More and more workplaces are offering free and easily accessible menstrual products in washrooms, although recently there has been increasing reluctance among those who normally use tampons. A recent study in Environment International went viral on social media after a selection of tampons from several widely used tampon brands were found to contain measurable levels of potentially dangerous metals.

No one wants to hear that the products they’ve been using for several days a month contain arsenic, lead and other harmful metals. It’s no wonder many have expressed an immediate desire to stop using tampons and expressed outrage at the study’s findings – but it’s important to read the fine print.

Should we rethink the use of tampons based on this study?

“Women have historically been neglected in medical care… We know that the history of biomedical research has a long tradition of misogyny… (The study) actually exploits that systemic frustration,” explains immunologist and microbiologist Andrea Love, Ph.D., who wrote a detailed post on her Substack outlining why concerns about this study may be unfounded.

“All (the study) has done is confirm that plants absorb trace contaminants, metal ions, from the environment in which they grow. The concentrations of the various substances tested are no higher than those found in other plants or other vegetables that you might eat,” she says. “It does not say that these concentrations are above various legal limits, whether it’s drinking water – tap water and bottled water have higher concentrations than those in these tampons – or food or other textiles made of cotton.”

Love says the study found no evidence of trace metals leaving the tampon material or interacting with the body, so there is currently no evidence that using tampons is unsafe.

Changes in the menstrual products market

As for what we can expect from the menstrual product market, Love says there could well be changes coming. “Consumer product companies… are changing to meet consumer demands,” she says, adding that even when science says something is safe, if there is a public outcry, many companies will make products with only organic cotton, no dyes, no phthalates, or no parabens to retain their customer base. “That’s a really tricky proposition because it seems like it’s legitimizing the falsehoods,” she explains.

“Once that kind of misinformation is circulating, it can be really hard for people to accept that, even when there’s a high-quality study that refutes the hypotheses and the discussion… The seed is already planted. And so I think it’s really important that we acknowledge that there’s a lot of research on women’s health issues that has been neglected in the past, and it’s great to see that attention, and I welcome that, but I think we need to do it in the right way.”

Why should menstrual health be important to employers?

It remains to be seen what impact this study will have on the menstrual products market, but companies should use the conversations it sparks to implement meaningful changes for their employees.

In 2017, the Victorian Women’s Trust (VWT) introduced its Menstrual and Menopause Wellbeing Policy, which includes three options: the ability to work from home, the ability to remain at work under conditions that support the employee’s wellbeing, and the ability to take one day of paid holiday, with up to 12 paid days available per year. The results showed “only benefits”.

The VWT report, which includes a sample policy, says that with this policy, employees “are more likely to take better care of themselves and, in turn, are more committed to being part of a productive team. The office culture is open and positive, with no stigma, discomfort or embarrassment.”

Implementing meaningful changes

Menstrual leave is not a new concept. It has already been introduced in Spain, Japan, Zambia and several other countries. “It’s definitely an issue that we need to bring to the table much more widely than it is currently, and in many more countries,” says Lauren Chiren, founder and CEO of Women of a Certain Stage.

“It may seem counterintuitive to give people more vacation time and offer them all these products, help and support. But the fact is, when someone feels like they belong in their workplace, they perform better and stay there longer,” says Chiren.

She explains that change needs to go beyond simply developing policies and checking boxes. Menstrual health and menopause policies should create visible and meaningful change in the day-to-day operations of a company.

“Menstrual health, menstruation and menopause is the one thing that affects 100% of people. Either you go through it yourself, or you live with someone, work with someone, or have contact with someone who is going through it,” says Chiren. “When women are working, we need to understand what menstrual life is like.”

Love believes it’s crucial to include women in these conversations. “We have to deal with menstruation on a regular basis for most of our lives, so we need to treat it as something that impacts our daily routine, our health, our work schedule, etc.”

How can women be better supported in the workplace?

If employers aren’t sure where to start, bringing in a consultant with expertise in this area can be incredibly helpful. Companies can implement better practices, such as granting personal health days when open menstrual leave doesn’t seem appropriate and providing menstrual products in all washrooms.

Companies requiring uniforms for their employees should consider the breathability of the fabric and whether it allows for the wearing of multiple layers to assist with temperature regulation for perimenopause and menopausal women. Access to cold water, fans and air conditioning must be considered, as well as some cubicles with built-in sinks in washrooms to allow women who use menstrual cups to flush without disruption.

“If these conversations don’t happen in the workplace, women will gravitate toward companies that do,” Chiren says.

Photo courtesy of PeopleImages.com – Yuri A/Shutterstock