So we're here to talk about what we call as menopositivity, which is really around flipping the script on menopause at work.And what we wanna do is take you through navigating menopause at work. There's a lot of talk that's happening right now around menopause, but there's a piece that's not really being addressed. It's a little bit more silent, and it's about how it's showing up in the workplace. And so my name is Salima Balje.

I'm Lauren Glaser. And we yeah. We're both executive coaches. We both work with leaders, and often women leaders. And, you know, that's sort of what led us to being here to talk about menopause at work. And, actually, we'd love if you wanna throw into the chat I mean, this is a tech conference, and I'm sure you learned a lot of really brilliant things about the work that you do, but we'd love to know what drew you here to this conversation today.

So if

you wanna direct the chat while we get started telling you why we're here, that would be exceptional.

And so while you're doing that, you know, Lauren and Lauren mentioned that we are executive coaches. And so we're hearing the stories of women and we're notice we noticed a pattern. And what we noticed is that, you know, when women are at the peak of their careers, they're, being interrupted. And they're starting to ask questions of, like, hey. Should I I'm not gonna go for that, promotion because I just don't think I can handle it, or there's too much at at stake for me, or something going on physically with my body. Or they're feeling like, oh, I may need to retire early. Or they feel like they're, going to maybe take a lesser job with because of the, you know, managing the stress, the sleep, and all the things that they're managing.

And so that's what really sparked this journey that Lauren and I are really around building awareness, is that women are being interrupted in their careers right at the time when they're at the peak. And so we're just on this journey to to, really build some awareness. So we're really happy that you're here and that we can build this awareness, with you. And we're seeing some really great stories come through.

That's right. And and it's not just what we're seeing, and it's not just what you're telling us in the chat. I'm seeing a lot of, I I also had a partial hysterectomy. So I went through a chemical menopause when my ovaries and fallopian tubes were removed. And that was just a shock to the system and changed my career path and my trajectory. And and so our own anecdotal stories are backed by data. Right? We know that it is not just a significant personal issue, but a business challenge that requires immediate attention and action. There's a $150,000,000,000 in productivity at stake. The stats say that one in ten women are leaving the workforce because of unmanaged menopause symptoms. Right? And it's gotta be more than that because a lot of women don't even know that they're experiencing menopause.

So one in ten seems like it it's playing it safe right there. And women's careers are being impacted. Right? And if you wanna flip to the next slide, there is a lot to overcome at work and no support. Little to no support, especially in The United States North America, I should say. Right? In in The UK, they're a little bit more advanced, and there is some scaffolding in place to support women, but there isn't a lot. Right? And so we're being slammed with all these psychological and physiological impacts of this menopause transition, and we're experiencing these emotions and feeling this embarrassment and and feeling the stigma and the burnout. And there's also this double whammy effect because we want so badly and I saw this, Jennifer. You know, you're a professional. You wanna stay on top of your game.

So you're gonna work double hard to work to your normal level while also hiding and stuffing down all of the symptoms of your perimenopause transition. Right? So that's a double whammy. It takes you know, it you're expending so much effort. Right? And so that's why we really wanna shed light on this and give you through today's you know, through the forty minutes we have together, some thoughts about how you might approach it differently, some tools that you might use.

I'm seeing in the chat, you know, Debbie says, I think you were in my last therapy session. And then I see, Deborah, you're saying, I've been through it all, and I'm interested in hearing what others are going through as well. Yeah. I think the number one feedback we get when we do this presentation is that, oh my god, I'm not alone. And you definitely will. We hope that you're gonna walk away with a couple of techniques or something that is, going something new to add to your toolbox, that's really going to empower you and embolden you as you're going through this journey. Maddie says the millennials I work with are always happy to point out that I'm turning red from the flashes.

Well, I think you can, retort, and we'll give you some evidence around this that they're not far behind, so they might want to just slow their roll and pump the brakes on their, you know, glib lines.

Yeah. And in fact, they have a a term, right, which is called melanopause. Yeah. Exactly. So millennials are going through this and will be getting if not, will be soon. And they've even come up with their own term, melanopause. So, definitely something to retort back with. Before we go further, something that I wanna mention is that, need to give you the medical disclaimer. Lauren and I are executive coaches. We're not health care providers. So we're not gonna go we're not gonna be talking about treatment options, and we're not gonna be providing medical advice. Our job here is to really to be to to shine a light in terms of how women are experiencing this in the workplace and to give some tools to really empower, your menopause journey at work.

I'm hoping that you're gonna stay with us till the end. We're gonna give you a chance to we have a menopause resources, a literacy resource guide, which has a number of the, tools and, resources that we're gonna be talking about in today's presentation. And then like we said, we have the menopause, playlist. So we hope that you take that and have a listen whenever you just need a boost or just get into the mood. And, also, what we're offering is for anyone who's, you know, puts in their email address into the form is we're gonna we're offering the chance for Lauren and I to come to your organization virtually and offer the same presentation. We're really just trying to get out there and to build the awareness.

And so, if you would love to if you enjoyed our presentation, you think that there are other women or allies in your organization that would really enjoy this presentation, then stick with us till the end, fill in the presentation, the feedback form, and, we'll we'll be happy to come to one of your organizations.

And it's so it's so interesting, Salima, that you mentioned allies because this is something that really threw us for a loop when we started going into organizations. And often we're sponsored by, like, say, a women's employee resource group or, you know, the the whatever the appropriate term is in your company. And men were coming, and men were thanking us for helping give them sort of a view into what their teams were experiencing, what their wives were experiencing. Right? So so it's not just us. People around us need to be aware and educated so that they can support us while we are very, very capable of giving a lot to the organization and having some challenges. Right?

Yeah. So, I'm gonna start off with the what we're calling the m power approach. So no pun intended. This is about m power. We're leveraging our we have power in menopause. And, you know, based on our research, based on our own personal experiences, based on the experiences that we've observed and the women that we've been coaching. We develop this framework or approach in terms of really how to help navigate women as they're going through this. And it's the four e's, which are enlighten, embrace, explore, and envision. The first e, which is enlightenment is really around, you know, when we first start getting the symptoms, we're noticing something's going wrong, somebody might have said to you, oh, it sounds like you have perimenopause.

Now this is really where you start to, you know, gain some knowledge and, really start to understand what are the challenges and start to create some awareness for yourself. So that being enlightened, which is what we're doing with you today. And then the embracing piece is where you really start to embrace, you start to reflect, you start to share, you find your support, and your safe space. Oftentimes, when we're coaching women, women will often be like, oh, my I just had kids. How is it possible that I could be in perimenopause? Or this means I can't have any more kids. I'm not ready to to to, address this. And so embracing this, journey, embracing that we're in this stage is a really important aspect of our ability to look to navigate this.

Saleema, I got a, oh, you can see the screen now. Okay. Someone had mentioned the screen share disappeared, but I'm getting, notes that it's okay. So thank you. Okay. Perfect.

And the next piece is, exploration, which is really around experimenting with strategies. These are gonna be both on the health care side. What do you need to do to support you as you're experiencing the different symptoms, but also what are some of the work strategies that you can leverage in order for you to be successful? And then the envision piece is really around once you've got yourself back into this place of stability, once you've got yourself back into or not back, but into this new place of grounding, it's an opportunity for you to envision, for you to define your leadership vision for yourself.

And for you to really you know, we spend the next one third of our lives, the next if you imagine we're you're around 50, 40, 50 average age. You have another thirty years of your life. And so it's an opportunity. It's a welcoming. It's an invitation for us to envision what's next and how do we wanna live our lives going forward both professionally and personally. And so that's the empower approach that we're gonna take you on today.

And I just wanna point out with the Envision, Stacy, you mentioned in the in the chat, no one talks about the calm and peace after the menopause symptoms pass. And it's a it can be a ten year period of time before they pass. So we're not talking about something insignificant, but once they do, what's around the bend, and how are we preparing for that? Our entire brain is remodeling and getting ready for this next opportunity. So we really this envision piece is so critical. What kind of leadership do we wanna have moving forward? Alright. So we're gonna talk about enlighten, which again is where we gain knowledge, acknowledge challenges, and create awareness. And so let's just level set. And this is where you can tell the millennials you're there too, friend. Right?

So generally speaking, unless there is a, a surgical or chemical menopause, around 35 to 45, as early as 35, people begin to experience the symptoms of perimenopause as estrogen levels decrease. And the funny thing is we're always talking about menopause, menopause, menopause. Menopause is one day twelve months after your last period. It is one day. Right? But there's this whole span of time where your estrogen levels are doing this, you know, sort of roller coaster dance where your brain is remodeling and the estrogen receptors are doing new jobs. And so we're looking from, like, 35 to to 55. Could be a period of time that you might experience some of this. So, again, melanopause is a thing. Right? It's happening to that to the the oldest tranche of that group. And what I would say here is, you know, menopause doesn't see race or status or position or financial standing or any other markers it that make us unique.

It shows up for everyone uniquely. Right? And it's more than a moment. There's physical and psychological change. And, you know, we're all going to experience it in one way or another.

Sorry. I ran to the slide too early.

Get there. Last. This one's

Okay. So now we've got the levels that we understand, you know, and and for those of us who've had a hysterectomy, for example, you know, that that's we kind of, it accelerates the it can accelerate, our stages. And, you know, there's identification that there are thirty four symptoms of menopause, and we're gonna get to that, in terms of being able to look at the whole list. But something else that we wanted to call out is that research to date is primarily been on white Caucasian women. And there's starting to be some new research that's showing that your ethnicity or your race can shape your menopause experience. So we wanted to highlight this because when you're going to your health care practitioner, having this information can be really empowering.

So for example, you know, I'm a South Asian woman. And for South Asian, we're experiencing, menopause or preperimenopause at an earlier stage, 49 to 51. So a few years earlier. And our number one severe system, symptom is painful sex. And other more comptons common symptoms is sleep disturbances, hello, weight changes, hello, and fatigue low energy. So wanted to share this with you. In our resources guide, we have a link to this study. I wanted to bring this to your attention just so that you become aware. And, again, like, you can have a more empowering conversation in because we know our many doctors are not as informed yet. They're not talking about this at length in in their medical training.

And so if there's a requirement of you, to to do more learning in this area so that you can have those conversations, advocate for yourself, and get the support that you need. Yes. Okay. So here's where the interactivity piece begin. So, there's a QR code on the screen. If You wanna grab your phones out. Scan in the QR code, and then it's gonna lead you to the Mentimeter. And I'm gonna do it along with you just to make sure that it's working.

You can also just go to menti,menti,.com on the desktop and use the code, it's 23122977. It's up at the top of the screen.

And then once you do that, you're gonna get a host of questions. So the first question is what symptoms are you experiencing? And just check the ones that are relevant to you. Okay. Awesome. Some data is coming in.

Look at the variety. I mean, it's just

yeah. And, you know, one of the things that we like to do, the reason why we do this question here is for for us to kind of understand and just take notion of, like, yeah, what are all the things that I'm experiencing? But then also to recognize how everyone's journey is so unique and so different and and how it may present for others.

Yeah. And, I mean, look at how many people that you have a kinship with just based on this. Right? Like, me and my sixty one percent of people who have anxiety. This is right? And and to be able and this is sort of where we head how is it possible that you have almost every single one of them? I I'm sorry, friend. You are not you did not win the lottery on this, or maybe you did. I don't know. But, some people will have none. Nobody here. But some people will have absolutely none. Isn't that crazy? It's just a it and and they say that some of the symptoms will be similar to how you experienced your puber puberty.

Because if you read doctor Lisa Moscone, there the she talks about the three p's, puberty, pregnancy, perimenopause. Right? Huge hormonal surges for variety of different reasons, and the symptoms can be the same. We should put in all of the above in next time.

That's true. That's true. So we can see sleep disturbances are the number one symptom. You know? Put me up right up there as well. Yeah. So for time, I'm gonna keep going forward.

Mhmm. So embrace. So now now that we know what we're looking for, now that we understand what we're experiencing, and we can see that we're part of a larger community, you know, maybe it's a community of pain and suffering, but it's a community. And we have each other, we can, we can move forward. And this is this is a really critical one. Right? Because if we continue to deny it and push it away, it becomes harder and harder. So, this is a wonderful case study from a woman named Geneva Patterson. She's a senior faculty member at the Center for Creative Leadership in Brussels. And she said when her symptoms began, I was convinced that at age 48, I had early onset Alzheimer's disease. People think they're going crazy.

Lots of people think they're going crazy. And she was too afraid to discuss the difficulties. She she made excuses for her forgetfulness. She backed off from career enhancing role. How could she take on bigger challenges when she was forgetting all of this stuff all the time? And when her physician diagnosed menopause, it was a relief and a surprise. Once you know the devil you're dancing with, you can take some control. You can get some of that empowerment. Right? And, oh my gosh, perimenopause and puberty, that is so yes, that sounds really amazing. And toddler tantrums, fantastic. And there is no, there is no data that I've seen, miss Von Beit, that skipping pregnancy will give you an extra kick in perimenopause, so no panic, please. Let's see. Let's see.

For those of you who are experiencing symptoms, we have a few more polls just to get a sense of what you're experiencing and how it's affecting you in work.

Okay. Alrighty. We're starting to see some data. So, again, same thing. Scan the QR code and start to put in answer this first this next question we have of, am I hiding my symptoms at work? True or false?

It could be pain and suffering. I think that's the quote of the day, I guess. So it's a mix, but we're definitely seeing some some significant

Yeah. And Keisha was saying it helps that, you know, working from home makes it easier. Yeah. Absolutely. So it gives you that flexibility that you need. Yeah. It helps to be remote with respect to hiding things. Yeah. Oh, but you may need some more support, so we're gonna talk about that. Yeah. I wouldn't say hiding, but just not telling the team I am menopausal. K?

I totally hear you contemplating a leave of absence. It's it's really bad, and we wanna talk about how maybe you can find the support that you need without doing that if you don't want to. Right? And community is so important. Okay. Let's see what our next, our next one is.

K. So 19 said true, seven false. K. So let's go on to the next question.

How do we only have twenty more minutes? This is insane.

Okay. So we gotta we gotta go faster. Okay. So the next one is, I have said no to promotions or additional responsibilities due to symptoms of perimen perimenopause. So true or false? K. So the data is starting to come in. We've got about 18 people so far. K.

Okay. So not not holding everyone back. That's great.

Yeah. Yeah. But for six people, that it is true. I mean, so it's still pretty significant enough, that their six people are holding back responsibilities or not asking for additional responsibilities or promotions. So that's that's still a a lot of disruption, that we're seeing

there. Right. Right. We're sitting we don't want you to be interrupted or sit on the sidelines if that's not what you want. Right?

Yeah. Yeah. What do

we have next?

K. So okay, I've considered reducing my hours at work to cope with my symptoms. True or false? I've considered reducing my hours at work to cope with symptoms. True or false? Okay. So we're getting almost an even split here. Right? Of eight true, 10 false, and starting it's pretty even, a little bit more false than true. But it's still you when we start to consider reduced hours, that's disruption again.

Yeah. In a in a study, it was one of the stats up in the beginning of the deck. Ninety nine percent of women said menopause symptoms negatively impacted their careers, and fifty nine percent had to take time off due to menopause symptoms. Just to again, once once more to say you are not alone. Okay.

So we want you to know you're not alone. Another some more data to help you know that you're not alone. That sixty seven percent of women are afraid to declare their menopause status at work. Twenty five percent of women hold back from pursuing leadership opportunities. So that was a little bit higher in our group what we observed. And then thirty three percent of women are considering reducing their hours to cope. Again, a little bit higher in this group than what we saw in the data. Alright. So we we're share we wanted to do that little poll. We wanted to so and share the data with you so you know that you're not alone to recognize that, you don't need to go through this alone, and we've seen some comments about showing how important community is. And we wanted to share one story with you of how important community is. And, I was facilitating a leadership development program just for women.

It was a very closed, confidential community. And this woman shared that she was having panic attacks every fifteen minutes and that she was feeling so burnt out. She was on the verge of leaving her job. She was like, either I gotta quit or I gotta find a different job, but I I I I'm really struggling to manage the job that I'm in right now. She was feeling very alone, very scared. And by describing her experience, sharing what was what with the with the other women in the group, what it started to proliferate is like, hey. You might be experiencing men perimenopause. Has that occurred to you? And that was the big moment for her.

And so what that set her off on her journey, which is she started to she went out and got the medical treatment. She started her treatment. And when we touched base with her in a couple of months, she says, I realized my symptoms may have been linked to perimenopause. And after seeing her doctor, I quickly felt like myself again. I was reenergized. I reimagined my co trajectory and purpose. So career a community remains my anchor. So all this to say is, like, this was a woman who was being interrupted, considering leaving, considering, you know, a a bunch of different options, and it wasn't until she had the right strategy in place or the right support that helped her to be uninterrupted. And so, it's just to say that if this is you, we just wanted to share this as a story to say that you're not alone and, this is happening for others. Yeah.

And, you know, once you've embraced the fact that this is happening, you can start to explore. And, again, we're not doctors, and we're not gonna talk about hormone replacement therapy, although it might be the right thing for you. There are a ton of different treatments that might that your doctor or a medical professional could talk to you about. We're talking about experimenting more with strategies and developing a toolkit of ways of approaching work, approaching your perimenopause symptoms that might be really valuable in kind of shifting your mindset and making you more capable. But you gotta try things out. Not everything works for everyone because as we talked about, all the symptoms are unique and different. Right? So it might not work for you, but we've got some things that might be interesting to try.

And, you know, what's what's very interesting, is this doctor, Shafina Primji, she said, you know, I regularly regularly provide care to menopausal working women and know that they often struggle for years before taking action to get some help. While menopause is a natural life transition, women do not need to suffer through symptoms that can impact their work and their quality of life. So I don't know whether it's sort of that, like, just gotta suffer through it brain that we have because we, you know, we go through all of these hard things, and we're just programmed to do them. But if we are able to reach out and get the help we need, we can have a better experience of our perimenopause transit or menopause transition. And so we're gonna talk about how you can tap into your own empower. We're gonna share a couple of tools to help you start navigating your journey with a bit more ease and clarity and help you hopefully remain uninterrupted your in your career while experiencing perimenopause.

This is not the full toolkit because we don't have all the time, but we wanna at least give you a few things to think about and to play with.

So the first one we wanna start with is this myth of staying silent is the best strategy. And if you recall at the beginning, we asked you that question, how many of you, hiding your symptoms at work? And so many women that we're working with are operating with this notion staying silent is the best strategy, and they feel like, well, I'm not gonna declare my status that something else that could be held against me. So there's two things I wanna share with you to hopefully open your mind, maybe shift your perspective. And the first one is is that the more silent we are, the more power we're actually giving the stigma. While it's not our job to change the whole thing for everybody in the organization, but we have to note that it starts by, you know, Lauren and I showing up and having these conversations.

And it starts by you also, finding your unique way to be able to share your status or to be able to share and get the support that you need. And the second thing is is that when we're silent, we're not getting the support that we need. And, you know, Lauren Lauren met talked about the double whammy. So for it takes energy to hide what we're going through. And then we're also working double harder. So for example, if we're struggling to get something done, if we're struggling to remember things, if we're struggling to show up for meetings or, you know, we're not sleeping well, All of those things are taking us more energy, so we're going up against a double whammy effect.

So something I wanna leave impress upon you is a research study that was done at Penn State University by doctor Alicia a Grandy. And in this research, what she found was is that women who were menopausal and were not sharing their status were in fact seen as less of a leader than somebody who was sharing their status. And I know for many of you, you're like, woah. That is so counterintuitive. I don't believe that. That's b s. That's baloney. Okay. So we got that too. But here's the thing, is that when you normalize it and you neutralize it so when you're doing it with both of those intentions in mind, normalize and neutralize, then you start to tap into the power of what it may offer you when you start to share your status, when you start to share having a menopause moment.

And so I wanted to share this with you to bust this myth for you to start to explore. Like, could this be possible? And what would open up for me? What would happen if I actually did start to talk about it? I'm not saying for you to, you know, to share this at the town hall, to share this with the CEO, or even to start sharing this with your boss. Start small. I'm gonna talk about this and give you a script.

Yeah. And I guess, you know, just heading into envision where we begin to think about what could be possible for us if we were to step into our leadership in this new moment. If we were going to create a vision for that next third of our life that we have to live and experience. And one in which, as someone said earlier, we're going to have a sense of calm. We are going to be we're gonna have fewer f's to give. Fantastic. Right? So what what are we capable of? And, you know, it's interesting. Oprah says so many women I've talked to see menopause as an ending, but I've discovered that this is your moment to reinvent yourself after years of focusing on the needs of everyone else.

It's your opportunity to get clear about what matters to you and then to pursue that with all of your energy, time, and talent. And I I I buy this because in the midst of my perimenopause, I started my own business. Right? And maybe I am, you know, a unicorn, but I don't think that's true. I think we begin to see what is critical and important to us and what is meaningful to us, and we start to shift the way that we think. And I understand, Heather. I see you and the ageism that often shows up. That is clearly getting a lot of of of attention in in the chat here. And that's really, really hard to navigate, and we have some thoughts about that in terms of how you can show up with your leaderness and how workplaces need to ex how workplaces need to have an appreciation for what women of our era and age bring to the table.

This is when we're becoming SVPs and VPs and, you know, c suite. This is when we have all of the things at our fingertips that they want. And sometimes we forget them, so we need a notebook. But we have them. Right? So how can we start taking the stage and raising awareness and flipping the script as Salima mentioned? So, I didn't know about this at all until Salima shared this with me, but it's probably my favorite thing that I've learned, which is that, there is a word in Japanese culture for menopause, and that is koninki. And it translates not only to, renewal of life, but also energy. It's a beautiful way to think about what is happening to us. And if we stop thinking about it as the end but as a beginning, what is possible for us? Right? Pregnancy sucks.

I know some of you said that you haven't been through that. Puberty sucked. Like, it was terrible, but it was the beginning of something. Right? We were transitioning into a woman. We were becoming a mother. Now what are we becoming? We get to define that. And so if we think about it with that mindset, it could be really great. So who's throwing me my koninky party? Right? Like, where is that happening? We need more of that. And so we talk a lot about in our work the koninky mindset, which encourages women to see perimenopause as an opportunity for self reflection, personal development, and a transformation into the most powerful version of yourself.

So speaking of power, this is, our last tool. I'm just looking at the time. So I'm gonna go through this quickly so that, you get a chance to, do the feedback and get the resources. And so when we talk about reclaiming our power, it starts with this tool that we've created or it's not doesn't start, but if what we can do with it is we could flip. As part of flipping the script is once we have reclaimed our power, we can look to someone you trust and support, identify phrase to anchor your message, and then practice consistently to build confidence. So in other words, we're but like I talked about earlier, which is this is not about, you know, shooting it from the rooftops, but it's, like, how do you get the support that you need? And so here are some examples that I wanna share with you. So it could be as simple as, hey, guys. I'm having a menopause moment.

I need a short break. Or it might look at something like, I'm going to menopause. I keep forgetting things. So I may ask you to repeat or remind me of things. And when I do, it's not because I'm not engaged. It's not because I'm not paying attention. It's just that I just don't remember as much as I used to. Or you might, you know, I'm going through menopause, forgetting things. You might see me writing more notes. And that might be a new behavior for me, but just know that I'm I'm fully present and engaged. And one another one that, you know, I heard, Geneva Patterson from Center, for Creative Leadership, she shared this on a a podcast, and I thought, oh, this is so this could be so popular. She shared this with a man.

And she shared, I just want to let you know that in the event I pull out my tissues during a hot flash, I'm gonna be right here. I'm focused on your conversation. And so if it's distracting, let me know. And in the event that I do need a break or need to use the restroom, or take a walk, I'll let you know, and I'm gonna come back as focused as ever. And so, the feedback that Geneva got from this gentleman that she shared was like he said, oh my god. Thank you so much for sharing. So she got this really positive reception. She, you know, started with somebody whom she trusted and started to get the confidence. And then, like, if we come back and connect us back to that research study I was talking about that happened at Penn State University, she was normalizing this and neutralizing in these statements.

And so, you know, I can see it's like, you know, Blanca is saying, I feel like in a male dominated technical world, this would not go over well. Yeah. Very possible, which is why we're we're not saying, like, you have to say this to everybody, but it's like you're gonna find some communities that you can begin and trust with. And, these are just statements to begin with. And then slowly slowly you might have the courage to start to find those additional people where you may need to express your support, then you can start to share that. I I I will also mention, and

I see this in the chat. You know, Heather, I responded to you about, like, how do you do this? And I think a lot of people are saying, like, not in my industry, and this is where we need it most. But I think about when I took short term disability for my, when I gave birth to my first child and I had six weeks, and now everyone has you know, both parents have five months or whatever it is. Right? We have playbooks for people who are neurodiverse. We have playbooks for pregnancy. We have playbooks for a lot of different things in the workforce. We need to start, and and it doesn't have to be you, but maybe through our community and through growing our awareness and normalizing and neutralizing this, we begin to build a playbook for ourselves.

Yeah. And I would just end by saying, you know, what you talked about, Lauren, which is we're having a lot of men show up to our sessions, and they're really eager.