In the dynamic world of veterinary care, where our dedication to animals is paramount, it’s vital to shed light on an aspect often overshadowed – menstrual health in the workplace. As resilient women in any profession, navigating our career and our menstrual cycle are two integral parts of our journey, but what happens when these two paths coincide?
Why is menstruation so difficult at work?
According to the last RCVS survey:
58% of vets and 97% of RVNs identify as female1 and studies carried out by Bloody Good Period found 89% of these employees have experienced anxiety or stress in the workplace due to their period, 25% believe that taking time off because of menstrual health has impacted their career progression.2
With four distinct phases in the menstrual cycle, women undergo frequent hormonal changes, and the expectation to maintain unwavering consistency in their demeanour at work can pose a challenge.
Phase 1 – Menstrual Phase
The first day of bleeding is considered day 1 of your menstrual cycle and can last between 3 and 7 days. In this period, your energy levels are at their lowest, and you might experience fatigue, a lack of motivation or confidence, along with physical symptoms like cramps and headaches. Managing these symptoms at work can be quite challenging, and the prospect of taking leave becomes increasingly appealing.
“During my period, I suffer from moderate cramps on the first day. Because my job is quite physical and hands-on, I find it hard at times to push through the pain, especially if I am in theatre that particular day and need to be standing up and focus on operations. I have found it uncomfortable at times to voice the pain I am in, especially in teams that I am not familiar with, and so sometimes struggle to advocate for adjustments to be made during the work day (such as requesting to do consultations rather than operations).”
Phase 2 – The Follicular Phase
Following menstruation, this phase marks the release of follicle stimulating hormone (FSH). Both oestrogen and testosterone levels begin to increase, leading to an uplift in mood. You may experience heightened assertiveness, feelings associated with a sense of self-sufficiency.
Phase 3 – The Ovulatory Phase
In this stage, the peak of both oestrogen and testosterone levels instils a sense of confidence. Verbal expression may become noticeably easier, making communication with challenging colleagues and customers more comfortable for you.
Phase 4 – The Luteal Phase
As oestrogen and testosterone levels decrease, progesterone production begins, leading to a gradual winding down. This phase is renowned for posing challenges for women as pre-menstrual symptoms may emerge. From cravings and bloating to nausea, anxiety, and headaches, the list may seem endless; however, it’s important to remember that you are not alone in navigating these experiences. When attempting to cope with these symptoms within a veterinary practice, these feelings may once again become overwhelming, underscoring the importance of making time for self-care.
So, is menstrual leave the answer?
The intersection of menstrual health and the veterinary workplace is a nuanced and often overlooked conversation. Women, especially those in demanding veterinary fields, may find themselves grappling with the question: is menstrual leave the answer?
Did you know that almost £6 billion per year and/or 9.3 days per employee could be lost as a result of menstrual health in the UK workplace?3
Hearing such a statistic isn’t exactly music to the ears of a practice manager. Finding alternatives that support your staff network while also maintaining the practice’s operational needs would be the ideal scenario.
As women, we’re well aware that each menstrual cycle is distinctly unique, varying for every individual. This diversity means that some women may face more significant challenges than others, necessitating diverse support structures. This brings us to the pivotal question: what steps can practices take to provide meaningful support?
How can a practice provide support for menstrual health
1. Open Dialogue and Education:
Initiate open and inclusive conversations about menstrual health. Provide educational resources to raise awareness and dispel myths surrounding menstruation. This sets the foundation for a workplace culture that values and understands the diverse experiences of its employees.
“As part of creating a more inclusive workplace, I think it may be a good idea for managers to have one to one discussions with their female staff to find out about how their menstrual cycle affects them mentally and physically so that they are able to put into place the provisions for adaptive working in the first place. “
2. Flexible Work Policies:
Consider implementing flexible work policies that accommodate the varying needs of individuals during their menstrual cycles. This might include options for adjusted work hours or the provision of quiet spaces for moments of self-care.
3. Access to Menstrual Health Products:
Ensure that the workplace is well-equipped with menstrual hygiene products. Having accessible and well-stocked restrooms with a variety of products can alleviate the stress of unexpected situations and contribute to a more comfortable work environment.
4. Wellness Programs:
Incorporate wellness programs that address menstrual health. This could involve workshops on stress management, mindfulness sessions, or fitness classes tailored to support individuals during different phases of their menstrual cycles.
5. Comfortable Rest Spaces:
Provide comfortable and private rest spaces where individuals can take short breaks to manage any menstrual symptoms. Having a designated area for relaxation allows employees to regroup and return to work with enhanced focus.
6. Employee Assistance Programs (EAPs):
Implement or enhance Employee Assistance Programs that include resources for mental health support. Menstrual cycles can affect emotional well-being, and having access to counselling services can be invaluable for those who may need additional support.
Overall, embracing practical strategies, fostering open communication, and building a community that understands and supports each other, simplifies navigating the unique challenges that come with menstrual health. This, in turn, will enable veterinary professionals to actively contribute to fostering diversity and inclusion within the veterinary industry.
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