Category Archives: Sexual Reproductive Health

“You? A Man?” – A Conversation on Menopause in Kathmandu

Posted on June 4, 2024 by sunoor

menopause nepal kathmandu sunoor verma sexual reproductive rights sex education

Picture courtesy Australian Embassy Nepal

Here I was, walking into the meeting hall for the Australian Embassy Kathmandu‘s “Menopause to Meno-peak” seminar, when I bumped into an acquaintance. Her greeting was as blunt as it was good-natured: “You? A man? On a menopause panel?” A fantastic start, I thought, for the lone male panelist on an all-star female team, especially considering the topic!

Truth be told, from the moment I accepted Ambassador Felicity Volk‘s invitation, I felt a similar sense of exhilaration (and maybe a touch of panic) as when you score a last-minute business class upgrade at check-in, only to realize you’re in your shorts and flip-flops!

Menopause, dialogue and engagement of boys and men on female sexual reproductive health. Gender equity. Nepal Sunoor Verma

Picture courtesy Australian Embassy Nepal

But any initial awkwardness melted away when I met my co-panelists. Ani Choying Drolma, the world-famous Buddhist Singing Nun, and Allie Pepper , the mountaineer who conquers peaks without supplemental oxygen to raise awareness about menopause and inspire women. These were powerhouse women, and I was about to embark on a truly unique conversation.

The audience was just as inspiring—a diverse mix of activists, policymakers, politicians, lawyers, health experts, and media of all ages and genders. Their questions during the Q&A session were as sharp as they were insightful, sparking a truly dynamic exchange.

Menopause, dialogue and engagement of boys and men on female sexual reproductive health. Gender equity. Nepal Sunoor Verma — *Ani Choying Drolma on her journey and menopause. Picture courtesy Australian Embassy Nepal*

One particularly powerful moment came when Ani Choying Drolma shared her experiences with menopause. In many countries, faith and sexual and reproductive health are seen as opposing concepts. Ani’s courage in speaking openly highlighted the critical need for bridges between these areas. Her talk was a call to action, paving the way for partnerships to empower women on a deeper level.

Ambassador Felicity Volk‘s point about integrating #menopause knowledge into existing medical practices resonated deeply in her welcome remarks. We don’t need a whole new breed of specialists but a broader understanding among all health practitioners.

Being the only man on the panel also brought a dose of self-reflection. When the ace moderator Neeti Aryal Khanal, PhD asked how I felt, I confessed to feeling hyper-aware of #mansplaining, #manspreading, and all the other “man” faux pas! It gave me a heightened sense of being on the margins, similar to how many women might feel navigating traditionally male-dominated spaces, especially discussion panels.

The complexities of menopause and Nepal’s unique socio-economic context led to some interesting discussions about potential solutions. When invited to share my thoughts, here is what I offered at different levels on the way forward. Some short-term and some more long-term:

Men: We need to listen and engage with women actively. Stepping outside our comfort zones and initiating conversations is a crucial first step. Don’t only listen but take notes.

Businesses: Make menopause resources readily available to your staff. Consider forming a health group that openly discusses both male and female sexual and reproductive health matters.

SRH (Sexual & Reproductive Health) Organizations: Rethink your strategies. Can we truly expect men to support women’s health if their own needs are neglected? Engaging them is essential.

Donors and Diplomats: Link aid to recipient countries to measurable improvements in women’s health indicators—a powerful measure of societal progress.

Women: Don’t give up on men! We may learn slower, but when engaged through the lens of our own health and family well-being, we often “get it” eventually.

This experience in #Kathmandu adds another chapter to a unique journey – being the only male speaker on all-female panels focused on women’s education, climate change and health in Geneva, Kigali, and now Kathmandu, respectively. Thank you to the Australian Embassy Kathmandu, Graduate Women International, and Observer Research Foundation for these incredible opportunities!

Published on LinkedIn on 04 June 2024

#Menopause #WomensHealth #WorkforceEquality #Kathmandu #AustraliaInNepal #Menstruation

Holding Leaders’ Feet to the Fire for Women’s Empowerment

Posted on March 8, 2024 by sunoor

Published in The Himalayan Times, Nepal, print 8th March, online 20th March 2024

Women's empowerment Sunoor Dialogue

On International Women’s Day, leaders send hollow tweets, posts, and messages praising women’s empowerment. Cut through the noise and get to the point: are these leaders keeping their promises or faking them? When a male or female leader broadcasts a flowery message about women’s empowerment, ask them to answer my questions and then judge them. People say the proof is in the pudding.

What is the current percentage of women across strata in your organization?

Organizational leaders should report women’s representation across levels and answer why these percentages are low. Annual gender representation goals should be publicly posted. And feature in the annual corporate reports.

When did you last conduct a Gender Pay Equity Audit and report it?

Act on wage equity instead of talking about it. Organizational leaders must disclose gender pay audits that identify and address discrepancies. Regulations like wage bands and standardized pay scales can reduce unconscious bias in compensation talks. Anything less is unacceptable.

Prove that you are enforcing Equal Opportunity Recruitment Practices!

Leaders must show they recruited diverse talent fairly and inclusively. Blind recruitment methods and diversity training for hiring managers prevent unconscious bias in the selection process. Furthermore, leaders should publicly state that they aggressively attract female leaders through focused recruitment.

What practical measures have you taken to combat the rampant bullying and mobbing of women in the workplace?

Bullying and mobbing decrease women’s self-esteem and career prospects. Leaders who act decisively to address these issues want to create a respectful and equal workplace. Leaders should report the number of incidents resolved without the female co-worker resigning.

What efforts have you made to stop inappropriate language and make perpetrators accountable, or are you ignoring rampant sexism as ‘office banter’?

Discriminatory rhetoric hurts women. Leaders must implement clear policies, give extensive training and awareness campaigns, model respectful communication, encourage open reporting and complaint resolution, and hold people accountable.

Have you taken proactive steps to address women’s health needs?

Leaders who prioritize menstruation, nursing, and menopausal facilities show they understand and are committed to women’s unique challenges. Before offering free condoms in office restrooms, provide women’s hygiene products. Menstruation is not voluntary, but sex is!

What is your Mentorship and Sponsorship Program for women?

Leaders should create mentorship and sponsorship programmes to help women navigate the corporate jungle and crack the glass ceiling. These programmes build the organization’s female leadership pipeline.

Do you ensure a strong representation of women in redressal committees?

Senior and sufficient women in any organizational redressal committee are essential for fair and successful workplace issue resolution. They are not just a matter of tokenism but a strategic need for workplace respect and accountability.

Are You Leading by Example in Creating an Inclusive Workplace or Ignoring Discrimination?

An inclusive workplace requires leadership accountability. Diversity indicators should be included in performance evaluations for organizational leaders to promote team diversity and inclusion.

We should demand actual action from our leaders on International Women’s Day instead of celebrating meaningless gestures. All leaders, put your money where your mouth is. Women deserve action, not words. Stop sending flower emojis and start reporting your behaviours!

Dr. Sunoor Verma advises government and business leaders on strategic alliances, advocacy, and leadership communication. See www.sunoor.net for his global practice.

Published in The Himalayan Times, Nepal, print 8th March, online 20th March 2024

Navigating Menopause at Work: A Vital Conversation

Posted on October 2, 2023 by sunoor

The gap between the global South and the global North is widening in mainstreaming #menstruation in public discourse. Conversations about menstruation are only now emerging from the shadows of stigma and taboo in many parts of the global South. It is still difficult for people in these areas to access menstrual hygiene products, adequate sanitation facilities, and menstrual education. For example, Women and girls in sub-Saharan Africa and South Asia often resort to using inadequate materials like rags, leaves, or even cow dung to deal with their periods. Health problems, missed days of work or school, and feelings of isolation worsen when people aren’t given the tools they need to succeed.

The global North has made progress in normalizing menstruation. Many North American and European countries encourage menstruation discussions in homes, schools, and the workplace. The UK and several European countries have menstrual leave rules that allow workers to take paid absence for severe period symptoms. People in the US are fighting to end the “pink tax” on period goods, and more companies are discussing menstrual health with their staff. Development, access to resources, and cultural attitudes about menstruation contribute to this North-South gap, emphasizing the need for global menstrual health and hygiene fairness.

#Menopause is a natural transition that occurs when a woman’s ovaries stop producing estrogen and progesterone hormones. Between the ages of 45 and 55, symptoms of this condition can manifest physically and emotionally.

Menopause can cause uncomfortable physical symptoms, including hot flashes, night sweats, vaginal dryness, and fatigue. These symptoms can make a woman’s life miserable and make it difficult for her to do her job. Menopause’s emotional symptoms can be just as trying as the physical ones. Mood swings, anxiety, and depression are all possible for women. The inability to concentrate due to these symptoms can hurt personal relationships and professional output.

Menopause can have a financial impact on women in addition to the physical and emotional symptoms.Women who experience menopause may need to take time off work to manage their symptoms, and they may also need to see a doctor or other healthcare provider. These costs can add up, making it difficult for women to make ends meet.

Menopause is taboo, making it challenging to address the issue openly. Many women experience shame or embarrassment when discussing their symptoms, and they may not want to bother their coworkers or superiors. Because of this, women may have trouble getting the help they require. When companies take the time to learn about menopause, they can better accommodate their female employees. This has the potential to boost employee morale, output, and health.

Businesses can take various steps to establish a more inclusive and understanding workplace for menopausal women. First and foremost, companies must acknowledge that many employees may be inexperienced with menopause symptoms. Employers can educate staff on menopause and its effects to fill this knowledge gap. Businesses may foster understanding and empathy by raising awareness. Creating a friendly environment for menopausal discussions is also essential. Employees should feel comfortable discussing menopause with bosses and coworkers. This open discourse can help menopausal women manage work by fostering compassion and solidarity among coworkers.

For menopausal women, employment flexibility can alter everything. This life stage’s physical and emotional obstacles may demand work schedule modifications. Businesses can offer telecommuting or flextime to meet these needs. These arrangements can help women balance employment and health. Supporting menopausal women also requires healthcare. Health insurance or on-site medical care from employers can help women throughout this transition.

Menopause policies are spreading in companies in the global North. Employees receive full menopause assistance from Pfizer UK. Pfizer trains managers on menopause and staff support. This program encourages discourse and stigma reduction. Menopausal women can feel supported at Channel 4 (UK) “menopause cafes”, where staff can share their experiences and suggestions. Since implementing a menopausal policy with flexible work choices, management training, and a support network, Barclays UK has seen reduced absenteeism and greater employee satisfaction and retention.

Smaller firms may lack the resources of larger ones. By providing educational materials and manager training, they can support menopausal employees. They can also share information about menopause support networks and external resources. These free or low-cost resources can help employees who need more guidance.

The Scottish Parliament and the Welsh Government agree that workplace menopause policies are humane, inclusive, and strategic. Both supported their staff, including Scottish Parliamentarians, with a menopausal policy. Feedback showed that employees and MPs were more comfortable discussing menopause, creating a more inclusive and understanding workplace. These rules boost employee well-being, productivity, cost savings, and corporate brand. Organizations can boost workforce and economic performance by meeting menopause-related requirements.

Over the last two to three years, the global South vs. global North debate has rekindled. While disagreements over trade, intellectual property and nuclear energy will continue, the least we can do is to bridge the menstruation gap between the global North and global South. The increasing number of women parliamentarians in South Asia will hopefully help address the gap in the menstruation discourse.

Dr Sunoor Verma is a global health diplomat-practitioner specializing in strategic partnerships, high-level advocacy, and strategic leadership communication.

This article was also published in the print version of The Himalayan Times on 2 October 2023.

Chief Justice of India delivers a powerful lesson in Leadership Communication.

Posted on August 27, 2023 by sunoor

CJI Chandrachud delivers a masterclass in leadership communication: An analysis by Sunoor Verma

In his remarks at the 31st annual convocation of the National Law School Bangalore, Chief Justice of India DY Chandrachud displayed exceptional #leadershipcommunication qualities. In his remarks, CJI Chandrachud addressed the “taboo” topic of #menstruation and the difficulties that #women #lawyers confront in juggling their careers and personal lives. He also related a personal story about his late former wife being instructed to “find a husband who can manage household chores” when she inquired about working hours at a legal company.

In sharing this story, CJI Chandrachud was willing to discuss complex topics and challenge the status quo. He also showed that he is aware of women lawyers’ challenges and is committed to creating a more inclusive and supportive workplace for them.

In the best-case scenario, male leaders address women’s issues on International Women’s Day or when requested to speak at a women-focused event. What lifted Dr Chandrachud’s speech to a leadership speech was that he mainstreamed women and their issues in a convocation speech. This sends a strong message to other leaders that women’s issues must take centre stage in New India.

Here are some of the exemplary leadership communication traits that CJI Chandrachud demonstrated in his speech:

He was authentic and transparent. CJI Chandrachud did not shy away from sharing a personal story highlighting women lawyers’ challenges. This showed that he is willing to be open and honest about these issues, even when challenging.
He was empathetic and supportive. CJI Chandrachud expressed empathy for women lawyers’ challenges and supported them by allowing his female law clerks to work from home when they experience menstruation-related health issues. This shows that he is committed to creating a more inclusive and supportive workplace for women.
He was inspiring and aspirational. CJI Chandrachud’s speech was inspiring and aspirational for young lawyers, particularly women. He challenged them to think about their challenges and work to create a more just and equitable world.

CJI Chandrachud’s speech is a reminder that leadership communication can address complex topics and create a more inclusive and supportive workplace for all. By being authentic, empathetic, supportive, inspiring, and aspirational, CJI Chandrachud demonstrated exemplary leadership communication traits.

In addition, CJI Chandrachud also demonstrated the following characteristics in his speech:

He was courageous. It took courage for CJI Chandrachud to share a personal story about the challenges his late former wife faced as a woman lawyer. This is a personal story and can be challenging to talk about.
He was humble. CJI Chandrachud acknowledged that the situation has improved for women lawyers since his late former wife’s time. He also admits that he could be better and that there is still more work to create a more inclusive and supportive workplace for women.
He was hopeful. CJI Chandrachud ended his speech by expressing hope for the future. He challenged young lawyers to think about their challenges and work to create a more just and equitable world.

Leaders’ silence on menstruation and other pro-women issues contributes to stigma, shame, and inequality. Women are less likely to discuss these issues, seek help, or access resources when they are taboo. This can devastate their physical and mental health and their ability to achieve #equality in society.

The silence of leaders on women’s issues:

Is a form of discrimination.
Sends the message that these issues are not important.
Contributes to the cycle of violence against women.

Menstruation-related discrimination is a long-standing issue in the workplace that has received little attention. It is vital to remember that Menstruation-related job discrimination:

Is a form of sex discrimination. It is illegal to discriminate against someone based on their sex, including their menstrual status.
Can take many forms. It can include being denied time off work for menstrual-related reasons, being asked to provide medical documentation for menstrual-related absences, or being subjected to harassment or bullying because of menstruation.
Can have a severe impact on women’s careers. It can lead to women missing out on opportunities for advancement, being passed over for promotions, and being terminated from their jobs.

CJI Chandrachud’s speech is a powerful reminder that menstruation-related discrimination is a real problem and must be addressed. By speaking out against this form of discrimination, CJI Chandrachud is helping to create a more just and equitable workplace for all women.

Dr Sunoor Verma is an expert in advocacy and strategic leadership communication. During the COVID-19 pandemic, Dr Sunoor provided in-person crisis, risk, and leadership communication training to over 300 Nepalese parliamentarians on behalf of WHO. He also coached four Ministers of Health and four Ministry of Health spokespersons in strategic and crisis communication.

Dr Sunoor has advised WHO, UNICEF, UNHCR, UNDP, ECMI, and their leaders in developing sophisticated coalitions, successfully communicating, and inventing out-of-the-box solutions in development and humanitarian settings. He has also collaborated on international relations, global health, and conflict resolution programmes with Boston University, the University of Geneva, and Cambridge University. Dr Verma coaches and advises elected officials and technocrats in practical science and crisis communication as part of his leadership communication practice.

Sex Education for Boys is good for national economies.

Posted on July 31, 2023 by sunoor

What is SexEd?

Sex education is a powerful tool that equips young individuals with accurate information about sexual and reproductive health. Beyond its social and health benefits, comprehensive sex education for boys also holds significant potential to impact a nation’s economy positively.

Patriarchal Norms in South Asia

In the unique cultural context of South Asia, where gender disparities prevail, focusing on sex education for boys becomes crucial. The region is characterized by deeply ingrained patriarchal norms and traditional gender roles, perpetuating unequal power dynamics in relationships and fostering unhealthy behaviours. Sex education can challenge these norms, promoting respectful attitudes towards women and encouraging gender equality. The rise in violence against women in developing countries is a serious problem that has several causes, including poverty, inequality, and harmful gender norms. One of the most critical factors contributing to this problem is the lack of comprehensive sex education for boys.

Disturbing Evidence

Of course, sex education is essential for girls as well. However, the specific challenges facing boys in South Asia make it especially important to engage them in this conversation. There is ample data to show that boys in South Asia are more likely to be the perpetrators of sexual violence, to be infected with HIV and other Sexually Transmitted Infections (STIs), and to be marginalized from sexual health services.

Disturbing statistics released by the United Nations Population Fund (UNFPA) in its 2023 ‘The State of the World’s Population Report’ shed light on the lack of sex education in South Asia. Merely 20% of schools in the region offer sex education, and only 10% provide comprehensive information on contraception, STIs, and abortion.

Consent, Communication, and Mutual respect

Comprehensive sex education goes beyond the physical aspects of sexuality and focuses on building healthy and respectful relationships. Educating boys about consent, communication, and mutual respect can lead to more fulfilling and equitable partnerships, contributing to healthier family dynamics and societal harmony.

Unintended pregnancies and STIs pose significant challenges in South Asia. The adolescent birth rate in the region, at 22 births per 1,000 girls aged 15-19, is the highest in the world, partly due to limited information about contraception and reproductive health among boys. Educating boys about STIs and prevention strategies can make significant progress in controlling their spread.

By promoting attitudes of respect, consent, and gender equality, sex education for boys also plays a crucial role in breaking the cycle of gender-based violence, including intimate partner violence and early marriages. According to the World Health Organization’s (WHO) ‘Global Status Report on Violence against Women and Girls’ of 2022, 37% of women in South Asia have experienced physical or sexual violence from an intimate partner. Educating boys about the importance of non-violence and respect for women can contribute to advocating for a safer and more inclusive society.

Furthermore, comprehensive sex education empowers boys to understand their responsibilities as fathers and be actively involved in their children’s lives. This can improve child well-being, family outcomes, and a more stable and prosperous society.

Poverty not an excuse

Despite challenges like poor schools and untrained teachers, introducing and strengthening sex education is imperative. Governments should collaborate with non-governmental organizations, international agencies, and community leaders to provide supplementary training and resources. Online resources and educational materials should complement classroom instruction.

Growing National Pride- an opportunity

Governments in South Asian countries are increasingly embracing their ancient civilizations and cultural heritage in school curriculums to foster national pride. As part of this growing trend, they can draw inspiration from their historical sex education practices and combine them with modern scientific knowledge to introduce comprehensive sex education in schools. Ancient traditions, like teachings from the Kamasutra in India, tantric practices connecting sexual energy with spiritual growth in India and Nepal, and temple art portraying human sexuality in India, Sri Lanka, and Myanmar, offer valuable insights. Additionally, specific tribal communities in India, Bhutan, and Nepal marked boys’ transition to manhood with ceremonies that included teachings about adult responsibilities, including those related to sexuality, marriage, and family life. Ancient Hindu scriptures such as the Kamasutra, Mahabharata, Arthashastra and the Upanishads highlight the broader principles of respect, mutual understanding, and responsible behaviour within relationships. While not explicitly promoting modern sex education, these principles can serve as a foundation for discussing sexual health, consent, and maintaining harmonious relationships in contemporary contexts. By blending this traditional wisdom with modern evidence-based approaches, these South Asian countries must offer relevant and age-appropriate sex education, empowering their youth with knowledge and promoting responsible attitudes toward sexual health and relationships.

Integrating sex education into the curriculum addresses social issues and has significant economic implications, as an informed and accountable youth can contribute to a more stable and prosperous society.

Best practices from poor countries exist

Several developing countries have successfully implemented comprehensive sex education programs for boys, promoting responsible sexual behaviour, reproductive health, and gender equality. In the late 1990s, Brazil launched successful sex education initiatives alongside discussions about gender equality and healthy relationships leading to significant improvements in reducing teenage pregnancies and the prevalence of sexually transmitted infections among adolescents. The Kenyan government has integrated comprehensive sex education into the national curriculum, covering topics such as reproductive health, family planning, and HIV prevention. Thailand has a comprehensive sex education curriculum that has contributed to a decline in teenage pregnancies and a reduction in HIV transmission rates among young people.

Comprehensive sex education is not a silver bullet but an essential tool for preventing violence against women and building a more just and equitable society for all. Investing in comprehensive sex education for boys is a matter of social responsibility and has profound economic implications. By empowering the youth with knowledge and fostering responsible attitudes toward sexual health and relationships, South Asian countries can pave the way for a more informed, equitable, and prosperous future.

After all, sex education is like fire prevention. You may not need it today, but you’ll be glad you had it if you do!

By Dr Sunoor Verma

Published in print and online in The Himalayan Times on 31st July, 2023