At Natracare, tackling period stigma, combating period poverty and championing menstrual education are at the heart of our mission. Despite more than half of the population experiencing menstruation, menstrual health remains an under researched and poorly understood topic – especially in the workplace. Marginalised groups, such as neurodivergent employees, often face unique and overlooked challenges in managing their menstrual health at work. Recent research from Heriot-Watt University highlights the urgent need for systemic change to support neurodivergent people in managing their menstrual health effectively and equitably. Inclusive workplaces not only benefit individual employees, but also foster a culture of innovation and collaboration, where everyone feels empowered to contribute.
This blog will explore the specific challenges neurodivergent individuals face and provide actionable recommendations from the University research for workplaces to foster inclusivity and support.
Neurodiversity and Menstrual Health
There are significant gaps in research on how neurodiversity, disability, race, and gender identity intersect, and impact workplace experiences related to menstrual health. For neurodivergent individuals, conditions such as ADHD and Autism often interact with hormonal fluctuations, amplifying both physical and psychological symptoms. Challenges include:
- Heightened sensory sensitivities
- Intensified pain
- Exacerbated mental health symptoms
- Interactions between hormone and neurodivergent medication complicating symptom management.
- Masking traits to meet workplace expectations, leading to burnout and isolation.
Despite menstruation’s significant impact on workplace performance, little research addresses the intersection of neurodivergence and menstrual health. Existing workplace initiatives, like menopause cafés and menstrual leave, often fail to meet the needs of neurodivergent employees who may already feel isolated. These policies tend to prioritise productivity and symptom management rather than addressing systemic barriers leaving neurodivergent employees without the considered support they need.
The Heriot-Watt Study Findings
Heriot-Watt University conducted two studies with 71 participants from diverse backgrounds to understand the experiences of neurodivergent employees managing menstrual health. Participants included disabled people, neurodivergent individuals, and those from racially and culturally diverse communities. The study uncovered several key insights:
- Healthcare Barriers: Many neurodivergent employees reporting a lack of support from clinicians and GPs in relation to menstrual health and peri/menopause. Delayed diagnoses often made accessing appropriate treatment or workplace accommodations challenging.
- Impact of Medication Interactions: Hormone therapies like HRT were reported to clash with medications used to treat conditions such as depression, and anxiety, complicating symptom management.
- Psychological Distress: Symptoms such as anxiety, cognitive fog and depression significantly impacted work performance and relationships.
Recommendations for Workplace Changes
- Educating and Empowering Managers
Training programs like Bloody Good Employer offer tailored support for employers who are committed to promoting equality, diversity and fair treatment. These programmes equip managers to understand intersectional challenges, empowering them to provide appropriate accommodations.
- Inclusive Workplace Policies
Involve neurodivergent individuals in workplace policy planning to ensure that marginalised groups are represented. Period and menopause policies should include flexible working arrangements, staff education and training, and period and menopause leave. Policies must also be communicated in ways that accommodate neurodivergent needs.
- Practical Measures
Employers should ensure that the workplace environment supports employees who menstruate by:
- Stocking all workplace washroom facilities with menstrual products, such as Natracare’s organic and natural period care which offers reliable, eco-conscious protection free from harsh chemicals. Email info@natracare.com to enquire about our workplace free-vend options.
- Providing quiet, calm spaces for employees to manage their symptoms during the workday. This could include purchasing noise cancelling headphones to ensure employees can work in peace.
- Auditing mandatory uniforms to ensure they are comfortable and inclusive.
Creating a Supportive Environment
Opening conversations about menstrual health is crucial for creating inclusive workplaces. By actively listening to the experiences of neurodivergent employees and advocating for necessary changes, colleagues and managers can foster a supportive environment. Breaking down systemic barriers and normalising discussions about menstruation helps ensure employees feel valued and understood.
Addressing the intersection of neurodivergence and menstrual health is essential for creating equitable workplaces. By implementing research-based recommendations and fostering a culture of inclusivity, employers can empower neurodivergent employees to thrive professionally while maintaining job satisfaction.
It is time to tackle the systemic barriers head on and create environments where neurodivergent individuals feel supported, understood and valued. By adopting inclusive practices and providing sustainable period care products like Natracare, workplaces can take meaningful steps towards equity for neurodivergent employees. To further support inclusivity and fight period poverty, we proudly offer free vending solutions for businesses making sustainable menstrual products available in washroom facilities. Contact info@natracare.com for more information.
