Andrea Berchowitz: The link between menopause and gender inequity at work | TED

58,541 views ใƒป 2021-08-04

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ืื ื ืœื—ืฅ ืคืขืžื™ื™ื ืขืœ ื”ื›ืชื•ื‘ื™ื•ืช ื‘ืื ื’ืœื™ืช ืœืžื˜ื” ื›ื“ื™ ืœื”ืคืขื™ืœ ืืช ื”ืกืจื˜ื•ืŸ.

00:00
Transcriber:
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ืชืจื’ื•ื: Ravit Dotan ืขืจื™ื›ื”: Ido Dekkers
00:13
Of America's 500 largest companies, only 42 have female CEOs.
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ื‘ืืžืจื™ืงื”, ืžืชื•ืš 500 ื”ื—ื‘ืจื•ืช ื”ื’ื“ื•ืœื•ืช, ืจืง ืœ-41 ื™ืฉ ืžื ื›โ€œืœื™ืช ืื™ืฉื”.
00:19
And if you look at other countries,
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ื•ืื ืชื‘ื“ืงื• ื‘ืžื“ื™ื ื•ืช ืื—ืจื•ืช,
00:20
the data is similar, and in some cases, worse.
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ื”ื ืชื•ื ื™ื ื“ื•ืžื™ื ื•ื‘ืžืงืจื™ื ืžืกื•ื™ืžื™ื ื’ืจื•ืขื™ื ื™ื•ืชืจ.
00:23
And, of course, there are a number of factors
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ื•ื›ืžื•ื‘ืŸ ืฉื™ืฉ ื›ืœ ืžื™ื ื™ ื’ื•ืจืžื™ื ืฉืชื•ืจืžื™ื ืœืื™ ืฉื•ื•ื™ื•ืŸ ืžื’ื“ืจื™ ื‘ืžืงื•ื ื”ืขื‘ื•ื“ื” ื‘ืจื—ื‘ื™ ื”ืขื•ืœื
00:26
contributing to global gender inequity in the workplace.
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00:28
But I believe that there is one factor often underecognized,
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ืื‘ืœ ืื ื™ ืžืืžื™ื ื” ืฉื’ื•ืจื ืื—ื“ ื”ืจื‘ื” ืคืขืžื™ื ื ื•ืชืจ ื—ื‘ื•ื™
00:32
and that's menopause.
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ื•ื”ื•ื ื’ื™ืœ ื”ืžืขื‘ืจ (ืžื ื•ืคืื•ื–ื”).
00:34
So what do I mean?
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ืื– ืœืžื” ืื ื™ ืžืชื›ื•ื•ื ืช?
00:36
Many women will rise into senior positions of leadership
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ื ืฉื™ื ืจื‘ื•ืช ืžืชืงื“ืžื•ืช ืœืชืคืงื™ื“ื™ ื ื™ื”ื•ืœ ื‘ื›ื™ืจื™ื ื‘ืฉื ื•ืช ื”-40 ืื• ื”-50 ืœื—ื™ื™ื”ืŸ.
00:39
in their 40s or their 50s.
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00:41
The average age of a CEO is mid-50s.
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ื”ื’ื™ืœ ื”ืžืžื•ืฆืข ืฉืœ ืžื ื›โ€œืœื™ื ื•ืžื ื›โ€œืœื™ื•ืช ื”ื•ื ืืžืฆืข ืฉื ื•ืช ื”-50.
00:44
Perimenopause, or the transition into menopause,
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ืฉืœื‘ ื”ืคืจื”-ืžื ื•ืคืื•ื–ื”, ืื• ื”ื›ื ื™ืกื” ืœื’ื™ืœ ื”ืžืขื‘ืจ,
00:47
generally occurs also between 45 and 55.
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ื’ื ืžืชืจื—ืฉ ื‘ื’ื™ืœืื™ 45 - 55 ื‘ืื•ืคืŸ ื›ืœืœื™.
00:51
And this is where the symptoms really start,
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ื•ื–ื” ื”ืฉืœื‘ ืฉื‘ื• ื”ืชืกืžื™ื ื™ื ืžืžืฉ ืžืชื—ื™ืœื™ื, ื•ื”ื•ื ื™ื›ื•ืœ ืœื”ืžืฉืš ืขื“ 10 ืฉื ื™ื.
00:53
and it can last up to 10 years.
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00:55
So just as a woman is stepping up, taking the reins,
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ืื– ื‘ื“ื™ื•ืง ื›ืฉืื™ืฉื” ืžืชืงื“ืžืช, ืœื•ืงื—ืช ืืช ื”ืžื•ืฉื›ื•ืช,
00:59
earning at her highest potential,
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ืžืžืฆื” ืืช ืคื•ื˜ื ืฆื™ืืœ ื”ื”ืฉืชื›ืจื•ืช ืฉืœื”,
01:01
her body can feel like it's betraying her.
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ื”ื™ื ื™ื›ื•ืœื” ืœื”ืจื’ื™ืฉ ืฉื”ื’ื•ืฃ ืฉืœื” ื‘ื•ื’ื“ ื‘ื”.
01:03
Now, for anyone who doesn't know, which turns out to be many of us --
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ืœื›ืœ ืžื™ ืฉืœื ื™ื•ื“ืข ืื• ื™ื•ื“ืขืช, ื•ืžืกืชื‘ืจ ืฉืืœื• ืจื‘ื•ืช ื•ืจื‘ื™ื ืžืื™ืชื ื•,
ื‘ืื•ืคืŸ ืื™ืฉื™, ื”ืฉื™ื—ื” ื”ืจืืฉื•ื ื” ืฉืœื™ ืขื ืืžื ืฉืœื™ ืขืœ ื’ื™ืœ ื”ืžืขื‘ืจ
01:07
for me, I had my first conversation with my own mother about menopause
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01:10
in the last few years --
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ืงืจืชื” ืจืง ื‘ืฉื ื™ื ื”ืื—ืจื•ื ื•ืช,
01:12
it's a big deal.
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ื–ื” ืขื ื™ื™ืŸ ืจืฆื™ื ื™.
01:13
And it's not just a big deal for women over 45.
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ื•ื–ื” ืขื ื™ื™ืŸ ืจืฆื™ื ื™ ืœื ืจืง ืœื ืฉื™ื ืžืขืœ ื’ื™ืœ 45.
01:16
Nonbinary, transmasculine and younger women
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ื-ื‘ื™ื ืืจื™ื™ื, ื’ื‘ืจื™ื ื˜ืจื ืกื™ื ื•ื ืฉื™ื ืฆืขื™ืจื•ืช ื™ื•ืชืจ
01:19
may all cope with menopausal symptoms.
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ื’ื ืขืฉื•ื™ื•ืช ื•ืขืฉื•ื™ื™ื ืœื”ืชืžื•ื“ื“ ืขื ืชืกืžื™ื ื™ ื’ื™ืœ ื”ืžืขื‘ืจ.
01:22
So what are these symptoms?
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ืื– ืžื”ื ื”ืชืกืžื™ื ื™ื ื”ืืœื”?
ื”ื ื™ื›ื•ืœื™ื ืœื”ื™ื•ืช ืคื™ื–ื™ื™ื,
01:25
They can be physical,
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01:26
so that's hot flushes, joint pain, urinary incontinence, heavy periods.
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ืฉื–ื” ื’ืœื™ ื—ื•ื, ื›ืื‘ื™ ืคืจืงื™ื, ื‘ืจื™ื—ืช ืฉืชืŸ, ื•ืกืชื•ืช ื—ื–ืงื•ืช.
01:32
They can also be mental: anxiety, depression,
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ื”ื ื™ื›ื•ืœื™ื ื’ื ืœื”ื™ื•ืช ื ืคืฉื™ื™ื: ื—ืจื“ื”, ื“ื™ื›ืื•ืŸ,
01:35
bouts of low confidence, difficulty sleeping.
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ื ืคื™ืœื•ืช ื‘ื‘ื™ื˜ื—ื•ืŸ ื”ืขืฆืžื™, ืงืฉื™ื™ ืฉื™ื ื”.
01:38
Imagine that -- 10 years of difficulty sleeping.
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ื“ืžื™ื™ื ื• ืืช ื–ื”: ืขืฉืจ ืฉื ื™ื ืฉืœ ืงืฉื™ื™ ืฉื™ื ื”.
01:43
The list is long and symptoms can change,
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ื”ืจืฉื™ืžื” ืืจื•ื›ื” ื•ืชืกืžื™ื ื™ื ื™ื›ื•ืœื™ื ืœื”ืฉืชื ื•ืช,
01:46
so it means you never really know what to expect.
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ืื– ืืช ืืฃ ืคืขื ืœื ื‘ืืžืช ื™ื•ื“ืขืช ืœืžื” ืœืฆืคื•ืช.
01:49
But make no mistake: they are significant.
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ืื‘ืœ ืฉื™ื”ื™ื” ื‘ืจื•ืจ: ื”ื ืžืฉืžืขื•ืชื™ื™ื.
01:51
So significant, that in a study by Vodafone across five countries,
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ื›ืœ ื›ืš ืžืฉืžืขื•ืชื™ื™ื ืฉืžื—ืงืจ ืฉืœ โ€œื•ื•ื“ืืคื•ืŸโ€ ืฉื›ืœืœ ื—ืžืฉ ืžื“ื™ื ื•ืช
01:56
it found that 60 percent of women dealing with menopausal symptoms
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ืžืฆื ืฉืœืคื—ื•ืช 60 ืื—ื•ื–ื™ื ืžื”ื ืฉื™ื ืฉืžืชืžื•ื“ื“ื•ืช ืขื ืชืกืžื™ื ื™ ื’ื™ืœ ื”ืžืขื‘ืจ
02:00
said it impacted their work.
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ืืžืจื• ืฉื–ื” ื”ืฉืคื™ืข ืขืœ ื”ืขื‘ื•ื“ื” ืฉืœื”ืŸ.
02:02
In another study in the UK,
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ื‘ืžื—ืงืจ ืื—ืจ, ื‘ื‘ืจื™ื˜ื ื™ื”,
02:04
30 percent of women said they missed work due to their symptoms.
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30 ืื—ื•ื–ื™ื ืžื”ื ืฉื™ื ืืžืจื• ืฉื”ืŸ ื”ืคืกื™ื“ื• ืขื‘ื•ื“ื” ื‘ื’ืœืœ ื”ืชืกืžื™ื ื™ื ืฉืœื”ืŸ.
02:09
And at the extremes, women are making serious choices about their careers.
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ื•ื‘ืžืงืจื™ ืงื™ืฆื•ืŸ, ื ืฉื™ื ืžืงื‘ืœื•ืช ื”ื—ืœื˜ื•ืช ืžืฉืžืขื•ืชื™ื•ืช ืœืงืจื™ื™ืจื•ืช ืฉืœื”ืŸ.
02:13
As many as 11 percent forewent a promotion opportunity,
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ืขื“ 11 ืื—ื•ื–ื™ื ื•ื•ื™ืชืจื• ืขืœ ื”ื–ื“ืžื ื•ืช ืœืงื™ื“ื•ื,
02:16
and as many as eight percent resigned from their positions
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ื•ืขื“ ืฉืžื•ื ื” ืื—ื•ื–ื™ื ื”ืชืคื˜ืจื• ืžื”ืขื‘ื•ื“ื” ืฉืœื”ืŸ
02:20
because of menopausal symptoms.
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ื‘ื’ืœืœ ืชืกืžื™ื ื™ื ืฉืœ ื’ื™ืœ ื”ืžืขื‘ืจ.
02:22
My fascination with female leadership and the obvious gap
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ื”ืขื ื™ื™ืŸ ื”ื’ื“ื•ืœ ืฉืœื™ ื‘ืžื ื”ื™ื’ื•ืช ื ืฉื™ืช, ื•ื‘ืคืขืจ ื”ื‘ืจื•ืจ,
02:26
began as a strategy consultant working in boardrooms around the world.
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ื”ืชื—ื™ืœ ื›ืฉืขื‘ื“ืชื™ ื‘ืชื•ืจ ื™ื•ืขืฆืช ืืกื˜ืจื˜ื’ื™ื” ื‘ื—ื“ืจื™ ื™ืฉื™ื‘ื•ืช ื‘ืจื—ื‘ื™ ื”ืขื•ืœื.
02:30
In over 10 years, I can count on one hand
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ื‘ืžืฉืš ื™ื•ืชืจ ืžืขืฉื•ืจ, ืื ื™ ื™ื›ื•ืœื” ืœืกืคื•ืจ ืขืœ ื™ื“ ืื—ืช
02:32
the number of senior women over 50 in executive positions that I saw,
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ืืช ืžืกืคืจ ื”ื ืฉื™ื ืžืขืœ ื’ื™ืœ 50 ืฉืจืื™ืชื™ ื‘ืขืžื“ื•ืช ื ื™ื”ื•ืœื™ื•ืช ื‘ื›ื™ืจื•ืช.
ื‘ื™ืŸ ืื ื‘ืกื™ืื˜ืœ ืื• ื“ื•ื‘ืื™, ืœืื’ื•ืก ืื• ืฆืคื•ืŸ ื ื™ื• ื™ื•ืจืง,
02:38
whether it was Seattle or Dubai, Lagos or upstate New York,
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02:41
women were scarce at the top.
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ื ืฉื™ื ื”ื™ื• ื ื“ื™ืจื•ืช ื‘ืฆืžืจืช.
02:44
I started to look around and question the system I was in,
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ื”ืชื—ืœืชื™ ืœื”ืชืกื›ืœ ืžืกื‘ื™ื‘ ื•ืœืคืงืคืง ื‘ืžืขืจื›ืช ืฉื‘ื” ื”ื™ื™ืชื™,
02:47
wonder what opportunities really existed.
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ืœืชื”ื•ืช ืืœื• ื”ื–ื“ืžื ื•ื™ื•ืช ื”ื™ื• ืงื™ื™ืžื•ืช ื‘ืืžืช.
02:50
The women at the top were exceptional.
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ื”ื ืฉื™ื ืฉื”ื™ื• ื‘ืฆืžืจืช ื”ื™ื• ื™ื•ืฆืื•ืช ื“ื•ืคืŸ.
02:53
The bar seemed almost too high to reach.
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ื”ืจืฃ ื ืจืื” ื›ืžืขื˜ ืžื—ื•ืฅ ืœื”ื™ืฉื’ ื™ื“.
02:55
And so I started speaking to my friends and colleagues in their 40s and 50s.
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ืื– ื”ืชื—ืœืชื™ ืœื“ื‘ืจ ืขื ื—ื‘ืจื•ืช ื•ืงื•ืœื’ื•ืช ื‘ื’ื™ืœืื™ 40 - 50.
03:00
They talked about things I knew: balancing a serious job, teenagers
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ื”ืŸ ื“ื™ื‘ืจื• ืขืœ ื“ื‘ืจื™ื ืฉื™ื“ืขืชื™: ืื™ื–ื•ืŸ ื‘ื™ืŸ ืขื‘ื•ื“ื” ืจืฆื™ื ื™ืช, ื‘ื ื™ ื ื•ืขืจ
03:04
and caring for elderly parents.
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ื•ื˜ื™ืคื•ืœ ื‘ื”ื•ืจื™ื ืžื‘ื•ื’ืจื™ื.
03:07
But in a few instances, close friends opened up.
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ืื‘ืœ ื‘ื›ืžื” ืžืงืจื™ื ื—ื‘ืจื•ืช ืงืจื•ื‘ื•ืช ื ืคืชื—ื•.
03:10
They talked about how their bodies and their minds were changing
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ื”ืŸ ื“ื™ื‘ืจื• ืขืœ ืื™ืš ืฉื”ื’ื•ืฃ ื•ื”ื ืคืฉ ืฉืœื”ืŸ ืžืฉืชื ื™ื
03:13
and the impact of menopause on many aspects of their lives,
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ื•ืขืœ ื”ื”ืฉืคืขื” ืฉืœ ื”ืžื ื•ืคืื•ื–ื” ืขืœ ื”ืžื•ืŸ ื”ื™ื‘ื˜ื™ื ื‘ื—ื™ื™ื ืฉืœื”ืŸ,
03:17
including work.
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ื›ื•ืœืœ ืขื‘ื•ื“ื”.
03:19
It was at that point that I realized
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ื–ื• ื”ื™ื™ืชื” ื”ื ืงื•ื“ื” ืฉื‘ื” ื”ื‘ื ืชื™
03:21
if I wanted to make a difference to women in the workplace
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ืฉืื ืื ื™ ืจื•ืฆื” ืœืฉืคืจ ืืช ืžืฆื‘ ื”ื ืฉื™ื ื‘ืžืงื•ื ื”ืขื‘ื•ื“ื”
03:24
so we can all work as long as we want to,
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ื›ื“ื™ ืฉื›ื•ืœื ื• ื ื•ื›ืœ ืœืขื‘ื•ื“ ื›ืžื” ืฉืื ื—ื ื• ืจื•ืฆื•ืช,
03:27
it was to improve menopause care.
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ื–ื” ืœืฉืคืจ ืืช ื”ื˜ื™ืคื•ืœ ื‘ื’ื™ืœ ื”ืžืขื‘ืจ.
03:30
I believe the workplace can play a major role
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ืื ื™ ืžืืžื™ื ื” ืฉืžืงื•ื ื”ืขื‘ื•ื“ื” ื™ื›ื•ืœ ืœืฉื—ืง ืชืคืงื™ื“ ืžืฉืžืขื•ืชื™
03:32
in improving the experience for women coping with menopausal symptoms.
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ื‘ืฉื™ืคื•ืจ ื”ื—ื•ื•ื™ื” ืฉืœ ื ืฉื™ื ืฉืžืชืžื•ื“ื“ื•ืช ืขื ืชืกืžื™ื ื™ื ืฉืœ ื’ื™ืœ ื”ืžืขื‘ืจ.
03:36
And it might sound clichรฉ, but it does start with awareness.
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ื•ืื•ืœื™ ื–ื” ื™ื™ืฉืžืข ื ื“ื•ืฉ, ืื‘ืœ ื”ืฆืขื“ ื”ืจืืฉื•ืŸ ื”ื•ื ื‘ืืžืช ืžื•ื“ืขื•ืช.
03:40
And then it means changing the physical setup of our offices,
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ื•ืื—ืจ ื›ืš ืฉื™ื ื•ื™ ื”ืžื‘ื ื” ื”ืคื™ื–ื™ ืฉืœ ื”ืžืฉืจื“ื™ื ืฉืœื ื•,
03:43
resetting expectations around work culture
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ืฉื™ื ื•ื™ ืฆื™ืคื™ื•ืช ืฉืงืฉื•ืจื•ืช ืœืชืจื‘ื•ืช ืขื‘ื•ื“ื”,
03:46
and updating health care policies.
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ื•ืขื“ื›ื•ืŸ ืžื“ื™ื ื™ื•ืช ืฉืœ ื‘ื™ื˜ื•ื—ื™ ื‘ืจื™ืื•ืช.
03:48
So, first: awareness.
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ืื–, ืงื•ื“ื ื›ืœ, ืžื•ื“ืขื•ืช.
03:50
Since we learn virtually nothing about menopause in school,
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ืžืื—ืจ ื•ืื ื—ื ื• ืœื ืœื•ืžื“ื™ื ืขืœ ื’ื™ืœ ื”ืžืขื‘ืจ ื›ืžืขื˜ ืฉื•ื ื“ื‘ืจ ื‘ื‘ื™ืช ื”ืกืคืจ,
03:54
in the news, in pop culture,
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ื‘ื—ื“ืฉื•ืช, ื‘ืชืจื‘ื•ืช ื”ืคื•ืคืœืจื™ืช,
03:56
it's impossible to expect that even the most well-intentioned manager
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ืื™ ืืคืฉืจ ืœืฆืคื•ืช ืฉืืคื™ืœื• ืœืžื ื”ืœ ืื• ืœืžื ื”ืœืช ืขื ื”ื›ื•ื•ื ื•ืช ื”ื›ื™ ื˜ื•ื‘ื•ืช
04:00
would have a clue how to be supportive.
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ื™ื”ื™ื” ืฉืžืฅ ืฉืœ ืžื•ืฉื’ ืื™ืš ืœืกืคืง ืชืžื™ื›ื”.
04:03
So many societies place so much pressure on women to appear young and happy
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ื›ืœ ื›ืš ื”ืจื‘ื” ื—ื‘ืจื•ืช ืžืื•ื“ ืœื•ื—ืฆื•ืช ืขืœ ื ืฉื™ื
ืœื”ืจืื•ืช ืฆืขื™ืจื•ืช ื•ืฉืžื—ื•ืช ื•ืจืขื ื ื•ืช ื›ืœ ื”ื–ืžืŸ.
04:09
and vibrant all of the time.
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04:11
All that effort put towards pretending that you're not going through
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ื›ืœ ื”ืžืืžืฅ ื”ื–ื” ืฉืžื•ืฉืงืข ื‘ืœื”ืขืžื™ื“ ืคื ื™ื ืฉืืช ืœื ืขื•ื‘ืจืช ืชื”ืœื™ืš ื˜ื‘ืขื™ ืฉืœ ื”ื–ื“ืงื ื•ืช
04:14
a natural process of aging
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04:16
is a complete waste of time.
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ื”ื•ื ื‘ื–ื‘ื•ื– ื–ืžืŸ ืžื•ื—ืœื˜.
04:19
Meanwhile, a day in the life of a peri- or postmenopausal woman
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ื‘ื–ืžืŸ ื›ืœ ื”ืžืืžืฅ ื”ื–ื”, ื™ื•ื ื‘ื—ื™ื™ ืื™ืฉื” ื‘ืคืจื” ืื• ืคื•ืกื˜ ืžื ื•ืคืื•ื–ื”
04:22
could be running to the bathroom to wait out a hot flush,
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ื™ื›ื•ืœ ืœื”ื™ื•ืช ืœืจื•ืฅ ืœืฉื™ืจื•ืชื™ื ื›ื“ื™ ืœื—ื›ื•ืช ืฉื’ืœ ื—ื•ื ื™ืขื‘ื•ืจ
04:26
looking for paper towels for perspiration that came out of nowhere
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ืœื—ืคืฉ ืžื’ื‘ื•ืช ื ื™ื™ืจ ื‘ืฉื‘ื™ืœ ื–ื™ืขื” ืฉื”ื•ืคื™ืขื” ืžืฉื•ื ืžืงื•ื
04:29
when everyone else was freezing,
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ื‘ื–ืžืŸ ืฉื›ืœ ื”ืฉืืจ ืงืคืื•,
04:31
skipping a meeting or sending someone else,
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ืœื”ื‘ืจื™ื– ืžืคื’ื™ืฉื” ืื• ืœืฉืœื•ื— ืžื—ืœื™ืคื” ืื• ืžื—ืœื™ืฃ,
04:34
because a wave of anxiety made you feel like you couldn't cope
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ื‘ื’ืœืœ ืฉื’ืœ ื—ืจื“ื” ื’ืจื ืœืš ืœื”ืจื’ื™ืฉ ืฉืืช ืœื ืžืกื•ื’ืœืช ืœื”ืชืžื•ื“ื“
04:37
or skipping a business trip altogether,
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ืื• ืœื”ื‘ืจื™ื– ืžื ืกื™ืขื” ืขืกืงื™ืช ืœื—ืœื•ื˜ื™ืŸ
04:39
because heavy periods made leaving home virtually impossible.
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ื‘ื’ืœืœ ืฉื•ืกืชื•ืช ื—ื–ืงื•ืช ืคื—ื•ืช ืื• ื™ื•ืชืจ ืžื ืขื• ืžืžืš ืœืฆืืช ืžื”ื‘ื™ืช.
04:44
One way to raise awareness is to bring the discussion right into the workplace.
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ื“ืจืš ืื—ืช ืœื”ืขืœื•ืช ืžื•ื“ืขื•ืช ื”ื™ื ืœื“ื‘ืจ ืขืœ ื”ื ื•ืฉื ืžืžืฉ ื‘ืชื•ืš ืžืงื•ื ื”ืขื‘ื•ื“ื”.
04:48
Many companies already offer training programs
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ื”ืจื‘ื” ื—ื‘ืจื•ืช ื›ื‘ืจ ืžืฆื™ืขื•ืช ืชื•ื›ื ื™ื•ืช ื”ื“ืจื›ื”
04:51
on things like diversity and inclusion,
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ื‘ื ื•ืฉืื™ื ื›ืžื• ื’ื™ื•ื•ืŸ ื•ื”ื›ืœื”,
04:53
anti-harassment,
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ืžื ื™ืขืช ื”ื˜ืจื“ื•ืช
04:54
conversations on mental health or parental leave.
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ืฉื™ื—ื•ืช ืขืœ ื‘ืจื™ืื•ืช ื”ื ืคืฉ ืื• ื—ื•ืคืฉืช ืœื™ื“ื”.
04:58
Let's normalize conversation on menopause,
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ื‘ื•ืื• ื ื ืจืžืœ ืฉื™ื—ื•ืช ืขืœ ื’ื™ืœ ื”ืžืขื‘ืจ,
05:00
inviting people of all genders and all ages
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ื ื–ืžื™ืŸ ื ืฉื™ื ื•ืื ืฉื™ื ืžื›ืœ ื”ืžื’ื“ืจื™ื ื•ื‘ื›ืœ ื”ื’ื™ืœืื™ื
05:03
to understand what's happening in this natural process of aging,
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ืœื”ื‘ื™ืŸ ืžื” ืงื•ืจื” ื‘ืชื”ืœื™ืš ื”ื˜ื‘ืขื™ ื”ื–ื” ืฉืœ ื”ื–ื“ืงื ื•ืช,
05:07
so people can learn how to be supportive.
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ื›ื“ื™ ืฉื™ื•ื›ืœื• ืœืœืžื•ื“ ืื™ืš ืœืกืคืง ืชืžื™ื›ื”.
05:10
Next is the physical setup and expectations around work culture.
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ื”ื“ื‘ืจ ื”ื‘ื ื”ื•ื ื”ืžื‘ื ื” ื”ืคื™ื–ื™ ื•ืฆื™ืคื™ื•ืช ืฉืงืฉื•ืจื•ืช ืœืชืจื‘ื•ืช ืขื‘ื•ื“ื”.
05:15
For example, open-plan offices are a disaster for so many reasons,
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ืœื“ื•ื’ืžื, ื—ืœืœ ืžืฉืจื“ื™ ืคืชื•ื— ื–ื” ืืกื•ืŸ ืžื›ืœ ื›ืš ื”ืจื‘ื” ืกื™ื‘ื•ืช,
05:20
not being able to control the temperature,
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ืื™ืŸ ืœืš ื™ื›ื•ืœืช ืœืฉืœื•ื˜ ืขืœ ื”ื˜ืžืคืจื˜ื•ืจื”,
05:22
having no doors to close when you're having a hot flush
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ืื™ืŸ ืœืš ื“ืœืชื•ืช ืœืกื’ื•ืจ ื›ืฉื™ืฉ ืœืš ื’ืœ ื—ื•ื ืื• ื›ืฉืืช ืฆืจื™ื›ื” ืจื’ืข ืœืืกื•ืฃ ืืช ืขืฆืžืš.
05:25
or need a moment to regroup.
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05:27
And, of course, you can't change an entire floor plan overnight.
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ื•ื‘ืจื•ืจ ืฉืื™ ืืคืฉืจ ืœืฉื ื•ืช ืœื—ืœื•ื˜ื™ืŸ ืืช ื”ืžื‘ื ื” ื”ืคื™ื–ื™ ืฉืœ ื”ืžืฉืจื“ ื‘ื™ืŸ ืœื™ืœื”.
05:31
But there probably are some things you can do,
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ืื‘ืœ ืกื‘ื™ืจ ืœื”ื ื™ื— ืฉื™ืฉ ื“ื‘ืจื™ื ื›ืœืฉื”ื ืฉื›ืŸ ืืคืฉืจ ืœืขืฉื•ืช.
05:33
whether that's desk fans, availability of period products,
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ื‘ื™ืŸ ืื ื–ื” ืžืื•ื•ืจืจื™ื ืฉื•ืœื—ื ื™ื™ื, ื–ืžื™ื ื•ืช ืฉืœ ืžื•ืฆืจื™ ื•ืกืช,
05:37
letting someone move their desk from closest to the radiator
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ืœืืคืฉืจ ืœืžื™ืฉื”ื™ ืœื”ื–ื™ื– ืืช ื”ืฉื•ืœื—ืŸ ืฉืœื” ื›ื“ื™ ืœื ืœืฉื‘ืช ืฆืžื•ื“ ืœื—ื™ืžื•ื,
05:41
or having a few rooms with a few doors that you can close
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ืื• ืœื”ืงืฆื•ืช ื›ืžื” ื—ื“ืจื™ื ืขื ื“ืœืชื•ืช ืฉืืคืฉืจ ืœืกื’ื•ืจ ืื ืืช ืฆืจื™ื›ื” ืจื’ืข ื›ื“ื™ ืœืืกื•ืฃ ืืช ืขืฆืžืš,
05:44
if you need a moment to regroup
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05:46
are all good ideas.
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ืืœื• ื›ื•ืœื ืจืขื™ื•ื ื•ืช ื˜ื•ื‘ื™ื.
05:48
In situations where women wear uniforms at work,
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ื‘ืžืงืจื™ื ืฉื‘ื”ื ื ืฉื™ื ืœื•ื‘ืฉื•ืช ืžื“ื™ื ื‘ืขื‘ื•ื“ื”,
05:51
updating the cut to a thinner fabric,
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ืœืขื“ื›ืŸ ืืช ื”ืขื™ืฆื•ื‘ ืœื‘ื“ ื“ืง ื™ื•ืชืจ
05:53
making it more breathable or even sweat-wicking
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ืœืขืฉื•ืช ืื•ืชื• ื ื•ืฉื ื™ื•ืชืจ ืื• ืืคื™ืœื• ืžื ื“ืฃ ื–ื™ืขื”
05:56
can make a huge difference to a woman's comfort,
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ื™ื›ื•ืœ ืœืชืจื•ื ืžืื•ื“ ืœื ื•ื—ื•ืช ืฉืœ ื”ืื™ืฉื”,
05:58
as well as having a few extra around,
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ื›ืžื• ื’ื ืœื“ืื•ื’ ืฉื™ื”ื™ื• ื›ืžื” ืจื–ืจื‘ื•ืช ื‘ืกื‘ื™ื‘ื”, ืœืžืงืจื” ืฉื™ืฉ ืฆื•ืจืš ืœื”ื—ืœื™ืฃ ื‘ืžื”ืœืš ื”ื™ื•ื.
06:00
if a quick change is required during the day.
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06:03
For employees who can work remotely,
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ืœืขื•ื‘ื“ื•ืช ืฉื™ื›ื•ืœื•ืช ืœืขื‘ื•ื“ ืžืจื—ื•ืง
06:05
you can make it easier by giving examples of things to say to a manager
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ืืคืฉืจ ืœืขื–ื•ืจ ืขืœ ื™ื“ื™ ืžืชืŸ ื“ื•ื’ืžืื•ืช ืœื“ื‘ืจื™ื ืฉื”ืŸ ื™ื›ื•ืœื•ืช ืœื”ื’ื™ื“ ืœืžื ื”ืœืช ืื• ืœืžื ื”ืœ
06:09
when symptoms are out of control.
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ื›ืฉื”ืชืกืžื™ื ื™ื ื™ื•ืฆืื™ื ืžื›ืœืœ ืฉืœื™ื˜ื”.
06:11
For example, "I'm having a really tough day due to my symptoms,
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ืœืžืฉืœ: โ€œืขื•ื‘ืจ ืขืœื™ื™ ื™ื•ื ืงืฉื” ืžืื•ื“ ื‘ื’ืœืœ ื”ืชืกืžื™ื ื™ื ืฉืœื™
06:14
and it's making it difficult for me to perform at my best in the office."
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ื•ื–ื” ืžืงืฉื” ืขืœื™ื™ ืœืชืคืงื“ ื‘ืจืžื” ืžื™ื˜ื‘ื™ืช ื‘ืžืฉืจื“โ€.
06:18
In cases where that's not possible,
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ื‘ืžืงืจื™ื ืฉื‘ื”ื ื–ื” ื‘ืœืชื™ ืืคืฉืจื™,
06:20
being able to say things like,
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ืœื”ื™ื•ืช ืžืกื•ื’ืœืช ืœื”ื’ื™ื“ ื“ื‘ืจื™ื ื›ืžื•:
06:22
"I need to take a few more frequent breaks today rather than one long break,"
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โ€œืื ื™ ืฆืจื™ื›ื” ืœืงื—ืช ื›ืžื” ื”ืคืกืงื•ืช ืงืฆืจื•ืช ื”ื™ื•ื ื‘ืžืงื•ื ื”ืคืกืงื” ืื—ืช ืืจื•ื›ื”โ€
06:27
or "Hold on a second -- I'm having a hot flush."
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ืื•: โ€œื—ื›ื• ืจื’ืข, ื™ืฉ ืœื™ ื’ืœ ื—ื•ืโ€œ.
06:31
I truly believe that more openness about this topic,
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ืื ื™ ื‘ืืžืช ืžืืžื™ื ื” ืฉืคืชื™ื—ื•ืช ื’ื“ื•ืœื” ื™ื•ืชืจ ื‘ื ื•ืฉื ื”ื–ื”,
06:35
as well as leniency from an office around scheduling or more frequent breaks
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ื‘ื ื•ืกืฃ ืœื’ืžื™ืฉื•ืช ืžืฆื“ ื”ืžืฉืจื“ ื‘ื ื•ื’ืข ืœืœื•โ€œื– ืื• ืชื“ื™ืจื•ืช ืฉืœ ื”ืคืกืงื•ืช
06:40
will make a huge difference to retaining women
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ื™ื•ื‘ื™ืœื• ืœืฉื™ืคื•ืจ ืžืฉืžืขื•ืชื™ ื‘ืฉื™ืžื•ืจ ื ืฉื™ื ื‘ืขื‘ื•ื“ื” ืฉืœื”ืŸ
06:42
and getting them over that next promotion hurdle.
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ื•ื‘ืžืขื‘ืจ ืฉืœื”ืŸ ืžืขืœ ืœืžืฉื•ื›ืช ื”ืงื™ื“ื•ื ื”ื‘ืื”.
06:45
And then there's health care,
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ื•ืื– ื™ืฉ ืืช ื‘ื™ื˜ื•ื— ื”ื‘ืจื™ืื•ืช,
06:47
which is perhaps the most important.
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ืฉื”ื•ื ืื•ืœื™ ื”ื›ื™ ื—ืฉื•ื‘.
06:49
In many cases,
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ื‘ืžืงืจื™ื ืจื‘ื™ื
06:50
a workplace will provide in-part or in-full health care to its employees.
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ืžืงื•ื ื”ืขื‘ื•ื“ื” ืžืกืคืง ืœืขื•ื‘ื“ื™ื ื•ืœืขื•ื‘ื“ื•ืช ื‘ื™ื˜ื•ื— ื‘ืจื™ืื•ืช ื—ืœืงื™ ืื• ืžืœื.
06:53
So there's an opportunity to include menopause directly.
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ืื– ื™ืฉ ื›ืืŸ ื”ื–ื“ืžื ื•ืช ืœื›ืœื•ืœ ืืช ื’ื™ืœ ื”ืžืขื‘ืจ ื‘ืื•ืคืŸ ื™ืฉื™ืจ.
06:56
It can benefit a woman to have access to real information
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ื ืฉื™ื ื™ื›ื•ืœื•ืช ืœื”ืคื™ืง ืชื•ืขืœืช ืžื’ื™ืฉื” ืœืžื™ื“ืข ืขืœ ืื™ื–ื” ื˜ื™ืคื•ืœื™ื ื–ืžื™ื ื™ื ืœื”ืŸ
07:00
about what treatment options are available
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07:02
and what doctors or specialists she may want to see,
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ื•ืœืื™ื–ื” ืœืจื•ืคืื™ื ืื• ืžื•ืžื—ื™ื ื›ื“ืื™ ืœื”ืŸ ืœืœื›ืช,
07:05
whether that's gynecologists, endocrinologists,
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ื‘ื™ืŸ ืื ื–ื” ื’ื ื™ืงื•ืœื•ื’ื™ื•ืช, ืื ื“ื•ืงืจื™ื ื•ืœื•ื’ื™ื•ืช,
07:07
pelvic floor physios
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ืคื™ื–ื™ื•ืชืจืคื™ืกื˜ื™ื ืฉืœ ืจืฆืคืช ื”ืื’ืŸ, ืื• ืคืกื™ื›ื•ืœื•ื’ื™ื.
07:09
or talk therapists.
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07:10
Menopause is a highly complex and individualized situation,
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ื’ื™ืœ ื”ืžืขื‘ืจ ื”ื•ื ืžืฆื‘ ืžืื•ื“ ืžื•ืจื›ื‘ ื•ืื™ื ื™ื‘ื™ื“ื•ืืœื™,
07:15
and having access to high-quality health care providers
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ื•ื’ื™ืฉื” ืœื ื•ืชื ื™ ื•ื ื•ืชื ื•ืช ืฉื™ืจื•ืชื™ื ืจืคื•ืื™ื™ื ื‘ืจืžื” ื’ื‘ื•ื”ื”
07:18
that can talk you through your treatment options
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ืฉื™ื›ื•ืœื™ื ืœื”ืกื‘ื™ืจ ืœืš ืขืœ ื˜ื™ืคื•ืœื™ื ืืคืฉืจื™ื™ื
07:20
and help you figure out what you want to do
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ื•ืœืขื–ื•ืจ ืœืš ืœื”ื‘ื™ืŸ ืžื” ืืช ืจื•ืฆื” ืœืขืฉื•ืช
07:22
is critical.
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ื”ื™ื ืงืจื™ื˜ื™ืช.
07:24
In many cases, insurance does cover this,
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ื‘ื”ืจื‘ื” ืžืงืจื™ื ื”ื‘ื™ื˜ื•ื— ื”ืจืคื•ืื™ ืื›ืŸ ืžื›ืกื” ืืช ื–ื”, ืื• ืฉื–ื” ื›ืŸ ื–ืžื™ืŸ ื‘ืžืขืจื›ื•ืช ื‘ืจื™ืื•ืช ืœืื•ืžื™ื•ืช,
07:26
or national health systems do have this available,
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07:29
but it can be hard to navigate,
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ืื‘ืœ ื™ื›ื•ืœ ืœื”ื™ื•ืช ืงืฉื” ืœื ื•ื•ื˜ ื‘ืžืขืจื›ืช
07:31
and all of the symptoms make finding the right doctor time-consuming
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ื•ื›ืœ ื”ืชืกืžื™ื ื™ื ื’ื•ืจืžื™ื ืœื›ืš
ืฉืœืžืฆื•ื ืืช ื”ืจื•ืคื ืื• ื”ืจื•ืคืื” ื”ื ื›ื•ื ื™ื ืœื•ืงื— ื”ืจื‘ื” ื–ืžืŸ ื•ืกื•ื—ื˜ ื”ืจื‘ื” ืื ืจื’ื™ื”.
07:35
and energy-draining.
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07:36
Just as we have health care resources
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ื‘ื“ื™ื•ืง ื›ืžื• ืฉื™ืฉ ืœื ื• ืžืฉืื‘ื™ื ืจืคื•ืื™ื™ื
07:38
for what to expect when you're having a child and how to be a great parent,
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ื›ื“ื™ ืœื”ื‘ื™ืŸ ืœืžื” ืœืฆืคื•ืช ื›ืฉื™ืฉ ื™ืœื“ ื‘ื“ืจืš ื•ืื™ืš ืœื”ื™ื•ืช ื”ื•ืจื” ืžืขื•ืœื”,
07:42
we need better health care resources for what to expect in perimenopause
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ื™ืฉ ืฆื•ืจืš ื‘ืžืฉืื‘ื™ื ืจืคื•ืื™ื™ื ื˜ื•ื‘ื™ื ื™ื•ืชืจ ื›ื“ื™ ืœื”ื‘ื™ืŸ ืœืžื” ืœืฆืคื•ืช ื‘ืคืจื”-ืžื ื•ืคืื•ื–ื”
07:46
and support through the entire transition.
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ื•ืœืชืžื™ื›ื” ืœืื•ืจืš ื”ืชื”ืœื™ืš ื›ื•ืœื•.
07:49
Every workplace is different,
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ื›ืœ ืžืงื•ื ืขื‘ื•ื“ื” ื”ื•ื ืฉื•ื ื”,
07:51
and not all companies will have the same approach to becoming menopause friendly.
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ื•ืœื ืœื›ืœ ื”ื—ื‘ืจื•ืช ืชื”ื™ื™ื” ืืช ืื•ืชื” ื”ื’ื™ืฉื” ืœื’ื‘ื™ ืื™ืš ืœื”ืคื•ืš ืœื™ื“ื•ื“ื•ืชื™ื™ื ื‘ื ื•ืฉื ื’ื™ืœ ื”ืžืขื‘ืจ.
07:55
But at the very least,
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ืื‘ืœ, ืœื›ืœ ื”ืคื—ื•ืช,
07:56
increasing awareness and demonstrating some real empathy can be low-cost.
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ื”ื’ื‘ืจืช ืžื•ื“ืขื•ืช ื•ื”ืคื’ื ืช ืืžืคืชื™ื” ืืžื™ืชื™ืช ื™ื›ื•ืœื™ื ืœื”ื™ื•ืช ื‘ืขืœื•ืช ื ืžื•ื›ื”.
08:01
Just this year, we've heard several corporations make announcements
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ืจืง ื”ืฉื ื”, ืฉืžืขื ื• ื”ืฆื”ืจื•ืช ืžื›ืžื” ืืจื’ื•ื ื™ื ื’ื“ื•ืœื™ื
08:05
about boosting female leadership at the top -- and that's great.
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ื‘ื ื•ืฉื ื—ื™ื–ื•ืง ืžื ื”ื™ื’ื•ืช ื ืฉื™ืช ื‘ืฆืžืจืช, ื•ื–ื” ื ื”ื“ืจ.
08:08
And it will take a lot of coordinated efforts to get there.
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ื•ืœื”ื’ื™ืข ืœืฉื ื™ื“ืจื•ืฉ ื”ืจื‘ื” ืžืืžืฆื™ื ืžืชื•ืืžื™ื.
08:11
But what's the first step?
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ืื‘ืœ ืžื” ื”ืฆืขื“ ื”ืจืืฉื•ืŸ?
08:13
Getting serious about menopause.
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ืจืฆื™ื ื•ืช ืœื’ื‘ื™ ื’ื™ืœ ื”ืžืขื‘ืจ.
08:16
Thank you.
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ืชื•ื“ื”.
ืขืœ ืืชืจ ื–ื”

ืืชืจ ื–ื” ื™ืฆื™ื’ ื‘ืคื ื™ื›ื ืกืจื˜ื•ื ื™ YouTube ื”ืžื•ืขื™ืœื™ื ืœืœื™ืžื•ื“ ืื ื’ืœื™ืช. ืชื•ื›ืœื• ืœืจืื•ืช ืฉื™ืขื•ืจื™ ืื ื’ืœื™ืช ื”ืžื•ืขื‘ืจื™ื ืขืœ ื™ื“ื™ ืžื•ืจื™ื ืžื”ืฉื•ืจื” ื”ืจืืฉื•ื ื” ืžืจื—ื‘ื™ ื”ืขื•ืœื. ืœื—ืฅ ืคืขืžื™ื™ื ืขืœ ื”ื›ืชื•ื‘ื™ื•ืช ื‘ืื ื’ืœื™ืช ื”ืžื•ืฆื’ื•ืช ื‘ื›ืœ ื“ืฃ ื•ื™ื“ืื• ื›ื“ื™ ืœื”ืคืขื™ืœ ืืช ื”ืกืจื˜ื•ืŸ ืžืฉื. ื”ื›ืชื•ื‘ื™ื•ืช ื’ื•ืœืœื•ืช ื‘ืกื ื›ืจื•ืŸ ืขื ื”ืคืขืœืช ื”ื•ื•ื™ื“ืื•. ืื ื™ืฉ ืœืš ื”ืขืจื•ืช ืื• ื‘ืงืฉื•ืช, ืื ื ืฆื•ืจ ืื™ืชื ื• ืงืฉืจ ื‘ืืžืฆืขื•ืช ื˜ื•ืคืก ื™ืฆื™ืจืช ืงืฉืจ ื–ื”.

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