Amidst the buzz surrounding Smriti Irani’s skepticism towards Period Leave, Ghazal Alagh steps in with an exciting proposal that could change the game. While Irani’s stance got people talking, Alagh’s fresh and friendly approach not only tackles the doubts but also suggests a cool solution. This new viewpoint not only deals with the worries critics have but also brings a positive vibe to the discussion about recognizing and supporting menstrual health at work. It’s like a breath of fresh air in the ongoing conversation!
Debating Menstrual Leave Policies: Where it began?
Last week, the discourse was initiated when Smriti Irani, the Union Women and Child Development Minister, responded to Congress MP Shashi Tharoor in the Lok Sabha. Irani stated that the government is not considering a proposal to mandate paid menstrual leave for all workplaces. This declaration marked the beginning of a discussion on the topic, raising questions about the potential inclusion of such provisions in employment policies.
The matter resurfaced on Wednesday when Rashtriya Janata Dal (RJD) leader Manoj Jha raised a query about menstrual hygiene policy in the upper house. He inquired whether the government was actively pursuing steps to mandate employers to offer menstrual leave. This renewed discussion highlights the ongoing interest and concern regarding the implementation of policies addressing menstrual health in workplaces.
Responding to the query, Ms. Irani emphasized, “As a menstruating woman, menstruation and the menstruation cycle is not a handicap, it’s a natural part of women’s life journey… We should not propose issues where women are denied equal opportunities just because somebody who does not menstruate has a particular viewpoint towards menstruation.”
Ghazal Alagh ‘s Innovative Approach to the Issue
Mama Earth’s co-founder, Ghazal Alagh, has entered the discussion on menstrual leave, a topic ignited by Union Minister Smriti Irani in Parliament. Alagh, a Shark Tank India judge, proposed a more effective alternative on X (formerly known as Twitter), advocating for supporting remote work for women experiencing discomfort instead of granting paid period leave. This suggestion represents a proactive approach to addressing the issue, fostering a debate on how best to accommodate menstrual health concerns in the workplace.
We have fought for centuries for equal opportunities & women's rights and now, fighting for period leave might set back the hard-earned equality.
Imagine employers factoring in 12-24 fewer working days for female candidates.
A better solution? Supporting work from home for…
— Ghazal Alagh (@GhazalAlagh) December 14, 2023
Stating that women have fought for their rights and equal opportunities for centuries, the 35-year-old argues that advocating for period leave now could potentially undermine the hard-earned equality.
How Users reacted to Ghazal Alagh ‘s Approach
An X user stated, “Our company already provides that; it’s fundamental.” A third person expressed, “Great solution,” while a fourth joined, saying, “Finally, someone offering solutions amid a wave of complaints.” A fifth individual wrote, “I understand your perspective, but my sister, a bartender, can’t work from home. For equality, should she endure period cramps and aches during her 12-13-hour daily shifts?”
Here are some more response from people
Women deserve One Week per month menstrual leave. They should not work in that period, rather they should go on a small vacation to divert their mood swings.
— The Lord (@TrustYourLord) December 14, 2023
But you started your words by “equal opportunities”
But ended up giving this only to female employees.
Women deserve this true.
But a man employee in that case why should be left out! They deserve too. We have our emotional swings too. 🙏
— Mayank (@Mayankkrbajoria) December 15, 2023
WFH for maids too. Will give instructions on zoom call on how to clean floor with pocha
— Aman (@CricketSatire) December 15, 2023
We at @WHR_Loans have been offering one day extra leave every month to our female employees for past two years and that has not resulted into us reducing pay for them. This is in addition to being a 100% remote workforce.
Going by the logic given, maternity leave should also…
— ashish.brú (@CryptFyn) December 15, 2023
A nice solution.
— Sriram (彬彬), MBA MA BTECHIT (@svmbaekohau) December 14, 2023
In a world where every viewpoint matters, the dialogue on period leave continues to evolve. While Smriti Irani and Ghazal Alagh bring distinct perspectives, it’s clear that the conversation is essential. Let’s embrace diverse solutions that resonate with the modern workforce. Whether it’s Ghazal’s call for flexible options or Irani’s emphasis on equality, the discourse itself is a step forward. So here’s to fostering understanding, supporting choices, and ensuring every voice finds a place in the ongoing narrative of workplace inclusivity. Cheers to progress!