Gender Specific Worker Rights in India’s white collar jobs.
By: Abhinav Gudipati
Tags: Mensturation, Gender Identity, Gender, Periods, Gender Equality

Disclaimer​:

Being a boy, I had to really really get into the heart of how much it bothers my female counterparts. ​Given the sensitive nature of this article, I have used my words very carefully. Sincere apologies, if any part of the article is thought of otherwise.

“The fight for women’s participation in the workforce is not to create exclusive policies, but of more inclusive policies for them to fit in.”

“Why White collar jobs specific?”

A huge chunk of Zomato’s 4500 employees (35 % Women) are peripheral workers and gig workers. Given the nature of the job, these jobs are mostly taken by men. Although there might be a sizable portion of those jobs taken up by women, the policy enacted is largely in effect to the white-collared jobs of Zomato like the software engineers, hr managers etc.

The Sociological and Economical Perspective​.

There is culture of silence harvested around this issue. Starting the word Hysteria originated from the word Hystera which means Uterus. Women were seen to be having a wandering uterus, and by calling only made them hysterical , making it all the more sexist.

Menstruation has remained a big ticket taboo right from where children are being educated​.

Through middle school and high school, the well-being cell of our School used to conduct massive 3 — Day sessions devoted to educating my female classmates about Menstrual Health. The disheartening thing being, we boys were taken to another class at the time these sessions were held and we were shown a Magic Show instead of being educated of the amount of pain each and every girl has to go through for 2–7 days every single month. I somehow mustered up the courage to discuss this matter with a couple of my childhood friends about this at the time of writing this article. They shared that the entire well-being built around a stigma surrounding this issue, and completely brainwashed them to remain ashamed about this saying that menstrual periods are supposed to be “​TOXIC”. Similar anecdotes can be expressed by girls from other parts of India. ​The fact that Period Leaves being made a big deal and having to discuss/debate about it should not even exist once we ensure the ecosystem built around Women’s Menstruation is openly being spoken right from where everyone is being educated about this from childhood itself. Agreed, speaking openly about one’s cycle can be rather personal to share. But it’s a ​normal female biological function which needs to be respected rather than made a taboo of.

Zomato’s perspective and Way Forward for India.

The company’s bold move followed with mentioning women can openly mention that they can openly mention they are taking a sick leave. This will ​break the stigmatization surrounding Menstruation​. The scant level of awareness attached to the way Menstruation is perceived across India. There is a great deal of secrecy and shame to one’s menstrual period . It is paramount to note that ​Menstrual Stigma is itself a ​misogyny. Companies would further take this up as a part of their Corporate Social Responsibility to educate schools and masses. This move would be left for the discretion of the employee to decide when she needs to take time off. It would be unfair how she should be overlooked for a promotion/raise/project just because she takes a period-leave. ​Glass Ceiling Effect and prevailing ​Gender Biases faced by women at workplaces can be accentuated by this move adding to skewed gender ratio. More and more companies may ​choose to not employ women at work places owing to the high hiring cost for women. This has however already been there ever since women have been a part of the workforce owing to the opinion of ​Cultural Dualism where women traditionally stick to household tasks. How did Zomato address these potential sexist microaggressions? Zomato has the POSH ( Prevention Of Sexual Harassment ) department put in place where employees, can complain in case they were to face any such discrimination due to availing the provision of a period leave . POSH also paved the way for equal pay for all genders

within the company. Glorifying this policy for all companies can potentially break all gender biases previously held.This move would persuade the removal of the existing tax on Sanitary Products. 20% of the school going girls drop out once they reach puberty. ​Removal 17% GST Tax ​will finally allow more and more lower class girls and women access to these products.

One size fits all?

This can bring the motive to ask ​How painful are your periods at the time of taking a period leave? Which even a gynaecologist can’t answer. It is highly subjective for each and every girl/woman and it would be foolish to expect perfect tailor made solutions for all women. While I do respect the opinion that Period leaves are not a compulsion for all women, we must not however ignore the debilitating experiences some women have to undergo during their monthly cycles. There is overwhelming support from women who vouch strongly against the “Period Leave” mandated by Zomato In Social Media Forums, calling it a weak ​clickbait policy. I am not in favour of that debate. We must seek to create ​inclusive policies ​for women in women in workplaces in order to break down previously held gender biases.

“​How many period leaves? ​“

The exact number of days women deserve as a part of their period leave is already up for debate. There is already an overwhelming dis-consensus when it comes to the political regions having sick leave in place. Bear in mind a company stationed in a particular region must adopt the sick leave policies of the state. Why does this matter? People against the Menstrual Leave conveniently back up their argument , saying , “​Women could just take a Sick Leave​“. Not all the employed women from all the states were given a similar treatment when we talk about sick leaves. Given below are a few examples where Zomato quarters are stationed.

For ex:

a) Gurgaon: 7 Sick Leaves

b) Banglore: 12 Sick Leaves

c) Mumbai : 6 Sick Leaves

“​how can menstrual leaves, be implemented fairly, without misuse​”?

That is a question that cannot be answered even before it gets implemented. As we know , Nothing Interesting is ever completely One-Sided​. True compliance is always an issue, but that can not be the excuse to not adopt the policy.

War of two Capitalist Models : Economic-Based vs Sustainability-Based

Economic-Based :​ This model would motivate companies to follow a more hire and fire policy which means hiring women would be unenviable for the company down the road. Companies may justify this model for cost-cutting measures as the cost of hiring for women is expensive, adding to compulsory paid maternity leave ( double the salary ). This justification may prove to be a ​cobra effect for companies since long term sustainability and reputation of the company would be affected for petty short term financial advancements.

Sustainability-model​ :Commodification of the worker’s overall happiness index increases by giving the incentive for the menstruating workers to take a period leave, would further allow greater productivity for companies in the long run. Some women may not be in their labour market best. And that’s just a couple of days in a month. This need not be the case for all the women who are menstruating as a lot of women choose not to take the leave too. The move would encourage women to be more recognised for their biological differences apart from women and motivates them to contribute back to their company more willingly. Women in general would want to prefer to work from home, consistently traveling during their period only makes things worse by making cramps more painful, this can genuinely reduce the overall productivity of the woman employee. The case for employing menstruating workers would mean a more stable workforce and more improved reputation for the company despite initial financial shortcomings of having to employ women.

Final thoughts :

Given that health remains an umbrella category for policy makers, menstrual leave, in my opinion, will remain a pipe dream in India for a long time unless policy makers establish more policies in favour of women’s health.

Acknowledgements :

I would like to thank my elder sister Nidhi and my high school best friend Lynncey in particular from the massive number of people with whom I had had a discussion with. I was able to have a very mature discussion with them on this matter, after which I was confident that I would be able

to do justice to this paper to my best ability. ​I gained valid perspective from both angles, which made me appreciate the way my female counterparts were able to succeed in life both in their professional and personal spaces.