Rewriting Productivity By Advancing Menstrual Equity
By Domunique Lashay
illustration: Mariana Trujillo-Lezama
We are currently living in an epidemic of menstrual inequity as it relates to the current North American economic structure. People with periods are more disconnected from their bodies' natural cycles, rhythms and flow than ever before and are paying the price.
“Why?”, you may ask. Capitalism.
Disclaimer: This article may link to external articles that include language that is gendered. It is important to recognize there are many social groups that have periods and a menstrual cycle. Menstruation is not an experience that is limited or reserved to cis women.
The issue
Capitalism is defined as: an economic system whereby the means of production are organized by business owners. Capitalists then hire workers to operate the means of production in return for wages. Workers do not have any claim on the means of production nor on the profits generated from their labour.
Productivity is defined as: a measure of economic performance that compares the amount of goods and services produced (output) with the amount of input used to produce those goods and services.
In North American society, the only tool we have to measure productivity is how one performs within the current universal labour force structure. This labour force structure was entirely built to accommodate the circadian rhythm which is the more dominant rhythm within male biological bodies.
Circadian rhythms are 24-hour cycles within the body’s internal clock that cause hormonal, behavioural, energetic and other biological changes. They reflect the light-dark cycle of the environment, primarily following the sun. The labour force structure intimately mimics this circadian rhythm: Five day consecutive work week, eight hour work day and consistent daily start time in the morning and end time in the evening. Circadian derives from Latin and translates to “around a day.” Dian meaning day and circa meaning around.
Of course not all people work within this type of labour structure. It is extremely common for people with periods to be underemployed or non traditionally employed (such as working temporarily, precariously, overnight, overtime and part time schedules). This is often due to their external obligations such as home and child care or class and educational barriers that are often a result of gender discrimination.
However as a rule the 9-5, 5 day workplace arrangement is the most dominant arrangement and regardless menstrual cycles are rarely if ever accommodated for.
This is significant because, while people with periods do have a circadian rhythm, they also experience a secondary (and potentially more powerful) rhythm called the infradian rhythm. The infradian rhythm is a biological rhythm that occurs for longer than 24 hours. The menstrual cycle is a type of biological infradian rhythm but it also extends to menopause and pregnancy.
It accounts for the fluctuations of the major hormones involved in reproduction: estrogen, progesterone, luteinizing hormone and follicle stimulating hormone. Infradian is also derived from Latin and translates to “beyond a day.” Dian, again meaning day and infra meaning beyond.
Biologically, it is natural for people with periods to have vastly different hormone, behavioural, energetic levels based on different days, weeks, months and seasons because of this rhythm.
With this in mind, it is easy to see how the current labour force structure does not only not accommodate for the menstrual cycle, but arguably perpetuates against it. The productivity and performance of people with periods is measured against people who are biologically different and within systems and structures that are not built to support them.
People with periods are expected to perform at the same time, on the same days, at the same capacity to accommodate according to their circadian rhythm regardless of where they are biologically, energetically, or hormonally due to the influence of their infradian rhythm. Their unique needs and accommodations are neither understood nor respected.
The negative results of this are both physiological and psychological. It is not uncommon for people with periods to experience moderate to severe hormone imbalances and conditions due to having to work within these often oppressive working environments (although there are other factors). As well as productivity continues to be measured and rewarded based on a system that can be harmful.
The solution
The current labour force as it relates to productivity is the perfect example of equality, when what is really needed is equity.
It’s difficult to imagine realistic and sustainable solutions to bring justice to those impacted by this social issue. We often barely talk about menstruation due to its stigmitization and social taboo. The reasons behind this are multifaceted and complex but can be boiled down to the fact that it is a health phenomenon that historically impacts groups that have been marginalized and oppressed such as women, transgender folks and non-binary folks.
Because of this, there has been little to no innovation or creativity that would lead to more menstrual equity as it relates to productivity. Regardless, I do think that there are some changes that every organization can make to better support their team members’ biological rhythms.
Improve communication
Create opportunities for the people within your organization to talk to you about their menstrual cycle. Give space for them to tell your leadership team about their cycle and how it is impacting their productivity. If they are in pain, having poor mental health, or just low energy levels related to their menstrual cycle - listen and validate their experiences as you would with any other illness or health issue.
In this process, be intentional about gender inclusion and remember that for gender non-conforming, non-binary and trans folks, speaking about menstruation may be even more challenging. It is crucial to create a working environment where it is safe for people of all genders to share their menstruation experiences, not just cisgender women.
In addition, be aware that many people have faced depending on the extent, menstrual cycle related conditions are considered disabilities. Many have faced discrimination disclosing experiences of pain, mental health challenges or disability in workplace environments . As such, be sure your employees know their rights and that the organization is competent and able to provide accommodations to all, without judgement.
Provide benefits
Companies around the world have started to implement menstrual equity related services for their employees such as paid menstrual leave and free menstrual products. Free menstrual products in particular are notoriously unaffordable and inaccessible especially for lower income workers leaving many to suffer from period poverty. Providing them as a benefit to your employees who may need them is a tremendous way to support those workers individually as well as works to destigmatize and change the taboo around menstruation on a more collective level.
Others are providing access to menstrual cycle related services through their insurance or employee wellness benefits. While this may be out of reach for some smaller companies in the interim, including these benefits and considerations as a part of your long term planning can be transformative.
Foster self and body agency
When I think of true menstrual equity in the workplace, I imagine offering people with periods the opportunity to adapt their workload to align with their menstrual cycle. For example, people with periods would be offered the opportunity to practise bodily and self agency and rest more and work less during the lower energy phases of their cycle and vice versa during their higher energy levels. Essentially I imagine a workforce that allowed for their employees to cycle sync.
I understand the limitations and extensive considerations that impact this being possible right now but I believe we can work towards this as a reality. While there is no one clear path, I believe starting with points number one and two and continuing to hold the vision of point three is the most natural and most hopeful progression. I deeply believe that freedom, rooted in self and bodily agency, would increase productivity as opposed to decrease it or crash the labour force system all together.
While we may be currently operating from a place of menstrual inequity, this like anything else, has so much space to change and improve. Not too long ago, people with periods were not included in the workforce at all and now they are offering beautiful, important, meaningful contributions to the workforce at all levels and in all capacities. With time, we can collectively shift to better accommodate and support the unique biological needs of people with periods as it relates to productivity and work.
Domunique Lashay is an artist, entrepreneur and activist striving to create more harmony and equality in the world. She is deeply committed to telling stories and leading conversations about what it means to be well — especially when it comes to menstruation due to her lived experiences with Endometriosis and PMDD. You can follow her on Tiktok, Instagram or YouTube. DM her anytime and tell her about your period :)