Opinion: Global health organizations must extend SRHR policies to staff

Global health organizations do not consistently have workplace policies in place that consider sexual and reproductive health rights. Shifting leave policies to account for aspects of SRHR such as menstrual or menopause leave, rather than ignoring them or bundling them as general sick leave, is a step toward true gender equality and more women leadership in global health.    

In July, we — and more than 6,000 other delegates — descended upon Kigali, Rwanda, to attend the 2023 Women Deliver conference. As delegates from Global Health 50/50, or GH5050, a nonprofit organization that generates evidence to drive accountability for gender equality, we were thrilled to connect with feminist leaders, advocates, and researchers from around the world to catalyze action toward gender equality and SRHR.

SRHR refers to “a state of physical, emotional, mental, and social wellbeing in relation to all aspects of sexuality and reproduction, not merely the absence of disease, dysfunction, or infirmity.” SRHR concerns everyone but has a particular impact on women, whose life course experiences can include menstrual pain, pregnancy, abortion, stillbirth, miscarriage, and menopause. In addition, women are more likely than men to suffer from domestic violence.