Let’s talk about menstruation leave | Bwalya Chirwa | TEDxLusaka

Key Concepts:

• Mother's Day Leave (Menstruation Leave) in Zambia
• Euphemism and Taboo surrounding menstruation
• Triple Burden of Women (Reproduction, Production, Community Managerial Roles)
• Unintended Consequences of Mother's Day Leave
• Stigma and Discrimination in the Workplace
• Wellness Day as a potential alternative
• Inclusive Policies

1. Introduction to Zambia's Mother's Day Leave

• The speaker introduces Zambia's "Mother's Day" leave, a menstruation leave policy unique to only seven countries worldwide.
• The term "Mother's Day" is a euphemism used to address the taboo surrounding menstruation in a polite manner.
• The intention behind the policy is to recognize the impact of menstruation on women in the workplace and acknowledge their role as primary caregivers.
• Zambia was the first African country to include menstruation leave in its labor law.
• Quote: According to a 2017 BBC article by Kennedy Gondway, "Mother's Day is important in our society because it acknowledges that women are the primary caregivers whether they married or not, whether they have children or not."

2. The Speaker's Initial Discomfort and Research Journey

• The speaker recounts her initial frustration and disappointment when a direct report took Mother's Day leave on a busy day.
• This experience prompted her to question her own discomfort and conduct research on the policy.
• Due to the lack of empirical research on menstruation leave in Zambia, she pursued a master's degree in inclusive innovation to investigate the topic.
• Her research involved interviews with senior executives, junior staff, HR managers, policymakers, and lawyers across four different organizations.

3. Research Findings: Behavioral Personas

• The speaker uses behavioral personas to illustrate the research findings:
  • Natasha (Entry-Level Employee): Takes Mother's Day leave religiously for various reasons, including childcare, rest, and personal care.
  • Mercy (Mid-Level Employee): Suffers from severe periods but strategically uses Mother's Day leave to avoid inconveniencing the organization (e.g., never on Fridays, Mondays, or around public holidays) to protect her image.
  • Grace (Senior Executive): Supports Mother's Day leave privately but has never taken it herself to avoid reinforcing negative stereotypes about women being lazy.
  • Thomas (Department Manager): Supports Mother's Day leave but struggles with its impact on productivity when multiple women take it in the same week, leading him to favor male employees for time-sensitive tasks.
• 73% of senior women discourage junior staff from taking Mother's Day leave to protect women from negative perceptions.
• The research reveals a stigma associated with menstruation leave, starting from the hiring process.
• Quote: "I don't take it because it's a way for me to prove to men that we're not lazy." - Grace

4. Unintended Consequences and the Need for Change

• The research paints a picture of unintended consequences, where the well-intentioned Mother's Day leave policy leads to stigma, discrimination, and pressure on women to "bleed in silence."
• The speaker questions whether to remove Mother's Day leave altogether.
• She proposes the introduction of a "Wellness Day" for everyone as a potential solution to reduce stigma and encourage men to take on more caregiving responsibilities.
• The goal is to create an inclusive policy that women can use without fear, shame, or penalty.

5. Conclusion and Call to Action

• The speaker thanks her former colleague for taking Mother's Day leave, as it prompted her to question the leadership and policies surrounding rest and discomfort.
• She emphasizes the importance of real inclusion, where policies are not just written down but can be used freely by those they are intended to serve.
• She encourages introspection on how menstruation leave policies are handled within organizations.
• She calls for more research from the global south, particularly from Zambia, to further investigate the issue and open up conversations.
• The ultimate goal is to make Mother's Day leave an ordinary and accepted practice.

Key Takeaways:

• Zambia's Mother's Day leave, while well-intentioned, faces challenges due to stigma and unintended consequences.
• The policy can create pressure on women to hide their menstrual health needs and may lead to discrimination in the workplace.
• A potential solution is to introduce a "Wellness Day" for all employees to reduce stigma and promote inclusivity.
• More research and open conversations are needed to improve menstruation leave policies and create a more equitable workplace.