosis and poly- days of the year. One male commentator, cystic ovary syndrome (PCOS) which news presenter, Philip Schofield suggested are associated with severe and unman- that women might misuse the policy (ITV, ageable pain and symptoms like heavy 2016). While the possibility of misuse bleeding, irritable bowels and nausea. might equally apply to sick leave and any These arguments are supported by pub- form of flexibility granted to employees, lic health research: endometriosis affects the concern that it might prejudice employ- about 10% of women in the reproduc- ers against female employees is supported tive age group (Rogers et.al, 2009). The by research on flexible work options for prevalence of polycystic ovarian syn- women as discussed later. drome is harder to pinpoint as different sources tend to suggest vastly different Culture Machine’s video promoting levels of prevalence in individual popula- FOP leave shows its women employees tions. For instance, in India different citing severe cramps, nausea, headaches sources estimate it to range from 10% of the population to 20% (this divergence might be attributed to the existence of 2The belief is that men and women have certain sex specific essential qualities for biological reasons. multiple types of criteria for diagnosis). 606 The Indian Journal of Industrial Relations, Vol. 53, No. 4, April 2018 Menstrual Leave Debate PCOS is also said to be on the rise due mobile urban women. Shrada TK Lama to lifestyle issues (Pathak, 2015). (2017) points out that it does not address the vast majority of Dalit and non-Dalit Even women who do not have women employed as unskilled and semi- chronic conditions suffer significant dis- skilled workers who have limited access comfort which is managed by over-the- to menstrual hygiene products. Mitsu counter pain medications, rest and home Sahay (2017) argues the debate does not remedies. Many symptoms can be alle- include homemakers as workers in spite viated with rest or by avoiding physically of their vital economic and non-economic demanding tasks (the amount of rest re- contribution. Even though school teach- quired differs from one woman to an- ers have received the benefit of FOP, the other). It is noteworthy that women who debate does not take students into ac- do not suffer from chronic conditions do count; adolescents have difficulty adjust- not necessarily have equally painful pe- ing to their menstrual cycle and require riods during every cycle. Some cycles special consideration. While acknowledg- could be more painful than the others for ing these significant gaps in the discus- various reasons including stress, changes sion, it may be argued that the media in hormonal levels and diet. debate creates an opportunity to consider how organizations can be inclusive of women’s bodies and bodily functions. In India as in many other cultures there is a great deal of secrecy and Traditional & Contemporary shame associated with one’s men- Perspectives strual period. The FOP leave debate needs to rec- Supporters of FOP argue that it ad- ognize the structural inequalities and pa- dresses taboos around discussing men- triarchal culture that informs women’s struation. In India as in many other cul- access to paid employment in India. A tures there is a great deal of secrecy and fairly widespread cultural taboo positions shame associated with one’s menstrual menstruation as ritually ‘impure’. Many period. Girls often enter menarche with- religions restrict women’s access to sa- out any knowledge of menstruation ex- cred spaces and bar them from partici- periencing shame, anxiety and fear when pation in rituals either during their peri- they encounter their first period. Knowl- ods or for the entire duration of their adult edge about menstruation and reproduc- lives until they reach menopause. A well- tive health continues to be limited well known example of this is the restriction into adulthood. These factors are exac- of women from Hindu temples during erbated by cultural taboos and practices their reproductive years (Deepalakshmi, associated with menstruation. 2015).In many upper caste Hindu house- holds it is not uncommon to segregate The media debate on FOP leave is women and prevent them from entering framed around the concerns of upwardly the kitchen during menstruation. The Indian Journal of Industrial Relations, Vol. 53, No. 4, April 2018 607 Jyothsna Latha Belliappa These taboos create shame and se- Challenges crecy around menstruation making it difficult for women and girls to talk about The World Economic Forum’s Glo- their periods and related conditions bal Gender Gap Report (2017) reveals openly even within their families. For that India ranks108th out of 144 countries; many women brought up with these ta- it fares even worse in the category of boos, discussing one’s period at work economic participation of women (ranked would be unthinkable (although necessary at 139). The report reveals that women to break taboos). account for only 11% of the board mem- bers of publicly traded companies and Another important cultural issue re- 15% of personnel working in research lated to menstruation in India is the exist- and development, suggesting that the ence of taboos and stigmas which limit the glass ceiling remains strong and women possibility of open conversations about have had limited success in breaking it. menstrual health. van Eijk et. al (2016) found that only 50% of Indian girls know Deepika Nath (2000) suggests that about menstruation when they get their first women need to contend with a number period. Although sexuality education is of obstacles to promotion including con- gaining ground in India with the Ministry cern that they will not be committed to of Health launching the adolescent health their careers after marriage and child- resource kit and associated app to dissemi- birth or that they will not be willing to nate knowledge about puberty (Ministry of travel extensively. She argues that “mari- Health, 2017) and many private schools tal status was used to infer willingness initiating conversations on the issue, it is to re-locate and commitment to the or- still patchy and a vast majority of women ganization (2000, n.p). Although Nath’s still have poor access to knowledge about research is seventeen years old, her ar- their own bodies and sexual health. gument is relevant even today. Shruti Janardhan (2017) suggests that when it comes to jobs that require travel and field- If hastily and poorly implemented work, men tend to be hired over women; it could strengthen misconceptions the latter are often asked in job interviews about menstruation. when they plan to marry or have children. The stigma and secrecy surrounding menstruation needs to be eradicated via This author’s (2013) research advocacy, education and activism (such amongst women employed in the IT in- as the Happy to Bleed and Pads Against dustry found that many could not partici- Sexism campaigns) but a leave policy for pate in informal networking which was adult women in the workforce does not required to increase their visibility and address this issue. Rather if hastily and social capital in organizations: some of poorly implemented it could strengthen this networking happened in the evenings misconceptions about menstruation. and over the weekends (when women 608 The Indian Journal of Industrial Relations, Vol. 53, No. 4, April 2018 Menstrual Leave Debate were engaged in domestic work and seniority, age and increase in qualifica- childcare) but over smoke-breaks and tions (up to Master’s level). Varkkey and long lunches which men could engage in Korde (2013) argue that this pay gap as their domestic responsibilities did not might be explained to a very large extent require them to rush home. Since they by discriminatory practices and attitudes could not spend more than eight-nine of employers. hours at the workplace, women tended to work through the day with minimal Indian women’s labor force partici- breaks allowing little room for building pating has declined over the 21st century informal relationships. from 32.7 per cent to 24.8 per cent in rural areas and from 16.6 per cent to 14.7 Based on research amongst men per cent in urban areas from 2004-05 to employed in Indian companies, Jain and 2009-10 (Ministry of Statistics, 2016). Mukherjee (2010) argue that the contin- While the cause of this decline has not ued existence of the glass ceiling can be been clearly identified; it might tentatively attributed to entrenched patriarchal atti- be explained by the U curve hypothesis tudes even though its existence is denied which suggests that in the early stages by their respondents. That their male re- of economic growth, women’s labor spondents were unaware of their gender force participation falls but rises as the biases points to the enduring nature of service sector grows alongside economic patriarchy in Indian organizations. Their advancement (Lechman & Kaur, 2015). findings are supported by Budhwar, Saini Another explanation could be that urban and Bhatnagar (2005) who argue via a educated women are pushed out of the literature review of research on women labor force by some of the factors listed in management that men’s inability to above: high pay gap and lower rates of take orders from senior women is a ma- promotion; childcare responsibilities and jor source of workplace conflict and the unavailability of flexible work options. stress for women. De-motivation could also result from experiences of sexism, harassment and hostile work environments. Even if the Men’s inability to take orders from work environment is not overtly hostile, senior women is a major source of it could be non-conducive in other ways workplace conflict and stress for since organizations were traditionally women. constituted around the needs and lives of men. The gender pay gap in India is another indicator of women’s The Way Forward marginalization at work. Employing data gathered from www.paychek.in, the gen- The research discussed above points der pay gap in India for 2013 was 24.81% to the need for gender inclusivity in the (Varkkey & Korde, 2013). The data also workplace. While such initiatives are in suggest that the pay gap increases with place in many organizations particularly The Indian Journal of Industrial Relations, Vol. 53, No. 4, April 2018 609 Jyothsna Latha Belliappa those operating within the knowledge ployees who perceive the organization to economy, women’s minority position in be supportive tend to score higher in per- terms of numbers as well as access to formance appraisals (possibly due to positions of power suggest that much higher levels of motivation). more can be done in this regard. Often employers are reluctant to invest re- The business case for inclusivity is sources and time on gender inclusivity underlined by an ongoing campaign by the and offer only lip service to the issue but Indian job portal dedicated to women, research suggests that such investment Sheroes, which encourages women to has tangible benefits for organizations. In review their employers anonymously the context of USA Herring (2009) sug- based on their gender inclusivity policies gests that gender diversity is associated and currently has 10,000 reviews of over with increased sales revenue, more cus- 350 companies (Sheroes Organization tomers, and greater relative profits while Section, n.d.). As organizations get re- Wayne and Casper (2012) find that a viewed formally and informally on main- firm’s reputation as inclusive and family stream and social media information friendly (as rated by the popular business about their policies enters the public do- magazine Fortune) is important for cam- main making it necessary to engage in pus recruitment as students believe that inclusive behaviors to hire and retain such an organization will be supportive women. and foster job performance. Dezso and Ross (2012) argue that there is a signifi- The FOP leave debate offers an op- cant increase in economic value for firms portunity for discussing how organizations which have even one woman in top man- can be more gender inclusive with re- agement. gard to women’s bodies. Menstruation is an issue that affects all women and proactively yet due to the stigma and se- Gender diversity is associated with crecy associated with it, mentioning one’s increased sales revenue, more period at work is difficult. Therefore even customers, and greater relative when menstrual leave options are avail- profits. able women do not always exercise them as we see in the case of Indonesia In their study of over 300 call centre (Bennington &Habir, 2003). Unfortu- employees in Delhi Verma, Bhal and Vrat nately work culture in India (especially (2013) found that gender sensitive poli- the corporate sector) values workaholism cies correspond with higher job satisfac- and presentism i.e. employees are re- tion and reduced stress which in turn is warded for face time in the workplace associated with increased employee loy- and for sacrificing their personal and fam- alty. Studying the experiences of women, ily lives to the demands of the workplace. religious minorities and sexual minorities Under the circumstances taking sick- across three companies in India, Rawat leave itself causes anxiety about percep- and Besergekar (2016) found that em- tions of malingering as Daniel Fernandes 610 The Indian Journal of Industrial Relations, Vol. 53, No. 4, April 2018 Menstrual Leave Debate (2017) argues in support period leave. water and poor waste disposal).The lack However, he fails to recognize that pe- of toilet facilities limits not only women’s riod leave is beset by the same problem. access to employment and education but also increases the possibility of physical Whether organizations choose to of- and sexual assault. fer period leave or not, they need to take concrete steps to be more inclusive of Access to clean toilets, adequate women’s bodies. A number of initiatives water for washing and to soap and safe, are outlined below but given the hierar- absorbent menstrual hygiene products is chical nature of Indian society and In- a basic human right which has a direct dian workplaces, it is important to take impact on the physical health and psy- an intersectional approach. Some initia- chological well-being of women. Many tives can be applied across the hierar- women do not drink enough water when chy to all women employees but, due to toilet access is restricted and are thereby the physically demanding nature of their prone to dehydration, fatigue, gastritis, work and their lack of disposable income, kidney damage and high blood pressure. women in semi-skilled and unskilled roles Other health risks associated with un- need special consideration. clean toilets include hookworms which cause diarrhoea, anaemia, weight loss Toilets &Other Resources and urinary tract infection. The FOP debate does not address the Unlike women employed as blue-col- issue in an intersectional manner, taking lar workers, janitors and cooks, women into account the differential access to employed in the white-collar positions in toilets in terms of class and for different the organized sector have better access occupational groups. For instance, con- to clean toilets and adequate water in struction sites in India often lack toilet their homes and workplaces. However, facilities. While female engineers might lack of access to clean public toilets (with difficulty) manage the situation by would be a significant challenge while leaving the site for extended breaks commuting which Paromita Vohra’s film through the day, many women laborers Q to P documents in the context of suffer without toilet access. Mumbai. The problem is exacerbated during menstruation and affects women The absence of sanitary public toi- across class positions. Many young lets is a major issue affecting women women workers in urban India use pub- across India. Poor toilet access is still a lic transport (train, metro rail and buses). major public health problem in India. Travelling by public transport with stand- According to Water Aid’s 2016 report, ing room only for an hour or more and about 10% of urban dwellers defecate in rushing to change trains or buses is diffi- the open. Also about 41% of urban dwell- cult under any circumstances and likely ers lack access to safe, private toilets (i.e. to increase significantly the discomfort they use common toilets with insufficient experienced due to menstrual cramps. The Indian Journal of Industrial Relations, Vol. 53, No. 4, April 2018 611 Jyothsna Latha Belliappa This difficulty tends to affect younger/ toilets is universal, such distinctions are junior women more than senior manag- inequitable. ers who might own cars. If organizations cannot provide reasonably comfortable As Sahay (2017) argues, every work- transport for women (at least) during their place needs to stock sanitary products periods, optional menstrual leave might and pain medication for women to use in be considered. an emergency. Heat pads are also use- ful in pain management. In many cases menstruating women need only a semi- If organizations cannot provide private, quiet space in which to take a reasonably comfortable transport short break from work. Since the Amend- for women (at least) during their ment to the Maternity Benefits Act periods, optional menstrual leave (2017) requires establishments with more might be considered. than fifty employees to provide a creche for children and nursing mothers, the One of the most essential priorities same space can be used by menstruat- of inclusivity is to have more toilets for ing women for rest. women in the workplace, which are clean, well ventilated and have a regular sup- Re-socialization & Dispelling ply of running water. If space is at a pre- Taboos mium, workplaces need to provide more toilets for women than men, given that Given existing cultural taboos, women women need to use the toilet more fre- currently hesitate to mention chronic quently especially during their menstrual menstrual conditions in sick-leave appli- periods or during pregnancy and also on cations. The problem is exacerbated reaching menopause. Women are also when supervisors are male. De-stigma- more prone to urinary tract infections than tizing menstruation requires re-socializa- men. Organizations that require prolonged tion within the organization. For instance, periods of fieldwork need to make ac- employers can explicitly state in their cess to clean toilets a priority in field sites leave policy that painful menstrual con- especially for women. ditions are grounds for sick leave or, if the nature of the job accommodates flex- An intersectional perspective on toi- ibility, for working from home thus en- let access would need employers to con- abling women to openly discuss their sider if all women employees have ac- struggles with menstrual discomfort. As cess to clean toilets. Given traditional menstruation is de-stigmatized in this way cultural practices around hierarchy, many women will experience less embarrass- workplaces have separate toilets for staff ment in requesting sick leave for chronic at different pay grades with managerial and painful menstrual conditions. staff having a lower ratio of people to toilets than say, blue collar workers. Another way to re-socialize employ- However, given that the need for clean ees is to enable informed discussions on 612 The Indian Journal of Industrial Relations, Vol. 53, No. 4, April 2018 Menstrual Leave Debate women’s health as part employee wel- when women or other marginalized groups fare programs. Given the low priority espouse the cause of diversity, they tend accorded to sexuality education in India, to be penalized in terms of negative per- not only girls but adult women too tend formance ratings and stereotypes while to be under-informed about their own men from powerful groups are not penal- bodies. Inviting gynaecologists, psycholo- ized for holding similar values. Their sug- gists or public health workers to discuss gestion that inclusivity initiatives should be not only menstruation but all forms of championed by a white male spokesper- reproductive health in a frank, sensitive son who enjoys social prestige could be and non-threatening manner enables applied in India: when senior men indicate women employees to access vital infor- interest in creating an inclusive environ- mation and also sends a message that the ment, others are likely to model the same employer is concerned about this issue. sensitivity. For instance, anecdotal evidence suggests that women across class have a poor When such conversations involve understanding of menopause. It is impor- women employees across pay-grades, it tant that this condition is included in the is likely to enable mutually supportive conversations on women’s health as a relationships and, importantly, to alert response to the needs of older women white-collared women to their own privi- employees. leges. Upwardly mobile white-collar employees are usually unaware of the While some talks could address day-to-day experiences of blue collar women enabling discussion of sensitive workers, janitors, cooks and cleaners concerns in the privacy of an exclusively whose access to piped water and sanita- female group, it is important to periodi- tion is severely restricted within their cally involve men by informing them homes and at times, within the work- about their women colleagues’ experi- place. ences and the need for a supportive workplace. Conversations involving men Encouraging women to learn from should dispel menstruation myths such as each other’s experiences across class, the idea that PMS affects women’s ra- organizational role and position and age tionality and decision-making capacity is important to building sorority within the and aim to pre-empty the possibility of a workplace. Such exchanges will be backlash against women. meaningful only if they do not invalidate the experiences of individual women. For Initial attempts at discussing gender instance, those who do not suffer from inclusivity (particularly related to women’s painful periods or serious PMS (Pre- bodies) might meet suspicion or resistance menstrual syndrome) symptoms might not but should not deter management from be able to relate to the experience of engaging employees gradually and system- those who do but it is important that the atically using sensitive and appropriate latter are heard with empathy and re- language. Hekman et.al (2017) found that spect. The Indian Journal of Industrial Relations, Vol. 53, No. 4, April 2018 613