Women’s health is increasingly being recognised as broader than sexual and reproductive health, encompassing all conditions that affect women disproportionately or differently.
When it comes to support for these issues in the workplace, a new Jean Hailes report released today has signalled that women support policies for additional paid leave for all conditions, not just menstrual or menopause leave.
The report’s findings, from the 2023 National Women’s Health Survey, highlight that women want flexible work environments where they can feel supported to discuss and manage their health needs without fear of discrimination.
Out of more than 3,200 female respondents, 67 per cent of Australian women support additional paid sick or personal leave for all people. However, more than four in five of them believe that current employers or workmates may not be understanding if they were to request leave for a health concern.
“Workplaces need to be proactive in their support for women’s health,” said the CEO of Jean Hailes for Women’s Health, Dr Sarah White, in response to the report’s findings.
“This involves creating supportive working environments to discuss health needs, embracing flexibility and offering tailored support for women navigating various health challenges.”
“Flexibility in the workplace is not merely a perk but a necessity,” said White, adding that this is especially true for women with extra caring responsibilities such as parenting or looking after elderly parents.
Menstrual and menopause leave
While the Jean Hailes’ survey highlights the need for those who identify as women to have all their health concerns supported in the workplace, this certainly doesn’t exclude the need for menstrual and menopause issues.
“Women say they support menstrual and menopause leave because we asked specifically about those issues,” said White. “However, women also support additional paid leave for anyone managing a health issue.”
Survey data shows that 63 per cent of Australian women are in favour of additional paid leave for menstrual issues. And 62 per cent of respondents expressed similar support for menopause leave.
Nevertheless, more than three-quarters of women believe their employers will use menstrual and menopause leave as a reason to discriminate against women.
The survey found that most women would be comfortable asking for this specific type of leave if they really needed it, but only a small proportion would be comfortable taking frequent or long periods of leave.
And, sadly, most Australian women considered it embarrassing to disclose to their employer that they are menstruating or experiencing menopause symptoms.
Recommendations from the report
“Every woman’s health issue is valid, and it would be unfair if workplace flexibility was to prioritise menstruation or menopausal over, for example, endometriosis or fibromyalgia,” said White.
Jean Hailes’ report recommends that employers should consider additional paid leave (or other flexible working arrangements) for the full range of health issues that affect women’s ability to work, not just those related to menstruation and menopause.
“A comprehensive approach is key,” says White, noting that the full spectrum of women’s health concerns need to be addressed as this “is crucial” for women “at all stages of their professional lives”.
“We want to see workplaces that support women with flexible policies and access to leave when grappling with all health issues, be it periods, menopause, or any other health concern that impacts a woman’s ability to work,” she said.
Societal attitudes towards this comprehensive leave needs to be addressed as well, with the report recommending that “increased public awareness of women’s health needs is required to normalise discussion of these needs in the workplace and ensure women feel comfortable to request leave, workplace flexibility or other accommodations.
And if any form of specific leave for women’s health is introduced in the workplace, the report urges that employers ensure their polices don’t discriminate against anyone. This includes women in rural and regional Australia, culturally and diverse communities, women with disabilities, the LGBTIQA+ community as well as Aboriginal and Torres Strait Islander women.
“The goal is simple,” says White, “foster an environment where supporting health is a priority, and where flexibility is not just a perk but a right for all.”