THE NAWIC JOURNAL 2024
NORMALISING MENSTRUATION, MENOPAUSE, & REPRODUCTIVE WELLBEING IN THE WORKPLACE DESTIGMATISING WOMEN’S HEALTH THROUGH MODERN POLICY
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ainful periods are not normal. Yet, our culture has normalised menstrual pain and taught young girls, women, and gender diverse people to associate their experiences with feelings of embarrassment, shame and awkwardness; establishing a resilient menstrual taboo within our society. The instilled discreteness of our menstrual experiences has encultured menstruators to mask and dismiss the debilitating pain commonly associated with menstruation and menopause. The diversity of symptoms and severity of pain is further amplified for those with a diagnosis, or awaiting a diagnosis of Endometriosis, Polycystic Ovary Syndrome (PCOS) or other chronic illnesses. Some women may suffer throughout the entirety of their life, experiencing health challenges during menstruation, pregnancy - and the complications that many encounter in conceiving, postpartum, perimenopause and menopause. Although, understanding the true complexity of women’s health has not been prioritised in public health, and has therefore continued to undermine optimal health outcomes. At a time when the Victorian Government is taking proactive steps to address perimenopause and menopause challenges, as well as announcing an Australian first inquiry into Women’s Pain,
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it is essential to heighten discussions around modernising leave entitlements in our workplaces. To introduce policies which give recognition to the unique and ever-changing health challenges faced by women and gender diverse people. At the beginning of 2022, discussions surrounding Newpol Construction’s capacity to introduce employee-centric policies that reinforce our commitment to enhancing the health and wellbeing of our team began. We did not rush this process, as it was imperative that these policies reflected the needs of our employees, and would support the promotion of a diverse, equitable, and inclusive workplace culture. Newpol was proud to rollout three new policies in the 23-24 financial year, these included Newpol’s Parental Leave Policy, Mental Health and Wellbeing Policy, and Menstrual Health and Wellbeing Policy, which I will be focusing on in this piece. Through this policy, we wanted to support employees in their ability to adequately selfcare during menstruation or menopause and eliminate the need to deplete their paid sick leave entitlements, or take leave unpaid. Moreover, it was a tool to raise awareness, normalise conversations and remove stigma and or shame around the key reproductive health experiences and challenges faced by women and gender diverse people.