1 00:00:00,200 --> 00:00:03,280 HR isn't just about policies and payroll, it's about people. 2 00:00:03,520 --> 00:00:06,120 But when our tools are clunky and disconnected, it's hard to 3 00:00:06,120 --> 00:00:07,760 stay focused on what matters most. 4 00:00:07,760 --> 00:00:10,320 And I think we can all agree that people matter most. 5 00:00:10,320 --> 00:00:12,920 That's why we listen to my podcast in the 1st place, I 6 00:00:12,920 --> 00:00:15,600 hope. And this is ultimately why I'm 7 00:00:15,600 --> 00:00:18,560 super excited to tell you about Intuit QuickBooks Payroll. 8 00:00:18,840 --> 00:00:21,920 QuickBooks Payroll isn't just for accounting and it will 9 00:00:21,960 --> 00:00:25,320 totally help you manage it all. QuickBooks Payroll brings 10 00:00:25,360 --> 00:00:28,280 everything together. Payroll, time tracking, HR, and 11 00:00:28,280 --> 00:00:30,280 accounting all in one seamless platform. 12 00:00:30,520 --> 00:00:33,640 That way you can spend less time chasing data and more time 13 00:00:33,640 --> 00:00:36,440 supporting your team, all without switching systems or 14 00:00:36,440 --> 00:00:39,160 adding complexity to your already complex job. 15 00:00:39,160 --> 00:00:40,920 Let's be frank, your jobs are complex. 16 00:00:41,160 --> 00:00:44,600 We all know this and I have to tell you, someone in my family 17 00:00:44,760 --> 00:00:48,240 has their own business and uses QuickBooks Payroll and they love 18 00:00:48,240 --> 00:00:51,960 it because it integrates with everything they have, you know, 19 00:00:51,960 --> 00:00:54,320 ultimately within the integration, AI and automation 20 00:00:54,320 --> 00:00:57,760 handle all of the heavy lifting, but it's connection for payroll 21 00:00:57,920 --> 00:01:00,880 time and accounting helps them to understand their full 22 00:01:00,880 --> 00:01:03,880 financial picture. So they love it and they swear 23 00:01:03,880 --> 00:01:05,920 by it. So This is why I'm also really 24 00:01:05,920 --> 00:01:07,920 excited to tell you about it because I know someone who uses 25 00:01:07,920 --> 00:01:10,440 it. So make sure you have a system 26 00:01:10,440 --> 00:01:13,160 that works for you so that you can show up fully for your 27 00:01:13,160 --> 00:01:15,360 people as we all commit to doing. 28 00:01:15,680 --> 00:01:18,320 Discover how QuickBooks Payroll can help you today. 29 00:01:18,440 --> 00:01:21,520 Learn more by going to quickbooks.com/payroll. 30 00:01:21,520 --> 00:01:25,240 That's quickbooks.com/payroll. Welcome to the Bringing the 31 00:01:25,240 --> 00:01:27,240 human back to human Resources podcast. 32 00:01:27,560 --> 00:01:30,400 I'm Tracy Chernoff, and I've spent my entire professional 33 00:01:30,400 --> 00:01:33,360 career in HR. Each week, we'll explore the 34 00:01:33,360 --> 00:01:36,600 delicate balance between people and business with the aim to 35 00:01:36,600 --> 00:01:39,080 reconnect the two and create meaningful outcomes. 36 00:01:39,480 --> 00:01:42,600 Listen in as I share my own experiences, challenge the 37 00:01:42,600 --> 00:01:46,160 status quo, and chat with guests from various industries about 38 00:01:46,160 --> 00:01:49,160 our mission to bring the human back to human resources. 39 00:01:49,840 --> 00:01:52,080 Welcome back to the Bringing the Human Back to Human Resources 40 00:01:52,080 --> 00:01:53,960 podcast. Thank you so much for being here 41 00:01:53,960 --> 00:01:57,000 for another week. This week is actually a really 42 00:01:57,000 --> 00:02:01,400 exciting episode for me because it's probably the first time 43 00:02:01,480 --> 00:02:07,960 ever that I've had someone from a very notable healthcare and 44 00:02:07,960 --> 00:02:11,720 insurance company actually join my podcast. 45 00:02:11,720 --> 00:02:14,600 So this is very exciting. I mean, it's exciting for me, I 46 00:02:14,600 --> 00:02:18,280 think because, you know, we get to, we get to ask maybe some 47 00:02:18,280 --> 00:02:22,280 hard hitting questions from an expert who we otherwise might 48 00:02:22,280 --> 00:02:25,680 not have been able to hear from. So we're going to talk a lot 49 00:02:25,680 --> 00:02:28,680 about perimenopause and the impact on the workplace today. 50 00:02:29,560 --> 00:02:33,600 And for those of you who maybe are not women and you're, you're 51 00:02:33,600 --> 00:02:35,720 like, well, how does this impact me in any way? 52 00:02:35,920 --> 00:02:38,600 You are listening to this podcast because you are in or 53 00:02:38,600 --> 00:02:41,680 involved in HR And so this impacts you, it impacts your 54 00:02:41,680 --> 00:02:43,560 people. So continue to listen. 55 00:02:43,880 --> 00:02:48,560 And I'm sure that you will get a ton of tremendous value and 56 00:02:48,560 --> 00:02:51,440 information out of this episode. So let me introduce you to Wendy 57 00:02:51,440 --> 00:02:54,240 Sherry, who is the Chief Executive Officer for Global 58 00:02:54,240 --> 00:02:56,960 Health Benefits within International Health at Cigna 59 00:02:56,960 --> 00:03:00,280 Healthcare, overseeing the globally mobile employer 60 00:03:00,280 --> 00:03:02,480 marketplace across Europe and the Americas. 61 00:03:02,840 --> 00:03:05,360 She leads the delivery of affordable, high quality 62 00:03:05,360 --> 00:03:09,800 healthcare to more than 3700 clients in over 250 countries 63 00:03:10,000 --> 00:03:13,040 with operations and sales in over 30 countries and 64 00:03:13,040 --> 00:03:16,240 jurisdictions. Previously, she served as Senior 65 00:03:16,240 --> 00:03:19,960 Vice President of Cigna's US Commercial Markets, President of 66 00:03:19,960 --> 00:03:23,440 Cigna Payer Solutions, and President of Cigna Connecticut, 67 00:03:23,640 --> 00:03:26,840 driving growth in market share, earnings and product innovation. 68 00:03:27,200 --> 00:03:30,240 Her career at Cigna spans finance, product development, 69 00:03:30,240 --> 00:03:36,040 strategy, network contracting, distribution operations and PNL 70 00:03:36,040 --> 00:03:40,120 management just to name a few, and this experience enables her 71 00:03:40,120 --> 00:03:44,040 to identify cross organizational opportunities and deliver 72 00:03:44,040 --> 00:03:46,320 results. Before joining Cigna, Wendy 73 00:03:46,520 --> 00:03:50,440 Wendy began her career in public accounting at Ernst and Young, 74 00:03:50,840 --> 00:03:55,080 and she serves as an advisor to Hello Heart, a digital health 75 00:03:55,080 --> 00:03:58,760 company and supports healthcare equity angels and investor 76 00:03:58,760 --> 00:04:02,120 network promoting diversity driven healthcare startups. 77 00:04:02,520 --> 00:04:05,840 She's a strong advocate for inclusion and the advancement of 78 00:04:05,840 --> 00:04:08,680 women in leadership. And Wendy is also a graduate of 79 00:04:08,680 --> 00:04:11,280 Emory University with a bachelor's degree in business 80 00:04:11,280 --> 00:04:14,320 administration. She was also a former certified 81 00:04:14,320 --> 00:04:18,160 public accountant and is an alumna of Cigna's financial 82 00:04:18,160 --> 00:04:20,880 development program. Wendy, welcome. 83 00:04:20,880 --> 00:04:23,640 Thank you. So thank you, of course. 84 00:04:24,360 --> 00:04:29,120 What a lovely introduction and actually very timely as this 85 00:04:29,120 --> 00:04:33,480 week actually marks my 30 year anniversary at Cigna. 86 00:04:33,480 --> 00:04:38,560 So all of that that you've talked about happened within the 87 00:04:38,560 --> 00:04:41,440 last 30 years, which is unbelievable to think about. 88 00:04:42,720 --> 00:04:45,600 That's amazing. Well, congratulations on 30 89 00:04:45,600 --> 00:04:49,520 years. I mean, I in a way, I am kind of 90 00:04:49,520 --> 00:04:53,600 relieved that it took you 30 years to do all of that because 91 00:04:53,840 --> 00:04:56,400 otherwise if you were like, yeah, I did that in the last 92 00:04:56,400 --> 00:04:58,680 five years, I feel like, what am I doing wrong? 93 00:04:59,320 --> 00:05:01,960 No, that's, I mean, that's really, really amazing. 94 00:05:01,960 --> 00:05:05,560 And you know, to, to hear about the way that your career has 95 00:05:05,560 --> 00:05:11,320 pivoted and, and traversed so many different avenues and 96 00:05:11,320 --> 00:05:13,480 paths. I, it's really inspirational to 97 00:05:13,480 --> 00:05:15,280 me. And one of the things that I had 98 00:05:15,280 --> 00:05:19,000 shared with you when we previously spoke was that I was 99 00:05:19,000 --> 00:05:22,760 really excited to help the audience understand kind of how 100 00:05:22,760 --> 00:05:27,160 you as a, a woman in leadership yourself ended up in the 101 00:05:28,480 --> 00:05:32,720 significant role that you're in at a very large enterprise. 102 00:05:33,000 --> 00:05:35,880 And so I'm wondering if you can kind of give us a little bit of 103 00:05:35,880 --> 00:05:40,120 a high level overview into what that last 30 years looked like? 104 00:05:40,240 --> 00:05:42,960 Yeah, no, I would be pleased to do that. 105 00:05:42,960 --> 00:05:47,360 And as you said, I always like to share my story as a way to 106 00:05:47,360 --> 00:05:52,920 help other women who aspire to be in roles like this see the 107 00:05:52,920 --> 00:05:54,920 pathway, right? Be a role model, see the 108 00:05:54,920 --> 00:05:57,000 pathway. But I will tell you, right, it 109 00:05:57,320 --> 00:06:03,120 absolutely takes work to achieve these roles. 110 00:06:03,160 --> 00:06:08,120 And it's not just, it's not enough, as I always say, to just 111 00:06:08,160 --> 00:06:12,000 deliver on results because that is core and foundational. 112 00:06:12,040 --> 00:06:16,720 Every role that I have been in across my 30 year journey, I 113 00:06:16,720 --> 00:06:19,960 have absolutely delivered on my commitments, right? 114 00:06:19,960 --> 00:06:23,240 Delivered the results that were required for the role that I was 115 00:06:23,240 --> 00:06:25,320 in. But it's more than that, right? 116 00:06:25,320 --> 00:06:28,880 It's about networking. It's about creating visibility. 117 00:06:29,600 --> 00:06:32,280 Visibility, not only for yourself but for your teams 118 00:06:32,280 --> 00:06:35,480 because as a leader, it's all about the team. 119 00:06:35,920 --> 00:06:40,440 So it's not just enough to show your accomplishments, but how 120 00:06:40,440 --> 00:06:44,240 you are enabling the accomplishments across the team. 121 00:06:46,320 --> 00:06:49,960 I love that. In fact, it does kind of bring 122 00:06:49,960 --> 00:06:53,440 up for me the the notion of, you know, hire people who are 123 00:06:53,440 --> 00:06:57,200 smarter than you or hire people who are better than XY and Z 124 00:06:57,520 --> 00:07:01,600 than you to be on your team. Because that's, you know, that's 125 00:07:01,600 --> 00:07:05,760 where you can find all of this ability to XLS a team rather 126 00:07:05,760 --> 00:07:10,200 than taking everything on as an individual and taking a 127 00:07:10,200 --> 00:07:13,240 hierarchical approach to things. Absolutely, Tracy, there's a 128 00:07:13,240 --> 00:07:15,640 couple of things that come to mind as, as you say that. 129 00:07:15,640 --> 00:07:20,080 So one of the phrases that my team often hears me say is if 130 00:07:20,160 --> 00:07:22,800 all the good ideas come from me, we are in trouble. 131 00:07:23,520 --> 00:07:28,040 So you are right, you need to have a team that in many ways is 132 00:07:28,120 --> 00:07:31,480 smarter than you in certain areas, right? 133 00:07:31,480 --> 00:07:33,000 Because it's all about perspective. 134 00:07:33,480 --> 00:07:37,240 You read in my bio how I'm all about inclusive leadership. 135 00:07:37,720 --> 00:07:41,480 It's really around that diverse perspectives and ensuring that 136 00:07:41,480 --> 00:07:44,400 you have a team that can bring those diverse perspectives to 137 00:07:44,400 --> 00:07:47,240 the table so that we can solve problems, so that we can create 138 00:07:47,240 --> 00:07:50,120 values, so that we can continue to grow, right? 139 00:07:50,120 --> 00:07:53,640 So that's one thing that your comment triggered for me. 140 00:07:54,040 --> 00:07:59,120 The other thing is as a leader, you do not have to be an expert 141 00:07:59,320 --> 00:08:01,960 in everything. What you need to understand as a 142 00:08:01,960 --> 00:08:08,320 leader is where you are not as expert and then you need to hire 143 00:08:08,320 --> 00:08:12,280 the best and the smartest people to make sure that their 144 00:08:12,280 --> 00:08:15,600 expertise in areas that you might not have again, help to 145 00:08:15,600 --> 00:08:20,400 compliment the team and help to enable us to fulfill our mission 146 00:08:20,520 --> 00:08:24,800 and our objectives. I love that it's so true. 147 00:08:25,040 --> 00:08:28,280 I always talk about on my podcast how I've worked with 148 00:08:28,280 --> 00:08:32,320 some like unbelievable compensation and benefits HR 149 00:08:32,320 --> 00:08:36,280 leaders and that that is like, it is so important to know what 150 00:08:36,280 --> 00:08:40,840 you're like not interested in or not good at to your point and 151 00:08:40,840 --> 00:08:44,280 comp and bend in case you haven't can't tell already from 152 00:08:44,280 --> 00:08:47,280 where I'm going with this is really not what I'm so 153 00:08:47,280 --> 00:08:50,720 passionate about. And I have had the pleasure of 154 00:08:51,000 --> 00:08:55,480 working with people who like eat, sleep and breathe that type 155 00:08:55,480 --> 00:08:58,360 of work. And that's who you want in those 156 00:08:58,360 --> 00:09:01,440 roles. And so I really can appreciate 157 00:09:01,440 --> 00:09:04,760 what you're saying in terms of how you've taken this type of 158 00:09:04,760 --> 00:09:09,000 inclusive leadership throughout the last three decades of your 159 00:09:09,000 --> 00:09:11,400 career. And that that's, I would 160 00:09:11,400 --> 00:09:14,080 imagine, in many ways transformed your own career 161 00:09:14,080 --> 00:09:18,760 because you've been able to help amplify and uplift the people 162 00:09:18,760 --> 00:09:20,360 around you, which is. Fabulous. 163 00:09:20,480 --> 00:09:22,680 Absolutely. You know, people always talk 164 00:09:22,680 --> 00:09:27,200 about what's the legacy that they want to leave, you know, 165 00:09:27,200 --> 00:09:30,560 when they decide to go on to that next chapter into 166 00:09:30,560 --> 00:09:34,200 retirement or, or what have you. And what you just said is 167 00:09:34,200 --> 00:09:36,000 something that I always think about, right? 168 00:09:36,000 --> 00:09:39,440 I want to be remembered as a person that helped others 169 00:09:39,440 --> 00:09:41,920 achieve their career aspirations, right? 170 00:09:41,920 --> 00:09:46,520 So I obviously am very proud of what I've achieved and I'm 171 00:09:46,520 --> 00:09:51,200 excited about what we are able to deliver and the promise of 172 00:09:51,200 --> 00:09:54,640 the future in terms of the additional value, the objectives 173 00:09:54,640 --> 00:09:58,280 that we'll be able to achieve. But it's all about the team, 174 00:09:58,400 --> 00:10:01,320 right? None of what we accomplish in 175 00:10:01,320 --> 00:10:04,200 fulfilling our purpose, in fulfilling our performance 176 00:10:04,200 --> 00:10:07,720 objectives happens without the best team. 177 00:10:08,080 --> 00:10:12,720 And if I can help individuals understand their career 178 00:10:12,720 --> 00:10:16,560 aspirations and help them to find a pathway to achieving 179 00:10:16,560 --> 00:10:20,000 that, to me, I've had a incredible career. 180 00:10:21,160 --> 00:10:22,960 That's amazing. I love that. 181 00:10:23,400 --> 00:10:27,280 What legacy do we want to leave? I love that and you know, I 182 00:10:27,280 --> 00:10:30,840 think it's probably a a good opportunity now that we have a 183 00:10:30,840 --> 00:10:34,760 better understanding of who Wendy Sherry is that I ask you 184 00:10:35,240 --> 00:10:40,720 how you found yourself so immersed in this topic of 185 00:10:40,840 --> 00:10:44,240 perimenopause and the impact on the workplace. 186 00:10:45,200 --> 00:10:48,120 I of course, given where you work and that you've worked for 187 00:10:48,120 --> 00:10:53,480 Cigna for so long that naturally these types of topics are 188 00:10:53,480 --> 00:10:55,680 relevant, right? Of course, that's understood. 189 00:10:56,000 --> 00:11:00,480 But how did you find yourself kind of even coming on my 190 00:11:00,480 --> 00:11:02,480 podcast, for example, to talk about perimenopause? 191 00:11:02,480 --> 00:11:05,400 And certainly I also would love if you can share what 192 00:11:05,400 --> 00:11:08,720 perimenopause even is for those who might not, might not know. 193 00:11:08,840 --> 00:11:11,640 Yeah. So, you know, it's so 194 00:11:11,800 --> 00:11:14,400 interesting because if you would have said to me five years ago, 195 00:11:14,640 --> 00:11:18,960 right, when I was actually going through my menopause journey, 196 00:11:18,960 --> 00:11:23,520 that I would be talking in a podcast, in a public forum 197 00:11:23,680 --> 00:11:27,360 around this topic, because again, that's five years ago, 198 00:11:27,480 --> 00:11:29,320 people were not talking about this. 199 00:11:29,320 --> 00:11:33,360 And, you know, yes, I was sharing my experiences with my 200 00:11:33,360 --> 00:11:36,840 female colleagues, with my friends, but certainly not in a 201 00:11:36,840 --> 00:11:41,680 broad audience like this. So it is incredibly exciting to 202 00:11:41,680 --> 00:11:45,600 me that we are at a point in this society where we can talk 203 00:11:45,600 --> 00:11:50,640 about these things because it impacts so many people. 204 00:11:51,280 --> 00:11:55,160 If you think about our own workforces, 50% or more of them 205 00:11:55,280 --> 00:11:58,400 are comprised of women, right? This is something that every 206 00:11:58,400 --> 00:12:02,640 woman will go through. So you are talking about large 207 00:12:02,720 --> 00:12:07,480 and growing cohorts of women who are moving through this journey 208 00:12:07,480 --> 00:12:11,320 from perimenopause to menopause. So just for a moment, you asked, 209 00:12:11,320 --> 00:12:14,320 let's define it, right? Because a lot of people don't 210 00:12:14,320 --> 00:12:18,240 even understand this perimenopause phase, which is 211 00:12:18,520 --> 00:12:21,640 really a precursor in menopause, right? 212 00:12:21,640 --> 00:12:25,880 It's when your hormones in your body begin to fluctuate, you 213 00:12:25,880 --> 00:12:30,200 begin to experience some of those symptoms that are more 214 00:12:30,200 --> 00:12:32,680 recognizable in menopause, right? 215 00:12:32,680 --> 00:12:37,480 But those symptoms of fatigue, anxiety, brain fog, sleep 216 00:12:37,480 --> 00:12:41,560 deprivation, right? All of those things start to 217 00:12:41,560 --> 00:12:48,160 rear their ugly head in your 40s, sometimes even earlier in 218 00:12:48,160 --> 00:12:51,800 your 30s, right? Which is why we're talking about 219 00:12:51,800 --> 00:12:53,760 this whole Millennium population. 220 00:12:53,760 --> 00:12:57,760 And they're starting to progress into this period of 221 00:12:57,760 --> 00:13:01,440 perimenopause, right? Again, the precursor to 222 00:13:01,440 --> 00:13:05,880 menopause. So again, I'm just thrilled that 223 00:13:05,880 --> 00:13:08,000 we're at a point where we can have this conversation. 224 00:13:09,200 --> 00:13:13,280 And you know, it is part of what impacts women. 225 00:13:14,360 --> 00:13:18,040 As you said, as I've talked about, I'm passionate about 226 00:13:18,640 --> 00:13:21,680 ensuring that everyone has an opportunity to achieve their 227 00:13:21,680 --> 00:13:25,080 career aspirations with an extra asterisk on women. 228 00:13:25,600 --> 00:13:29,920 So this topic impacts women and therefore that's why I'm here to 229 00:13:29,920 --> 00:13:32,360 talk about it. That's amazing. 230 00:13:32,360 --> 00:13:35,240 Well, thank you. And you know, actually the in 231 00:13:35,240 --> 00:13:38,880 terms of the listeners of my podcast, almost 80% of listeners 232 00:13:38,880 --> 00:13:42,440 are women. And so when I think about the 233 00:13:42,440 --> 00:13:48,680 relevance of topics like this and how timely and apartment the 234 00:13:48,680 --> 00:13:51,400 discussion is to your point that we actually can even have this 235 00:13:51,400 --> 00:13:56,280 discussion is kind of amazing. And and you know, certainly I 236 00:13:56,280 --> 00:13:58,640 think I might have even joked about this with you when we 237 00:13:58,640 --> 00:14:01,160 first spoke that, you know, this is my podcast, so I can kind of 238 00:14:01,160 --> 00:14:03,680 do whatever I want. So even if we, if it's not 239 00:14:03,680 --> 00:14:07,080 typical to talk about this, like maybe we would have, but I do 240 00:14:07,080 --> 00:14:11,640 think that understanding the societally this is way more 241 00:14:11,640 --> 00:14:16,040 accepted in terms of, you know, being less taboo a subject. 242 00:14:16,400 --> 00:14:18,400 I think that's that means that we're moving in the right 243 00:14:18,400 --> 00:14:21,160 direction. And especially if we put this 244 00:14:21,160 --> 00:14:26,200 topic in the context, the broader context of at least 245 00:14:26,200 --> 00:14:30,600 within the United States and that that framework that women 246 00:14:30,600 --> 00:14:35,560 in terms of their access to leaves and different types of 247 00:14:35,560 --> 00:14:39,400 leaves, whether it's from the start of their, their journeys, 248 00:14:39,680 --> 00:14:43,240 you know, whether they're choosing to have children or 249 00:14:43,240 --> 00:14:45,280 they're, they want to have children in the future, what 250 00:14:45,280 --> 00:14:47,120 that fertility journey might look like for them. 251 00:14:47,160 --> 00:14:51,280 All of those things that then eventually migrate into this 252 00:14:51,280 --> 00:14:54,480 perimenopause, menopause conversation, because naturally 253 00:14:54,480 --> 00:14:58,840 it is a, it is a timeline as we all know quite well. 254 00:14:59,640 --> 00:15:03,520 I think it's, it's really important that that women and 255 00:15:03,520 --> 00:15:07,440 just listeners in general, because again, we all, whether 256 00:15:07,440 --> 00:15:10,320 we're women or not, have an impact on what the workplace 257 00:15:10,320 --> 00:15:14,120 looks and feels like. That there are ways that 258 00:15:14,120 --> 00:15:19,120 businesses that workplaces have added value for women in these 259 00:15:19,400 --> 00:15:22,920 in these circumstances so that they can have access to leaves 260 00:15:22,920 --> 00:15:25,720 where their states might not otherwise provide them those 261 00:15:25,720 --> 00:15:31,040 opportunities or options. And so all of that to say is 262 00:15:31,040 --> 00:15:34,960 that I think we're seeing even more of a societal shift because 263 00:15:34,960 --> 00:15:38,880 there are some states that have instituted new laws around 264 00:15:38,920 --> 00:15:42,360 menopause leave or perimenopause protection and things like that. 265 00:15:42,360 --> 00:15:45,960 So I'm curious if you have any insight into some of those 266 00:15:45,960 --> 00:15:50,200 states or some of those data points around where people where 267 00:15:50,200 --> 00:15:53,960 women are being kind of protected by some of their 268 00:15:53,960 --> 00:15:57,120 governments locally or you know, state specific? 269 00:15:57,360 --> 00:16:00,000 Yeah, absolutely. I mean, I'll sort of answer your 270 00:16:00,000 --> 00:16:02,960 question in terms of talking about sort of this evolution, 271 00:16:02,960 --> 00:16:04,800 right? Because you're right, even if 272 00:16:04,800 --> 00:16:08,720 you think about, you know, the start of this hormonal journey, 273 00:16:08,720 --> 00:16:13,080 right, when folks are having babies, building their families, 274 00:16:13,080 --> 00:16:16,120 etcetera, right. I think back to when I was in 275 00:16:16,120 --> 00:16:20,600 that phase, the the solutions and the support that I had 276 00:16:20,600 --> 00:16:24,680 actually 1000 in comparison to what is available today. 277 00:16:24,680 --> 00:16:28,480 Like in many ways, I'm envious, right, of these women who will 278 00:16:28,480 --> 00:16:32,040 come behind me and will have far better support in terms of 279 00:16:32,040 --> 00:16:35,560 solutions that are available in the space of, you know, 280 00:16:35,600 --> 00:16:39,920 infertility, in the space of, to your point, leaves and 281 00:16:39,920 --> 00:16:41,920 flexibility as it relates to work. 282 00:16:41,920 --> 00:16:47,480 So we've come a really long way in supporting women and families 283 00:16:47,760 --> 00:16:50,640 around family forming and all of that. 284 00:16:50,880 --> 00:16:54,040 And now we're on this path towards, we get to do the same 285 00:16:54,040 --> 00:16:59,120 thing as the hormone hormonal health journey continues, right? 286 00:16:59,120 --> 00:17:00,880 Because that's really again what it is. 287 00:17:01,360 --> 00:17:06,920 So I'm super excited because employers like my own companies 288 00:17:06,920 --> 00:17:11,920 like mine are beginning to make available solutions to women to 289 00:17:11,920 --> 00:17:16,760 help them A, understand what's going on with their body B help 290 00:17:16,760 --> 00:17:20,800 to provide them solutions and support and even provide them 291 00:17:20,839 --> 00:17:25,680 access to providers in the network that can help them on 292 00:17:25,680 --> 00:17:28,760 this journey. So again, I'll just speak for 293 00:17:28,760 --> 00:17:33,280 Cigna has my employer. And we've actually also enabled 294 00:17:33,280 --> 00:17:36,000 some of these solutions to be available to our broader 295 00:17:36,000 --> 00:17:41,360 employer populations. But we have virtual networks of 296 00:17:41,520 --> 00:17:47,840 providers who are educated and trained specifically in the 297 00:17:47,840 --> 00:17:50,440 topics of perimenopause and menopause, right? 298 00:17:50,440 --> 00:17:54,240 So many doctors who have, you know, went to medical school 299 00:17:54,240 --> 00:17:57,840 20-30 years ago, this was not a major topic. 300 00:17:58,160 --> 00:18:02,680 So now there are providers that are certified or specialized in, 301 00:18:02,880 --> 00:18:08,120 in this and we ensure that our female employees, our female 302 00:18:08,760 --> 00:18:11,840 customers can have access to these kinds of providers. 303 00:18:12,200 --> 00:18:17,080 So I love that more employers are looking to offer these 304 00:18:17,080 --> 00:18:20,000 solutions, my employer and again, our ability to offer it 305 00:18:20,920 --> 00:18:24,440 as a choice to other employers. But you also talked about the 306 00:18:24,440 --> 00:18:27,640 regulatory environment, right? So again, Terry, similar to what 307 00:18:27,640 --> 00:18:31,360 I what we talked about, you know, in terms of when people 308 00:18:31,360 --> 00:18:35,160 are having babies and making sure that the regulations and 309 00:18:35,160 --> 00:18:39,440 the laws protect women and families in those situations, 310 00:18:39,680 --> 00:18:43,600 we're starting to see that same thing happen from the menopause 311 00:18:43,600 --> 00:18:46,720 and perimenopause front. So, you know, right now we're 312 00:18:46,720 --> 00:18:51,080 seeing probably close to two dozen bills that are out there 313 00:18:51,840 --> 00:18:54,080 around this topic. We're starting to see some 314 00:18:54,080 --> 00:18:59,080 states start to put in laws that will mandate that employers 315 00:18:59,080 --> 00:19:02,720 offer these benefits. I'm certainly happy to to know 316 00:19:02,720 --> 00:19:04,880 that many employers aren't waiting to be mandated. 317 00:19:05,720 --> 00:19:09,920 They're actually realizing the benefit and the value of 318 00:19:09,920 --> 00:19:13,240 offering the support in these solutions without having the 319 00:19:13,240 --> 00:19:15,800 mandate. Amazing. 320 00:19:16,520 --> 00:19:23,000 I love what you said that seeing employers add these. 321 00:19:23,000 --> 00:19:25,680 I, I don't even want to say like benefits because it's really 322 00:19:25,680 --> 00:19:28,320 just, it's almost like adding this recognition that there's 323 00:19:28,320 --> 00:19:31,960 support needed for this population of women, which to 324 00:19:31,960 --> 00:19:36,440 your point can be starting as early as, you know, the 30s for 325 00:19:36,440 --> 00:19:41,640 some women, depending on their own kind of genetic makeup and 326 00:19:41,640 --> 00:19:45,640 circumstances. And I think that's the key. 327 00:19:45,640 --> 00:19:50,680 I mean, people all the time talk about how limiting the 328 00:19:50,680 --> 00:19:54,240 government is in terms of the support that they provide. 329 00:19:56,480 --> 00:20:00,760 Let's just say families, whether it's in starting their their 330 00:20:00,760 --> 00:20:04,120 journeys, as you mentioned, or toward the end of their their 331 00:20:04,120 --> 00:20:06,800 journeys and having families, if that's what they decide to do. 332 00:20:07,160 --> 00:20:09,920 And it really is also very state dependent. 333 00:20:09,920 --> 00:20:12,640 I live in New York. I have great, great options. 334 00:20:13,320 --> 00:20:16,520 But if I lived in other parts of the country, I might not be 335 00:20:16,520 --> 00:20:19,560 saying the same thing. And this is where companies have 336 00:20:19,560 --> 00:20:21,920 such a. Act because when companies are 337 00:20:21,920 --> 00:20:25,000 like, who cares what the government says is the required 338 00:20:25,000 --> 00:20:27,400 minimum? Let's do what actually makes 339 00:20:27,400 --> 00:20:32,400 sense and is actually a true benefit for our employees across 340 00:20:32,400 --> 00:20:35,040 the nation and potentially even across the globe. 341 00:20:35,040 --> 00:20:37,800 I mean, working for a multinational company myself, 342 00:20:38,280 --> 00:20:43,400 there are so many ways that at the decision making front, you 343 00:20:43,400 --> 00:20:48,040 can we can have an impact on healthcare for hundreds, 344 00:20:48,120 --> 00:20:51,400 thousands of employees, regardless of where they live 345 00:20:51,400 --> 00:20:54,480 and regardless of what the statutory minimums or 346 00:20:54,480 --> 00:20:58,280 requirements are within those, you know, within those 347 00:20:58,280 --> 00:21:00,920 regulatory environments, whether it's the local, the state, the 348 00:21:00,920 --> 00:21:06,320 province, whatever it might be. And I was curious to see, you 349 00:21:06,320 --> 00:21:11,880 know, which states really have these like mandates around 350 00:21:13,000 --> 00:21:14,920 workplace accommodations for menopause. 351 00:21:15,240 --> 00:21:19,200 And to my knowledge, I know that there I think that Illinois is 352 00:21:19,200 --> 00:21:21,800 kind of like on the front of adding this, but I believe it's 353 00:21:21,800 --> 00:21:25,640 only Rhode Island currently that has a very specific law 354 00:21:25,640 --> 00:21:28,960 mandating workplace accommodations for menopause. 355 00:21:29,880 --> 00:21:33,600 And I don't know if you have the say, if you have different 356 00:21:33,600 --> 00:21:37,160 information, but I am certainly not the most up to date on these 357 00:21:37,160 --> 00:21:39,440 laws. But I think this is where when 358 00:21:39,440 --> 00:21:43,560 we even think about in recent years where the Pregnancy 359 00:21:43,560 --> 00:21:47,800 Disability Leave Act was added just in I think in the last 360 00:21:47,960 --> 00:21:53,760 three years or so to the to FMLA and like the federal mandates. 361 00:21:54,280 --> 00:21:57,760 I think this is where when we see, to your point, you know, 362 00:21:57,760 --> 00:22:00,960 dozens of bills kind of cropping up around how women are 363 00:22:00,960 --> 00:22:04,160 supported at this stage of their lives, that hopefully we'll see 364 00:22:04,160 --> 00:22:07,560 more and more states start to rise to the occasion so that 365 00:22:07,760 --> 00:22:10,720 employers are not kind of left to their own guesses on these 366 00:22:10,720 --> 00:22:11,840 things. Yeah. 367 00:22:11,920 --> 00:22:14,480 So a couple of. Reactions, you're right, Rhode 368 00:22:14,480 --> 00:22:17,800 Island is the first state to actually enact workplace 369 00:22:17,800 --> 00:22:21,840 protections. So to your point, similar to, 370 00:22:21,840 --> 00:22:24,640 you know, what we see around other classes, right? 371 00:22:24,640 --> 00:22:29,320 So workplace protections as it relates to menopause, New York, 372 00:22:29,320 --> 00:22:32,440 New Jersey, so New York where you are, they're weighing 373 00:22:32,440 --> 00:22:35,320 similar measures to address menopause. 374 00:22:36,520 --> 00:22:39,760 You're also right, states like Illinois and also I would add to 375 00:22:39,760 --> 00:22:42,840 it, Louisiana have already passed laws that require 376 00:22:42,840 --> 00:22:45,560 insurance to cover menopause treatment. 377 00:22:45,560 --> 00:22:51,000 So, and as I noted a moment ago, right, there's dozens of bills 378 00:22:51,000 --> 00:22:54,400 and other states that are also continuing to evaluate this 379 00:22:54,400 --> 00:22:56,960 topic. But I also go, I want to go back 380 00:22:56,960 --> 00:23:00,320 to this notion of like, let's not wait to be mandated. 381 00:23:00,760 --> 00:23:04,120 Let's just understand it as a business imperative. 382 00:23:04,960 --> 00:23:09,000 So if if you think about a couple of data points for a 383 00:23:09,000 --> 00:23:14,560 second, right, 50% of millennial women today are experiencing 384 00:23:14,560 --> 00:23:17,200 these symptoms of perimenopause, whether they know it or they 385 00:23:17,200 --> 00:23:21,600 don't know it, they haven't labeled it as such. 50%, right, 386 00:23:22,000 --> 00:23:29,120 74% of our global workforce will be in this millennial or right 387 00:23:29,120 --> 00:23:31,920 behind them, Gen. Z population by 20-30. 388 00:23:31,920 --> 00:23:33,680 That's just a few years from now, right? 389 00:23:34,400 --> 00:23:38,280 So think about the massive amount of people that I've just 390 00:23:38,280 --> 00:23:42,480 described that are going to be coming to work every day 391 00:23:42,480 --> 00:23:45,600 impacted by this condition, right? 392 00:23:45,600 --> 00:23:49,120 And by the way, like that number, that amount of people is 393 00:23:49,160 --> 00:23:51,760 probably more than those that are suffering from diabetes, 394 00:23:51,760 --> 00:23:54,560 more than those that are suffering from, you know, 395 00:23:54,560 --> 00:23:57,680 musculoskeletal or pain caused by that. 396 00:23:57,880 --> 00:24:03,360 It's a large population. And as an employer, in order for 397 00:24:03,360 --> 00:24:07,440 you to deliver on your mission and purpose, in order for you to 398 00:24:07,440 --> 00:24:09,920 achieve your financial objectives, you need every 399 00:24:09,920 --> 00:24:13,960 single person to be at their best, their best health, their 400 00:24:13,960 --> 00:24:18,960 best vitality. So programs like this help 401 00:24:19,160 --> 00:24:25,240 employees to be at their best so they can help fuel the purpose 402 00:24:25,240 --> 00:24:27,200 and the performance of the company, right? 403 00:24:27,200 --> 00:24:31,280 So if I'm an employer, I'm not waiting to be told what to do. 404 00:24:31,520 --> 00:24:34,440 I'm taking action today. And like I said to you, my 405 00:24:34,440 --> 00:24:37,200 company is already offering these types of benefits to our 406 00:24:37,200 --> 00:24:39,480 employees. We're making these solutions 407 00:24:39,480 --> 00:24:42,560 available to clients that we serve. 408 00:24:43,880 --> 00:24:47,800 That's amazing and and really well said that we, we as 409 00:24:47,800 --> 00:24:51,560 employers, we can't wait for someone to tell us what to do. 410 00:24:51,560 --> 00:24:54,120 We have to be waiting a very long time. 411 00:24:54,480 --> 00:24:59,240 And we know also that, you know, what the government says is the, 412 00:24:59,400 --> 00:25:03,400 the, the requirement or the mandatory minimum is hardly 413 00:25:03,400 --> 00:25:07,560 enough even, you know, if we think about, again, I think 414 00:25:07,560 --> 00:25:12,520 sometimes the easiest thing to compare this to is pregnancy or, 415 00:25:12,760 --> 00:25:16,080 you know, if someone needs to go on a medical leave, that there's 416 00:25:16,080 --> 00:25:19,760 job protection, but unless your state provides wage replacement, 417 00:25:19,880 --> 00:25:23,160 you're unpaid. And so it when we think about 418 00:25:23,160 --> 00:25:27,520 where companies have an impact in the same instance of, you 419 00:25:27,520 --> 00:25:31,720 know, menopause being a medical event, I would I would hope and 420 00:25:31,720 --> 00:25:34,040 assume that menopause would be covered. 421 00:25:34,480 --> 00:25:37,360 Obviously, we know, as we just talked about, some of these 422 00:25:37,360 --> 00:25:40,920 states are more clear in terms of the accommodation side of 423 00:25:40,920 --> 00:25:44,440 things. But if a company doesn't see 424 00:25:44,440 --> 00:25:48,160 this call to action to say, Oh yeah, for medical events, 425 00:25:48,200 --> 00:25:50,720 regardless of what they are, we need to provide some wage 426 00:25:50,720 --> 00:25:53,880 replacement so that we can make it easier for our people to 427 00:25:53,880 --> 00:25:55,840 perform and to be their best selves. 428 00:25:56,120 --> 00:26:00,440 Then you there is going to be a huge mess even at with my 429 00:26:00,440 --> 00:26:04,640 employer, we offer like a paid care leave that's separate from 430 00:26:04,640 --> 00:26:07,920 whatever state or you know, requirement there might be. 431 00:26:08,080 --> 00:26:11,960 And so regardless of whether, you know, it's something that 432 00:26:11,960 --> 00:26:15,640 the federal or state government would recognize as something 433 00:26:15,640 --> 00:26:20,000 that's a medical event, we're we are providing that opportunity 434 00:26:20,160 --> 00:26:22,680 for wage replacement. And I think this is really 435 00:26:22,920 --> 00:26:28,240 again, where if people in states are where we're not even 436 00:26:28,240 --> 00:26:31,520 necessarily seeing wage replacement for anything, let 437 00:26:31,520 --> 00:26:35,200 alone for something like menopause, which is kind of this 438 00:26:35,240 --> 00:26:41,920 next frontier for medical and societal kind of change in terms 439 00:26:41,920 --> 00:26:45,840 of the support that people are receiving governmentally, then 440 00:26:46,040 --> 00:26:47,960 you know, there is there's a missed mark there. 441 00:26:47,960 --> 00:26:51,600 And especially if we put into context how many people are 442 00:26:51,600 --> 00:26:55,760 impacted or will be impacted in the next five years, as you 443 00:26:55,760 --> 00:26:58,200 mentioned. And it is, it's a little 444 00:26:58,200 --> 00:26:59,440 daunting. First of all, it's a little 445 00:26:59,440 --> 00:27:02,160 daunting to think that 2030 is only five years away and 446 00:27:02,160 --> 00:27:05,880 actually less than 5 because we're almost at the end of 2025 447 00:27:05,920 --> 00:27:08,840 where we are at the end, I should say of 2025. 448 00:27:08,840 --> 00:27:12,480 So it's kind of kind of a little scary, but this is, it just goes 449 00:27:12,480 --> 00:27:16,640 to show you that if companies don't set in motion their 450 00:27:16,640 --> 00:27:21,160 intentions for supporting their teams holistically that they're 451 00:27:21,160 --> 00:27:24,040 going to be last to the gate. And then ultimately there's a 452 00:27:24,040 --> 00:27:27,360 whole talent retention and attraction issue there too, 453 00:27:27,720 --> 00:27:30,440 right? Because if we know that 50% of 454 00:27:30,440 --> 00:27:35,640 the population in the workforce are are women, then that 50%, 455 00:27:35,720 --> 00:27:37,280 you know, they're going to be smart consumers. 456 00:27:37,280 --> 00:27:40,240 They're going to find companies that protect their interests, 457 00:27:40,440 --> 00:27:42,760 whether these other companies like it or not. 458 00:27:42,840 --> 00:27:44,200 Yeah, no, you hit the nail on the head. 459 00:27:44,200 --> 00:27:46,920 I was going to bring up the whole talent and retention 460 00:27:46,920 --> 00:27:49,840 strategy, right? Because especially if you think 461 00:27:49,840 --> 00:27:53,520 about millennials and Gen. Z's right behind them, they are 462 00:27:53,520 --> 00:27:55,400 demanding more from their employers. 463 00:27:55,440 --> 00:27:58,680 Like that's just our reality. And you know, some of the 464 00:27:58,680 --> 00:28:03,200 research that we've looked at, you know, 3/4 of that population 465 00:28:03,200 --> 00:28:06,240 do expect that their employer would be offering these types of 466 00:28:06,240 --> 00:28:08,680 benefits. So to your point, if you're an 467 00:28:08,680 --> 00:28:12,480 employer that's not offering these solutions or as you said, 468 00:28:12,480 --> 00:28:17,360 flexibility in terms of paid time off, etcetera, you're not 469 00:28:17,360 --> 00:28:20,480 going to attract and retain the best talent because the best 470 00:28:20,480 --> 00:28:23,120 talent is going to go to a company that's offering that. 471 00:28:23,160 --> 00:28:26,200 And you know, the other thing that I would just layer in here 472 00:28:26,200 --> 00:28:30,120 in terms of the impact that, you know, perimenopause and 473 00:28:30,120 --> 00:28:33,240 menopause have, you know, there's another stat that has 474 00:28:33,240 --> 00:28:39,360 actually stuck with me, which is 79% of women have actually taken 475 00:28:39,360 --> 00:28:41,840 time off because of these symptoms that I mentioned 476 00:28:41,840 --> 00:28:46,840 earlier, whether it's fatigue or brain fog or anxiety, etcetera. 477 00:28:47,040 --> 00:28:51,800 But very few of them are actually comfortable declaring, 478 00:28:51,800 --> 00:28:55,240 hey, I'm, I'm taking off because of my perimenopause symptoms, 479 00:28:55,440 --> 00:28:57,720 right? Which is, you know, I can't say 480 00:28:57,800 --> 00:28:58,480 I'm. Surprised. 481 00:28:58,480 --> 00:29:00,800 Yeah, yeah, yeah, people are. Concealing it, which also 482 00:29:01,040 --> 00:29:03,960 continues to contribute to that anxiety. 483 00:29:03,960 --> 00:29:08,280 So again, part of why I'm passionate about this is let's 484 00:29:08,280 --> 00:29:13,720 have a conversation and normalize it so that more 485 00:29:14,120 --> 00:29:17,800 employees are comfortable talking about it, more employers 486 00:29:17,800 --> 00:29:20,080 see the value of adding these solutions. 487 00:29:20,080 --> 00:29:23,280 So as you and I have both said, they can attract, they can 488 00:29:23,280 --> 00:29:26,880 retain the best talent. And if people are bringing their 489 00:29:26,880 --> 00:29:31,720 best selves, that is 100% going to contribute to the company's 490 00:29:32,080 --> 00:29:34,680 financial objectives as well as their mission and purpose. 491 00:29:35,560 --> 00:29:37,080 Absolutely. Absolutely. 492 00:29:37,160 --> 00:29:42,120 I always like to say that if if companies only focus on their 493 00:29:42,120 --> 00:29:45,280 employees fulfillment and satisfaction, everything else 494 00:29:45,280 --> 00:29:48,560 falls into place 100%. And it's just, it's just like 495 00:29:48,560 --> 00:29:50,120 the natural way of life, right. Yeah. 496 00:29:50,120 --> 00:29:55,600 Like if, if a company is only focused on their, you know, what 497 00:29:55,600 --> 00:29:59,600 the employee is driving versus what drives the employee, then 498 00:29:59,600 --> 00:30:02,000 you're just, you know, you're not going to get that much from 499 00:30:02,000 --> 00:30:05,240 your team. And I think it's a really 500 00:30:05,240 --> 00:30:09,320 important take away probably frankly, from every episode on 501 00:30:09,320 --> 00:30:12,360 my podcast that, you know, the, the best thing that we can do is 502 00:30:12,360 --> 00:30:16,680 help leaders, other leaders to, and even ourselves to understand 503 00:30:16,680 --> 00:30:20,920 how much of an impact fulfillment and satisfaction at 504 00:30:20,920 --> 00:30:25,760 the individual level has on a company output and customer 505 00:30:25,760 --> 00:30:28,400 satisfaction. And it just completely trickles 506 00:30:28,400 --> 00:30:32,200 down And just to pivot just ever so slightly. 507 00:30:32,200 --> 00:30:36,040 I'm, I'm curious with the companies that you've worked 508 00:30:36,040 --> 00:30:41,240 with, even in your advisor work, where what is a good place? 509 00:30:41,240 --> 00:30:44,040 Like if someone today is listening and they're really 510 00:30:44,040 --> 00:30:46,120 inspired by this and they're like, you know what, my company 511 00:30:46,120 --> 00:30:48,720 doesn't offer anything, but I want to bring this to the table. 512 00:30:48,960 --> 00:30:52,200 What's one of the first things that they can do to make an 513 00:30:52,200 --> 00:30:56,600 incremental impact on offering some some new or advanced 514 00:30:56,600 --> 00:31:00,200 benefits for for their teams? Yeah, so. 515 00:31:00,240 --> 00:31:03,600 You know the first thing I I would suggest is have them talk 516 00:31:03,600 --> 00:31:06,920 to their current provider of benefits, right? 517 00:31:06,920 --> 00:31:10,720 So if one of my clients is listening to this podcast right 518 00:31:10,720 --> 00:31:15,880 now, come talk to me, come talk to my client management team 519 00:31:16,080 --> 00:31:20,240 because we can talk to you about all of the solutions that we are 520 00:31:20,240 --> 00:31:22,800 making available. So, you know, I'll give a little 521 00:31:22,800 --> 00:31:26,760 bit of insight into some of the product expansion that we've 522 00:31:26,760 --> 00:31:29,880 just recently done, which I'm incredibly proud of. 523 00:31:30,400 --> 00:31:34,440 So we are collaborating with Carrot Fertility, who is an 524 00:31:34,440 --> 00:31:38,640 expert in this whole hormonal health journey and we are 525 00:31:38,640 --> 00:31:44,240 offering these solutions as part of our benefit packages to the 526 00:31:44,720 --> 00:31:46,760 clients and customers that we serve. 527 00:31:47,160 --> 00:31:50,360 So employers should talk to their their brokers and 528 00:31:50,360 --> 00:31:53,640 producers, they should talk to their current insurance 529 00:31:53,640 --> 00:31:56,480 carriers. And if their carriers are not 530 00:31:56,480 --> 00:31:59,200 offering these solutions, I would argue they should find a 531 00:31:59,200 --> 00:32:01,600 new one. There you go. 532 00:32:02,160 --> 00:32:04,120 I agree. You heard it here first, 533 00:32:04,120 --> 00:32:06,400 everybody. It's, I mean, this is like the 534 00:32:06,400 --> 00:32:10,400 power of consumerism, right? We can, we can ultimately have a 535 00:32:10,400 --> 00:32:13,840 huge influence just in choosing who we procure our benefits 536 00:32:13,840 --> 00:32:17,040 from, you know, whatever it is that we're getting from, you 537 00:32:17,040 --> 00:32:19,640 know, all of the vendors that we work with every single day. 538 00:32:20,080 --> 00:32:23,600 So I love that. And Wendy, I, I can only say 539 00:32:23,600 --> 00:32:26,280 thank you so many times until you're tired of hearing me. 540 00:32:26,280 --> 00:32:29,920 But thank you hearing me say this, but thank you so much for 541 00:32:29,920 --> 00:32:34,520 joining, joining my podcast and for for sharing all of your own 542 00:32:34,520 --> 00:32:38,200 experiences and insights and, and really in a way, being very 543 00:32:38,200 --> 00:32:41,600 vulnerable with me and the audience because I think it it 544 00:32:41,600 --> 00:32:46,000 is what helps to destigmatize topics that have otherwise been 545 00:32:46,160 --> 00:32:49,120 highly stigmatized. And so with that, I would love 546 00:32:49,120 --> 00:32:52,040 to invite you to share where the listeners can connect with you, 547 00:32:52,040 --> 00:32:54,880 learn more about Cigna, learn more about how they can offer 548 00:32:54,880 --> 00:32:58,080 these types of benefits at their own companies and, and just 549 00:32:58,080 --> 00:33:00,480 learn more in general. Yeah, so obviously actually. 550 00:33:00,480 --> 00:33:04,720 If folks want to learn more about our offerings, they should 551 00:33:05,080 --> 00:33:10,120 look at cignahealthcare.com. And if they're interested, we 552 00:33:10,120 --> 00:33:13,960 have offerings both on our US domestic side as well as the 553 00:33:13,960 --> 00:33:16,600 business that I lead on the global health benefits side. 554 00:33:16,960 --> 00:33:21,120 So there's lots of information that folks can find out on our 555 00:33:21,120 --> 00:33:24,280 websites and you know, as I mentioned a moment ago, you 556 00:33:24,280 --> 00:33:29,360 know, we're connected with so many brokers and employers, so 557 00:33:29,360 --> 00:33:33,440 folks should definitely connect in with with those individuals 558 00:33:33,440 --> 00:33:35,520 as well. Amazing. 559 00:33:35,520 --> 00:33:38,480 Well, Wendy, thank you again so much and I'd love to have you 560 00:33:38,480 --> 00:33:42,000 back on the show if anything in this landscape changes or 561 00:33:42,280 --> 00:33:45,880 becomes even more exciting to talk about in the future. 562 00:33:45,880 --> 00:33:48,600 You're always welcome back and really appreciate your time. 563 00:33:48,920 --> 00:33:50,920 This has been an. Awesome conversation and an 564 00:33:50,920 --> 00:33:52,840 awesome opportunity. Like I said, I never thought 565 00:33:52,840 --> 00:33:55,720 five years ago this is what I'd be talking about, but I love it 566 00:33:56,120 --> 00:33:57,960 and it's so important now and now. 567 00:33:57,960 --> 00:34:00,160 Imagine what the next five years will look like exactly. 568 00:34:00,760 --> 00:34:03,720 Very exciting. Hey, just before you go, don't 569 00:34:03,720 --> 00:34:06,520 forget to subscribe to the show so that you are the first to 570 00:34:06,520 --> 00:34:10,280 hear when an episode drops each week and maybe leave a five star 571 00:34:10,280 --> 00:34:12,880 review and a comment about how much you loved this episode. 572 00:34:13,040 --> 00:34:15,639 Plus, if you have someone in mind who would really enjoy this 573 00:34:15,639 --> 00:34:17,280 episode, make sure you share it with them. 574 00:34:17,360 --> 00:34:20,199 Thank you so much for tuning in and I'll see you next week.