Meta's tampon policy has seen recent changes, with reports indicating that they have removed tampons from men's bathrooms in their offices in Silicon Valley, Texas, and New York. This move is being interpreted as Meta setting the new "Make America Great Again" agenda by altering their previously "woke" tampon policy, which had provided these products for transgender and nonbinary employees. This change reflects how corporate policies can evolve, possibly due to feedback, operational decisions, or broader policy reassessments.
 

Many corporations are increasingly adopting policies regarding the provision of menstrual products like tampons and pads in the workplace, often as part of inclusivity and menstrual equity initiatives. These policies typically involve making such products freely available in all restrooms, including those designated for men, women, and gender-neutral spaces, to support all menstruating employees regardless of gender identity. This move is seen in industries that champion progressive workplace cultures, particularly in tech and other forward-thinking sectors, where companies aim to cater to the needs of transgender, nonbinary, and intersex employees alongside their cisgender counterparts.

The adoption of these policies can be influenced by several factors including employee feedback, public image, and legal mandates. The push for menstrual equity is also driven by legislation in some regions, like Canada, where there's a requirement for federally regulated employers to provide menstrual products. Moreover, corporate decisions might also be swayed by the cost of providing these products, logistical considerations, and the overall cultural commitment to social responsibility within the company. However, not all companies have explicit "tampon policies," and the implementation can vary widely. Some corporations publicize their initiatives towards menstrual equity, while others might not have formalized policies but still provide these amenities based on need or employee advocacy. The landscape of corporate policy on this matter is shaped by a blend of internal culture, external legal pressures, and the broader societal shift towards acknowledging menstrual health as an equity issue in the workplace.