Here are the numbers broken down in this report to prepare you.
Though the Finance Bill signed by
former President Muhammadu
Buhari in 2020
pads from Value Added Tax (VAT), it
has hardly affected the product’s
prices, increasing from an average
of N450 in 2021 to N1,500 in 202.
Workplaces often provide essentials like tea, coffee, and
office supplies, but menstrual care remains less
commonly addressed.
For employees who menstruate, managing period-
related costs and symptoms can impact their work
experience.
stated that their workplace does not provide
any form of menstrual health support, such as
access to sanitary products or menstrual leave
policies.
While some organisations have introduced measures to
support employees, challenges such as access to hygiene
products, discomfort discussing menstrual health, and
workplace stigma persist.
Employees across genders feel pressure to
maintain a certain appearance for
professionalism, despite no strict workplace
grooming standards.
Beyond salaries and promotions, certain
workplace dynamics influence career
progression, daily interactions, and overall job
satisfaction.
Our survey explored these aspects, including
tasks often referred to as “office housework” and
experiences related to workplace harassment.
refers to all the small, often unnoticed tasks that keep a workplace running
assigned or expected to take on office
administrative tasks outside their job
role, compared to
of women claimed they have had to
consciously alter their appearance at
work to avoid unwanted attention or
harassment at work while,
Although 70% of male participants
say they feel comfortable
reporting harassment or
discrimination in the workplace,
26% of women feel a level
of comfort but heavily fear
consequences.
If an employee’s competence is judged by their work,
not their wardrobe, then companies must ensure grooming expectations are fair, reasonable,
and not disproportionately burdensome.
biological reality. Workplaces that fail to acknowledge this, whether through flexible policies,
menstrual leave, or even basic sanitary product availability, are choosing to ignore a
fundamental aspect of employee well-being. It’s not a favour; it’s a necessity.
If it’s important enough to be done, it’s important
enough to be fairly assigned. Women are disproportionately expected to handle these
duties, subtly steering them away from leadership opportunities. Organisations must actively
dismantle these invisible barriers by ensuring task allocation is based on role, not gender.
Having a harassment or discrimination policy is the bare
minimum. The real question is: do women trust it enough to use it? If women fear retaliation
or dismissal, the policy isn’t working. Companies must create a culture where reporting is met
with action, not silence or career consequences.
