Dr. Vonda Wright

And when I had mine, I was in training.

And A, I didn't want to call my attending and tell them because he was a man.

And I didn't think I could take any time off.

Same.

I went back the next day.

I would have gone back the same day, but I could barely move.

I was running labor and delivery at night.

So I think—

Hopefully, part of this international conversation about women's health, not just gynecological health, but health in general, will give women grace.

Because there's no way that I should have been expected to go back to an orthopedic surgery residency the day after I lost a child.

Or, frankly, I don't know what your experiences were, but in my generation of doctors, and I'm sure it happens everywhere, I went back to work less than five weeks after delivering a child.

And I think other European countries have it right.

And I think support can come in a lot of ways, but...

the financial burden to a large corporation of having a stopgap childcare at work.

So maybe if you're not gonna offer full childcare, because you're getting a lot of productivity out of women if they know their children are on campus and can go at lunchtime.

But if you're not willing to do that, if you have a stopgap where instead of calling your attending or one day my nanny didn't show up and I had to find some way,

just for those emergencies within the corporation, that breeds loyalty, that will increase productivity.

And so I think it's money well spent.

A daycare on site.

Whether it's full-time, like bring your children full-time there, or that's a big corporate, but a smaller corporate commitment would be this emergency childcare so that your kid's not there all the time, but maybe they're sick or maybe somebody didn't show up and then...