The balance between menstrual health and well-being at work goes hand in hand. While there are challenges and disparities in the workplace regarding this, at Ora we're committed to making a difference. Here are 3 ideas to help you shift mindsets at work for 2024.
1. Assert your rights and your employer's obligations
Did you know that the Canadian Labour Code mandates access to menstrual products in the workplace since December 15, 2023?
It is your employer's duty to provide you with free menstrual products in designated areas. This is your right, so don't hesitate to exercise it!
2. Talk about it freely. Education comes through learning and dialogue.
Why not go further and create a committee, or inform human resources about organizing spaces for discussion around menstrual education ?
These discussions can help raise awareness and create a more understanding atmosphere at work. Even better, imagine if your private work insurance reimbursed your Ora period underwear!
3. Propose menstrual leave
Menstrual leave was adopted in Spain in February 2023, demonstrating a growing awareness of the importance of menstrual health in the workplace. Why not consider offering menstrual leave at your company or making teleworking accessible?
This would not only allow for the recognition of the realities faced by women in the workplace. The gap continues to widen: 81.2% cannot find menstrual products available at their workplace or educational institution, and 1 in 4 women justifies their absence from work due to menstrual pain with excuses unrelated to the original problem.
The education minute
According to a study conducted by the RQASF, 19.6% of women occasionally used alternative means (toilet paper, fabric) as protection during menstruation due to the high cost of menstrual products.
