Stichting PSI Europe’s Post

Period Positive Workplace isn’t just a slogan, it's an investment in gender equity and inclusive spaces for all colleagues. As a Period Positive Workplace, Lumo prioritises menstrual health and provides access to free period products. Let's break the stigma and promote a supportive menstrual environment together! Did you know that research shows inadequate menstrual health conditions in the workplace can lead to wage loss, absenteeism, and limited mobility? As a business, Lumo is committed to promoting menstrual equity and supporting our colleagues. By providing access to free period products and accommodating menstrual needs, we're investing in gender equity and creating a Period Positive Workplace. Let's break the stigma and build inclusive spaces together! Lumo is proud to join the global movement to build equity and inclusion in the workplace by providing access to period products at work! We want anyone who menstruates to feel comfortable and valued in the workplace. This is our commitment to challenging period stigma! We are creating a caring culture in which people feel valued and diversity is celebrated. This is why Lumo is committed to challenging period stigma, by offering period products to our colleagues. Our inclusive workplace is good for our colleagues’ well-being and for our business! Lumo is a Period Positive Workplace and we are committed to making our workplace more inclusive, recognising the stresses that can occur during a period, and providing equal access to period products for those who require them. This is our commitment to challenging period stigma! #periodpositiveworkplace  #periodpositive  #inclusiveworkplace  #menstruationmatters  #workplaceperiods #menstruationatwork

♀️🚺𝐏𝐫𝐨𝐦𝐨𝐭𝐢𝐧𝐠 𝐦𝐞𝐧𝐬𝐭𝐫𝐮𝐚𝐥 𝐡𝐞𝐚𝐥𝐭𝐡 𝐢𝐧 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞🚺♀️ Promoting menstrual health in the workplace is essential for fostering inclusivity and supporting the well-being of 𝗮𝗹𝗹 employees. By addressing menstrual health openly, we can help dismantle stigma and ensure a comfortable environment for those affected. Key Actions Employers Can Take: 🌸Open Dialogue: Encourage conversations to reduce stigma and create a supportive atmosphere. 🌸Flexible Policies: Offer flexible working hours and remote work options during menstruation. 🌸Access to Products: Provide free feminine hygiene products in restrooms. 🌸Education and Training: Increase awareness and understanding through regular training. 🌸Comfortable Facilities: Equip restrooms with necessary amenities for comfort. 𝐁𝐞𝐧𝐞𝐟𝐢𝐭𝐬: 🌺Inclusivity: Supports gender equality and inclusivity, making the workplace more welcoming for everyone. 🌺Employee Well-being: Addresses a critical aspect of health that affects many employees, improving overall well-being and job satisfaction. 🌺Productivity: Reduces absenteeism and enhances productivity by accommodating employees' needs. 🌺Positive Workplace Culture: Fosters a culture of care and respect, which can boost morale and loyalty. 🌺Employers should prioritise menstrual health to create a more inclusive and productive workplace. ℝ𝕖𝕒𝕕 𝕞𝕠𝕣𝕖 𝕙𝕖𝕣𝕖:(https://lnkd.in/eH3gPNkc)

Does your organization have a period #policy? I'll be honest; for most of my career, I’ve been in environments where the mere mention of periods would raise eyebrows. Yet, the reality is that #menstruation is a natural part of life for so many of us. Globally, the adoption of period policies—measures that acknowledge and accommodate menstruation in the workplace—is gaining momentum. In countries like the UK and Australia, several companies have implemented such #policies to support their #employees, reducing stigma and improving workplace inclusivity. India is beginning to see a rise in awareness, though widespread adoption is still in its early stages. Introducing a period policy in an organization starts with understanding and empathy. It’s crucial to educate all employees about women’s reproductive health to cultivate an environment of support and #inclusivity. A practical step is to initiate open discussions, perhaps through workshops or informal meetings, where information is shared, and questions can be addressed openly. When speaking about menstruation, it’s important to present the facts plainly and professionally. For instance, over 80% of women experience menstrual pain at some point in their lives, which can significantly affect their daily activities, including work. Addressing this with a policy that offers flexibility or additional support during menstruation can make a profound difference in an employee's comfort and #productivity. This approach to menstruation shouldn’t be revolutionary. It's about acknowledging a biological reality with #dignity and #respect. Normalizing conversations around menstrual health is essential. By talking openly about it, we chip away at the outdated stigma and make room for more supportive work environments. In your workplace, have you felt the need for more #understanding around menstruation? How would a period policy change your work environment or the environments of those you know? Share your thoughts in the comments below. #women #periodpolicy #workplace #thebridge #ssunainavij

Very interesting article discussing the wellbeing of women in the workplace, gender pay gap, and highlighting the landscape in different countries. How fascinating is to learn that the "word for the menopause in Japan ‘konenki’, means transformation and renewal. In the UK, the discourse is biomedical, with the menopause presented as an ‘invariant biological transformation’ (Lock & Kaufert, 2001) that brings decline and loss (de Salis et al., 2018)." https://lnkd.in/eGhgqjpA

Sattva Knowledge Institute's livelihoods lead Tripti Naswa shared her views on #menstrualequity with the businessline's Anjana P V. She says: "While some argue that mandatory menstrual leave could disincentivise companies from hiring women, this is yet to be seen. Countries like Japan and South Korea haven't seen a decline in women's employment after implementing menstrual leave. However, this might impact women in the unorganised sectors a lot more due to resource crunches. Women in these work environments are at a greater disadvantage especially when it comes to accessing clean and safe facilities at work." Read the full article here: https://lnkd.in/gikSC3kE #genderinclusion #inclusiveworkplace

Good Afternoon LinkedIn Professionals Navigating the corporate world as a working woman comes with its unique set of challenges, one of which includes managing painful menstrual cramps. It's a reality we, as a society, often overlook. Yet, it's a significant factor affecting women's wellbeing and productivity at work. In recognition of this, I believe we should advocate for paid menstrual leaves. A week off from work during this time can significantly enhance their comfort, productivity, and self-esteem. This is not just about corporate responsibility but about fostering an inclusive work environment that respects and acknowledges the unique experiences of all its members. Let's strive to make our workplaces more understanding and supportive, where women's health is a priority, not an afterthought. #womenempowerment #menstrualleave

🩸 Beyond the Taboo: Men as Allies for Menstrual Health in the Workplace 🩸 At our recent panel led by Beyond Equality and Bloody Good Employers the attendees posed these key questions about fostering menstrual health awareness at work to our panellists. *These are legitimate questions that were asked in the chat box but they have been edited in order to ensure full anonymity. - Who should lead these conversations? — Is there a stronger impact when sessions are run by HR, ERGs, or external experts? - Are men hesitant to engage? — How can managers and colleagues feel more confident about starting these conversations? - How can we ensure inclusivity? — What’s the best approach to include and respect trans men and non-binary individuals in these discussions? - Does misinformation add to discomfort? — Is the lack of research and awareness on menstruation and conditions like PCOS and endometriosis adding to barriers? I’m so grateful to Daniel Guinness, PhD, Elliott Rae, Joseph Gray and Alex Holmes for sharing their expertise, insight but also their ongoing willingness to listen and learn about how to be better allies. The engagement and questions we received really demonstrate the necessity of these conversations but also the power in organisations collaborating together to bring solutions to workplaces across the UK. Let’s continue breaking stigmas and building a supportive workplace! #MenstrualHealth #Allies #Inclusion #MensAllyship

Jane Bradshaw Jones, HRBP at AdviserPlus, recently spoke to People Management Magazine about a topic that’s often overlooked but deeply affects many of us: reproductive health in the workplace. When we don't talk about periods and reproductive health, it can lead to feelings of isolation and have serious consequences on our work life—from concentration and productivity to mental health and even career choices. Read more in the article here: https://hubs.la/Q02F3M0c0 By prioritising awareness and education around menstrual and reproductive health, introducing clear and comprehensive policies, and using data-driven insights to identify issues, organisations can help to improve inclusion and reduce stigma. This will ultimately improve employee experiences and could help reduce sickness absence and improve productivity for those affected because they feel more supported. The research discussed in the article highlights the urgency with which organisations need to act to introduce strategies to improve inclusion and avoid disengaging or losing top talent. 📝Assess how inclusive your organisation is with our Equality, Diversity and Inclusion assessment calculator: https://hubs.la/Q02F3gqk0 💻 Then get in touch to find out how our EDI Consultancy services help you to future-proof your EDI strategy. #inclusiveworkplace #EDI #DEI #inclusivity #reproductivehealth

#worldmenstrualhygieneday #letsungender To celebrate World Menstrual Hygiene Day, our founder and MD, Pallavi Pareek started the conversation by hosting a poll about the "Period Leave Policy". To understand the inclusivity that is happening across organizations. We got 125 votes, of which 78% said they don't have dedicated period leaves in their organization. It is significant that women in the workforce need inclusive policies addressing their health and well-being. Off-late, this topic of "Period Leave Policy" was debated across different forums and fraternities but not by the real #menstruators themselves. It took a while with a lot of #activism to talk about #Period/#menstruation in an open forum. But, still, there is silence from the individuals who have awful #livedexperience of being in periods and at the #workplace. Yes, We can understand that one-size policy will not fit for all, but certainly, we can incorporate #inclusive policy to bring in more women to work and give them comfort to deliver the productivity they have. It is not about #equalopportunity, It is about bringing #equity to the workforce and the workplace. Let's start the conversation and share the lived experience to bring in potential changes that we all desire to have. Let's build an equitable workplace where our future generation will feel the comfort of the conversation that we start today. Fill in the comments with your "lived experience of having your period during a workday." Also, share any policy changes that you would like to see or have already seen in your organization. 😊 And don't forget to share this post with your connections to showcase its significance and bring about the necessary change. #collectiveaction #MenstrualLeave #WorkplaceInclusivity #EmployeeWellbeing #ungenderworkplaces #genderatwork #GenderEquality #ungender #CorporateResponsibility #Ungender #HRBestPractices