Managing menses: an analysis of workplace inclusivity and representation

Menstrual leave poses a number of concerns about the wellbeing of women, engagement in the workforce and gender equality at work. In the sense of urban women in the organised workforce, this paper will address the issue. Compared to women in the unorganised sector, their access to clean, healthy toilets at work and at home takes them to a relative advantage. Menstrual leave policies, although well intentioned, cooperate with It may have negative repercussions for gender equality and it must be cautiously deployed and will look at the negative connotations of this form of policymaking. The policy discussion has addressed critical questions related to how women's bodies should be more inclusive in the workplace. It is proposed that the intersection of gender with age, class and place in the organisational hierarchy should be taken into account by discussions on gender inclusivity. While legislation in several countries across Asia (including Indonesia, Japan, Taiwan and SouthKorea) promotes paid menstrual leave for women, the issue arose only recently in India whenFamous food app Zomato introduced “period leave” for its employees in August 2020. The paper will analyse the traditional and contemporary perspectives, resources available, need for de-stigmatization, role of media and alternative policies.