Standards Development

Scope

This document is intended to provide guidance on developing policies and practices that are supportive of the menstruation, menstrual health and peri/menopause experiences of employees in the workplace.

Purpose

The content elements expected to be covered include:

• Introduction to menstruation, menstrual health and menopause

• Why the subject is important for employees and employers (debunking myths)

• Practical adjustments that exist in the areas of policy, physical aspects, building a supportive workplace culture, work design, and role adjustments

• Considerations on inclusivity and an intersectional approach, including how to support gender nonconforming persons

• Metrics

• Annexes with further tools e.g. considerations for line managers or checklists

The experience of menstruation and menopause are unique to each person, therefore, creating adjustments or support should be reviewed on an individual basis. This is also the reason why an inclusive and intersectional perspective will be imperative for the writing of this standard; without this consideration, the implementation of change would not be complete. An inclusive approach is vital, meaning that aspects and characteristics such as gender identity, ethnicity, religion, disability, mental health, neurodivergence, socio-economic status and different job roles are central to the development of this standard at an international level.

The target audience is:

• Senior management and line managers

• Human Resources (HR) managers

• Health and Safety (H&S) managers

• Occupational Health (OH) professionals

• Architects or interior designers undertaking office fit-outs

• Specialists in wellbeing and Diversity and Inclusion (D&I).

In summary, this standard would be helpful to those employees who are responsible for managing individuals’ performances, workloads, wellbeing or work environments.

The recommendations would be applicable to all sectors, employee demographics, and small and large organizations, and can be adapted to individual business needs.

The standard would not consider andropause (the difference could be clarified in an annex/terms and definitions if needed).

The standard would not cover medical guidance or clinical options outside of the workplace. However, it can include reference to qualified sources where such information is available.

References/connections to relevant clauses of the ISO 4500x series can be included to enable an easier integration with an occupational health and safety management system.