The policy of designated leave to menstruators in workplaces has long triggered a debate over women’s rights. With companies and corporations like Culture Machine and food delivery giant Zomato incorporating a ‘period leave‘ policy, it has only pushed this debate into the limelight.
Calling It Genderism
One side condemns the move as regressive, calling it out as genderism which only hurts the prospects of growth and empowerment. They see such steps as the beginning of gendered workplaces, which is a stepping stone to discrimination. If policies concerning leaves are designed keeping in mind the specifics of biology, that very moment we are encouraging differentiation between the genders.
“Women have had to fight twice as hard to get to the same place as men. Because I am inherently opposed to the gendering of the workplace, I see period leave as the gendering of the workplace, as a statement of biological determinism, as using biology against women to offer equal opportunities and assignments,” Quoting Barkha Dutt.
A Win For Empowerment
While another school of thought hails this as a progressive move, focusing instead on inclusivity than genderism. According to them, workplaces cannot be built on a one size fits all philosophy. It is equally necessary to ensure a comfortable work environment for different bodies and create a safe space for biological diversities.
Many prominent individuals have spoken out in support of this policy, and in opposition to the stance adopted by Dutt and others. When we say that people of all genders are equal, we also have to account that people are also biologically vastly different and that equal doesn’t mean identical, or the absence of differences. And while biological distinctions should not translate into biases, one cannot merely wish away these variations. They have to be part of the conversation when talking about feminism and equality.
In cases similar to that of a menstrual leave policy, the conversation should shift from equality to equity. When we possess these differences, they have to be accounted for, and our efforts should be diverted towards ensuring that they can cohabit. That these do not inhibit the growth of a particular group of people or lead to any form of inherent prejudice against them.
A menstrual leave period policy is symbolic of inclusivity, and of recognition. This isn’t about gendering workplaces or devising boundaries; it is a matter of accommodating the needs of all individuals. While discomfort and pain vary from one to another, some individuals who menstruate will significantly benefit from having the option to avail leave during their monthly cycle. Biology can’t be eliminated, but workplaces can be designed and redesigned in ways that provide support to these differences.
The Need For Incorporating Recognition
If we are successful in implementing such gender-friendly policies in all domains, it has the potential to change the face of societies. The need of the hour is for gender educated policymakers and legislation that introduces this policy which will entitle all menstruators employed in several sectors to avail menstrual leave. The one thing that we need to keep in mind while debating menstrual leave policies is that they cannot be gendered. They have to be available not only to cis-women but to all menstruators.
Conclusion
A single point rages on; Equality can never mean undermining inherent differences between people of varied gender identities. Our commitment to diversity and equality cannot be showcased by pretending that differences do not exist. That negates the entire purpose of our fight for quality.
When we incorporate our variations in such a manner that they no longer manifest as hindrances to progress, but rather cohabit alongside, that is the day we fulfil our commitment to equality. Menstrual leave policies work to serve this very purpose; it focuses on equity. It provides a fairground, an even starting point for everyone to advance from keeping in mind the needs of different bodies. And wherever equity leads, equality follows.