A PROPOSAL to Global Governments
Menstrual Dignity Strategic Action Plan
with 3 Days Work from Home
roll-out in the Public sector
CELEBRATING INTERNATIONAL DAY OF WOMEN
Proposal for 3 Days of Work-At-Home for women to face
the natural challenges of Pre-Menstrual Syndrome.
International Women's Day (March 8) is a global day celebrating the social, economic, cultural, and political achievements of women. The day also marks a call to action for accelerating women's equality.
International Women's Day (IWD) grew out of the labor movement. The seeds were planted in 1908, when 15,000 women marched through New York City demanding shorter working hours, better pay and the right to vote. A year later, the Socialist Party of America declared the first National Woman's Day.
International Women's Day (IWD) is a holiday celebrated annually on March 8 as a focal point in the women's rights movement. IWD gives focus to issues such as gender equality, reproductive rights, and violence and abuse against women. Spurred by the universal female suffrage movement, IWD originated from labor movements in North America and Europe during the early 20th century.
The earliest version reported was a "Women's Day" organized by the Socialist Party of America in New York City on February 28, 1909. This inspired German delegates at the 1910 International Socialist Women's Conference to propose "a special Women's Day" be organized annually, albeit with no set date; the following year saw the first demonstrations and commemorations of International Women's Day across Europe. After the Russian Revolution in 1917, IWD was made a national holiday on March 8 since 1917; it was subsequently celebrated on that date by the socialist movement and communist countries. The holiday became a mainstream global holiday following its promotion by the United Nations in 1977.
International Women's Day is a public holiday in several countries. The UN observes the holiday in connection with a particular issue, campaign, or theme in women's rights.
Beyond symbolic gestures on International Women's Day, tangible actions are crucial for gender equality. These actions address systemic issues, empower women with opportunities and resources, change cultural norms, promote economic equality, ensure health and well-being, foster diversity, set positive examples, and fulfill international commitments. Tangible efforts create lasting change, demonstrating a genuine commitment to building a more equitable and inclusive society for women.
NEED TO DO MORE THAN ANOTHER DATE ON THE CALENDAR
Proposal for 3 Days of Work-At-Home for women to face the natural challenges of Pre-Menstrual Syndrome.
Offering the option for women to work from home for a few days during their premenstrual syndrome (PMS) can be considered a supportive and inclusive workplace policy. While individual needs and preferences can vary, here are some reasons why providing this flexibility might be important:
Health and Well-being: Some women experience physical and emotional symptoms during PMS, such as pain, fatigue, mood swings, and irritability. Allowing them to work from home can provide a more comfortable environment where they can manage their symptoms effectively without the added stress of commuting or being in a traditional office setting.
Increased Productivity: For some women, the symptoms associated with PMS can affect their concentration and focus. By providing the option to work from home, they may be able to create a workspace that minimizes distractions and promotes better productivity.
Reduced Stress: Commuting to work and being in a busy office environment can be stressful, especially during times of physical discomfort or mood fluctuations. Allowing women to work from home during PMS can reduce stress levels and contribute to a healthier work-life balance.
Retention and Job Satisfaction: Offering flexibility for women with PMS may enhance overall job satisfaction and contribute to employee retention. When employees feel that their employers understand and accommodate their needs, they are more likely to stay with the company.
Promoting Inclusivity: Recognizing and addressing the specific needs of female employees during PMS promotes inclusivity and gender equality in the workplace. It demonstrates an understanding and consideration of the unique challenges that some women may face.
Legal and Ethical Considerations: In some regions, workplace laws and regulations may require employers to make reasonable accommodations for employees with health-related conditions. Offering flexible work arrangements for women with PMS aligns with these legal and ethical considerations.
WHAT ARE THE PROBLEMS RELATED TO PMS
Premenstrual Syndrome (PMS) can bring about a range of physical and emotional symptoms, affecting women in various ways. Common problems related to PMS include:
Physical Discomfort: Women may experience physical symptoms such as bloating, breast tenderness, headaches, joint or muscle pain, and fatigue during PMS.
Mood Swings: Emotional changes are common, including mood swings, irritability, anxiety, and increased sensitivity. Severe mood changes may impact daily functioning and relationships.
Sleep Disturbances: PMS can disrupt sleep patterns, leading to insomnia or changes in the quality of sleep. Lack of adequate sleep can exacerbate other symptoms.
Changes in Appetite: Some women may experience changes in appetite, including food cravings or increased hunger, while others may lose interest in eating during PMS.
Cognitive Issues: PMS can affect concentration and cognitive function, leading to difficulties in focusing, memory lapses, or impaired decision-making.
Skin Issues: Hormonal fluctuations during PMS can contribute to skin problems, including acne and increased oiliness.
Altered Libido: Changes in hormonal levels may impact sexual desire and arousal during the premenstrual phase.
Social and Occupational Impacts: Severe PMS symptoms can affect social interactions and work performance, leading to increased stress and potential challenges in personal and professional relationships.
It's important to note that the severity and combination of symptoms can vary widely among individuals. For some, PMS may be a mild inconvenience, while for others, it can significantly impact daily life.
WHY IT IS EASIER TO START THE ROLL OUT IN THE GOVERNMENT SECTOR
Implementing a 3-day work-from-home policy in the public sector can be relatively easier due to several factors:
Government Policies and Regulations: Public sector organizations often have the flexibility to adapt policies and regulations to meet the evolving needs of the workforce. Government support can facilitate the implementation of initiatives like remote work.
Bureaucratic Processes: Public sector organizations may have streamlined bureaucratic processes that can expedite the approval and implementation of new policies. This can make it easier to introduce and communicate changes in work arrangements.
Centralized Decision-Making: Public sector entities often have centralized decision-making structures, allowing for quicker policy adjustments. Decisions can be made at higher levels and disseminated throughout the organization efficiently.
Focus on Employee Well-being: Government entities may place a strong emphasis on employee well-being and work-life balance. Acknowledging the importance of addressing menstrual health and supporting women during premenstrual syndrome aligns with broader initiatives promoting a healthy workplace.
Public Sector Work Culture: Public sector organizations may already have a work culture that values inclusivity, diversity, and employee satisfaction. This can create a more receptive environment for introducing policies that support the well-being of all employees.
Demonstrating Social Responsibility: Government organizations are often expected to demonstrate social responsibility and lead by example. Implementing policies that address specific needs, such as providing flexibility for women during premenstrual syndrome, can be seen as a positive step in promoting a more inclusive and employee-friendly workplace.
Existing Flexible Work Policies: Some public sector organizations may already have flexible work policies in place, making it easier to build upon existing structures and extend support for specific needs like work-from-home during certain periods.
Potential for Positive Public Perception: Introducing progressive policies in the public sector can enhance the organization's image and reputation. Positive public perception may provide additional motivation for public sector entities to implement initiatives supporting employee well-being.
It's important to note that the ease of implementing such policies can still vary depending on the specific organizational culture, existing infrastructure, and leadership attitudes. While the public sector may have certain advantages, each organization should carefully consider its unique context and the needs of its workforce when implementing new policies.
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