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button.mapboxgl-ctrl-zoom-in .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg' fill='%23fff'%3E%3Cpath d='M14.5 8.5c-.75 0-1.5.75-1.5 1.5v3h-3c-.75 0-1.5.75-1.5 1.5S9.25 16 10 16h3v3c0 .75.75 1.5 1.5 1.5S16 19.75 16 19v-3h3c.75 0 1.5-.75 1.5-1.5S19.75 13 19 13h-3v-3c0-.75-.75-1.5-1.5-1.5z'/%3E%3C/svg%3E")}}@media (-ms-high-contrast: black-on-white){.mapboxgl-ctrl button.mapboxgl-ctrl-zoom-out .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg'%3E%3Cpath d='M10 13c-.75 0-1.5.75-1.5 1.5S9.25 16 10 16h9c.75 0 1.5-.75 1.5-1.5S19.75 13 19 13h-9z'/%3E%3C/svg%3E")}.mapboxgl-ctrl button.mapboxgl-ctrl-zoom-in .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg'%3E%3Cpath d='M14.5 8.5c-.75 0-1.5.75-1.5 1.5v3h-3c-.75 0-1.5.75-1.5 1.5S9.25 16 10 16h3v3c0 .75.75 1.5 1.5 1.5S16 19.75 16 19v-3h3c.75 0 1.5-.75 1.5-1.5S19.75 13 19 13h-3v-3c0-.75-.75-1.5-1.5-1.5z'/%3E%3C/svg%3E")}}.mapboxgl-ctrl button.mapboxgl-ctrl-fullscreen .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg' fill='%23333'%3E%3Cpath d='M24 16v5.5c0 1.75-.75 2.5-2.5 2.5H16v-1l3-1.5-4-5.5 1-1 5.5 4 1.5-3h1zM6 16l1.5 3 5.5-4 1 1-4 5.5 3 1.5v1H7.5C5.75 24 5 23.25 5 21.5V16h1zm7-11v1l-3 1.5 4 5.5-1 1-5.5-4L6 13H5V7.5C5 5.75 5.75 5 7.5 5H13zm11 2.5c0-1.75-.75-2.5-2.5-2.5H16v1l3 1.5-4 5.5 1 1 5.5-4 1.5 3h1V7.5z'/%3E%3C/svg%3E")}.mapboxgl-ctrl button.mapboxgl-ctrl-shrink .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg'%3E%3Cpath d='M18.5 16c-1.75 0-2.5.75-2.5 2.5V24h1l1.5-3 5.5 4 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xmlns='http://www.w3.org/2000/svg' fill='%23fff'%3E%3Cpath d='M18.5 16c-1.75 0-2.5.75-2.5 2.5V24h1l1.5-3 5.5 4 1-1-4-5.5 3-1.5v-1h-5.5zM13 18.5c0-1.75-.75-2.5-2.5-2.5H5v1l3 1.5L4 24l1 1 5.5-4 1.5 3h1v-5.5zm3-8c0 1.75.75 2.5 2.5 2.5H24v-1l-3-1.5L25 5l-1-1-5.5 4L17 5h-1v5.5zM10.5 13c1.75 0 2.5-.75 2.5-2.5V5h-1l-1.5 3L5 4 4 5l4 5.5L5 12v1h5.5z'/%3E%3C/svg%3E")}}@media (-ms-high-contrast: black-on-white){.mapboxgl-ctrl button.mapboxgl-ctrl-fullscreen .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg'%3E%3Cpath d='M24 16v5.5c0 1.75-.75 2.5-2.5 2.5H16v-1l3-1.5-4-5.5 1-1 5.5 4 1.5-3h1zM6 16l1.5 3 5.5-4 1 1-4 5.5 3 1.5v1H7.5C5.75 24 5 23.25 5 21.5V16h1zm7-11v1l-3 1.5 4 5.5-1 1-5.5-4L6 13H5V7.5C5 5.75 5.75 5 7.5 5H13zm11 2.5c0-1.75-.75-2.5-2.5-2.5H16v1l3 1.5-4 5.5 1 1 5.5-4 1.5 3h1V7.5z'/%3E%3C/svg%3E")}.mapboxgl-ctrl button.mapboxgl-ctrl-shrink .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg'%3E%3Cpath d='M18.5 16c-1.75 0-2.5.75-2.5 2.5V24h1l1.5-3 5.5 4 1-1-4-5.5 3-1.5v-1h-5.5zM13 18.5c0-1.75-.75-2.5-2.5-2.5H5v1l3 1.5L4 24l1 1 5.5-4 1.5 3h1v-5.5zm3-8c0 1.75.75 2.5 2.5 2.5H24v-1l-3-1.5L25 5l-1-1-5.5 4L17 5h-1v5.5zM10.5 13c1.75 0 2.5-.75 2.5-2.5V5h-1l-1.5 3L5 4 4 5l4 5.5L5 12v1h5.5z'/%3E%3C/svg%3E")}}.mapboxgl-ctrl button.mapboxgl-ctrl-compass .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg' fill='%23333'%3E%3Cpath d='M10.5 14l4-8 4 8h-8z'/%3E%3Cpath d='M10.5 16l4 8 4-8h-8z' fill='%23ccc'/%3E%3C/svg%3E")}@media (-ms-high-contrast: active){.mapboxgl-ctrl button.mapboxgl-ctrl-compass .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg' fill='%23fff'%3E%3Cpath d='M10.5 14l4-8 4 8h-8z'/%3E%3Cpath d='M10.5 16l4 8 4-8h-8z' fill='%23999'/%3E%3C/svg%3E")}}@media (-ms-high-contrast: black-on-white){.mapboxgl-ctrl button.mapboxgl-ctrl-compass .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 29 29' xmlns='http://www.w3.org/2000/svg'%3E%3Cpath d='M10.5 14l4-8 4 8h-8z'/%3E%3Cpath d='M10.5 16l4 8 4-8h-8z' fill='%23ccc'/%3E%3C/svg%3E")}}.mapboxgl-ctrl button.mapboxgl-ctrl-geolocate .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%23333'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3Ccircle cx='10' cy='10' r='2'/%3E%3C/svg%3E")}.mapboxgl-ctrl button.mapboxgl-ctrl-geolocate:disabled .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%23aaa'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3Ccircle cx='10' cy='10' r='2'/%3E%3Cpath d='M14 5l1 1-9 9-1-1 9-9z' fill='red'/%3E%3C/svg%3E")}.mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-active .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%2333b5e5'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 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button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-active .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%2333b5e5'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3Ccircle cx='10' cy='10' r='2'/%3E%3C/svg%3E")}.mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-active-error .mapboxgl-ctrl-icon{background-image:url("data:image/svg+xml;charset=utf-8,%3Csvg width='29' height='29' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill='%23e58978'%3E%3Cpath d='M10 4C9 4 9 5 9 5v.1A5 5 0 005.1 9H5s-1 0-1 1 1 1 1 1h.1A5 5 0 009 14.9v.1s0 1 1 1 1-1 1-1v-.1a5 5 0 003.9-3.9h.1s1 0 1-1-1-1-1-1h-.1A5 5 0 0011 5.1V5s0-1-1-1zm0 2.5a3.5 3.5 0 110 7 3.5 3.5 0 110-7z'/%3E%3Ccircle cx='10' 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latest-articles__articles--desktop"><div class="rectangle-story-group rectangle-story-group--desktop"><div class="rectangle-story-group__hero rectangle-story-group__hero--desktop"><div class="rectangle-story-group__articles-container"><div data-bbc-container="latest-stories" data-bbc-title="The secret 'accent bias' problem" data-bbc-metadata="{"APP":"latest-stories","CHD":"card::1"}" data-bbc-result="https://www.bbc.com/worklife/article/20220505-the-regional-accentism-that-secretly-affects-job-prospects" data-bbc-client-routed="true" class="rectangle-story-group__article-hero"><div class="article-title-card-rectangle b-reith-sans-font article-title-card-rectangle--desktop"><div class="article-title-card-rectangle__container article-title-card-rectangle__container--desktop"><div class="article-title-card-rectangle__image article-title-card-rectangle__image--desktop"><a class="article-title-card-rectangle__link" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20220505-the-regional-accentism-that-secretly-affects-job-prospects"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0c505px.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0c505px.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0c505px.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0c505px.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0c505px.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0c505px.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0c505px.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0c505px.jpg" type="image/jpeg"/><img draggable="false" title="A woman broadcaster" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0c505px.jpg" alt="A woman broadcaster" id=""/></picture><span class="article-title-card-rectangle__overlay article-title-card-rectangle__overlay--worklife"></span></a></div><div class="article-title-card-rectangle__text-box article-title-card-rectangle__text-box--desktop"><a class="article-title-card-rectangle__link article-title-card-rectangle__text-container article-title-card-rectangle__text-container--desktop" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span class="article-title-card-rectangle__text-box__label article-title-card-rectangle__text-box__label--worklife">Equality Matters</span></a><a class="article-title-card-rectangle__link article-title-card-rectangle__text-container article-title-card-rectangle__text-container--desktop" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20220505-the-regional-accentism-that-secretly-affects-job-prospects"><h2 class="article-title-card-rectangle__text-box__header b-font-weight-300 article-title-card-rectangle__text-box__header--desktop b-reith-sans-font b-font-weight-300">The secret 'accent bias' problem</h2></a><p class="article-title-card-rectangle__text-box__author b-font-family-serif article-title-card-rectangle__text-box__author--tablet b-reith-sans-font">By Christine Ro</p></div></div></div></div><div class="rectangle-story-group__articles rectangle-story-group__articles--desktop"><div class="rectangle-story-group__article rectangle-story-group__article--desktop"><div data-bbc-container="latest-stories" data-bbc-title="The big weight discrimination problem" data-bbc-metadata="{"APP":"latest-stories","CHD":"card::2"}" data-bbc-result="https://www.bbc.com/worklife/article/20220411-the-unspoken-weight-discrimination-problem-at-work" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20220411-the-unspoken-weight-discrimination-problem-at-work"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife"><div class="rectangle-image rectangle-image--large" style="background-image:url(https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0c0ljq3.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0c0ljq3.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0c0ljq3.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0c0ljq3.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0c0ljq3.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0c0ljq3.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0c0ljq3.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0c0ljq3.jpg" type="image/jpeg"/><img draggable="false" title="Weight discrimination not only holds back people in their careers, but can also affect mental and physical health (Credit: Getty Images)" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0c0ljq3.jpg" alt="Weight discrimination not only holds back people in their careers, but can also affect mental and physical health (Credit: Getty Images)" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--desktop rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span>Equality Matters</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20220411-the-unspoken-weight-discrimination-problem-at-work"><span>The big weight discrimination problem</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--height--small" style="background-color:#3339ff"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Andrea Yu</span></div></div></div><div class="rectangle-story-group__article rectangle-story-group__article--desktop"><div data-bbc-container="latest-stories" data-bbc-title="Why some are promoted on potential" data-bbc-metadata="{"APP":"latest-stories","CHD":"card::3"}" data-bbc-result="https://www.bbc.com/worklife/article/20220222-proof-verus-potential-problem" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20220222-proof-verus-potential-problem"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife"><div class="rectangle-image rectangle-image--large" style="background-image:url(https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0bpyc41.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0bpyc41.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0bpyc41.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0bpyc41.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0bpyc41.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0bpyc41.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0bpyc41.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0bpyc41.jpg" type="image/jpeg"/><img draggable="false" title="Some research shows women are held to much higher standards than men, and their leadership potential is generally overlooked, even when highly qualified (Credit: Getty Images)" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0bpyc41.jpg" alt="Some research shows women are held to much higher standards than men, and their leadership potential is generally overlooked, even when highly qualified (Credit: Getty Images)" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--desktop rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span>Equality Matters</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20220222-proof-verus-potential-problem"><span>Why some are promoted on potential</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--height--small" style="background-color:#3339ff"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Katie Bishop</span></div></div></div><div class="rectangle-story-group__article rectangle-story-group__article--desktop"><div data-bbc-container="latest-stories" data-bbc-title="The 'brain waste' shutting out workers" data-bbc-metadata="{"APP":"latest-stories","CHD":"card::4"}" data-bbc-result="https://www.bbc.com/worklife/article/20220203-brain-waste-the-skilled-workers-who-cant-get-jobs" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20220203-brain-waste-the-skilled-workers-who-cant-get-jobs"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife"><div class="rectangle-image rectangle-image--large" style="background-image:url(https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0blxylc.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0blxylc.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0blxylc.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0blxylc.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0blxylc.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0blxylc.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0blxylc.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0blxylc.jpg" type="image/jpeg"/><img draggable="false" title="Abigail Sandoval has switched from medicine to making pizza due to the employment discrimination she's faced (Credit: Jos Eizaga)" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0blxylc.jpg" alt="Abigail Sandoval has switched from medicine to making pizza due to the employment discrimination she's faced (Credit: Jos Eizaga)" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--desktop rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span>Equality Matters</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20220203-brain-waste-the-skilled-workers-who-cant-get-jobs"><span>The 'brain waste' shutting out workers</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--height--small" style="background-color:#3339ff"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Christine Ro</span></div></div></div></div></div></div></div></div></div></div><div class="index__more-articles"><div class="more-articles"><div class="more-articles__image more-articles__image--visible"><div class="more-articles__image-overlay"></div><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p08wkpky.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p08wkpky.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p08wkpky.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p08wkpky.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p08wkpky.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p08wkpky.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p08wkpky.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p08wkpky.jpg" type="image/jpeg"/><img draggable="false" title="(Credit: Omar Fairclough)" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p08wkpky.jpg" alt="(Credit: Omar Fairclough)" id=""/></picture></div><div class="more-articles__image"><div class="more-articles__image-overlay"></div><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p08vx7p9.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p08vx7p9.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p08vx7p9.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p08vx7p9.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p08vx7p9.webp" type="image/webp"/><source media="(min-width:576px)" 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srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0b43q8w.jpg" type="image/jpeg"/><img draggable="false" title="(Credit: Getty Images)" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0b43q8w.jpg" alt="(Credit: Getty Images)" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--tablet rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span>Equality Matters</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20211113-the-long-lasting-effects-of-workplace-sexual-harassment"><span>'The experience drove me to the brink'</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--dark-grey styled-line--height--small"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Christine Ro</span></div></div></div><div class="index-stories__story-item"><div data-bbc-container="index-stories" data-bbc-title="Why it's wrong to dismiss demisexuality" data-bbc-metadata="{"APP":"index-stories","CHD":"card::2"}" data-bbc-result="https://www.bbc.com/worklife/article/20211101-why-demisexuality-is-as-real-as-any-sexual-orientation" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font rectangle-story-item--tablet"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20211101-why-demisexuality-is-as-real-as-any-sexual-orientation"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife"><div class="rectangle-image rectangle-image--medium" style="background-image:url(https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0b1kqp3.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0b1kqp3.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0b1kqp3.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0b1kqp3.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0b1kqp3.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0b1kqp3.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0b1kqp3.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0b1kqp3.jpg" type="image/jpeg"/><img draggable="false" title="(Credit: Elle Rose)" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0b1kqp3.jpg" alt="(Credit: Elle Rose)" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--tablet rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span>Equality Matters</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20211101-why-demisexuality-is-as-real-as-any-sexual-orientation"><span>Why it's wrong to dismiss demisexuality</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--dark-grey styled-line--height--small"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Jessica Klein</span></div></div></div><div class="index-stories__story-item"><div data-bbc-container="index-stories" data-bbc-title="The workers with 'secret' disabilities" data-bbc-metadata="{"APP":"index-stories","CHD":"card::3"}" data-bbc-result="https://www.bbc.com/worklife/article/20211101-the-workers-keeping-their-disabilities-secret" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font rectangle-story-item--tablet"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20211101-the-workers-keeping-their-disabilities-secret"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife"><div class="rectangle-image rectangle-image--medium" style="background-image:url(https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0b1l234.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0b1l234.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0b1l234.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0b1l234.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0b1l234.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0b1l234.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0b1l234.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0b1l234.jpg" type="image/jpeg"/><img draggable="false" title="(Credit: Getty Images)" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0b1l234.jpg" alt="(Credit: Getty Images)" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--tablet rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span>Equality Matters</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20211101-the-workers-keeping-their-disabilities-secret"><span>The workers with 'secret' disabilities</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--dark-grey styled-line--height--small"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Katie Bishop</span></div></div></div><div class="index-stories__story-item"><div data-bbc-container="index-stories" data-bbc-title="Penalised for showing emotion at work?" data-bbc-metadata="{"APP":"index-stories","CHD":"card::4"}" data-bbc-result="https://www.bbc.com/worklife/article/20211029-the-people-penalised-for-expressing-feelings-at-work" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font rectangle-story-item--tablet"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20211029-the-people-penalised-for-expressing-feelings-at-work"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife"><div class="rectangle-image rectangle-image--medium" style="background-image:url(https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0b14cn6.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0b14cn6.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0b14cn6.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0b14cn6.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0b14cn6.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0b14cn6.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0b14cn6.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0b14cn6.jpg" type="image/jpeg"/><img draggable="false" title="Man sits at desk chair talking to woman facing him" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0b14cn6.jpg" alt="Man sits at desk chair talking to woman facing him" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--tablet rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span>Equality Matters</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20211029-the-people-penalised-for-expressing-feelings-at-work"><span>Penalised for showing emotion at work?</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--dark-grey styled-line--height--small"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Zulekha Nathoo</span></div></div></div><div class="index-stories__story-item"><div data-bbc-container="index-stories" data-bbc-title="The harmful 'ableist' words you use" data-bbc-metadata="{"APP":"index-stories","CHD":"card::5"}" data-bbc-result="https://www.bbc.com/worklife/article/20210330-the-harmful-ableist-language-you-unknowingly-use" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font rectangle-story-item--tablet"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210330-the-harmful-ableist-language-you-unknowingly-use"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife"><div class="rectangle-image rectangle-image--medium" style="background-image:url(https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p09c8hjw.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p09c8hjw.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p09c8hjw.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p09c8hjw.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09c8hjw.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09c8hjw.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p09c8hjw.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p09c8hjw.jpg" type="image/jpeg"/><img draggable="false" title="(Credit: Alamy)" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09c8hjw.jpg" alt="(Credit: Alamy)" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--tablet rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span>Equality Matters</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210330-the-harmful-ableist-language-you-unknowingly-use"><span>The harmful 'ableist' words you use</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--dark-grey styled-line--height--small"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Sara Nović</span></div></div></div><div class="index-stories__story-item"><div data-bbc-container="index-stories" data-bbc-title="The 'micro-assault' of mispronunciation" data-bbc-metadata="{"APP":"index-stories","CHD":"card::6"}" data-bbc-result="https://www.bbc.com/worklife/article/20210108-the-signals-we-send-when-we-get-names-wrong" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font rectangle-story-item--tablet"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210108-the-signals-we-send-when-we-get-names-wrong"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife"><div class="rectangle-image rectangle-image--medium" style="background-image:url(https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p093g0gw.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p093g0gw.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p093g0gw.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p093g0gw.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p093g0gw.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p093g0gw.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p093g0gw.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p093g0gw.jpg" type="image/jpeg"/><img draggable="false" title="Nana aba Duncan" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p093g0gw.jpg" alt="Nana aba Duncan" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--tablet rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span>Equality Matters</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210108-the-signals-we-send-when-we-get-names-wrong"><span>The 'micro-assault' of mispronunciation</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--dark-grey styled-line--height--small"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Zulekha Nathoo</span></div></div></div><div class="index-stories__story-item"><div data-bbc-container="index-stories" data-bbc-title="The 'invisible' sexual orientation" data-bbc-metadata="{"APP":"index-stories","CHD":"card::7"}" data-bbc-result="https://www.bbc.com/worklife/article/20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font rectangle-story-item--tablet"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife"><div class="rectangle-image rectangle-image--medium" style="background-image:url(https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p09gyxtt.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p09gyxtt.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p09gyxtt.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p09gyxtt.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09gyxtt.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09gyxtt.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p09gyxtt.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p09gyxtt.jpg" type="image/jpeg"/><img draggable="false" title="marisa manuel" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09gyxtt.jpg" alt="marisa manuel" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--tablet rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span>Equality Matters</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation"><span>The 'invisible' sexual orientation</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--dark-grey styled-line--height--small"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Jessica Klein</span></div></div></div><div class="index-stories__story-item"><div data-bbc-container="index-stories" data-bbc-title="The problem of 'linguistic racism'" data-bbc-metadata="{"APP":"index-stories","CHD":"card::8"}" data-bbc-result="https://www.bbc.com/worklife/article/20210528-the-pervasive-problem-of-linguistic-racism" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font rectangle-story-item--tablet"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210528-the-pervasive-problem-of-linguistic-racism"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife"><div class="rectangle-image rectangle-image--medium" style="background-image:url(https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p09jy0yh.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p09jy0yh.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p09jy0yh.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p09jy0yh.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09jy0yh.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09jy0yh.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p09jy0yh.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p09jy0yh.jpg" type="image/jpeg"/><img draggable="false" title="(Credit: Getty Images)" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09jy0yh.jpg" alt="(Credit: Getty Images)" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--tablet rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/tags/how-we-work"><span>How we work</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210528-the-pervasive-problem-of-linguistic-racism"><span>The problem of 'linguistic racism'</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--dark-grey styled-line--height--small"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Christine Ro</span></div></div></div><div class="index-stories__story-item"><div data-bbc-container="index-stories" data-bbc-title="Why underperforming workers 'fail up'" data-bbc-metadata="{"APP":"index-stories","CHD":"card::9"}" data-bbc-result="https://www.bbc.com/worklife/article/20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font rectangle-story-item--tablet"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife"><div class="rectangle-image rectangle-image--medium" style="background-image:url(https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0985fdk.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p0985fdk.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0985fdk.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p0985fdk.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0985fdk.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0985fdk.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0985fdk.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p0985fdk.jpg" type="image/jpeg"/><img draggable="false" title="(Credit: Alamy)" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p0985fdk.jpg" alt="(Credit: Alamy)" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--tablet rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span>Equality Matters</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity"><span>Why underperforming workers 'fail up'</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--dark-grey styled-line--height--small"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Zulekha Nathoo</span></div></div></div><div class="index-stories__story-item"><div data-bbc-container="index-stories" data-bbc-title="The 'double career' of being queer" data-bbc-metadata="{"APP":"index-stories","CHD":"card::10"}" data-bbc-result="https://www.bbc.com/worklife/article/20210526-the-risks-of-coming-out-at-work" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font rectangle-story-item--tablet"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210526-the-risks-of-coming-out-at-work"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife"><div class="rectangle-image rectangle-image--medium" style="background-image:url(https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p09jnlwh.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p09jnlwh.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p09jnlwh.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p09jnlwh.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09jnlwh.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09jnlwh.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p09jnlwh.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p09jnlwh.jpg" type="image/jpeg"/><img draggable="false" title="(Credit: Getty Images)" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09jnlwh.jpg" alt="(Credit: Getty Images)" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--tablet rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span>Equality Matters</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210526-the-risks-of-coming-out-at-work"><span>The 'double career' of being queer</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--dark-grey styled-line--height--small"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Reina Gattuso</span></div></div></div><div class="index-stories__story-item"><div data-bbc-container="index-stories" data-bbc-title="When name mix-ups can't be ignored" data-bbc-metadata="{"APP":"index-stories","CHD":"card::11"}" data-bbc-result="https://www.bbc.com/worklife/article/20210519-why-people-of-colour-are-misidentified-so-often" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font rectangle-story-item--tablet"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210519-why-people-of-colour-are-misidentified-so-often"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife"><div class="rectangle-image rectangle-image--medium" style="background-image:url(https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p09jk6pg.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p09jk6pg.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p09jk6pg.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p09jk6pg.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09jk6pg.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09jk6pg.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p09jk6pg.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p09jk6pg.jpg" type="image/jpeg"/><img draggable="false" title="(Credit: Getty Images)" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09jk6pg.jpg" alt="(Credit: Getty Images)" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--tablet rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span>Equality Matters</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210519-why-people-of-colour-are-misidentified-so-often"><span>When name mix-ups can't be ignored</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--dark-grey styled-line--height--small"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Zulekha Nathoo</span></div></div></div><div class="index-stories__story-item"><div data-bbc-container="index-stories" data-bbc-title="Why diverse hires are 'set up to fail'" data-bbc-metadata="{"APP":"index-stories","CHD":"card::12"}" data-bbc-result="https://www.bbc.com/worklife/article/20210902-why-diverse-hires-cant-always-escape-tokenism" data-bbc-client-routed="true" class="rectangle-story-item b-reith-sans-font rectangle-story-item--tablet"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210902-why-diverse-hires-cant-always-escape-tokenism"><div class="rectangle-story-item__image-container rectangle-story-item__image-container--worklife"><div class="rectangle-image rectangle-image--medium" style="background-image:url(https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/960x540/p07fsc3b.jpg)"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p09tvxlx.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1600x900/p09tvxlx.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p09tvxlx.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/1280x720/p09tvxlx.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09tvxlx.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09tvxlx.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p09tvxlx.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/624x351/p09tvxlx.jpg" type="image/jpeg"/><img draggable="false" title="Group at meeting" src="https://web.archive.org/web/20220531210435im_/https://ychef.files.bbci.co.uk/976x549/p09tvxlx.jpg" alt="Group at meeting" id=""/></picture><span class="rectangle-image__overlay rectangle-image__overlay--worklife"></span></div></div></a><a class="rectangle-story-item__label b-reith-sans-font rectangle-story-item__label--tablet rectangle-story-item__label--worklife" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/equality-matters"><span>Equality Matters</span></a><div class="rectangle-story-item__container"><a class="rectangle-story-item__title" target="" rel="" id="" href="/web/20220531210435/https://www.bbc.com/worklife/article/20210902-why-diverse-hires-cant-always-escape-tokenism"><span>Why diverse hires are 'set up to fail'</span></a></div><div><span class="rectangle-story-item__line"><div class="styled-line styled-line--dark-grey styled-line--height--small"></div></span><span class="rectangle-story-item__author b-font-family-serif">By Zulekha Nathoo</span></div></div></div></div></div><div class="index__load-more"><div data-bbc-container="load-more-btn" data-bbc-title="" 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Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20220531210435\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp07rfftn.jpg","title":"autism4.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p07rfftn","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20220531210435\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp07rfftn.jpg","cacheLastUpdated":1654031017151},"p07rffph":{"urn":"urn:external:nitro:image:p07rffph","_id":"6267dd8d1f4b7b5e4b1f69db","copyright":"Getty Images","fileSizeBytes":0,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20220531210435\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F7r\u002Fff\u002Fp07rffph.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"French president Emmanuel Macron at an event in 2017 in Paris that spotlighted the need for greater autism awareness (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20220531210435\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp07rffph.jpg","title":"autism3.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p07rffph","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20220531210435\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp07rffph.jpg","cacheLastUpdated":1654031017151},"p07w0b6x":{"urn":"urn:external:nitro:image:p07w0b6x","_id":"6267de2e1f4b7b4a3d578daa","copyright":"Getty 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rajesh.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p07w0b6x","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20220531210435\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp07w0b6x.jpg","cacheLastUpdated":1654031017151}},"articles":{"worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism","_id":"6267dfa81f4b7b3b9f25600b","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fchristine-ro"],"bodyIntro":"Not everyone who speaks English is treated the same way. What happens when accent discrimination creeps in to our conscious and unconscious – and what do we do about our biases?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELast summer, Triangle Investigations, a New York-based HR consultancy, examined allegations of accent discrimination at a global non-profit organisation. An Ethiopian-accented staff member had reported that his colleagues frequently interrupted him during Zoom calls, commented on the unintelligibility of his English and excluded him from meetings. He became self-conscious during the meetings that he was able to attend, and ended up using the chat feature instead of speaking up, says Kia Roberts, Triangle’s founder and principal.\u003C\u002Fp\u003E\n\u003Cp\u003EWhen Roberts and her team looked into the matter, they found that the allegations had substance, and that employees of colour had been treated differently; they were being spoken to disrespectfully, as if they weren’t competent to hold their positions, and their opinions and suggestions weren’t being taken seriously. The investigation ultimately led the non-profit to introduce employee training and periodic HR check-ins to try and remedy the issue.\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, this case of linguistic discrimination wasn’t an isolated episode. Globally, more people are using English than ever, and it’s a dominant language in \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20170317-the-international-companies-using-only-english\"\u003Ebusiness\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20200116-what-happens-when-you-have-no-word-for-dinosaur\"\u003Escience\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.euronews.com\u002F2020\u002F04\u002F23\u002Fworld-language-day-do-you-speak-euro-english\"\u003Egovernment\u003C\u002Fa\u003E. English is constantly evolving, because of the diverse ways different nations and groups use it. Yet instead of embracing this linguistic diversity, we still rank particular types of English higher than others – which means that both native and non-native speakers who differ from what’s considered ‘standard’ can find themselves judged, marginalised and even penalised for the way their English sounds.\u003C\u002Fp\u003E\n\u003Cp\u003ENot every type of linguistic discrimination is intentional; many people who think they’re being inclusive don’t understand that their inherent biases are pushing them to make judgements they don’t even know they’re making. Yet no matter what’s driving these kinds of incidents, workers feel lasting, often demoralising, effects. And, as these kinds of situations continue – especially when companies don’t recognise or stop them – things can get worse for workers, as they’re side-lined or flat-out excluded in the workplace. \u003C\u002Fp\u003E\n\u003Cp\u003EAs the globe becomes even more connected in a remote-work world, the ability for workers to be able to speak to each other effectively and respectfully is imperative. So, how do we end linguistic discrimination – and create a more inclusive, functional use of language to benefit native and non-native speakers alike?\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09jy15l"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003ECovert or overt\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EGlobally, non-native speakers of English outnumber native speakers \u003Ca href=\"https:\u002F\u002Fwww.english.com\u002Fblog\u002Fenglish-as-a-lingua-franca-a-podcast-with-jennifer-jenkins\u002F\"\u003Ethree to one\u003C\u002Fa\u003E, although defining the term ‘native English speaker’ is complicated. The term usually refers to anyone who speaks English from early childhood, as their first language. But many children grow up learning multiple languages simultaneously – for instance, if their parents are from different places, or if a nation has several official languages.  \u003C\u002Fp\u003E\n\u003Cp\u003EA particular status is attached to English that sounds as if it comes from countries that are wealthy, majority white and \u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fspanish-use-is-steady-or-dropping-in-us-despite-high-latino-immigration-85357\"\u003Emostly monolingual\u003C\u002Fa\u003E. According to this limited view, multilingual countries like Nigeria and Singapore have less ‘legitimate’ and desirable forms of English (even though English is an official language in both). Globally, the most respected types of English are varieties such as British, American and Australian, says Sender Dovchin, a sociolinguist at Curtin University in Perth, Australia. \u003C\u002Fp\u003E\n\u003Cp\u003EWithin any country, certain forms of English bring fewer benefits. To give just one example from the US, African-American English remains \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F336398290_Dismantling_anti-black_linguistic_racism_in_English_language_arts_classrooms_Toward_an_anti-racist_black_language_pedagogy\"\u003Emisunderstood and discriminated against\u003C\u002Fa\u003E. And on an international level, certain types of speakers face judgements based on \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20180315-the-people-who-fake-their-accents\"\u003Eperceptions of their nationality or race\u003C\u002Fa\u003E, rather than their actual communication skills. “When English is spoken by some Europeans, including for example French-, German-, Italian-accented English, they can be considered really cute, sophisticated, stylish and so forth,” explains Dovchin. But, she adds, English spoken by Asians, Africans or Middle Easterners may be viewed as challenging and unpleasant. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"English spoken by Asians, Africans or Middle Easterners may be viewed as challenging and unpleasant","id":"worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis linguistic stereotyping applies even when those Asians, Africans or Middle Easterners are in fact native speakers of English. Just \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20180315-the-people-who-fake-their-accents\"\u003Eseeing an Asian face\u003C\u002Fa\u003E makes some Americans consider that speaker’s English to be hard to understand, regardless of how they actually speak or where they were born. I was born in the US, hold a UK passport and have an English degree, but like many other people of Asian descent, I’ve had the surreal experience of people complimenting my English fluency.\u003C\u002Fp\u003E\n\u003Cp\u003EThese perceptions feed into \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Ftoc\u002Frbeb20\u002F23\u002F7\"\u003Elinguistic racism\u003C\u002Fa\u003E, or racism based on accent, dialect and speech patterns. The overt form of linguistic racism can involve deliberate belittling or shaming, such as \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F341187162_The_psychological_damages_of_linguistic_racism_and_international_students_in_Australia\"\u003E“ethnic-accent bullying”\u003C\u002Fa\u003E that occurs despite someone’s actual English proficiency. Or it can be more covert, like the unwitting social exclusion of people with foreign-accented English, or a seemingly well-intended compliment toward an Asian American’s English.\u003C\u002Fp\u003E\n\u003Cp\u003EThese examples show that it may not be obvious to the perpetrators what they’re doing, because there are a number of subtle psychological mechanisms at play. Cognitively, it \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F331624304_Short_exposure_to_a_foreign_accent_impacts_subsequent_cognitive_processes\"\u003Etakes more work\u003C\u002Fa\u003E to understand a less familiar accent. The extra brainpower involved, as well as \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F342160611_Foreignness_or_Processing_Fluency_On_Understanding_the_Negative_Bias_Toward_Foreign-Accented_Speakers\"\u003Ewarmer feelings toward members of one’s own group\u003C\u002Fa\u003E, can lead to \u003Ca href=\"https:\u002F\u002Fhorizon-magazine.eu\u002Farticle\u002Fwhy-do-people-discriminate-against-speakers-foreign-accents.html\"\u003Enegative attitudes\u003C\u002Fa\u003E toward a person speaking a different type of English. Overall, it’s common to assume that non-native speakers are \u003Ca href=\"https:\u002F\u002Fqz.com\u002F624335\u002Fthe-reason-you-discriminate-against-foreign-accents-starts-with-what-they-do-to-your-brain\u002F\"\u003Eless truthful\u003C\u002Fa\u003E, less intelligent and less competent; psychology studies suggest that people attach less credibility to statements spoken in a foreign accent.\u003C\u002Fp\u003E\n\u003Cp\u003EThese subtle mechanisms feed into behaviours that can impact negatively on people speaking different forms of English. I’ve been guilty of this in practice. I’ve found myself gravitating to colleagues I can easily banter with (so that I don’t have to explain or replace Americanisms like ‘inside baseball’ or British terms like ‘take the piss’). I’ve edited away Indian English expressions in reports, like ‘upgradation’, without wondering why I treat ‘upgrading’ as the better term. And in bouts of impatience during work conversations, I’ve spoken over or finished the sentences of colleagues who are more hesitant.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09jy0v5"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis type of bias can take a significant psychological toll. Dovchin’s research shows that many people who are shamed or excluded because of their language develop inferiority complexes, and start to believe that they’re actually less intelligent. Lots of multilingual people report being fairly confident in their English-language skills in their home countries, then \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F330380663_Language_crossing_and_linguistic_racism_Mongolian_immigrant_women_in_Australia\"\u003Elosing their confidence\u003C\u002Fa\u003E due to the way they’re treated in English-first countries.\u003C\u002Fp\u003E\n\u003Cp\u003EAt worst, linguistic racism can lead to \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F330380663_Language_crossing_and_linguistic_racism_Mongolian_immigrant_women_in_Australia\"\u003Edeprivation in education, employment, health and housing\u003C\u002Fa\u003E. In the workplace, people with certain accents can be openly harassed (like a Puerto Rican call centre worker who was told by a customer, \u003Ca href=\"https:\u002F\u002Flrus.wolterskluwer.com\u002Fnews\u002Femployment-law-daily\u002Fmocked-by-customers-for-accent-call-center-employee-advances-hostile-environment-claim\u002F49660\u002F\"\u003E“your stupid accent makes me sick”\u003C\u002Fa\u003E), or excluded from specific opportunities (like a Pakistani transport worker in London whose \u003Ca href=\"https:\u002F\u002Fwww.bpe.co.uk\u002Fdiscover-bpe\u002Fwhy-bpe\u002Finsights\u002F2019\u002F07\u002Fputting-up-language-barriers-discrimination-against-speakers-of-english-as-an-additional-language\u002F\"\u003Emanager kept him out of conference calls\u003C\u002Fa\u003E). \u003C\u002Fp\u003E\n\u003Cp\u003EThe discrimination might also mean that certain people \u003Ca href=\"https:\u002F\u002Fwww.independent.co.uk\u002Fvoices\u002Faccent-discrimination-work-job-prejudice-b1399561.html\"\u003Edon’t even get through the door\u003C\u002Fa\u003E. For instance, Paul Graham, the founder of Y Combinator, which directs seed funding to start-ups, has openly admitted that the programme is biased against applicants with strong foreign accents. In an \u003Ca href=\"https:\u002F\u002Fwww.inc.com\u002Fmagazine\u002F201309\u002Fissie-lapowsky\u002Fhow-paul-graham-became-successful.html\"\u003Einterview with business publication Inc.\u003C\u002Fa\u003E, he speculated that “it could be that anyone with half a brain would realise you’re going to be more successful if you speak idiomatic English, so they must just be clueless if they haven’t gotten rid of their strong accent”. An outcry followed these comments, but Graham was unrepentant, writing \u003Ca href=\"https:\u002F\u002Fwww.cnet.com\u002Fnews\u002Fy-combinators-paul-graham-defends-foreign-accent-comments\u002F\"\u003E“you can’t make it be work to understand you”\u003C\u002Fa\u003E. This is a classic expression of native-speaker privilege: the minority of global English speakers demanding that the majority change.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow to chip away at linguistic racism\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ELinguistic racism needs to be tackled head on, both at a corporate and individual level. “If we wait for it to happen organically, it will never happen,” believes Dovchin.\u003C\u002Fp\u003E\n\u003Cp\u003EFirst, organisations need to be strategic about having ongoing conversations about linguistic diversity as a type of diversity, educating staff about how language-related biases affect communications and opportunities and incorporating this into policies.  \u003C\u002Fp\u003E\n\u003Cp\u003EBut, on an individual level, speakers of English as a first language can make their English more accessible. They can \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20161028-native-english-speakers-are-the-worlds-worst-communicators\"\u003Eslow down\u003C\u002Fa\u003E, and avoid inside jokes and idioms, for instance. They can talk less in meetings to give more space to non-native speakers, while also allowing non-native speakers to chair meetings and set the tone for communications. They can also pay attention to body language and improve their listening skills – for instance, by seeking out popular culture featuring varied groups of people, and thus varied ways of communicating. \u003Ca href=\"https:\u002F\u002Fqz.com\u002F624335\u002Fthe-reason-you-discriminate-against-foreign-accents-starts-with-what-they-do-to-your-brain\u002F\"\u003EWith greater exposure\u003C\u002Fa\u003E, the brain becomes better at understanding differently accented speech. Overall, everyone can become more aware of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20170523-does-your-accent-make-you-sound-smarter\"\u003Elanguage-related biases\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Research shows that many people who are shamed or excluded because of their language develop inferiority complexes","id":"worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESuresh Canagarajah, a linguist at Pennsylvania State University, US, says that given how transnational work has become, we all need to get better at communicating with people speaking all kinds of English. “You can’t afford to say ‘I don’t understand \u003Ca href=\"https:\u002F\u002Fwww.bera.ac.uk\u002Fblog\u002Fchinglish-versus-china-english-a-need-to-determine-correct-english-among-our-chinese-students\"\u003EChinglish\u003C\u002Fa\u003E or I don’t understand Indian English’, because you're going to lose out on that market.” This certainly applies to hiring decisions; highly qualified candidates may be overlooked if they trigger a hiring manager’s biases about less prestigious types of English. There, says Canagarajah, “You’re focusing on the wrong thing, and maybe losing on a lot of expertise.”\u003C\u002Fp\u003E\n\u003Cp\u003EYet even if companies and individuals do what they can to level the playing field, another option is to change our ideas about what constitutes ‘good’ English. In many workplace settings, it would make more sense to focus on effective communication rather than flowery prose or slangy chat. In functional settings, someone who is adept at understanding varied types of English is actually a better communicator than a person who can only understand their own form, whether it’s considered native or not.\u003C\u002Fp\u003E\n\u003Cp\u003EI’ve been reflecting a lot on the extent to which my career depends on my privilege as a so-called native English speaker. To teach English in Romania, I wasn’t required to have any teaching qualifications; simply being American was enough. To be hired to write and edit publications, my primary asset has been my familiarity with the kind of English that carries global cachet.\u003C\u002Fp\u003E\n\u003Cp\u003EThe very least that I, and others like me, can do with this privilege is to become aware of its effects and reduce the ways that we contribute to it. Individual acts of thoughtfulness can’t dismantle the structures of power that keep North American and Western European English dominant. But they can help cultivate an appreciation of English in all its diversity.       \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-06-03T13:25:04Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The pervasive problem of 'linguistic racism'","headlineShort":"The problem of 'linguistic racism'","image":["p09jy0yh"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use","worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong","worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often"],"relatedTag":null,"summaryLong":"Not everyone who speaks English is treated the same way. What happens when accent discrimination creeps in to our conscious and unconscious – and what do we do about our biases?","summaryShort":"We discriminate against people based on language – even if we don’t realise","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-06-02T20:08:10.669214Z","entity":"article","guid":"02f51d95-2863-4f77-8eeb-f96aae6a7df9","id":"worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism","modifiedDateTime":"2022-02-25T07:09:09.647189Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism","cacheLastUpdated":1654031015777},"worklife\u002Farticle\u002F20220415-why-young-women-earn-more-than-men-in-some-us-cities":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220415-why-young-women-earn-more-than-men-in-some-us-cities","_id":"6267dfce1f4b7b565c103146","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"In specific locales, young women make more than their male counterparts, earning 120% of men’s salaries, in some cases. Why is the pay gap flipped in certain areas?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWest Virginia is a US state commonly cited for its coal mines and country roads – not for its place in the pay-gap conversation. But according to a \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Ffact-tank\u002F2022\u002F03\u002F28\u002Fyoung-women-are-out-earning-young-men-in-several-u-s-cities\u002F\"\u003Enew Pew Research Center analysis\u003C\u002Fa\u003E of US Census data, the metropolitan area of Morgantown – the state’s third largest city, home to West Virginia University – is one of only a few places in the nation where women out-earn their male counterparts. \u003C\u002Fp\u003E\n\u003Cp\u003EIn this area, the median salary of full-time female workers younger than 30 is 14% more than the median salary of men in the same group. In fact, the Appalachian city is second – just behind Wenatchee, in the state of Washington – on a top-10 list of metro areas where women younger than 30 come out on top comparatively. \u003C\u002Fp\u003E\n\u003Cp\u003ENationally, the gender wage gap persists; on average, US women earn 82 cents for every dollar their male peers are paid. But in 22 of the 250 metros examined in the analysis, women’s salaries are on par or better. Why do women out-earn men in highly specific areas of the US – and do promising figures in certain areas mean the wage gap could be slowly closing?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EEducation and industry\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere are some patterns that help explain these findings, says Richard Fry, senior researcher with Pew, who authored the report.\u003C\u002Fp\u003E\n\u003Cp\u003EFirst, education is a factor. The places where women have parity or out-earn men – mostly cities along the country’s east and west coasts – have a higher percentage of young women with degrees, explains Fry. “In metros where young women have a bigger advantage educationally, the pay gap tends to be smaller,” he says. “Completion of bachelor’s degrees tends to boost earnings, and the pay gap tends to narrow down.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220415-why-young-women-earn-more-than-men-in-some-us-cities-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20220415-why-young-women-earn-more-than-men-in-some-us-cities-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis component may at least partially explain why some specific cities in Florida and West Virginia make the top-10 list, despite their respective statewide average wage gaps of \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fregions\u002Fsoutheast\u002Fnews-release\u002F2021\u002Fpdf\u002Fwomensearnings_florida_20210218.pdf\"\u003E15%\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwvforward.wvu.edu\u002Fwv-forward-work\u002Fwomen-moving-forward\u002Fgender-wage-gap\"\u003E26%\u003C\u002Fa\u003E. “Morgantown is a university town,” says Fry, “and so is Gainesville, Florida … among the 22 metros where there’s either parity or better, many are home to large universities.”\u003C\u002Fp\u003E\n\u003Cp\u003EThose towns may have an outsize number of higher-paying jobs on offer. Plus, women who stick around in these metro areas after graduation stand to be paid better, thanks to the “educational advantage”, says Fry.\u003C\u002Fp\u003E\n\u003Cp\u003EEducation is also likely at least partially what propels Wenatchee, Washington to the very top of the list. The median annual salary of women there is 120% that of young men. “In Washington, 60% of women, I believe, have a bachelor’s degree,” says Fry. “So, you're talking about a really well-educated young women's workforce in Washington.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnother factor influencing the wage gap is the type of jobs and industries that dominate certain geographic areas. The second-largest employer in Wenatchee is the metro’s school district; in the US, women fill more than \u003Ca href=\"https:\u002F\u002Frepository.upenn.edu\u002Fcgi\u002Fviewcontent.cgi?article=1109&context=cpre_researchreports\"\u003Ethree-quarters\u003C\u002Fa\u003E of education jobs. Women’s share of manufacturing jobs, on the other hand, is \u003Ca href=\"https:\u002F\u002Fwww.commerce.gov\u002Fnews\u002Fblog\u002F2021\u002F03\u002Fmaking-place-women-manufacturing\"\u003Ebelow 30%\u003C\u002Fa\u003E. In a number of metro areas where the wage gap is largest – including Saginaw, Michigan; Decatur, Illinois; and Mansfield, Ohio – manufacturers are among the top employers.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220415-why-young-women-earn-more-than-men-in-some-us-cities-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In metros where young women have a bigger advantage educationally, the pay gap tends to be smaller","id":"worklife\u002Farticle\u002F20220415-why-young-women-earn-more-than-men-in-some-us-cities-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“The metro with the greatest pay disparity is Elkhart-Goshen, Indiana, where young women only earned 67% of their male peers,” says Fry. “That’s kind of known as the ‘RV [motorhome] capital of the world’.” In fact, more than \u003Ca href=\"https:\u002F\u002Frvlife.com\u002Felkhart-indiana\u002Famp\u002F\"\u003E80% of global RV production\u003C\u002Fa\u003E happens in that region of northern Indiana, near the Michigan border. “There’s a lot of manufacturing going on, and that can have consequences for how well young women do compared to young men.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe motherhood factor\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhen – or if – women choose to have children can play into a geographic area’s wage gap. Throughout the country – and across the globe, in countries including the UK – women suffer from a ‘\u003Ca href=\"https:\u002F\u002Fwww.aauw.org\u002Fissues\u002Fequity\u002Fmotherhood\u002F\"\u003Emotherhood penalty\u003C\u002Fa\u003E’ that widens the wage gap; once women become mothers, they earn even less relative to men (meanwhile, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210617-does-motherhood-belong-on-a-resume\"\u003Emen see their earnings go up\u003C\u002Fa\u003E when they become parents). By some estimates, mothers make only 70 cents for every dollar fathers do.\u003C\u002Fp\u003E\n\u003Cp\u003EMotherhood is indeed a major driving factor of these wage gap statistics, says Alexandra Killewald, a professor of sociology at Harvard University. “The estimated penalty to your hourly wage for being a mom is in the neighborhood of 10 or so percent, compared to what we would have expected if you had continued without having children,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, in regions where women become mothers earlier, the pay gap suffers, too. In Elkhart County, Indiana – home to the greatest pay disparity –  the \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002Finteractive\u002F2018\u002F08\u002F04\u002Fupshot\u002Fup-birth-age-gap.html\"\u003Eaverage age of a first-time mother\u003C\u002Fa\u003E is nearly three years younger than the national average of 26.3. In places where the average maternal age at first birth is lower, the wage gap is wider – and the inverse is also true. In the New York, New Jersey and Pennsylvania metro areas, for instance, women earn 102% of what men do. In Manhattan, located within this geographical cohort, the average age at first birth is more than 31.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220415-why-young-women-earn-more-than-men-in-some-us-cities-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220415-why-young-women-earn-more-than-men-in-some-us-cities-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Over time, we've seen increasing delays in first birth, and some decline in the number of children women have,” says Killewald. “That means more women are childless for longer, and they spend more of their working lives having not yet had a child.” Thus, she explains, they’re able to stay in the workforce without interruption, with their earnings keeping pace with their male counterparts.\u003C\u002Fp\u003E\n\u003Cp\u003EBut roughly 85% of American women, regardless of where they live, will eventually have a child, says Killewald. In terms of wage parity, things have a tendency to go downhill once their children are born.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA harbinger of progress – or not?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough this new data provides good signals for women in many locations, there’s a caveat: the Pew report only examines the data of women ages 16 to 29. Historical patterns say that after 30, the gap will begin to widen. \u003C\u002Fp\u003E\n\u003Cp\u003EFry cites comparable data that may help paint a picture of the future. “Back in 2000, young women under 30 were making 88 cents on the dollar relative to their young male peers.” Another study of that group in 2019 found them “ages 35 to 48, and making 80 cents compared to their same-aged male peers. If today’s young women follow a similar pattern to earlier groups, the gap is likely to widen”. \u003C\u002Fp\u003E\n\u003Cp\u003EBut that’s just a prediction based on the data of another generation, adds Fry. Killewald says it may also be evidence of a longer trend. “The progress towards pay parity has been slower since 1990 than it was between 1980 and 1990, but there has still been progress year by year,” she says. “I think there is cause for optimism.” \u003C\u002Fp\u003E\n\u003Cp\u003EAnd as people – young voters in particular – push issues such as childcare subsidies, tax credits and other policies that would benefit women in the workforce, she says, some of that parity could become more permanent.\u003C\u002Fp\u003E\n\u003Cp\u003E“We could think about policies that would, say, reduce the use of mandatory overtime or things like that,” she says, “that would make jobs easier for moms, in particular, to stay in. It's hard to know whether we'll see the same kind of erosion in relative pay for these women as they go through the life course, or if women who were born more recently really have made progress.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220415-why-young-women-earn-more-than-men-in-some-us-cities-6"}],"collection":null,"disableAdverts":false,"displayDate":"2022-04-19T13:54:53Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why young women earn more than men in some US cities","headlineShort":"Where women earn 120% of men's salaries","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"In specific locales, young women make more than their male counterparts, earning 120% of men’s salaries, in some cases. Why is the pay gap flipped in certain areas?","summaryShort":"The cities in the US where young women are out-earning men","tag":[],"textToSpeech":false,"creationDateTime":"2022-04-18T20:11:30.157909Z","entity":"article","guid":"43fff851-a6e2-4a48-b2d1-ec42fd1db5fb","id":"worklife\u002Farticle\u002F20220415-why-young-women-earn-more-than-men-in-some-us-cities","modifiedDateTime":"2022-04-18T20:11:30.157909Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220415-why-young-women-earn-more-than-men-in-some-us-cities","cacheLastUpdated":1654031015768},"worklife\u002Farticle\u002F20220426-could-menstrual-leave-change-the-workplace":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220426-could-menstrual-leave-change-the-workplace","_id":"6269a89d1f4b7b718213c25f","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"More and more companies are answering the call to provide period leave – yet some critics remain sceptical.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn early 2020, just three months into a new job, Jessie, a 28-year-old editor in New York City, fainted at work. They knew their period was probably going to start that day, and that they’d likely endure some pain, but they needed to be at the office to film a video – especially because their team was short-staffed.\u003C\u002Fp\u003E\n\u003Cp\u003EThey decided not to call in sick. “I just don’t think [a period] counts as a sickness,” they say.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, when Jessie began feeling pain – intense cramping in their abdomen and lower back – they took ibuprofen and tried to get back to work. But within 15 minutes, their body seemed heavy and tense, and they felt weak. “I was blacking out,” says Jessie. “Everything was blurry, and I couldn’t really respond.” They were helped to a couch, where they lay in the foetal position, until a health-and-safety officer passed by and sent them to hospital in an ambulance.\u003C\u002Fp\u003E\n\u003Cp\u003EJessie did not want – or need – an ambulance; they simply wanted to go home and lie down. If Jessie had had an employer-sponsored entitlement, they say, they would feel more comfortable taking time off or working from home when they’re in pain. \u003C\u002Fp\u003E\n\u003Cp\u003EThis benefit does exist for employees at some companies – it’s called ‘menstrual leave’. It allows workers who experience painful menstrual or menopause symptoms options for remote work and a set number of paid-leave days every year, on top of federally mandated paid vacation or sick leave.\u003C\u002Fp\u003E\n\u003Cp\u003EMenstrual leave has existed in various forms around the world for at least a century: the Soviet Union introduced a national policy in 1922, Japan in 1947 and Indonesia in 1948. But it’s still rare in many large global economies, including the US, where Jessie lives. Now, however, a movement endorsing it is growing, as more and more companies around the world are starting to introduce the benefit.\u003C\u002Fp\u003E\n\u003Cp\u003EIf widely introduced, women, transgender and non-binary workers who menstruate\u003Cem\u003E \u003C\u002Fem\u003Estand to gain: they would have direct pathways to rest when they need it most, be happier and more productive at work as a result and find it easier to remain in the labour market. Yet, since menstrual leave \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20170908-can-period-leave-ever-work\"\u003Ehas entered the global zeitgeist\u003C\u002Fa\u003E, some of its critics have argued that the benefit is unfair, or that it could further stigmatise people with periods. Does menstrual leave help or hinder workers who struggle without the leave they feel they need?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘We’re expected to pull ourselves up by the bootstraps and go to work’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMenstrual-related symptoms vary from person to person. While some women cruise through their monthly cycle, others – particularly those with conditions like endometriosis or premenstrual dysphoric disorder (PMDD) – experience a range of taxing side-effects. These often include cramps, back aches and migraines, which researchers cite as \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F03630242.2020.1781741?journalCode=wwah20\"\u003Esome of the most common causes of pain for women of reproductive age\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EMost women try to push through and go to work, anyway. This is often because they feel reluctant to disclose menstrual-related symptoms to their superiors, for fear of being perceived as weak or incapable of doing their jobs, says Gabrielle Golding, a senior lecturer at South Australia’s Adelaide Law School.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220426-could-menstrual-leave-change-the-workplace-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We’re expected to pull ourselves up by the bootstraps and go to work, when we’re literally losing blood – Chloe Caldwell","id":"worklife\u002Farticle\u002F20220426-could-menstrual-leave-change-the-workplace-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EResults from a 2021 survey from the Victorian Women’s Trust and Circle In, an HR software provider based in Melbourne, Australia, showed \u003Ca href=\"https:\u002F\u002Fcirclein.com\u002Freport-menopause-and-the-workplace\u002F\"\u003E70% of the 700 participants didn’t feel comfortable talking to their managers\u003C\u002Fa\u003E about how they could accommodate their menopausal symptoms (which often include heavy periods); 83% said their work was negatively affected as a result. And this tends to be \u003Ca href=\"https:\u002F\u002Fsearch.informit.org\u002Fdoi\u002Fabs\u002F10.3316\u002Finformit.147679262628811?af=R\"\u003E“exacerbated in the absence of a menstrual leave scheme”\u003C\u002Fa\u003E, adds Golding – with dire knock-on effects, often prompting women to ignore their physical and mental health.\u003C\u002Fp\u003E\n\u003Cp\u003EWorking through the pain also spells bad news for employers, because this \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Epresenteeism\u003C\u002Fa\u003E accounts for an average of \u003Ca href=\"https:\u002F\u002Fbmjopen.bmj.com\u002Fcontent\u002F9\u002F6\u002Fe026186\"\u003Enine days of lost productivity per person each year\u003C\u002Fa\u003E, according to a 2019 Radboud University survey of 32,748 women living in The Netherlands. The authors suggest this makes menstruation a workplace issue.\u003C\u002Fp\u003E\n\u003Cp\u003EChloe Caldwell, author of menstrual memoir The Red Zone: A Love Story, says she often “white knuckled” her way through jobs as a barista and waitress in her 20s, which led to her own normalisation of the rage, anxiety and excruciating cramps she experienced monthly. It was only after “fainting a few times” in 2017 that she was finally diagnosed with PMDD – a particularly severe form of premenstrual syndrome – and able to access proper medical treatment.\u003C\u002Fp\u003E\n\u003Cp\u003ENew York-based Caldwell, now 36, believes that in the US particularly, the idea workers should suppress their needs is an effect of \u003Ca href=\"http:\u002F\u002Fbbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003EAmerican hustle culture\u003C\u002Fa\u003E. “We’re expected to pull ourselves up by the bootstraps and go to work, when we’re literally losing blood,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EA menstrual-leave policy, says Golding, gives employees like Caldwell, who might otherwise deny or internalise their suffering, a direct, employer-endorsed pathway to rest.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFeeling ‘deeply respected’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe idea of introducing these policies is spreading in some countries that haven’t traditionally offered support for menstruating employees.\u003C\u002Fp\u003E\n\u003Cp\u003EAustralia is among the places prioritising this benefit. This is in part by necessity; as the Australian labour market \u003Ca href=\"https:\u002F\u002Fwww.nationalskillscommission.gov.au\u002Freports\u002Fshape-australias-post-covid-19-workforce\u002Fpart-1-labour-market-update\u002F11-impact-covid-19-australian-labour-market\"\u003Ehas contracted\u003C\u002Fa\u003E due to the pandemic, businesses across the board are looking for \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point?ocid=liwl\"\u003Eways to retain their talent\u003C\u002Fa\u003E, and period leave is a desired perk that may help keep workers loyal and engaged.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220426-could-menstrual-leave-change-the-workplace-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220426-could-menstrual-leave-change-the-workplace-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut increasing interest in menstrual leave is also tied up in broader cultural shifts around reproductive health, which have been in motion since before the pandemic, says Mary Crooks, executive director of the Victorian Women’s Trust, in Melbourne. For instance, \u003Ca href=\"https:\u002F\u002Fwww.ato.gov.au\u002FBusiness\u002FGST\u002FIn-detail\u002FGST-issues-registers\u002FGST-Pharmaceutical-Health-Forum---issues-register\u002F?page=25#:~:text=Yes.,menstrual%20cups\"\u003Emenstrual products have been exempt from the country’s Goods and Services Tax (GST)\u003C\u002Fa\u003E since January 2019; additionally, \u003Ca href=\"https:\u002F\u002Feducation.nsw.gov.au\u002Fnews\u002Flatest-news\u002Ffree-menstrual-hygiene-products-for-public-schools\"\u003Esome public schools\u003C\u002Fa\u003E are supplying free pads and tampons to reduce female student absenteeism. And the federal government just announced a \u003Ca href=\"https:\u002F\u002Fwww.pm.gov.au\u002Fmedia\u002Frecord-funding-support-800000-women-endo-and-new-genetic-tests-available\"\u003EAUD$58m (£33m; $42.4m) national action plan\u003C\u002Fa\u003E to expand endometriosis treatment. \u003C\u002Fp\u003E\n\u003Cp\u003ECrooks introduced 12 days of menstrual and menopause leave at her gender-equality agency in 2016, after \u003Ca href=\"https:\u002F\u002Fwww.vwt.org.au\u002Fwp-content\u002Fuploads\u002F2021\u002F12\u002FOurselves-At-Work-DIGITAL-V5.pdf\"\u003Erunning a survey\u003C\u002Fa\u003E of roughly 3,500 people with periods the year before, which showed the number one concern for respondents (58%) was finding time to rest. The organisation has since published a \u003Ca href=\"https:\u002F\u002Fwww.vwt.org.au\u002Fprojects\u002Fmenstrual-workplace-policy\u002F\"\u003Emenstrual leave template\u003C\u002Fa\u003E, alongside other resources, to help others across all sectors do the same (recent examples include the not-for-profit Australian Diver Accreditation Scheme and superannuation fund Future Super). And Crooks says the number of inbound inquiries the Trust receives from businesses hoping to deploy period leave has skyrocketed. \u003C\u002Fp\u003E\n\u003Cp\u003ELucy, a 28-year-old communications manager from Melbourne, experienced the benefits of these policies first-hand after joining an organisation with menstrual leave in May 2021. Even though she doesn’t require time off every month, Lucy has used the policy a few times on her first day of menstruation, when she experiences “very bad cramping”, which, coupled with waves of fatigue and bouts of depression, can make “concentration difficult”.\u003C\u002Fp\u003E\n\u003Cp\u003EHer employer’s plan, which offers flexible working arrangements and 12 extra days of paid period leave each year, has built a culture of “trust and good faith”, she says. It’s this notion – “that you are the expert on your own body, your own needs, your own life” – that drives her to take time and recover when she needs it.\u003C\u002Fp\u003E\n\u003Cp\u003EAccess to menstrual leave has also motivated Lucy to work harder when she’s on the clock – and made her more likely to recommend her workplace to others. Where in past jobs she’s felt the pressure to soldier on at work, now Lucy feels “deeply respected”, she says, “not just as a pair of arms and legs there to work, but as a whole person”.\u003C\u002Fp\u003E\n\u003Cp\u003EEmployers themselves report seeing benefits from introducing menstrual leave. Kristy Chong, the CEO of Modibodi, a period-underwear company based in Balmain, Australia, has no regrets since introducing 10 days of paid period leave for her staff in May last year. She says trust among managers and workers has increased, employees seem more productive than before and the benefit has helped position Modibodi as an attractive place to work.\u003C\u002Fp\u003E\n\u003Cp\u003E“By supporting women with these policies,” she says, “you empower them to actually want to be at work and to put their best forward.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220426-could-menstrual-leave-change-the-workplace-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"By supporting women with these policies, you empower them to actually want to be at work and to put their best forward – Kristy Chong","id":"worklife\u002Farticle\u002F20220426-could-menstrual-leave-change-the-workplace-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMenstrual leave policies are widely perceived as expensive, however – particularly by critics of these schemes, who often cite employer costs, incurred when paying people who are on leave, as reason to disregard them. Yet Marian Baird, a professor of gender and employment relations at the University of Sydney’s Business School, says \u003Ca href=\"https:\u002F\u002Fheinonline.org\u002FHOL\u002FLandingPage?handle=hein.journals\u002Fcllpj42&div=13&id=&page=\"\u003Ecompanies will likely be paid back in spades\u003C\u002Fa\u003E for introducing a policy. “If you do provide the right [services], women's productivity increases, their commitment and loyalty increases, and there are benefits to the firm.”\u003C\u002Fp\u003E\n\u003Cp\u003EAny financial burdens have been well worth it for the Victorian Women’s Trust, says Crooks. In the five-plus years she’s been offering menstrual leave, uptake has averaged six days per staff member annually. It’s the Trust’s mission to empower women, but there's also a reward for doing so: the employers who create better accommodations for women at work will distinguish themselves from those who don’t, she believes.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe complications\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEven amid the increasing momentum behind menstrual leave, however, these policies are still complicated, and draw their sceptics. Particularly, some critics fear modern iterations of period leave meant to reduce menstrual taboos and enhance employee experience could hinder gender equality in the workplace, since employees who menstruate would be treated differently than those who don’t.\u003C\u002Fp\u003E\n\u003Cp\u003EThe essentialisation of women’s bodies “could fuel harmful stereotypes that [they] are less worthy or reliable employees”, says Golding, or incapable of working while menstruating – when that is far from universal. Melissa Dobman, an organisational psychologist and the author of Yes, You Can Talk About Mental Health at Work, also fears women could be branded as too “emotional” if they discuss their menstrual symptoms in the office, even though that kind of “vulnerability is actually a good thing for a leader” to demonstrate.\u003C\u002Fp\u003E\n\u003Cp\u003EMoreover, even if menstrual-leave policies are implemented, workers have to feel like they’re in a culturally permissive-enough environment to take advantage of them, says Golding, citing historical cases around the world where uptake is low, \u003Ca href=\"https:\u002F\u002Fwww.cnn.com\u002F2020\u002F11\u002F20\u002Fbusiness\u002Fperiod-leave-asia-intl-hnk-dst\u002Findex.html\"\u003Elike in Japan\u003C\u002Fa\u003E. Even those who are covered may avoid taking leave due to the associated “shame and stigma”, she says, or the idea that it could stymie their careers – that is, unless they feel their employers truly support them. This involves company leaders, especially those in male-dominated industries, “signalling through word and action” that the policies are there to be used, says Baird, and employees like Lucy, who have taken days off, speaking openly about their experiences.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220426-could-menstrual-leave-change-the-workplace-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220426-could-menstrual-leave-change-the-workplace-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe expansion of remote work may also play a role in how willing or unwilling a worker may be to take up this policy – even in an environment where they feel supported. Women may “choose to ‘push through’ and continue working from home”, adds Golding, “rather than taking a day's leave” and risk having to disclose their situation to the higher ups.\u003Cem\u003E \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAnd although these policies might benefit the workers who decide to use them, corporate perks – like paid menstrual leave or the ability to work from home – are not afforded universally. Service workers with intense periods, who spend full days on their feet, are forced to choose between a day off and a pay cheque. Golding believes this inequality must be fixed systemically: “A right to paid menstrual leave, which is mandated in a broadly applicable statute, would mean that women from a vast array of socio-economic backgrounds would be afforded the opportunity to take leave.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘It would have been a different kind of life’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EDespite the issues complicating menstrual leave, Baird believes if employers don’t accommodate people with periods, workers with particularly debilitating symptoms could drop out of the labour market altogether. \u003C\u002Fp\u003E\n\u003Cp\u003EFor instance, \u003Ca href=\"https:\u002F\u002Fwww.sc.com\u002Fen\u002Fmedia\u002Fpress-release\u002Fnew-research-shows-25-per-cent-of-women-more-likely-to-leave-the-financial-services-workforce-due-to-menopause-experience\u002F\"\u003Eemployees \u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.sc.com\u002Fen\u002Fmedia\u002Fpress-release\u002Fnew-research-shows-25-per-cent-of-women-more-likely-to-leave-the-financial-services-workforce-due-to-menopause-experience\u002F\"\u003Eexperiencing menopause are at significant risk of leaving their jobs\u003C\u002Fa\u003E, according a 2021 study published by the UK’s Standard Chartered Bank. The report showed 25% of the 2,400 participants said their symptoms, along with a lack of awareness and support from employers and colleagues, made them more likely to quit. Another 22% said the same factors made them more likely to retire altogether. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd although Golding believes concerns around gender equity are legitimate, she also feels the trend, which she says is “gathering momentum” in Australia and around the world, will carry more positive outcomes – even if policies fail to manifest at the federal level. “Putting it colloquially,” she says, “the good will outweigh the bad.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe uptick in companies offering voluntary menstrual leave policies is a good sign, agrees Crooks. And Baird thinks moves like the ones in Australia can have positive ripple effects on a global scale, too. This is especially the case as millennial and Gen Z workers with periods are increasingly more outspoken than their forebears, she says, and businesses facing labour shortages are looking “to offer policies that can attract and retain smart, young female workers”.\u003C\u002Fp\u003E\n\u003Cp\u003EBack in New York, Caldwell, like Jessie, can’t help imagining a scenario where she had access to paid menstrual leave at her workplaces. “I think I would've learned much earlier to take care of myself and that I didn't have to deny my bodily function,” she says. “It really could have transformed the way I thought about myself. It would've been a different kind of life.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EJessie’s and Lucy’s surnames have been withheld for privacy\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220426-could-menstrual-leave-change-the-workplace-8"}],"collection":[],"disableAdverts":false,"displayDate":"2022-04-28T21:20:56Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Could 'menstrual leave' change the workplace?","headlineShort":"Why Australia is giving 'period leave'","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"More and more companies are answering the call to provide period leave – yet some critics remain sceptical.","summaryShort":"Could offering time off during menstruation change the workplace?","tag":[],"textToSpeech":false,"creationDateTime":"2022-04-27T20:33:15.593812Z","entity":"article","guid":"89ecc6da-7622-4157-ba3a-fee5046be576","id":"worklife\u002Farticle\u002F20220426-could-menstrual-leave-change-the-workplace","modifiedDateTime":"2022-04-27T20:33:15.593812Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220426-could-menstrual-leave-change-the-workplace","cacheLastUpdated":1654031015769},"worklife\u002Farticle\u002F20220505-the-regional-accentism-that-secretly-affects-job-prospects":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220505-the-regional-accentism-that-secretly-affects-job-prospects","_id":"62782d221f4b7b7ed57fada3","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fchristine-ro"],"bodyIntro":"Judgements around regional accents can impact candidates’ hireability and pay. Is there a way to end this discrimination?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAt age 22, Gav Murphy was fairly green. He was living outside Wales for the first time, working in his first job in media production in London. His South Wales Valleys accent was very thick, he recalls. He’d say ‘tha’ rather than ‘that’, for instance. But he was perfectly intelligible. \u003C\u002Fp\u003E\n\u003Cp\u003EYet a senior colleague overseeing his work insisted Murphy change his accent so all the broadcasters sounded uniform on air. “You can’t sound like this,” Murphy says the older Englishman told him. “You’ll find it easier to do this if you just change your accent in real life.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe effects were far-reaching. “It sort of broke my brain a little bit,” says Murphy. “I thought about literally every single thing I was saying, literally every time I was saying it. It was just laborious.” He developed a hybrid accent that had some people wondering if he was Canadian or Australian, and led to his mates in Wales teasing him about how posh he sounded. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism\"\u003EForeign-accent discrimination\u003C\u002Fa\u003E is rampant in professional settings. But discrimination can also extend to certain native speakers of a language, because of the judgements attached to particular accents. While many employers are becoming very sensitive to other types of bias, accent bias remains challenging to root out. But it doesn’t have to be this way. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Lazy listeners’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWhether they realise it or not, people infer a great deal about someone from the way they speak. People make assumptions not only about a person’s geographical origins, but potentially also their class background, from a giveaway twang or lilt, for example. \u003C\u002Fp\u003E\n\u003Cp\u003EYet these assumptions aren’t necessarily accurate – and come laden with bias. One such bias is “similarity attraction”, which means that “we favour people who are like us”, explains Devyani Sharma, a sociolinguist at Queen Mary University of London. That favouritism means people may automatically view those with similar accents \u003Ca href=\"https:\u002F\u002Fhorizon-magazine.eu\u002Farticle\u002Fwhy-do-people-discriminate-against-speakers-foreign-accents.html\"\u003Eas more trustworthy\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220505-the-regional-accentism-that-secretly-affects-job-prospects-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0c50682"],"imageAlignment":"centre","imageAltText":"A woman in Tokyo","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220505-the-regional-accentism-that-secretly-affects-job-prospects-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnother universal bias relates to the human brain’s desire to take shortcuts. \u003Ca href=\"https:\u002F\u002Fjournal.equinoxpub.com\u002FJLD\u002Farticle\u002Fview\u002F330\"\u003EAs with foreign accents\u003C\u002Fa\u003E, listeners find it more work to decipher ‘non-standard’ native accents. Because the brain has to work a bit harder, \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0001691817301701\"\u003Ememory and comprehension can be lower\u003C\u002Fa\u003E – making it more likely that listeners will lean into preconceptions associated with those accents. “We are kind of lazy listeners, and we rely on stereotypes when we don’t have other things to go by,” says Sharma.\u003Cem\u003E \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThat means it’s common to make instinctive assumptions about someone’s \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20180315-the-people-who-fake-their-accents\"\u003Ecriminality\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20170523-does-your-accent-make-you-sound-smarter\"\u003Eintelligence\u003C\u002Fa\u003E or \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Ffull\u002F10.1080\u002F01434632.2019.1660355\"\u003Eattractiveness\u003C\u002Fa\u003E based on the way they sound. People form these assumptions very early in life – for example, when children watch dim-witted cartoon characters with exaggerated Appalachian accents in the US, or Andalusian accents in Spain – and are generally linked to broader biases against the group with a particular accent. “Almost all bias related to accent is about … some social characteristic,” explains Sharma. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDifferent roots\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWhile the cognitive shortcuts that contribute to accent bias may be universal, the degree of accent awareness and prejudice varies greatly. For instance, “The UK has a very, very fine-tuned system of accent prestige,” says Sharma. “It’s a combination of a very monolingual past, where English developed as a symbol of the nation, and the very acute social class hierarchy historically.” \u003C\u002Fp\u003E\n\u003Cp\u003EShe adds that overt accent bias in the US is based more on race, whereas in the UK, it’s more tied to class.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220505-the-regional-accentism-that-secretly-affects-job-prospects-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We are kind of lazy listeners, and we rely on stereotypes when we don’t have other things to go by – Devyani Sharma","id":"worklife\u002Farticle\u002F20220505-the-regional-accentism-that-secretly-affects-job-prospects-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn some cases, accent bias is directly related to government policy. Since the 1860s, the Japanese government has modernised the country with a focus on Tokyo, says Shigeko Kumagai, a linguist at Shizuoka University, Japan. “Thus, standard Japanese was established based on the speech of educated Tokyoites.” In contrast, the Tohoku dialect spoken in northern Japan became “the most stigmatised dialect in Japan”, says Kumagai. Its image is “rural, rustic, old, stubborn, narrow-minded, backward, poor, uneducated, etc”. Young women from Tohoku are especially made to feel \u003Ca href=\"https:\u002F\u002Fshizuoka.repo.nii.ac.jp\u002Findex.php?action=pages_view_main&active_action=repository_action_common_download&item_id=4352&item_no=1&attribute_id=31&file_no=2&page_id=13&block_id=21\"\u003Eashamed of their accents\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EKumagai’s research shows that the strong stereotyping of the Tohoku dialect is perpetuated by the concentration of the media industry in the Japanese capital. Indeed, the world over, the media has an enormous impact on perceptions of accents. Media is typically clustered in a territory’s seat of power, whose accent is generally held up as standard. For example, the preponderance of UK broadcasters in London likely contributed to the marginalisation of Murphy’s Welsh accent. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHireability and earning power\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EUnlike other markers of identity, like race and religion, accents generally aren’t legally protected characteristics. This makes it more likely that discrimination – whether conscious or unconscious – might occur in the workplace, without a means to address it. \u003C\u002Fp\u003E\n\u003Cp\u003EFrance came close to action last year, with a proposed \u003Ca href=\"https:\u002F\u002Freasonstobecheerful.world\u002Fglottophobia-accent-discrimination-france\u002F\"\u003Elaw against accent discrimination\u003C\u002Fa\u003E, but the French Senate failed to adopt the legislation. \u003C\u002Fp\u003E\n\u003Cp\u003EStill, Philippe Blanchet, a sociolinguist at Rennes 2 University, in the French region of Brittany, who has been tracking discrimination based on language for decades, feels there’s been some progress in the last decade. “People now regularly react when someone is attacked or discriminated” against due to their accent, he says. Notably, Jean Castex became the French prime minister in 2020, despite his striking Gascon accent (an accent that had historically \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fchrisobrien\u002F2020\u002F07\u002F09\u002Fnew-french-prime-minister-has-southern-accent-and-parisians-are-losing-their-minds\u002F?sh=1802d8cf1973\"\u003Ebeen mocked and excluded from the halls of power\u003C\u002Fa\u003E). \u003C\u002Fp\u003E\n\u003Cp\u003EBut Blanchet says there is still a long way to go. “I am sent, or I collect myself, every week reports of accent discrimination when [candidates are] trying to obtain a job.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220505-the-regional-accentism-that-secretly-affects-job-prospects-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0c506ff"],"imageAlignment":"centre","imageAltText":"French Prime Minister Jean Castex","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220505-the-regional-accentism-that-secretly-affects-job-prospects-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis applies to the UK as well. In a December 2021 survey by the UK recruitment-software company Tribepad, job candidates felt \u003Ca href=\"https:\u002F\u002Ftribepad.com\u002Fstop-the-bias\u002F\"\u003Ethat accent bias was even more common\u003C\u002Fa\u003E than recruitment bias related to mental health or parenting status. Respondents in northern cities were particularly prone to ‘accent anxiety’, with 17% of those surveyed in Liverpool expressing concern over how their accents were impacting their hireability. \u003C\u002Fp\u003E\n\u003Cp\u003EThe effects extend not only to hiring, but also to pay. One study from Germany showed people with strong regional accents \u003Ca href=\"https:\u002F\u002Fqz.com\u002Fwork\u002F1797510\u002Fwhy-workers-with-regional-accents-make-less-money\u002F\"\u003Eearned 20% less\u003C\u002Fa\u003E on average than those with a so-called standard accent. \u003C\u002Fp\u003E\n\u003Cp\u003EMoreover, the \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F01434632.2019.1660355?journalCode=rmmm20\"\u003Epsychological effects of accent bias\u003C\u002Fa\u003E can impair careers. For Americans from the southern state of Kentucky, lower self-esteem is linked to the stigmatisation of their accents. And elsewhere, people with less ‘prestigious’ accents report less job satisfaction and more work-related stress, due to accent discrimination. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EReducing bias\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIndividual employers can’t transform the biases and cultural landscapes that embed accent-related prejudices. But they can take simple steps to reduce their effects. \u003C\u002Fp\u003E\n\u003Cp\u003EThis is a key finding of the research project Accent Bias Britain, where Sharma is one of the investigators. She and her colleagues found “\u003Ca href=\"https:\u002F\u002Faccentbiasbritain.org\u002Ftraining-intervention\u002F\"\u003Every simple awareness raising\u003C\u002Fa\u003E … led to a significant difference in rating by accent”. That is, just noting the existence of accent bias helped to reduce its effects, at least in the short term. \u003C\u002Fp\u003E\n\u003Cp\u003EThis led the Accent Bias Britain team to develop very short training modules and simple texts to provide a quick hit of awareness raising. For instance, they suggest recruiters read a brief paragraph explaining that interviewers have been found to give higher ratings to job candidates with ‘standard’ accents – and urging the interviewers to focus on skills rather than style of speaking. \u003C\u002Fp\u003E\n\u003Cp\u003EAccording to the team’s research, this kind of rudimentary awareness raising may be more effective than similar training related to race, gender and other protected characteristics. “There may be a little bit of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training\"\u003Efatigue with unconscious-bias training\u003C\u002Fa\u003E” related to race and gender, explains Sharma. In comparison, accent bias is a “low hanging fruit”, she believes. “It’s still a new thing for people to realise how much they depend on shortcuts about accent, and that they could quite easily just set it aside.” \u003C\u002Fp\u003E\n\u003Cp\u003EFor individuals, it can be enormously frustrating to know their good ideas aren’t being fully appreciated, because employers or colleagues are focusing on their accent instead. Young and junior employees, like Murphy at the start of his career, may be less secure about their accents – and equally less cognisant of accent criticism as a form of discrimination. \u003C\u002Fp\u003E\n\u003Cp\u003EFor Murphy, at least, in the 15 years since that first job, he hasn’t experienced such outright intolerance of his accent. (However, he acknowledges that his Welsh accent has softened over the years, generally emerging more strongly if he’s angry or has just spoken to his mum.) He’s a successful podcaster and video producer now. But he’s frustrated that it remains so common to hear comedians, for instance, mocking the Welsh accent. Just a couple weeks ago, he encountered this on a new Netflix series. And he was reminded this early experience wasn’t an isolated incident, when he spotted a recent \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Felunedanderson\u002Fstatus\u002F1506015005027807237?s=21\"\u003Eviral tweet\u003C\u002Fa\u003E by a Welsh woman who reported being turned down for a job because of her accent. \u003C\u002Fp\u003E\n\u003Cp\u003EStill, however slow progress has been, Sharma believes from her work with companies that there is now at least some interest in tackling this form of bias. “I think people suddenly realise this is a route for discrimination that they’re not really conscious of.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220505-the-regional-accentism-that-secretly-affects-job-prospects-6"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2022-05-09T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The regional accentism that secretly affects job prospects","headlineShort":"The secret 'accent bias' problem","image":["p0c505px"],"imageAlignment":"centre","imageAltText":"A woman broadcaster","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism","worklife\u002Farticle\u002F20220415-why-young-women-earn-more-than-men-in-some-us-cities","worklife\u002Farticle\u002F20220426-could-menstrual-leave-change-the-workplace"],"relatedTag":null,"summaryLong":"Judgements around regional accents can impact candidates’ hireability and pay. Is there a way to end this discrimination?","summaryShort":"\"The UK has a very, very fine-tuned system of accent prestige\"","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2022-05-08T20:50:25.546533Z","entity":"article","guid":"19a0985f-9ba5-42b0-bdf1-ac5b90e8c477","id":"worklife\u002Farticle\u002F20220505-the-regional-accentism-that-secretly-affects-job-prospects","modifiedDateTime":"2022-05-08T21:26:37.761821Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220505-the-regional-accentism-that-secretly-affects-job-prospects","cacheLastUpdated":1654031015768},"worklife\u002Farticle\u002F20220405-single-shaming-why-people-jump-to-judge-the-un-partnered":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220405-single-shaming-why-people-jump-to-judge-the-un-partnered","_id":"6267dfaa1f4b7b3e5257e5bc","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The number of singletons is increasing, yet people still insist on telling them they’ll find a partner soon. What’s with all the pity?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAsking why someone is ‘still’ single and assuring them they’ll ‘find their person soon’ may seem like thoughtful, even sensitive, ways to check in on single friends. However, these simple phrases constitute ‘single shaming’ – and they’re likely to be more harmful than helpful. \u003C\u002Fp\u003E\n\u003Cp\u003ESingle shaming results from negative biases about people who are not partnered: they must be sad and lonely for not having a partner; they’re actively looking for one, but haven’t found a match yet; and there must be something wrong with them that’s causing to them to wind up alone. All these stereotypes are driven by pressures to conform to long-held societal standards: get the partner, shared home, 2.4 kids and dog, and a person has assembled all the ingredients they need for a happy life.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile people have been steadily re-evaluating these social norms for decades, recent research suggests single shaming is still going strong. Data from a survey by dating service Match, seen by BBC Worklife, shows 52% of 1,000 single UK adults reported experiencing single shaming “since the start of the pandemic”, likely due to the increased focus on whom people could rely on during lockdowns. And even though 59% said they were “content with their relationship status”, they still were the target of intrusive questions.\u003C\u002Fp\u003E\n\u003Cp\u003EThe persistence of these biases against singletons is not only demeaning, but also outdated in many countries. “Singlehood was once considered a transitional period, when people marked time until they were married or re-married,” says Bella DePaulo, author of Singled Out: How Singles are Stereotyped, Stigmatized, and Ignored, and Still Live Happily Ever After. But now, she says, Americans spend more years of their adult lives single than married. In 1970, she points out, \u003Ca href=\"https:\u002F\u002Fwww.census.gov\u002Flibrary\u002Fpublications\u002F2013\u002Fdemo\u002Fp20-570.html\"\u003Eciting US census data\u003C\u002Fa\u003E, 40% of US households consisted of married couples and their children, while 17% lived alone as singles. By 2012, 27% of US households consisted of singles, and just 20% were parents and children.\u003C\u002Fp\u003E\n\u003Cp\u003EBut even with these changing statistics, it’s clear both anecdotally and in the research that people who aren’t in romantic relationships continue to get a hard time from their coupled-up friends and family – and also from themselves. Even as singles seem to increasingly embrace and choose their relationship status, the pressure to find dates isn’t necessarily going away. But there may be at least some progress in the offing, as the growing representation of single people in the population may begin to outweigh the stigmatisation of singlehood.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220405-single-shaming-why-people-jump-to-judge-the-un-partnered-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220405-single-shaming-why-people-jump-to-judge-the-un-partnered-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe harms of single shaming\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to New York City-based psychotherapist Allison Abrams, single shaming is “negatively judging somebody for not being partnered up and not conforming to society’s expectations… of being married at a certain age”.\u003C\u002Fp\u003E\n\u003Cp\u003EShamers treat non-partnered people “differently” as a result, she says. “People tend to think that you’re bored and alone when you’re single,” adds Paris-based Ipek Kucuk, dating expert with the dating app Happn.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the study shared by Match, researchers asked about the common “shaming phrases” single people have heard from others, and 35% said they were told “you’ll find someone soon”. Twenty-nine percent heard “you must be so lonely”, while 38% reported general pity over their relationship status.\u003C\u002Fp\u003E\n\u003Cp\u003EDePaulo says myths around singletons include the idea that married couples have a special mastery of life that single people don’t; that the lives of singles are “tragic”; and that being single implies being selfish. (Indeed, some research supports that these are myths, including a 2018 German study suggesting that \u003Ca href=\"https:\u002F\u002Facademic.oup.com\u002Fpsychsocgerontology\u002Farticle\u002F75\u002F7\u002F1423\u002F5257993?login=false\"\u003Estereotypes around miserable singles and happy couples are not at all correct\u003C\u002Fa\u003E.)\u003C\u002Fp\u003E\n\u003Cp\u003EThe stereotypes about singles aren’t just wrong – they can also have damaging consequences. As psychotherapist Abrams says, internalised shame from societal attitudes towards singles can negatively affect self-image. Even if a single person’s friends and family aren’t shaming them for their status, not hitting big life milestones like marriage and children can take a toll – especially on someone who’s actively looking for a partner – because it’s what society tends to expect of them. \u003C\u002Fp\u003E\n\u003Cp\u003E“Many times, I've seen that play a part in depression,” says Abrams. A normalised ‘script’ for successful life can even force those who are happy being single to reconsider that attitude, and seek out something they’re fairly sure they don’t want, just so they can fit in with cultural norms.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220405-single-shaming-why-people-jump-to-judge-the-un-partnered-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"52% of 1,000 single UK adults reported experiencing single shaming “since the start of the pandemic”","id":"worklife\u002Farticle\u002F20220405-single-shaming-why-people-jump-to-judge-the-un-partnered-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd single shaming comes from many sources beyond nosy parents and friends. Governments play a part, by offering various benefits to those who are legally married, of which single people can’t take advantage. Some people believe this sends a message about the “right way” to go about life, serving as positive reinforcement for partnered people and making it very difficult for singles not to internalise the idea that they’re getting adulthood wrong.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the US, for example, an employee can add their spouse to their health care plan – but single people can’t do that for important people like siblings or close friends, points out DePaulo. Couples and families also get perks not available to singles in other realms, ranging from discounts on vacations to workplaces \u003Ca href=\"https:\u002F\u002Fbelladepaulo.medium.com\u002Fthe-many-ways-single-people-are-treated-unfairly-at-work-645201c24ceb\"\u003Egranting special allowances\u003C\u002Fa\u003E for those with nuclear families.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESpinster versus bachelor\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ELike any cultural stigma, single shaming isn’t equally distributed. Women tend to endure the brunt of it, and certain cultures emphasise marriage and having children more than others.\u003C\u002Fp\u003E\n\u003Cp\u003EFirst, consider the words to describe single women as opposed to men. While men are known as ‘bachelors’, women are called ‘spinsters’. In the late Middle Ages, the latter originated as a term to describe women who spun wool professionally, most of whom were unmarried. The \u003Ca href=\"https:\u002F\u002Fwww.merriam-webster.com\u002Fwords-at-play\u002Fspinster-meaning-origin\"\u003Elower-status job was easier for them to get\u003C\u002Fa\u003E, since more desirable jobs were generally reserved for married women – who, through their husbands, could afford the materials required to do higher-status work. ‘Bachelors’, meanwhile, are often portrayed as fun, potentially suave (if not sleazy), living their best lives and carefree – these positive connotations \u003Ca href=\"https:\u002F\u002Fwww.smithsonianmag.com\u002Fsmart-news\u002Fwhere-did-spinster-and-bachelor-come-180964879\u002F\"\u003Ego all the way back\u003C\u002Fa\u003E to Geoffrey Chaucer’s The Canterbury Tales.\u003C\u002Fp\u003E\n\u003Cp\u003E‘Spinster’ has taken on \u003Ca href=\"https:\u002F\u002Fwww.cosmopolitan.com\u002Fuk\u002Flove-sex\u002Frelationships\u002Fa30868873\u002Fspinster\u002F\"\u003Eeven more negative connotations\u003C\u002Fa\u003E over time, used to disparage unmarried (and young) women in popular culture, such as in Bridget Jones’s Diary (the titular character is in her early 30s with a solid job in London, yet dwells on her ‘spinster’ status).\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220405-single-shaming-why-people-jump-to-judge-the-un-partnered-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220405-single-shaming-why-people-jump-to-judge-the-un-partnered-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“According to the conventional wisdom – which is neither wise nor even accurate – women care more about marriage than men do,” says DePaulo. “So, I think single women are more often subjected to the annoying sorts of questions like, ‘Are you seeing anyone?’” Anecdotally, Abrams says more of her female clients share experiences of being single-shamed than her male clients, but caveats that her overall client population skews female.\u003C\u002Fp\u003E\n\u003Cp\u003E“Single men can get treated in disparaging and dismissive ways, too,” DePaulo adds, such as people perceiving them as childish, unable to care for themselves or “obsessed with sex”. \u003C\u002Fp\u003E\n\u003Cp\u003ECultural demographics can influence the prevalence of single shaming, too. In her practice, Abrams has found clients with certain backgrounds, like those with families from Korea, China and India, tend to experience more pronounced single shaming from family members, as do some of her clients who moved to New York from the middle of the US. These cultures tend to emphasise more traditional gender roles around marriage, and not complying with these traditions can appear particularly unconventional. “I’ve heard one [client] say to me something like, [their] family feels shame for them not having a child at… 30 or even younger,” says Abrams. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe ‘power of numbers’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhat it means to be single is changing, and some experts believe the shifts, both in attitudes and demographics, could help normalise singlehood – and potentially diminish the jump to judge the unpartnered.\u003C\u002Fp\u003E\n\u003Cp\u003EIn recent years, influential figures on social media and traditional celebrities alike have spoken out proudly about their single status. Actor Emma Watson, for example, has publicly \u003Ca href=\"https:\u002F\u002Fwww.vogue.co.uk\u002Fnews\u002Farticle\u002Femma-watson-on-fame-activism-little-women\"\u003Edescribed herself as “self-partnered”\u003C\u002Fa\u003E, encouraging others to view their own lack of a romantic partner as positive, not negative. “As more people are embracing their status as a single person, I think more people feel liberated to do the same,” says Abrams.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220405-single-shaming-why-people-jump-to-judge-the-un-partnered-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Single women are more often subjected to the annoying sorts of questions like, ‘Are you seeing anyone?’","id":"worklife\u002Farticle\u002F20220405-single-shaming-why-people-jump-to-judge-the-un-partnered-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EDating app Bumble’s research from October 2021, seen by BBC Worklife, showed that 53% of the more than 8,500 Bumble users surveyed across Canada, France, Germany, India, Mexico, the Philippines, Australia, the UK and the US “realized that it’s okay to be alone for a while”, thanks to the pandemic. Additionally, since Covid-19, many singletons have reported positive feelings and outcomes regarding their relationship status. Per the Match survey, 42% said they “enjoyed” being single during the pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, this statistic implies the other 58% of respondents did not; in fact, pandemic-wrought isolation affected many singles negatively, and increased shaming for some – Match reported 37% of singles surveyed said they got more questions from “concerned friends and family” about their love lives. Indeed, Abrams suggests single shaming is “still pretty rampant”, even as the ever-growing numbers of singles in countries like the US suggest a possible movement away from this behaviour.\u003C\u002Fp\u003E\n\u003Cp\u003EStill, experts are hopeful that these changing demographics will continue to evolve judgements around singlehood. DePaulo calls this uptick in singletons “the power of numbers”, saying “just about every time the \u003Ca href=\"https:\u002F\u002Fwww.census.gov\u002Fnewsroom\u002Fstories\u002Funmarried-single-americans-week.html\"\u003ECensus Bureau releases its latest statistics\u003C\u002Fa\u003E, the findings show that there are more single people, and a greater proportion of single people, than there were before”. \u003C\u002Fp\u003E\n\u003Cp\u003EShe adds: “When whole swaths of the population are unmarried – in the US, close to half – it gets harder to insist that they all have something wrong with them.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220405-single-shaming-why-people-jump-to-judge-the-un-partnered-8"}],"collection":[],"disableAdverts":false,"displayDate":"2022-04-06T13:19:07Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"'Single shaming': Why people jump to judge the un-partnered","headlineShort":"The big 'single shaming' problem","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The number of singletons is increasing, yet people still insist on telling them they’ll find a partner soon. What’s with all the pity?","summaryShort":"Why the stigma that singletons will 'find their person soon' endures","tag":[],"textToSpeech":false,"creationDateTime":"2022-04-06T00:15:20.66815Z","entity":"article","guid":"c9f64659-150c-4505-a711-8f9d6dee58db","id":"worklife\u002Farticle\u002F20220405-single-shaming-why-people-jump-to-judge-the-un-partnered","modifiedDateTime":"2022-04-07T11:17:52.451996Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220405-single-shaming-why-people-jump-to-judge-the-un-partnered","cacheLastUpdated":1654031015769},"worklife\u002Farticle\u002F20220406-women-breadwinners-why-high-earners-compensate-at-home":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220406-women-breadwinners-why-high-earners-compensate-at-home","_id":"6267dfbe1f4b7b4b08402bd4","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"An increasing number of women are taking home bigger cheques than their male partners. Yet breadwinning still causes feelings of insecurity and discomfort for both parties.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Erin first got together with her boyfriend, they both worked in minimum wage jobs. She was a student working part-time in customer service, while he worked as a chef. In 2020, she got what she refers to as her first “big girl” job in local government, and was catapulted up the career ladder. At 27, Erin now earns significantly more than her partner.\u003C\u002Fp\u003E\n\u003Cp\u003E“When I got the phone call to say I had got the job, we immediately spoke about the salary,” says Erin, who lives in Yorkshire, UK. “I asked if the fact that I was earning more was going to make him feel bad. He said that yes, he likes it when he can do things for me that I can’t afford to do, because it makes him feel like he’s taking care of me. But he doesn’t feel emasculated by my higher pay. He just wants me to be happy.”\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough it’s not unusual for women to out-earn their partners, Erin remains in the minority as a female breadwinner. In the UK, only \u003Ca href=\"https:\u002F\u002Fyougov.co.uk\u002Ftopics\u002Flifestyle\u002Farticles-reports\u002F2018\u002F11\u002F01\u002Ffour-ten-men-heterosexual-relationships-feel-respo\"\u003Earound 26%\u003C\u002Fa\u003E of women were making more money than their partner in 2019, and in the US this \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fcps\u002Fcpsaat39.htm\"\u003Ewas around 30%\u003C\u002Fa\u003E – hardly surprising, as working women still earn \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Ffact-tank\u002F2021\u002F05\u002F25\u002Fgender-pay-gap-facts\u002F\"\u003E16% less than men\u003C\u002Fa\u003E on average.\u003C\u002Fp\u003E\n\u003Cp\u003EThat’s why Erin, and many women in heterosexual relationships like her, feel the need to have conversations about how their partner feels about their higher earning-power, and protect them from any negative emotions or feelings of emasculation – talks they likely wouldn’t feel the need to have if the situation were reversed. \u003C\u002Fp\u003E\n\u003Cp\u003EWomen’s earning power may have surged in many instances, yet attitudes towards female breadwinners still lag behind. As well as facing external judgement, women who out-earn their partners still often shoulder the majority of traditionally ‘female’ labour, such as housework and childcare, leaving them \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men\"\u003Echronically overworked\u003C\u002Fa\u003E, under pressure and fighting to protect their partnership against negative emotions and perceptions.\u003C\u002Fp\u003E\n\u003Cp\u003EAll this can take its toll – research shows that heterosexual marriages with a female breadwinner are more likely to end in divorce. But experts point out that this doesn’t have to be the case.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe domestic burden of women breadwinners\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EHistorically, men have almost always out-earned their female partners. Women, often entirely excluded from the workforce, tended to instead shoulder the majority of domestic labour, including housework and childrearing.\u003C\u002Fp\u003E\n\u003Cp\u003EBut evidence suggests that since women have entered the workforce en masse, the imbalance in domestic duties hasn’t really been redressed – even when women make more money than their partners.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220406-women-breadwinners-why-high-earners-compensate-at-home-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Women may feel compelled to compensate for violating traditional gender roles as a breadwinner by redoubling their contributions at home – Raina Brands","id":"worklife\u002Farticle\u002F20220406-women-breadwinners-why-high-earners-compensate-at-home-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESome researchers have found that in the UK, \u003Ca href=\"https:\u002F\u002Fwww.ucl.ac.uk\u002Fepidemiology-health-care\u002Fnews\u002F2019\u002Fnov\u002Fwomen-still-doing-most-housework-despite-earning-more\"\u003E45% of female breadwinners still do the majority of household tasks,\u003C\u002Fa\u003E compared to just 12.5% of male breadwinners, and that the average female breadwinner spends the equivalent of an entire working day taking care of the house on top of their full-time job.\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, research carried out in Australia and the US showed that although women decreased their housework as their earnings increased, this was\u003Ca href=\"https:\u002F\u002Fwww.journals.uchicago.edu\u002Fdoi\u002Ffull\u002F10.1086\u002F378341\"\u003E only true up to a certain extent\u003C\u002Fa\u003E. Once women started to out-earn their partners, researchers found that couples often reverted to more traditional gender roles, with women picking up a disproportionate share of housework.\u003C\u002Fp\u003E\n\u003Cp\u003E“Feeling like we are violating society’s expectations about what it means to be a woman or man can be very uncomfortable,” says Raina Brands, an associate professor at the UCL School of Management, whose research focuses on gender stereotypes.\u003C\u002Fp\u003E\n\u003Cp\u003E“Women may feel compelled to compensate for violating traditional gender roles as a breadwinner by redoubling their contributions at home,” she continues. “But what couples should keep in mind is that feelings of discomfort can lead to some very irrational household decisions, such as women opting to earn less or leaving paid work entirely (which takes away from the financial security of the household), or taking on more than their fair share of household work (which leads to unhappiness).”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220406-women-breadwinners-why-high-earners-compensate-at-home-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"A woman with a mound of laundry","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220406-women-breadwinners-why-high-earners-compensate-at-home-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EExternal judgements\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEven when a couple have the best intentions of splitting labour in an equitable way, external judgements and perceptions can get in the way, argues Siran Cao, the co-founder and CEO of Mirza, a London-based fintech company that focuses on the gender pay gap. This can leave female high-earners picking up extra work and responsibilities.\u003C\u002Fp\u003E\n\u003Cp\u003E“Schools still tend to call the mum, even if the dad is listed as the primary contact,” says Cao. “It’s crucial for men to disrupt these caregiving gender norms, so that they have the opportunity to parent.”\u003C\u002Fp\u003E\n\u003Cp\u003EThis isn’t the only situation in which external perceptions of high-earning women have a negative impact. Rowan, 24, works as an accountant, and currently out-earns her fiancé. She says she often faces judgement from others about their current set-up. “I’ve had reactions of ‘it must be hard’ or people saying that it’s admirable that I don’t mind supporting him,” says Rowan, who is based in Birmingham, UK. She says she tries to avoid bringing up the topic, and that she’s learned not to let hostility or negativity bring her down. \u003C\u002Fp\u003E\n\u003Cp\u003EThis kind of judgement is extremely common, particularly for high-earning mothers. One 2013 study showed that \u003Ca href=\"https:\u002F\u002Ftoday.yougov.com\u002Ftopics\u002Flifestyle\u002Farticles-reports\u002F2013\u002F06\u002F07\u002F16-say-female-breadwinners-harm-children\"\u003E16% of Americans believed\u003C\u002Fa\u003E that raising a child in a family where the mother is the primary earner would have a negative effect on kids, \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Ffact-tank\u002F2016\u002F10\u002F10\u002Fmost-americans-say-children-are-better-off-with-a-parent-at-home\u002F\"\u003Eand 59% of adults\u003C\u002Fa\u003E still say that children are better off when one of their parents stays at home with them. Forty-five percent of these people said it was better if the stay-at-home parent was the mother, with only 2% favouring the father.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s no surprise these deeply ingrained outlooks can affect how couples talk about their own earning power. Some research even supports that couples are so aware of the societal perception of female breadwinners that mixed-income spouses tend to \u003Ca href=\"https:\u002F\u002Fwww.census.gov\u002Fcontent\u002Fdam\u002FCensus\u002Flibrary\u002Fworking-papers\u002F2018\u002Fdemo\u002FSEHSD-WP2018-20.pdf\"\u003Elie about their respective earning power\u003C\u002Fa\u003E when a wife out-earns her husband, exaggerating how much the man earns. Some couples go even further, with women actively choosing not to be the breadwinner; in couples where a woman’s income has a greater potential to exceed her partner’s (for example, if she has qualifications in a higher paying industry), she is still less likely to engage in paid work, and tends to earn below her potential when she does.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220406-women-breadwinners-why-high-earners-compensate-at-home-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"An unhappy couple","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220406-women-breadwinners-why-high-earners-compensate-at-home-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe divorce factor\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor most couples, their relationship is truly tested when and if they have children – a milestone Erin and Rowan have yet to reach. Couples already going against the norm in terms of their earnings balance must make important decisions about whether they will also choose a non-traditional balance of childcare, with the lower-earning father taking on more of the caring responsibilities.\u003C\u002Fp\u003E\n\u003Cp\u003EThe data suggests most don’t – after all, even though around a quarter of women are the primary earners in the UK and US, only about one in 10 men say they are the primary carer of their children – significantly less than one might expect if earning power directly correlated to household labour. Like many facets of gender inequality, it seems that the most significant gaps and judgements emerge once women become mothers.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd while some couples with a female breadwinner do manage to find an equitable – and happy – balance, data shows that for many couples this isn’t the case.\u003C\u002Fp\u003E\n\u003Cp\u003EDespite decades of work to empower women financially, some research shows heterosexual couples are still \u003Ca href=\"https:\u002F\u002Facademic.oup.com\u002Fqje\u002Farticle-abstract\u002F130\u002F2\u002F571\u002F2330321?redirectedFrom=fulltext\"\u003Emore likely\u003C\u002Fa\u003E to divorce if the female spouse out-earns her husband. Judgement and the difficulties of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally\"\u003Edividing household labour\u003C\u002Fa\u003E both also play a huge part in the complicated dynamics of these relationships – studies have shown men who earn less than their female partner are \u003Ca href=\"https:\u002F\u002Fwww.independent.co.uk\u002Flife-style\u002Fmen-who-earn-less-than-women-more-likely-to-cheat-study-2054872.html\"\u003Emore likely to cheat\u003C\u002Fa\u003E, with researchers positing that this is a way of restoring masculine gender identity. And in couples where the female breadwinner spends more time on household chores, marital dissatisfaction \u003Ca href=\"https:\u002F\u002Facademic.oup.com\u002Fqje\u002Farticle-abstract\u002F130\u002F2\u002F571\u002F2330321?redirectedFrom=fulltext\"\u003Eis at its highest.\u003C\u002Fa\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn a world in which women have worked hard to overcome gender biases, this might make the outlook for female breadwinners seem bleak. But Brands argues it’s important for couples not to get caught up in the overarching statistics, and to focus on how a relationship can be as equitable as possible for them.\u003C\u002Fp\u003E\n\u003Cp\u003E“The main takeaway is that gender roles are not destiny,” she says. “Couples that push through the discomfort of non-traditional arrangements and negotiate a fair split of household chores relative to financial contributions are more likely to achieve equity in a broader sense, too, meaning both the woman and the man have financial security and independence from their partner, the ability to pursue meaningful careers and being able to balance both their career and family life.”  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EErin and Rowan’s last names are being withheld for privacy reasons\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220406-women-breadwinners-why-high-earners-compensate-at-home-6"}],"collection":null,"disableAdverts":false,"displayDate":"2022-04-07T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Women breadwinners: Why high-earners compensate at home","headlineShort":"The hidden labour of high-earning women","image":[],"imageAlignment":"centre","imageAltText":"Breadwinner woman","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"An increasing number of women are taking home bigger cheques than their male partners. Yet breadwinning still causes feelings of insecurity and discomfort for both parties.","summaryShort":"When women earn the bigger pay cheques, things can get complicated","tag":[],"textToSpeech":false,"creationDateTime":"2022-04-06T23:47:58.823413Z","entity":"article","guid":"97f266be-658e-4f33-9aff-304d64812226","id":"worklife\u002Farticle\u002F20220406-women-breadwinners-why-high-earners-compensate-at-home","modifiedDateTime":"2022-04-07T00:06:45.418444Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220406-women-breadwinners-why-high-earners-compensate-at-home","cacheLastUpdated":1654031015769},"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children","_id":"6267dfaa1f4b7b42c55dbb34","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"When mums leave their kids with family or partners, they are often viewed as deeply flawed, despite gains in gender equity. Will this ever change?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EQuitting a job because she doesn’t like it, leaving a city that no longer suits her needs or ending a relationship with someone she’s no longer in love with – in recent decades, Western society has championed women who make these kinds of empowering choices. But what if the choice she makes is to leave her kids?\u003C\u002Fp\u003E\n\u003Cp\u003EDespite improving gender equality, mothers who make the difficult decision to live apart from their children are often anything but celebrated.\u003C\u002Fp\u003E\n\u003Cp\u003E“Even if both parents are doing a brilliant job of raising happy, healthy kids, [if] they happen to live away from their mum, the women are still vilified,” says Melissa, who lives an hour and a half drive from her two children, and administers an online support group for women in similar situations. “[These] mothers are spoken of as if they are defective, like something deep within their core is broken.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe recent Netflix production of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fculture\u002Farticle\u002F20211215-film-review-the-lost-daughter\"\u003EThe Lost Daughter\u003C\u002Fa\u003E has shined a light on this kind of response to mothers who live separately from their kids. The film, based on the novel of the same name by Elena Ferrante, zooms in on actress \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fentertainment-arts-59636673\"\u003EOlivia Coleman playing the role of a mother who leaves her children\u003C\u002Fa\u003E with her husband for three years to pursue her own career goals. Both she and others frame her decision as selfish, which contrasts with a father in the movie who has also left his children (played by Ed Harris), seemingly without much judgement.\u003C\u002Fp\u003E\n\u003Cp\u003EThough in real life parents of all genders have walked away from their children for centuries, there is some anecdotal evidence to suggest that mums leaving might be on the rise. Melissa says membership of the online support group she administers is in its hundreds and growing steadily. And therapists like Reennee Singh, a spokesperson for the UK Council for Psychotherapy (UKCP), say they are noticing a “slight shift” towards more mothers choosing to relinquish live-in parenting.\u003C\u002Fp\u003E\n\u003Cp\u003EData from the \u003Ca href=\"https:\u002F\u002Fwww.slaterheelis.co.uk\u002Fdivorce-family-law-category\u002Frise-in-single-dad-families\u002F\"\u003EUK\u003C\u002Fa\u003E and the \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Fsocial-trends\u002F2013\u002F07\u002F02\u002Fthe-rise-of-single-fathers\"\u003EUS\u003C\u002Fa\u003E also suggests a rise in the proportion of single-father households, though this doesn’t distinguish between families where children still spend a significant portion of time with their mothers – or don’t – or how such childcare arrangements were decided.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"My children had a father and extended family who loved them, routines and a home. Leaving was about saving myself. Once you hit rock bottom, you have to get creative – Natalie","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhatever the exact figures, the issue of women – rather than men – leaving the family unit still creates a lot of debate in Western cultures. For example, one of the tensions in the film The Lost Daughter (hinted at in the title), is the question: has a daughter been abandoned by her mum, or, conversely, is the mum who leaves her daughters the \"lost one,” underlining that there continues to be deep emotional response to this behaviour. In many ways this may seem surprising, given the tidal wave of societal and media support for gender equity in other parts of society. \u003C\u002Fp\u003E\n\u003Cp\u003E“Blended families, same sex parents – we’ve accepted these to a greater extent than we have working mothers who are parenting at a distance,” says Tom Buchanan, a professor of sociology at Mount Royal University in Calgary, Canada. “There’s a cultural lag.” And, say experts, this may not change anytime soon.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe reasons for leaving home\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAcademics and therapists following the “slight shift” towards more mothers choosing to live apart from children say there is a wide spectrum of reasons why this may be happening.\u003C\u002Fp\u003E\n\u003Cp\u003ESome leave to take up jobs, assignments or study opportunities in different cities, either while remaining in a relationship with their children’s father or after a separation. “Times have changed sufficiently for women to feel more comfortable and entitled to pursue their own careers, their own interests,” says Singh, “even if that means living away from [the family] home.”\u003C\u002Fp\u003E\n\u003Cp\u003EOther women decide it’s preferable for their children to reside with their father after a break-up for practical or financial reasons. “The children were living in a lovely home on a farm in the country and they were in good schools with lovely friends,” says Melissa. “I didn’t know how I was going to afford to house [them]”. By leaving her kids with their father, she was able to re-establish her career as a freelancer in the media, and move to a cheaper neighbourhood closer to her extended family. “I was pretty run down by what went on in the marriage, too, and needed time to recover.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EElsewhere along the spectrum of choice there are mothers who leave home for a different kind of lifestyle or relationship.\u003C\u002Fp\u003E\n\u003Cp\u003E“I just felt trapped, completely trapped in a situation,” says Katy, a teacher who left her five children with their father in 2018 and moved to a different part of Europe. “I got married when I was 22, I had my first child at 25 and then it was ‘boom, boom, boom’ – child after child after child. And although they were what I wanted at the time, I don't feel like I actually got to do anything that was for me.” \u003C\u002Fp\u003E\n\u003Cp\u003EAt the far end of the choice continuum are mothers fleeing toxic relationships. For this group, leaving their children behind may be something of a last resort to overcome serious mental health issues and move forward with their lives.\u003C\u002Fp\u003E\n\u003Cp\u003EThat was the case for Natalie from Australia, who became severely depressed while she was living abroad with her ex-husband. She says the dynamic between them wasn’t healthy, but that he was a great caregiver to their children, so she ended up moving back to her home country without them.\u003C\u002Fp\u003E\n\u003Cp\u003E“My children had a father and extended family who loved them, routines and a home. Leaving was about saving myself,” she says. “Once you hit rock bottom, you have to get creative.”\u003C\u002Fp\u003E\n\u003Cp\u003ESingh believes rising public awareness of wellbeing is feeding into mothers' decisions to leave the family nest, in contrast to previous generations, where women often felt they had to put up with existing domestic arrangements. For example, contemporary self-help books and podcasts about separations or self-care can offer comfort and validation to those who’ve made the difficult decision to live apart from their children. \u003C\u002Fp\u003E\n\u003Cp\u003EHowever, Singh warns some of this literature only exists because of ongoing stereotypes about motherhood, and she’s concerned some women may feel they need to use discourses about wellbeing “to warrant or legitimise what they are doing”. \u003C\u002Fp\u003E\n\u003Cp\u003E“If society was more equal and more fair, then they might not have to rely so much on the literature to feel comfortable with the decisions that they make. I try and help women to become stronger and more grounded in their choices and, you know, think, ‘oh, well, society can say ‘whatever’, but this is what I want to do at this point’,” she argues. “Sometimes this option is the only one that presents itself to them… [so it’s] also just helping to give them permission to leave and feeling that that's OK.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA persistent stigma\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe freedom to leave hasn’t resulted in freedom from judgement. Women – especially in the West – still tend to face negative reactions from friends, family and wider society for the unconventional decision to live apart from their children, whatever the reasons behind it.\u003C\u002Fp\u003E\n\u003Cp\u003E“The common theme in the [online] group is how surprised the women were by the confines of what society [still] expected of them,” says Melissa. She says even members who live apart from their children to pursue career paths in the military or for the sake of postgraduate studies have shared experiences of being “vilified” for their choices. New acquaintances will often ask members, “‘what do you mean your kids don’t live with you? What sort of mother doesn’t want to be with her own children?’”, she says. “Like it’s a simple choice that only the mother can possibly make.  Like fathers have no input or say or responsibility at all”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"New acquaintances will often ask, ‘what do you mean your kids don’t live with you? What sort of mother doesn’t want to be with her own children?’ – Melissa","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAccording to Singh, this is largely because discourses and expectations about motherhood haven’t shifted at the same pace as women’s progress in other areas. In other words, women are still expected to play the role of a nurturer, regardless of other external circumstances. “There’s still some stigma attached to women sort of abandoning their duties and responsibilities,” she says. “It's got a lot to do with history, cultural ideas and gendered relationships.”\u003C\u002Fp\u003E\n\u003Cp\u003EShe points out that this narrative is particularly common in Western individualistic cultures, in contrast to more collective societies. “In the Philippines or in India, it's quite common for women to go and earn money in a different country and send it back home while their children are being looked after by the extended family or by grandparents.” \u003C\u002Fp\u003E\n\u003Cp\u003EFor women in these Western cultures who fly the family nest to pursue a specific lifestyle or relationship, the stigma is often even more acute than for those who leave for practical or career-related reasons. Katy says many of her relatives didn’t speak to her for months, even though the decision for her children to remain in the family home instead of going with her was, she says, made mutually with their father. \u003C\u002Fp\u003E\n\u003Cp\u003E“A man can do this and have no contact with their child, and it's acceptable,” says Katy. “But if a woman does it – and I still have contact with my children – people do think I'm a bad mother, [that] I’ve abandoned them. I thought I was doing the best for them,” she says, stating that if she’d stayed, her exhaustion and unhappiness would only have escalated. “I didn't realise at the time all the consequences, all the judgements I would get.”\u003C\u002Fp\u003E\n\u003Cp\u003EFour years after her move, Katy says some friends and family members still perceive her as “a bad mother” and blame any challenges her children experience on her decision to leave.\u003C\u002Fp\u003E\n\u003Cp\u003ESharing her story with new friends hasn’t helped ease the burden; several people she became close to distanced themselves from her after learning about her past, so now she avoids talking about her children at all. “It’s difficult because for every day you think ‘yeah, actually what I did took a lot of guts’, then somebody will make a comment, and it just puts you back down to thinking you’re the worst person in the world.”\u003C\u002Fp\u003E\n\u003Cp\u003EMelissa says women who admit domestic abuse was a factor in them leaving – even if they believed their former partner would not hurt their children – face “perhaps the cruellest” judgements from others. “In domestic violence, women barely get out alive, let alone with their mental health intact,” she says. Yet this cohort of mothers will still be asked by both strangers and people they know “how could you do it?” or “are the kids OK with it?”. “Very rarely do people ask ‘how are you?’ ‘are you ok?’,” says Melissa.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-7"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis story is part of BBC's \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003EFamily Tree\u003C\u002Fa\u003E series, which examines the issues and opportunities parents, children and families face today – and how they'll shape the world tomorrow. Find more on \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003EBBC Future\u003C\u002Fa\u003E.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-8"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EViews of fatherhood contribute to mothers’ burdens  \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EHistorically, fathers who leave the family home have been much more accepted in both society and in popular culture than mothers, agrees Buchanan. He cites veteran US singer Bruce Springsteen’s track Hungry Heart, which begins with the lyrics “Got a wife and kids in Baltimore, Jack, I went out for a ride and I never went back”.\u003C\u002Fp\u003E\n\u003Cp\u003EPart of this acceptance is down to societal stereotyping of men as well as women: fathers have traditionally been viewed as less capable caregivers than mothers. It’s also about the value that is attributed to unpaid domestic work like childcare, in comparison to salaried jobs, argues Buchanan. This has fed the narrative that it’s more acceptable for men to leave home if they’re contributing financially, whereas women are seen to be abandoning their domestic duties. “Fathers are more likely to just perceive [paid] market work as ‘work’. And until that changes, I think you're going to see a lot of pressures on women,” he argues. “Fathers need to embrace and address and challenge the stigma that they are only the ‘breadwinners’, not necessarily the ‘parents’.”\u003C\u002Fp\u003E\n\u003Cp\u003EBuchanan believes that despite all this, today’s walk-away dads are “not un-stigmatised completely” and “probably don’t have a great reputation”. However, he accepts there is a “different level of stigma” for women who leave their families under these sorts of circumstances. “When it happens in a mothering situation, it becomes a huge deal and it becomes gendered.”\u003C\u002Fp\u003E\n\u003Cp\u003ESingh adds social stigmas can even play a role in how children respond to their mother’s decision to move out of the family home. She’s worked with a lot of adult clients who witnessed parental infidelity growing up, and says people tend to judge mothers who leave more harshly than fathers, and find “it's hard to forgive them, even later on in life”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EManaging from afar\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ENatalie describes her connection with her children as “very close” and says they speak several times a week, text regularly and visit one another. “The quality time we have when we are together is magical and normal. We pack in a lot of fun, and I'm there to manage dramas and homework, too.”\u003C\u002Fp\u003E\n\u003Cp\u003EBy contrast, Katy says she’s found it challenging to maintain regular contact with some of her five children, and has a particularly fragile relationship with her eldest daughter. Yet, while the pandemic has made it trickier for her children to visit, she says she has been able to offer them the kind of quality family time that was challenging when she was juggling live-in parenting with anti-social working hours.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-9"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s difficult because for every day you think ‘yeah, actually what I did took a lot of guts’, then somebody will make a comment, and it just puts you back down to thinking you’re the worst person in the world – Katy","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-10"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“We go to the beach, we go out, have picnics in the park together… things like that,” says Katy. “I don't regret my decision. I did what I felt I had to do at the time. I do regret that I put the children through that because I think for them it's been hard. I would like one day for my children to grow up and look at me as in like ‘well, my mum wasn't happy, but she didn't just put up with the situation. She did something about it’.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn the online support group, many women regularly share feelings of guilt, social isolation and ostracisation, says Melissa, because it’s difficult to discuss what they are going through with others. “The most common remark made by new members of our group is how incredibly lonely they have been. They say finding our group helps because they feel understood and not demonised by their circumstances.” She believes wider societal attitudes need to change, with a better understanding that “the women who leave… love their children as much as mothers who live more traditional lives.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA more accepting society?\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhether society will eventually become more accepting of mothers who live apart from their children remains a matter of debate.\u003C\u002Fp\u003E\n\u003Cp\u003EBuchanan believes things will improve, but only in certain circumstances. “If it’s a career-oriented move, then I think that’s something that we will move past, in terms of stigmatising,” he says. This, he argues, will be a side effect of a more general improvement in gender equity in the home and in the workplace, with fathers becoming increasingly involved at home and more women in leadership positions. “Stepping away from a family just because they wanted to pursue something different – I think that's always going to be stigmatised.”\u003C\u002Fp\u003E\n\u003Cp\u003E“I don't think things will change very much in the future,” agrees Melissa, the support-group administrator. Ten years since moving out of her family home, she says she’s seen little progress in societal attitudes towards live-apart mothers like her.\u003C\u002Fp\u003E\n\u003Cp\u003ENatalie, however, is more hopeful that women who leave the home for non-career related reasons will find their choices more “normalised” in future “with enough education and awareness”. But for this to happen, she says society also needs to become more open to the idea of fathers being equally equipped caregivers. This kind of shift, argues Singh, also needs to sit alongside a broader, more respectful acceptance of the full range of options open to modern working women, beyond traditional models of domesticity.\u003C\u002Fp\u003E\n\u003Cp\u003E“Whether having children later in life, not having children at all, having children and then for somebody else to be the primary carer of their children, there's a lot of work for us as women to do, just to feel more comfortable with the fact that there are choices available nowadays,” she argues. “It’s fine to choose something a bit different… each of these choices comes with a cost.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EMelissa, Katy and Natalie’s surnames have been withheld to protect them and their family’s privacy\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children-11"}],"collection":[],"disableAdverts":false,"displayDate":"2022-03-22T13:03:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The unshakeable stigma of mothers who leave their children","headlineShort":"The mums who leave their kids","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"When mums leave their kids with family or partners, they are often viewed as deeply flawed, despite gains in gender equity. Will this ever change?","summaryShort":"\"Mothers are spoken of as if they are defective, like something is broken\"","tag":[],"textToSpeech":false,"creationDateTime":"2022-03-22T00:50:19.654894Z","entity":"article","guid":"588b2639-6361-4578-9a97-8095a5283cdf","id":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children","modifiedDateTime":"2022-05-24T12:24:57.704566Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children","cacheLastUpdated":1654031015769},"worklife\u002Farticle\u002F20220411-the-unspoken-weight-discrimination-problem-at-work":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220411-the-unspoken-weight-discrimination-problem-at-work","_id":"6267dfcd1f4b7b42ef2192f0","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fandrea-yu"],"bodyIntro":"Discrimination linked to weight can affect hiring, promotions and employees’ mental wellbeing. Why aren’t legal protections in place?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAfter a year working at a Canadian fashion company, Courtney noticed she was being excluded from meetings with vendors. “It was portrayed to me that being out of the office for a whole afternoon [meeting vendors] wasn’t a good use of my time,” she recalls. \u003C\u002Fp\u003E\n\u003Cp\u003EIn August 2018, 18 months after starting the job, Courtney (whose surname name is being withheld for privacy reasons) sat with her manager for a performance evaluation. He spent the first 10 minutes praising her job performance, but the following 20 minutes took Courtney by surprise. \u003C\u002Fp\u003E\n\u003Cp\u003E“He told me that my looks were affecting my job. He point-blank told me that he thought I was too fat to be in the position I was in. He told me he was embarrassed having me around our vendors in meetings, and that it ruined his reputation.” \u003C\u002Fp\u003E\n\u003Cp\u003ECourtney’s boss also told her that she needed to start going to the gym and to stop wearing any fitted clothing. He told her to buy a new wardrobe and to wear makeup every day. “I was so shell shocked,” she says. “I kind of just sat there, to be perfectly honest. I felt like I was going to cry.” After the meeting, Courtney says her anxieties over her appearance significantly affected her work; she felt paranoid about what her colleagues thought. “My work 100% suffered. I was so distracted.” \u003C\u002Fp\u003E\n\u003Cp\u003EWeight-based discrimination in the workplace is still legal in nearly all parts of the world, except for the US state of Michigan and a handful of US cities including San Francisco and Madison, Wisconsin. In many nations, characteristics including gender, race, religion and sexual orientation are officially protected under law, meaning employers can’t use them to discriminate. But with a few tiny exceptions, that's not yet the case for weight. \u003C\u002Fp\u003E\n\u003Cp\u003EOf course, many people know that including weight as a factor in whether to hire or advance candidates or employees isn’t right. But this kind of discrimination still happens, whether openly or behind the scenes, based on people’s conscious and unconscious biases. It can take a significant toll, both economically and mentally, on those who experience it. Measures to tackle it legislatively are making glacial progress; meanwhile, this insidious form of discrimination remains hard to stamp out. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EOverlooked, judged\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“Weight discrimination can be experienced in lots of different ways, some subtle and some more overt,” explains Rebecca Puhl, a professor at the department of human development and family sciences at the University of Connecticut, US. “We see people being discriminated against because of their weight when they’re applying for jobs. They’re less likely to be hired than thinner individuals with the same qualifications.” \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220411-the-unspoken-weight-discrimination-problem-at-work-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"He point-blank told me that he thought I was too fat to be in the position I was in – Courtney","id":"worklife\u002Farticle\u002F20220411-the-unspoken-weight-discrimination-problem-at-work-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhile there’s no evidence to support the idea that weight is linked to certain personality traits, stereotypes feed into these hiring decisions. Puhl points to a 2008 study which found that \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F1059601108321518\"\u003Eoverweight job applicants are viewed\u003C\u002Fa\u003E as being “less conscientiousness, less agreeable, less emotionally stable and less extraverted than their ‘normal-weight’ counterparts”. \u003C\u002Fp\u003E\n\u003Cp\u003EOnce hired into for a job, people can experience weight discrimination in a variety of ways. It can be explicit, like the exclusion and comments Courtney experienced at the fashion company. A 2021 study, co-authored by Puhl, surveyed 14,000 people across Australia, Canada, France, Germany, the UK and the US who were participating in a weight management programme. Fifty-eight percent of respondents said they had \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fs41366-021-00860-z\"\u003Eexperienced weight stigma from their colleagues\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EOther discrimination can be subtle. “We also see people who have been overlooked for promotions, or are being wrongfully terminated from their job because of their weight,” explains Puhl. A 2012 study of HR professionals showed they were \u003Ca href=\"https:\u002F\u002Fbmcpublichealth.biomedcentral.com\u002Farticles\u002F10.1186\u002F1471-2458-12-525\"\u003Emore likely to disqualify obese people from being hired\u003C\u002Fa\u003E and less likely to nominate them for supervisory positions. At the fashion company, Courtney saw other people with the same job get promoted, while she remained at the same rank. “Anybody with my position was moving up within one or two years,” she explains. \u003C\u002Fp\u003E\n\u003Cp\u003EWeight discrimination manifests in all kinds of workplaces, according to Brian J Farrar, an employment attorney at Sterling Employment Law, located in Bloomfield Hills, Michigan. But he says it’s especially prevalent in environments with a focus on physical appearance. “You tend to see it more where employees are interacting with customers,” he explains. “In a restaurant or retail, you tend to have a higher potential incidence of weight discrimination.” \u003C\u002Fp\u003E\n\u003Cp\u003EThere is a gendered element: Puhl says women are more vulnerable to weight discrimination in the workplace. “[They] experience it not only at higher levels, but also at lower levels of body weight,” she says. “For men, their BMI [\u003Ca href=\"https:\u002F\u002Fwww.nhs.uk\u002Fcommon-health-questions\u002Flifestyle\u002Fwhat-is-the-body-mass-index-bmi\u002F\"\u003Ebody mass index\u003C\u002Fa\u003E] has to increase quite high before the same level of weight discrimination kicks in for women.” Puhl attributes this to different societal standards around weight and attractiveness between the genders.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220411-the-unspoken-weight-discrimination-problem-at-work-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0c0ljq3"],"imageAlignment":"centre","imageAltText":"A woman holding clothes","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220411-the-unspoken-weight-discrimination-problem-at-work-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFarrar concurs, noting expectations of physical appearance aren’t enforced universally among male and female employees. Income can also play a role in weight discrimination, he points out, disproportionately affecting low-wage workers. “They may be less likely to come forward and report discrimination,” he says. “That may cause their employers to take advantage of them more.” \u003C\u002Fp\u003E\n\u003Cp\u003EWeight discrimination can have multiple impacts, both in terms of a worker’s career progression – which links to their earning potential – and their mental health. On the economic side, one study from 2011 showed that a one-unit \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F21820369\u002F\"\u003Eincrease in a woman’s BMI correlates with a 1.83% decrease in hourly wages.\u003C\u002Fa\u003E And a 2018 study showed while being in a lower income bracket can increase the risks of obesity, the reverse is also true — \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC5781054\u002F\"\u003Ebeing obese decreases one’s income\u003C\u002Fa\u003E, impacts more pronounced among women than men. \u003C\u002Fp\u003E\n\u003Cp\u003EWeight-based judgment and rude remarks can also \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC5253095\u002F\"\u003Elead to negative health behaviours\u003C\u002Fa\u003E, like higher sleep disturbance and alcohol use, lower physical activity and poor eating habits. For Courtney, being judged for her weight led to severe anxiety which, coupled with other life stresses, led her to take a two-year sick leave from work. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EOpening the door?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EExperts like Puhl and Farrar, who has represented employees in Michigan in workplace weight-discrimination cases, agree greater adoption of legislation could have an impact on this issue. In the US, bills are currently circulating in \u003Ca href=\"https:\u002F\u002Fwww.nysenate.gov\u002Flegislation\u002Fbills\u002F2021\u002FA1851\"\u003ENew York\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fmalegislature.gov\u002FBills\u002F190\u002FH952\"\u003EMassachusetts\u003C\u002Fa\u003E; the new laws would be similar to the \u003Ca href=\"https:\u002F\u002Fwww.michigan.gov\u002Fmdcr\u002Ffor-victims-of-unlawful-discrimination\"\u003Eprotections in Michigan\u003C\u002Fa\u003E, where weight is included as a protected characteristic in the state’s \u003Ca href=\"https:\u002F\u002Fwww.michigan.gov\u002Fdocuments\u002Fact_453_elliott_larsen_8772_7.pdf\"\u003Ecivil rights act\u003C\u002Fa\u003E. Some \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2022\u002F02\u002F27\u002Fworld\u002Famericas\u002Fbrazil-obesity.html\"\u003Estates in Brazil\u003C\u002Fa\u003E and the city of Reykjavik have also passed laws protecting people from weight discrimination. \u003C\u002Fp\u003E\n\u003Cp\u003EPuhl reminds us that change is slow – she has been testifying about the legislation in Massachusetts for more than a decade. She believes that these laws aren’t being prioritised because of persistent stigmas around weight. “If society continues to place personal blame on people for their weight, and if that blame is deemed socially acceptable, policy change is very challenging,” she says. But she believes Massachusetts “is pretty close” to passing a new law. “That’s monumental, because the Michigan law was passed in 1976. We have not had a state since then pass anything. If Massachusetts does this, that will open the door for other states to follow suit.” \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220411-the-unspoken-weight-discrimination-problem-at-work-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If society continues to place personal blame on people for their weight … policy change is very challenging – Rebecca Puhl","id":"worklife\u002Farticle\u002F20220411-the-unspoken-weight-discrimination-problem-at-work-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELegislation isn’t the only solution, of course, because it won’t eradicate pervasive negative attitudes around weight. But similar to previous advancements protecting gender, race and sexual orientation, legislation makes a difference. \u003C\u002Fp\u003E\n\u003Cp\u003E“Is it going to get rid of weight stigma? No, of course not,” says Puhl. “We still live in the same society and culture where we have messages that weight is about personal responsibility or laziness or discipline.” But legal protections are important and necessary for significant societal change to take place. \u003C\u002Fp\u003E\n\u003Cp\u003ECourtney believes having weight discrimination protections in Canada wouldn’t have prevented her negative workplace experience, but says the existence of laws would have been reassuring. “I think knowing there is legislation almost feels like a validation that it’s wrong to be discriminated against for one’s weight,” she says. After returning to work from sick leave, Courtney continued to experience weight-related bullying and negative comments from supervisors. She was eventually laid off – and feels relieved to be out of a “toxic situation”. \u003C\u002Fp\u003E\n\u003Cp\u003E“It has put a lot of self-doubt in my mind about my ability to do my job, about the career I want,” explains Courtney. “It’s made me rethink whether I feel like I can work within the fashion industry in general. I don’t think I could ultimately have a long-lasting career if I’m always thinking that people are judging me.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220411-the-unspoken-weight-discrimination-problem-at-work-6"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2022-04-12T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The unspoken weight-discrimination problem at work","headlineShort":"The big weight discrimination problem","image":["p0c0ll3g"],"imageAlignment":"centre","imageAltText":"A woman looking out to sea","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p0c0ljq3"],"relatedStories":["worklife\u002Farticle\u002F20220405-single-shaming-why-people-jump-to-judge-the-un-partnered","worklife\u002Farticle\u002F20220406-women-breadwinners-why-high-earners-compensate-at-home","worklife\u002Farticle\u002F20220317-the-unshakeable-stigma-of-mothers-who-leave-their-children"],"relatedTag":null,"summaryLong":"Discrimination linked to weight can affect hiring, promotions and employees’ mental wellbeing. Why aren’t legal protections in place?","summaryShort":"\"He point-blank told me that he thought I was too fat to be in the position\"","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2022-04-11T20:56:59.069206Z","entity":"article","guid":"fbe40af9-2acd-412c-b474-315841432fd1","id":"worklife\u002Farticle\u002F20220411-the-unspoken-weight-discrimination-problem-at-work","modifiedDateTime":"2022-04-12T11:35:58.128711Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220411-the-unspoken-weight-discrimination-problem-at-work","cacheLastUpdated":1654031015769},"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity","_id":"6267dfa41f4b7b3e5e5cacb1","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fzulekha-nathoo"],"bodyIntro":"Allowing workers to 'fail up' can yield talented leaders. But only some people are allowed to fail without penalty, while others never get the chance.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s the lacklustre associate who makes partner despite a poor record, even though you’ve been working around the clock at the same firm without even a glance from the bosses. It’s getting passed up for that big account after being at an agency for five years, only to see your unremarkable-but-charismatic colleague score the project after two. Or maybe it’s that ineffective manager who, despite poor people skills, continues to get more staff and responsibility.\u003C\u002Fp\u003E\n\u003Cp\u003EMost of us know the frustrating feeling of watching someone ‘fail upward’: landing successively sweeter gigs even after professional mediocrity or missteps. It turns out, allowing employees to fail up isn’t necessarily bad and can sometimes yield talented, resilient leaders. What is troubling, experts say, is the significant gap between who’s allowed to fail without penalty on the way up – and who never gets that chance.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy people fail up\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMultiple factors set the stage for ordinary hires to fail upward. One of the reasons the phenomenon persists, says Tomas Chamorro-Premuzic, a business psychology professor at Columbia University in New York City, is because hiring managers, decision-makers, even voters can be easily “seduced” by characteristics incompatible with good leadership, such as overconfidence.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch published in Leadership Quarterly in 2019 showed that across multiple studies, hiring managers consistently saw \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F335800148_Playing_the_trump_card_Why_we_select_overconfident_leaders_and_why_it_matters\"\u003Eleadership potential in those who demonstrated inflated confidence\u003C\u002Fa\u003E in their skills. At the same time, this type of extreme hubris, which Chamorro-Premuzic says men exhibit more than women, often runs counter to actual competence. In social psychology circles, it’s known as the Dunning-Kruger effect.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0985fpw"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“The frustrating thing is that we have known for four or five decades what attributes we should be selecting for… and yet we don't do it,” says Chamorro-Premuzic, who also serves as the chief talent scientist at the workforce solutions company ManpowerGroup. “We started focusing so much on style, extraversion, assertiveness, lean in, be confident, brand yourself, make eye contact, body language, that we forgot to focus on substance.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd even if arrogance doesn’t win over a hiring manager, similarities in race, gender, self-presentation and personal experiences can increase a worker’s chances of success. Research published in the American Sociological Review \u003Ca href=\"https:\u002F\u002Fwww.asanet.org\u002Fsites\u002Fdefault\u002Ffiles\u002Fsavvy\u002Fjournals\u002FASR\u002FDec12ASRFeature.pdf\"\u003Esays “cultural matching” can have a significant effect on applicants’ evaluations\u003C\u002Fa\u003E and “often outweighed concerns about absolute productivity”.\u003C\u002Fp\u003E\n\u003Cp\u003EOnce an individual is promoted, they become more visible to management, recruiters and other leaders; experience on a resumé begins to hold more value than actual performance outcome. And perhaps most importantly, once an employee is promoted, bosses become invested in that person’s success because it becomes a reflection of their own judgement. Failures are downplayed and losses are spun into wins. “It’s very easy to remain strategically ignorant about our mistakes,” says Chamorro-Premuzic.\u003C\u002Fp\u003E\n\u003Cp\u003EAs people continue to move up, he says we’re conditioned to believe that their positions are the result of merit – and rarely ask questions about how they got there.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe privilege of failing up\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhen we do ask those questions, however, the role of privilege becomes more evident.\u003C\u002Fp\u003E\n\u003Cp\u003EAt a \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=gDrAodhwbxc&t=0s\"\u003Epanel held during the 2019 Austin Film Festival\u003C\u002Fa\u003E, the co-creators and co-writers behind the Emmy Award-winning drama series Game of Thrones explained that while they were both writers, neither had any television experience when the show began. David Benioff and DB Weiss said they were allowed to take several risks even though it was their first time running a production. And their unaired original pilot required re-casting, re-writes and re-shoots before it was finally accepted: “It took more than one try, which we were fortunate to get a second chance,” said Weiss. Benioff added: “A lot of the mistakes were basic, elemental writing mistakes.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In a lot of organisations, the people who are allowed to fail and fail up… are overwhelmingly male and overwhelmingly white – Ruchika Tulshyan","id":"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe comments at the festival \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FReaganGomez\u002Fstatus\u002F1188460097820749829?s=20\"\u003Esparked a larger conversation on social media\u003C\u002Fa\u003E about who, exactly, is allowed to fail in workplaces and still get support, another chance and, as in this case, find their way to success.\u003C\u002Fp\u003E\n\u003Cp\u003E“In a lot of organisations, the people who are allowed to fail and fail up, the people who are allowed to learn from those mistakes and still be given an opportunity to get back up again, are overwhelmingly male and overwhelmingly white,” says Ruchika Tulshyan, founder of the Seattle-based inclusion strategy firm Candour.\u003C\u002Fp\u003E\n\u003Cp\u003EA 2020 research paper from Utah State University reveals \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fepdf\u002F10.1111\u002Fgwao.12463\"\u003Ewomen and BIPOC employees in elite leadership roles who make even minor missteps at work\u003C\u002Fa\u003E – from dress code to displays of emotion – can be judged much more harshly than white men. “For many of us, we only have one shot to try,” says Tulshyan. “Therefore, we will instinctively try and safeguard ourselves … If you don’t feel like you can take risks in your career, it is that much harder to grow.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0985g2y"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe report, which explores issues of racism and bias not often covered through traditional research methods, also concludes that gendered or racialised leaders were often seen as “outsiders” and even viewed as menacing to a workplace’s status quo.\u003C\u002Fp\u003E\n\u003Cp\u003E“Outsiders’ presence is experienced as a disruption, even a threat, and they are often confronted with a burden of doubt regarding their competence, suspicion regarding their trustworthiness, infantilization of their roles and] hyper-surveillance of their work performance,” wrote co-author and sociologist Christy Glass.\u003C\u002Fp\u003E\n\u003Cp\u003EWith that added scrutiny, mentorship and “sponsorship” – where supervisors not only guide workers but also advocate for their promotions and pay increases – become particularly important on the way to the top. But even that contingency is fraught. Research shows sponsors will most often \u003Ca href=\"https:\u002F\u002Fwww.payscale.com\u002Fdata\u002Fmentorship-sponsorship-benefits\"\u003Echoose protégés of the same gender and the same race\u003C\u002Fa\u003E. “So, if the majority of your executives are white, and the majority of executives are white male, guess who gets that second chance to prove themselves after they have failed? And that's how we create this pipeline where women, and especially women of colour, are really overlooked in these conversations and in these sorts of opportunities,” says Tulshyan.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, if there are more women and people of colour in leadership, that pipeline should start to change, right? Not exactly, because also studies show that when women and minorities advocate for other women and minorities, \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2016\u002F03\u002Fwomen-and-minorities-are-penalized-for-promoting-diversity\"\u003Ethose advocates are penalised with worse performance reviews\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When women and minorities advocate for other women and minorities, those advocates are penalised with worse performance reviews","id":"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“We are labelled aggressive and confrontational and too assertive and difficult to work with and not being a team player, even though we might exhibit the same characteristics [as men],” says Jodi-Ann Burey, a writer and podcast host who recently \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2021\u002F02\u002Fstop-telling-women-they-have-imposter-syndrome\"\u003Eco-wrote an article with Tulshyan about racial and gender bias in the workplace.\u003C\u002Fa\u003E\u003Cspan\u003E\u003C\u002Fspan\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow do we effect change?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBoth Tulshyan and Burey say failing at work, when it’s the result of a professional misstep and not a moral one – such as sexual harassment, racism or generally making your employees miserable – is necessary and can be critical to good leadership in the future. People can often learn the greatest lessons from having to pick themselves up again after a poor performance, difficult challenge or blunder on the job.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0985fb5"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThey also say being rewarded after those kinds of failures isn’t awful either. In the case of the Game of Thrones showrunners, they were allowed to experiment, take chances and learn along the way with support from higher-ups invested in their success. Eventually, their work produced a monumental hit series. The problem is that everyone isn’t afforded the same room to make mistakes in a safe environment and without swift cost. “You tell me one black woman who would have had that huge of a budget to pull something like that off and without any experience,” says Burey.\u003C\u002Fp\u003E\n\u003Cp\u003EChanging the workplace so that all employees can be recognised for their successes and supported through their failures is crucial to building a more meritocratic environment. This begins, says Burey, with acknowledging issues of racism that breed an environment in which women of colour are disproportionately labelled as not up to the task while when white men are allowed to fail as part of their development process. “That awareness could look like conversations, that awareness could look like metrics and tracking who has been moving up and who hasn’t been. And that awareness could immediately look like action, maybe changing the language or culture around failure.”\u003C\u002Fp\u003E\n\u003Cp\u003ETulshyan suggests companies can go one step further by using failure as a learning opportunity in meetings or boardrooms for every employee. Normalising failure can encourage people to take more risks and think outside the box, which can level the playing field and allow talent to rise based on innovation and ideas rather than who’s most visible. “You do need to have an environment where people can take risks and where they can fail without fear of retaliation.”\u003C\u002Fp\u003E\n\u003Cp\u003EChamorro-Premuzic, who has studied the intersection of personality and leadership for decades, says people involved in hiring processes also need to start focusing on more meaningful characteristics for management positions, such as empathy, humility and integrity – \u003Ca href=\"https:\u002F\u002Fwww.kcl.ac.uk\u002Fnews\u002Fmen-outnumber-women-in-leadership-because-we-mistake-confidence-for-competence\"\u003Emeasures by which women tend to score higher\u003C\u002Fa\u003E – rather than giving a free pass to those with extreme confidence or who appear to fit in better.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity-10"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-03-04T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"'Failing up': Why some climb the ladder despite mediocrity","headlineShort":"Why underperforming workers 'fail up'","image":["p0985fdk"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work","worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap","worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong"],"relatedTag":null,"summaryLong":"Allowing workers to 'fail up' can yield talented leaders. But only some people are allowed to fail without penalty, while others never get the chance.","summaryShort":"The reason some people climb the career ladder despite mediocrity or mistakes","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-03-03T22:01:12.027431Z","entity":"article","guid":"c52d1262-f887-482c-a38b-23ae7247f9b8","id":"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity","modifiedDateTime":"2022-02-25T07:03:53.78166Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity","cacheLastUpdated":1654031015777},"worklife\u002Farticle\u002F20220203-brain-waste-the-skilled-workers-who-cant-get-jobs":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220203-brain-waste-the-skilled-workers-who-cant-get-jobs","_id":"6267dffa1f4b7b6cc3438144","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fchristine-ro"],"bodyIntro":"Some countries are full of educated people whose skills are badly needed. But there are barriers to matching them to jobs, leading to 'brain waste'.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn 2019, when Mohammed Aldhaheri left bomb-ravaged Sanaa, Yemen, for the US state of Michigan, he assumed he’d be able to continue his work as a computer programmer. After all, he had 15 years of experience, in addition to a top college degree. \u003C\u002Fp\u003E\n\u003Cp\u003EHowever, it wasn’t that easy, says Aldhaheri, now 42. He applied for more than 100 jobs throughout the next two years, but received rejection after rejection. Often the applications asked about his experience in the US, which felt like a Catch-22: he needed local experience to get a job, but he needed to get a job in order to have local experience. It was especially dispiriting because, based on the job descriptions, he was more than qualified, and he wasn’t demanding a high salary. \u003C\u002Fp\u003E\n\u003Cp\u003EIn the meantime, Aldhaheri needed to earn a wage. “I was working many jobs… not related to my career or my life,” he says – mainly doing deliveries of flowers, food and Amazon products. He wasn’t happy; he wanted his four children to see him as they always had, as an IT professional. \u003C\u002Fp\u003E\n\u003Cp\u003EThe turning point came when a friend told him about a state programme called Michigan International Talent Solutions (MITS), which aims to reduce employment barriers facing professionals arriving from other countries. Aldhaheri spent the next six months taking MITS courses at night to enhance his English, refresh his IT skills and help him land a skilled job. For instance, his resume was in a standard Yemeni format – long and detailed. His MITS coach explained that the applicant tracking systems used by many companies were likely automatically screening out his CV because of small format differences. \u003C\u002Fp\u003E\n\u003Cp\u003EThe coaching paid off seven months ago, when a hospital hired Aldhaheri to work in technical support. But his story illustrates just how daunting and exhausting it can be for an educated professional to achieve career continuity after migrating. \u003C\u002Fp\u003E\n\u003Cp\u003EFor an array of reasons, including licensing obstacles, language issues and discrimination, many migrants are unable to put their skills to use in their new homes, and wind up in lower-paid, lower-skilled roles than the ones they previously held. This phenomenon, sometimes known as ‘brain waste’, is a lose-lose situation for them \u003Cem\u003Eand \u003C\u002Fem\u003Etheir new countries, as their potential isn’t being put to full use. A number of support programmes are working to fill this gap – but the problem remains large and structural.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220203-brain-waste-the-skilled-workers-who-cant-get-jobs-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0blxy8w"],"imageAlignment":"centre","imageAltText":"Mohammed Aldaheri","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20220203-brain-waste-the-skilled-workers-who-cant-get-jobs-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EWhy brain waste is so common\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESome of the clearest data on brain waste comes from the US. There, “anywhere from 20 to 25% of college-educated immigrants are severely underemployed”, says Jeanne Batalova, who analyses migration data at the Migration Policy Institute (MPI). “So, they’re either unemployed or working in jobs that require no more than high school”, for instance as nannies, cashiers and drivers. \u003C\u002Fp\u003E\n\u003Cp\u003ECertain groups are especially likely to be underemployed, notably black and Hispanic migrants, those with less proficiency in English and asylum seekers. Patterns also vary by profession: MPI analysis suggests that in the US, \u003Ca href=\"https:\u002F\u002Fwww.migrationpolicy.org\u002Fresearch\u002Fbrain-waste-college-educated-immigrants#:~:text=June%202021-,Leaving%20Money%20on%20the%20Table%3A%20The%20Persistence%20of,Waste%20among%20College%2DEducated%20Immigrants&text=The%20report%20concludes%20with%20recommendations,working%20at%20their%20skill%20level.\"\u003E15% of internationally trained health\u002Fmedical graduates are underemployed\u003C\u002Fa\u003E, compared to 9% of those trained domestically. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd according to Batalova, brain waste is becoming more prevalent because of immigration and education trends. For instance, the proportion of refugees who are highly skilled is growing. At the same time, the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210126-degree-inflation-how-the-four-year-degree-became-required\"\u003Eproportion of jobs requiring degrees and certification has soared\u003C\u002Fa\u003E. “Professions that require a licence are much harder to recognise and reconcile across international borders,” says Batalova. \u003C\u002Fp\u003E\n\u003Cp\u003EThere are many reasons that an educated person might be unable to put their skills to work after arriving in a new country. Bureaucratic and legal obstacles can be substantial. Even if degrees and qualifications are seen as valid across borders, displaced people may not be able to provide evidence of them. Certain migration statuses bar people from work. Other issues include limited language proficiency and limited social networks (which so often provide information and connections to work).\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220203-brain-waste-the-skilled-workers-who-cant-get-jobs-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Professions that require a licence are much harder to recognise and reconcile across international borders – Jeanne Batalova","id":"worklife\u002Farticle\u002F20220203-brain-waste-the-skilled-workers-who-cant-get-jobs-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPolitical pressures can also block skilled migrants from employment. \u003Ca href=\"https:\u002F\u002Flab.org.uk\u002Fvenezuelan-migrants-in-argentina-seek-stability\u002F\"\u003EEspecially in weak economies\u003C\u002Fa\u003E, local-born workers may be resentful if they feel that foreign-born workers are being helped into skilled jobs. \u003C\u002Fp\u003E\n\u003Cp\u003EOverall, policies that focus on short-term gains may end up missing out on long-term benefits. For instance, many resettlement programmes are designed to help refugees become self-sufficient as soon as possible. In practice, says Batalova, that means people with professional backgrounds are pushed “into taking any job, and usually those jobs are low-skilled, with no career mobility, so people are kind of trapped in that cycle”.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe economic toll of brain waste\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EYet, a system that funnels migrants into jobs that don’t use all their skills comes with a cost; the MPI has estimated that the \u003Ca href=\"https:\u002F\u002Fwww.migrationpolicy.org\u002Fresearch\u002Fbrain-waste-college-educated-immigrants#:~:text=June%202021-,Leaving%20Money%20on%20the%20Table%3A%20The%20Persistence%20of,Waste%20among%20College%2DEducated%20Immigrants&text=The%20report%20concludes%20with%20recommendations,working%20at%20their%20skill%20level.\"\u003Elost wages of underemployed migrants in the US\u003C\u002Fa\u003E amount to nearly $40bn (£29.5bn) each year. \u003C\u002Fp\u003E\n\u003Cp\u003EThat’s because, as Aldhaheri’s experience shows, even finding a role in a sector with \u003Ca href=\"https:\u002F\u002Fwww.migrationpolicy.org\u002Fresearch\u002Fbrain-waste-college-educated-immigrants#:~:text=June%202021-,Leaving%20Money%20on%20the%20Table%3A%20The%20Persistence%20of,Waste%20among%20College%2DEducated%20Immigrants&text=The%20report%20concludes%20with%20recommendations,working%20at%20their%20skill%20level.\"\u003Ecomparatively few licensing requirements\u003C\u002Fa\u003E is hard enough. But working at the same level as your credentials can be particularly hard in professions like healthcare, which come with  \u003Ca href=\"https:\u002F\u002Flongreads.com\u002F2021\u002F10\u002F06\u002Fdoctors-without-patients\u002F\"\u003Eonerous and expensive requirements for licensing\u003C\u002Fa\u003E. A dentist who must start a degree programme from scratch, rather than just taking an extra course to achieve a compatible qualification, may decide that driving a cab is the only feasible path.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220203-brain-waste-the-skilled-workers-who-cant-get-jobs-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0blxylc"],"imageAlignment":"centre","imageAltText":"Abigail Sandoval","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220203-brain-waste-the-skilled-workers-who-cant-get-jobs-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAbigail Sandoval’s story highlights some of these challenges. After training as a doctor, she was only able to practise medicine for one year in the Venezuelan state of Cojedes before she had to leave, as part of the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Ftopics\u002Fcp3mvpm3933t\u002Fvenezuela-crisis\"\u003EVenezuelan refugee and migrant crisis\u003C\u002Fa\u003E. In 2015, she went to Panama, where she worked as a medical assistant; in 2017, she migrated to Argentina, to do a postgraduate degree in aesthetic medicine. \u003C\u002Fp\u003E\n\u003Cp\u003EIt was difficult for Sandoval, now 31, to adjust to each new culture and each new approach to patient care. Yet even after two attempts to restart her career, and an additional degree, she couldn’t continue to work in the medical field. She had to quit because of unfair treatment and dismal pay, from contracts that locked her into much lower rates than her Argentine colleagues were receiving. “As an immigrant they didn’t value my work,” she says. \u003C\u002Fp\u003E\n\u003Cp\u003EShe had to find an alternative. During the pandemic she and her husband started a delivery-based pizza business, and she’s actually earning much more from pizza than she did from medicine in Buenos Aires. “I always liked cooking. And I like doing it, but I studied medicine because it’s my passion,” explains Sandoval. She’d prefer to return to medicine, but it would have to be “in a place where they value all the knowledge and respect health workers”, including the immigrant workforce. \u003C\u002Fp\u003E\n\u003Cp\u003EClearly, even with a shared language, discrimination can stymie migrants’ professional careers. And Sandoval is far from alone. \u003Ca href=\"https:\u002F\u002Facademiccommons.columbia.edu\u002Fdoi\u002F10.7916\u002Fd8-nf2c-8c30\"\u003EOne survey\u003C\u002Fa\u003E of Venezuelan respondents living in Argentina found that 36% were unemployed and 52% were underemployed, although most were educated and middle-class when they arrived.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow brain waste is being tackled\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EGovernments that are serious about confronting brain waste will need to examine policies around \u003Ca href=\"https:\u002F\u002Fwww.migrationpolicy.org\u002Fnews\u002Flabor-shortages-pandemic-immigration-policy-role\"\u003Emigration policy and long-term integration\u003C\u002Fa\u003E. But there’s also plenty of low-hanging fruit to make skilled employment more accessible to foreign-born workers. \u003C\u002Fp\u003E\n\u003Cp\u003EFor instance, expanding the number of locations where foreign-born nurses can take their language tests reduces one impediment to them starting work. Within EU countries, there’s \u003Ca href=\"https:\u002F\u002Fwww.europarl.europa.eu\u002Ffactsheets\u002Fen\u002Fsheet\u002F42\u002Fthe-mutual-recognition-of-diplomas\"\u003Esome mutual recognition\u003C\u002Fa\u003E of degrees and harmonisation of professional requirements. Batalova says that the ASEAN countries are also trying to reduce barriers to employment integration of highly skilled migrants.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220203-brain-waste-the-skilled-workers-who-cant-get-jobs-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Employers’ reluctance is real and is a very, very difficult barrier to overcome – but not impossible – Jeanne Batalova","id":"worklife\u002Farticle\u002F20220203-brain-waste-the-skilled-workers-who-cant-get-jobs-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERegional and governmental cooperation is one major way to reduce brain waste – but it doesn’t magically resolve all the issues that keep skilled people out of skilled work. Here, employers have a part to play. \u003C\u002Fp\u003E\n\u003Cp\u003E“We know that employers’ reluctance is real and is a very, very difficult barrier to overcome – but not impossible,” says Batalova. Outright discrimination should be stamped out, of course. But employers can also be educated about credentials from other countries as well as the exclusionary effects of conventional hiring processes. \u003C\u002Fp\u003E\n\u003Cp\u003EAnnie Fenton, the director of MITS, the programme Aldhaheri went through, understands companies’ hesitation. They may think that “there’s a higher level of unknowns” when dealing with foreign nationals. But she says that retention rates tend to be far higher for foreign-born workers compared to US-born ones, which is just one argument for facilitating their recruitment. \u003C\u002Fp\u003E\n\u003Cp\u003EHowever, there is some impetus for change. Some governments already simplify requirements for occupations where there are worker shortages, but this has received an extra push due to Covid-19. “The pandemic became to some degree a wake-up call,” says Batalova, around the urgent need for health workers. \u003C\u002Fp\u003E\n\u003Cp\u003EIn the UK, the \u003Ca href=\"https:\u002F\u002Fwww.bmj.com\u002Fcontent\u002F375\u002Fbmj.n2993\"\u003EMedical Support Worker scheme\u003C\u002Fa\u003E allowed doctors without General Medical Council registration – which can be time-consuming for foreign-qualified doctors to attain – to work in certain capacities for the National Health Service, with supervision. And decrees in Peru and Colombia issued during the pandemic allowed the \u003Ca href=\"https:\u002F\u002Fcadmus.eui.eu\u002Fhandle\u002F1814\u002F70324\"\u003Efast-track approval of qualifications\u003C\u002Fa\u003E for health professionals who graduated in another country. \u003C\u002Fp\u003E\n\u003Cp\u003EThese sorts of programmes are useful but tend to be small scale – sometimes only a drop in the bucket compared to both the need and availability of skilled labour. But “the ball is definitely rolling”, according to Batalova, who herself witnessed many educated fellow Moldovans starting from scratch as construction or domestic workers in Western Europe, following the breakup of the Soviet Union. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA foot on the ladder\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIn Michigan, Aldhaheri has been relatively lucky. He’s long been used to speaking English because his wife is American, and he’d previously worked with English speakers at an NGO in Yemen. “That helped me a lot when I came,” he says. “I didn’t face the difficulty some people face” with language. \u003C\u002Fp\u003E\n\u003Cp\u003EAldhaheri’s hard-won technical support job was initially part-time and short-term, but his contract has since been made full-time and extended by a year. It still isn’t his dream job, as he isn’t able to use his full range of skills as a programmer. But he’s pleased to be back in the tech sector. Aldhaheri is hopeful this position has provided the foot he needed to get back on the professional ladder, and that he’ll be able to use the references and experiences obtained there to progress in his career. \u003C\u002Fp\u003E\n\u003Cp\u003EHaving this chance “after suffering for two years, I’m definitely happy”, he says of his current role. The challenge in the coming years will be to ensure that capable people like Aldhaheri and Sandoval aren’t shut out of the jobs that badly need them.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220203-brain-waste-the-skilled-workers-who-cant-get-jobs-8"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2022-02-04T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"'Brain waste': The skilled workers who can't get jobs","headlineShort":"The 'brain waste' shutting out workers","image":["p0blxxgq"],"imageAlignment":"centre","imageAltText":"Delivery driver","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p0blxylc"],"relatedStories":["worklife\u002Farticle\u002F20220201-the-time-poverty-that-robs-parents-of-success","worklife\u002Farticle\u002F20220118-cv-ageism-can-you-be-the-wrong-age-for-a-job","worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility"],"relatedTag":null,"summaryLong":"Some countries are full of educated people whose skills are badly needed. But there are barriers to matching them to jobs, leading to 'brain waste'.","summaryShort":"When some workers have valuable professional skills, why are they left out?","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2022-02-03T20:55:12.703696Z","entity":"article","guid":"3fee4c61-0534-4095-a5a8-0e74e68f8c11","id":"worklife\u002Farticle\u002F20220203-brain-waste-the-skilled-workers-who-cant-get-jobs","modifiedDateTime":"2022-02-25T07:21:53.046038Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220203-brain-waste-the-skilled-workers-who-cant-get-jobs","cacheLastUpdated":1654031015770},"worklife\u002Farticle\u002F20220201-the-time-poverty-that-robs-parents-of-success":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220201-the-time-poverty-that-robs-parents-of-success","_id":"6267dfbe1f4b7b4ae3162a31","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"There’s never enough time in the day. But for some parents, there’s even less – and the ‘time poverty’ problem has never been more magnified.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETime for yourself, time to spend with your kids or time to catch up on household tasks. Ask any parent what their greatest complaint is, and many will say some version of the same problem: there simply isn’t enough time for everything.\u003C\u002Fp\u003E\n\u003Cp\u003EDefined as the chronic feeling of having too many things to do and not enough time in which to do them, ‘time poverty’ is on the rise. Research shows \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fs41562-020-0920-z\"\u003Emost people feel persistently ‘time poor’\u003C\u002Fa\u003E, and that time poverty can have severe and wide-reaching impacts, including lower wellbeing, physical health and productivity.\u003C\u002Fp\u003E\n\u003Cp\u003EThe problem is particularly persistent among parents; those living with children younger than 15 have up to \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Fpeoplepopulationandcommunity\u002Fwellbeing\u002Farticles\u002Fmenenjoyfivehoursmoreleisuretimeperweekthanwomen\u002F2018-01-09\"\u003E14 hours per week less free time\u003C\u002Fa\u003E than those living alone, according to \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Fpeoplepopulationandcommunity\u002Fwellbeing\u002Farticles\u002Fmenenjoyfivehoursmoreleisuretimeperweekthanwomen\u002F2018-01-09\"\u003Eofficial UK statistics\u003C\u002Fa\u003E from 2018. Research suggests that primary caregivers of many kinds – particularly low-income mothers without access to the support structures available to higher earners – are particularly prone to time pressure, and the chronically time poor often find themselves trapped in a cycle of social and economic poverty. The pandemic has magnified many of the problems of time poverty – but experts believe that there could be ways to close the gap.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe greatest impacts\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWe live in an era in which \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210805-how-to-escape-the-productivity-trap\"\u003Eproductivity is fetishised\u003C\u002Fa\u003E: ‘always on’ culture means that our work often strays into our personal time; parenting \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2018\u002F12\u002F25\u002Fupshot\u002Fthe-relentlessness-of-modern-parenting.html\"\u003Efeels more intense\u003C\u002Fa\u003E; and our friends, hobbies and interests are just a tap or swipe away on our phones, 24\u002F7.  \u003C\u002Fp\u003E\n\u003Cp\u003E“You will find it hard to find any one human being who says that they are not time poor,” says Grace Lordan, director of the Inclusion Initiative at the London School of Economics. “People more regularly feel like they need to be on call for work, family and friends, as we are so plugged into technology all the time. For children, there are many more structured activities compared to the past, so for parents, your Saturday is no longer simply opening the door and letting a child out to play. These shifts have fundamentally changed the way that we perceive and feel about time.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220201-the-time-poverty-that-robs-parents-of-success-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220201-the-time-poverty-that-robs-parents-of-success-1"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis story is part of BBC's \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003EFamily Tree\u003C\u002Fa\u003E series, which examines the issues and opportunities parents, children and families face today – and how they'll shape the world tomorrow. Coverage continues on \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003EBBC Future\u003C\u002Fa\u003E.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20220201-the-time-poverty-that-robs-parents-of-success-2"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd while certain demographics have enjoyed the benefits of more efficient ways of working over the last few decades, others have suffered due to an increase in time spent on unpaid work and cognitive labour – burdens most often shouldered by women. It isn’t necessarily time poverty that is increasing, but time inequality. \u003C\u002Fp\u003E\n\u003Cp\u003E“Time poverty overwhelmingly affects caregivers, but it also disproportionately affects the poor,” says Aleksander Tomic, the associate dean for Strategy, Innovation and Technology at the department of economics, Boston College. “For families that cannot pay for caretakers for children, the elderly or ill in their family, childcare and various appointments can claim an inordinate amount of time. Caregiving tasks are almost always done by women, even if they live with a partner.”\u003C\u002Fp\u003E\n\u003Cp\u003EFor women – and particularly women who have children – lack of time is a serious problem. Research shows that in developed countries, \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC7688061\u002F#:~:text=This%2520inequitable%2520gender-based%2520allocation,is%2520known%2520as%2520time%2520poverty\"\u003Ewomen spend twice as many hours per day on unpaid work\u003C\u002Fa\u003E such as cooking, cleaning and caring for children, while in the developing world this rises to 3.4 times.\u003C\u002Fp\u003E\n\u003Cp\u003EIn some cases, this is because of overt inequalities and fixed gender expectations about what work women should do. In others, the inequalities are more subtle. For many women, extra time is consumed by the so-called \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back\"\u003E‘hidden load’\u003C\u002Fa\u003E – the emotional and cognitive labour women shoulder, such as meal planning or organising playdates, that remains unrepresented in economic measures of productivity and growth. The time poverty prompted by the hidden load of housework often drives women – and particularly female caregivers – out of the workforce or funnels them into lower paid jobs.\u003C\u002Fp\u003E\n\u003Cp\u003E“Cognitive time poverty can show up in even higher income households, as someone still has to coordinate all of the household help,” says Tomic. “We can see the outward representations of the frustrations stemming from time poverty at the moment, mainly in the form of the Great Resignation.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe vicious cycle of time poverty\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ENicole Villegas, an occupational therapist based in Portland, Oregon, US, often sees frazzled workers come to her complaining that they simply don’t have enough time in the day. She says that most people experience this as a sense of days passing too quickly, and that she’s seen time poverty lead to poor sleep, burnout and depression.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220201-the-time-poverty-that-robs-parents-of-success-3"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Time poverty creates barriers for people who want to explore their interests outside of obligatory responsibilities like work or family care – Nicole Villegas","id":"worklife\u002Farticle\u002F20220201-the-time-poverty-that-robs-parents-of-success-4"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor some, the health impacts can be even more significant. Feeling overwhelmed by domestic responsibilities can cause women to delay seeking medical care, with \u003Ca href=\"https:\u002F\u002Fwww.kff.org\u002Freport-section\u002Fexecutive-summary-2017-kaiser-womens-health-survey\u002F\"\u003Eone study\u003C\u002Fa\u003E showing that over a quarter of American women had put off or not sought health care within the past 12 months due to a lack of time. There’s also \u003Ca href=\"http:\u002F\u002Feconomics.uwinnipeg.ca\u002FRePEc\u002Fwinwop\u002F2013-01.pdf\"\u003Eevidence\u003C\u002Fa\u003E that time poverty promotes unhealthy eating habits and decreased exercise, and that those who are time poor experience much lower \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F32747805\u002F\"\u003Elevels of wellbeing\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“Time poverty creates barriers for people who want to explore their interests outside of obligatory responsibilities like work or family care,” says Villegas. “When people live with time poverty, they often miss out on leisure activities that can support quality of life.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut it isn’t just downtime and a chance to explore new interests that the particularly time poor are missing out on; opportunities to improve life circumstances also fall by the wayside. Parents who are also students are \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fpdf\u002F10.1177\u002F23328584211011608\"\u003Eless likely\u003C\u002Fa\u003E than their childless peers to complete college, and individuals with children under the age of 13 spend significantly less time on education, with experts specifically pointing to time poverty as the primary cause.\u003C\u002Fp\u003E\n\u003Cp\u003EAcademics also note that the \u003Ca href=\"https:\u002F\u002Fwww.hbs.edu\u002Fris\u002FPublication%2520Files\u002F20-051_9ccace07-ec9b-409e-a6aa-723f091422fb.pdf\"\u003Etime poor struggle to carve out the hours needed to seek better employment\u003C\u002Fa\u003E, and often don’t have the mental space to make good financial decisions. The resultant economic poverty they experience creates even greater time poverty – this could be the length of time it takes to complete tasks if a household does not have reliable internet access, time spent looking after children if you can’t afford day-care, or the time that it \u003Ca href=\"https:\u002F\u002Fopentransportationjournal.com\u002FVOLUME\u002F13\u002FPAGE\u002F151\u002FFULLTEXT\u002F\"\u003Etakes to commute\u003C\u002Fa\u003E if a person cannot afford to live in a major urban centre.\u003C\u002Fp\u003E\n\u003Cp\u003EIndividuals then become trapped in a vicious cycle. Their low income makes them time poor – but their lack of time also stops them from improving their economic circumstances. “From an economic perspective, time poverty manifests in lower productivity, and eventually lower chances for advancement,” says Tomic. “This ultimately results in a wage gap.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220201-the-time-poverty-that-robs-parents-of-success-5"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220201-the-time-poverty-that-robs-parents-of-success-6"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EClosing the gap\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe pandemic only amplified existing issues, with the average working day increasing \u003Ca href=\"https:\u002F\u002Fhbswk.hbs.edu\u002Fitem\u002Fyou-re-right-you-are-working-longer-and-attending-more-meetings\"\u003Eby 48 minutes\u003C\u002Fa\u003E in the early phases of lockdowns, and the proportion of unpaid work done by women multiplying as many working mothers juggled jobs with homeschooling. \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fworld-55016842\"\u003EStress and depression rocketed\u003C\u002Fa\u003E among overstretched parents, and in the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women\"\u003EUS, labour market participation\u003C\u002Fa\u003E among women dropped to its lowest in 30 years as mothers struggling with the demands of work and family finally quit.\u003C\u002Fp\u003E\n\u003Cp\u003E“The pandemic has magnified time poverty by removing many support systems previously available for parents, and in some cases adding additional responsibilities, such as grocery shopping for an elderly neighbour,” says Iryna Sharaievska, an assistant professor in the College of Behavioural, Social and Health Sciences, Clemson University, US. “These additional responsibilities fell primarily on the shoulders of women. As a result, mothers were twice as likely as fathers to lose their employment to accommodate for a lack of childcare, whilst many had to decrease their hours of work. Women of colour, women without a college degree and low-income women were most impacted.” \u003C\u002Fp\u003E\n\u003Cp\u003ESharaievska worries that time poverty will only increase in future. “As a society we are constantly increasing our expectations for productivity and performance, and engagement and responsibility as a parent,” she says. “We praise those who ‘do it all’. ‘Super mums’ who ‘have it all’ are constantly presented in the media and on social media as a goal to strive for, which even further normalises a lack of support from the government, employers and communities, putting the responsibility back on mothers.”\u003C\u002Fp\u003E\n\u003Cp\u003EShe says reducing the time-poverty gap requires real change from both governments and employers, with clear policies needed to support mothers and primary caregivers. \u003C\u002Fp\u003E\n\u003Cp\u003E“The government needs to create policies that support parents – guaranteed paid vacation and parental leave, family leave that isn’t seen as a ‘once in a lifetime’ opportunity,” she says. “Additional assistance should be provided for single parents, low-income families, and families in rural communities. Employers must create an environment where employees can take care of their needs without fear of losing their jobs.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220201-the-time-poverty-that-robs-parents-of-success-7"}],"collection":[],"disableAdverts":false,"displayDate":"2022-02-03T17:30:46Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The 'time poverty' that robs parents of success","headlineShort":"The vicious cycle of 'time poverty'","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"There’s never enough time in the day. But for some parents, there’s even less – and the ‘time poverty’ problem has never been more magnified.","summaryShort":"There is never enough time in the day – but for some, there's even less","tag":[],"textToSpeech":false,"creationDateTime":"2022-02-03T00:57:21.370738Z","entity":"article","guid":"ccd5bdee-4ee6-4c03-ab35-aee8f6e2b98d","id":"worklife\u002Farticle\u002F20220201-the-time-poverty-that-robs-parents-of-success","modifiedDateTime":"2022-02-25T07:21:47.822592Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220201-the-time-poverty-that-robs-parents-of-success","cacheLastUpdated":1654031015770},"worklife\u002Farticle\u002F20220222-proof-verus-potential-problem":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220222-proof-verus-potential-problem","_id":"6267dfaa1f4b7b42d47bc2d3","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkatie-bishop"],"bodyIntro":"When ‘potential’ is seen as crucial to moving up the career ladder, women seem to lose out. Why?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn her 2013 book Lean In\u003Cem\u003E,\u003C\u002Fem\u003E Facebook COO Sheryl Sandberg claimed that most men would apply for positions when they met just 60% of the requirements, while women would only apply if they met 100% of them. Sandberg’s claim was \u003Ca href=\"https:\u002F\u002Fwww.huffingtonpost.co.uk\u002Fcurt-rice\u002Fhow-mckinseys-story-became-sheryl-sandbergs-statistic---and-why-it-didnt-deserve-to_b_5198744.html?guce_referrer=aHR0cHM6Ly93d3cuZ29vZ2xlLmNvbS8&guce_referrer_sig=AQAAAJ4BfyBCOz1CMcpRBTbA45LxMTbi0Yq-In6EjNuUH-d7fRatlRcNmELW5XC_J_Jgr8ZmWYFZFs8CUTEVPCjVKUPV5JgrAVX_HTKlhQ3xlOgX9tGGg7OcKwst6fs_oiGQ-ibOoLry-GGfUkC1DZlw4WavVnR86g51bL0Ez0kxkKht&guccounter=2\"\u003Elater debunked\u003C\u002Fa\u003E, due to its basis on anecdotal evidence rather than hard data – yet the sketchy statistic just wouldn’t go away.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s since been quoted in dozens of viral posts, \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fnextavenue\u002F2014\u002F09\u002F11\u002Fare-women-too-timid-when-they-job-search\u002F\"\u003Earticles\u003C\u002Fa\u003E and books, and is regularly used to prove that men’s potential is somehow more valued than women’s. Something about the idea resonated so deeply with people that its lack of factual backing didn’t seem to matter – it spoke to a phenomenon people were seeing and experiencing in their own lives. \u003C\u002Fp\u003E\n\u003Cp\u003ENow, emerging research points to why the idea that women’s potential is judged differently to men’s rang true for so many women. A new study has shown \u003Ca href=\"https:\u002F\u002Finsights.som.yale.edu\u002Finsights\u002Fwomen-arent-promoted-because-managers-underestimate-their-potential\"\u003Ewomen are consistently judged as having less leadership potential than their male counterparts\u003C\u002Fa\u003E, making them 14% less likely to be promoted each year. The research, which looked at a large North American retail chain, showed that even though women scored better performance ratings, they tended to receive low ‘potential scores’ – a measure of how much their managers believed that they would grow and develop in future.\u003C\u002Fp\u003E\n\u003Cp\u003EDeciding \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210305-why-in-person-workers-may-be-more-likely-to-get-promoted\"\u003Ewhom to promote\u003C\u002Fa\u003E can be complicated business. Candidates have to demonstrate strong skills at their current level, and their managers also must believe they have the ability to perform at the next level up. Yet potential isn’t easily demonstrated; subjective measurements that assess it open the door for bias – and women \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211103-the-toll-of-being-left-behind-at-work\"\u003Eoften suffer\u003C\u002Fa\u003E as a result.\u003C\u002Fp\u003E\n\u003Cp\u003ESome argue that hiring managers are solely at fault, with their inherent biases making it difficult to imagine women as leaders; others claim women are also holding themselves back by failing to self-promote. But the proof-versus-potential problem doesn’t just show up in the workplace – and solving such a deeply ingrained issue is far from straightforward.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220222-proof-verus-potential-problem-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0bpybk5"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220222-proof-verus-potential-problem-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA narrow pipeline\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThroughout the past few years, an emerging body of evidence has shown people simply don’t see potential in women in the same way that they do in men.\u003C\u002Fp\u003E\n\u003Cp\u003EIn one 2019 study, almost 200 participants were given a selection of resumes for a director role at a fictitious technology company. Half highlighted the candidate’s past successes, while half highlighted their potential. The researchers quickly noted a pattern; participants consistently ranked male candidates highly if they focused on their potential. For female candidates the opposite was true – \u003Ca href=\"https:\u002F\u002Fwww.frontiersin.org\u002Farticles\u002F10.3389\u002Ffpsyg.2019.00755\u002Ffull\"\u003Ethey were held to much higher standards, and their leadership potential was generally overlooked\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“The traits that people typically associate with success in leadership, such as assertiveness and strength, are also typically associated with masculinity,” says Felix Danbold, an assistant professor at University College London’s School of Management, who studies how members of dominant groups react to increased workplace diversity. “This, combined with a culture in which men already possess the majority of leadership roles, makes it easier for people to imagine men succeeding in leadership. They’re also given the benefit of the doubt once in a leadership role, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210108-why-do-we-still-distrust-women-leaders\"\u003Ewhilst women face perpetual scepticism\u003C\u002Fa\u003E.”\u003C\u002Fp\u003E\n\u003Cp\u003EWomen in the US make up almost half of the entry-level workforce, but fill only \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Fdiversity-and-inclusion\u002Fwomen-in-the-workplace\"\u003Eabout 21%\u003C\u002Fa\u003E of C-suite roles. The reasons why the entry-level to C-suite pipeline is so narrow for women are complex. Women are more likely to take \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard\"\u003Ecareer breaks\u003C\u002Fa\u003E than men, particularly to prioritise care-giving responsibilities. They are also less likely to apply for a \u003Ca href=\"https:\u002F\u002Fbusiness.linkedin.com\u002Fcontent\u002Fdam\u002Fme\u002Fbusiness\u002Fen-us\u002Ftalent-solutions-lodestone\u002Fbody\u002Fpdf\u002FGender-Insights-Report.pdf\"\u003Emore senior role\u003C\u002Fa\u003E in the first place, even within their own company. But \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training\"\u003Eunconscious bias\u003C\u002Fa\u003E and the proof-versus-potential problem remains a significant difficulty for women hoping for a promotion.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220222-proof-verus-potential-problem-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Women are non-prototypical in leadership roles, meaning that hiring managers probably have a harder time imagining them succeeding – Felix Danbold","id":"worklife\u002Farticle\u002F20220222-proof-verus-potential-problem-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Hiring managers may pretend to think deeply, but will likely just be drawing on their intuition,” says Danbold. “It boils down to the fact that women are non-prototypical in leadership roles, meaning that hiring managers probably have a harder time imagining them succeeding.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDo women hold themselves back?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ECompanies often overlook the potential of their female employees, but many experts also believe women underestimate themselves. Sandberg’s claim might not be entirely true, but there’s certainly data to suggest that women \u003Ca href=\"https:\u002F\u002Fwww.financialreporter.co.uk\u002Fgender-pay-gap-sees-men-receive-57-more-than-women-in-pay-rises.html\"\u003Eare less likely\u003C\u002Fa\u003E to put themselves forward for promotions in the first place. \u003C\u002Fp\u003E\n\u003Cp\u003EData suggests women \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2019\u002F12\u002Fresearch-how-women-undersell-their-work\"\u003Etend to undersell\u003C\u002Fa\u003E their work, rating their performance as \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2019\u002F12\u002Fwhy-dont-women-self-promote-as-much-as-men\"\u003E33% lower\u003C\u002Fa\u003E than their equally performing male colleagues. Female managers are also \u003Ca href=\"https:\u002F\u002Fwww.institutelm.com\u002Fstatic\u002Fuploaded\u002F6151ed78-0ad1-495d-960e0ae40413b572.pdf\"\u003Emore likely\u003C\u002Fa\u003E to lack self-belief, and less likely to expect to reach director level by the end of their careers. Hiring managers might be failing to see potential among their female workforce, but it’s also possible that women aren’t talking about their potential the same way their male colleagues do.\u003C\u002Fp\u003E\n\u003Cp\u003E“Ingrained societal attitudes have led to women being more tentative when applying for roles,” says Suki Sandhu, a UK-based diversity specialist and CEO of diversity and inclusion consultancies Audeliss and INvolve. “They are more likely to be self-deprecating and cite where they don’t have skills, instead of highlighting where they do. They also tend to worry more about being asked to present proof of their abilities, whilst their male counterparts are more confident in this.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe proof-versus-potential problem doesn’t just show up in the traditional workplace. Zoe Chance, an assistant professor at Yale School of Management, points to politics as an example of how women’s potential is so often overlooked. While it’s common to see comparatively young male candidates in the running, female candidates tend to enter politics \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2019\u002F04\u002F06\u002Fopinion\u002Fsunday\u002Fage-women-men-2020.html\"\u003Elater in life\u003C\u002Fa\u003E. Chance says this is because women spend years building up experience, accomplishments and recognition before they consider themselves – and are considered to be – credible candidates.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220222-proof-verus-potential-problem-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0bpyc6r"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220222-proof-verus-potential-problem-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EVoters and politicians might also act in much the same way as hiring managers. “Women feel forced to compete on their record, whilst men can compete on their vision,” she says. “It’s not a coincidence that the young politicians that we elect tend to be men.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFixing the problem\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe failure to see women’s potential is based on decades of deeply ingrained social and cultural attitudes. Can they realistically be undone?\u003C\u002Fp\u003E\n\u003Cp\u003E“The important thing is to focus on debiasing the system, rather than relying on people to debias themselves, which would take far longer,” says Chance. “Women are less likely to ask for raises and promotions – less likely to realise that they \u003Cem\u003Ecan \u003C\u002Fem\u003Eask – and so for managers of women it’s important not to wait until they ask for something.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe idea that women don’t put themselves forward for promotions or talk about their potential enough unfairly shifts the onus onto women to solve the problem. Instead, we should be focusing on fixing \u003Cem\u003Ewhy\u003C\u002Fem\u003E women don’t feel able to put themselves forward for promotions – and how companies can ensure that they are fairly evaluated once they are in the running.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220222-proof-verus-potential-problem-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Women feel forced to compete on their record, whilst men can compete on their vision – Zoe Chance","id":"worklife\u002Farticle\u002F20220222-proof-verus-potential-problem-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAt the core of this shift is challenging our beliefs about what leadership looks like – but this can be a slow and intangible process. Sophie Milliken, a UK-based recruitment expert and author of The Ambition Accelerator\u003Cem\u003E, \u003C\u002Fem\u003Esays there are also practical steps that companies can take to support their female workforce and rewrite the proof-versus-potential narrative for good.\u003C\u002Fp\u003E\n\u003Cp\u003E“Consideration should be given to the specific support women need early on in their careers,” she says. “Mentors can work well, as well as development programmes specifically aimed at women. Training can be given to hiring managers to encourage them to challenge their own biases, and having a robust scoring criteria and independent facilitator when hiring and promoting can help to challenge biases in a constructive way.”\u003C\u002Fp\u003E\n\u003Cp\u003ERight now, the proof-versus-potential problem is a troubling vicious circle – when people don’t see enough women in the top jobs, they find it difficult to believe that women have what it takes to become leaders. By boosting more women into boardrooms, organisations can prove that their female colleagues do, indeed, have potential. What they do once they get there could help the next generation of women get to the top, too.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220222-proof-verus-potential-problem-8"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2022-02-22T15:24:30Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Proof versus potential: Why women must work harder to move up","headlineShort":"Why some are promoted on potential","image":["p0bpyc41"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity","worklife\u002Farticle\u002F20220203-brain-waste-the-skilled-workers-who-cant-get-jobs","worklife\u002Farticle\u002F20220201-the-time-poverty-that-robs-parents-of-success"],"relatedTag":null,"summaryLong":"When ‘potential’ is seen as crucial to moving up the career ladder, women seem to lose out. Why?","summaryShort":"When potential is seen as crucial to moving up the ladder, not everyone wins","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2022-02-21T20:36:23.902944Z","entity":"article","guid":"e868a150-cbc0-4212-8659-cbfb551caad5","id":"worklife\u002Farticle\u002F20220222-proof-verus-potential-problem","modifiedDateTime":"2022-02-28T15:14:04.148289Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220222-proof-verus-potential-problem","cacheLastUpdated":1654031015769},"worklife\u002Farticle\u002F20220118-cv-ageism-can-you-be-the-wrong-age-for-a-job":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220118-cv-ageism-can-you-be-the-wrong-age-for-a-job","_id":"6267dfaa1f4b7b42d55aa753","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Age-related biases are baked into the recruiting process, whether conscious or not. Should workers be cagey, in order to overcome recruiters’ biases?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EApplying for jobs is generally miserable, even at the best of times. But what if you knew that simply revealing your age on your CV would send your application straight into the ‘no’ pile? \u003C\u002Fp\u003E\n\u003Cp\u003EThat’s the reality for many people. Age discrimination means that over-50s are \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fsociety\u002F2021\u002Fjan\u002F18\u002Fover-50s-who-lose-jobs-much-more-likely-to-stay-unemployed-study-finds\"\u003Emore than twice\u003C\u002Fa\u003E as likely as other workers to be unemployed for two years or longer if they lose their current job. One study showed that a 50-year-old worker was up to \u003Ca href=\"https:\u002F\u002Fwww.britsoc.co.uk\u002Fmedia-centre\u002Fpress-releases\u002F2019\u002Fapril\u002Folder-job-applicants-up-to-three-times-less-likely-to-be-selected-for-interview-than-younger-ones-study-finds\u002F\"\u003Ethree times less likely\u003C\u002Fa\u003E to get an interview than a 28-year-old applicant. “When you’re in your 40s and 50, mentioning your age is like dropping an F-bomb,” says 55-year-old CJ* who lost his corporate marketing job 20 months ago and is still looking for another. \u003C\u002Fp\u003E\n\u003Cp\u003EIt’s not just older job-seekers facing automatic rejection; young people can also be discounted for roles because of their age. Although this type of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210730-the-acute-ageism-problem-hurting-young-workers\"\u003E‘reverse’ ageism\u003C\u002Fa\u003E is much less researched, studies show that younger workers can be \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fprofile\u002FRadostina-Purvanova\u002Fpublication\u002F319171209_An_examination_of_generational_stereotypes_as_a_path_towards_reverse_ageism\u002Flinks\u002F599b3ca4a6fdcc500349c1ca\u002FAn-examination-of-generational-stereotypes-as-a-path-towards-reverse-ageism.pdf\"\u003Econsidered\u003C\u002Fa\u003E undesirable employees, and that this can \u003Ca href=\"https:\u002F\u002Fpdfs.semanticscholar.org\u002F24aa\u002Fcb976a6c29ce4006dc9e5fab5ca102ced7fa.pdf\"\u003Elead\u003C\u002Fa\u003E to them not getting hired. \u003C\u002Fp\u003E\n\u003Cp\u003E“When you’ve got baby boomers who think that millennials are lazy and entitled, you can imagine how an assumption like that could get into the recruitment process,” says social scientist Stéphane Francioli, of New York University’s Stern School of Business, who recently co-authored a \u003Ca href=\"https:\u002F\u002F12fa59ef-e892-48e0-8a32-e4371f01ee39.filesusr.com\u002Fugd\u002Faf8b83_546a40eea5274e3ba5bf7b6d20a5a723.pdf\"\u003Estudy\u003C\u002Fa\u003E on ‘Youngism’, together with Professor Michael North. \u003C\u002Fp\u003E\n\u003Cp\u003ETackling the issue of age-related assumptions in the recruitment process is tricky. Some workers have come up with their own solution; \u003Ca href=\"https:\u002F\u002Fwww.workingwise.co.uk\u002Folder-workers-under-cover\u002F\"\u003E44% of over-45s\u003C\u002Fa\u003E admit to altering their age on their CV. Other strategies involve only detailing most recent employment experiences (for older workers), or removing age-related information like graduation dates (for younger and older workers) in order to get through initial screening processes. \u003C\u002Fp\u003E\n\u003Cp\u003EBut does removing age-related information from résumés really make a difference for helping younger and older workers secure a job? \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA permitted prejudice?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWhen you apply for a job, there's no obligation to put your age or age-related indicators on your CV. Even if you do, there are laws preventing employers from overtly discriminating based on age. Yet the moment your CV hits a recruiter’s desk, subconscious biases around candidate ages are likely to kick in.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220118-cv-ageism-can-you-be-the-wrong-age-for-a-job-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Ageism is oftentimes a bias that doesn't even get discussed in this landscape of inequality – Ashley Martin","id":"worklife\u002Farticle\u002F20220118-cv-ageism-can-you-be-the-wrong-age-for-a-job-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHiring managers often don’t have time to read every application they receive thoroughly, so they often resort to making assumptions based on small details that stand out. At a certain point, the people doing the hiring are looking for reasons to say no, and age is one of them – whether consciously or otherwise. \u003C\u002Fp\u003E\n\u003Cp\u003E“You're going to rely on stereotypes to make a first selection, and to some extent that’s understandable when you’ve got 200 applications for a single position,” says Jelle Lössbroek, who studies workplace ageism at Utrecht University in The Netherlands. “But this phase is where ageism is really influential.” \u003C\u002Fp\u003E\n\u003Cp\u003EWhether it’s assuming older employees will take more sick days (\u003Ca href=\"https:\u002F\u002Fwww.cityam.com\u002Fover-50s-take-half-many-sick-days-younger-workers\u002F\"\u003Ethey don’t\u003C\u002Fa\u003E) or younger applicants are job-hoppers (\u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fworld\u002F2016\u002Fmar\u002F15\u002Fmillennials-work-five-stereotypes-generation-y-jobs\"\u003Ethey aren’t\u003C\u002Fa\u003E), these clichés don’t have to be true to make an impact. “If that’s what managers think, that’s what they will consider when they’re looking at a job applicant,” says Lössbroek.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220118-cv-ageism-can-you-be-the-wrong-age-for-a-job-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Man working on a laptop","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220118-cv-ageism-can-you-be-the-wrong-age-for-a-job-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPart of the issue is many people don’t consider ageism a problem. A 2021 research paper from the Stanford Graduate School of Business showed that \u003Ca href=\"https:\u002F\u002F12fa59ef-e892-48e0-8a32-e4371f01ee39.filesusr.com\u002Fugd\u002Faf8b83_d5a88b45228b496d971661407736345a.pdf\"\u003Eageism seems to be the only condonable prejudice\u003C\u002Fa\u003E. “Ageism is oftentimes a bias that doesn't even get discussed in this landscape of inequality,” says lead author Professor Ashley Martin. In fact, her research shows that those who endorse and advocate for equality are more likely to be prejudiced against older individuals. \u003C\u002Fp\u003E\n\u003Cp\u003E“Unlike with race and gender, we often believe older individuals have already had their successes and opportunities. So now, the natural order of things says that they should step down so that younger people can step up,” says Martin. “And that oftentimes legitimises age bias, and allows people to feel pretty comfortable excluding older individuals from the workforce.” \u003C\u002Fp\u003E\n\u003Cp\u003EThis problem is especially clear with hiring managers. “There’s less of an idea that you’re doing something bad when you’re selecting on age,” says Lössbroek. “Many managers would feel bad saying they were selecting by skin colour, but with age, too many managers would say it’s nothing personal, it just works better like this.” \u003C\u002Fp\u003E\n\u003Cp\u003EIn one of his research projects on age discrimination in hiring, Lössbroek ended a survey by asking: ‘What do you think this study was about?’ About one in three respondents correctly guessed that the focus of the survey was ageism. Lössbroek and his team then looked back over participants’ answers, assuming they would have toned down their ageism as a result – but that was not entirely the case. “Yes, they discriminated a bit less than the other groups,” says Lössbroek. “But they still discriminated a lot.” It’s as if ageism was nothing to be ashamed of. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMitigating measures\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIf judgements related to worker age are inevitable, is there realistically anything candidates can do to avoid falling victim to prejudices? After all, even if you strip your CV of your date of birth, there are plenty of other age-related indicators in your list of previous jobs, skills and qualifications. Some recruitment advisers suggest leaving off key dates and only listing your last 15 years of experience, but is that a real solution? \u003C\u002Fp\u003E\n\u003Cp\u003E“The more salient your age appears on your CV, the more likely the one who reads it will focus on your age,” points out Lössbroek, explaining that the harder it is to find your age, the safer you are from having your résumé thrown out before being properly read. “I think there’s some value in not displaying the age explicitly, but it doesn't solve everything.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220118-cv-ageism-can-you-be-the-wrong-age-for-a-job-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Smiling woman working on a laptop","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220118-cv-ageism-can-you-be-the-wrong-age-for-a-job-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EStanford’s Martin suggests tackling potential ageism head on instead. “Erasing age from a résumé is one way to mitigate some of the biases, but it’s not a way I’m overly optimistic about, she says, explaining that cutting your 30, 40 or 50 years of experience down to 15 would likely downplay your accomplishments. “Removing things creates a lot of ambiguity, and that opens up a lot of room for bias. When we don’t know information, our mind has a lot of ability to assume.” \u003C\u002Fp\u003E\n\u003Cp\u003EInstead, think about what your age might suggest to a recruiter about you, and cut it off at the pass. Older applicants should, for example, emphasise their tech skills to counter possible stereotypes about adaptability. Younger workers should be explicit about problems they’ve solved, particularly ones that might appear out of their age bracket. “When you make things really clear, it becomes much harder for [recruiters] to make assumptions,” says Martin. \u003C\u002Fp\u003E\n\u003Cp\u003EIf candidates can catch a recruiter’s attention for the right reason, they have more chance of securing an interview and an all-important opportunity to make their case for employment in person. So, thinking about how you tackle the issue of age on your CV, both through what you chose to disclose and how you present and emphasise your skills, seems beneficial. \u003C\u002Fp\u003E\n\u003Cp\u003EBut companies would also benefit from scrutinising their recruitment practises to ensure biases aren’t causing good candidates to be overlooked – particularly given the tight labour market. Action from employers would do more to move the needle on ageism in employment than tweaks to a CV. \u003C\u002Fp\u003E\n\u003Cp\u003E“It makes sense to talk about strategies the victim can use,” says Lössbroek. “But usually it's the perpetrator who has more agency to change the situation.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220118-cv-ageism-can-you-be-the-wrong-age-for-a-job-6"}],"collection":null,"disableAdverts":false,"displayDate":"2022-01-19T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"CV ageism: Can you be the 'wrong’ age for a job?","headlineShort":"The CV ageism that hurts workers","image":[],"imageAlignment":"centre","imageAltText":"Woman looking at her laptop","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Age-related biases are baked into the recruiting process, whether conscious or not. Should workers be cagey, in order to overcome recruiters’ biases?","summaryShort":"Both older and younger workers alike can fall victim to age-based judgement","tag":[],"textToSpeech":false,"creationDateTime":"2022-01-18T20:56:13.895877Z","entity":"article","guid":"40dc580c-59f3-476d-a454-13c91281d377","id":"worklife\u002Farticle\u002F20220118-cv-ageism-can-you-be-the-wrong-age-for-a-job","modifiedDateTime":"2022-02-25T07:20:54.580668Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220118-cv-ageism-can-you-be-the-wrong-age-for-a-job","cacheLastUpdated":1654031015770},"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility","_id":"6267dfab1f4b7b3e4e21168e","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Employees with non-traditional working arrangements have been punished in pay and promotions alike. As flexible work becomes the norm, can we end the penalty?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt’s almost hard to remember a time before the pandemic when working flexibly was the exception, rather than the norm. Whether flexibility meant keeping different hours to the normal 9-to-5 structure or the ability to work outside the office, those whose jobs were structured atypically stuck out as different to their colleagues. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd often, they paid a price; those who did secure a flexible role were likely to find that their working pattern came with a pay or progression penalty linked to \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fgx\u002Fen\u002Fabout\u002Fdiversity\u002Fiwd\u002Finternational-womens-day-pwc-time-to-talk-report.pdf\"\u003Enegative perceptions\u003C\u002Fa\u003E of flexible work. This especially impacted women, who were \u003Ca href=\"https:\u002F\u002Fwww.cipd.co.uk\u002FImages\u002Fmegatrends-report-flexible-working-1_tcm18-52769.pdf\"\u003Etwice as likely\u003C\u002Fa\u003E to work flexibly as men. \u003C\u002Fp\u003E\n\u003Cp\u003EYet the upheaval we’ve experienced over the past two years – and the fact that millions of employees of all kinds across many industries have proved that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work\"\u003Eflexible work can be highly productive\u003C\u002Fa\u003E – may have shifted these perceptions. Leaders and decision-makers who might previously have frowned on flexible working have had the chance to experience a different way of working themselves, and many found they liked it. In fact, numerous \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-56972207\"\u003Emajor organisations\u003C\u002Fa\u003E have stated they do not plan to make a full-time return to the office, in spite of easing lockdown measures in some countries. \u003C\u002Fp\u003E\n\u003Cp\u003EWith such a significant shift, those who want to work flexibly may well be hoping that negativity associated with non-traditional working patterns will have disappeared. But it may not be so simple; \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Epresenteeism\u003C\u002Fa\u003E remains a powerful force, and work cultures still favour those who spend more time with managers. \u003C\u002Fp\u003E\n\u003Cp\u003EWith these factors in play, will the flexible work penalty come back into full force when workers are asked to return to the office, however many days a week – or have the last two years changed perceptions around flexible work for the better? \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA “want” rather than a “need”\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ETraditionally, unconventional work set-ups were much more likely to be the preserve of mothers juggling childcare with the demands of their career. Yet the enforced shift to widespread remote working – and the fact that many people have subsequently embraced it – has meant that flexible work is no longer reserved for female caregivers. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.glassdoor.co.uk\u002Fblog\u002Fcompanies-work-life-balance\u002F\"\u003EThree-quarters of UK workers\u003C\u002Fa\u003E now say \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement\"\u003Ework-life balance\u003C\u002Fa\u003E is more important to them than it was pre-pandemic, and employers are starting to respond to this. The number of jobs advertised as remote has increased by \u003Ca href=\"https:\u002F\u002Fwww.peoplemanagement.co.uk\u002Fnews\u002Farticles\u002Fprompting-employers-state-flexible-working-options-leads-20-per-cent-boost-ads-offering-flexibility-analysis-finds#gref\"\u003Eroughly 20%\u003C\u002Fa\u003E since 2020, as demand increases, and both companies and staff alike have begun to understand that wanting to work flexibly is not necessarily negative or due to a lack of commitment. For many workers, it’s become about how their career fits with their lifestyle – it’s a ‘want’ rather than a ‘need’ that can help increase their quality of life.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There will always be a bit of a premium for being physically in the office – Alok Alström","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Flexible work carried much more stigma pre-pandemic,” says Molly Johnson-Jones, co-founder of Flexa, a company that assesses the flexible working policies of major organisations. “Before, those who hadn’t worked regularly from home assumed that it meant working less hard. Now, because everyone has been forced to work from home and they’ve still been productive, those pre-conceived notions of what working from home means have been dispelled.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe number of newly created flexible roles reflects this mindset shift; pre-pandemic, finding a flexible role could be a battle, with demand vastly outstripping supply. In the UK only \u003Ca href=\"https:\u002F\u002Ftimewise.co.uk\u002Fwp-content\u002Fuploads\u002F2019\u002F09\u002FTW_Flexible_Jobs_Index_2019.pdf\"\u003E15% of jobs\u003C\u002Fa\u003E were advertised as flexible in 2019, significantly less than the 87% of employees who wanted flexibility in their role. Now, however, millions of roles have that flexibility built in, whether shifting to entirely remote or hybrid set-ups. \u003C\u002Fp\u003E\n\u003Cp\u003EThis could be good news for women – the comparatively high uptake of part-time work, remote schedules and reduced hours among working mothers has always been a \u003Ca href=\"https:\u002F\u002Fwww.ft.com\u002Fcontent\u002Ffccde92e-0817-11e8-9650-9c0ad2d7c5b5\"\u003Ekey contributing factor\u003C\u002Fa\u003E to the gender pay gap. Yet demand to work flexibly from men \u003Ca href=\"https:\u002F\u002Fflexa.careers\u002Fblog\u002Flondon-march-2021.is-male-demand-driving-flexibility\"\u003Eincreased by 30%\u003C\u002Fa\u003E during the pandemic, and research suggests that the number of men requesting to work remotely is now comparable to their female counterparts. \u003C\u002Fp\u003E\n\u003Cp\u003EAlthough widespread remote working hasn’t been the norm for long enough to observe progression and pay patterns among newly flexible workers, experts are hopeful that increased normalisation of flexible work could potentially reduce its negative impact on careers and even lessen gender pay gaps. \u003C\u002Fp\u003E\n\u003Cp\u003E“Flexible working was historically associated with women more than men, and particularly working mothers,” says Johnson-Jones. “By removing the need to have a ‘reason’ to request flexibility and giving everyone the freedom to choose how to work, we can make true progress on gender equality.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Colleagues drinking together","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe problem of presenteeism\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EYet, as employees trickle back to the office and more workplaces initiate hybrid working policies, some worry familiar problems of presenteeism might stifle progress. \u003C\u002Fp\u003E\n\u003Cp\u003E“There will always be a bit of a premium for being physically in the office,” says Alok Alström, founder of the Future of Work Institute, a think tank based in Sweden. Working remotely could prevent workers from developing a strong relationship with “the person who is controlling your salary and role, particularly if you haven’t met key decision-makers. It also means that you are less likely to be invited to social events, which are often where relationships are built within companies.” \u003C\u002Fp\u003E\n\u003Cp\u003EEnforced remote working offered up an idealised version of a more equitable workplace – after all, it’s difficult to penalise someone for spending less time at the office when everyone is working from their kitchen table. As yet, however, there’s little evidence to show that the level playing field wasn’t simply a temporary benefit of lockdown. As Alström argues, it’s possible human nature might win out, with office bonding mechanisms offering a natural advantage to those who choose to show up to the workplace in person. \u003C\u002Fp\u003E\n\u003Cp\u003EExperts also point out that, far from being a utopia for flexible workers, the post-pandemic office environment could heighten competition between at-home staff and those who show up to the workplace. \u003C\u002Fp\u003E\n\u003Cp\u003E“The democratisation of flexible work might make those who don’t go for this option stand out even more,” says Thomas Roulet, an associate professor in organisational theory at the University of Cambridge Judge Business School. “It’s perfectly intuitive to believe that the flexible work penalty will lessen as everybody gets access to flexible work, but it might simply mean that those who stay away from flexible working make an even stronger signal of commitment to their employers.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The post-pandemic office environment could heighten competition between at-home staff and those who show up to the workplace","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPresenteeism is a powerful force that’s been blamed for everything from the widespread burnout of office workers to the \u003Ca href=\"https:\u002F\u002Fig.ft.com\u002Fspecial-reports\u002Fhealth-work\u002F2019\u002F\"\u003Eproductivity lag\u003C\u002Fa\u003E in many economies. The idea of “showing up” is so deeply ingrained in working culture that Roulet believes some employees may continue to pursue it, even when less rigid work structures are an option, deepening the divide between flexible and non-flexible staff. And this wouldn’t just be a problem for people who choose to take advantage of newly adaptable workplace policies. \u003C\u002Fp\u003E\n\u003Cp\u003E“Hyperflexibility might become the norm, but there are implications for how people take advantage of these policies,” he says. For office-based workers, too, “it might actually generate more burnout, as some employees feel more responsible and engaged, and so might be less likely to take time off, for example, whilst others take full advantage of the flexibility options available to them.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPreparing for change\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe only way for workers to know if the penalty is mitigated for good – or perhaps even worse than ever, as Roulet fears – is for working patterns to stabilise in some way so employees and experts alike can collect data. \u003C\u002Fp\u003E\n\u003Cp\u003EOf course, work hasn’t yet settled – and with the rise of a new virus variant, it seems increasingly likely we’ll stay in flux for some time. It may be a while until we can see how the flexible work penalty plays out in a world that is newly – and seemingly – permanently accommodating to formerly unconventional work patters. \u003C\u002Fp\u003E\n\u003Cp\u003EBut that’s not all bad. This holding pattern gives companies time to continue evaluating their policies and practices as well as examine their biases, as workers are pushing them to do. It creates some hope that we’ll soon find a fairer and more equitable way of working, whether workers are at office desks or kitchen tables.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility-6"}],"collection":[],"disableAdverts":false,"displayDate":"2022-01-10T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Will workers continue to pay a price for flexibility?","headlineShort":"The end of the 'flexible work penalty'?","image":[],"imageAlignment":"centre","imageAltText":"A woman working at home","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Employees with non-traditional working arrangements have been punished in pay and promotions alike. As flexible work becomes the norm, can we end the penalty?","summaryShort":"Why workers are still losing pay and promotions when they work remotely","tag":[],"textToSpeech":false,"creationDateTime":"2022-01-09T20:58:58.991101Z","entity":"article","guid":"30fc7c02-9f07-4d69-987a-a93de2b729dc","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility","modifiedDateTime":"2022-02-25T07:20:22.488899Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility","cacheLastUpdated":1654031015771},"worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home","_id":"6267dfbe1f4b7b4af6023ae0","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Working outside the office should help de-escalate workplace toxicity. But in reality, dysfunctional workplace culture may actually get worse when you’re at home.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Nikolina swapped the office for home working in early 2020 as the pandemic swept the globe, she hoped her company’s toxic culture might improve. “I thought my work would be a lot less stressful without my boss watching my every move,” says the 22-year-old Prague-based content writer. “I was so wrong.” \u003C\u002Fp\u003E\n\u003Cp\u003EInstead, her supervisor found new ways to monitor the team virtually, using software such as TeamViewer and Hubstaff. “I guess not having all his employees nearby really affected him, because he became obsessive, micromanaging every single aspect of our working hours and finding the smallest things to critique,” says Nikolina, whose is withholding surname for privacy concerns. “Our stress levels were high, knowing that any moment our boss could check on us, and we were all collectively going crazy.” \u003C\u002Fp\u003E\n\u003Cp\u003EFor those employed in toxic office settings, the shift to remote work may have seemed like a silver lining of Covid-19: a chance to enjoy much-needed distance from a negative atmosphere. But, as Nikolina discovered, unpleasant work dynamics can follow us home – and in some cases, get worse, as isolation may aggravate the challenges of working with bosses or colleagues behaving badly. \u003C\u002Fp\u003E\n\u003Cp\u003EToxic work cultures can have major impacts on employee wellbeing – which is why it’s particularly vital for people to understand their options for protecting themselves. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EToxic from the top down\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EToxic workplaces can take many forms, but they share a common thread among employees: negativity and harm. \u003C\u002Fp\u003E\n\u003Cp\u003E“A toxic work culture is one where workers are exposed to psychosocial hazards,” says Aditya Jain, an associate professor in human resource management at Nottingham University Business School, who has studied stress, wellbeing and mental health in the workplace. “They may have little or no organisational support, poor interpersonal relationships, high workload, lack of autonomy, poor rewards and a lack of job security.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Our stress levels were high, knowing that any moment our boss could check on us – Nikolina","id":"worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe consequences of such work cultures, says Jain, are wide-ranging. They may include individual physical health impacts, like heart disease or musculoskeletal disorders, poor mental health and burnout, as well as organisational fallout, like reduced attendance, engagement, productivity and innovation. \u003C\u002Fp\u003E\n\u003Cp\u003EMost toxic work cultures originate with poor management, whose bad habits can be contagious. “Destructive behaviours at the top trickle down,” says Manuela Priesemuth, an associate professor in the management and operations department at Villanova University in Pennsylvania, US, who has researched \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2020\u002F06\u002Ftimes-up-for-toxic-workplaces\"\u003Eabusive managers and toxic workplaces\u003C\u002Fa\u003E. “If executives engage in toxic behaviour, people in the organisation assume this behaviour is accepted and they engage in it, too. Soon enough, a toxic climate is formed, where everybody thinks, ‘This is just how we act around here’.” \u003C\u002Fp\u003E\n\u003Cp\u003EBefore the pandemic, these toxic behaviours would take place in person, during meetings, presentations or casual interactions. Now, they occur over calls and in messages. And although you might assume distance would reduce some of these tensions, experts say being away from the office is more likely to do the opposite.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Angry boss - file image","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Toxic cultures persist in remote settings, such that we see similar hostility over Zoom chats or email,” says Priesemuth. “Distance or anonymity can enhance negative behaviours – it’s sometimes easier to send a rude or threatening message than say it in person.” \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210216-how-boredom-can-be-a-force-for-good-or-bad\"\u003EPandemic fatigue\u003C\u002Fa\u003E is another contributing cause of bad behaviour. “Psychological distress and depletion are some of the main drivers of aggressive behaviours in the workplace. People might just have shorter fuses, which translates into less civil communication and discourse,” she adds.   \u003C\u002Fp\u003E\n\u003Cp\u003EIn Nikolina’s case, after going remote, her boss’s already controlling behaviour started to feel more like harassment than supervision. “He would randomly call and demand you share your screen, or ask us to screen record our entire day. If he noticed a drop in activity for more than 10 minutes, you would get a Zoom check-in or TeamViewer session – even when people tried to take a shower or cook dinner.” She says he also messaged employees with urgent requests at midnight, and forbade them to take days off. \u003C\u002Fp\u003E\n\u003Cp\u003E“My entire team suffered under his management,” she says. “Personally, I was in a constant state of anxiety and had a lot of trouble sleeping at night, staying up late hours thinking [about work].”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Destructive behaviours at the top trickle down – Manuela Priesemuth","id":"worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EExperts say that having a boss who is a bully can be especially harmful in remote work environments, like many are experiencing now. The person still needs to interact with the bully, says Jain, but may find the behaviour harder to handle when they are at home, suffering from a lack of social interaction, feelings of emotional exhaustion and the work-life imbalance stemming from blurred personal and professional lines. \u003C\u002Fp\u003E\n\u003Cp\u003E“Working remotely can make the situation worse, as the individual might not be able to get informal social support from their colleagues or take recourse from grievance mechanisms through HR because they’re isolated and feel less empowered,” he adds. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECoping with a toxic culture\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EGetting rid of toxic work culture, say Jain and Priesemuth, involves companies identifying and addressing the root causes of the dysfunction, which is often bad management. But that doesn’t mean employees have to wait around hoping things will get better. Educating yourself on your rights, whether via your company’s employment policies or local laws, can be an empowering first step. \u003C\u002Fp\u003E\n\u003Cp\u003E“Being aware of your employer’s legal obligations is useful, as you can hold them to account,” says Jain. Many countries regulate working hours, time off and holidays, with the UN’s International Labour Organization’s \u003Ca href=\"https:\u002F\u002Fwww.ilo.org\u002Fglobal\u002Fstandards\u002Fsubjects-covered-by-international-labour-standards\u002Fworking-time\u002Flang--en\u002Findex.htm\"\u003Eguidelines\u003C\u002Fa\u003E serving as a baseline international standard. “Having this awareness can also help in pushing back on managers whose expectations have become unreasonable or unfair since the transition to remote work.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Man in a video meeting","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIf you’re a victim of bullying or otherwise unprofessional behaviour, it’s a good idea to save those emails or chats, or write down what was said on calls. “Gathering evidence of hostility can be a useful tool to substantiate any claims that might be raised through HR or senior management,” says Priesemuth. “Also, it’s beneficial to try to find allies – perhaps colleagues who have similar experiences or witnessed any transgressions – who can serve as a support system or help address the problem.” \u003C\u002Fp\u003E\n\u003Cp\u003EBanding together with your peers can only go so far if there’s no meaningful HR department or system for raising a grievance, however, as was the case in Nikolina’s small company. “There was no such thing as HR or leadership that could be reached with any issues or complaints,” she says. “Our boss was our only point of contact and his attitude was that we should be grateful for our jobs and salary. In the end, I quit, along with many others, once the pandemic started spawning remote jobs. Now I have the creative freedom and peace of mind to develop my own business, a dating and relationship website.” \u003C\u002Fp\u003E\n\u003Cp\u003EIf changing jobs isn’t feasible at the moment, however, you can take measures to make yourself less vulnerable to toxic behaviours. \u003C\u002Fp\u003E\n\u003Cp\u003E“Setting stronger boundaries between work and your outside life has been useful for employees,” says Priesemuth. “Research has shown that it can reduce job-related stress and increase employee wellbeing.” While this can be very challenging with a toxic boss, you can try taking small steps like turning your phone off after a certain hour of the evening, signing out of email and simply making yourself unavailable. \u003C\u002Fp\u003E\n\u003Cp\u003EStill, Priesemuth emphasises that these coping techniques may only temporarily mitigate the effects of a toxic remote work environment – not solve them permanently. If your company leadership ultimately fails to take feedback and implement change from the top down, toxicity will probably persist, and your feelings of anxiety and fear will likely linger. \u003C\u002Fp\u003E\n\u003Cp\u003EEvery employee's situation is different, of course – and not every worker has the same amount of wiggle room to make changes, if any at all. No matter what your circumstances, it’s important to remember just how damaging toxic work environments can be, whether remote or in person; just shrugging off your negative environment can only make things worse. While strong boundaries, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210218-why-we-may-have-to-re-learn-to-socialise\"\u003Esocial support\u003C\u002Fa\u003E and stress management may help, you may want to eventually consider moving on if things don’t improve. If nothing else, these strategies can buy you time until you land the next, healthier gig.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-04-05T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why toxic workplace cultures follow you home","headlineShort":"How remote work worsens toxic culture","image":[],"imageAlignment":"centre","imageAltText":"Unhappy woman staring at laptop","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Working outside the office should help de-escalate workplace toxicity. But in reality, dysfunctional workplace culture may actually get worse when you’re at home.","summaryShort":"Bad workplaces can stay bad even if you’re not in office – or may even get worse","tag":[],"textToSpeech":false,"creationDateTime":"2021-04-04T19:28:05.05587Z","entity":"article","guid":"69580ebe-1f76-4810-8298-edec4922d53d","id":"worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home","modifiedDateTime":"2022-02-25T07:06:15.271229Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home","cacheLastUpdated":1654031015772},"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change","_id":"6267dfaa1f4b7b42d23192b4","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The pandemic was a golden opportunity to fix the most toxic parts of work culture – yet we made many worse. Why?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn July, Mark, who works for a small technology company in East London, emailed his manager to tell her that he had tested positive for Covid-19. His boss didn’t ask any questions; instead, she expressed sympathy, wished him a speedy recovery and told him to take as much time off as he needed.  \u003C\u002Fp\u003E\n\u003Cp\u003EMark, whose surname is being withheld for job-security concerns, didn’t actually have Covid-19. In truth, he was exhausted and anxious; the toll of the pandemic, coupled with working 80 hours a week, and being expected to be on call around the clock, had become too much to handle. The 40-year-old was feeling severely depressed, and suspected that he might be on the cusp of a serious \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong\"\u003Eclinical burnout\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003E“At that moment it was just so much easier to say I had the virus,” he explains, admitting that he felt some guilt for lying. “The stigma around mental health is real: questions are asked and judgements are made. The only good thing about Covid is that everyone just accepts it as a reason to be out of action, feels sorry for you and then moves on.” \u003C\u002Fp\u003E\n\u003Cp\u003EIn early 2020, as the pandemic started spreading aggressively around the world, almost every industry was forced to adapt its way of working – in many cases, overnight. Management experts framed this as potentially positive: they were swift to forecast that this period of extreme and forced experimentation \u003Ca href=\"https:\u002F\u002Fsloanreview.mit.edu\u002Farticle\u002Fhow-companies-are-winning-on-culture-during-covid-19\u002F\"\u003Ewould provide a rich and unique opportunity\u003C\u002Fa\u003E to stamp out some of the most insidious elements of toxic workplace culture: \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Epresenteeism\u003C\u002Fa\u003E, a glorification of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003Eoverwork\u003C\u002Fa\u003E and an entrenched authority bias that stops employees from speaking up when things don’t feel right.  \u003C\u002Fp\u003E\n\u003Cp\u003EBut as businesses reopen and companies begin to explore ways of operating that are fit for a post-pandemic world, there’s evidence that much still needs to be done to dismantle the relics and features that most prominently perpetuate unhappiness and ill health in the workplace. Mark’s experience is just one brutal and vivid example of this. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA missed opportunity\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EFor years, it’s been widely acknowledged that many elements of modern workplace culture are problematic – and even damaging. \u003C\u002Fp\u003E\n\u003Cp\u003EIn the past few decades, technology in globally interconnected companies and industries has introduced a fresh level of competition and speed. Almost anyone was given the opportunity to work from anywhere at any time, which led to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003Eoverwork and overtime becoming dangerously glorified\u003C\u002Fa\u003E. Workaholism emerged as a sign of praiseworthy ambition and commitment to corporate causes, even as the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us\"\u003Edetrimental health effects\u003C\u002Fa\u003E of never switching off became \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190610-how-to-tell-if-youve-got-pre-burnout\"\u003Eimpossible to ignore\u003C\u002Fa\u003E.  \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There’s much evidence that harmful pre-pandemic ways have simply been adapted for the remote world","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMany consultants, managers and workplace experts witnessing the evolution of labour practices were acutely aware of these harmful shifts, and agonised over how to fix what was broken. But the relentless grind of everyday life provided scant opportunity to reflect and ultimately challenge such an entrenched status quo. \u003C\u002Fp\u003E\n\u003Cp\u003EHowever, when Covid-19 hit, businesses all around the world were forced to pause, assess and recalibrate. As companies retooled how they worked, and made decisions for how their workforces would go forward, this collective breath provided a rare opportunity to remedy the most insidious parts of working culture. \u003C\u002Fp\u003E\n\u003Cp\u003EExcept, despite this open window, little seems to have changed. Even as workplace practices have been fiercely debated and discussed, there’s much evidence that harmful pre-pandemic ways have simply been adapted for the remote world, raising fears that even as we re-invent work in a hybrid and flexible way, toxic culture could endure – or even worsen, becoming even more rife and ubiquitous. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBad – and getting worse?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“The arrival of the pandemic first seemed to put the work-to-death mentality on hiatus,” says Maryam Meddin, the founder and CEO of a behavioural health clinic in London called The Soke. “But after a while, it emerged that ‘working from home’ had somehow morphed into ‘living at work’, and people were working even longer hours than before.” \u003C\u002Fp\u003E\n\u003Cp\u003EThis is particularly evidenced in the evolution of presenteeism, wherein employees come to work as a performative measure, despite being sick or fatigued. As a huge chunk of the global labour market moved out of the office and into a remote set-up during the pandemic, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity\"\u003Epresenteeism silently shifted into the digital workplace\u003C\u002Fa\u003E\u003Cspan\u003E.\u003C\u002Fspan\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Woman working at home in the dark","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEarlier this year, amid a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-54289152\"\u003Ereported rise in companies using surveillance software\u003C\u002Fa\u003E to ensure that employees put in the hours while working from home, cybersecurity company Kaspersky surveyed 2,000 full-time workers in the UK. A quarter of respondents admitted to \u003Ca href=\"https:\u002F\u002Fworkplaceinsight.net\u002Fworking-from-home-surveillance-drives-rise-of-digital-presenteeism\u002F\"\u003Eworking harder out of fear that their superiors would think of them as lazy\u003C\u002Fa\u003E, a proportion that rose to 40% among those who had monitoring software installed on the devices they were using for work.  \u003C\u002Fp\u003E\n\u003Cp\u003EAnd, overall, poor pandemic workplace culture has meant that workers are putting in far more hours: a late-2020 survey \u003Ca href=\"https:\u002F\u002Frh-us.mediaroom.com\u002F2020-11-23-Working-Weekends-a-Reality-for-Nearly-7-in-10-Remote-Professionals-Robert-Half-Research-Shows\"\u003Eby HR consultancy Robert Half\u003C\u002Fa\u003E showed that 45% of respondents were \u003Ca href=\"https:\u002F\u002Frh-us.mediaroom.com\u002F2020-11-23-Working-Weekends-a-Reality-for-Nearly-7-in-10-Remote-Professionals-Robert-Half-Research-Shows\"\u003Eworking more during the week than before the pandemic\u003C\u002Fa\u003E, a trend that the researchers attributed to the flexibility “[making] disconnecting extremely difficult”. \u003C\u002Fp\u003E\n\u003Cp\u003EThe knock-on effect of this increase in work is clear: an October 2020 study of more than 3,600 UK employees showed \u003Ca href=\"https:\u002F\u002Fwww.bupa.com\u002Fnewsroom\u002Four-views\u002Fbitc-mental-health-at-work-20\"\u003Ework-related pressure as the most common cause of mental health issues\u003C\u002Fa\u003E by far. More than a third of respondents put symptoms of poor mental health down to workload, long hours and not taking enough leave, and almost one-third said their mental ill-health was caused by not feeling supported in their role, potentially an indication of their reluctance to share their circumstances. \u003C\u002Fp\u003E\n\u003Cp\u003ENow, as many employers begin to shift into hybrid-work arrangements, these effects may only worsen, experts warn. “The danger is that with some people continuing to work remotely whilst their colleagues opt to go back into the office, the ‘work-from-homers’ will feel a pressure to prove their commitment on an ongoing basis and continuously turn the dial up on a culture of overwork,” says Meddin. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA matter of trust\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ETheories vary on why so many companies have failed to use the pandemic pause to fundamentally reset the damaging elements of corporate culture. Some say that panic and uncertainty discouraged managers from trying anything that was not familiar. Economic fears, others contend, led to a myopic focus on short-term gains, like financial revenue, at the expense of everything else. \u003C\u002Fp\u003E\n\u003Cp\u003EBut many also suggest that managers did not – and many still do not – appreciate the root cause of some of the most problematic workplace practices: a lack of trust. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"So many of the working practices that we’ve all become accustomed to are not built on the premise of trust – Peter Cheese","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Managers need to trust their employees in the same way as they need to engage with employees to trust them. But so many of the working practices that we’ve all become accustomed to are not built on the premise of trust,” explains Peter Cheese, chief executive of the Chartered Institute of Personnel and Development, the UK’s professional association for human resource management professionals. \u003C\u002Fp\u003E\n\u003Cp\u003ECheese explains that managers at all levels and in every industry must be trained to appreciate the contributions of employees not “based on how many hours they spend in the office or how many texts they can answer in the middle of the night, but on their output and outcomes”.  \u003C\u002Fp\u003E\n\u003Cp\u003EThrough the decades, he explains, managers have become accustomed to evaluating the performance of their employees based on easily measurable factors: hours spent at work, or money generated for the business, for example. Humans like standard yardsticks against which they can measure and compare things, but we must appreciate that productivity comes in many forms, he adds. \u003C\u002Fp\u003E\n\u003Cp\u003E“Managers have to trust that employees understand their duties and responsibilities without being constrained and policed every hour of the day, and we need employees to know that managers trust them and trust their judgements,” adds Cheese. “Employees want to feel empowered. If they don’t, that will affect their engagement as well as their productivity.” \u003C\u002Fp\u003E\n\u003Cp\u003EWhile trust issues were already rampant prior to the pandemic, Cheese suggests that the unfamiliarity of remote working may have exacerbated them in some situations. Suddenly not being able to physically keep an eye on what members of the team were doing might have been disconcerting for some managers, who then overcompensated by checking in excessively over phone and email. Employees, in turn, could have interpreted that as a sign of not being trusted, creating tension and stress among seniority levels. \u003C\u002Fp\u003E\n\u003Cp\u003ESimply, not only did companies not use the pandemic to mend trust issues among their workforces, they doubled-down on many elements of corporate culture based on distrust. \u003C\u002Fp\u003E\n\u003Cp\u003EThis has left employees feeling even more stifled and unable to speak up, amplifying anxiety, stress and poor mental health. Mabel Abraham, professor of management at Columbia Business School in New York, says it’s imperative that employers “create an environment that helps employees feel comfortable making their needs and preferences known”. “People will only speak up if they feel like they are being listened to and if they are not concerned about potential penalties for sharing their views,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ENo easy solution \u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EComing up with a way to eradicate the most damaging habits, beliefs and patterns of behaviour is extremely challenging, not least on account of their entrenched nature.  \u003C\u002Fp\u003E\n\u003Cp\u003EPaul Young is a former assistant psychologist in Britain’s National Health Service. He decided to pursue his PhD in workplace psychology at Loughborough University, UK, after spending a decade in the financial-services sector and witnessing \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards\"\u003Ea variety of workplace cultures\u003C\u002Fa\u003E over that time. \u003C\u002Fp\u003E\n\u003Cp\u003E“Undoubtedly, employers have a huge role to play in influencing work cultures and creating environments which are supportive of employee wellbeing,” says Young. But he argues that employees also have agency to develop their own personal resources to cope with adversity and stressors at work, and that companies should do more to help their people to tap into the resources they need. \u003C\u002Fp\u003E\n\u003Cp\u003EOne potential pitfall that Emma Parry, a professor of Human Resource Management at Cranfield School of Management, in the UK, sees is that organisations make changes as a knee-jerk reaction to potential problems: that they panic and grasp for quick fixes. “Whereas at the outset of the pandemic, it was necessary to act quickly to be reactive to the situation, now is the time to ensure that any organisational development is evidence-based,” she says. She adds it’s important for managers to invite feedback from employees both through surveys and frank conversations, “so they can examine the culture and shared values of the organisation in a systematic way”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I think there has been a lightbulb moment in society where young people especially are not prepared to put up with toxic work cultures – Paul Young","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAbraham, of Columbia, says that she considers one of the greatest challenges to be that companies often become “paralysed by where to even begin in addressing these seemingly huge issues”. “To make these changes realistic organisational leaders must treat this as they would any other business problem and devise an actionable strategy to tackle the issue piece by piece, otherwise it will be insurmountable,” she says.  \u003C\u002Fp\u003E\n\u003Cp\u003EBut despite all the undeniable headwinds, Meddin of The Soke is confident that harmful behaviour can be eradicated, giving rise to workplaces where the culture is built on empathy, compassion and – most importantly – trust. “On average, it takes between eight to 12 weeks for behaviour to become ingrained,” Meddin says, “so I have faith that we have the capacity to form new habits.” \u003C\u002Fp\u003E\n\u003Cp\u003EYoung says that even just the fact that we’re talking about issues like mental health more is encouraging. “I feel very optimistic that, in general, workplaces in the future will be better informed and more geared towards maximising employee wellbeing,” he says. “I think there has been a lightbulb moment in society where young people especially are not prepared to put up with toxic work cultures and environments which are detrimental to their health,” he says. \u003C\u002Fp\u003E\n\u003Cp\u003ESo, while there might be plenty of grim evidence that things got worse during the pandemic, it might be wrong to think of the window of opportunity as closing any time soon. What Young calls a “lightbulb moment” might indeed be the catalyst for progress to come.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-08-18T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why the worst parts of work can't easily change","headlineShort":"Why can't we fix bad work culture?","image":[],"imageAlignment":"centre","imageAltText":"Man eating noodles at his desk","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The pandemic was a golden opportunity to fix the most toxic parts of work culture – yet we made many worse. Why?","summaryShort":"Despite a chance for change, some of the most toxic parts of work have got worse","tag":[],"textToSpeech":false,"creationDateTime":"2021-08-17T20:06:01.969728Z","entity":"article","guid":"93381fd6-67b7-4ffc-b68d-a41fa72fdadf","id":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change","modifiedDateTime":"2022-02-25T07:12:55.710769Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change","cacheLastUpdated":1654031015772},"worklife\u002Farticle\u002F20211101-the-workers-keeping-their-disabilities-secret":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211101-the-workers-keeping-their-disabilities-secret","_id":"6267dfa61f4b7b354823a2d6","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkatie-bishop"],"bodyIntro":"Disabled and chronically ill workers fear they’ll be penalised for revealing their conditions. Has the pandemic helped – or are biases too entrenched?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Grace, 24, dislocated her elbow at work, she didn’t call an ambulance or go to the hospital. Instead, she quietly went to the bathroom to pop the joint back into place before returning to her desk.\u003C\u002Fp\u003E\n\u003Cp\u003EFor Manchester, UK-based Grace – who has Ehlers Danlos Syndrome, a condition that causes her to experience extreme joint pain, chronic fatigue, joint instability and frequent dislocations – this was a common occurrence. She was often in so much pain that it wouldn’t be unusual to duck into a toilet stall to cry, before returning to her desk and pretending that nothing had happened.\u003C\u002Fp\u003E\n\u003Cp\u003E“I work as a writer, and often disguise the fact that I am in extreme pain as I am afraid of appearing weak or incapable in my role,” explains Grace, whose surname is being withheld to protect concerns around revealing her disability. “I found it awkward to explain my condition to colleagues. I thought that it was easier just to hide it.”\u003C\u002Fp\u003E\n\u003Cp\u003EIt is estimated that \u003Ca href=\"https:\u002F\u002Fresearchbriefings.files.parliament.uk\u002Fdocuments\u002FCBP-7540\u002FCBP-7540.pdf\"\u003E4.4 million disabled people\u003C\u002Fa\u003E – those with a physical or mental impairment with a substantial or long-term impact on their ability to do normal daily activities – are currently in employment in the UK. There’s little concrete data on how many people like Grace are disguising a disability in the workplace – but experts believe stigma surrounding many disabilities and long-term illnesses means it isn’t uncommon for individuals to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190718-hidden-disabilities\"\u003Ekeep their condition quiet\u003C\u002Fa\u003E from their employer and colleagues.\u003C\u002Fp\u003E\n\u003Cp\u003E“The simple reason as to why disabled people don’t disclose their disability is that we’re often afraid,” says Cat Mitchell, a lecturer at University of Derby, UK, whose research focuses on the barriers disabled employees and jobseekers face. “We’re afraid that we’ll be treated differently, get fewer opportunities at work and that it will impact our chances of progressing, or even lead to us getting fired.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn her research, Mitchell found that \u003Ca href=\"https:\u002F\u002Fdrive.google.com\u002Ffile\u002Fd\u002F1Or4VsdnLhFCcg0PZrp59HDLZWFzWAPIy\u002Fview\"\u003Ea quarter of those surveyed had hidden their disability\u003C\u002Fa\u003E from their HR department, and that only 36% were open with colleagues about their condition. She says that despite equality legislation, it remains difficult for employees to prove that they have missed out on a role or been passed over for promotion as a result of a disability – causing many to turn to secrecy instead.\u003C\u002Fp\u003E\n\u003Cp\u003EIn many ways, the past almost two years have changed the situation for disabled workers. Lockdown offered the opportunity for those disguising a condition to make their own workspace adjustments without fear of judgement. Yet, some argue the positive impacts of working from home could be short lived.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211101-the-workers-keeping-their-disabilities-secret-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b1l2b9"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211101-the-workers-keeping-their-disabilities-secret-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EHidden for a reason\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe fear that many disabled individuals feel about revealing their condition is not unfounded. Research suggests that \u003Ca href=\"https:\u002F\u002Fwww.scope.org.uk\u002Fmedia\u002Fdisability-facts-figures\u002F\"\u003Eone in three people see disabled people as being less productive than their non-disabled counterparts\u003C\u002Fa\u003E, a belief that often plays out in workplace situations.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the UK, \u003Ca href=\"https:\u002F\u002Fwww.leonardcheshire.org\u002Fsites\u002Fdefault\u002Ffiles\u002F2020-02\u002Freimagining-the-workplace-disability-inclusive-employment.pdf\"\u003E17% of disabled adults\u003C\u002Fa\u003E report having had a job offer withdrawn as a result of their disability, and 30% said that they felt they were not taken seriously as a candidate as a result of their disability. Data from a French study suggests that fewer than \u003Ca href=\"https:\u002F\u002Fwww.ilo.org\u002Fwcmsp5\u002Fgroups\u002Fpublic\u002F@ed_norm\u002F@declaration\u002Fdocuments\u002Fpublication\u002Fwcms_decl_fs_87_en.pdf\"\u003E2% of people\u003C\u002Fa\u003E who mentioned that they had a disability in their CV were called for an interview. And in the US, the unemployment rate for disabled individuals recently rose from \u003Ca href=\"https:\u002F\u002Fwww.statista.com\u002Fstatistics\u002F1219046\u002Fus-unemployment-rate-disabled-persons\u002F\"\u003E7% to 12.6%.\u003C\u002Fa\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“It’s a vulnerable feeling, thinking that someone is going to judge you and your ability to do a job or task based on your health or an impairment,” says Rachael Mole, CEO of SIC, a non-profit organisation that helps disabled and chronically ill people to find accessible and inclusive employers. “Having to justify yourself, feeling like you have to do even more to make up for a perceived weakness, over-explaining your health in order to take sick-leave – it’s exhausting.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ELockdown relief\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAfter struggling to hide her disability for months, the pandemic offered Grace a surprising respite from her office problems.\u003C\u002Fp\u003E\n\u003Cp\u003E“Lockdown made it easier to hide my condition, as I could take breaks if I was in pain,” she says. “I could take painkillers throughout the day, and not worry about appearing spaced-out in the office. I also didn’t have to carry a heavy bag and my laptop on public transport, which had exacerbated my pain in the past.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-the-workers-keeping-their-disabilities-secret-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Lockdown made it easier to hide my condition, as I could take breaks if I was in pain – Grace","id":"worklife\u002Farticle\u002F20211101-the-workers-keeping-their-disabilities-secret-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMitchell believes Grace is among many workers who found lockdown helped them to manage a hidden disability. Mitchell says the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work\"\u003Ewidespread shift to a remote-work world\u003C\u002Fa\u003E has normalised ways of working that could benefit disabled or chronically ill employees for years to come, as long as companies keep newly-flexible arrangements in place.\u003C\u002Fp\u003E\n\u003Cp\u003E“Before the pandemic, many disabled people (including myself) struggled to get permission for days working from home,” she says. “Even when we had them, colleagues often saw them as days off, or didn’t trust that we were working hard enough when away from the office. Overall, there is a lot to gain from having more control over our working environments, and the pandemic has shown us that this doesn’t come at the expense of productivity.”\u003C\u002Fp\u003E\n\u003Cp\u003EFor many individuals, shifting to remote work has been life-changing. Bethan Vincent, 30, from York, UK, spent many years struggling to manage endometriosis in an office environment. Working in the technology industry, she worried that her condition would be misunderstood or viewed as a weakness in a male-dominated workplace, so chose to hide her medical issues.\u003C\u002Fp\u003E\n\u003Cp\u003EAfter working from home during the pandemic completely transformed her ability to manage her condition, Bethan decided to leave her previous workplace and start her own business – giving herself complete control to work remotely on a permanent basis.\u003C\u002Fp\u003E\n\u003Cp\u003E“Working from home was an absolute godsend,” she says. “I can now sit with a hot water bottle all day if needed. I still work a full working week, but If I need to take an hour off in the morning to rest, I can do so. I can completely manage my schedule to make sure that I am in locations with adequate hygiene facilities when needed.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-the-workers-keeping-their-disabilities-secret-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b1l2n1"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211101-the-workers-keeping-their-disabilities-secret-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs Bethan looks to hire staff herself, she hopes to create an environment where she can be open about her endometriosis in a way that she couldn’t in her previous role. She wants her employees to feel the same freedom, and be able to ask for any adjustments that they might need. Experts believe that similar approaches became much more common during the pandemic, as remote work opened up new avenues for discussing accessibility.\u003C\u002Fp\u003E\n\u003Cp\u003E“The conversation around disabilities, mental health and accessing support has definitely shifted during Covid,” says Mole, who reports seeing companies re-evaluating how they support employees with a range of needs. “The question of ‘what do you need to get your job done from home’ opened up the conversation for disabled and chronically ill people to ask for adaptive chairs and desks and flexible hours that were not on offer pre-pandemic.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA relic of pandemic past?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYet with pandemic-based restrictions \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office\"\u003Enow rolling back in many countries\u003C\u002Fa\u003E, some disabled workers are concerned the conditions that enabled them to work more comfortably could soon become a relic of pandemic past.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-the-workers-keeping-their-disabilities-secret-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Some disabled workers are concerned the conditions that enabled them to work more comfortably could soon become a relic of pandemic past","id":"worklife\u002Farticle\u002F20211101-the-workers-keeping-their-disabilities-secret-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EGrace’s company has now requested she return to the office for up to three days per week, and the return to commuting has exacerbated her shoulder pain. She has struggled with reducing her painkillers in an effort to appear more present around colleagues and is finding it increasingly difficult to manage the symptoms of Ehlers Danlos Syndrome. “I can’t predict when I will have a pain flare-up,” she says. “I would rather work from home and manage my condition on my own terms than have to go home sick from work.”\u003C\u002Fp\u003E\n\u003Cp\u003EFor workers like Grace, the pandemic offered a vision that that went beyond minor adjustments to their ways of working. The challenge now is how – and whether – employers will implement these in future – or whether they will revert back to a less-accessible past.\u003C\u002Fp\u003E\n\u003Cp\u003EFor those still hiding a disability, Mitchell argues the onus shouldn’t be on those dealing with everyday impairments to speak out. Instead, employers should focus on creating environments in which disabled people are welcome, and could potentially feel comfortable disclosing in future. She also believes companies making shifts towards inclusivity and support won’t just benefit those dealing with a hidden disability, but could also revolutionise the way we understand work, and what it means to be a present and productive employee.\u003C\u002Fp\u003E\n\u003Cp\u003E“Although flexible working has become a much-used phrase in pandemic discussions around working practices, it is ironically not that flexible,” she says. “Rather than just introducing limited flexi-time and a few days working from home, it’s time to completely overhaul how we approach work. We are not robots who can consistently be productive in nine-to-five routines, five days a week. Designing our working patterns in a way that best suits disabled individuals will actually lead to improvements for everyone.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-the-workers-keeping-their-disabilities-secret-8"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-11-03T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The workers keeping their disabilities secret","headlineShort":"The workers with 'secret' disabilities","image":["p0b1l234"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us","worklife\u002Farticle\u002F20210419-employers-know-more-about-our-lives-than-ever-now-what","worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement"],"relatedTag":null,"summaryLong":"Disabled and chronically ill workers fear they’ll be penalised for revealing their conditions. Has the pandemic helped – or are biases too entrenched?","summaryShort":"\"Lockdown made it easier to hide my condition\"","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-11-02T19:53:36.345513Z","entity":"article","guid":"b4dd4f23-aae3-46d8-8ef2-37b1d51e2f29","id":"worklife\u002Farticle\u002F20211101-the-workers-keeping-their-disabilities-secret","modifiedDateTime":"2022-02-25T07:17:08.004025Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20211101-the-workers-keeping-their-disabilities-secret","cacheLastUpdated":1654031015773},"worklife\u002Farticle\u002F20211113-the-long-lasting-effects-of-workplace-sexual-harassment":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211113-the-long-lasting-effects-of-workplace-sexual-harassment","_id":"6267dfab1f4b7b3e5257e5c1","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fchristine-ro"],"bodyIntro":"Experiencing sexual harassment affects health, money and relationships in the short term. But it also has career effects that can persist all the way to retirement.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe last four years have been dramatic for Kim Beaney, a 42-year-old in Sandiacre, England. But she’s matter-of-fact when describing these events.\u003C\u002Fp\u003E\n\u003Cp\u003EIn February 2017, she interviewed for the role of trainee inspections driver for Highways England, a government-owned company responsible for motorways and major roads, now known as National Highways. The mother of two was excited about the prospect of a progressive role with good earning potential.\u003C\u002Fp\u003E\n\u003Cp\u003E“That was meant to be the start of a career,” says Beaney. “I’ve never really had a career. I’ve always worked just to pay the bills.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe same day as her interview, a male manager at the company took her phone number from her application form and began messaging her. The messages escalated quickly and obsessively over text and Facebook, and it became obvious that this wasn’t simply workplace banter. He demanded kisses, mentioned sexual favours and sent partly nude photos. He also gaslit her, claiming falsely that her references were so poor that she needed him in order to be hired. And when she mentioned reporting him to HR, he said that he could have her killed. \u003C\u002Fp\u003E\n\u003Cp\u003EBeaney felt she had to keep talking with him in order to secure the role. Eventually she was hired, and started work in April at the depot where he’d assigned her. He’d chosen the location so that a friend of his would be her supervisor, and thus would be able to exercise control over her on his behalf. Two weeks after starting work, Beaney brought a grievance to HR, whom she says blamed and belittled her, and rejected her request to change depots. Following an unsuccessful appeal, she resigned in August 2017.\u003C\u002Fp\u003E\n\u003Cp\u003EThat wasn’t the end of things, though. Beaney filed a claim with the Employment Tribunal, a government body that hears claims of unlawful treatment of employees. Finally, in March 2020, \u003Ca href=\"https:\u002F\u002Fassets.publishing.service.gov.uk\u002Fmedia\u002F5d5bb55ce5274a07640aefcd\u002FMiss_K_Beaney_v_Highways_England_and_Others_2601027_2017_Reserved.pdf\"\u003Ethe tribunal ruled in her favour\u003C\u002Fa\u003E – calling her company’s response “atrociously poor”, and awarding her £74,000 ($100,000) in compensation. \u003C\u002Fp\u003E\n\u003Cp\u003E“It was a huge amount of money,” says Beaney, who was in and out of work as her legal case progressed. “But it was never about the money… I did it because I wanted to be heard.” The case has also had broader impacts: in November 2020, Highways England \u003Ca href=\"https:\u002F\u002Flegal.equalityhumanrights.com\u002Fen\u002Fcase\u002Fhighways-england-signs-legally-binding-agreement-protect-staff-sexual-harassment\"\u003Esigned a legal document\u003C\u002Fa\u003E committing to protecting its staff from sexual harassment.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211113-the-long-lasting-effects-of-workplace-sexual-harassment-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The entire experience drove me to the absolute brink – Kim Beaney","id":"worklife\u002Farticle\u002F20211113-the-long-lasting-effects-of-workplace-sexual-harassment-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\"The entire experience drove me to the absolute brink,” says Beaney now.\u003C\u002Fp\u003E\n\u003Cp\u003EShe’s grateful to her solicitor and family, who supported her throughout her ordeal. But Beaney says she’s found it difficult to recover trust in the individuals and institutions who let her down. If harassment hadn’t derailed her position at Highways England, she believes she’d still be there, building a career. Instead, she’s currently working part-time, on minimum wage, as a delivery driver. She’s also been training and searching for positions in environmental health and safety, though this search hasn’t yet been successful.\u003C\u002Fp\u003E\n\u003Cp\u003EBeaney’s case is unusual, because she went public and had a successful legal outcome; \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC5644356\u002F\"\u003Emost sexual harassment remains unreported\u003C\u002Fa\u003E. But what’s all too common about her story is the impact the harassment has had on her life; these ripple effects have stretched – and will continue to stretch – long beyond the period of harassment itself.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EShort-term impacts: unemployment, lost wages, ill health\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBecause incidents of this kind of inappropriate conduct are mostly kept quiet, it can be hard to define and then quantify the extent of sexual harassment. Harassment may also be perceived very differently according to \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F0891243205282785\"\u003Ebackground, culture and context\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EWhat we do know is, however it’s defined, sexual harassment is reported widely in diverse sectors, including \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fuk-politics-57226130\"\u003Ecivil service\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fworld-us-canada-48584891\"\u003Erestaurants\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Frewirenewsgroup.com\u002Farticle\u002F2013\u002F03\u002F03\u002Fundocumented-farmworkers-make-perfect-victims-for-sexual-harassers-and-abusers\u002F\"\u003Efarming\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.climatechangenews.com\u002F2021\u002F10\u002F18\u002Fvital-feature-climate-talks-huddle-day\u002F\"\u003Eclimate diplomacy\u003C\u002Fa\u003E. Factors including race, class and migration status all feed into who harassment affects. Yet each story will be unique. \u003C\u002Fp\u003E\n\u003Cp\u003EOverall, the immediate job risks for people who report being sexually harassed include ostracism and firing. According to a \u003Ca href=\"https:\u002F\u002Fwww2.deloitte.com\u002Fcontent\u002Fdam\u002FDeloitte\u002Fau\u002FDocuments\u002FEconomics\u002Fdeloitte-au-economic-costs-sexual-harassment-workplace-240320.pdf\"\u003E2019 Australian analysis\u003C\u002Fa\u003E of sexual harassment, among the cases with formal reports, \u003Ca href=\"https:\u002F\u002Fwww2.deloitte.com\u002Fcontent\u002Fdam\u002FDeloitte\u002Fau\u002FDocuments\u002FEconomics\u002Fdeloitte-au-economic-costs-sexual-harassment-workplace-240320.pdf\"\u003E17% of victims resigned and 8% were fired\u003C\u002Fa\u003E (compared to 11% and 5%, respectively, of perpetrators). In other words, the people experiencing the harassment were much more likely to leave than the ones committing the harassment. A target of harassment \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC5644356\u002F\"\u003Emay have to quit\u003C\u002Fa\u003E to avoid the harasser, or to leave an organisation that doesn’t protect their wellbeing.\u003C\u002Fp\u003E\n\u003Cp\u003EEven when the person who has been harassed isn’t the one to exit, it can be uncomfortable to remain in an environment where trust has eroded. Sherry Marts, 65, knows this all too well. In 1983, when she was a graduate student at Duke University in the US, a technician started harassing her in the lab, then following her home.\u003C\u002Fp\u003E\n\u003Cp\u003EMarts told her supervisor, “I can’t work in this lab anymore, because every time this guy walks in my hands shake… And his reaction was, ‘Oh, well, you just have to get used to this because it’s going to happen’.” The reaction from a senior member of staff was no better: he literally put his hands over his ears, to indicate that he didn’t want to hear it.\u003C\u002Fp\u003E\n\u003Cp\u003EMarts reported this to the university’s equal employment opportunity office, which allowed the harasser to resign. “But they also made all of the faculty go through sexual harassment training again, which then made me persona non grata in the department… The older male graduate students decided I was poison, so they wouldn’t talk to me.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211113-the-long-lasting-effects-of-workplace-sexual-harassment-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b43q8h"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211113-the-long-lasting-effects-of-workplace-sexual-harassment-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EShe had to switch supervisors – to a faculty member on the verge of retirement who was sympathetic because his own daughter was also experiencing sexual harassment. So, although she landed in a good place, Marts’ young academic career was disrupted not only by harassment, but also by the people around her who blamed her for reporting it. (Retaliation sometimes even extends to \u003Ca href=\"https:\u002F\u002Fwww.opb.org\u002Farticle\u002F2021\u002F03\u002F24\u002Foregon-state-faces-discrimination-and-retaliation-complaints-from-employees\u002F\"\u003Epeople who help victims\u003C\u002Fa\u003E.)\u003C\u002Fp\u003E\n\u003Cp\u003EThere’s also the psychological toll of experiencing sexual harassment: anxiety, depression and trauma. This can be compounded for someone who can’t afford to leave their unsafe situation. \u003C\u002Fp\u003E\n\u003Cp\u003EJune Barrett became a full-time domestic worker at the age of 16, in Kingston, Jamaica. They learned at an early age that “there’s a history of sexual violence in domestic work”, which followed them to their new home in Florida, US. “Once you go behind those doors, it’s just you against your employer. There’s no middleman, there’s no HR.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn 2014, on Barrett’s first night on the job caring for an elderly client, he asked them to join him in bed. Barrett barricaded their bedroom door that night. But the harassment intensified, escalating over the next few months to groping.\u003C\u002Fp\u003E\n\u003Cp\u003EBarrett didn’t inform their agency, because they couldn’t afford to be taken off the job; they needed it to cover rent and healthcare. Domestic workers often can’t complain, for risk of being labelled ‘difficult’ and losing future employment opportunities. And in Barrett’s case, the client’s daughter only laughed when witnessing her father assault Barrett.\u003C\u002Fp\u003E\n\u003Cp\u003EIt wasn’t until Barrett found a new job that they could finally leave. This experience is one of the many reasons that Barrett, who’s now also a labour organiser and fellow with the US-based National Domestic Workers Alliance, is advocating for the \u003Ca href=\"https:\u002F\u002Fwww.domesticworkers.org\u002Fprograms-and-campaigns\u002Fdeveloping-policy-solutions\u002Fbill-of-rights\u002Fcurrent-campaigns\u002Fnational-domestic-workers-bill-of-rights\u002F\"\u003ENational Domestic Workers Bill of Rights\u003C\u002Fa\u003E. Barrett believes that with protections like these and decent wages, domestic workers who are sexually harassed “will feel safe to come forward”. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMedium-term impacts: restart, debt, relationship strain\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESexual harassment disproportionately pushes women out of certain sectors, thus \u003Ca href=\"https:\u002F\u002Fiwpr.org\u002Fiwpr-publications\u002Fpaying-today-and-tomorrow-report\u002F\"\u003Econtinuing gender segregation\u003C\u002Fa\u003E. Marts left academia after finishing her PhD and postdoctoral fellowship. The harassment wasn’t the only reason for getting out, but “that was like a nail in that coffin”. Studies from \u003Ca href=\"http:\u002F\u002Fwww.auswhn.org.au\u002Fwp-content\u002Fuploads\u002F2018\u002F07\u002FAWHN-survey-of-sexual-and-gender-based-discrimination-and-abuse.pdf\"\u003EAustralia\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fbooks\u002FNBK519461\u002F\"\u003Ethe US\u003C\u002Fa\u003E show instances of sexual harassment destroying academic careers.\u003C\u002Fp\u003E\n\u003Cp\u003EBeing in a climate of sexual harassment can drive out even those who aren’t directly affected.\u003C\u002Fp\u003E\n\u003Cp\u003ESara Hamilton, a graduate student in the US state of Oregon, has been supporting a close friend through a sexual-harassment case. This vicarious experience “has definitely steered me away from pursuing academia”, though she thinks she would have made a good professor. Like Marts, she plans to finish her PhD, but after that will be pursuing government or NGO work.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211113-the-long-lasting-effects-of-workplace-sexual-harassment-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Gaps in employment and poor references mean many people who leave work following sexual harassment have to find work at a lower level of pay and responsibility","id":"worklife\u002Farticle\u002F20211113-the-long-lasting-effects-of-workplace-sexual-harassment-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAdetutu Aina-Pelemo, who researches \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fprofile\u002FAdetutu-Aina-Pelemo\"\u003Elaw and sexual harassment\u003C\u002Fa\u003E at Redeemer’s University in Nigeria, says harassment culture can push people out of the legal field, too. Like academia, this is a very hierarchical industry in which junior workers depend on close mentorship and supervision from seniors. And she says, “complaining against a senior lawyer or judge has some unfavourable effects on the victim’s legal career because of the power structure of the profession”. She recalls one woman who decided to never practise law again after being sexually harassed by the principal partners at the two law firms she worked for.   \u003C\u002Fp\u003E\n\u003Cp\u003EThis clearly translates into lost earnings over time. \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC5644356\u002F\"\u003EOne US study tracking Minnesotans over 23 years\u003C\u002Fa\u003E showed a link between harassment in a woman’s late 20s and financial insecurity due to job change in her early 30s. Gaps in employment and poor references mean many people who leave work following sexual harassment have to find work at a lower level of pay and responsibility.\u003C\u002Fp\u003E\n\u003Cp\u003EThose pushed out of their jobs and industries because of blacklisting or reputational harm might need education and training to fashion new careers. For example, Beaney has obtained an occupational safety and health certificate as she aims for a career change.\u003C\u002Fp\u003E\n\u003Cp\u003EThese costs can add up. \u003Ca href=\"https:\u002F\u002Fiwpr.org\u002Fiwpr-publications\u002Fpaying-today-and-tomorrow-report\u002F\"\u003EPaying Today and Tomorrow\u003C\u002Fa\u003E, a report from the US-based Institute for Women’s Policy Research and the Time’s Up Foundation, profiles Amy, who was pushed out of her museum curator role where sexual favours were expected. Amy had to switch careers, and began training as a lab technician. The two years of community college, plus the lost earnings, amounted to nearly $70,000.\u003C\u002Fp\u003E\n\u003Cp\u003EAs the report documents, the financial toll can be especially high when debt starts spiralling, whether as student loans, credit card balances, payday loans or other forms of short-term borrowing that can have long-term effects. This can be compounded by a history of sexual harassment blocking the attainment of safety nets like homeownership. \u003C\u002Fp\u003E\n\u003Cp\u003EThere can also be more circuitous effects on financial instability, such as the loss of a partner’s income as a relationship falls apart. Aina-Pelemo says she spoke to one woman in the course of her research whose marriage broke down irretrievably “because of the persistent text messages sent by her boss who was sexually harassing her and at the end, she also lost the job”.    \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ELong-term impacts: savings, retirement, revelations\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EExperiencing sexual harassment is linked with poorer mental and physical health \u003Ca href=\"https:\u002F\u002Fjamanetwork.com\u002Fjournals\u002Fjama\u002Farticle-abstract\u002F2720132\"\u003Einto middle age\u003C\u002Fa\u003E. Unsurprisingly, productivity is just one of the many areas affected.\u003C\u002Fp\u003E\n\u003Cp\u003EFor some people who experience sexual harassment, it isn’t until they attain a certain level of security that they feel comfortable speaking out. Geologist Jane Willenbring was harassed and bullied by her supervisor as a 22-year-old graduate student while doing fieldwork in Antarctica – in one of the most remote locations on the planet.\u003C\u002Fp\u003E\n\u003Cp\u003EIt wasn’t until 17 years later, after she’d received tenure, that Willenbring filed a complaint with the university that employed her harasser. The university \u003Ca href=\"https:\u002F\u002Fwww.science.org\u002Fcontent\u002Farticle\u002Fboston-university-fires-geologist-who-sexually-harassed-women-antarctica\"\u003Eultimately fired him\u003C\u002Fa\u003E, and the glacier that bore his name was renamed. “I believe that I would not be where I am today if I had said something” earlier, Willenbring \u003Ca href=\"https:\u002F\u002Fwww.science.org\u002Fnews\u002F2017\u002F10\u002Fdisturbing-allegations-sexual-harassment-antarctica-leveled-noted-scientist\"\u003Ewrote in her complaint\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211113-the-long-lasting-effects-of-workplace-sexual-harassment-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b43q6y"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211113-the-long-lasting-effects-of-workplace-sexual-harassment-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESimilarly, it took decades for Sherry Marts to feel comfortable naming her harasser to a reporter. He’s still working in academia, while she left in part due to his stalking. Now that she’s approaching retirement, “What’s he going to do to me now?”, she shrugs. \u003C\u002Fp\u003E\n\u003Cp\u003EMarts has had a varied and successful career working in science-related roles – including for a foundation, the Red Cross, and her own consultancy focused on reducing harassment and bullying at work. Both she and Barrett have found ways to fold their harassment into their work helping others, but that’s not the norm. And for many people, the accumulated financial consequences can make speaking up about sexual harassment perennially costly. \u003C\u002Fp\u003E\n\u003Cp\u003ESome people who experience sexual harassment have to work longer to \u003Ca href=\"https:\u002F\u002Fiwpr.org\u002Fiwpr-publications\u002Fpaying-today-and-tomorrow-report\u002F\"\u003Emake up for lost retirement benefits\u003C\u002Fa\u003E – if they ever had them at all.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fiwpr.org\u002Fiwpr-publications\u002Fpaying-today-and-tomorrow-report\u002F\"\u003EPaying Today and Tomorrow\u003C\u002Fa\u003E, as part of the report, calculates the lifetime costs of sexual harassment for Denise, a construction apprentice who quit her job at the age of 30 after being sexually harassed by her colleagues. She was out of work for seven months, and eventually began working as a bus driver. Compared to her construction role, this came with a lower salary, fewer benefits and no pension. If Denise continues to work as a bus driver until retirement, she will have missed out on more than $1.3 million in wages and benefits.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Can’t let it stop me’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThough the costs for the individual can be huge, both Barrett and Marts are encouraged by the collective movement throughout the generations to bring sexual harassment out from the shadows. For instance, says Marts, “I think what’s helping is having sort of a critical mass of women who are interested in supporting other women and making science more inclusive, and who have risen to positions of clout.”\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, however, \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fworklife\u002Farticle\u002F20171103-how-to-stamp-out-sexual-harassment-in-the-workplace\"\u003Esubstantial improvements\u003C\u002Fa\u003E will only come with structural transformation of the workplaces, cultures and legal systems that favour secrecy, hierarchy and low pay. Without sweeping changes, the harms of sexual harassment will continue to snowball for survivors. \u003C\u002Fp\u003E\n\u003Cp\u003EKim Beaney continues to experience anxiety and to worry about her harasser. But, as hard as it may be, she refuses to allow past events to dictate her future. “I can’t allow that to stop me from trying to make a success of my life,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211113-the-long-lasting-effects-of-workplace-sexual-harassment-8"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-11-15T17:37:35Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The long-lasting effects of workplace sexual harassment","headlineShort":"'The experience drove me to the brink'","image":["p0b43q8w"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home","worklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change","worklife\u002Farticle\u002F20211101-the-workers-keeping-their-disabilities-secret"],"relatedTag":null,"summaryLong":"Experiencing sexual harassment affects health, money and relationships in the short term. But it also has career effects that can persist all the way to retirement.","summaryShort":"Workplace sexual harassment can affect career, money and relationships for life","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-11-14T20:59:22.24575Z","entity":"article","guid":"a501d0c0-47a8-4fca-b89b-bbca2e34b125","id":"worklife\u002Farticle\u002F20211113-the-long-lasting-effects-of-workplace-sexual-harassment","modifiedDateTime":"2022-02-25T07:17:47.768039Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20211113-the-long-lasting-effects-of-workplace-sexual-harassment","cacheLastUpdated":1654031015771},"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation","_id":"6267dfd01f4b7b56332f5829","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fjessica-klein"],"bodyIntro":"Long in the shadows, asexuality is finally becoming increasingly visible. It could help young people find themselves and their identities, and change the way we think about sexuality.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn a live video stream on 6 April, UK-based model and asexual activist Yasmin Benoit \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=ED5MBGRCOek\"\u003Emoderated a panel\u003C\u002Fa\u003E featuring participants from Belgium, Brazil, Vietnam, Pakistan, Nepal and Nigeria. All of them identify as somewhere on the asexual (“ace”) and\u002For aromantic (“aro”) spectrum. The panellists discussed their involvement in their respective countries’ asexuality community, as part of an event honouring the first ever International Asexuality Day.\u003C\u002Fp\u003E\n\u003Cp\u003ETheir experiences vary, from well supported to outright dangerous. In Belgium, Martine said she’s found support and inclusivity from her government and the country’s wider LGBTQ+ organisation; on the other end, Jan in Nigeria noted that \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fav\u002Fworld-africa-50907297\"\u003Elaws “criminalise queer gatherings\u003C\u002Fa\u003E”. But, regardless of global location, the issue of visibility was at the core of nearly all their responses.\u003C\u002Fp\u003E\n\u003Cp\u003EIndeed, asexuality – defined generally as \u003Ca href=\"https:\u002F\u002Fwww.asexuality.org\u002F?q=general.html\"\u003Enot experiencing sexual attraction\u003C\u002Fa\u003E – has been \u003Ca href=\"https:\u002F\u002Ftime.com\u002F2889469\u002Fasexual-orientation\u002F\"\u003Ecalled “the invisible orientation”\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIt tends to be misunderstood and under-discussed; people may not believe someone can really be asexual, or they dismiss asexuality entirely. Common misconceptions about asexuality include that asexuality equates to celibacy (it doesn’t), or that it’s a choice (it’s an orientation), says Michael Doré, a member of the global Asexual Visibility and Education Network’s (AVEN) project team. Some also incorrectly believe that someone is only asexual if they \u003Cem\u003Enever\u003C\u002Fem\u003E experience sexual attraction or have sex. But asexuality is a spectrum, where some may identify as demisexual, for example, meaning they don’t experience sexual attraction until forming an emotional bond with someone. It’s also not synonymous with aromanticism, which applies to those who don’t experience romantic attraction.\u003C\u002Fp\u003E\n\u003Cp\u003EDespite confusion and dismissal, asexual voices have been getting louder and demanding recognition over the past decade. Individuals, activists and groups have begun telling their stories to larger audiences, and marching in Pride parades worldwide. Now, asexual activists’ efforts lie in keeping up this work, and amplifying asexual voices outside Western, English-speaking countries, where the majority of asexual activism and stories have come from.\u003C\u002Fp\u003E\n\u003Cp\u003EAs a result, along with the new international holiday, initiatives are popping up to take asexuality out of the shadows – making it easier for people to come out as asexual all over the world.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09gyxnh"],"imageAlignment":"centre","imageAltText":"anahi charles","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘It’s not such a big deal as before’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EA limited awareness of asexuality has made it harder for past generations of young people around the world to realise their identities – even as recently as millennials.\u003C\u002Fp\u003E\n\u003Cp\u003EAnahí Charles, 34, who lives in Mexico, first began to learn she was different from her peers in middle school. While they all fawned over members of the US boy-band Backstreet Boys, Charles couldn’t quite see the appeal. They looked “aesthetically nice”, she says, but she couldn’t grasp what it was that made her friends so crazy about them.\u003C\u002Fp\u003E\n\u003Cp\u003EIt took Charles several years – well after this incident in her youth – to learn about the orienntation and find her place on the ace\u002Faro spectrum. Without resources about asexuality, Charles says she was “in denial” about not experiencing sexual attraction to anyone. Even after she first learned about asexuality through a post on the Facebook page Have a Gay Day, in 2013, she still questioned whether something was “wrong” with her. Charles got medical examinations and hormone checks to try and figure it out. She was completely healthy.\u003C\u002Fp\u003E\n\u003Cp\u003EHer clean bill of health served as a catalyst for self-acceptance. She found more information about asexuality on Facebook, and realised just how much she related to it. A year later, she became the admin of an asexual Facebook group in Mexico. \u003C\u002Fp\u003E\n\u003Cp\u003ESimilarly, in the US, Marisa Manuel, 28, struggled to name her orientation. She first heard the term “asexual” when she was in high school, but says she was “misinformed” about its meaning. “Someone told me it meant people who wanted to be alone,” she recalls. “I like being around people.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn college, she met someone who identified as ace, which prompted her to learn more about what it really meant. She realised how much she related to what she found, and has since embraced her identity wholly – she’s gone on to write articles about identifying as ace as well as review books by ace authors.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09gyxwn"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFortunately, younger generations may now be set up to find out about asexuality sooner – and may also be more empowered to vocalise their identities. The number of resources and amount of representation has grown significantly since Charles and Manuel were growing up. Along with increasing information available writ large, people also readily identify as ace on social media platforms, and are keen to share details about their experiences with other users.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Representation is a resource’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIncreased representation is key for enabling people to recognise and understand asexuality as well as normalise the orientation. “Representation \u003Cem\u003Eis\u003C\u002Fem\u003E a resource,” says Manuel. And although some resources have increased, representation – especially in mainstream media – isn’t where it needs to be, she adds.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, there are other places visibility is increasing. People with bigger platforms, such as UK model Benoit, drag queen Venus Envy and Twitch streamer 5up, all talk openly about identifying as ace to their large fan bases on various social media channels. There’s increased representation in literature, too; authors on the ace spectrum include Darcie Little Badger, Akemi Dawn Bowman and Maia Kobabe. Fictional characters also help, like Todd Chavez of Bojack Horseman, of whom Manuel has a plastic figurine.\u003C\u002Fp\u003E\n\u003Cp\u003EManuel is trying to add to this growing pool of representation. Leading up to International Asexuality Day, she created AceChat, an Instagram account where she regularly shares stories by different people who identify as ace. It’s garnered positive reception, and she keeps hearing from people who want to tell their stories. There are now about 100 people involved.\u003C\u002Fp\u003E\n\u003Cp\u003EManuel says the next step is to expand AceChat’s reach. People from France, Russia, Vietnam, the UK and Canada have already begun to reach out, and translators have also joined the effort. And translation can be critical, because some locations have smaller ace communities than others, meaning they often have fewer resources and less information available for people seeking to learn about asexuality in their language.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","imageAlignment":"centre","imageAltText":"Daniel Nesmelov","imageOrientation":"portrait","pullQuote":"We had even people from the LGBT community pitying us, saying, ‘it sucks to be you’. But we didn’t give up – Anahí Charles","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn Moscow, Daniel, 20, who is withholding his surname for saftey concerns, says the ace\u002Faro community he’s a part of only has about 50 members. “Not so many people know about terms like ‘asexual’,” he says, perhaps in part because of the country’s \u003Ca href=\"https:\u002F\u002Ftime.com\u002F5915828\u002Frussia-lgbtq-victory\u002F\"\u003Eintolerance of LGBTQ+ communities\u003C\u002Fa\u003E. Since so many ace stories and materials are in English, Daniel has been working to translate them into Russian. He’s optimistic that asexuality will get more recognition in the coming years, even in his home country.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘We didn’t give up’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlong with ace communities’ historical struggles to gain wider visibility, they’ve also had to work to be seen within LGBTQ groups. This may be surprising, since the asexuality identity is also often included when referencing queer communities (for instance, in the inclusion acronym ‘LGBTQIA’, in which ‘A’ stands for ‘asexual’.)\u003C\u002Fp\u003E\n\u003Cp\u003ECharles, who’s hosted asexual gatherings in Mexico City, experienced this first hand. She says her group first marched as a collective in Pride in 2015, but the larger LGBTQ community there hadn’t quite accepted people identifying as ace with open arms. “We had even people from the LGBT community pitying us, saying, ‘it sucks to be you’,” she says. “But we didn’t give up.”\u003C\u002Fp\u003E\n\u003Cp\u003EGroups like Charles’s and their subsequent educational initiatives have indeed helped move the needle. Charles says that when she returned to Pride with a larger group the next year, “we were better welcome because there was more information”. “It wasn’t like, look at the weirdos, they’re marching again,” she says. “It was like, look at the asexuals, they’re marching again.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn this push for acceptance, asexuality groups have been growing and thriving. One of the most prominent international asexuality groups is AVEN, founded in 2001 by US-based asexual activist David Jay. Michael Doré, who joined the organisation in 2009 in the UK, says AVEN came into existence with two main objectives: “building community and… legitimising asexuality as a sexual orientation”. Its growing membership currently numbers 135,539, according to Doré.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09gyy0c"],"imageAlignment":"centre","imageAltText":"marisa manuel","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENow, opportunities to educate and raise visibility have stretched even further. AVEN, which recently celebrated its 20th anniversary, seized on the increase in virtual communications during the pandemic to strengthen its global connections. These international, virtual chats eventually turned to establishing a single day dedicated to celebrating asexuality all over the globe: International Asexuality Day (IAD).\u003C\u002Fp\u003E\n\u003Cp\u003E“We felt this day was needed,” says Doré, who makes it clear that IAD is not owned by AVEN or any single organisation. “It’s a genuinely international thing.” The creation of the holiday not only establishes a yearly day of visibility, but also marks the flourishing of an intensive international effort to bring together an under-recognised community. It helps asexual individuals and groups in countries where information and representation is lacking gain access to resources.\u003C\u002Fp\u003E\n\u003Cp\u003EThese days, says Doré, there’s growing awareness of asexuality in countries across Asia – particularly India, he notes, where the Facebook group Indian Aces is thriving. New groups dedicated to asexuality have been popping up across Africa over the last few years as well, he adds.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile this is a good sign for progress, people continue to misunderstand asexuality. Manuel says she wrote an article about asexual dating for the Huffington Post two years ago, and it was well received. However, when the article was recently re-shared, “there were so many more negative reactions”, she says, in the piece’s comments section. People called her confused, insisting that she was really looking for friends, not dates.\u003C\u002Fp\u003E\n\u003Cp\u003E“That made me realise that as far as we’ve come with representation and visibility, we’re not there yet,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-8"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-05-11T15:17:30Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Asexuality: The ascent of the 'invisible' sexual orientation","headlineShort":"The 'invisible' sexual orientation","image":["p09gyxtt"],"imageAlignment":"centre","imageAltText":"marisa manuel","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships","worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives","worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter"],"relatedTag":null,"summaryLong":"Long in the shadows, asexuality is finally becoming increasingly visible. It could help young people find themselves and their identities, and change the way we think about sexuality.","summaryShort":"Long unrecognised, asexuality may finally be finding its way out of the shadows","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-05-10T21:11:03.190973Z","entity":"article","guid":"a7095608-a13d-488a-b6e2-3d90de106897","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation","modifiedDateTime":"2022-02-25T07:08:01.608513Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation","cacheLastUpdated":1654031015776},"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men","_id":"6267dfe01f4b7b64de394655","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"As definitions of sexuality change and expand, women’s orientations are becoming less rigid than men's. Why?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe way we think about sexuality is changing. Where there was once a single, well-known rainbow pride flag, today, a wide array of colourful flags fly to showcase the diversity of orientations. People seem increasingly open to discussing their sexuality, and more unconventional, even \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation\"\u003Eformerly “invisible”\u003C\u002Fa\u003E, identities have become part of an increasingly mainstream discourse. With the open dialogue, sexual identities are becoming less rigid and more fluid.\u003C\u002Fp\u003E\n\u003Cp\u003EBut new data show that this shift is more prevalent in one group: in many countries, women are embracing sexual fluidity now at much higher rates than they have in the past, and more significantly than men are overall.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, what accounts for this discrepancy? Experts believe there are many factors that feed into this progression, especially changes in social climate that have let women break out of conventional gender roles and identities. With these new insights, however, the question remains: what does this mean for sexual fluidity in the future for all genders?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA notable shift\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESean Massey and his colleagues at the Binghamton Human Sexualities Research Lab in New York have been studying sexual behaviours for about a decade. In each of their studies, they asked participants to report their sexual orientation and gender. They’d never before looked at how that data changed over time – until Massey and colleagues recently realised they were sitting on a treasure trove of information about sexual attraction.\u003C\u002Fp\u003E\n\u003Cp\u003E“We thought, gosh, we've collected this data for 10 years,” says Massey, an ssociate professor of women’s, gender and sexuality studies at Binghamton University. “Why don't we go back and look and see if there's been any trends?”\u003C\u002Fp\u003E\n\u003Cp\u003EThey found that between 2011 and 2019, college-age women had \u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Ffeminisms-legacy-sees-college-women-embracing-more-diverse-sexuality-159023\"\u003Eincreasingly moved away from exclusive heterosexuality\u003C\u002Fa\u003E. In 2019, 65% of women reported only being attracted to men, a notable decrease from 77% in 2011. The number of women exclusively having sex with men also dropped between those years. Meanwhile, men’s attraction and sexual behaviour stayed mostly static in the same time frame: about 85% reported sexual attraction to women only, and close to 90% reported engaging in sex exclusively with women.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"couple embracing with pride flag on hand","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOther surveys from around the world, including in \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F29293516\u002F\"\u003Ethe UK\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F19882423\u002F\"\u003Ethe Netherlands\u003C\u002Fa\u003E, present similar findings. Across the board, more women have been reporting more same-sex attraction, year-over-year, than their male counterparts.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPower and freedom\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“All of this is too complicated to pin on one thing,” says Elizabeth Morgan, associate professor of psychology at Springfield College in Massachusetts, US. But gender roles – and how they both have and have not changed – may be a significant factor.\u003C\u002Fp\u003E\n\u003Cp\u003EMassey and his colleagues largely chalk up the notable change to cultural shifts, like the progress of feminism and the women’s movement, which both changed the socio-political landscape significantly over the past several decades. However, these changes affected men and women differently.\u003C\u002Fp\u003E\n\u003Cp\u003E“Progress has really been made around the female gender role and less around the male gender role,” says Massey. Though he doesn’t discount \u003Ca href=\"https:\u002F\u002Fnews.gallup.com\u002Fpoll\u002F329708\u002Flgbt-identification-rises-latest-estimate.aspx\"\u003Ethe LGBTQ+ movement’s effect on people identifying as sexually fluid today\u003C\u002Fa\u003E, Massy believes feminism and the women’s movement play a role in why more women identify this way than men – especially as no equivalent men’s movement has enabled men to break out of historical, gender-based restrictions in the same way.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In 2019, 65% of women reported only being attracted to men, a notable decrease from 77% in 2011","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Fifty years ago, you couldn’t have a life if you didn’t marry a man and settle down because he needed to provide for you,” adds Morgan. In that sense, eschewing exclusive heterosexuality could be seen as part of women breaking out of traditional gender roles. \u003C\u002Fp\u003E\n\u003Cp\u003EMeanwhile, as women have been able to find more freedom, men’s gender roles have stayed relatively static as they continue to hold power in society. “[Men] need to uphold a very masculine gender role to maintain that power, and part of masculinity is heterosexuality,” says Morgan. Expressing same-sex interest could reduce that power. As Massey puts it, masculinity is a “fragile concept”. It can be “violated” by same-sex attraction.\u003C\u002Fp\u003E\n\u003Cp\u003ESex coach and educator Violet Turning, 24, also points out the “fetishisation” of two women having sex or making out, specifically under the male gaze. It’s made same-sexual attraction between women more socially acceptable, albeit for the wrong reasons. Meanwhile, people seem to find notions of two men having sex far less palatable. A \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F1948550619887785\"\u003E2019 study\u003C\u002Fa\u003E that looked at attitudes toward gay men and women in 23 countries found, across the board, that \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F1948550619887785\"\u003E“gay men are disliked more than lesbian women\u003C\u002Fa\u003E”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAn open dialogue\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EVenues for women to talk about their sexuality openly have also increased over time.\u003C\u002Fp\u003E\n\u003Cp\u003EWhen Lisa Diamond, a psychology and gender studies professor at The University of Utah, US, began studying sexual fluidity in the early 1990s, her research focused on men. Many study participants, she says, came from gay support groups, with mostly male members, so men were “easier for researchers to find”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut Diamond wanted to look at women’s sexuality. She began a study in which she checked in with 100 women about their sexual orientations and behaviours every two years over a decade. Her book, Sexual Fluidity: Understanding Women’s Love and Desire, was published in 2008. It discusses how for some women, love and attraction are fluid and can change over time. This was at odds with the previous line of thought that depicted sexual orientation as rigid – a view those studies Diamond had found looking at men only espoused.\u003C\u002Fp\u003E\n\u003Cp\u003EAround the time her book was published, US celebrities who’d previously dated men, like Cynthia Nixon and Maria Bello, went public about experiencing same-sex attraction. Oprah Winfrey then asked Diamond to come on her show to talk about female sexual fluidity. The concept and practice had officially entered the mainstream dialogue.\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, Turning notes that language has evolved to recognise women as sexually non-binary. For example, Turning says her lesbian partner had a “Gay Straight Alliance” at her high school, around 2007. That phrasing encouraged a binary – members were either gay or straight, with no real options for those who might have identified somewhere in between – and no word that specifically embodied female sexuality, the ‘L’ left conspicuously out of the GSA acronym.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"[Men] need to uphold a very masculine gender role to maintain that power, and part of masculinity is heterosexuality – Elizabeth Morgan","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Now, it's like everybody has the option to identify as queer, because it’s so acceptable,” says Turning, who says that speech and terminology have evolved to include people of all genders – women included.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat’s the future of sexual fluidity?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESexual fluidity may be on its way to entering more masculine spaces. On TikTok, it’s become popular for young, straight men to play as gay in their videos. \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F10\u002F24\u002Fstyle\u002Ftiktok-gay-homiesexuals.html\"\u003ETheir mostly female followers enjoy it\u003C\u002Fa\u003E, according to a New York Times article about the trend. Regardless of whether or not these creators are truly comfortable playing as queer or doing it for clicks, this trend still suggests shifting attitudes toward masculinity, which may pave the way for more men to embrace sexual fluidity in the future.\u003C\u002Fp\u003E\n\u003Cp\u003ESexually fluid women may also help pave the way. More women openly discussing their fluid orientations means more people discussing alternatives to rigid sexuality in general.\u003C\u002Fp\u003E\n\u003Cp\u003E“Our culture puts a lot of shame around sexuality,” says Diamond. “Anything that makes it easier, and more socially acceptable for people to reflect on their desires in a non-judgmental, non-shaming way,” she adds, has the potential to open up their sexual possibilities – or at least let them consider the idea of doing so.\u003C\u002Fp\u003E\n\u003Cp\u003E“We need to start liberating men from compulsory heterosexuality [and] traditional masculinity,” adds Massey.  “And that may have a different result, or maybe have a similar result [to women] in terms of allowing more diversity in sexuality.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-06-15T14:57:04Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why more women identify as sexually fluid than men","headlineShort":"Why women are more sexually fluid","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"As definitions of sexuality change and expand, women’s orientations are becoming less rigid than men's. Why?","summaryShort":"Why more women are embracing less rigid sexual identities – and men aren't","tag":[],"textToSpeech":false,"creationDateTime":"2021-06-14T20:00:05.248181Z","entity":"article","guid":"18a59e2e-9310-4c62-9fdd-82ddcf4c300d","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men","modifiedDateTime":"2022-02-25T07:09:40.075409Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men","cacheLastUpdated":1654031015772},"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships","_id":"6267dfba1f4b7b2bf24a76a7","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Multi-partner relationships are on the rise, and finding their way into the mainstream. Could this new exposure change the way we look at sex and families?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIan Jenkins, 45, faced death threats after coming out as gay while at university in Virginia. At that time, he could hardly foresee a day when he could live as an openly gay man with one partner, let alone two. But today, he shares a home in San Diego with his two partners, Alan, 43, and Jeremy, 37, (who are using their first names only for privacy), and their two children, ages three and one. All three men are the children’s legal fathers, their names on both birth certificates.\u003C\u002Fp\u003E\n\u003Cp\u003EJenkins and his first partner, Alan, both doctors, had discussed the possibility of a more open relationship for years, before meeting Jeremy in 2012. Though Jeremy, a zookeeper who works to save endangered species, wasn’t initially interested in polyamory, he got to know the couple as friends and “everyone sort of became comfortable with the idea – there was just good chemistry”, says Jenkins.\u003C\u002Fp\u003E\n\u003Cp\u003EThey became a family, but when they made the decision to have children, obstacles arose. Besides the fact that each man had to have his own attorney involved in both the surrogacy and egg donor contracts with their first child (separate women served as surrogate and donor), they then had to convince a judge that all three should be legally defined as the child’s parents.\u003C\u002Fp\u003E\n\u003Cp\u003EJenkins says the judge who heard their case “was understanding of the situation and wanted to help us”, but as a lower court judge “she wasn't allowed to set precedent”.\u003C\u002Fp\u003E\n\u003Cp\u003ENo men in three-way relationships had ever been granted joint parenting rights to a child before in California, or possibly anywhere in the US. But the men made their case, each explaining “why it was so important and necessary for us to have [our names on] the birth certificate”, says Jenkins. The judge ended up granting all three parenting rights to their first child, born in 2017, and Jenkins ended up writing a book about their journey, Three Dads and a Baby: Adventures in Modern Parenting, which was published on 9 March in the US.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"ian jenkins with partners","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThough it’s still rare for people in polyamorous relationships to share legal parentage of their children, various forms of ‘ethical non-monogamy’ – relationships involving more than two adults who consent to the arrangement – have becoming increasingly widespread over the past decade. Multiple factors contribute to this, from the rise of multi-partner dating apps and mainstream media representation to social media and more easily accessible networks for those interested in the lifestyle. “I think a huge factor is just people's willingness to be open,” says Jenkins. “There has to be visibility.”\u003C\u002Fp\u003E\n\u003Cp\u003EThese cultural shifts, however, date back to free love proponents in the 1960s, who worked hard to expand our sexual boundaries from groups working all across the globe. And changes continue to happen because of people like Jenkins and his partners, whose stories help shed long-held taboos about having multiple partners.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘This is not a new thing’: the history of non-monogamy\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn 2016, a survey of nearly 9,000 single US adults showed that \u003Ca href=\"https:\u002F\u002Fwww.lehmiller.com\u002Fblog\u002F2016\u002F5\u002F30\u002Fhow-many-people-have-ever-had-a-consensually-non-monogamous-relationship\"\u003Eone in five had previously been in a consensually non-monogamous relationship\u003C\u002Fa\u003E. A Canadian survey came up with \u003Ca href=\"https:\u002F\u002Fwww.lehmiller.com\u002Fblog\u002F2019\u002F4\u002F17\u002Fone-in-five-people-report-having-been-in-a-sexually-open-relationship\"\u003Eroughly the same numbers\u003C\u002Fa\u003E a year later.\u003C\u002Fp\u003E\n\u003Cp\u003E“Something else we've seen in the last decade is that Google searches for the terms ‘polyamory’ and ‘open relationships’ have increased, which demonstrates that there's more interest in this topic,” says Justin Lehmiller, social psychologist and research fellow at The Kinsey Institute for Research in Sex, Gender and Reproduction in Bloomington, Indiana. \u003C\u002Fp\u003E\n\u003Cp\u003EBut people have been engaging in these types of relationships “for a really long time”, adds Lehmiller. “This is not a new thing.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Everyone sort of became comfortable with the idea: there was just good chemistry – Ian Jenkins","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt was new in 1969, however, when Dossie Easton, co-author with Janet Hardy of the 1997 book The Ethical Slut, made the then “quite unusual” decision that she would “never be monogamous again” after having left a bad relationship. In 1973, she joined a group called San Francisco Sex Information (which still exists) and found herself in a community of people exploring open sexual lifestyles. “I got to be part of advancing that world,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EEaston, now 77, had been talking about ethical non-monogamy for years when she and Hardy taught a BDSM workshop at a Mensa conference in 1994 in Big Sur, outside San Francisco. While the audience wasn’t scandalised by the BDSM, they were shocked that Easton and Hardy, who were lovers at the time, did the workshop right in front of Easton’s male partner. That prompted the pair to write the book, which covers how to carry on healthy non-monogamous relationships.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s still somewhat required reading for people interested in the lifestyle. “Every year it sells more,” says Easton.\u003C\u002Fp\u003E\n\u003Cp\u003EOver the past several decades, Easton has travelled to “poly meet-ups” in the UK, Germany, the Netherlands and Australia. In Berlin, she met Claudia Zinser, 57, who started to “live openly polyamorous about 25 years ago”, says Zinser. She’s been counselling people in polyamorous relationships for about a decade, and has seen openness toward the lifestyle increase, particularly among urban young people. “The media, including social media, hyped the topic… so it’s not unknown or taboo anymore,” she says. “It’s maybe even hip.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe app push\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEthically non-monogamous relationships haven’t had a purely upward trajectory.\u003C\u002Fp\u003E\n\u003Cp\u003ELehmiller says the HIV epidemic of the 1980s and 90s caused research on consensual non-monogamy to slow down, as having sex with multiple partners had become viewed as less safe. “The rebirth of research in this area started around 2010 or so,” says Lehmiller. “In the last decade, we've really seen an explosion.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe current near-mainstreaming of ethical non-monogamy, he says, has happened because of both academic research that’s filtered into the public, through media and education centres, and more diverse depictions of these relationships on TV. These newer depictions go beyond HBO’s Big Love or TLC’s Sister Wives, which both follow Mormon families featuring one husband and multiple wives, to show a variety of poly relationships. Both Lucy Gillespie’s Unicornland, in which a newly single woman goes on dates with several different couples; and You Me Her, where both members of a couple fall for another woman together, are strong examples.\u003C\u002Fp\u003E\n\u003Cp\u003E“The internet and more inclusive dating apps have also played a role in changing these attitudes,” says Lehmiller. Multiple non-monogamy-geared dating apps make it easy to find others looking for multiple partner relationships or sexual experiences. On Feeld, a poly and kink dating app, 60% of couples are looking for a third, says a company spokesperson. It’s not just sex that people are seeking. A survey spanning 640 users of the three-way app 3Fun from the US and UK showed that about 43% of those looking for three-way sex were also looking for three-way relationships.\u003C\u002Fp\u003E\n\u003Cp\u003EWith these apps, “there are more options for meeting and connecting,” says Lehmiller, “so it's not as much of an underground scene as it was in the past”.\u003C\u002Fp\u003E\n\u003Cp\u003EFeeld is how Janie Frank, 25, met her two partners, Maggie Odell, 27, and Cody Coppola, 31, in 2016. She’d first started using the app earlier that year because, though she’d previously only dated men, she realised she liked women, as well. “I was really nervous about dating a woman for the first time,” says Frank. “I decided the way I was going to get around this was to date couples instead to ease myself into it, so I would be dating a man and woman at the same time.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"A from three-way app 3Fun from the US and UK showed that about 43% of those looking for three-way sex were also looking for three-way relationships","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELooking back, Frank finds this logic “strange and funny”, but it ultimately led to her dating several couples before meeting Odell and Coppola. It also introduced her to “this whole lifestyle that I didn’t know existed”, she says. “Talking to people on the app… I began to realise there is a whole community for people who are ethically non-monogamous.” \u003C\u002Fp\u003E\n\u003Cp\u003EToday, Frank and Odell both have TikTok accounts, between which they have a few hundred-thousand followers. “We've been using them to try to talk about polyamory and bring awareness to it, and just normalise it and educate people on… what it can look like,” says Frank.\u003C\u002Fp\u003E\n\u003Cp\u003ESome ethically non-monogamous people reach out to thank them for the representation. Others less familiar with the lifestyle comment to say they’re glad they learned about polyamory from Frank and Odell’s videos. “I had never heard about this before,” some say.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EIs the law catching up?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe rise in ethically non-monogamous relationships is leading to legal recognition beyond Jenkins and his partners gaining parental rights to their children. In July 2020, the \u003Ca href=\"https:\u002F\u002Fwww.usatoday.com\u002Fstory\u002Fnews\u002Fnation\u002F2020\u002F07\u002F02\u002Fpolyamory-massachusetts-city-somerville-relationships-us\u002F5370718002\u002F\"\u003ESomerville, Massachusetts city council voted unanimously\u003C\u002Fa\u003E to recognise polyamorous domestic partnerships. The city of Cambridge, which borders Somerville, \u003Ca href=\"https:\u002F\u002Fnewbostonpost.com\u002F2021\u002F03\u002F10\u002Fcambridge-officially-recognizes-polyamory\u002F\"\u003Erecently followed suit\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"square","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis isn’t just happening in the US. In 2018, two men and a woman in a polyamorous relationship were \u003Ca href=\"https:\u002F\u002Fwww.cbc.ca\u002Fnews\u002Fcanada\u002Fnewfoundland-labrador\u002Fpolyamourous-relationship-three-parents-1.4706560\"\u003Eall recognised as the legal parents\u003C\u002Fa\u003E of their child in Newfoundland, Canada. The year prior, \u003Ca href=\"https:\u002F\u002Fwww.advocate.com\u002Fworld\u002F2017\u002F6\u002F15\u002Fthree-gay-men-make-history-marrying-colombia\"\u003Ethree men in a relationship in Medellin, Colombia\u003C\u002Fa\u003E, were legally married.\u003C\u002Fp\u003E\n\u003Cp\u003EThese geographically disparate moves towards normalising ethical non-monogamy may help spark a more global movement. Zinser, in Berlin, believes the push to online meetings and communities, spurred by Covid-19, will enhance “global networks” for those who practice ethical non-monogamy. The spread of information about non-monogamy, meanwhile, “is going to give people more options for designing the type of relationship that’s right for them”, says Lehmiller. \u003C\u002Fp\u003E\n\u003Cp\u003EIn spite of these changes, people in non-monogamous and queer relationships still contend with stigma. Frank says she and her partners at one time received anonymous hate mail (it’s since stopped). And, as of a year ago, Jenkins says students at the college he attended still belted out a homophobic chant at football games.\u003C\u002Fp\u003E\n\u003Cp\u003EIn San Diego, however, Jenkins says he and his partners don’t face discrimination – it’s mainly why he and Alan chose to move there in the first place. After Jenkins’s book came out, his colleagues at the hospital where he works, including all the senior administrators, wrote to congratulate him. “They even suggested we could do a book signing in the future,” says Jenkins. “We’re really lucky to be in that environment.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-10"}],"collection":[],"disableAdverts":false,"displayDate":"2021-03-25T20:42:33.69Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Ethical non-monogamy: the rise of multi-partner relationships","headlineShort":"Why ethical non-monogamy is on the rise","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Multi-partner relationships are on the rise, and finding their way into the mainstream. Could this new exposure change the way we look at sex and families?","summaryShort":"Multi-partner relationships are increasing – and could be going mainstream","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-25T20:43:56.102513Z","entity":"article","guid":"39272912-a87b-4186-996b-0fbd5e804f9d","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships","modifiedDateTime":"2022-02-25T07:05:49.632936Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships","cacheLastUpdated":1654031015776},"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation","_id":"6267dfe61f4b7b67da349067","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fjessica-klein"],"bodyIntro":"Some people need to feel an emotional bond before developing attraction. Many people don't accept this as a sexual orientation — but demisexuals say that’s misguided.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEarlier this year, when then-New York Governor Andrew Cuomo’s daughter, \u003Ca href=\"https:\u002F\u002Fwww.insider.com\u002Fandrew-cuomo-daughter-says-she-is-demisexual-what-that-means-2021-7\"\u003EMichaela Kennedy-Cuomo, came out as ‘demisexual’\u003C\u002Fa\u003E, she was met with public condescension. \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fnypost\u002Fstatus\u002F1411333472598298624?lang=en\"\u003EMany mocked her demisexuality\u003C\u002Fa\u003E – a lack of sexual attraction to others without a strong emotional connection. Few acknowledged demisexuality as ‘real’.\u003C\u002Fp\u003E\n\u003Cp\u003EBut although demisexuality isn’t widely known, it’s a sexual orientation like any other, that applies to people across the world.\u003C\u002Fp\u003E\n\u003Cp\u003EDemisexuality, which falls on the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation\"\u003Easexuality spectrum\u003C\u002Fa\u003E, differs from simply \u003Cem\u003Ewanting\u003C\u002Fem\u003E to wait for a deep bond to form before having sex with someone; rather, it’s more akin to the experience of being asexual \u003Cem\u003Euntil\u003C\u002Fem\u003E that type of connection forms, at which point the sexual attraction extends only to that person. For allosexuals, on the other hand (people who aren’t on the asexual spectrum), waiting to have sex until forming a deep connection is more of a preference, and less of \u003Cem\u003Enecessity\u003C\u002Fem\u003E to developing sexual desire.\u003C\u002Fp\u003E\n\u003Cp\u003EKennedy-Cuomo’s announcement did have positive effects, says Kayla Kaszyca, a demisexual co-creator of the podcast Sounds Fake But Okay, in which she and her asexual, aromantic co-host Sarah Costello discuss love, relationships and sexuality on the asexual spectrum. In some cases, Kaszyca says Kennedy-Cuomo’s statement raised the profile of demisexuality, stoking “\u003Ca href=\"https:\u002F\u002Fwww.cosmopolitan.com\u002Fsex-love\u002Fnews\u002Fa36736\u002Fwhat-does-it-mean-to-be-a-demisexual\u002F\"\u003Emore discourse about it\u003C\u002Fa\u003E”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b1kq0q"],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOn the other hand, the broadened discussion also brought detractors and spread misinformation. “I think the word [demisexuality] is definitely more out there and known, but the proper definition might still be unclear to a lot of people,” says 24-year-old Kaszyca.\u003C\u002Fp\u003E\n\u003Cp\u003EFor instance, many still dismiss demisexuality, insisting it’s ‘normal’ not to be sexually attracted to someone until you form a deeper, emotional connection with them. “Someone might tell you, ‘Isn’t everyone like that?’” \u003C\u002Fp\u003E\n\u003Cp\u003ESo, says Kaszyca, “you have to start myth-busting”.\u003C\u002Fp\u003E\n\u003Cp\u003EPeople who identify as demisexual, like Kaszyca and others who share content related to their orientation, are actively working to clarify that definition. It’s an especially tricky task when discussing an orientation that hasn’t even had a name for all that long, and whose definition often confuses people.\u003C\u002Fp\u003E\n\u003Cp\u003EBut their work is making a difference, and during the past several years, discussion about demisexuality has proliferated on Facebook groups, Instagram posts, Discord servers and among organisations dedicated to the asexual spectrum across the globe.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Someone might tell you, ‘Isn’t everyone like that? You have to start myth-busting – Kayla Kaszyca","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘I still didn’t come to terms with it for a really long time’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EPeople often \u003Ca href=\"https:\u002F\u002Fwww.wired.com\u002F2015\u002F02\u002Fdemisexuality\u002F\"\u003Etrace the origin of the term demisexual\u003C\u002Fa\u003E to a 2006 Asexual Visibility & Education Network (Aven) forum post. \u003C\u002Fp\u003E\n\u003Cp\u003E“I think it is a word that emerged primarily out of the Aven site and asexual advocates, not necessarily out of academics,” says Anthony Bogaert, a human-sexuality researcher and professor at Brock University in Ontario, Canada, who’s written multiple papers about asexuality. At that time, people on the Aven site were figuring out just how diverse the asexual spectrum could be – new terms began emerging as people who’d previously identified as asexual noted unique circumstances in which they \u003Cem\u003Ecould\u003C\u002Fem\u003E experience sexual attraction.\u003C\u002Fp\u003E\n\u003Cp\u003E“There is a tradition of allowing people with different kinds of identifications and lots of variability to come to the Aven site,” says Bogaert. These people helped move forward the discussion about asexuality by identifying various aspects of the asexual spectrum. In doing so, they offered information that wasn’t available elsewhere on the internet.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, asexuality was – and still is – more widely discussed than demisexuality. This is in part because the former is easier for people who aren’t asexual to conceptualise. Someone who’s asexual “experiences little to no sexual attraction”, says Kaszyca. “It’s a pretty easy tagline to use.” But adding on top of that “except when they develop a deep emotional connection”, can sometimes leave allosexuals scratching their heads.\u003C\u002Fp\u003E\n\u003Cp\u003EElle Rose, a 28-year-old based in Indiana, US, began identifying as demisexual after describing their sexuality to a friend a few years ago. “She looked at me and was like, ‘Elle, you’re describing demisexuality’,” says Rose. “I still didn't come to terms with it for a really long time.” Fearing the complications to their dating life if they were openly demisexual, Rose often described themselves as ‘\u003Ca href=\"https:\u002F\u002Fwww.glaad.org\u002Fblog\u002Fwhat-pansexuality-4-pan-celebs-explain-their-own-words\"\u003Epansexual\u003C\u002Fa\u003E’, leaving out the demisexual identity.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b1kpcx"],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘People can see themselves represented, finally’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ERose partly attributes dismissive attitudes towards demisexuality in the US to “purity culture”, in which women are at once highly sexualised in the media, but also expected to save themselves for the right person (or marriage, particularly in religious settings). Conceptually, this neatly aligns with abstaining from sex until forming a deep bond with a partner. But this is still ultimately a preference, with which demisexuals don’t identify.\u003C\u002Fp\u003E\n\u003Cp\u003EThis lack of understanding often breeds loneliness. Cairo Kennedy, a 33-year-old in Saskatchewan, Canada, grew up “not experiencing sexual attraction the same way as my peers, and you kind of feel broken”, she says. “It became this big secret and source of shame.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhen she discovered there was a name for her sexual orientation just a few years ago, she felt “kind of good, but then there was no information”, she says – at least none talking about demisexuality from the perspective of someone with lived experience. There were enough Aven posts for her to read and think, “‘Oh, this is me’, but not so much, ‘Oh, there’s a whole bunch of us’.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"[My friend] looked at me and was like, ‘Elle, you’re describing demisexuality’. I still didn't come to terms with it for a really long time – Elle Rose","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EKennedy decided to fill this gap, starting a \u003Ca href=\"https:\u002F\u002Fthedemisexual.com\u002F\"\u003E“demisexual lifestyle” blog\u003C\u002Fa\u003E. Through it, many other demisexuals have contacted her – people ranging from teenagers to those in their 50s, who live mostly in the US and Europe. “I was really surprised by how many people seem to relate,” she says. \u003C\u002Fp\u003E\n\u003Cp\u003E“I think the term is more popular because of social media,” says Hawaii-based therapist specialising in human sexuality Janet Brito. She only first heard the term demisexuality during her post-doctoral studies at the University of Minnesota, US, in 2014, “even though it’s describing [a sexual orientation] that’s been around for so long”. Though Brito acknowledges demisexuality spans all age groups, her openly demisexual clients tend to be in their earlier twenties. “They have more exposure to social media,” she says, “[where] it’s more acceptable to talk about this spectrum.” \u003C\u002Fp\u003E\n\u003Cp\u003EThat exposure breeds validation. “Social media opens up the door to many other voices that we would have not been exposed to in the past,” she adds. “[People] can see themselves represented, finally.” \u003C\u002Fp\u003E\n\u003Cp\u003EKlaus Roberts, 30, who lives just outside Helsinki, credits the internet for helping him put a name to his orientation about five years ago. “Finland’s a little bit behind in a lot of these things, because we’re a relatively small country,” he says. He’d been identifying as asexual, but meeting people in multi-national LGBTQ+ communities online helped him realise that demisexual described him better. “People who know anything about these terms, it’s easier for them to understand me when I use that.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b1kpp6"],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘Understand the nature of sexuality better’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWhen mainstream establishments fail to provide information about a variety of sexual orientations, these online voices become crucial for education.\u003C\u002Fp\u003E\n\u003Cp\u003EKaszyca and co-host Sarah Costello started their podcast while they were undergraduates at the University of Michigan, US, where only their friends listened to support them. Today, their reach has expanded to other English-speaking countries and Europe. Kaszyca estimates Sounds Fake But Okay now gets around 7,000 listeners per week. She adds it’s not only those on the asexual spectrum who tune in – their parents, partners and friends do, too, so they can learn.\u003C\u002Fp\u003E\n\u003Cp\u003E“Our episode with the most listens is our ‘Asexuality 101’ episode,” says Kaszyca. “People have said they've sent that to their friends or family after coming out, to help educate them and… ease the education process.”\u003C\u002Fp\u003E\n\u003Cp\u003EThis education also helps demisexuals navigate other parts of society, like dating. For example, Kaszyca says apps have made dating while demisexual easier, because you can include your orientation in your dating profile. This avoids an otherwise heavy first date conversation. “A first date is supposed to be casual,” she says, “then you’re like, ‘hey, let’s have an in-depth conversation about my identity, and I’m probably going to have to teach you what it is because demisexuality is so unknown’.”\u003C\u002Fp\u003E\n\u003Cp\u003EOverall, talking and learning about the “the variability that exists in the broader asexual community”, says researcher Bogaert, is crucial to avoiding the alienation of sexual minorities. But it’s also crucial because “it allows us to understand the nature of sexuality better” as a whole.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-10"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-11-05T14:08:39Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why demisexuality is as real as any sexual orientation","headlineShort":"Why it's wrong to dismiss demisexuality","image":["p0b1knxq"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p0b1kqp3"],"relatedStories":["worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation","worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men","worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships"],"relatedTag":null,"summaryLong":"Some people need to feel an emotional bond before developing attraction. Many people don't accept this as a sexual orientation — but demisexuals say that’s misguided.","summaryShort":"No attraction without connection? Understanding this sexual orientation","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-11-04T19:54:35.883895Z","entity":"article","guid":"1e30ed03-592c-4125-9473-dc76f8766d46","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation","modifiedDateTime":"2022-02-25T07:17:13.322153Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation","cacheLastUpdated":1654031015772},"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us","_id":"6267dfa31f4b7b3e5f1cbfea","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Alarming new research shows that people working more than 54 hours a week are at major risk of dying from overwork. It’s killing three-quarters of a million people each year.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELisa Choi ignored the first symptoms. After all, the 53-year-old business analyst was a very active, fit vegetarian, who cycled frequently and avoided high-fat foods. She was far from the typical victim of a heart attack.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, the Seattle-based Choi was working 60-hour workweeks, including evenings and weekends. She was facing tight deadlines and managing complex digital projects. This workload was utterly normal to her. “I have a really high-stress job… I’m usually on overdrive,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EIt wasn’t until several months ago, when she suddenly started feeling an anvil-like pressure on her chest, that she began to take her symptoms more seriously. In the hospital, it turned out that she had a tear in her artery. This is a hallmark of a spontaneous coronary artery dissection (SCAD), a relatively rare heart condition that particularly affects women and people younger than 50. Told that she would need an angioplasty to open up her artery, Choi thought, “I don’t have time for this. I’m scheduled for migrations at work, and I’m doing all this stuff.”\u003C\u002Fp\u003E\n\u003Cp\u003ELike Choi, many are also finding themselves in ill health due to intense work schedules. New, sobering research – said to be the first-ever study to quantify the global burden of disease from working long hours – has shown how bleak the situation is.\u003C\u002Fp\u003E\n\u003Cp\u003EIn a paper published 17 May, authors from institutions including the World Health Organization (WHO) and the International Labour Organization (ILO) suggest that, each year, \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fpii\u002FS0160412021002208\"\u003Ethree-quarters of a million people are dying from ischaemic heart disease and stroke, due to working long hours\u003C\u002Fa\u003E. (Ischaemic heart disease, also known as coronary heart disease, involves narrowed arteries. Choi’s SCAD is different from conventional ischaemic heart disease, but stress and high blood pressure are major factors in both.)\u003C\u002Fp\u003E\n\u003Cp\u003EIn other words, more people are dying from overwork than \u003Ca href=\"https:\u002F\u002Fwww.who.int\u002Fnews-room\u002Ffact-sheets\u002Fdetail\u002Fmalaria\"\u003Efrom malaria\u003C\u002Fa\u003E. This is a global health crisis, demanding attention from individuals, companies and governments alike. And, if we don’t solve it, the problem may not only continue – it could get worse.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow overwork affects health\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn the paper, published in the journal Environment International, researchers systematically reviewed data on long working hours, defined as 55 hours or more per week; health impacts; and mortality rates from most of the world’s countries, from 2000 to 2016. The authors controlled for factors like gender and socioeconomic status, in order to tease out the pure effects of overwork on health.\u003C\u002Fp\u003E\n\u003Cp\u003EThe \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-57139434\"\u003Estudy establishes that overwork is the single largest risk factor for occupational disease\u003C\u002Fa\u003E, accounting for roughly one-third of the burden of disease related to work. “For me personally, as an epidemiologist, I was extremely surprised when we crunched these numbers,” says Frank Pega, a WHO technical officer and the lead author of the paper. “I was extremely surprised by the size of the burden.” He describes the findings as moderate, but clinically significant.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I was extremely surprised when we crunched these numbers. I was extremely surprised by the size of the burden – Frank Pega","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThere are two major ways that overwork can reduce health and longevity. One is the biological toll of chronic stress, with an uptick in stress hormones leading to elevated blood pressure and cholesterol. Then there are the changes in behaviour. Those logging long hours may be \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201123-the-psychology-behind-revenge-bedtime-procrastination\"\u003Esleeping little\u003C\u002Fa\u003E, barely exercising, eating unhealthy foods and smoking and drinking to cope.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd there are particular reasons to worry about overwork both while we’re still in the Covid-19 pandemic, and looking at life thereafter. The pandemic has intensified some work stresses while bringing \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210308-why-zoom-fatigue-wont-last-forever\"\u003Enew forms of workplace exhaustion\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIndia has become the \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fworld-asia-india-56961940\"\u003Eepicentre of the global pandemic\u003C\u002Fa\u003E, with more than 25 million cases of Covid-19. But the pandemic is affecting health in other ways as well. Sevith Rao, a physician and founder of the Indian Heart Association, explains that South Asians are already at \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2019\u002F02\u002F12\u002Fwell\u002Flive\u002Fwhy-do-south-asians-have-such-high-rates-of-heart-disease.html\"\u003Ehigh risk of heart disease\u003C\u002Fa\u003E. Now, “with the Covid pandemic we have seen an increase in work from home, which has blurred work-life balance among many individuals, leading to disrupted sleep patterns and exercise; this has in turn increased the risk for cardiovascular disease and stroke.”\u003C\u002Fp\u003E\n\u003Cp\u003EMoreover, the pandemic has resulted in the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women\"\u003Eworst economic downturn since the Great Depression\u003C\u002Fa\u003E. Previous recessions have actually been followed by increases in working hours. “It seems almost like a perverse effect,” Pega acknowledges, in light of the widespread job losses during a recession. But “the reality seems to be that the people who are still working have to work more to compensate for the job losses.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHotspots of overwork\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to the data in the paper, 9% of the world’s population – a number that includes children – is working long hours. And, since 2000, the number of people who are overworking has been increasing.\u003C\u002Fp\u003E\n\u003Cp\u003EOverwork affects different groups of workers in very different ways.\u003C\u002Fp\u003E\n\u003Cp\u003EMen work longer hours than women in every age group. Overwork peaks in early middle age, although the health effects take longer to turn up. (The study authors used a 10-year lag period to track the effects of overwork on the onset of disease; after all, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20160912-is-there-such-thing-as-death-from-overwork\"\u003E“death by overwork”\u003C\u002Fa\u003E doesn’t happen overnight.)\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"woman at desk late","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe data also show that people in Southeast Asia seem to be working the longest hours; people in Europe, the shortest. Pega explains that there may be cultural reasons for the larger proportion of people in Asia working long hours. As well, many people work in the informal sector in low- and middle-income Asian countries. As Pega points out, “People in the informal economy might have to work long hours to survive, they might be working multiple jobs, they might not be covered by social protection laws.”\u003C\u002Fp\u003E\n\u003Cp\u003EOn the flip side, many Europeans enjoy a working culture that celebrates lengthy holidays and substantial rest periods. This more relaxed attitude is enshrined in law; for instance, the European Union’s \u003Ca href=\"https:\u002F\u002Fec.europa.eu\u002Fsocial\u002Fmain.jsp?catId=706&langId=en&intPageId=205\"\u003EWorking Time Directive\u003C\u002Fa\u003E bars employees from working more than 48 hours a week on average.\u003C\u002Fp\u003E\n\u003Cp\u003EBut even in some European countries, especially outside of France and Scandinavia, there’s been an \u003Ca href=\"http:\u002F\u002Faei.pitt.edu\u002F93656\u002F1\u002FLEQSPaper92.pdf\"\u003Eincreasing proportion of high-skilled workers working extreme hours\u003C\u002Fa\u003E since 1990 (after the peak of unionisation and the related employee protections). Tellingly, the Austrian health minister \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fworld-europe-56735927\"\u003Eresigned from his job in April\u003C\u002Fa\u003E, saying that he had developed high blood pressure and high blood sugar while overworking during the pandemic. His public announcement was unusual not just because of his high-profile position, but also because he was actually \u003Cem\u003Eable to leave\u003C\u002Fem\u003E his exhausting job.\u003C\u002Fp\u003E\n\u003Cp\u003EOver in Seattle, Choi has also been fortunate, in that her colleagues have been supportive of her need to slow down at work. Since not everyone can afford to work more balanced hours, and not everyone will get a wake-up call before a fatal stroke or heart attack, there’s an urgent need to tackle this health crisis now.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECombatting overwork\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIf trends continue in the same direction, overwork – and the associated health harms – will only increase. This is especially worrying, given how many societies \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003Eglorify overwork to the point of burnout\u003C\u002Fa\u003E. And, as our work hours have ticked up during the pandemic, with few signs of stopping, those suffering from spending too many hours on the clock will only increase.\u003C\u002Fp\u003E\n\u003Cp\u003EThe burden to disrupt the cycle falls on both employers and employees in some way – and all may need to work together in order to rein in overwork and the subsequent issues that follow.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Those logging long hours may be sleeping little, barely exercising, eating unhealthy foods and smoking and drinking to cope","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn general, Pega urges workplaces to embrace flexible work, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190710-could-you-share-your-job\"\u003Ejob shares\u003C\u002Fa\u003E and other means of \u003Ca href=\"https:\u002F\u002Fwww.ilo.org\u002Ftravail\u002Finfo\u002Fpublications\u002FWCMS_706159\u002Flang--en\u002Findex.htm\"\u003Eimproving balance in work schedules\u003C\u002Fa\u003E. They should also take occupational-health services seriously. And Rao comments, “We at the Indian Heart Association believe that increased education and screening is key to prevent cardiovascular disease and stroke.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere’s clearly a role for individual workers to reshape their attitudes to work as well – we can all try to push back against the pull of overwork that keeps so many of us glued to our phones late into the evening. The sooner workers do this, the better position they’ll be in; since overwork is a risk that \u003Ca href=\"https:\u002F\u002Fwww.ahajournals.org\u002Fdoi\u002Ffull\u002F10.1161\u002FJAHA.119.015753\"\u003Eaccumulates over years\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.webmd.com\u002Fheart\u002Ffeatures\u002Fjob-stress-and-your-heart\"\u003Epreventing it from becoming chronic\u003C\u002Fa\u003E may reduce the severity of the worst health risks (although there’s not enough evidence on when the risk crosses over from short-term to chronic).\u003C\u002Fp\u003E\n\u003Cp\u003EBut the most sweeping changes would need to occur at the governmental level. Pega says, “we already have solutions. People have put in place limits on the maximum number of hours we should be working” – for instance with the European Working Time Directive, or other right-to-disconnect laws. In countries with strong laws on limiting work, what’s key is enforcing and monitoring those laws. And in countries with weak social safety nets, anti-poverty measures and welfare programmes can lower the number of people working themselves to the bone out of sheer necessity.\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, the problem of overwork – and the ill health it breeds – will continue if we don’t make changes in our working lives. And change isn’t impossible. “We can do something,” insists Pega. “This is for everybody.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-05-19T12:21:45Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How overwork is literally killing us","headlineShort":"The deadly effects of working too hard","image":[],"imageAlignment":"centre","imageAltText":"person working alone in skyscraper","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Alarming new research shows that people working more than 54 hours a week are at major risk of dying from overwork. It’s killing three-quarters of a million people each year.","summaryShort":"More than 750,000 people are dying each year from working long hours","tag":[],"textToSpeech":false,"creationDateTime":"2021-05-18T21:57:32.11752Z","entity":"article","guid":"5c7a7496-4bef-4784-b149-95f81df3e7d7","id":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us","modifiedDateTime":"2022-02-25T07:08:28.720529Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us","cacheLastUpdated":1654031015773},"worklife\u002Farticle\u002F20210419-employers-know-more-about-our-lives-than-ever-now-what":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210419-employers-know-more-about-our-lives-than-ever-now-what","_id":"6267dfa51f4b7b3e582c3794","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Since the pandemic, companies have learned far more about our home lives. Do bosses need this info to make our working lives better – or are we oversharing to our own detriment?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBefore the pandemic, Gail Cornwall talked mostly about other people’s children, not her own. Cornwall, 40, writes about parenting and education, and always did the majority of her work while her kids were at school. But the pandemic meant all the kids in her blended family – five children between the ages of six and 17 – were suddenly spending all their time at home. \u003C\u002Fp\u003E\n\u003Cp\u003E“Only two are back in school even part time now,” says Cornwall, who lives in San Francisco. These days, she finds herself talking about them a lot. She often begins work calls by explaining that she has a house full of kids and that she might get interrupted. “It just feels more professional to have that be anticipated than to just be interrupted out of the blue.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe pace of her work has changed, too. “When it comes to setting deadlines, I’ve certainly had to pad them more, give myself a longer runway,” she says. “I’ve said things like, ‘I can probably turn this around in two weeks. But let's say four, just in case, since I have so many kids in the house right now and things come up’.” \u003C\u002Fp\u003E\n\u003Cp\u003EOver the last year, many of us have found ourselves wrestling with the unfamiliar need to discuss personal responsibilities while handling professional ones. Before the pandemic, workers had no real obligation to share anything about their lives with their bosses. At larger organisations, HR departments might have known little more than employees’ names, addresses and birthdays. But once Covid-19 abruptly shifted work into our homes, we suddenly had to share more with employers, because our private lives were playing out during working hours. \u003C\u002Fp\u003E\n\u003Cp\u003ESome of this has been positive; there’s a sense that giving employers more insight into our home circumstances, responsibilities and even health could result in greater accommodation. But there are also questions about how much we want to share with our employers, and what feels like a breach of privacy – as well as how companies will use the information they learn. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EIntrusion or necessary details?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIn August, the Forward Institute, a UK-based non-profit group, released a report examining \u003Ca href=\"https:\u002F\u002Fstatic1.squarespace.com\u002Fstatic\u002F5ab0e7eee749404673aa499d\u002Ft\u002F604f7a5da56cf239d5aad6ea\u002F1615821411827\u002FHF%3AFI+Final+report.pdf\"\u003Ehow organisations had responded to Covid-19\u003C\u002Fa\u003E, including an assessment of what it called the “fundamental shift in what employers know, and need to know, about their employees’ personal circumstances”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210419-employers-know-more-about-our-lives-than-ever-now-what-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Man working in a small bedroom","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210419-employers-know-more-about-our-lives-than-ever-now-what-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThrough interviews with leaders at a number of major organisations, researchers found none of them “knew their staff’s home-working conditions… prior to the crisis”. After all, they note, before homes became workplaces, “widespread enquiries from employers about home and family circumstances would have been regarded as an unwarranted intrusion into employees’ private lives”. \u003C\u002Fp\u003E\n\u003Cp\u003EBut such enquiries – and policy changes based on the information they elicited – became important when the pandemic hit, says Ruth Turner, senior director at the Forward Institute, as companies found themselves reckoning with a new duty of care to their employees. “As soon as schools shut down, people’s children started appearing on their laps in their Zoom calls. Elderly relatives people live with and care for were present in the background,” she says. Many employers reacted by increasing flexibility, she adds, understanding that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out\"\u003Eemployees who are also parents and carers\u003C\u002Fa\u003E were juggling outsized burdens. \u003C\u002Fp\u003E\n\u003Cp\u003EFor some people, the simple act of appearing on video has been revealing. Before the rise of remote work, a living situation like staying in a parent’s basement because of divorce or crippling debt, or sharing a tiny flat with three other adults, for instance, wasn’t something an employer needed to know about.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210419-employers-know-more-about-our-lives-than-ever-now-what-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"All of these things in the private domain suddenly became public – Ruth Turner","id":"worklife\u002Farticle\u002F20210419-employers-know-more-about-our-lives-than-ever-now-what-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENow, it’s become necessary to share at least bits and pieces, not only to provide context for the background of Zoom calls, but because employers may have a duty to help make that living situation more conducive to work. A recent study of more than 30,000 global workers showed that \u003Ca href=\"https:\u002F\u002Fms-worklab.azureedge.net\u002Ffiles\u002Freports\u002FhybridWork\u002Fpdf\u002F2021_Microsoft_WTI_Report_March.pdf\"\u003Emore than 40% lack essential office supplies at home\u003C\u002Fa\u003E, and one in 10 don’t have the internet connection they need to adequately do their job. As employers work out whether teams will be able to keep working remotely, they’ll also have to determine the company’s obligation to solve these problems.  \u003C\u002Fp\u003E\n\u003Cp\u003E“If we are moving into this hybrid world where people have to, or choose to, do their work at home, who pays for the Wi-Fi connection?” says Turner. “If somebody can only sit on the side of their bed, does that mean they’re not allowed to work there,” because they can’t make their home working situation compatible with the company’s health and safety policy? “These are all interesting questions that nobody has the answers to yet.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Will they treat me differently?’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBeyond speaking about caring responsibilities or household circumstances, some people had to disclose health issues they’d previously kept private.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“Immediately, people felt they had to declare their long-term conditions and disabilities, because it put them in a risk category,” says Turner. “You might have a condition that there was no need to tell your employer about before, but that suddenly made you much, much more vulnerable to Covid. All of these things in the private domain suddenly became public.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210419-employers-know-more-about-our-lives-than-ever-now-what-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Lady taking medicine","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210419-employers-know-more-about-our-lives-than-ever-now-what-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPeople who have disabilities or health conditions and injuries make up 10% of the global workforce, says Brendan Roach, director of strategy and “networkology” at PurpleSpace, a London-based professional-development resource network for disabled employees. But because the issues aren’t obvious, employers can have no idea they have employees with disabilities. “Many have disabilities that aren’t visible or aren’t immediately apparent, like dyslexia, anxiety – even diabetes,” says Roach. “What the pandemic has done is shifted what your employer needs to know about your health. In a way, that’s very good – it normalises conversations about health and work.” \u003C\u002Fp\u003E\n\u003Cp\u003EBut, adds Roach, there are also valid reasons people with invisible disabilities chose not to disclose that information pre-pandemic. “There’s a degree of fear. If I tell my employer I have this condition, will they treat me differently, or will it hold me back? That’s something that plays out for people with disabilities at work.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Fundamental trust issue’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"pf0\"\u003EHistorically, many employees have opted to keep their heads down at work, and their employer’s nose out of their personal business. Some of this is due to simple privacy concerns, but for many, this choice stems from real fear that the more an employer knows, the more vulnerable they may be as workers.\u003C\u002Fp\u003E\n\u003Cp class=\"pf0\"\u003EFor instance, before the pandemic, many parents in corporate environments practiced “\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting\"\u003Esecret parenting\u003C\u002Fa\u003E” to avoid the stigma of seeming incapable, unfocused or lacking in commitment. It’s not an imagined risk: between 2006 and 2015, cases of workplace discrimination because of family responsibilities in the US \u003Ca href=\"https:\u002F\u002Fwww.uchastings.edu\u002F2020\u002F06\u002F11\u002Fworklife-caregiver-legislation\u002F\"\u003Emore than tripled.\u003C\u002Fa\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210419-employers-know-more-about-our-lives-than-ever-now-what-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Dad working at home with kids","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210419-employers-know-more-about-our-lives-than-ever-now-what-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe pandemic may have forced information about family responsibilities and home environments – and, for that matter, chronic health conditions and disabilities – out into the open. But that doesn’t mean the reasons for \u003Cem\u003Enot \u003C\u002Fem\u003Ewanting to share that information before have gone away. \u003C\u002Fp\u003E\n\u003Cp\u003ETurner says that responsibility falls to the employer to make sure none of the fears about discrimination or career obstruction come to pass, and that the information is being used responsibly. “It’s a fundamental issue of underlying trust,” she says. “If you feel your employer has your interests at heart, or strikes a balance between your needs and the organisation’s, you’re likely to be more comfortable with them knowing about your disability or health concerns.” \u003C\u002Fp\u003E\n\u003Cp\u003EEven organisations with a high degree of trust between leadership and employees “can’t just trade on it”, says Turner. “Individuals have a legitimate expectation that if they disclose something they ordinarily would’ve kept private, it will be kept confidential. Data-privacy issues come to the fore; workers need to know why they’re being asked, who will have access to the information, and what the company will do with it.” \u003C\u002Fp\u003E\n\u003Cp\u003ERoach takes an optimistic view, believing a cultural shift toward making jobs work for the people in them, as opposed to the other way around, is beginning with bosses getting more personal. “Leaders have become more human in the last year,” he says. “People are seeing them in their living rooms, in their tracksuits.” \u003C\u002Fp\u003E\n\u003Cp\u003EIn turn, some of those more humanised leaders are moving toward building work environments that recognise their employees’ individual needs, creating spaces where the personal and professional can overlap.  \u003C\u002Fp\u003E\n\u003Cp\u003EAnd if the lasting effect of the abrupt need to be more open with our employers is more flexible workplaces that can do more to accommodate the responsibilities, challenges and complications that are part of our lives, perhaps workers will consider that sacrificing a bit of privacy is worth the risk.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210419-employers-know-more-about-our-lives-than-ever-now-what-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-04-20T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Employers know more about our lives than ever – now what?","headlineShort":"Do our bosses know too much about us?","image":[],"imageAlignment":"centre","imageAltText":"File image of a mum working next to her child","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Since the pandemic, companies have learned far more about our home lives. Do bosses need this info to make our working lives better – or are we oversharing to our own detriment?","summaryShort":"Employers know more about our personal lives than ever – should we be nervous?","tag":[],"textToSpeech":false,"creationDateTime":"2021-04-19T19:51:26.156108Z","entity":"article","guid":"bcbfe4a3-2af8-48b7-8791-890b6dff05e3","id":"worklife\u002Farticle\u002F20210419-employers-know-more-about-our-lives-than-ever-now-what","modifiedDateTime":"2022-02-25T07:06:59.211438Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210419-employers-know-more-about-our-lives-than-ever-now-what","cacheLastUpdated":1654031015773},"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement","_id":"6267dfa31f4b7b334d272116","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Traditionally, we view reaching a good work-life balance as hitting a goal. But it may be more of a moving target than we realise.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFew topics have been so endlessly analysed, glorified and dissected as work-life balance. The quest to attain this somewhat nebulous state has dominated discourse around careers for years – especially for working parents. The concept is often presented as something to achieve, or a goal to reach. And once you’ve reached it, congratulations: you’ve made it; you’re a successful human being of the 21st Century.\u003C\u002Fp\u003E\n\u003Cp\u003EBut the problem is that we often tell ourselves: “’I’m going to put in eight hours’ worth of work, and then I’m going to put in eight hours’ worth of me time, which will include my family, my hobbies, my workout, my everything’,” says Anat Lechner, clinical associate professor of management at New York University. “I don’t think it’s such a simple formula.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd, according to new findings, it may not be. Some researchers are now encouraging us to stop thinking about work-life balance as an achievement that you either hit or don’t. Instead, they suggest it may be more of a lifelong process – a continuous, never-ending exercise that requires vigilance, self-awareness and timely tweaks.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ENot a one-time fix\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EForget reaching that golden goal: researchers Ioana Lupu of ESSEC Business School in France, and Mayra Ruiz-Castro of the University of Roehampton in the UK argue that work-life balance is a “\u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2021\u002F01\u002Fwork-life-balance-is-a-cycle-not-an-achievement\"\u003Ea cycle, not an achievement\u003C\u002Fa\u003E”.\u003C\u002Fp\u003E\n\u003Cp\u003EIn \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F0170840620934064\"\u003Etheir 2020 study\u003C\u002Fa\u003E, the researchers interviewed nearly 80 employees at two London-based firms – an equal number of men and women between the ages of 30 and 50, all with at least one dependent child – who worked in middle or senior management roles.\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough it sounds like the respondents had a lot in common, here’s what separated them: about 30% of the men and 50% of the women reported resisting working long hours. The other respondents, meanwhile, all worked long hours because they thought that’s what successful professionals should do.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOnce Lupu and Ruiz-Castro looked at those who rejected the long hours, they found that those workers actually had strikingly similar strategies for maintaining their work-life balance. They employed more “reflexivity” – or the ability to reflect and question assumptions in the name of self-awareness – and regularly took steps to adjust the things standing in their way of coveted work-life balance.\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers stopped and questioned their circumstances – reflecting on their emotions and situations, then pinpointed their specific roadblocks to work-life balance. Taking stock and “claiming this mental space to gain clarity of what they want for themselves is the first step toward identifying and implementing alternative ways of working and living,” says Ruiz-Castro.\u003C\u002Fp\u003E\n\u003Cp\u003ELupu and Ruiz-Castro identified five steps that the respondents in the study who had better work-life balance used in their jobs.\u003C\u002Fp\u003E\n\u003Cp\u003EFirst, they paused, de-normalised beliefs such as “I’m a professional, so I should work, work, work”, and asked themselves questions like, “What’s currently causing me stress?”. Second, after identifying the cause, they zeroed in on their resultant emotions – did they feel angry, sad, energised? Third, they reprioritised, asking, “Is working long hours really worth cutting back on family time?”, for example. Fourth, they considered their alternatives: is there anything at work that could be changed to accommodate these new priorities? And finally, they implemented changes, like asking their supervisor for greater flexibility, or deciding not to take on every project that comes their way.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The discussion of ‘work-life balance’ actually masks something else – Anat Lechner","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis five-step process is something anyone can adopt. Going through the steps, and constantly checking in with yourself, can help you shift and adapt your professional life to something that will better harmonise with your personal one, their research suggests. “Awareness of your emotional state is essential in order to determine the changes you want to make in your work and in your life,” says Lupu.\u003C\u002Fp\u003E\n\u003Cp\u003ENew York University’s Lechner agrees that finding that balance is an ongoing pursuit. It’s not simply about divvying up the hours in your day between work, the gym, kids, chores and meditation. Because even if you \u003Cem\u003Edo\u003C\u002Fem\u003E make sure the hours are evenly split, if the underlying emotional sources of stress are still there – the kinds of stress that the five-step cycle could help identify – then the time you actually spend at home may not be enjoyable. \u003C\u002Fp\u003E\n\u003Cp\u003E“We come home and even though physically we are there, mentally we still may be processing things that happened at work. We’re not present,” she says. “I very often think the discussion of ‘work-life balance’ actually masks something else. What we call ‘work-life balance’ is actually just a proxy to having a sense of fulfilment and contentment.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EOther steps to take\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, finding that balance probably shouldn’t be something you have to do by yourself.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch by Erin Kelly, professor of work and organisation studies at the Massachusetts Institute of Technology, shows companies and managers can play a key role in creating a better environment for workers. For her book, Overload: How Good Jobs Went Bad and What to Do About It, she and co-author Phyllis Moen split more than 1,000 employees at a Fortune 500 company into two groups: one that worked under a management redesign and one that continued working within the existing management structure.\u003C\u002Fp\u003E\n\u003Cp\u003EUnder the management redesign, many steps were taken to ensure better work-life balance for workers and prevent burnout. Managers were regularly reminded to explicitly support their employees, for example, and workers were allowed to make changes, like cancelling 0900 morning meetings.All of this was done in the name of increasing job satisfaction and giving workers greater flexibility, and to assure workers that it was something management was committed to.\u003C\u002Fp\u003E\n\u003Cp\u003EUnsurprisingly, Kelly and Moen found that employees in the redesign group reported less stress, less burnout, were less likely to quit their jobs and, over the next four years, were 40% less likely to quit than those who kept working under the old policies.\u003C\u002Fp\u003E\n\u003Cp\u003E“Work-life balance is understood to be an individual’s response – so [people think] ‘it’s up to me to manage the craziness of my work life’,” says Kelly. But organisations need to examine the demands they’re placing on employees. “The root problem is not how the two pieces of work and life come together. It’s that we have unrealistic expectations of what we’re asked to do on the work side.”If your workplace isn’t an environment where work-life balance is possible in the first place, any strides you attempt to make toward it on a personal level will be in vain.\u003C\u002Fp\u003E\n\u003Cp\u003EThat’s a conversation that appears to be gathering pace since the pandemic ripped up the rule book for how we work as well as reshaped our working lives. The new prevalence of remote work, flexible work or even \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200824-why-the-future-of-work-might-be-hybrid\"\u003E‘hybrid’ working models\u003C\u002Fa\u003E will likely all play important roles in how we balance our professional and personal lives going forward. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd if it seems like finding that perfect balance remains elusive, the experts say that keeping some perspective can help. We’re in an era of catastrophic job loss; the pandemic alone \u003Ca href=\"https:\u002F\u002Fnews.un.org\u002Fen\u002Fstory\u002F2021\u002F01\u002F1082852\"\u003Ehas slashed 255 million jobs worldwide\u003C\u002Fa\u003E, and more jobs could be lost in the next decade as \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F01\u002F30\u002Fbusiness\u002Fartificial-intelligence-robots-retail.html\"\u003EAI advances\u003C\u002Fa\u003E and more offices digitise. For millions of people, work is about being able to put food on the table. Talking about work-life balance “is a very privileged conversation”, says Lechner. “If we’re reflecting, maybe we should also reflect on that.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EAdditional reporting by Lauren Brown\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-03-02T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why it's wrong to look at work-life balance as an achievement","headlineShort":"Why work-life balance isn't a goal","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Traditionally, we view reaching a good work-life balance as hitting a goal. But it may be more of a moving target than we realise.","summaryShort":"We may be approaching the endless quest for work-life balance all wrong","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-01T21:32:00.015898Z","entity":"article","guid":"12b8d7bc-63b6-4f7b-a44a-530d3b14e31c","id":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement","modifiedDateTime":"2022-02-25T07:04:21.085232Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement","cacheLastUpdated":1654031015773},"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder","_id":"6267dfd21f4b7b58b7303c79","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Self-doubt and imposter syndrome permeate the workplace, but women, especially women of colour, are particularly likely to experience it. Why is this – and how can it be changed?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAlthough I haven’t worked in an office in more than 20 years, I still remember the feeling I used to have at my nine-to-five magazine job. No matter how well I did, I always felt that I wasn’t good enough for the rarefied publishing world. I didn’t come from a pedigree; I just was a hard-working black woman. I felt (and sometimes literally was) unacknowledged in the hallways, and my voice was hardly heard. It wasn’t unusual that ideas I presented at meetings got a lukewarm reception, but two meetings later someone else suggested a similar thought, which was instantly deemed a must-write story.\u003C\u002Fp\u003E\n\u003Cp\u003EEven though I knew I was capable of doing the work, I was riddled with doubt. It was years later that I learned there was a term for what I felt: imposter syndrome.\u003Cbr \u002F\u003E\u003Cbr \u002F\u003EYou may not be able to see it around you, but imposter syndrome permeates the workplace. It’s a feeling that many people can identify with: why do I feel like a fraud even though I’m eminently qualified for this job? Despite having education and training, many have never been able to break free of doubting their worthiness and step into any a higher level of success.\u003Cbr \u002F\u003E\u003Cbr \u002F\u003EBut although anyone can ask this question, imposter syndrome has an outsize effect on certain groups.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We’re more likely to experience imposter syndrome if we don't see many examples of people who look like us or share our background who are clearly succeeding in our field – Emily Hu","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Women, women of colour, especially black women, as well as the LGBTQ community are most at risk,” says Brian Daniel Norton, a psychotherapist and executive coach in New York. “When you experience systemic oppression or are directly or indirectly told your whole life that you are less-than or underserving of success and you begin to achieve things in a way that goes against a long-standing narrative in the mind, imposter syndrome will occur.”\u003C\u002Fp\u003E\n\u003Cp\u003EIf you doubt yourself even when you’re doing all the right things, are you doomed to feel like an imposter, no matter what? And why, exactly, do we feel imposter syndrome – and what can we do when that feeling starts to boil up?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EStacked odds\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ECorporate culture exacerbates the problem of imposter syndrome, particularly for women.\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to Lean In, a US organisation that focuses on women in the workplace, women are less likely to be hired and promoted to manager. Its 2019 \u003Ca href=\"https:\u002F\u002Fleanin.org\u002Fwomen-in-the-workplace-2019\" target=\"_blank\"\u003Eresearch\u003C\u002Fa\u003E shows that for every 100 men brought onto teams and elevated to management, only 72 women experience the same thing. Men hold 62% of manager-level positions, while women hold just 38%. And although one-third of the companies Lean In surveyed set gender representation targets for first-level manager roles, 41% of them didn’t for senior levels of management.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd despite progress in the boardroom, where diverse voices have been historically absent, women still don’t have near-equal representation. According to \u003Ca href=\"https:\u002F\u002Fwww.catalyst.org\u002Fresearch\u002Fwomen-on-corporate-boards\u002F\" target=\"_blank\"\u003ECatalyst\u003C\u002Fa\u003E data for 2019, women in the US held 26.1% of directorships, up from 20.3% in 2016. Women in the UK fared slightly better, holding 31.7% of directorships, up from 25.3%. But even in the top-rated country, France, women only hold 44.3% of directorships, up from 37.6% in 2016. Additionally, women of colour are all but non-existent on corporate boards: \u003Ca href=\"https:\u002F\u002Fwww.catalyst.org\u002Fresearch\u002Fwomen-minorities-corporate-boards\u002F\" target=\"_blank\"\u003ECatalyst\u003C\u002Fa\u003E reports that fewer than 5% of US corporate board seats are held by women of colour, despite being 18% of the US population. The only black woman to ever head up a Fortune 500 company as CEO was Xerox's Ursula Burns, who left the company in 2016.\u003C\u002Fp\u003E\n\u003Cp\u003EThe lack of role models for marginalised communities has a major impact on making people feel like they do – or don’t – belong in these corporate environments. Without this representation, there’s no “signal of the possibility of advancement… [or] how they managed the realities of stereotype, stigma and oppression in order to advance”, says Thema Bryant-Davis, a black psychologist and professor of psychology at Pepperdine University in California.\u003C\u002Fp\u003E\n\u003Cp\u003E“We’re more likely to experience imposter syndrome if we don't see many examples of people who look like us or share our background who are clearly succeeding in our field,” adds Emily Hu, a clinical psychologist in Los Angeles. “This is especially true for black and indigenous people, for whom overall representation across almost all white-collar fields is alarmingly low.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"For years I thought Nasa only hired me because they needed women - Maureen Zappala","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut lack of physical representation is just one of the factors that feeds into imposter syndrome. For instance, pervasive racist and sexist stereotypes can cause marginalised people to doubt themselves, says Bryant-Davis. She points to common messaging such as that women are not good leaders because they're too emotional; women are not good at maths or science; black, indigenous and other people of colour are lazy, unintelligent or lack integrity.\u003Cbr \u002F\u003E\u003Cbr \u002F\u003EEven the traditional focus on female beauty can make an impact on self-doubt. “If you've grown up with messages that you're only valued for your looks and your body, not your skills or intelligence, you may end up getting a certain job or position and wondering whether you truly deserve it or if the hiring manager just thought you were a pretty face,” says Hu.\u003Cbr \u002F\u003E\u003Cbr \u002F\u003E\u003Cstrong\u003E‘Underqualified and in over my head’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMaureen Zappala is a former propulsion engineer – a literal rocket scientist. But despite working at the US’s renowned National Aeronautics and Space Administration (Nasa) for 13 years in the 80s and 90s, and reaching a mid-level management position, Zappala was still beset with self-doubt.\u003C\u002Fp\u003E\n\u003Cp\u003E“For years I thought Nasa only hired me because they needed women. I felt under-qualified and in over my head. I worked long hours to try to prove myself. I was too afraid to ask for help because I thought if I'm really as smart as they think I am, I shouldn't need the help, and I should be able to figure this out on my own,\" she says.\u003C\u002Fp\u003E\n\u003Cp\u003EEven after being promoted, she constantly second-guessed her decisions. “Even though people raved about my people skills, and how I knew the facility inside out, and how I was really good at project management, I refused to objectively look at that data that said I was qualified,” says Zappala, who is now a professional speaker and author of Pushing Your Envelope: How Smart People Defeat Self-Doubt and Live with Bold Enthusiasm.\u003C\u002Fp\u003E\n\u003Cp\u003EThat never-ending doubt can do damage both professionally and personally.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EJaime-Alexis Fowler is founder and executive director of Empower Work, a San Francisco-based non-profit that provides a crisis text line for workers, and says that imposter syndrome is one of the top issues that people reach out about. “They're overwhelmed, stressed, in many ways paralysed by this sense that no matter what they are doing, it's not enough, or that someone is going to find out that they don't know what they think they know. They feel like a 'fraud', or that they're never going to be qualified enough,” says Fowler. The professional anxiety spills over into their day-to-day mental health, she adds. “They have anxiety, stress, lack of sleep, an inability to focus and more.”\u003C\u002Fp\u003E\n\u003Cp\u003EDoubt and stress from imposter syndrome can thwart your career trajectory, too. “You may not seek better opportunities due to fear of being exposed as a fraud, or it could cause your management style to not be as effective due to micro-management, perfectionism and lack of confidence,” says Richard Orbé-Austin, psychologist and co-author of Own Your Greatness: Overcome Impostor Syndrome, Beat Self-Doubt, and Succeed in Life.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFrom fear to faith\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEven if you know the sources of your imposter syndrome, the feeling can still be hard to shake.\u003C\u002Fp\u003E\n\u003Cp\u003E“Talking about your imposter syndrome is the first step to dealing with it, rather than suffering in silence,” says Orbé-Austin. “Identify allies and advocates in the workplace who believe in you and are supportive of you professionally.”\u003C\u002Fp\u003E\n\u003Cp\u003ECheck in with your colleagues and peers in the field, especially other women and people of colour. “Don't be afraid to admit you're struggling. Ninety-nine percent of the time, you're not the only one doubting yourself,” says Hu. This goes a long way toward validating the way you're feeling, which can be helpful for convincing yourself that the imposter syndrome actually isn't real the next time you experience it, she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I was a woman in a foreign country with no business experience, working in a field that is to this day overwhelmingly white and male. How could I be an executive? - Rana el Kaliouby","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHu adds that it’s also important to silence your inner critic, and look toward your strengths. “We tend to over-focus on the negatives when we feel imposter syndrome, only paying attention to supposed failures or deficiencies,” she says. “Give yourself credit for your accomplishments. It may be hard at first because your mind will try to keep minimising the good stuff that you do, but keep trying.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd know that it is possible to get past your sticking points.\u003C\u002Fp\u003E\n\u003Cp\u003ESeveral years ago, Rana el Kaliouby left Egypt to move to the US to pursue a career in artificial intelligence. She worked at MIT and did well, which led her to co-found Affectiva, an emotion-measurement technology company in Boston.\u003C\u002Fp\u003E\n\u003Cp\u003E“I had no faith in my ability to lead,” says el Kaliouby. “I was a woman in a foreign country with no business experience, working in a field that is to this day overwhelmingly white and male. How could I be an executive? I told myself I couldn't, and we opted to hire a seasoned business executive to serve as CEO.”\u003C\u002Fp\u003E\n\u003Cp\u003EAfter a few years with the company, their first CEO moved on. Some board members recommended Kaliouby step into the role, but she had a lot of doubts. “I’d never been a CEO before, so how could I take this on? The voice in my head told me I can’t, I shouldn’t and that I’d fail.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut after Affectiva’s head of sales raised his hand to take the job, despite never having been a CEO either, el Kaliouby says that she “realised that women often don’t raise their hand unless they check all of the boxes. But when I sat down and thought about what a CEO does – and what I was doing – I realised I was not only ready for the job, but I was already doing it. I summoned my courage, approached the executive team and the board, and ultimately stepped into the role.”\u003C\u002Fp\u003E\n\u003Cp\u003EFour years later, el Kaliouby isn’t totally free of self-doubt – but she’s in a much better place with her imposter syndrome. “Sometimes I still hear the ‘Debbie Downer’ voice in my head. But I have learned to reframe the message. It is now my advocate, not my adversary, challenging me to move forward out of my comfort zone.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-10"}],"collection":[],"disableAdverts":false,"displayDate":"2020-07-28T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why imposter syndrome hits women and women of colour harder","headlineShort":"Imposter syndrome's prime target?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":[],"summaryLong":"Self-doubt and imposter syndrome permeate the workplace, but women, especially women of colour, are particularly likely to experience it. Why is this – and how can it be changed?","summaryShort":"Why self-doubt has an outsized effect on certain groups","tag":[],"textToSpeech":false,"creationDateTime":"2020-07-27T19:53:43.69941Z","entity":"article","guid":"6b80e314-9b61-44b0-8b1d-a48462d7839d","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder","modifiedDateTime":"2022-02-25T06:52:35.680342Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder","cacheLastUpdated":1654031015775},"worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions","_id":"6267dfca1f4b7b56322bed09","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Researchers are becoming increasingly interested in the ways that a group as a whole deal with their emotions. Their findings offer simple, effective steps to deal with potential misunderstandings before they escalate.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs a management consultant in Belgium, Smaranda Boros is often asked to sit in a lot of group discussions, sometimes with an organisation’s top executive teams. Whatever the subject, the most interesting observations often come from the emotional charge in the room.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIt could be the sense of an unspoken disagreement, or a team member whose continued negativity saps the energy from the room. At the other end of the spectrum, it might be an unusually intense and prolonged discussion about something that feels utterly trivial, with no-one explaining why the subject has taken on such an importance.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“The groups often think they are talking about the task, but you just notice this emotional ‘field’ that is going on in the room,” says Boros, who is also researches organisational behaviour at the Vlerick Business School in Ghent. It can sometimes feel like she is witnessing an unhappy couple arguing over who forgot to leave the cap on the toothpaste tube.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIn the past, \u003Ca href=\"https:\u002F\u002Fdoi.org\u002F10.1037\u002Femo0000561\"\u003Eplenty of researchers have examined the importance of \u003Cem\u003Eindividual\u003C\u002Fem\u003E emotional intelligence\u003C\u002Fa\u003E – whether you can recognise and control your own personal emotions. For instance, you can acknowledge when you are feeling demotivated, and look for ways to rekindle your enthusiasm.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Researchers are becoming increasingly interested in the ways that a group as a whole recognise the emotional undercurrents within the team, and subsequently resolve them","id":"worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut researchers such as Boros are becoming increasingly interested in the ways that a \u003Cem\u003Egroup\u003C\u002Fem\u003E as a whole recognise the emotional undercurrents within the team, and subsequently resolve them.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“Emotion regulation is intertwined with motivation and cognitive processing and contributes to performance as a part of the regulated learning process,” says Hanna Järvenoja, who researches emotional intelligence at the University of Oulu in Finland. “It is also related to individual group members’ wellbeing and coping in work and life in general.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThese findings have some important implications for our problem solving, productivity and job satisfaction.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA spectrum of feelings\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EResearchers such as Boros currently use various measures to gauge group emotional awareness. Perhaps the best way to understand the concept is to consider some questions for yourself.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWhatever your profession, think about the members of your team and rate the following statements on a scale of 1 (strongly disagree) to 7 (strongly agree):\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cul\u003E\n\u003Cli\u003EWe know how everyone feels just by looking at each other\u003C\u002Fli\u003E\n\u003Cli\u003EWe can tell how everyone feels by listening to the tone of each other’s voices\u003C\u002Fli\u003E\n\u003Cli\u003EMost of the time, we have a good sense of how each group member feels, even if they do not express it in words\u003C\u002Fli\u003E\n\u003C\u002Ful\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAs you can see, your answers don’t depend on your own emotional intelligence, per se, but your judgements of the whole team. Boros has found that those scores come to predict how teams subsequently regulate emotions and solve problems. \u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EShe has been especially interested in conflict and disagreement, which are not always a bad thing. It is impossible to be able to agree on everything, and those different opinions can actually help to generate new ideas, provided they are effectively resolved and do not lead to personal resentments or anger.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Different opinions can actually help to generate new ideas, provided they are effectively resolved and do not lead to personal resentments or anger","id":"worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBoros says this is especially difficult when team members don’t even agree whether or not there is a conflict if some members are oblivious to the others’ discontent. Group emotional awareness should help team members to identify those situations and regulate their colleagues’ feelings before they damage the group performance.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIn \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Farticle\u002F10.1007\u002Fs10726-016-9487-5\"\u003Eone of the first experiments\u003C\u002Fa\u003E, Boros recruited more 240 MBA students, who were split into groups of around six participants and then given a series of scenarios meant to represent the kinds of problems faced by toy manufacturers. Across five days, a computer simulation processed their answers and provided them with new dilemmas. Along the way, the participants filled out questionnaires on their perceptions of conflict within the group. And at the end their performance was judged by independent experts on aspects such as the coherence and sustainability of their business strategy as well as their creativity and time management.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAs Boros had suspected, the less emotionally aware teams – as measured by the three questions above – were less able to deal constructively with disagreements from dissenting members, and this ultimately damaged their decision making. The more emotionally aware teams, in contrast, had more productive and cooperative discussions, which resulted in better overall performance.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EA follow-up experiment, published earlier this year, replicated the results, showing that teams with high emotional awareness were better able to respond to the upset caused by a disagreement, and \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Fcontent\u002Fpdf\u002F10.1007\u002Fs10726-020-09659-1.pdf\"\u003Eprevented it from escalating into interpersonal conflict\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOutside of business, group emotional awareness and regulation seems to influence \u003Ca href=\"https:\u002F\u002Fjournals.humankinetics.com\u002Fview\u002Fjournals\u002Ftsp\u002F26\u002F1\u002Farticle-p62.xml\"\u003Eteams’ sports performance\u003C\u002Fa\u003E, and people’s learning in school and university. Järvenoja, for example, followed the progress of maths students engaging in group projects, finding that \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F03075079.2019.1665318?journalCode=cshe20\"\u003Ethe more emotionally aware groups were more success\u003C\u002Fa\u003Eful at navigating the challenges together.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ELike Boros, she argues that it improves performance by allowing constructive disagreement. “It enables groups to solve the problems without developing severe conflicts and without preventing group members from openly sharing their ideas.” In her view, these skills are so important for success that children should be encouraged to practice emotion awareness and regulation at all stages of education.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EStaging an intervention\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EVarious strategies might help to improve the emotional dynamics of a group.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E Studies by Mickaël Campo, a sports scientist at the University of Burgundy in France, suggest that people may respond to simple nudges. Simply emphasising that \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpubmed\u002F30707087\"\u003Eeach member will be judged on the success of group, rather than their individual skills\u003C\u002Fa\u003E, led to better emotion regulation within the team and improved overall performance.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBoros emphasises that any leader should first try to gauge the group’s existing emotional awareness before trying to stage any interventions. If the members are already sensitive to others’ feelings, additional action is not needed – and interventions emphasising the need for greater emotional awareness may even backfire. “They could get swamped in these conversations of how they are feeling,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIt may not even necessarily be a problem if you just have just one member who is less emotionally intelligent, Boros says – provided the other members make deliberate attempts to mitigate that person’s behaviour. If they notice that someone has perpetually low enthusiasm and drags down the rest of the team’s energy, then they need to call them out on that.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThat’s perhaps easier said than done. But for teams who are struggling recognise and regulate those emotional undercurrents, Boros has found that a few simple reminders can give the necessary helping hand.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIn one of her latest studies, Boros and her colleague, Delia Virga, asked students to engage in a group creativity exercise – in which they had to build a freestanding tower, reaching from floor to ceiling, made solely from newspapers. Half the teams were simply given the task without any further instructions, while the \u003Ca href=\"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002FTPM-07-2019-0081\u002Ffull\u002Fhtml\"\u003Eothers were given six guidelines on the ways to build better group dynamics\u003C\u002Fa\u003E:\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E1) Have a “check in” at the beginning of the meeting – that is, ask how everyone is doing\u003C\u002Fp\u003E\n\u003Cp\u003E2) Assume that undesirable behaviour takes place for a reason. Find out what that reason is. Ask questions and listen. Avoid negative attributions\u003C\u002Fp\u003E\n\u003Cp\u003E3) As the work proceeds, tell your team-mates what you are thinking and how you are feeling about the process\u003C\u002Fp\u003E\n\u003Cp\u003E4) When you make decisions, ask whether everyone agrees with the decision\u003C\u002Fp\u003E\n\u003Cp\u003E5) Question the quickness of taking a decision\u003C\u002Fp\u003E\n\u003Cp\u003E6) Ask quiet members what they think\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAs Boros readily admits, these pointers may not seem like “rocket science” – but there can be a big difference between “what we know and what we do”. And for the groups who started out with lower emotional awareness, the simple reminders worked a treat. Once given the guidelines, they found it easier to regulate their feelings, such as nipping conflicts in the bud before they escalated and keeping each other motivated.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe benefits could be seen in the responses to questionnaires measuring the “energy” of the group. After the intervention, groups who had initially scored poorly on the emotional awareness measures reported being just as energised and enthusiastic as the groups who had scored well of the emotional awareness measures, without the intervention.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EFor longer-term projects, Boros suggests taking regular reviews to check in on the rest of the team. “Even if it's a just a five-minute moment that you take at the beginning, or at the end of teamwork, to ask ‘How was the atmosphere today? How was our energy? Do we need to change anything?’,” she says. In this way, that charged “emotional field” that she had so often observed in meetings can be neutralised before it becomes explosive.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBoros emphasises that establishing these kinds of norms will be especially important in the diverse teams of today’s workplaces, since they offer some simple concrete steps to deal with potential misunderstandings before they escalate. “We need to create an atmosphere in which everyone is able to find a way to be in the team and to contribute,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions-10"}],"collection":[],"disableAdverts":false,"displayDate":"2020-05-19T02:50:09Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How elite teams increase their emotional intelligence","headlineShort":"How to manage colleagues’ emotions","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":null,"summaryLong":"Researchers are becoming increasingly interested in the ways that groups deal with their emotions. Their findings offer simple, effective steps to prevent potential misunderstandings.","summaryShort":"A few simple steps can improve a team’s mood and dynamic","tag":null,"textToSpeech":false,"creationDateTime":"2020-05-18T20:23:29.733197Z","entity":"article","guid":"599d2588-3453-480e-8521-61404cea2fce","id":"worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions","modifiedDateTime":"2022-02-25T06:48:47.055479Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions","cacheLastUpdated":1654031015774},"worklife\u002Farticle\u002F20211029-the-people-penalised-for-expressing-feelings-at-work":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211029-the-people-penalised-for-expressing-feelings-at-work","_id":"6267dfa91f4b7b2c1219e78b","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fzulekha-nathoo"],"bodyIntro":"Unspoken ‘feeling rules’ govern how we express ourselves in the workplace. But not all displays of emotions are treated equally.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEvery office has unspoken social norms around how workers are expected to feel in a given situation, and how those feelings should be displayed. They’re known as “feeling rules”, and are so ingrained in our social and workplace interactions that we rarely pay close attention to them.\u003C\u002Fp\u003E\n\u003Cp\u003EFor example, when a colleague announces he’s engaged, feeling rules dictate that you would show happiness. When your boss says the team just lost an account, the appropriate feeling could be frustration or even anger. Work-related disappointment is often tolerated, particularly if it’s paired with a focus on finding a solution.\u003C\u002Fp\u003E\n\u003Cp\u003EBut not all displays of emotion are treated equally; experts say what is and isn’t considered ‘appropriate’ can depend the worker. We already know, for example, that women who raise their voices in a professional environment might be perceived as belligerent, while a man behaving in the same way would be seen as assertive or even a leader.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, research suggests there isn’t just a gender gap regarding feeling rules – there’s a racial discrepancy as well. Data suggests when workers of colour display emotions, their feelings can elicit a different response compared to white workers displaying the same emotions. This forces BIPOC employees to self-monitor in the workplace, to guard against colleagues incorrectly interpreting their emotions in a way that adversely impacts their careers – significantly increasing their emotional load.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘You see the look’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThroughout the years, multiple studies have demonstrated how \u003Ca href=\"https:\u002F\u002Fdigitalcommons.law.umaryland.edu\u002Fcgi\u002Fviewcontent.cgi?article=1054&context=student_pubs\"\u003Efeeling rules are applied differently to men and women\u003C\u002Fa\u003E. The consistent conclusion: people judge emotions such as anger, sadness and frustration much harsher when displayed by a woman than by a man. Researchers have found \u003Ca href=\"https:\u002F\u002Fjournals.aom.org\u002Fdoi\u002F10.5465\u002Famd.2016.0025\"\u003Ewomen who cry at work can be seen as weak or unprofessional\u003C\u002Fa\u003E, while people assume men are dealing with external factors behind the tears. Similarly, men who exhibit anger can often wield it as an effective management tool to appear capable, while women are seen as inept or even shrill.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211029-the-people-penalised-for-expressing-feelings-at-work-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b14fnb"],"imageAlignment":"centre","imageAltText":"Man looks over his shoulder while sitting at a computer","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211029-the-people-penalised-for-expressing-feelings-at-work-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn one 2014 project, 170 undergraduate students watched a video of closing statements by lawyers in a court case. The participants were asked to render a verdict and rate the lawyers’ competence. \u003Ca href=\"https:\u002F\u002Fdigitalcommons.georgiasouthern.edu\u002Fhonors-theses\u002F29\u002F\"\u003EAngry male litigators received the highest scores\u003C\u002Fa\u003E; angry female litigators were given the lowest ones. What’s more, the students attributed the women’s anger to their emotional state, but attributed the men’s anger to the situation itself.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s difficult to dissect the precise cause of the gender disparity, but entrenched stereotypes are often to blame as well as a lack of exposure to seeing women in leadership, rather than supporting positions.\u003C\u002Fp\u003E\n\u003Cp\u003EMore recently, research has demonstrated a similar phenomenon in terms of how people perceive emotions of BIPOC employees in the workplace, compared to their white counterparts. Even when workers adhere to ‘standard’ feeling rules, evidence suggests BIPOC workers – particularly, black employees – must also manage the emotions they produce in others or risk negative consequences.\u003C\u002Fp\u003E\n\u003Cp\u003ERobert, a black media executive based in the UK, says if he gets too enthusiastic in a professional environment talking about a project, those around him often read his emotion differently than his intention. “I can see in their body language and their eyes that they're a bit scared of me when I’m going into full passion mode,” says Robert, whose last name is being withheld to protect his job security. “I think as a black man especially, that a lot of people are just scared of you, anyway. You raise your voice slightly and you see the look. People don't say anything, but you see a look of fear.”\u003C\u002Fp\u003E\n\u003Cp\u003EResearchers say experiences like Robert’s happen consistently in workplaces and everyday interactions. A study published in April by Stephanie Ortiz, a sociology professor at UMass Lowell near Boston, shows how feeling rules are enforced \u003Ca href=\"https:\u002F\u002Fwww.cambridge.org\u002Fcore\u002Fjournals\u002Fdu-bois-review-social-science-research-on-race\u002Farticle\u002Fabs\u002Fthere-is-queer-inequity-but-i-pick-to-be-happy\u002FF3584C1960916E256F0A46FA65B0991F\"\u003Ediffers substantially depending on the ethnicity of the worker\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211029-the-people-penalised-for-expressing-feelings-at-work-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Staff members of colour were seen as “radical” and “not viewed as team players when they expressed anger”","id":"worklife\u002Farticle\u002F20211029-the-people-penalised-for-expressing-feelings-at-work-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOrtiz conducted interviews with staff at college LGBTQ centres around the US. The questions centred on how administrators perceived their emotions when staff attempted to discuss issues of racism and discrimination that students who confided in them were experiencing.\u003C\u002Fp\u003E\n\u003Cp\u003EAnalysis revealed white workers who displayed anger in front of administrators on behalf of students were seen as having “passion for their work”. But staff members of colour were seen as “radical” and “not viewed as team players when they expressed anger” over microaggressions or prejudice on behalf of students. One Mexican interviewee reported outbursts by her white supervisor were deemed passionate, while she was told to be less emotional because it “frightens the neighbours”.\u003C\u002Fp\u003E\n\u003Cp\u003EThe researchers conclude unconscious bias and internalised racism often mean that BIPOC workers’ anger and other similar emotions are perceived in majority-white spaces as more “threatening” than similar emotions from white workers. Consequently, BIPOC staff often had to temper their own emotions significantly in discussions about race and inequality, or risk being perceived as antagonistic. “Otherwise, their own trauma would be seen as agenda-pushing and unprofessional,” says Chad Mandala, a PhD student in higher education at the University of Georgia, who worked alongside Ortiz on the study.\u003C\u002Fp\u003E\n\u003Cp\u003ESociologist Adia Wingfield, in \u003Ca href=\"https:\u002F\u002Fwww.jstor.org\u002Fstable\u002F10.1525\u002Fsp.2010.57.2.251\"\u003Eher research on feeling rules\u003C\u002Fa\u003E, has shown that black workers edit their displays of emotion regularly not because they’re inappropriate, but because of how those emotions can be misread by others. She argues that feeling rules in workplaces weren’t necessarily established with BIPOC workers in mind, so there’s more scope for colleagues to decode them incorrectly, especially when stereotypes are driving those interpretations. And this can have significant, negative impacts.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211029-the-people-penalised-for-expressing-feelings-at-work-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b14gq3"],"imageAlignment":"centre","imageAltText":"Woman converses frankly with man","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211029-the-people-penalised-for-expressing-feelings-at-work-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“If [BIPOC workers] were perceived to be angry, irritated, annoyed and frustrated, that usually would present a major problem, even if they weren’t necessarily feeling angry, irritated, annoyed and frustrated,” says Wingfield, a professor at Washington University in St Louis, Missouri, US. “But the perception of that, particularly from white colleagues, could often spiral out of control and create additional difficulties and challenges for them at work.”\u003C\u002Fp\u003E\n\u003Cp\u003EA 2004 interview by US TV anchor Katie Couric with actor Denzel Washington illustrates this problem. \u003Ca href=\"https:\u002F\u002Fwww.nbcnews.com\u002Fid\u002Fwbna5489846#.Xqs0HdNKjBJ\"\u003EIn the interview, Couric asked Washington\u003C\u002Fa\u003E about politics and whether “Hollywood folks should stick to acting”. He responds by saying: “I don’t know what Hollywood folks are. Hollywood is a town that has some stars on a sidewalk.” In a recent podcast, Couric said the interview left her “uncomfortable” and “shaken”; she \u003Ca href=\"https:\u002F\u002Fplay.acast.com\u002Fs\u002Feverythingiconic\u002Fdanny-katiecouric-\"\u003Esaid\u003C\u002Fa\u003E Washington “kinda jumped all over me”. Social media reaction was swift, with many arguing Couric’s interpretation was unfair and Washington’s response was nothing out of the ordinary. Some inferred that if a white actor had responded the same way, he would not have been perceived as threatening. “We know black men are often stigmatised as dangerous and angry,” comments Ortiz. “[Couric’s] framing of Washington’s response... seems quite severe.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘A daunting task’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe overarching effect of the different way feeling rules apply to BIPOC workers increases emotional pressures on them. Wingfield says workers must combine “doing your job, adhering to those feeling rules and making sure that you are engaging in such self-control that you are pre-emptively aware of how people might perceive you, and making sure that you're not giving cause for those types of perceptions, which, as you might imagine, is a daunting task”.\u003C\u002Fp\u003E\n\u003Cp\u003EFailure to do so, however, can result in major consequences, say Ortiz and Mandala. “All of our respondents talked about having learnt the rules by seeing other people experience the brunt of these rules or feeling it themselves,” said Mandala. “So, it was learning what not to do because other people got fired.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211029-the-people-penalised-for-expressing-feelings-at-work-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Respondents talked about having learnt the rules by seeing other people experience the brunt of these rules or feeling it themselves – Chad Mandala","id":"worklife\u002Farticle\u002F20211029-the-people-penalised-for-expressing-feelings-at-work-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet, Ortiz suggests rather than the onus being on BIPOC workers to self-censor, workplaces must push towards becoming more inclusive. Allyship and awareness from colleagues in workforces that may only have one or two BIPOC workers in the group is vital. “If you're one of the many and you see an ‘only’ being targeted during a meeting or you see their emotions aren’t being legitimised, you don't save that for private afterward in an email or in the hallway telling them, ‘Oh, by the way I agreed with you’,” she says. “You really need to step up.”\u003C\u002Fp\u003E\n\u003Cp\u003EFor Robert, tamping down his emotions remains a common, inevitable experience. Even after earning prestigious awards, he knows he has to tread lightly when speaking to other executives, potential donors or company heads – “ease back” as he calls it – so his emotions aren’t misconstrued. \u003C\u002Fp\u003E\n\u003Cp\u003EBut he’s also taking matters into his own hands. These types of incidents in the workplace inspired Robert to help underrepresented youth find a pathway to get into the media industry. He hopes contributing to a diversified workforce will lead to lasting change, so that workers from marginalised communities and their differences are fully embraced rather than just being “tolerated,” he says. \u003C\u002Fp\u003E\n\u003Cp\u003E“I work with people who haven't got experience with other cultures,” says Robert. “It can be a bit daunting for them to understand who you really are.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211029-the-people-penalised-for-expressing-feelings-at-work-8"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-11-01T14:10:16Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The people penalised for expressing feelings at work","headlineShort":"Penalised for showing emotion at work?","image":["p0b14cn6"],"imageAlignment":"centre","imageAltText":"Man sits at desk chair talking to woman facing him","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210528-the-pervasive-problem-of-linguistic-racism","worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder","worklife\u002Farticle\u002F20200515-how-to-make-teams-work-better-recognise-your-emotions"],"relatedTag":null,"summaryLong":"Unspoken ‘feeling rules’ govern how we express ourselves in the workplace. But not all displays of emotions are treated equally.","summaryShort":"Why not all displays of feelings in the workplace are treated equally","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-10-31T19:45:34.587048Z","entity":"article","guid":"55d21f8d-38af-46fc-8412-15d011b4e209","id":"worklife\u002Farticle\u002F20211029-the-people-penalised-for-expressing-feelings-at-work","modifiedDateTime":"2022-02-25T07:16:57.187825Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20211029-the-people-penalised-for-expressing-feelings-at-work","cacheLastUpdated":1654031015773},"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people","_id":"6267dfbb1f4b7b4aef34136e","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The ‘Dinner Table Syndrome’ phenomenon leaves deaf people out of the discourse. In a world of remote work, the problem is getting even worse.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBefore the pandemic, my husband and I would often meet our friends for a beer at the weekend. For many, grabbing a drink with friends is the epitome of a relaxing evening. But for deaf people in a hearing crowd, a pub can be a perfect storm of bad lighting, loud background noise and full mouths that make communication difficult. Sometimes, I enjoy myself and my friends, and I try to ensure that I can understand the conversation. But sometimes I am not in the mood for this work. I stare at my beer, let my eyes glaze over. I am there, but not there. \u003C\u002Fp\u003E\n\u003Cp\u003EDeaf people have a term for the isolation that grows out of being surrounded by non-signing hearing people: ‘Dinner Table Syndrome’.\u003C\u002Fp\u003E\n\u003Cp\u003EThe dinner table, a symbol of family life and bonding in popular hearing culture, often represents loneliness and inaccessibility to deaf people. In the UK and US, \u003Ca href=\"http:\u002F\u002Fwww.thehearingfund.org.uk\u002Fabout-us\u002Fstatistics\u002F\"\u003E90% of deaf children are born to hearing parents\u003C\u002Fa\u003E, and the \u003Ca href=\"https:\u002F\u002Fdeafchildren.org\u002F2019\u002F02\u002Fwhy-deaf-children-need-asl\u002F\"\u003Emajority of those families don’t learn a signed language\u003C\u002Fa\u003E to communicate with their child. Dinner Table Syndrome describes the phenomenon in which “deaf people are perpetually left out of conversations”, says Dr Leah Geer Zarchy, a deaf associate professor of American Sign Language (ASL) and deaf studies at California State University, Sacramento. “If something is funny and everyone erupts in laughter, the deaf person will lean in to the closest person and ask what was so funny. More often than not they'll be told, ‘Oh, it was nothing’ or ‘I'll tell you later’. Except that later never comes.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EInaccessibility at our literal or metaphorical dinner tables can lead to language loss, or even language deprivation, for deaf children. People learn language and get information not only from direct teaching but also indirect exposure, says Dr Jon Henner, a deaf assistant professor of professions in deafness at the University of North Carolina, Greensboro. But with multiple conversants and mouths full of food, the value of speech cues at a dinner table are limited. Family members also tend to move back and forth between topics quickly, making speechreading even more difficult, because there’s less contextual information.\u003C\u002Fp\u003E\n\u003Cp\u003EThe coping mechanism for deaf people at events like these is to disengage. “Often at events like these I would just go off and read,” says Henner. “A lot of us have stories like this.”\u003C\u002Fp\u003E\n\u003Cp\u003EFor the deaf community, interactions with non-signing friends, family members and colleagues have always contained barriers. But as our work and social lives have moved almost explicitly online due to the Covid-19 pandemic, these issues are exacerbated. As society develops new virtual means of working and living, deaf people are often left out of the conversation, further widening the inequality gap.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Emboxed discourse’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn March, when quarantine first began, there was a moment in which some members of the disabled community wondered whether the pandemic might finally be the great equaliser. Neurodiverse people and those with chronic illness were finally being allowed to demonstrate that working outside an office could be just as productive. And, since remote working with children at home meant many adopted flexible or non-traditional working hours, people eschewed phone calls for emails, another relief for the deaf and hard-of-hearing.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The dinner table, a symbol of family life and bonding in popular hearing culture, often represents loneliness and inaccessibility to deaf people","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor my own part, I was a video-conferencing novice, having used Zoom only a handful of times before, and thought technology could actually come to our aid in large-scale conversation settings – could it be that work meetings or trivia nights might now be closed captioned? But video conferencing platforms are actually just another dark bar, another dinner table. However, unlike the table at the pub, disengagement isn’t an option as the majority of our lives are now played out on screens.\u003C\u002Fp\u003E\n\u003Cp\u003EDr Julie Hochgesang, deaf associate professor in the linguistics department at Gallaudet University in Washington DC, calls conversations that happen in these video-conferencing spaces “emboxed discourse”– they are shaped by the constraints of our screens. Hochgesang says emboxed discourse settings like Zoom can impede access, not only by perpetuating or worsening the standard “dinner table” barriers, but also creating new problems specifically for signed conversation.\u003C\u002Fp\u003E\n\u003Cp\u003EAs Hochgesang points out, often these issues aren’t bugs or malfunctions, but actual design features: Zoom’s auto-focus feature doesn’t know whether to focus in on the hands or face, often blurring a signer or causing a flashing-light effect in their background. The jumping of Zoom windows to follow sound does nothing for conversations among signers, and for conversations in which there is a deaf minority using an interpreter, the deaf person must “pin” the interpreter’s screen, foregoing the rest of the meetings’ participants. Their gestures, facial expressions and funny pet photo-bombs are all lost. At an in-person meeting with an interpreter, one can still see the other participants, but Zoom meetings bring deaf people back to the childhood dinner table, once again deprived of the discourse setting’s ambient information.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETo \u003Ca href=\"https:\u002F\u002Fsupport.zoom.us\u002Fhc\u002Fen-us\u002Farticles\u002F207279736-Closed-Captioning\"\u003Ecaption a live Zoom event\u003C\u002Fa\u003E, one must get a typist or hire a third-party captioning service. Automatic captions can be turned on in recorded Zoom events, with the accuracy of those captions varying from ‘close enough’ to nonsensical, with transcriptions botching proper nouns or anything beyond standard conversational English. Like in Geer Zarchy’s dinnertime example in which the deaf child is promised to be filled in “later”, these retrospective recordings or transcripts often never materialise.\u003C\u002Fp\u003E\n\u003Cp\u003EIn a world where Zoom happy hours, trivia nights, weddings and birthdays now abound, Dinner Table Syndrome has also cropped up in mixed deaf and hearing company where communication strategies have previously been negotiated. In person, my hearing friends know to tap me on the shoulder to make sure I can see them clearly, to repeat themselves and to write out what I don’t understand. Online, though, things move quickly, hearing people cut out and talk over one another and the two-dimensional nature of an emboxed discourse setting makes speechreading even harder. It’s also unrealistic to put the financial burden of paid captions on private citizens in a strapped economy. But that doesn’t make the feelings of isolation any less painful.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Zoom’s auto-focus feature doesn’t know whether to focus in on the hands or face, often blurring a signer or causing a flashing-light effect in their background","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHochgesang says she worries about that our time spent in emboxed discourse settings might influence accessibility in the future, “that all the hard-won changes we’ve made in our access and rights as deaf people may be eroded or even lost… [and] that visual and tactile cues will change so much in a way that benefit hearing people and further strand deaf and deaf-blind people”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EChange, slowly but surely\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn the meantime, deaf people must continue to do the invisible labour of advocating for our right to understand and be understood in these virtual spaces.\u003C\u002Fp\u003E\n\u003Cp\u003EOver the past six months, deaf people have worked hard for access. Deaf educational audiologist Tina Childress started the website \u003Ca href=\"http:\u002F\u002Fconnect-hear.com\u002F\"\u003EConnect-Hear\u003C\u002Fa\u003E to aggregate communication strategies for masked in-person and online interactions with deaf people, including technological workarounds to add captioning or circumvent platforms’ “features” detrimental to signed discourse.\u003C\u002Fp\u003E\n\u003Cp\u003EThe platforms themselves have also made adjustments. While Zoom has yet to incorporate in-house or free captioning, Microsoft Teams and Google Meet have integrated automatic captioning as a part of their platforms. Automatic captions, produced by artificial intelligence programmes, are far from perfect and can lull hearing hosts into a false sense of inclusion, but they are better than nothing. Zoom has made several changes to its paid education platform that allow teachers to pin deaf students (who won’t trigger the speaker view) and deaf students to pin both teacher and interpreter, though these are not available to the general public.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs we continue the fight for accessibility, one of the best ways a hearing person can be an ally is to take on some of this advocacy work. Asking, “Will this be captioned? Interpreted?” is a valuable reminder that inclusion isn’t just for deaf people – it’s for everybody. Volunteering to be a typist at a Zoom event, or donating or raising funds so an organiser can pay for third-party captions or an interpreter are also concrete ways to offer support.\u003C\u002Fp\u003E\n\u003Cp\u003EEmboxed discourse settings don’t have to mean inequity for deaf and hard-of-hearing users. As Hochgesang points out, “deaf people excel at multimodal communication” because we do it daily as we navigate a hearing majority world, and video-conferencing and social networking tools are optimised for that. As it becomes increasingly standard for conversations to flow between verbal and written modalities, and even video, GIF and image-sharing, deaf people have the opportunity to thrive. That is, if hearing people will give us a seat at the table. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-10"}],"collection":[],"disableAdverts":true,"displayDate":"2020-10-01T17:33:09Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why 'Dinner Table Syndrome' is getting worse for deaf people","headlineShort":"The 'Dinner Table Syndrome' problem","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The ‘Dinner Table Syndrome’ phenomenon leaves deaf people out of the discourse. In a world of remote work, the problem is getting even worse.","summaryShort":"How deaf people are getting left behind in a remote-work world","tag":[],"textToSpeech":false,"creationDateTime":"2020-09-30T20:02:51.181846Z","entity":"article","guid":"19fb0c9a-0b48-45eb-8001-1f793fa8fe77","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people","modifiedDateTime":"2022-02-25T06:55:47.32413Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people","cacheLastUpdated":1654031015775},"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong","_id":"6267dfb81f4b7b4af41c3a54","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fzulekha-nathoo"],"bodyIntro":"The care we take to get names right is increasingly under scrutiny as Kamala Harris takes office. What message do we send when we get them wrong?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ECanadian radio host Nana aba Duncan decided a decade ago she no longer wanted to go by nicknames and instead reclaim her full Ghanaian name, pronounced Nuh-NAA-buh. She put a name pronouncer in her email signature, and patiently corrected people when they didn’t get it quite right. She got a lot of support – but she also still faces struggles. \u003C\u002Fp\u003E\n\u003Cp\u003EA woman at a party insisted she could never pronounce Duncan’s full first name, laughing instead at how different it was and asking where she was from. “She really, really acted like I had just come from another country… I really felt like I was so foreign to her,” says Duncan, who has lived in Toronto for more than 40 years. At another get-together, a guest explained that her name was hard to pronounce and unilaterally reverted to ‘Nana’ instead. Then there was the co-worker who sang Duncan’s name to the first four notes of Beethoven’s Fifth Symphony: “Na-Na-Na-BAAAAAA.” No one else’s name became a musical spectacle, just hers. \u003C\u002Fp\u003E\n\u003Cp\u003E“I feel like I'm a spoil sport if I say, ‘actually, I don't think that's funny’,” says Duncan, 43. “I hate that I don't put myself first in those moments, but sometimes I think we do this to keep the peace because there are so many other things that we have to deal with and we just let those things go.” \u003C\u002Fp\u003E\n\u003Cp\u003EXian Zhao, a post-doctoral fellow at the University of Toronto whose research focuses on ethnic name pronunciation, says that although many people don’t realise it, habitually pronouncing an unfamiliar name incorrectly is a form of implicit discrimination. It sends a message that “you are minimal”, says Zhao. “You are not important in this environment, so why should I take time and my effort to learn it?”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I hate that I don't put myself first in those moments – Nana aba Duncan","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet the care we take to get names right is a topic increasingly under scrutiny as Kamala Harris takes office in the US. Harris, the first female, black and Asian American to serve as US vice-president, has faced consistent mispronunciations of her name. In some cases, they present as apparently wilful errors used to suggest ‘otherness’, or draw attention to her ethnicity. Harris has made a point of \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FKamalaHarris\u002Fstatus\u002F735197253153914881\"\u003Ecorrecting mispronunciations publicly\u003C\u002Fa\u003E, sending an important signal that there’s no excuse for failing to master names – and serving as a role model for those who want to reclaim their identities. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe subtle signalling of names\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EChanging one’s name to fit in happens more often than some may think, especially on resumés. According to research from Stanford University and the University of Toronto, \u003Ca href=\"http:\u002F\u002Fwww-2.rotman.utoronto.ca\u002Ffacbios\u002Ffile\u002FWhitening%20MS%20R2%20Accepted.pdf\"\u003Enearly half of black and Asian job applicants who altered their resumés\u003C\u002Fa\u003E did so by changing the presentation of their name in an effort to erase any racial cues. (The researchers found those who “whitened” their resumés were twice as likely to get call-backs for an interview, compared to those who left ethnic details intact.)\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p093h3n5"],"imageAlignment":"centre","imageAltText":"Nana aba Duncan","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESome also use nicknames or Anglicised names in professional or social environments. Zhao’s recent research showed that about half of Chinese international students surveyed who attend US universities \u003Ca href=\"https:\u002F\u002Fdocs.google.com\u002Fviewer?a=v&pid=sites&srcid=ZGVmYXVsdGRvbWFpbnx4aWFuemhhb3hpYW56aGFvfGd4OjliZjE4NTIyOWYxYTJkYg&urp=gmail_link&gxids=7628\"\u003Ehad adopted Anglicised versions of their given names\u003C\u002Fa\u003E to make it easier for others to pronounce them. But this can have consequences: Zhao says he uncovered a pattern showing the use of an ‘Anglo’ name is associated with lower levels of self-esteem, which can also be an indicator for lower levels of health and wellbeing. \u003C\u002Fp\u003E\n\u003Cp\u003EThere are also those who use their real names, only to have people repeatedly mispronounce them. “[Getting names wrong] can go under the radar for a lot of individuals. Other people can see it as, ‘oh, it's not that big of a deal’,” says Myles Durkee, an assistant professor of psychology at the University of Michigan who specialises in race, identity and cultural \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Freel\u002Fvideo\u002Fp08rp0l9\u002Fcode-switching-what-is-it-and-why-do-we-all-do-it-\"\u003Ecode-switching\u003C\u002Fa\u003E. “What makes it detrimental is the chronic pattern of doing this consistent mispronunciation. And the ripple effects from that are much more adverse, signalling to the individual that they're less important, that they're less valued.” \u003C\u002Fp\u003E\n\u003Cp\u003EIn Harris’ case, Fox News host Tucker Carlson’s angry on-air rant and then-Georgia Senator David Perdue’s \u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2020\u002F10\u002F16\u002Fpolitics\u002Fdavid-perdue-kamala-harris\u002Findex.html\"\u003Eremarks to Donald Trump supporters\u003C\u002Fa\u003E sparked the most debate. When a \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FNikkiMcR\u002Fstatus\u002F1293339970732785664\"\u003Eguest tried to correct Carlson’s mispronunciation of “Kamala” on air in August\u003C\u002Fa\u003E, the TV host (whose cable newscast was averaging more than four million viewers each night at the time) responded with, “So what?” and mispronounced it again several times. Perdue, who made a joke of \u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2020\u002F10\u002F16\u002Fpolitics\u002Fdavid-perdue-kamala-harris\u002Findex.html\"\u003Erepeatedly stumbling on Harris’s name at an October rally\u003C\u002Fa\u003E, knows Harris well. They were in the US Senate together for more than three years, and he served alongside her on the 21-member Senate Budget Committee before losing the Georgia US Senate run-off election earlier this month. \u003C\u002Fp\u003E\n\u003Cp\u003ECarlson said his mispronunciation was “\u003Ca href=\"https:\u002F\u002Fthehill.com\u002Fhomenews\u002Fmedia\u002F511657-tucker-carlson-responds-to-guest-correcting-pronunciation-of-kamala-harriss\"\u003Eunintentional\u003C\u002Fa\u003E”, while a spokeswoman for Perdue said he “\u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2020\u002F10\u002F16\u002Fpolitics\u002Fdavid-perdue-kamala-harris\u002Findex.html\"\u003Edidn't mean anything by it\u003C\u002Fa\u003E”. But Durkee refers to these types of actions as “micro-invalidations” and when they’re unequivocally prejudiced, “micro-assaults”. “Micro-assaults are much more explicit, intentional forms of discrimination or disrespect. Strategically mispronouncing someone's name is a way of othering someone.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe Hollywood effect\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMany of these reasons drive why many high-profile figures aren’t letting go of mispronunciations. Perdue’s behaviour sparked the #MyNameIs social media campaign in which participants shared their name’s origin and meaning. Hollywood actors Kumail Nanjiani and Kal Penn were among those who participated.\u003C\u002Fp\u003E\n\u003Cp\u003EBut the issue was already rumbling before Harris’ candidacy; in 2019, American comedian Hasan Minhaj, who often discussed his Indian-Muslim background on his Netflix show Patriot Act, used his appearance on The Ellen DeGeneres Show \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fhasanminhaj\u002Fstatus\u002F1113952740596768771\"\u003Eto correct the TV host on her pronunciation of his name\u003C\u002Fa\u003E: “If you can pronounce Ansel Elgort, you can pronounce Hasan Minhaj.” The clip has been viewed more than four million times on his Twitter page. \u003C\u002Fp\u003E\n\u003Cp\u003E“When the name is mispronounced, it's become very acceptable to not let it go,” says Sue Obeidi, director of the Hollywood bureau for the US Muslim Public Affairs Council. “That's definitely something we didn't see even five years ago.” Los Angeles-based Obeidi and her team advise TV and film production staff on shows including Grey’s Anatomy, Transplant, Looming Tower and Aladdin on how to create more authentic storylines involving Muslim characters. She says although there was a time when a complicated name might have been the butt of a joke on screen, lead characters such as Transplant’s Dr Bashir Hamed and Ramy’s Ramy Hassan are helping normalise what was previously perceived as ‘too exotic’.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p093g1p4"],"imageAlignment":"centre","imageAltText":"Kumail Nanjiani","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EObeidi also credits the increasingly unapologetic approach to names by well-known personalities – including \u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002Fglamour\u002Fvideos\u002F10155598495785479\"\u003EOrange Is The New Black\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002Fglamour\u002Fvideos\u002F10155598495785479\"\u003E’s Uzo Aduba\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fp\u002FjA51uOHuUG\u002F\"\u003EOscar winner Lupita Nyong’o\u003C\u002Fa\u003E  as a catalyst for change, while Durkee says comedians in particular, who can be “blunt” without being perceived as “hostile”, are bringing new-found awareness to the conversation. “This moment is potent,” says Obeidi. “I don't think people are going to take the easy way out like they did. I think the industry writers and directors, they're going to maybe even go out of their way to pick harder names for characters.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Gives people confidence’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThese kinds of shifts – whether in Hollywood writing rooms or at the centre of the federal government – can influence the conversation in workplaces, too. It’s important, says Durkee, for employers to ask new hires their preferred name, especially if they introduce themselves with a different name to the one on their resumé. And if someone witnesses the name being mispronounced regularly by others, colleagues and supervisors should step in to correct them. \u003C\u002Fp\u003E\n\u003Cp\u003EFor colleagues, keeping a phonetic reminder is a good way of remembering a name you haven’t heard before, he adds. Otherwise, getting it wrong over and over in this climate “could be a blatant or explicit message to the individual that they're not a normative member of that environment or that setting”. \u003C\u002Fp\u003E\n\u003Cp\u003EDuncan, the Canadian radio host, says she’s noticed subtle changes around her. She overhears colleagues double-checking the names of on-air guests, and says even junior staff seem comfortable correcting someone if their name is said wrong. Duncan went by ‘Nana’ at school to make it easier for other people and to avoid the anxiety caused by having to correct them. But as she got older, ‘Nana’ no longer sat well with her. Her parents, who came of age around Ghanaian independence in the 1950s, gave her a traditional name to honour their own culture; amending it felt like a betrayal. Seeing someone like Harris take pride in her name and refuse to be cast as un-American because of it has been a valuable example. \u003C\u002Fp\u003E\n\u003Cp\u003E“There are so many different coping mechanisms that those of us have with uncommon names and then added onto that, those of us who are people of colour, those of us who are black and come from African countries, who are immigrants,” says Duncan. “When you watch a woman do what you wish you could do or handle a situation in a way that honours herself, it gives people confidence, and I think it gives them the tools to do the same.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong-6"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-01-12T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why getting a name right matters","headlineShort":"The 'micro-assault' of mispronunciation","image":["p093g0gw"],"imageAlignment":"centre","imageAltText":"Nana aba Duncan","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder","worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers","worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people"],"relatedTag":null,"summaryLong":"The care we take to get names right is increasingly under scrutiny as Kamala Harris takes office. What message do we send when we get them wrong?","summaryShort":"Why getting a name right matters so much","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-01-12T00:16:04.121456Z","entity":"article","guid":"54edcc9b-f3b1-450f-b8f9-5422fbc3cda4","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong","modifiedDateTime":"2022-02-25T07:01:19.942299Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong","cacheLastUpdated":1654031015775},"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training","_id":"6267dfa31f4b7b3562143224","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Helping workers understand their implicit biases is helpful, in theory – but these programmes are controversial. Who’s right?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fstarbucks-and-the-impact-of-implicit-bias-training-96491\"\u003EStarbucks\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Frework.withgoogle.com\u002Fguides\u002Funbiasing-raise-awareness\u002Fsteps\u002Fgive-your-own-unbiasing-workshop\u002F\"\u003EGoogle\u003C\u002Fa\u003E have been doing it. So have \u003Ca href=\"https:\u002F\u002Fwww.sephoranewsroom.com\u002Fpress-releases\u002Fracial-bias-in-retail-study\"\u003ESephora\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fmoney.cnn.com\u002F2018\u002F08\u002F24\u002Fnews\u002Fcompanies\u002Fpapa-johns-diversity-training\u002Findex.html\"\u003EPapa John’s\u003C\u002Fa\u003E. The UK’s Civil Service will no longer be taking part, while the Labour Party has been criticised for doing it in \u003Ca href=\"https:\u002F\u002Finews.co.uk\u002Fnews\u002Fpolitics\u002Fstarmer-backlash-compulsory-racial-bias-training-498977\"\u003E20-minute chunks\u003C\u002Fa\u003E.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhat these organisations have in common is that they’ve all introduced some form of unconscious-bias training, which educates people about the knee-jerk preconceptions they hold and how these beliefs may affect their actions. \u003C\u002Fp\u003E\n\u003Cp\u003EBut while well-intentioned, there’s mixed evidence that unconscious-bias training works. If they’re not carefully designed, training sessions may become eye-roll-inducing obligations, and some high-profile organisations have controversially dropped the programmes. But before we throw the baby out with the bathwater, it’s important to ask: What, if anything, should replace unconscious-bias training?\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat is unconscious bias training?\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EUnconscious bias refers to the deep-seated prejudices we all absorb due to living in deeply unequal societies. Unconscious or implicit bias can lead to instinctive assumptions that a nurse must be a woman or an engineer must be a man, that an Asian woman \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers\"\u003Ewon’t make a good leader\u003C\u002Fa\u003E, or that a black man \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210113-can-reality-tv-shows-help-lead-the-way-for-inclusivity\"\u003Ewill be an aggressive competitor\u003C\u002Fa\u003E. (In contrast, explicit bias leads someone to deliberately and wilfully discriminate against others.) Unconscious bias can be present even in people who genuinely believe they’re committed to equality; it’s harder to spot and root out than obvious discrimination. \u003C\u002Fp\u003E\n\u003Cp\u003EBut that doesn’t mean unconscious bias is insignificant. This under-the-surface form of bias can affect health and life in dramatic ways. For example, \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fchristinero\u002F2019\u002F07\u002F27\u002Fracial-stereotypes-are-making-americans-sicker\u002F\"\u003Emany medical professionals in the US\u003C\u002Fa\u003E believe that black patients are less susceptible to pain, and less likely to comply with medical advice than white patients. The quick-fire judgements of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20200827-is-it-possible-to-rid-police-officers-of-bias\"\u003Epolice officers\u003C\u002Fa\u003E are also very fraught; some research suggests that US police instinctively see darker faces as being more criminal. There are also lots of examples of \u003Ca href=\"https:\u002F\u002Fwww.academia.edu\u002F43190340\u002FBiases_in_Selection_and_Recruitment\"\u003Eunconscious bias at the recruitment stage\u003C\u002Fa\u003E. Hiring managers may gravitate to candidates who are similar to them, assume that male candidates are more competent, or see a ‘black-sounding’ name on an application, and instinctively associate that person with aggression.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of white doctor treating black male patient","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs the Black Lives Matter movement has driven demand for reforms, \u003Ca href=\"https:\u002F\u002Fwww.personneltoday.com\u002Fhr\u002Fbusiness-improve-diversity-but-overreliance-training-unconscious-bias\u002F\"\u003Emany organisations\u003C\u002Fa\u003E have considered adopting unconscious-bias training to address their roles in perpetuating racism and inequality. This kind of training seeks to make participants aware of their biases, in a blame-free manner. \u003C\u002Fp\u003E\n\u003Cp\u003EThe training can take many forms, in-person or online. You might take some form of implicit-association test, in which you’re presented with a quickfire series of images, and have to make rapid judgements of them, e.g. ‘black’, ‘white’, ‘good’, ‘bad’. You might attend a presentation about how biases affect people from stigmatised groups, and the ubiquity of such biases. You might roleplay as a hiring manager, to consider how differently you evaluate mock candidates from different groups. And you might participate in workshops that suggest strategies for overcoming bias, for instance through repeated exposure to counter-stereotypes. \u003C\u002Fp\u003E\n\u003Cp\u003ETogether with other forms of diversity training, unconscious bias training has become a massive industry. McKinsey estimated in 2017 that each year about \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Fgender-equality\u002Ffocusing-on-what-works-for-workplace-diversity\"\u003E$8bn\u003C\u002Fa\u003E (£5.8bn) was spent on diversity training just in the US. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy are some organisations rejecting it?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAccording to Fatima Tresh, a social and organisational psychologist who works for the UK diversity consultancy Delta Alpha Psi, there’s been a rapid rise and fall of such training. In 2020, even as organisations have grappled with their anti-racism responsibilities, there was a distinct trend of workplaces moving away from unconscious bias training. \u003C\u002Fp\u003E\n\u003Cp\u003EThe UK’s Civil Service \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Feducation-55309923\"\u003Escrapped this training late in 2020\u003C\u002Fa\u003E, and urged other public-sector organisations to do the same. The parliamentary statement drew on damning \u003Ca href=\"https:\u002F\u002Fwww.gov.uk\u002Fgovernment\u002Fpublications\u002Funconscious-bias-and-diversity-training-what-the-evidence-says\"\u003Eresearch from the Nudge Unit\u003C\u002Fa\u003E (a behavioural research company that advises the UK government and other organisations) arguing that implicit bias training had little impact on behaviours or long-term attitudes. For instance, such training had had little effect on the representation of women in management.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Bill Michael","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPrivate companies have also experienced conflict over this issue. KPMG is one of many large firms providing unconscious bias training to its employees, which it’s been rolling out since 2014. In an online meeting made public in February, KPMG’s UK chair, Bill Michael, called the concept of unconscious bias “complete and utter crap”, adding: “Because after every single unconscious bias training that has ever been done, nothing’s ever improved.” His comments (on Covid-19 as well as bias training) led to an outcry from staff and others, after which Michael \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-56038215\" target=\"_blank\"\u003Eapologised and resigned\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003ETresh believes that the backlash against unconscious bias training stems from the attitude that “it’s a tick-box exercise: if everybody in the organisation just attends this e-learning module or quick training session, that will fix all of our problems or will show that we’re not a biased or discriminatory organisation”. Employees may sleepwalk their way through a training session that seems like just an item on a checklist to boost a company’s image. And a one-and-done approach to training can create the harmful impression that prejudice can be swiftly and neatly dispatched before returning to business as usual.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMoreover, although this kind of training may be well-intended, a significant body of research suggests that it has \u003Ca href=\"https:\u002F\u002Fwww.fastcompany.com\u002F90515678\u002Fscience-explains-why-unconscious-bias-training-wont-reduce-workplace-racism-heres-what-will\"\u003Elimited effects\u003C\u002Fa\u003E on changing beliefs in the long term, or improving representation of minority groups in the workplace. In the worst cases, the training can backfire – making participants feel that they don’t need to worry about bias anymore because they’ve done the training, or teaching them that such bias can never be eradicated.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It works only when you’re the most uncomfortable – Katerina Bezrukova","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet Katerina Bezrukova, who researches management and organisational behaviour at the University at Buffalo, believes that the backlash isn’t a product of organisations tracking outcomes (all too often, they don’t). She believes it’s partly because such training makes people uncomfortable – something that’s needed if it is going to succeed. “It works only when you’re the most uncomfortable,” she says. Confronting social differences and ingrained ways of thinking is challenging, even frightening. Bezrukova points out that “human nature is to take the easy way” – and the easy way here is to defensively reject challenging new information. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat’s the way forward?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe British government \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fpolitics\u002F2020\u002Fdec\u002F15\u002Fuk-ministers-criticised-for-failing-to-find-alternative-to-unconscious-bias-training\"\u003Ehas been criticised\u003C\u002Fa\u003E for getting rid of a diversity programme without an alternative in place; the Civil Service says its new strategy, focusing on behavioural change rather than bias training, is not yet ready. Those formulating a new strategy should consider a number of factors that are associated with more effective inclusion programmes. \u003C\u002Fp\u003E\n\u003Cp\u003EOne is the importance of being clear and specific about the objectives of an inclusion programme. If unconscious bias training is designed solely to kick-start awareness raising, then it can do some good; indeed, \u003Ca href=\"https:\u002F\u002Fwww.equalityhumanrights.com\u002Fen\u002Fpublication-download\u002Funconscious-bias-training-assessment-evidence-effectiveness\" target=\"_blank\"\u003Eawareness raising is the most common achievement\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EBut achieving behavioural change is harder. If a company wants to increase representation of minorities in senior management, then relying on bias training alone is likely to fail – and to give employees a sour experience of diversity initiatives. For concrete change, this training has to \u003Ca href=\"https:\u002F\u002Fwww.semanticscholar.org\u002Fpaper\u002FA-meta-analytical-integration-of-over-40-years-of-Bezrukova-Spell\u002Fb08025b407f427f041f894c5e5c73fb2f2d789d5\" target=\"_blank\"\u003Ebe part of an integrated process\u003C\u002Fa\u003E, and organisations need to be willing to invest in that longer-term process rather than the short fix of a one-off training session. A 30- or 60-minute training session can’t begin to compete with a lifetime of absorbed prejudice and structural inequalities, after all. A perfunctory session also sends a message to employees that an organisation isn’t taking bias seriously.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Certain elements of unconscious bias training are worth retaining if they are contributing to a longer-term, sustainable programme – Fatima Tresh","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut \u003Ca href=\"https:\u002F\u002Fknowledge.wharton.upenn.edu\u002Farticle\u002Fdoes-diversity-training-work\u002F\"\u003Elonger training sessions aren’t enough\u003C\u002Fa\u003E. What’s key is continuity and embedding these within larger structural change. According to Chester Spell, who researches management at Rutgers University, this doesn’t have to be a costly proposition. “I don’t think it’s so much a matter of you have to spend massive amounts of dollars into this, instead of be something that’s ongoing… something that’s part of the company’s way of doing business.” \u003C\u002Fp\u003E\n\u003Cp\u003ETo change practices holding back minority groups, more concrete steps are needed. These could include reforming \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Fgender-equality\u002Ffocusing-on-what-works-for-workplace-diversity\" target=\"_blank\"\u003Erecruitment processes\u003C\u002Fa\u003E (for instance, rethinking language on job adverts that evokes stereotypically male traits, or removing photos, names and mentions of age from job applications). \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2016\u002F07\u002Fwhy-diversity-programs-fail\" target=\"_blank\"\u003EMentoring\u003C\u002Fa\u003E is particularly useful for underrepresented groups. “Certain elements of unconscious bias training are worth retaining if they are contributing to a longer-term, sustainable programme,” says Tresh. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd although it may seem thuddingly obvious, diversity breeds more diversity. Talking to varied groups of people reduces bias, for \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20200827-is-it-possible-to-rid-police-officers-of-bias\" target=\"_blank\"\u003Epolice officers\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2016\u002F07\u002Fwhy-diversity-programs-fail\" target=\"_blank\"\u003Eoffice workers\u003C\u002Fa\u003E alike. In the short term, the pandemic has limited opportunities for varied social interaction. But organisations that genuinely care about diversity need to think longer term, for instance assessing whether they’re supporting policies to desegregate the regions where they operate. \u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, the politicised furore over unconscious bias training may be allowing for some convenient scapegoating of this particular approach, rather than more careful scrutiny of broad challenges. \u003C\u002Fp\u003E\n\u003Cp\u003E“I think unconscious bias training is comparable to all types of diversity and inclusion training,” reflects Tresh. “The deeper you go, the more thoughtful you are in your design, the more impact it will have. And, so, I think the move away from unconscious bias training is helpful if we’re moving toward deeper learning and behaviour change. I think a move away from it is unhelpful if we’re just looking for other tick-box solutions to diversity and inclusion challenges.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-03-29T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The complicated battle over unconscious-bias training","headlineShort":"Why bias training is so controversial","image":[],"imageAlignment":"centre","imageAltText":"File image of anonymous workers","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"Group of office workers in a circle","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Helping workers understand their implicit biases is helpful, in theory – but these programmes are controversial. Who’s right?","summaryShort":"Employers are arguing over helping workers understand their prejudices – why?","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-28T20:21:06.77028Z","entity":"article","guid":"cf35ccac-e47f-4f93-9003-e202b40250f3","id":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training","modifiedDateTime":"2022-02-25T07:05:54.57351Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training","cacheLastUpdated":1654031015775},"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use","_id":"6267dff81f4b7b6a6319ad51","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fsara-novi"],"bodyIntro":"Some of our most common, ingrained expressions have damaging effects on millions of people – and many of us don't know we're hurting others when we speak.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EI like being deaf. I like the silence as well as the rich culture and language deafness affords me. When I see the word ‘deaf’ on the page, it evokes a feeling of pride for my community, and calls to me as if I’m being addressed directly, as if it were my name.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, it always stings when I’m reminded that for many, the word ‘deaf’ has little to do with what I love most – in fact, its connotations are almost exclusively negative. For example, in headlines across the world – \u003Ca href=\"https:\u002F\u002Fthenevadaindependent.com\u002Farticle\u002Fwill-nevadas-latest-gun-safety-legislation-fall-on-deaf-ears\"\u003ENevada’s proposed gun safety laws\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.saultstar.com\u002Fnews\u002Fpleas-from-the-elderly-can-no-longer-fall-on-deaf-ears\"\u003Epleas from Ontario’s elderly\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002F7news.com.au\u002Fnews\u002Fweather\u002Fqueensland-safety-warnings-fall-on-deaf-ears-as-dozens-enter-floodwaters-on-gold-coast-c-2413534\"\u003Eweather safety warnings in Queensland\u003C\u002Fa\u003E – have all “fallen on deaf ears”.\u003C\u002Fp\u003E\n\u003Cp\u003EThis kind of ‘ableist’ language is omnipresent in conversation: making a “dumb” choice, turning a “blind eye” to a problem, acting “crazy”, calling a boss “psychopathic”, having a “bipolar” day. And, for the most part, people who utter these phrases aren’t intending to hurt anyone – more commonly, they don’t have any idea they’re engaging in anything hurtful at all.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, for disabled people like me, these common words can be micro-assaults. For instance, “falling on deaf ears” provides evidence that most people associate deafness with wilful ignorance (even if they consciously may not). But much more than individual slights, expressions like these can do real, lasting harm to the people whom these words and phrases undermine – and even the people who use them in daily conversation, too.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsonormal\"\u003E\u003Cstrong\u003ENot a small problem \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EAbout \u003Ca href=\"https:\u002F\u002Fwww.worldbank.org\u002Fen\u002Ftopic\u002Fdisability\" target=\"_blank\"\u003E1 billion people worldwide\u003C\u002Fa\u003E – 15% of the global population – have some type of documented disability. In the US, this proportion is even larger, at about \u003Ca href=\"https:\u002F\u002Fwww.cdc.gov\u002Fncbddd\u002Fdisabilityandhealth\u002Finfographic-disability-impacts-all.html#:~:text=61%20million%20adults%20in%20the,is%20highest%20in%20the%20South\" target=\"_blank\"\u003Eone in four people\u003C\u002Fa\u003E, with \u003Ca href=\"https:\u002F\u002Fassets.publishing.service.gov.uk\u002Fgovernment\u002Fuploads\u002Fsystem\u002Fuploads\u002Fattachment_data\u002Ffile\u002F692771\u002Ffamily-resources-survey-2016-17.pdf\" target=\"_blank\"\u003Esimilar rates reported in the UK\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EDespite these numbers, disabled people experience widespread discrimination at nearly every level of society. This phenomenon, known as \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fblogs-ouch-27840472\"\u003E'ableism'\u003C\u002Fa\u003E – discrimination based on disability – can take on various forms. Personal ableism might look like name-calling, or committing violence against a disabled person, while systemic ableism refers to the inequity disabled people experience as a result of laws and policy.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09c8hrw"],"imageAlignment":"centre","imageAltText":"Sara Novic","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EBut ableism can also be indirect, even unintentional, in the form of linguistic micro-aggressions. As much as we all like to think we’re careful with the words we choose, ableist language is a pervasive part of our lexicon. Examples in pop culture are everywhere, and you’ve almost certainly used it yourself.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EFrequently, ableist language (known to some as ‘disableist’ language) \u003Ca href=\"https:\u002F\u002Fdiversity.caltech.edu\u002Fdocuments\u002F1901\u002Fableist_terms.pdf\"\u003Ecrops up in the slang we use\u003C\u002Fa\u003E, like calling something “dumb” or “lame”, or making a declaration like, “I’m so OCD!”. Though these might feel like casual slights or exclamations, they still do damage.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EJamie Hale, the London-based CEO of Pathfinders Neuromuscular Alliance, a UK charity run for and by people with neuromuscular conditions, notes that the potential for harm exists even if the words are not used against a disabled person specifically. “There's a sense when people use disableist language, that they are seeing ways of being as lesser,” says Hale. “It is often not a conscious attempt to harm disabled people, but it acts to construct a world-view in which existing as a disabled person is [negative].”\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EUsing language that equates disability to something negative can be problematic in several ways.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EFirst, these words give an inaccurate picture of what being disabled actually means. “To describe someone as ‘crippled by’ something is to say that they are 'limited' [or] 'trapped', perhaps,” says Hale. “But those aren't how I experience my being.”\u003C\u002Fp\u003E\n\u003Cp\u003EDisability as metaphor is also an imprecise way to say of saying what we really mean. The phrase ‘fall on deaf ears’, for example, both perpetuates stereotypes and simultaneously obscures the reality of the situation it describes. Being deaf is an involuntary state, whereas hearing people who let pleas ‘fall on deaf ears’ are making a conscious choice to ignore those requests. Labelling them ‘deaf’ frames them as passive, rather than people actively responsible for their own decisions.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Ableist language crops up in the slang we use, like calling something “dumb” or “lame”, or making a declaration like, “I’m so OCD!”","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EHale adds that using disability as a shorthand for something negative or inferior reinforces negative attitudes and actions, and fuels the larger systems of oppression in place. “We build a world with the language we use, and for as long as we're comfortable using this language, we continue to build and reinforce disableist structures,” they say.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003E\u003Cstrong\u003ESay what?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EIf ableist language is so harmful, why is it so common? Why might someone who would never purposefully insult a disabled person outright still find ableist expressions among their own vocabulary?\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EAbleist language as colloquialism functions like any other slang term: people repeat it because they’ve heard others say it, a mimicry that on its face suggests use is undiscerning. However, according to University of Louisville linguistics professor DW Maurer, while anyone can create slang term, the expression will only \u003Ca href=\"https:\u002F\u002Fwww.britannica.com\u002Ftopic\u002Fslang\"\u003E“gain currency according to the unanimity of attitude within the group”\u003C\u002Fa\u003E. This suggests ableist slang is ubiquitous because, on some level, the speakers believe it to be true.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EIt’s possible for individuals to be truly unconscious of these biases within themselves, and unaware of the ableism couched in their own everyday sayings. But the fact is, discussions about the negative effect of a word such as “dumb” – a term originally denoting a deaf person who did not use speech, but which now functions as slang for something brutish, uninteresting or of low intelligence – have been happening in \u003Ca href=\"https:\u002F\u002Fwww.jstor.org\u002Fstable\u002F44468186\"\u003Edeaf and disabled circles for centuries\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003EAccording to Rosa Lee Timm, the Maryland, US-based chief marketing officer of non-profit organisation Communication Service for the Deaf, these conversations have remained largely unexamined by the mainstream because non-disabled people believe that ableism doesn’t affect them, and ableist language perpetuates and justifies that belief.\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003E“Ableist language encourages a culture of separation. It defines, excludes and marginalises people,” says Timm. She adds that this allows non-disabled people to be bystanders in the face of ableist culture infrastructure at large.\u003Cstrong\u003E \u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"m5411531060625065570xmsolistparagraph\"\u003E\u003Cstrong\u003EA boomerang effect\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough these words and phrases are obviously harmful to the groups they marginalise, non-disabled people who casually use ableist language may be negatively impacting themselves, too.\u003C\u002Fp\u003E\n\u003Cp\u003E“What happens to this group of hearing, non-disabled people later in life – be it hearing loss, an accident, a health issue, aging or any number of things – when they transition to the disabled community?” says Timm. “The ableist language they used has created an oppressive environment.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09c8hfl"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETimm notes this ‘environment’ includes an impact on their own self-worth. “Beauty standards are a good comparison, in terms of language’s psychological power,” she says. “As a parent, if I say, ‘wow, that’s beautiful’ or ‘that’s ugly’, my children see that and internalise it… This can have a profound impact, particularly if they examine themselves and feel like they don’t match the standard… The same goes for ability.”\u003C\u002Fp\u003E\n\u003Cp\u003EHale seconds the idea that nondisabled people who experience disability later in life will be harmed by the rhetoric they use today. They also note that the divisive nature of ableist language can even have a negative impact on people who will never experience disability.\u003C\u002Fp\u003E\n\u003Cp\u003E“It hurts all of us when we de-humanise ways of being, and construct them wholly in the negative,” they say.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDismantling ableist structures\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EGiven how ingrained ableism is in our society, rooting it out may seem an overwhelming task. Being aware of the words you use each day is a necessary step in the process. “Dismantling disableist structures doesn't start with language, but building a world without them requires that we change our language,” says Hale.\u003C\u002Fp\u003E\n\u003Cp\u003EExamining your own go-to phrases and attempting to replace them\u003Ca href=\"https:\u002F\u002Fwww.autistichoya.com\u002Fp\u002Fableist-words-and-terms-to-avoid.html\" target=\"_blank\"\u003E with less problematic synonyms\u003C\u002Fa\u003E is a good start. “Think about what you mean. Don't just repeat a phrase because you've heard it, think about what you're trying to convey,” says Hale.\u003C\u002Fp\u003E\n\u003Cp\u003EOften avoiding ableist euphemisms just means choosing more straightforward and literal language – rather than “fall on deaf ears”, one might say “ignoring” or “choosing not to engage”.  \u003C\u002Fp\u003E\n\u003Cp\u003ELanguage is ever-changing, so eliminating ableism from your vocabulary will be an ongoing process rather than a static victory. You may stumble, but checking in with disabled people is an effective way to find your footing and continuing to build a more inclusive vocabulary. “My advice is always to listen,” says Timm. “Ask questions, avoid assumptions, and start by listening to the people who are impacted the most. Think about whether your own word choice is contributing to their oppression.”\u003C\u002Fp\u003E\n\u003Cp\u003EIt may feel uncomfortable, but discomfort and vulnerability necessitate introspection, which Hale points to as keys to dismantling ableist attitudes. “According to [disability equality charity] Scope, \u003Ca href=\"https:\u002F\u002Fwww.scope.org.uk\u002Fmedia\u002Fpress-releases\u002Fbrits-feel-uncomfortable-with-disabled-people\u002F\"\u003Etwo-thirds of the British population feel uncomfortable talking to a disabled person\u003C\u002Fa\u003E,” says Hale. “Why? If you can work out why you're uncomfortable, you're well en route to changing it.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use-6"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-04-05T15:44:20Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The harmful ableist language you unknowingly use","headlineShort":"The harmful 'ableist' words you use","image":["p09c8hjw"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people","worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong","worklife\u002Farticle\u002F20210326-the-complicated-battle-over-unconscious-bias-training"],"relatedTag":null,"summaryLong":"Some of our most common, ingrained expressions have damaging effects on millions of people – and many of us don't know we're hurting others when we speak.","summaryShort":"Some of our most common expressions actually hurt millions of people","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-04-05T20:08:57.91018Z","entity":"article","guid":"2eb6b866-c716-4bb9-bb94-178fd5029e83","id":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use","modifiedDateTime":"2022-02-25T07:06:09.987966Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use","cacheLastUpdated":1654031015774},"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers","_id":"6267dfe71f4b7b683451fb01","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Enduring stereotypes around race, culture and gender shape the careers of Asian women, causing many to plateau.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESometimes it happens with an email, sometimes it occurs in person. Clients will spot Sara Ahmed’s surname or see her face and then, she believes, a certain kind of expectation will set in.\u003C\u002Fp\u003E\n\u003Cp\u003EThe Pakistani-born US-based writer, who has also worked in sales and event coordination, has found that time and time again, vendors and clients have expected her to do work for free or for very low compensation. “It always felt like there was this huge stereotype that I was constantly tackling [that] perhaps I’ll be very subservient and a little more meek about speaking up,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EShe’s seen this happen both when dealing with white people and with men from the South Asian community in Texas. Some have called her disrespectful for pushing back, while others have assumed that her white colleagues were the ones in charge. “There’s a very strong belief that you can be bulldozed.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe stereotype Ahmed refers to is an enduring one. In \u003Ca href=\"https:\u002F\u002Fwww.apa.org\u002Fpubs\u002Fhighlights\u002Fspotlight\u002Fissue-119\"\u003Eone study of Asian American women\u003C\u002Fa\u003E who had experienced discrimination, 14% said that others had viewed them as incapable of becoming leaders, while 34% reported that others had assumed they were submissive or passive. The women in the study who attempted to speak out reported that others reacted with surprise or retaliation – like Ahmed, who says that she has lost business due to being outspoken.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThese kinds of stereotypes are most prevalent in countries where Asians form a minority group. Yet they interact with gendered social norms prevalent in many Asian countries that foster an environment in which women are often seen as subordinates rather than leaders.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe ‘bamboo ceiling’ \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s impossible to do justice to the vast range of Asian women’s experiences, given the great diversity among Asian women (even within any given nation or ethnic group).\u003C\u002Fp\u003E\n\u003Cp\u003EBut some experiences are shared across these wide-ranging populations. In fact, one of the hallmarks of cultural ignorance is difficulty or lack of interest in distinguishing \u003Ca href=\"https:\u002F\u002Fgal-dem.com\u002Fjapanese-chinese-not-thing\u002F\"\u003Ebetween people of different ethnicities\u003C\u002Fa\u003E. So non-Asians’ expectations of Han Chinese women may also affect Thais, Bengali women may be treated similarly to Nepalis, \u003Ca href=\"https:\u002F\u002Fwww.scmp.com\u002Fcomment\u002Finsight-opinion\u002Farticle\u002F1389083\u002Fshooting-down-asian-woman-stereotype\"\u003Ethe experiences of women in Asia affect the diaspora in majority-white countries\u003C\u002Fa\u003E, and so on.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There’s a very strong belief that you can be bulldozed – Sara Ahmed","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn general, women are often called out for being “\u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Flifeandstyle\u002Fwomens-blog\u002F2014\u002Foct\u002F03\u002Fwhen-will-we-stop-calling-successful-women-abrasive\"\u003Eabrasive\u003C\u002Fa\u003E” or \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20140320-ban-bossy-not-so-fast\"\u003E“bossy”\u003C\u002Fa\u003E when the same qualities would be praised as “assertive” or “confident” in men. This catch-22 may be an obstacle to their career progression; they are either \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2013\u002F09\u002Fwomen-rising-the-unseen-barriers\"\u003Epenalised for being bossy, or they self-censor\u003C\u002Fa\u003E and then seem to lack the assertiveness required for a leadership position.\u003C\u002Fp\u003E\n\u003Cp\u003ERace and culture also play a role in expectations of leadership traits. It’s common for Western multinational companies to complain about a \u003Ca href=\"https:\u002F\u002Fsloanreview.mit.edu\u002Farticle\u002Frethinking-the-east-asian-leadership-gap\u002F\"\u003Elack of leadership competencies in East Asia\u003C\u002Fa\u003E, because they’re looking for a more showy form of outspokenness that’s less common across the continent. Even people of Asian descent who were born in majority-white countries, and who consider themselves far removed from immigration and don’t speak Asian languages, experience career setbacks because of the \u003Ca href=\"https:\u002F\u002Fwww.npr.org\u002F2015\u002F05\u002F17\u002F407478606\u002Foften-employees-rarely-ceos-challenges-asian-americans-face-in-tech\"\u003Elack of role models, expectations of their timidity\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww8.gsb.columbia.edu\u002Fnewsroom\u002Fnewsn\u002F8270\u002Fresearchers-answer-a-diversity-puzzle-why-chinese-americans-but-not-indian-americans-are-underrepresented-in-leadership-positions\"\u003Eprejudice\u003C\u002Fa\u003E of non-Asians. This is a reason that Asian Americans are everywhere in the legal field, but \u003Ca href=\"https:\u002F\u002Fwww.apaportraitproject.org\u002F\"\u003Eremain significantly under-represented in leadership roles\u003C\u002Fa\u003E. Asians are also over-represented among professional staff of US-based technology companies, but under-represented in executive-level positions.\u003C\u002Fp\u003E\n\u003Cp\u003EGender and race intersect to create an especially fraught position for Asian women. \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?sa=t&rct=j&q=&esrc=s&source=web&cd=&ved=2ahUKEwiZlITs6NnqAhWASBUIHfA9Bh4QFjAIegQICRAB&url=https%3A%2F%2Fcdn.ymaws.com%2Fsites%2Fascendleadership.site-ym.com%2Fresource%2Fresmgr%2FResearch%2FHiddenInPlainSight_Paper_042.pdf&usg=AOvVaw1NSXQ6nXzv8jYgkzlGm3Ky\"\u003EOne study of five Silicon Valley companies\u003C\u002Fa\u003E showed that while white women and Asian men were also under-represented at the highest levels, Asian women were the least likely to be executives, relative to their proportion of the workforce. “The ‘Asian effect’ is 3.7X greater than the ‘gender effect’ as a glass ceiling factor”, the report notes.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"right","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe persistent belief that Asian American women will \u003Ca href=\"https:\u002F\u002Fwww.apa.org\u002Fpubs\u002Fhighlights\u002Fspotlight\u002Fissue-119\"\u003Emaintain the status quo and can be saddled with extra work without complaining\u003C\u002Fa\u003E has led to a situation where many of these women have high educational and career achievements, yet plateau. Women in these groups report not being credited for their work, taking on the bulk of group projects, being held to a higher standard and yet still not being considered leaders, as they’re relegated to the “team players” zone. Their own achievements may become a double-edged sword. The “model minority” stereotype that helps Asian Americans educationally \u003Ca href=\"https:\u002F\u002Fwww.eurekalert.org\u002Fpub_releases\u002F2019-03\u002Ftfg-aad031819.php\"\u003Emay end up actually limiting their career progression\u003C\u002Fa\u003E, as they’re sometimes considered to be less vocal and socially skilled.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHitting a plateau\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe intersections of gender and background can become especially prominent for \u003Ca href=\"https:\u002F\u002Fbusiness.vanderbilt.edu\u002Fnews\u002F2018\u002F02\u002F26\u002Ftokenism-in-the-workplace\u002F\"\u003E“tokens\u003C\u002Fa\u003E” – people who are overly scrutinised because their group is so little represented and might be made to feel that they carry the burden of standing in for the entire group. Some may even choose to play down their accomplishments, because visibility of any kind can be harmful, leading to a \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F326282238_Assimilation_and_Resistance_The_Token_Status_of_Women_Leaders_in_South_Korea\"\u003E“performance dilemma”\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“Due to the cultural context of Korea, women feel pressured to do as [well] as male counterparts but, at the same time, they feel they should not excel [so as] not to be highly visible so that they don’t get criticised due to their token status in the organisation,” says Yonjoo Cho, who researches human resource development at Indiana University Bloomington and co-authored the research. She’s experienced this herself. “As a working woman in Korea and an Asian female faculty in the US, I have always been a token woman who is the only one or one of the few women in the organisation, which made me conscious about my self-esteem and ability.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"East Asians in North America are more likely to be racially harassed when they act dominant at work","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOne response of Asian women may be to mould their behaviour to fit what dominant groups expect and want of them. \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F326282238_Assimilation_and_Resistance_The_Token_Status_of_Women_Leaders_in_South_Korea\"\u003EThis may be necessary\u003C\u002Fa\u003E if resisting these expectations can cause immediate damage to professional relationships. East Asians in North America are \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?sa=t&rct=j&q=&esrc=s&source=web&cd=&ved=2ahUKEwiEl-2QvOXqAhXwThUIHQHhBjAQFjAAegQIBRAB&url=http%3A%2F%2Fwww-2.rotman.utoronto.ca%2Ffacbios%2Ffile%2FBerdahl%2520%26%2520Min%2520CDEMP%25202012.pdf&usg=AOvVaw15nZbGlhDM-GSGmJDa-qqn\"\u003Emore likely to be racially harassed when they act dominant\u003C\u002Fa\u003E at work; this violates the “prescriptive stereotype” held by white colleagues, who \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2016\u002F12\u002Fwhy-arent-there-more-asian-americans-in-leadership-positions\"\u003Einterpret this behaviour as surprising and threatening\u003C\u002Fa\u003E when it comes from East Asians. It holds for other Asian groups as well. When Ahmed chose the strategy of resistance, for instance, it backfired and negatively affected her business.\u003C\u002Fp\u003E\n\u003Cp\u003EAnother response may be to conceal your success, particularly in environments where there are patriarchal expectations about who should have higher status. Nirmala Menon, who founded the Bangalore diversity consultancy Interweave, knows women who only accepted promotions as long as their job title or pay stayed the same. They were willing to take on more responsibility but were uncomfortable with earning more money than their husbands.\u003C\u002Fp\u003E\n\u003Cp\u003EThese kinds of societal and internalised pressures around gendered power tend to be less intense among the Asian diaspora. For instance, Menon says that a specific element of the Indian context that contributes to these pressures is women’s responsibility for their in-laws. Expectations of women as carers and domestic stewards inevitably affect their ability to advance professionally; the role conflict “confuses the hell out of them, and makes them slow-pedal or not grow to their full potential”, says Menon.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the US, however, under-representation at senior leadership levels is linked more to racial stereotypes than to women dropping out of the workforce (which \u003Ca href=\"https:\u002F\u002Facademic.oup.com\u002Fsf\u002Farticle-abstract\u002F93\u002F2\u002F623\u002F2332137\"\u003Ewhite women are more likely to do\u003C\u002Fa\u003E). Thus, on average in the US, white women manage \u003Ca href=\"https:\u002F\u002Facademic.oup.com\u002Fsf\u002Farticle-abstract\u002F93\u002F2\u002F623\u002F2332137\"\u003E3 to 6 more employees\u003C\u002Fa\u003E than Asian women do, even after accounting for differences of industry, immigration and others.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESteps forward\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAddressing the fact that American-Asian woman are plateauing at work requires addressing multiple different factors: Western stereotypes around Asian women’s docility; gender norms in Asian societies (including diasporas) that shape acceptance of women’s aspirations; and inclusivity across workplaces overall, including embracing the diversity of different people’s communication styles. Ahmed has seen each of these affect her working life, from men who become defensive when she asserts herself to being the only woman of colour in the room.\u003C\u002Fp\u003E\n\u003Cp\u003EThe complex legacy of societal and family expectations means that encouragement of Asian women’s leadership has to start from an early age. Corina Riantoputra, a psychology lecturer at the University of Indonesia, firmly believes, “If we want to reach women leaders in the future, we \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F321681858_Current_perspectives_on_Asian_women_in_leadership\u002Flink\u002F5b474aceaca272c6093888d5\u002Fdownload\"\u003Ehave to train fathers\u003C\u002Fa\u003E.”\u003C\u002Fp\u003E\n\u003Cp\u003EThis resonates with Ahmed’s experiences. Her parents, and particularly her father, were unusual in their social circles. He told her and her two sisters, from a young age, that the only reason he would disown them was if they didn’t complete their education – a stance that led to backlash from his peers.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd it wasn’t just talk. “So much of my life trajectory has been because of the choices he made,” Ahmed reflects. While working in a comfortable job in Saudi Arabia, her father was thinking ahead to where his family might move to improve his daughters’ university prospects. The result, says Ahmed, was that “All of his daughters are very, very opinionated… I think that has always been the basis of why I can be audacious or able to speak up in uncomfortable situations.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-10"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In one study of Asian American women who had experienced discrimination, 34% reported that others had assumed they were submissive or passive","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EObviously, this is beyond the scope of a workplace to address. But there are still steps that employers can take to limit stereotypes becoming a self-fulfilling prophecy. There’s abundant research showing the importance of \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC6467438\u002F\"\u003Ementorship\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F339512065_Conclusion_Learnings_From_Eight_Country_Studies_on_Women_Entrepreneurs_in_Asia\"\u003Enetworking and social support\u003C\u002Fa\u003E for emerging Asian female leaders. They may need their own networks or integration into existing networks because women are so often shut out of these less-formal clusters of power. The challenge is not overburdening existing Asian female leaders, who are already so under-represented in many sectors, with these mentorship responsibilities.\u003C\u002Fp\u003E\n\u003Cp\u003EAs diversity and inclusion consultant Menon says, some corporate training tells women how to stand, how to speak and what to do in order to make their presence felt. But this just adds to the load of a group that already have so much to do at work, at home and elsewhere. Asian women’s career progression will be limited unless it’s accompanied by training of men and majority groups to counteract the biases they may not even realise they carry.\u003C\u002Fp\u003E\n\u003Cp\u003EIn my own career I’ve seen how convenient it can be for a well-meaning white male boss to praise an Asian woman for being “deferential” – rather than having to grapple with the more complex factors of financial insecurity and skewed power relations that might affect an employee’s ease with rocking the boat and taking the reins.\u003C\u002Fp\u003E\n\u003Cp\u003EClearly, there are plenty of leaders who identify as Asian women. But some extra effort will be needed to ensure that emerging leaders aren’t being held down, whether by other people’s expectations of them or their own.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-12"}],"collection":[],"disableAdverts":false,"displayDate":"2020-08-17T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The docility myth flattening Asian women’s careers","headlineShort":"The Asian docility myth","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":false,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Enduring stereotypes around race, culture and gender shape the careers of Asian women, causing many to plateau.","summaryShort":"A stereotype that holds back Asian women at work","tag":[],"textToSpeech":false,"creationDateTime":"2020-08-16T18:48:58.98394Z","entity":"article","guid":"b11c42e2-696d-46be-9db2-c15ba43e1fe2","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers","modifiedDateTime":"2022-02-25T06:53:10.990657Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers","cacheLastUpdated":1654031015775},"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives","_id":"6267dfa81f4b7b3e5f1cc003","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The pandemic has taken a major toll on our sex lives. Why are our intimate relationships flagging – and could the damage be long lasting?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBefore the pandemic, many couples lived like “two ships passing in the night”, says Houston, Texas-based sex therapist Emily Jamea. Previously overscheduled with out-of-home commitments, some partners found that pandemic-related lockdowns offered a much-needed respite. Being stuck at home let them slow down and take more time for intimate moments together – at first.\u003C\u002Fp\u003E\n\u003Cp\u003E“Initially, the pandemic gave people the opportunity to… reconnect in a way that maybe previously they were only able to do on vacation,” says Jamea. As the pandemic wore on, however, it began to “take its toll” on intimate relationships, she says. “For the majority of couples, sexual desire kind of took a nosedive.”\u003C\u002Fp\u003E\n\u003Cp\u003EStudies from around the world tell a similar story. Research conducted in \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fs41443-020-00378-4\"\u003ETurkey\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.frontiersin.org\u002Farticles\u002F10.3389\u002Ffpsyg.2020.565823\u002Ffull\"\u003EItaly\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fpdf\u002F10.1177\u002F2631831820971900\"\u003EIndia\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Ffull\u002F10.1080\u002F01490400.2020.1774016\"\u003Ethe US\u003C\u002Fa\u003E in 2020 all points to the decline in sex with partners as well as solo acts, directly attributed to lockdown. “I think a big part of the reason for that is because so many people were just too stressed out,” says Justin Lehmiller, social psychologist and research fellow at The Kinsey Institute, which conducted the US-based study.\u003C\u002Fp\u003E\n\u003Cp\u003EFor most, pandemic-induced lockdowns created an atmosphere of uncertainty and fear. Many experienced unprecedented health-related anxiety, financial insecurity and other significant life changes. Stress caused by these factors – not to mention the problems that arise from spending too much time with another person in a cramped, indoor space – contributed to the notable decline in partnered people’s sex lives.\u003C\u002Fp\u003E\n\u003Cp\u003EIn ways, the Covid-19 world has proven toxic for sexuality – so will we be able to snap back into our sexual selves after pandemic stress dissipates, or have our relationships suffered long-lasting damage?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA decline in desire\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAs Jamea observed, many couples did enjoy a short boost in their sex lives at the beginning of lockdowns. Rhonda Balzarini, a social psychologist and assistant professor at Texas State University, US, describes this initial spike in sexual desire as a “honeymoon” phase, when people react more constructively to stress.\u003C\u002Fp\u003E\n\u003Cp\u003E“During this phase, people tend to work together. It might be when you're going to your neighbour’s house and giving them toilet paper on the doorstep when they need it,” says Balzarini. “But then over time, as resources become more scarce, people become more stressed and the energy wears off, disillusionment and depression tend to set in. When that starts to happen is when we might be starting to see couples get in trouble.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"As people reported increased pandemic-related stressors, they also reported decreased sexual desire for their partners","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBalzarini \u003Ca href=\"https:\u002F\u002Fpsyarxiv.com\u002Fnxkgp\u002F\"\u003Eobserved this pattern across participants, aged 18 and older,\u003C\u002Fa\u003E from 57 countries in a study she and colleagues conducted during the pandemic. At the pandemic’s onset, Balzarini and colleagues saw factors such as financial concern associated with higher sexual desire between partners. However, over time, as people reported increased pandemic-related stressors, including loneliness, general stress and Covid-19-specific worries, they also reported decreased sexual desire for their partners.\u003C\u002Fp\u003E\n\u003Cp\u003EThe big takeaway in this study, according to Balzarini, is the link among stress, depression and sexual desire. At the start of the pandemic, stressors might not have been “triggering depression” yet, she explains. But when those stressors became prolonged, people grew exhausted. Stress correlated with depression, and “depression negatively affects sexual desire”, she says.\u003C\u002Fp\u003E\n\u003Cp\u003EIn addition to the everyday stressors brought on by the pandemic, the larger threat of the virus loomed, as death and hospitalisation rates increased across the globe. This ever-present danger certainly helped kill the mood for couples.\u003C\u002Fp\u003E\n\u003Cp\u003E“You'll hear sex therapists say something along the lines of, ‘Two zebras won't mate in front of a lion’,” says Jamea. “If there's a massive threat right there, that sends a signal to our bodies that now's probably not a good time to have sex.” For that reason, “heightened stress leads to low desire or difficulty with arousal”, she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EToo much togetherness\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile Balzarini heard about couples taking daytime showers or mid-afternoon swims together at the start of the pandemic, those sexier-than-normal experiences eventually “lost their allure”, she says. They gave way to mounting daily demands, like messier homes, and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201203-why-the-pandemic-is-causing-spikes-in-break-ups-and-divorces\"\u003Ecouples started to nit-pick each other\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ELehmiller describes this as the “overexposure effect”,which provides opportunities for “little habits your partner has to start to get on your nerves”. (Balzarini recalls someone telling her they never realised how loudly their partner chewed until they started eating every single meal together during lockdown.)\u003C\u002Fp\u003E\n\u003Cp\u003EThis increased time together can also seriously dampen sexual excitement. “One of the keys to maintaining desire in a long-term relationship is having some sense of mystery about your partner and some distance,” says Lehmiller. “When you see each other all the time… the sense of mystery goes away.”\u003C\u002Fp\u003E\n\u003Cp\u003ESeparated from their pre-pandemic social and professional lives, people can also begin to lose their sense of self, which can affect sexual confidence and performance. Women especially have had to push careers to the side during the pandemic, as household chores, childcare and home-schooling demands have \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-55016842\"\u003Edisproportionately fallen on them\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When you see each other all the time… the sense of mystery goes away – Justin Lehmiller","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“That was really, really hard for a lot of women,” says Jamea. \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fworklife\u002Farticle\u002F20210409-why-we-define-ourselves-by-our-jobs\"\u003E“[Careers] are such a big part of identity\u003C\u002Fa\u003E, and we bring everything that we are into the bedroom. If we don't know who we are, all of a sudden, it can feel like there's nothing to bring.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECan we bounce back?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESex isn’t necessarily doomed, however. Researchers at the Kinsey Institute suggested one specific behaviour to improve couples’ sex lives: shaking things up. One in five study participants tried something new in bed, and it helped revive desire and intimacy.\u003C\u002Fp\u003E\n\u003Cp\u003E“People who tried new things were much more likely to report improvements,” says Lehmiller. New activities that helped improve partners’ sex lives included “trying new positions, acting on fantasies, engaging in BDSM and giving massages”, per the study.\u003C\u002Fp\u003E\n\u003Cp\u003EBut for those in relationships where sexual activity dwindled over the past year and has not picked back up, will there be lasting damage? It depends, say experts.\u003C\u002Fp\u003E\n\u003Cp\u003ESome may not recover “because they had such a prolonged… lack of connection”, says Lehmiller. His research also showed that some people cheated on their partners for the first time ever during the pandemic – an indiscretion that can be hard for partners to recover from. Others will continue to suffer from pandemic-related job losses as well as financial stressors that loom over relationships and can cause friction.\u003C\u002Fp\u003E\n\u003Cp\u003EBut, for many, there’s hope. With more people getting vaccinated, businesses are reopening, and some workers are returning to the office. “People are starting to fall back into their old routine,” says Jamea. She’s seeing the positive effects of this on couples in her practice.\u003C\u002Fp\u003E\n\u003Cp\u003EAny sort of return to “normalcy” is a good indicator for partners whose struggles began during the pandemic. “It’s possible that some of these couples, once the pandemic is under control… will go back to the way that things were before,” says Lehmiller. “That stressor is now removed, and their sex lives will improve.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives-6"}],"collection":[],"disableAdverts":false,"displayDate":"2021-04-23T16:28:31Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How the pandemic has changed our sex lives","headlineShort":"How Covid-19 has changed sex","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The pandemic has taken a major toll on our sex lives. Why are our intimate relationships flagging – and could the damage be long lasting?","summaryShort":"Lately, we’re having less sex – and the pandemic has a lot to do with it","tag":[],"textToSpeech":false,"creationDateTime":"2021-04-22T20:16:05.466914Z","entity":"article","guid":"e02748d6-fe11-4f2b-8537-4da901c509fa","id":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives","modifiedDateTime":"2022-02-25T07:07:04.533797Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210419-how-the-pandemic-has-changed-our-sex-lives","cacheLastUpdated":1654031015776},"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter","_id":"6267dfa81f4b7b3e7079b209","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"There are disparities in whose knowledge and experience get acknowledged. That’s why professional titles matter, especially for those less likely to be perceived as experts.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“I’m fed up of people not introducing me by my titles in public forums. I am a Dr (medic & PhD). I’m an Associate Professor. I worked hard to gain these titles & I don’t give permission to omit them. Just because I’m an ethnic minority woman doesn’t mean that I’m just ‘Nisreen’!” \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FDr2NisreenAlwan\u002Fstatus\u002F1309424063018946561\"\u003Etweeted Nisreen Alwan\u003C\u002Fa\u003E, a public health professor at the University of Southampton in the UK, last year. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FDr2NisreenAlwan\u002Fstatus\u002F1309433601017208832\"\u003EAlwan explained\u003C\u002Fa\u003E she had no issue with people using her first name in conversations, emails or on social media, adding: “But it’s a common phenomenon introducing experts in public forums\u002Fplatforms which leads to more gender & ethnic bias in science and society by enforcing socially conditioned stereotypes.” \u003C\u002Fp\u003E\n\u003Cp\u003EWhile many agreed with her comments, Alwan was also criticised for being ‘uptight’ and ‘insecure’; some people who recognised the gendered aspect cast doubt on whether ethnicity was a factor. Yet her experience is far from unique. Across many fields, women who have earned formal titles report that others neglect or dismiss these titles, or even condemn women’s claims to them. The situation is especially fraught for younger women and women of colour. And while many people claim to dislike titles because of their associations with elitism, this supposed egalitarianism often only extends to one gender. \u003C\u002Fp\u003E\n\u003Cp\u003EFor better or for worse, professional titles continue to matter in the modern day – especially for those who are less likely to be perceived as experts, despite their qualifications.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETitles and title-holders are varied\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ETitles can mean slightly different things around the world. In Western nations, they generally come when formal study or professional qualifications have been completed, and denote sustained work to acquire expertise in a particular field. In some cultures they are applied more loosely. In Colombia, the title ‘doctor’ is used more liberally for a person in any position of authority, says Ana Maria Porras, an engineering researcher at Cornell University; and in Nigeria titles that denote respect and status but not necessarily an official qualification, like ‘marshal’ and ‘engineer’, are used \u003Ca href=\"http:\u002F\u002Fwww.jolledu.com.ng\u002Findex.php\u002Fjoll\u002Farticle\u002Fview\u002F98\"\u003Emore broadly\u003C\u002Fa\u003E. In Australia, in keeping with its overall \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fculture\u002Farticle\u002F20170619-why-british-english-is-full-of-silly-sounding-words\"\u003Einformality of language\u003C\u002Fa\u003E, titles are used less than in the UK and US, according to Leo Kretzenbacher, a linguist at the University of Melbourne.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of a male professor","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhile the share of people with professional titles will differ between nations, as a group title-holders are diverse. For more than a decade, women have been the majority of people \u003Ca href=\"https:\u002F\u002Fwww.weforum.org\u002Fagenda\u002F2018\u002F10\u002Fchart-of-the-day-more-women-than-men-earned-phds-in-the-us-last-year\u002F\"\u003Eearning PhDs in the US\u003C\u002Fa\u003E. There have also been dramatic strides toward gender parity in the medical field. Across the OECD countries, the proportion of female doctors shot up \u003Ca href=\"https:\u002F\u002Fwww.oecd.org\u002Fgender\u002Fdata\u002Fwomen-make-up-most-of-the-health-sector-workers-but-they-are-under-represented-in-high-skilled-jobs.htm\"\u003Efrom 29% in 1990 to 46% in 2015\u003C\u002Fa\u003E. However, there were major differences within this group of wealthy nations. Women made up just 20% of doctors in Japan, but 74% in Latvia. \u003C\u002Fp\u003E\n\u003Cp\u003EGendered differences also persist across specialities, salaries and seniority levels; in some age brackets title-holders as a group are less diverse. In the US, the largest group of black women with doctoral degrees is aged 30 to 34, half a decade younger than white women, according to \u003Ca href=\"https:\u002F\u002Fwww.census.gov\u002Fdata\u002Ftables\u002F2018\u002Fdemo\u002Feducation-attainment\u002Fcps-detailed-tables.html\"\u003Ecensus data from 2018.\u003C\u002Fa\u003E But though this age difference is slight, there’s a major gender difference: while 35-to-39-year-olds make up the largest group of women with PhDs, for men the largest cohort are older than 75. And because perceptions of expertise are often linked to seniority, the prevalence of men in these higher age brackets makes it more likely we’ll see them on our TVs or hear them on our radios, perpetuating the idea that authority figures are generally older white men. \u003C\u002Fp\u003E\n\u003Cp\u003EThus, titles can be especially important to demonstrate the expertise of women who might appear youthful. “I have had students in the past address me as ‘Miss Porras’, and in those cases, I point out that women are less likely to be referred as ‘Dr’ after finishing their degrees than men,” explains the 33-year-old Porras. “Right after I graduated and started my current postdoctoral position, I would introduce myself and people would react to say, ‘You have a PhD? You are a doctor? You look so young!’ But I never heard people say similar things to my colleagues who are white men.”\u003C\u002Fp\u003E\n\u003Cp\u003EIndeed, in academia, some men say they prefer to drop their titles to foster more informal relationships with colleagues and students. Not all women can afford to make the same choice, as their expertise is less likely to be taken for granted. Kretzenbacher believes that the gendered difference is “an expression of male privilege – that you as a male academic, you get the benefit of the doubt that you’re an expert, or that you are a professor or a doctor or something”. That benefit of the doubt gets extended to women, and certain types of women, less often.\u003C\u002Fp\u003E\n\u003Cp\u003EYet insisting on a title can backfire. In 2018, health lecturer Siobhan O’Dwyer was \u003Ca href=\"https:\u002F\u002Fwww.inc.com\u002Fjustin-bariso\u002Fthis-woman-threw-a-fit-when-an-airline-employee-refused-to-call-her-doctor-heres-how-airline-responded.html\"\u003Eslammed\u003C\u002Fa\u003E for criticising Qantas staff for calling her ‘Miss’ rather than ‘Dr’, the title that appeared on her air ticket. O’Dwyer’s point was that there was a disparity between men and women being called Dr, yet \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FSiobhan_ODwyer\u002Fstatus\u002F1035490124589674496\"\u003Edetractors (male and female alike) sneered\u003C\u002Fa\u003E that she was a ‘needy’, ‘crazy, entitled & vain feminist’ who need to watch her ‘ego’, ‘sweetie’. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDevaluing women’s expertise\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, there’s abundant evidence that women’s professional titles are used by others far less frequently than men’s titles. Some of the clearest data comes from the medical field. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn \u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fwhats-in-a-title-when-it-comes-to-doctor-more-than-you-might-think-127979\"\u003Eone study of\u003C\u002Fa\u003E formal meetings in US hospitals known as ‘grand rounds’, researchers found that women introduced speakers by their formal titles 96% of the time. But men introducing female speakers only used their titles on 49% of occasions, although they applied the titles to male speakers 72% of the time. \u003C\u002Fp\u003E\n\u003Cp\u003EThis is more than a trifling annoyance. Credentials are very important to patients’ perceptions of medical providers’ experience and skills. The disparity also matters to women’s careers. Women in medicine continue to be promoted less and paid less than their male counterparts, which may be linked to \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fs41564-018-0320-6\"\u003Epersistent under-valuation of their expertise\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EStereotyping can affect patient experiences as well. Back in 2014, when she was pregnant, Athina Vlachantoni’s GP couldn’t find her online pregnancy records. It turned out, she was told, that the default gender for the title ‘Dr’ was set as male. Vlachantoni, a professor of ageing and demography at the University of Southampton, was essentially rendered invisible because of her professional status. (NHS Digital has not responded to a request for comment.) \u003C\u002Fp\u003E\n\u003Cp\u003EThis disparate use of professional titles speaks to a larger \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210108-why-do-we-still-distrust-women-leaders\"\u003Ediscomfort with women in positions of authority\u003C\u002Fa\u003E. Linguist Deborah Cameron \u003Ca href=\"https:\u002F\u002Fbooks.google.co.uk\u002Fbooks?hl=en&lr=&id=dRDYDwAAQBAJ&oi=fnd&pg=PT38&dq=forms+of+address+gender+title&ots=p4r0HeuuMT&sig=8SNt1J4quDj4FYjXv56U-SeT5-4&redir_esc=y#v=onepage&q=forms%20of%20address%20gender%20title&f=false\"\u003Edescribes this dismissal of women’s titles\u003C\u002Fa\u003E as the ‘gender respect gap’. Leadership researchers Leanne Dzubinski and Amy Diehl \u003Ca href=\"https:\u002F\u002Fwww.fastcompany.com\u002F90596628\u002Fwe-need-to-stop-untitling-and-uncredentialing-professional-women\"\u003Erefer to it\u003C\u002Fa\u003E as ‘untitling’ (the companion concept is \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Famydiehl\u002Fstatus\u002F1321548619351232514\"\u003E‘uncredentialing’\u003C\u002Fa\u003E). It applies not just to academics, but to clergy, coaches, members of the military and others. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If she calls attention to her title or insists on it, she’s not being feminine or humble – Leanne Dzubinski","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Untitling and uncredentialing are forms of \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1002\u002Fhrdq.21389\"\u003Edevaluation\u003C\u002Fa\u003E, where women are taken less seriously or treated as less important than men,” comments Diehl, a gender equity researcher and the chief information officer at Wilson College in the US. But these concepts apply to marginalised groups more generally, including people of colour and from poorer backgrounds. \u003C\u002Fp\u003E\n\u003Cp\u003EHer colleague Dzubinski, who researches intercultural education at Biola University, California, notes that untitling and uncredentialing can be subtle. In light of stereotyped expectations of women as being modest and self-effacing, “a woman’s title may seem not to matter, because her role is not seen as independent. If she calls attention to her title or insists on it, she’s not being feminine or humble. It’s a definite pitfall that women with professional titles navigate.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECombatting untitling\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EDiehl, who started \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Famydiehl\u002Fstatus\u002F1309426118731149312\"\u003Etweeting about untitling\u003C\u002Fa\u003E in 2020, believes that the concept has resonated with many women’s experiences. Having a term for this phenomenon has helped people \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Frosieicm\u002Fstatus\u002F1345305509537206274\"\u003Ecall it out\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003ESimilarly, historian Fern Riddell \u003Ca href=\"https:\u002F\u002Fwww.newstatesman.com\u002Fpolitics\u002Ffeminism\u002F2018\u002F06\u002Fwe-need-immodestwomen-when-so-many-men-are-unable-accept-female-expertise\"\u003Estarted tweeting\u003C\u002Fa\u003E under the hashtag #ImmodestWomen in 2018, rejecting the criticism that women like her should be more humble about their achievements.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Jill Biden, at United Federation of Teachers Teacher Union Day on 20 October 2019","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMany scientists have chosen to include ‘Dr’ in their Twitter handle or profile as a clear stamp of authority. Porras recently added ‘Dra’ to hers as a nod to her native language, Spanish. “I decided to incorporate it after seeing many rounds on Twitter of people diminishing the accomplishments of women who have PhDs,” she explains. The last straw was “Joseph Epstein’s \u003Ca href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fis-there-a-doctor-in-the-white-house-not-if-you-need-an-m-d-11607727380\"\u003Eopinion piece\u003C\u002Fa\u003E in the Wall Street Journal belittling Dr Jill Biden for correctly using her title”. \u003C\u002Fp\u003E\n\u003Cp\u003EPorras is referring to an infamous 2020 article that mocked Jill Biden, now the US First Lady, for daring to use her title. The article also infantilised her by calling her “kiddo”. The \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fworld-us-canada-55292501\"\u003Ebacklash to that article\u003C\u002Fa\u003E prompted many like Porras to declare their titles more openly, like Biden. \u003C\u002Fp\u003E\n\u003Cp\u003E“I think often, being part of a minoritised population in this country, the way I look challenges people’s assumptions of what people with PhDs look like,” Porras reflects. “In the opposite case, I also do a lot of public engagement\u002Foutreach activities with Latinx communities and in those settings, I do notice that many times people in the community use my title with pride.” \u003C\u002Fp\u003E\n\u003Cp\u003EDzubinski and Diehl \u003Ca href=\"https:\u002F\u002Fwww.fastcompany.com\u002F90596628\u002Fwe-need-to-stop-untitling-and-uncredentialing-professional-women?partner=feedburner&utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+fastcoexist%2Ffeed+%28Co.Exist%29\"\u003Ehave suggested\u003C\u002Fa\u003E that women support each other’s use of titles in professional settings. Workplaces and those who untitle women, however inadvertently, can also take a more active role in stamping out individual expressions of bias. \u003C\u002Fp\u003E\n\u003Cp\u003EBut systemic change will of course be harder to achieve. As Dzubinski puts it, “The heart of the issue is the persistent, sometimes unconscious, but sometimes all-too-conscious belief that women are fundamentally inferior to men and that it’s okay to treat them that way. Until society values men and women equally, we’re likely to continue to see women devalued in this way.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-02-25T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why we use women’s professional titles less than men’s","headlineShort":"How to fight the 'untitling' of women","image":[],"imageAlignment":"centre","imageAltText":"File image of a young lecturer","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"There are disparities in whose knowledge and experience get acknowledged. That’s why professional titles matter, especially for those less likely to be perceived as experts.","summaryShort":"How the ‘gender respect gap’ affects professional titles","tag":[],"textToSpeech":false,"creationDateTime":"2021-02-24T20:52:43.72318Z","entity":"article","guid":"3a2011fe-aa19-47f3-a441-2e5eda76e593","id":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter","modifiedDateTime":"2022-02-25T07:03:28.273226Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter","cacheLastUpdated":1654031015779},"worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often","_id":"6267dfa81f4b7b35866f2aa0","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fzulekha-nathoo"],"bodyIntro":"Being confused with someone else can happen to anyone, but in majority-white spaces, it happens to people of colour more often. Why?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe first time it happened, business analyst Anupma Bakshi was working in Amsterdam. A colleague had responded to an email thread, cc’ing several people, and asked Bakshi for a user account. There was just one problem; Bakshi wasn’t part of the IT department, or related to it in any way. She passed on the message to the right person, but it didn’t take her long to figure out how the confusion happened.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile colleagues with whom she worked closely never had any problems identifying her, Bakshi says other workers in the building kept confusing her with a woman of Indian descent from another team. While a little taken aback, she was initially willing to overlook the mix up. But it continued to happen, even after she’d been in the job for months, and had sat in face-to-face meetings with the same individuals misidentifying her.\u003C\u002Fp\u003E\n\u003Cp\u003E“The funniest thing is that we had nothing in common. Not in our appearance, not our job roles, titles, anything. Nothing at all. Not even in our behaviour, except our ethnicity,” said Bakshi, 42, who now lives in Toronto. “So, that made me wonder whether that's all that I have to my personality, if nothing else about me stands out except my brown skin.”\u003C\u002Fp\u003E\n\u003Cp\u003EBeing confused with another person of the same race or ethnicity by someone at work can happen to any employee, regardless of skin colour. But experts say in majority-white spaces, misidentification happens more frequently to people of colour. “I would be called [the name of] the only other black woman that was in the office, who was shades and shades darker than me, all the time,” says Akilah Cadet, whose workplace experiences led her to start a diversity and inclusion consulting firm in California.\u003C\u002Fp\u003E\n\u003Cp\u003EThere are scientific reasons that help explain initial mistakes; research shows that people identify faces from their own race better. But repeated errors can be frustrating, and take an emotional toll over time. Mistakes also carry career implications; visibility is a critical component of advancement, and Cadet points out that misidentification can impact work opportunities, such as travel and promotion. While BIPOC employees might ignore these missteps, or laugh them off for fear of appearing too sensitive, she adds, consistent mix-ups can be deeply isolating for the individuals involved.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09j156m"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘Routinely mistaken’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EHigh-profile gaffes, such as at last month’s Oscars, show how pervasive misidentification can be – even on a major stage. A \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FTheFilmUpdates\u002Fstatus\u002F1386723341365616643?s=20\"\u003ESouth African reporter\u003C\u002Fa\u003E asked Judas and the Black Messiah \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FTheFilmUpdates\u002Fstatus\u002F1386723341365616643?s=20\"\u003Estar Daniel Kaluuya\u003C\u002Fa\u003E, who won Best Supporting Actor, how he felt about being “directed by Regina”. In fact, Regina King had directed fellow nominee Leslie Odom Jr in One Night in Miami, not Kaluuya. \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FMargaretGGG\u002Fstatus\u002F1386875802604560385?s=20\"\u003EThe journalist was forced to apologise\u003C\u002Fa\u003E after being criticised on social media.\u003C\u002Fp\u003E\n\u003Cp\u003EOther examples abound. In 2019, an Australian magazine \u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fp\u002FB1lk21lhek_\u002F?utm_source=ig_embed\"\u003Eran a feature on South Sudan-born model Adut Akech Bior\u003C\u002Fa\u003E, but printed a photo of another black model, Flavia Lazarus. \u003Ca href=\"https:\u002F\u002Fmetro.co.uk\u002F2015\u002F12\u002F04\u002Flenny-henry-got-a-knighthood-so-itv-broadcast-the-news-with-a-clip-of-ainsley-harriott-5544818\u002F\"\u003EBritish actor Sir Lenny Henry\u003C\u002Fa\u003E\u003Cem\u003E, \u003C\u002Fem\u003EUgly Betty star \u003Ca href=\"https:\u002F\u002Fwww.nbcnews.com\u002Fpop-culture\u002Fcelebrity\u002Fgolden-globes-goof-america-ferrera-confused-gina-rodriguez-n477661\"\u003EAmerica Ferrera\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fentertainment-arts-26134784\"\u003ESamuel L Jackson\u003C\u002Fa\u003E are also among those who have also been confused for other celebrities of the same ethnicity.\u003C\u002Fp\u003E\n\u003Cp\u003EMedia outlets describe these kinds of events as innocent mistakes, but similar scenes play out in workplaces and institutions, too. A 2018 study on the experiences of black, Hispanic and Native American resident physicians in the \u003Ca href=\"https:\u002F\u002Fjamanetwork.com\u002Fjournals\u002Fjamanetworkopen\u002Ffullarticle\u002F2703945\"\u003EUS showed those doctors “were routinely mistaken for other minority residents”\u003C\u002Fa\u003E, sending a message they were “indistinct” from each other, which added to workplace stress.\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, science plays a role in how well we identify people. Work by Brent Hughes, a psychology professor at the University of California, Riverside, who has studied cognition for more than a decade, reinforces a \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC3496291\u002F\"\u003Elarge body of research\u003C\u002Fa\u003E on the “cross-race effect”, or “own-race bias”. Simply, evidence shows that individuals identify faces of their own race better than those of other races.\u003C\u002Fp\u003E\n\u003Cp\u003EIn 2019, he and his team published \u003Ca href=\"https:\u002F\u002Fwww.sciencedaily.com\u002Freleases\u002F2019\u002F07\u002F190708112419.htm\"\u003Eresearch on the high-level visual cortex\u003C\u002Fa\u003E – the area of the brain used to process faces – in a group of white participants. After presenting the individuals with a series of photos showing the faces of black and white people, researchers digitally altered the pictures by various degrees: 30% (minor changes to facial features), 50%, 70% and 100% (separate identities). They found the brain activity of the participants reacted strongly to the most subtle differences in white faces, but didn’t register even very different black faces apart. When it came to black people, participants were “blind to the change”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"That made me wonder whether that's all that I have to my personality, if nothing else about me stands out except my brown skin – Anupma Bakshi","id":"worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“This area of the brain that’s supposedly specialised for faces is really responding way, way more, or almost selectively, to white faces, and treating black faces as almost like they're not faces,” says Hughes.\u003C\u002Fp\u003E\n\u003Cp\u003EThe research also suggests that our bias against other-race faces emerges as soon as we see people. “You see someone as part of another group, and you process them: you identify their racial group membership. And then you sort of cut processing off at that level,” says Hughes. “People lack the motivation to process an individual more deeply.”\u003C\u002Fp\u003E\n\u003Cp\u003EHughes is now broadening the study to incorporate other races as well. \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fprofile\u002FChristian-Meissner-2\u002Fpublication\u002F232572386_Thirty_Years_of_Investigating_the_Own-Race_Bias_in_Memory_for_Faces_A_Meta-Analytic_Review\u002Flinks\u002F556c800a08aec226830541d9\u002FThirty-Years-of-Investigating-the-Own-Race-Bias-in-Memory-for-Faces-A-Meta-Analytic-Review.pdf\"\u003EPrevious research\u003C\u002Fa\u003E in North America involving members of minority groups has demonstrated that while non-white subjects tend to identify other people of their own race better as well, most are more adept at identifying white faces compared to the other way around – something that is explained by power dynamics.\u003C\u002Fp\u003E\n\u003Cp\u003E“People differentiate people from groups that are dominant in the society, especially if they hold power and status,” explains Susan Fiske, a psychology professor at Princeton University, US, and an expert in bias and stereotyping. “People pay attention up the hierarchy … People categorise other people by gender, age, race, social class, frequently – in less than a second.”\u003C\u002Fp\u003E\n\u003Cp\u003ESo, in a busy environment like the workplace, for example, we work harder to recognise the boss or the head of HR than other colleagues whom we depend on and interact with less. In those circumstances, facial-recognition expert Jim Tanaka, a psychology professor at the University of Victoria, Canada, says we can end up slotting people and their faces into two simple categories: “standard”, or what’s most common around us; and “deviation”, or what’s less familiar. And while we’re primed to better identify the ‘standard’, we do less well identifying the ‘deviation’ – leading to the kinds of errors Bakshi and Cadet experienced.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09j14xm"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘You have to care’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ENone of the science makes misidentification a workplace inevitability, however, because there’s a lot still within our control to change. Both Tanaka and Fiske say that when motivated, people can bypass or “short-circuit” those automatic categorisations; it just requires a reset.\u003C\u002Fp\u003E\n\u003Cp\u003E“When you meet people for the first time, look at their face. Notice the details of the face and in particular, think about their situation,” says Fiske. “Thoughtfulness in individuating people when you first encounter them can help, and then you're less likely to mix them up with other people.”\u003C\u002Fp\u003E\n\u003Cp\u003EHaving “meaningful interactions” can also help break down unconscious categories, adds Tanaka. That means spending more time getting to know individuals at work, and expanding your inner circles outside the workplace. He says individuals who are better at recognising faces of other races tend to be those with many close friends of other races. “Who do you hang out with? Who are your friends? That seems to be a better predictor,” says Tanaka, \u003Cstrong\u003E“\u003C\u002Fstrong\u003EYou have to care.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People differentiate people from groups that are dominant in the society, especially if they hold power and status – Susan Fiske","id":"worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIf problems persist, says Cadet, companies and employees might need to do some soul-searching on whether the mistakes are an anomaly, or rather an indicator of other exclusionary traits in the workplace. That could mean examining whether there are too many people who all look the same at the top of an organisation and how those values might trickle down. Or whether there are unspoken structures in place that discourage a collaborative and open work atmosphere. It could also mean questioning whether individuals are making conscious efforts to include colleagues from marginalised groups.\u003C\u002Fp\u003E\n\u003Cp\u003EIf you’re the worker who keeps getting misidentified, saying something or finding an ally to speak on your behalf is often the most effective way to change the behaviour.\u003C\u002Fp\u003E\n\u003Cp\u003EThat’s the route Bakshi took, but not before she spent a lot of time trying to use humour to deflect the awkwardness of being confused with someone else. “We don’t all look alike,” she’d say with a forced laugh, hoping to get her point across without sounding too harsh. But deep down, Bakshi says it affected her sense of belonging.\u003C\u002Fp\u003E\n\u003Cp\u003EAfter it happened several times, she recognised an unfortunate reality: it wasn’t her mistake at all, yet the burden had fallen on her to fix it. She called out the identity mix-up at work during a meeting, something she says was uncomfortable but necessary. “I could feel blood rushed to my face,” says Bakshi. “I re-lived that scenario in my head later several times, thinking, ‘did I make a fool of myself for this thing?’ But over time I realised I have to do this. Otherwise, there's no end to it.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often-8"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-05-25T15:53:26Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why people of colour are misidentified so often","headlineShort":"When name mix-ups can't be ignored","image":["p09jk6pg"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong","worklife\u002Farticle\u002F20210216-why-do-professional-titles-actually-matter","worklife\u002Farticle\u002F20210330-the-harmful-ableist-language-you-unknowingly-use"],"relatedTag":null,"summaryLong":"Being confused with someone else can happen to anyone, but in majority-white spaces, it happens to people of colour more often. Why?","summaryShort":"Some workers get misidentified for their colleagues more than others – but why?","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-05-24T19:51:54.662142Z","entity":"article","guid":"cd5a797c-e313-4d2a-837d-a28db39ba47e","id":"worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often","modifiedDateTime":"2022-02-25T07:08:38.523214Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often","cacheLastUpdated":1654031015779},"worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work","_id":"6267dff91f4b7b759f059c51","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"People of colour have always felt pressure to hide their personal identities in professional environments. Now, virtual work has complicated code-switching even more.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EWhen Danielle Vinales, a 24-year-old university employee working in the US state of Virginia, transitioned to remote work in March, she noticed something striking about herself: she talked with her hands.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ESeeing herself on video-conferencing calls, the Miami native became aware of how her speech and actions made her stand out as distinctly Latina – especially in contrast to her white colleagues. Though she had worked at the university for two years, she was suddenly self-conscious of her mannerisms and her Southern Florida accent in a way she hadn't been before. Whenever she would see her hands go up in her tiny Zoom window, it would be a visual reminder to tone it down. Vinales consciously decided to limit her hand gestures around her white colleagues.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EWhat Vinales did is an example of \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Freel\u002Fvideo\u002Fp08rp0l9\u002Fcode-switching-what-is-it-and-why-do-we-all-do-it-\"\u003E‘code-switching’\u003C\u002Fa\u003E. The term, coined in the 1950s, was originally intended to describe the way bilingual individuals switched between languages and corresponding identities. In the 1990s, \u003Ca href=\"https:\u002F\u002Fwww.theatlantic.com\u002Fmagazine\u002Farchive\u002F2018\u002F04\u002Fthe-code-switcher\u002F554099\u002F\"\u003Ecode-switching became part of a national discourse\u003C\u002Fa\u003E in the US when a school board in California recognised the use of AAVE (African American Vernacular English) by African-American school children so it could apply for more funding \u003Ca href=\"https:\u002F\u002Fwww.latimes.com\u002Farchives\u002Fla-xpm-1996-12-20-mn-11042-story.html\"\u003Eto help them\u003C\u002Fa\u003E. It has since evolved to refer to the way (often marginalised) people adjust and adapt their behaviour, appearance and language to avoid highlighting negative stereotypes in school and work environments. In particular, individuals of all stripes tend to conform to corporate culture – consciously or not – which, to generalise, is \u003Ca href=\"https:\u002F\u002Fssir.org\u002Farticles\u002Fentry\u002Fthe_bias_of_professionalism_standards\"\u003Esystemically white\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EConforming may mean putting on a persona that’s more ‘compatible’ with the environment – more likable or relatable, and thus more likely to succeed. For people of colour, code-switching is a means of professional (and sometimes \u003Ca href=\"https:\u002F\u002Fwww.yesmagazine.org\u002Fopinion\u002F2019\u002F12\u002F17\u002Fculture-code-switching\u002F\"\u003Epersonal\u003C\u002Fa\u003E) survival. Though this kind of code-switching is often \u003Ca href=\"https:\u002F\u002Fwww.weforum.org\u002Fagenda\u002F2020\u002F11\u002Fcode-switching-systemic-racism-work\u002F\"\u003Esecond nature\u003C\u002Fa\u003E, it can lead to \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2019\u002F11\u002Fthe-costs-of-codeswitching\"\u003Eemotional exhaustion and burnout\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ECovid-19 has changed the way nearly everyone works, which means that code-switching is also evolving. People of colour can no longer depend on a physical office to trigger the need to code-switch, and the use of video conferencing has blurred the border between ‘private’ or ‘office’ spaces. In addition, a year of world events that ignited discussions around social justice – which has had a disproportionate impact on people of colour at work – has added more complication to code-switching.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EAs a result, many people of colour are seeing code-switching in an entirely new light.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EBearing the burden\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EMany employees have had to navigate the challenges of the transition to remote work, but workers with marginalised identities bear the added burden of managing how their colleagues perceive their personal spaces, which have unavoidably entered into view. In the past, home may have been a refuge, where self-expression wasn't compromised. But with colleagues entering that space, there’s a new layer of emotional labour since it becomes more difficult to turn off code-switching; rather than checking certain traits at the office door, it could mean checking an entire lifestyle.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ESome have reported changing the way they code-switch during remote work because \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2020\u002F06\u002Fworking-from-home-while-black\"\u003Ethey feel they’re on display in a more intimate, holistic way\u003C\u002Fa\u003E. According to Courtney McCluney, assistant professor of organisational behaviour at the ILR School at Cornell University, working from home has meant that code-switching has evolved to changing physical spaces to become ‘whiter’, too. “There are new ways of code-switching in remote work environments, like using virtual backgrounds or turning your camera off,” she says. McCluney herself feared that her display of African cultural artwork featuring bare-chested figures would be misunderstood by her colleagues, who might question its appropriateness. \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ERenée Jarvis, a black, 26-year-old literary agent living in New York City, says that even though she interacts with her colleagues less when working remotely, she’s still code-switching in other ways. She lives in a multi-generational apartment with her family and doesn’t have a home office. Her bedroom doubles as her workplace, and Jarvis finds herself cognisant of that difference between other publishing professionals and herself. She strategically angles her camera so that it doesn’t display her bed in the background. “I would rather avoid anything that would bring attention to the fact that my space isn’t much of a workspace. Everyone else at the agency typically tends to have a space that is more designated for this sort of thing, even if it’s just a corner of a room.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Rather than checking certain traits at the office door, code-switching could now mean checking an entire lifestyle","id":"worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EBeing on camera has also added another surprising element to code-switching. She has natural hair which, before the switch to remote work, she would often wear in braids or twists. But seeing herself on camera has made her relationship with her hair different. “For some reason, when I get on a Zoom call, I’m like, OK, let me put on a wig… subconsciously, it’s for me to be like, ‘Let me be more presentable on this camera’.” At the office, Renée sometimes wore wigs simply because she liked to, but until now had never thought of them as a prerequisite for professionalism.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ELaura Morgan Roberts, professor of practice at the University of Virginia Darden School of Business, says remote work “may challenge people’s ability to compartmentalise”; the home is meant to be your sanctuary and when a worker is forced to code-switch in that environment, it may feel like that freedom is being constrained. As remote work blends the personal and the professional, this may have a negative effect on the wellbeing of workers who have relied on code-switching to get through their workdays.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003E\u003Cstrong\u003E‘A lot of black people are exhausted’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ECode-switching in the pandemic isn’t just about the change from working in person to working at home, however. To understand the experiences of employees of colour, it’s essential to examine the context in which it’s happening.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EAmid increased calls for racial justice – especially following the May \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fworld-us-canada-52885964\"\u003Esuffocation of George Floyd\u003C\u002Fa\u003E, an unarmed black man, in Minnesota – some employees of colour have been thrust into uncomfortable virtual conversations as workplaces scramble to better address issues of racial justice, diversity, equity and inclusion (DEI), often for the first time. Employees who have spent years cultivating a white-friendly version of themselves have now been asked to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200826-how-corporate-diversity-initiatives-trap-workers-of-colour\"\u003Eexplain their experiences as people of colour in the workplace\u003C\u002Fa\u003E – expressly highlighting the very things they’ve been taught to downplay.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“This new attention in black people’s trauma can also be traumatising. We put on code-switching so we don’t have to have these discussions with you at work,” says McCluney. “We have figured out these strategies like code-switching to protect ourselves at work. Now that we’re not able to protect ourselves in the same way and you’re asking us to disclose more and more aspects of ourselves... a lot of black people are exhausted.\"\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When I get on a Zoom call, I’m like, okay, let me put on a wig… subconsciously, it’s for me to be like, ‘Let me be more presentable on this camera’ – Renée Jarvis","id":"worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003E\u003Cstrong\u003ESilver lining?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EYet despite the additional workplace stresses the events of 2020 placed on people of colour, there may be some positive signs.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EBefore the pandemic, McCluney observes, offices that were entirely virtual were more likely to emphasise employees embracing their true selves. Without physically walking into an office every day, these remote workers didn’t have to be as ‘on’. “Those that reported working in these more inclusive environments were code-switching less,” she says.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EIt’s possible that as remote work normalises, more workplaces could become environments in which workers can more freely be themselves – something potentially also fuelled by generational change. Younger workers are \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201204-how-young-workers-are-changing-the-rules-of-business-speak\"\u003Eless likely to have an appetite for code-switching\u003C\u002Fa\u003E, says Roberts; they are pushing their employers to be value-centred and more fully embrace employees’ authentic identities.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EBut she points out that it’s hard to assess the impact of remote work on code-switching because of the abrupt way this transition has come about during the pandemic. “I don’t know if what we’re going through now with remote work is a fully representative model for what remote work is going to look like three to five years from now,” she says. So perhaps as remote working evolves, so too will the ways it impacts on code-switching.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EFor Vinales, the switch to remote allowed her to be more candid; seeing her boss on camera – in her home, with her kids and her pets in the background – made Vinales more confident about disclosing her insecurities. She felt her boss was letting her colleagues in, and it empowered her to do the same.  When she did speak up, Vinales was surprised at the response. Her supervisor, also Latina, gave her the reassurance she needed to code-switch less. “I’m going to remember this conversation for the rest of my life. My boss told me that I’ve been doing great at my job and that she wants me to be more comfortable being myself,” says Vinales.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EShe feels that her need to code-switch has drastically decreased and now, while working from home, she’s making more of an effort to connect with her colleagues on a personal level. And more importantly, it’s allowed her to feel more herself. “The way we see working, at least before the pandemic, is obsolete,” she says. “Things like Covid make us change and see that there are other options.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work-10"}],"collection":[],"disableAdverts":false,"displayDate":"2021-01-21T18:09:31Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why it's hard for people of colour to be themselves at work","headlineShort":"Why code-switching is so different now","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"People of colour have always felt pressure to hide their personal identities in professional environments. Now, virtual work has complicated code-switching even more.","summaryShort":"Some people of colour say they need to 'tone it down' during remote work","tag":[],"textToSpeech":false,"creationDateTime":"2021-01-20T21:31:47.436567Z","entity":"article","guid":"9975d183-3a46-4e03-83e9-3202e2f728d8","id":"worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work","modifiedDateTime":"2022-02-25T07:01:56.830557Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work","cacheLastUpdated":1654031015780},"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap","_id":"6267dfa01f4b7b357a244af0","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"All UK companies with 250 employees or more have to publish an annual gender pay report. But some factors can mask the scale of salary imbalance, writes Josie Cox.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELondon-based journalist Kate had been contemplating leaving her job at a national newspaper for some time. In February she finally quit after receiving an offer from a much larger company that would almost double her salary.\u003C\u002Fp\u003E\u003Cp\u003EThe pay rise was a major incentive but her former employers' reluctance to publish its gender pay gap had also been bothering her.\u003C\u002Fp\u003E\u003Cp\u003EThe \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-42918951\"\u003Egender pay gap\u003C\u002Fa\u003E is the difference in average wages earned by men and women. It’s driven by multiple factors, including women switching to part-time work to accommodate caring responsibilities, men climbing faster by taking fewer career breaks as well as – in some cases – outright discrimination.\u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003EYou might also like: \u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E- \u003Ca href=\"-%09http:\u002Fwww.bbc.com\u002Fcapital\u002Fstory\u002F20180209-what-iceland-can-teach-the-world-about-gender-pay-gaps\"\u003EWhat Iceland tells us about equal pay\u003Cbr \u002F\u003E\u003C\u002Fa\u003E- \u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fcapital\u002Fstory\u002F20180219-what-dress-codes-really-mean-for-cabin-crew\"\u003EWhat dress codes really mean for cabin crew\u003Cbr \u002F\u003E\u003C\u002Fa\u003E- \u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fcapital\u002Fstory\u002F20180601-how-the-pay-gap-starts-when-we-are-teenagers\"\u003EDoes the pay gap start in our teens?\u003C\u002Fa\u003E\u003C\u002Fp\u003E\u003Cp\u003E Since 2017, all UK companies with 250 employees or more have been obliged to publish an annual gender pay gap report, setting out the mean and median salary for each gender, as well as information on bonuses and the breakdown of each gender in different pay brackets.\u003C\u002Fp\u003E\u003Cp\u003EReporting guidelines are prescribed across all businesses, leaving no doubt which employees must be counted, but some companies appear to have identified ways of skirting the legislation.\u003C\u002Fp\u003E\u003Cp\u003EKate, who is originally from Ireland and asked not to use her real name to protect her identity, says that although her former firm is small it uses dozens of freelancers and casual workers. If employed on contract, she believes they could the tip headcount over 250.\u003C\u002Fp\u003E\u003Cp\u003E\"Personally, I felt like by not reporting, the company was dodging the law and it just doesn't sit right with me,\" she reflects. \"The media has been so vocal on the subject, so by not putting their money where their mouth is, they're really compromising their own integrity.\"\u003C\u002Fp\u003E\u003Cp\u003EThe BBC has pledged to close its gender pay gap by 2020, but \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fentertainment-arts-44683845\"\u003Ereported that in 2018\u003C\u002Fa\u003E it paid its mean female employee 8.4% less than its mean male employee, down from 10.7% the previous year. The median gender pay gap was 7.6%, down from 9.3%.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA global problem\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\u003Cp\u003EThe new UK requirements follow measures implemented by other countries to crack down on inequality. Scandinavian nations have been trailblazers; in Norway tax returns (and hence salary information) have \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fmagazine-40669239\"\u003Ebeen publicly available for years\u003C\u002Fa\u003E, while last year Iceland became the world’s first country to \u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fcapital\u002Fstory\u002F20180209-what-iceland-can-teach-the-world-about-gender-pay-gaps\"\u003Eestablish processes to legally enforce equal pay.\u003C\u002Fa\u003E In Australia, the opposition party \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Faustralia-news\u002F2018\u002Fsep\u002F23\u002Flabor-says-it-will-force-companies-with-more-than-1000-employees-to-publicly-reveal-pay-gap\"\u003Esays it would introduce\u003C\u002Fa\u003E UK-style reporting legislation. \u003C\u002Fp\u003E\u003Cp\u003EBut globally the picture remains bleak: According to the \u003Ca href=\"http:\u002F\u002Freports.weforum.org\u002Fglobal-gender-gap-report-2018\u002Fpress-release\u002F\"\u003EWorld Economic Forum’s global gender gap report\u003C\u002Fa\u003E published in December 2018, the world’s gender pay gap last year was 51%. At the current pace of progress, it would take 202 years before women can earn the same as men and have equal job opportunities, the organisation said.\u003C\u002Fp\u003E\u003Cp\u003EWhen the latest UK pay gap data \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-47822291\"\u003Ecame out earlier this month\u003C\u002Fa\u003E, it showed no significant improvement year-on-year – the median pay gap went from 9.7% to 9.6%. Yet there may be more fundamental problems to address to get a clear picture of the problem: UK firms are being trusted to self-audit and there are numerous loopholes they can exploit to disguise the extent of a salary imbalance.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Often those workers are low paid and often they’re female. If they were included as employees, it would considerably skew the gender pay gap in favour of men.","id":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EDr Heejung Chung, from the University of Kent’s School of Social Policy, says that one of the big problems is around outsourcing. Large institutions, like universities, tend to have outsourcing contracts for services like catering and cleaning. “Often those workers are low paid and often they’re female,” Dr Chung says. If they were included as employees, it would considerably skew the gender pay gap in favour of men.\u003C\u002Fp\u003E\u003Cp\u003EHelene Reardon Bond, former director of gender equality for the UK government, says that she's heard of consultancies advising employers to set up new legal entities \"so that companies can hive off parts of their business\", meaning that lower paid divisions are accounted for elsewhere.\u003C\u002Fp\u003E\u003Cp\u003EThere are also no measures in place to stop firms splitting into multiple smaller entities of fewer than 250 employees, exempting them from having to publish any gender pay gap data at all.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EInadequate checks \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\u003Cp\u003ESeveral large professional services and law firms last year came under fire for arguing that their top-earning partners, who in most cases were predominantly male, were “owners” rather than “employees”, thereby taking them out of pay gap calculations.\u003C\u002Fp\u003E\u003Cp\u003EThe firms \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-43332581\"\u003Elater yielded to government pressure\u003C\u002Fa\u003E to restate their figures to include their partners’ salaries, but some still have highly paid advisers who don’t appear on the employee payroll because the companies argue they're external contractors or consultants.\u003C\u002Fp\u003E\u003Cp\u003EAt a more basic level, even after the figures have been logged, the mechanisms for checking the accuracy are very limited.\u003C\u002Fp\u003E\u003Cp\u003EAn investigation by the \u003Ca href=\"https:\u002F\u002Fwww.ft.com\u002Fcontent\u002Fad74ba76-d9cb-11e7-a039-c64b1c09b482\"\u003E\u003Cem\u003EFinancial Times\u003C\u002Fem\u003E \u003C\u002Fa\u003Ein 2018 showed that one in 20 gender pay gap reports were statistically improbable and therefore likely to be inaccurate. For instance, 16 companies originally claimed to pay their average male and average female employees identical salaries, yielding a gender pay gap of zero. Several – including Hugo Boss and the North Tyneside branch of Age UK – later restated their figures.\u003C\u002Fp\u003E\u003Cp\u003EAnd hundreds of companies this year have reported figures that look statistically unlikely, with the gender pay gaps by quartile not aligning with the median calculation or pay gaps of over 100%.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"And hundreds of companies this year have reported figures that look statistically unlikely, with the gender pay gaps by quartile not aligning with the median calculation or pay gaps of over 100%","id":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe Equality and Human Rights Commission is the regulator for the legislation, but Bond says that the commission's powers are \"quite clunky for this sort of process and publication requirements\".\u003C\u002Fp\u003E\u003Cp\u003ECharles Cotton, senior pay and reward adviser at the UK’s Chartered Institute of Personnel and Development, which provides evidence to the government on legal issues like pay, redundancy and pensions, says that he has yet to see evidence of companies actively manipulating their figures, but that he’s nonetheless concerned about accuracy.\u003C\u002Fp\u003E\u003Cp\u003EIt’s easy for errors to creep into reporting, he says, particularly “if the data is split across payroll, people and finance systems that don’t talk to each other”.\u003C\u002Fp\u003E\u003Cp\u003EBut some critics suggest firms may be paying lip-service to the law. Last year, when the British government announced it would not extend reporting requirements to smaller firms, \u003Ca href=\"https:\u002F\u002Fwww.parliament.uk\u002Fbusiness\u002Fcommittees\u002Fcommittees-a-z\u002Fcommons-select\u002Fbusiness-energy-industrial-strategy\u002Fnews-parliament-2017\u002Fchair-comments-gender-pay-gap-17-19\u002F\"\u003EMP Rachel Reeves\u003C\u002Fa\u003E said she would continue “to put pressure on companies to comply with the spirit as well as the letter of the law to ensure that the reported data is meaningful”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EWhat are the solutions? \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\u003Cp\u003EIt’s much easier to implement sanctions when it’s obvious that a business is not making progress on diversity – senior management may be all male, for example. And that’s where change – albeit at a glacial pace – appears to be happening.\u003C\u002Fp\u003E\u003Cp\u003EScores of large investors, particularly asset managers in France like Axa, Amundi and BNP Paribas Asset Management, have in recent years focused on socially responsible funds that steer clear of investments in companies that sell alcohol and tobacco, promote gambling or warfare, or contribute to environmental damage.\u003C\u002Fp\u003E\u003Cp\u003EAnd diversity could be the next frontier when it comes to the ethical parameters for big money investing.\u003C\u002Fp\u003E\u003Cp\u003EIn February, UK-based Hermes Investment Management, a prominent investor which manages in excess of £33bn ($43bn), said it would be taking a tougher stance on gender diversity by voting against FTSE 100 chairs who fail to address executive committees or boards lacking in gender diversity. Others could follow suit.\u003C\u002Fp\u003E\u003Cp\u003ECotton from the CIPD points to Germany and France as countries setting positive examples when it comes to improving transparency and thereby effecting change. \u003C\u002Fp\u003E\u003Cp\u003E“In Germany, every employee can request a pay comparison against six comparable employees of the opposite sex,” he explains. “Individuals can then go to court if they believe they’ve been discriminated against. To date, there have been relatively few employee requests, but this is likely to change as more people become aware of its availability.”\u003C\u002Fp\u003E\u003Cp\u003ELike the UK, it’s illegal in Germany to pay men and women different salaries for the same work. But discrepancies facilitated by a pay secrecy culture still exist and are a contributory factor in the gender pay gap.\u003C\u002Fp\u003E\u003Cp\u003EIn France, meanwhile, employers with a headcount of 1,000 and above are awarded a score out of 100 based on criteria which includes their pay gap and promotion rates. Employers that score below 75 are given three years to improve their ratings. If they don’t, they face a fine equivalent to 1% of their payroll.\u003C\u002Fp\u003E\u003Cp\u003EFrance has also announced that it will roll out special software to monitor corporate payrolls for gender pay gaps.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap-10"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":" You would never release a set of financial results without an explanation; the same should be true for their gender pay gap figures","id":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBond, the former UK government adviser, says it is the Scandinavian countries which “stand out with universal child care, excellent parental and maternity leave packages\". These matter, she says, because the gender pay gap often becomes more pronounced when women take time out to start a family. Policies in Sweden incentivise fathers to take breaks to care for children too.\u003C\u002Fp\u003E\u003Cp\u003EBack in the UK, Cotton wants a concrete action plan for improvement so that companies can be held more accountable.\u003C\u002Fp\u003E\u003Cp\u003E“It is a concern that around one third of organisations are continuing to publish their pay gap figures in isolation,” he says. “You would never release a set of financial results without an explanation; the same should be true for their gender pay gap figures.”\u003C\u002Fp\u003E\u003Cp\u003ETo help reduce their gender pay gaps, employers should review the whole of the “employment life cycle”, Cotton believes.\u003C\u002Fp\u003E\u003Cp\u003E“That means examining policies and practices concerning recruitment and retention, management, training and development, reward and recognition, as well as the design of the organisation, work and jobs,” he adds.  “Little improvements in each of these areas could make a big difference overall.” \u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003ETo comment on this story or anything else you have seen on BBC Capital, please head over to our\u003C\u002Fem\u003E \u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002FBBCCapital\"\u003E\u003Cem\u003EFacebook\u003C\u002Fem\u003E\u003C\u002Fa\u003E  \u003Cem\u003Epage or message us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FBBC_Capital\"\u003E\u003Cem\u003ETwitter\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003EIf you liked this story, sign up for the weekly bbc.com features \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fpages.emails.bbc.com\u002Fsubscribe\u002F\"\u003E\u003Cem\u003Enewsletter\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E called \"If You Only Read 6 Things This Week\". A handpicked selection of stories from BBC Future, Culture, Capital and Travel, delivered to your inbox every Friday.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003E{\"image\":{\"pid\":\"\"}}\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap-12"}],"collection":[],"disableAdverts":false,"displayDate":"2019-04-29T04:40:22.042Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"","headlineLong":"The loopholes that disguise the gender pay gap","headlineShort":"How firms are cheating gender pay data","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":false,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":null,"relatedTag":null,"summaryLong":"All UK companies with 250 employees or more have to publish an annual gender pay report. But some factors can mask the scale of salary imbalance, writes Josie Cox.","summaryShort":"The loopholes masking the true scale of salary imbalance","tag":[],"textToSpeech":false,"creationDateTime":"2019-07-18T15:22:16.862248Z","entity":"article","guid":"3ba565a3-38a1-4843-a613-ee1b9070c0a3","id":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap","modifiedDateTime":"2022-02-25T06:19:39.918412Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap","cacheLastUpdated":1654031015778},"worklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally","_id":"6267dfbb1f4b7b44c5241ceb","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"As Covid-19 widens persistent gender gaps at work and home, queer couples' division of domestic labour can offer a model for a more gender-egalitarian family life.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EFor Kara and Jo Chambers-Grant, communication has been key to maintaining equilibrium during the upheaval of the pandemic. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThe couple, who live in Bath in the UK, married in 2017, shortly after meeting through an online group that offers peer support for women, trans and nonbinary people coming out later in life. Following a whirlwind transcontinental romance, Kara moved from the US to live with Jo in England. They’re parents to Oscar, 14, Jo’s biological son from a previous relationship, who spends half his time with his father and half with Kara and Jo. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAfter moving in together, Kara and Jo (pictured above) discovered they had complementary interests and skills. “I was always in a happy place doing DIY projects,” says Jo, an engineer. Kara, who manages accommodations at a study abroad programme, likes cooking. “I totally lucked out and she does most of the laundry. That’s amazing,” says Kara. “I like the laundry,” Jo adds. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EBoth have worked at home since the pandemic hit, though Kara goes into the office intermittently. When Oscar began home-schooling at the beginning of lockdown, Kara and Jo drew on their individual strengths to settle into a remote-education rhythm. Kara – who sees herself as slightly more structured in her parenting outlook – helped him make a colour-coded school schedule. Oscar quickly became more self-directed, working on a beanbag chair in Jo’s office. On days Kara had to go to work in person, Jo supported him more actively. When Jo needed a break, Kara stepped in.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"What we’re showing up with is actually us, and not just an idea of how it should be – Kara Chambers-Grant","id":"worklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EBoth say dialogue has been key to allocating household responsibilities. “We’re really good about communicating and being honest about what we like to do around the house, and what we feel capable of in that moment,” says Kara. While both see aspects of their preferred domestic tasks as related, in some way, to their gender expressions – Jo describes her outlook and presentation as slightly more “masculine” – they complement each other in a way that’s uniquely their own. “What we’re showing up with is actually us, and not just an idea of how it should be,” says Kara. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThat egalitarian division of labour hasn't been the case for most women during the pandemic. LGBTQ people are more vulnerable than their straight peers to \u003Ca href=\"https:\u002F\u002Fwww.nbcnews.com\u002Ffeature\u002Fnbc-out\u002Flgbtq-people-face-higher-unemployment-amid-coronavirus-pandemic-survey-finds-n1205296\"\u003Epandemic-related economic instability\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC7476578\u002F\"\u003Elack of adequate healthcare\u003C\u002Fa\u003E. Yet there’s at least one area in which queer couples, and especially queer women, likely hold an advantage over their straight counterparts. Across the board, research on LGBTQ couples has found a much more equitable distribution of household and parenting tasks than among people in cisgender, male-female partnerships. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EParenting during the pandemic has been difficult for people of \u003Ca href=\"https:\u002F\u002Fwww.dailyxtra.com\u002Fpandemic-parenting-lgbtq2-guilt-178501\"\u003Eall genders and sexualities,\u003C\u002Fa\u003E whether they're single or coupled, especially those without robust social and governmental support. But with Covid-19 threatening to widen already persistent gender gaps at work and home, queer couples’ division of domestic labour can offer a model for a more gender-egalitarian family life. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003EPre-existing gaps between straight and LGBTQ couples\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ECovid-19 has exacerbated an already aching global gender divide. Worldwide, even before the pandemic, \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2016\u002F02\u002F23\u002Fupshot\u002Fhow-society-pays-when-womens-work-is-unpaid.html\"\u003Ewomen consistently performed more domestic labour\u003C\u002Fa\u003E, including childcare, than men. In Norway, that translates to 3.5 hours of unpaid work a day for women and three hours for men; in India, the number is up to six hours for women and less than one for men.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of a working mother talking to her kids","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EDuring the pandemic, research in countries including \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fpdf\u002F10.1080\u002F14616696.2020.1833229\"\u003EGermany\u003C\u002Fa\u003E, \u003Ca href=\"http:\u002F\u002Fnulan.mdp.edu.ar\u002F3381\u002F1\u002Fcostoya-etal-2020.pdf\"\u003EArgentina\u003C\u002Fa\u003E and the US has found this gap persisting and even widening. Women have borne the brunt of pandemic-era job loss. And although \u003Ca href=\"https:\u002F\u002Fwww.uu.nl\u002Fen\u002Fnews\u002Fdivision-of-work-between-fathers-and-mothers-is-changed-by-the-corona-crisis\"\u003Ea minority of fathers\u003C\u002Fa\u003E have reported \u003Ca href=\"https:\u002F\u002Fvaeter-ggmbh.de\u002Fwp-content\u002Fuploads\u002F2020\u002F05\u002FPraesentation-Ergebnisse-Blitzumfrage.pdf\"\u003Edevoting more time\u003C\u002Fa\u003E to \u003Ca href=\"https:\u002F\u002Fcontemporaryfamilies.org\u002Fcovid-couples-division-of-labor\u002F\"\u003Eparenting and housework\u003C\u002Fa\u003E than before, women partnered with men are still more likely to home-school children and complete domestic tasks – even if both parents are\u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F05\u002F06\u002Fupshot\u002Fpandemic-chores-homeschooling-gender.html\"\u003E working from home\u003C\u002Fa\u003E. Research shows that the gap between couples’ ideal division of domestic labour, which is largely more egalitarian, and \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2015\u002F07\u002F31\u002Fupshot\u002Fmillennial-men-find-work-and-family-hard-to-balance.html\"\u003Ethe more unequal reality\u003C\u002Fa\u003E, leads to \u003Ca href=\"https:\u002F\u002Fcontemporaryfamilies.org\u002Fsex-equalmarriages\u002F\"\u003Edecreased relationship satisfaction\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EYet most studies of Covid-19-era couples have a central limitation. When they mention women, they usually, specifically, mean only cisgender women partnered with men. A \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Fdc-md-va\u002F2021\u002F02\u002F24\u002Fgen-z-lgbt\u002F\"\u003Egrowing number of people are identifying as LGBTQ\u003C\u002Fa\u003E, but the pandemic’s effect on household labour in same-gender and queer couples remains understudied. That's part of a longer history of exclusion of non-traditional families. Understanding how the pandemic has affected LGBTQ couples can enable better support for queer families, many of whom are experiencing pandemic instability without some of the protections guaranteed to heterosexual families. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EWhile some researchers have gathered data on LGBTQ couples' division of labour during the pandemic, results remain largely unpublished. Earlier studies, however, indicate that, across national contexts, same-gender couples tend to divide domestic tasks in terms of ability, preference and time, \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Ffull\u002F10.1080\u002F10894160.2016.1142350?scroll=top&needAccess=true\"\u003Erather than along the lines of traditional gender roles\u003C\u002Fa\u003E. “They divide their labour more equally after having children,\" says Maaike van der Vleuten, a postdoctoral fellow at Stockholm University, and a researcher with the \u003Ca href=\"http:\u002F\u002Fwww.sofi.su.se\u002Fgenparent\u002F\"\u003EGENPARENT project\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EThere are some variations based on gender. Some studies have found that, among gay men, partners who devoted more time to paid work \u003Ca href=\"https:\u002F\u002Fwww.apa.org\u002Fpubs\u002Fjournals\u002Ffeatures\u002Fsgd-sgd0000109.pdf\"\u003Edid less domestic labour\u003C\u002Fa\u003E; among gay women, birth mothers experience a slight dip in income in contrast to social mothers. Other studies have showed that lesbians divide tasks \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F237768925_The_Allocation_of_Household_Labor_by_Partners_in_Gay_and_Lesbian_Couples\"\u003Emore evenly than gay men\u003C\u002Fa\u003E. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Lesbians experienced much narrower income gaps after having children than their straight counterparts","id":"worklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EOverall, the differences between queer and straight people \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fj.1545-5300.2011.01365.x\"\u003Ewere most pronounced\u003C\u002Fa\u003E when comparing women in same-gender versus different-gender relationships. Lesbians experienced \u003Ca href=\"https:\u002F\u002Fideas.repec.org\u002Fp\u002Fhhs\u002Fifauwp\u002F2016_008.html\"\u003Emuch narrower income gaps after having children\u003C\u002Fa\u003E than their straight counterparts. “Long-term, their earnings converge so they’re between heterosexual women and heterosexual men,” says Ylva Moberg, also a postdoctoral researcher with GENPARENT. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ETrans and gender-nonbinary parents report a similarly egalitarian division of labour, says Samantha Tornello, Assistant Professor of Human Development and Family Studies at Pennsylvania State University, who studies queer and trans families. In her study of trans and nonbinary parents, Tornello found that, unlike among cisgender, heterosexual parents, gender identity did not correlate with \u003Ca href=\"https:\u002F\u002Fwww.frontiersin.org\u002Farticles\u002F10.3389\u002Ffpsyg.2020.00015\u002Ffull\"\u003Ewho did more domestic and parenting labour\u003C\u002Fa\u003E. In fact, the only two factors that predicted doing a greater share of parenting labour were being genetically related to the child – for example, in families with one step-parent and one biological parent – and working less time outside the home. Tornello has collected data on how the pandemic has affected this labour division, but has yet to analyse the results. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003E‘So, so supported’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThere are several explanations for this increased egalitarianism. In a relationship between people who are transgender or of the same gender, traditional gender roles are less likely to define who does what. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EIn contrast, among cisgender, heterosexual couples – even those who disavow gender stereotypes – traditional roles often prove irresistibly sticky \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2015\u002F07\u002F31\u002Fupshot\u002Fmillennial-men-find-work-and-family-hard-to-balance.html\"\u003Ein the face of workplace pressures\u003C\u002Fa\u003E. LGBTQ people may also attach different meanings to gender and housework than straight people do, giving more space for negotiation and play. Queer people often value having broad networks of \u003Ca href=\"https:\u002F\u002Fwww.huffingtonpost.ca\u002Fentry\u002Fcoparenting-coronavirus-pandemic_ca_5e987403c5b6a92100e3a586\"\u003Echosen family\u003C\u002Fa\u003E, which enable labour sharing. Finally, in the explanation most supported by research, queer couples are more likely than their straight and cisgender peers to actively negotiate their roles in the household, as the Chambers-Grant family have done. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EContext – including factors like paid family leave policies and workplace protections – matters, too. In a study comparing lesbian and gay male couples in Australia, Belgium, France, Germany, the Netherlands, Norway and the UK, researchers found that countries reporting higher levels of gender egalitarianism, as measured by women’s economic participation, also found \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Ffull\u002F10.1080\u002F1550428X.2020.1862012\"\u003Emore equality in same-gender couples’ domestic labour division\u003C\u002Fa\u003E. For van der Vleuten, this shows that “even same-sex couples are influenced by heterosexual gender norms”. Across the board – even in countries with substantial parental leave allowances – the birth mother in a lesbian couple still takes slightly more parental leave than her partner.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Jamie Dillemuth, Baby Djojonegoro and their kids","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EThis was the case for Baby Djojonegoro and Jamie Dillemuth, who live in California with their two children, who are aged 14 and 10. Dillemuth, a special education teacher, gave birth to both children, a decision the couple says came naturally. “I’ve always wanted kids,” says Dillemuth. “I was just like, ‘This is happening whether you’re with me or not’.” Luckily, Djojonegoro, an epidemiologist, was with her. Dillemuth was able to time conception so she could give birth in the summer, when she was on her break. Breastfeeding meant she was usually the person staying up at night with crying infants. “But I felt so, so supported in everything from Baby,” says Dillemuth. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThat intuitive sense of support dictates the couple’s division of daily labour. Unlike the Chambers-Grants, “We don’t really plan things through and talk them in advance”, says Dillemuth. “But it comes together in the action step.” Djojonegoro cooks and cleans; Dillemuth fixes and tidies. Before the pandemic, Dillemuth took the lead on helping the kids with schooling. With the boys learning from home, and Dillemuth teaching classes online, Djojonegoro has now taken on more of that educational support role, wandering from her office to support the kids’ schooling between meetings. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThe Chambers-Grants, Dillemuth and Djojonegoro all have a key advantage compared to many other LGBTQ people: they have jobs that can, at least to some extent, be done remotely. In contrast, may LGBTQ people, especially queer people of colour, have disproportionately experienced \u003Ca href=\"https:\u002F\u002Fwww.nbcnews.com\u002Ffeature\u002Fnbc-out\u002Flgbtq-people-face-higher-unemployment-amid-coronavirus-pandemic-survey-finds-n1205296\"\u003Epandemic-related job loss\u003C\u002Fa\u003E, exacerbating their pre-existing economic marginalisation. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThese systemic issues make clear that, while more active negotiation about labour in the home can support family wellbeing, it’s not a panacea. Families of all kinds – straight or queer; with single or coupled parents – still need external support in the form of workplace protections, healthcare and childcare. It takes multiple economic and social factors to create egalitarian relationships. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EYet for both the Chambers-Grants and Dillemuth and Djojonegoro, an egalitarian division of labour supported something besides more equal professional engagement: more quality time with their children. Dillemuth describes lunches together during long school days and mid-afternoon trampoline breaks; she’s feeling pre-emptive nostalgia for these moments as she phases back into in-person teaching. The Chambers-Grants, too, express happiness at being closer to Oscar over the past year – something enabled by the fact that, when one partner was overwhelmed, they could always lean on the other. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E“Whenever it was feeling all a bit much for me, you were able to step up,” says Kara to Jo.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-03-11T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why LGBTQ couples split household tasks more equally","headlineShort":"The couples who split tasks more fairly","image":[],"imageAlignment":"centre","imageAltText":"Kara and Jo Chambers-Grant","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"As Covid-19 widens persistent gender gaps at work and home, queer couples' division of domestic labour can offer a model for a more gender-egalitarian family life.","summaryShort":"How LGBTQ partners can provide a model for a more equal family life","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-10T20:59:06.281531Z","entity":"article","guid":"7624c068-b32f-42f1-91ff-22383ccf3615","id":"worklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally","modifiedDateTime":"2022-02-25T07:04:46.482425Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally","cacheLastUpdated":1654031015778},"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work","_id":"6267dfa31f4b7b35782f0989","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Freina-gattuso"],"bodyIntro":"Although society has made many strides in queer acceptance and visibility, coming out at work is still a monumental – and sometimes risky – task for many LGBTQ workers.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EWhen the world was sheltering in place, Takeyla Benton was coming out.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EIt was March 2020, and the Wisconsin, US-based financial-services professional and mother of two had just quit her job at a credit union, and broken off an engagement to a man. Lockdown gave now 39-year-old Benton time to rest and reflect on whether the identities society projected on her truly felt like her own.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E“Growing up in the church, [as a] black woman, you’re forced down a path before you really even get to choose one,” she says. So, the possibility that she might not be straight, says Benton, “wasn’t anything I felt like I could explore, and still be accepted in my family and community”. Benton emerged from lockdown as an out queer woman who is still exploring what, if any labels, labels fit for her.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EIn popular imagination, coming out is one grand gesture: a queer person stepping out of the proverbial closet, into a celebratory spotlight of visibility. In reality, many queer people and \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Farticle\u002F10.1007%2525252Fs12119-015-9325-y\"\u003Eresearchers agree\u003C\u002Fa\u003E that coming out is more of a long-term negotiation between how we understand our identity, and how we present those identities to other people. Nearly 6% of US adults now identify as LGBTQ, \u003Ca href=\"https:\u002F\u002Fnews.gallup.com\u002Fpoll\u002F332522\u002Fpercentage-americans-lgbt.aspx\"\u003Emore than ever recorded\u003C\u002Fa\u003E. Yet persistent discrimination, and the fluidity of many people's experiences of gender and sexuality, often make coming out a continuous process of navigating in what spaces, and to what degree, \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Finteractives\u002Flgbt-voices-the-coming-out-experience\u002F\"\u003Ewe can be open about our identities\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThe workplace is one of the most delicate and high-stakes places queer people negotiate this relationship. Although regions and countries including the \u003Ca href=\"https:\u002F\u002Fec.europa.eu\u002Finfo\u002Fpolicies\u002Fjustice-and-fundamental-rights\u002Fcombatting-discrimination\u002Flesbian-gay-bi-trans-and-intersex-equality\u002Flegal-aspects-lgbtiq-equality_en\"\u003EEuropean Union\u003C\u002Fa\u003E,  and – as of 2020 – the US prohibit employment discrimination based on gender and sexual identity, anti-LGBTQ employment bias remains rampant across the world. As of 2019, 21% of all LGBTQ Europeans reported experiencing workplace discrimination; among transgender people specifically, \u003Ca href=\"https:\u002F\u002Ffra.europa.eu\u002Fsites\u002Fdefault\u002Ffiles\u002Ffra_uploads\u002Ffra-2020-lgbti-equality-1_en.pdf\"\u003Ethat rate jumped to 36%\u003C\u002Fa\u003E. In the US, 36% of all \u003Ca href=\"https:\u002F\u002Fwww.americanprogress.org\u002Fissues\u002Flgbtq-rights\u002Freports\u002F2020\u002F10\u002F06\u002F491052\u002Fstate-lgbtq-community-2020\u002F\"\u003ELGBTQ people reported workplace discrimination\u003C\u002Fa\u003E, and 46% \u003Ca href=\"https:\u002F\u002Fwww.hrc.org\u002Fnews\u002Fhrc-report-startling-data-reveals-half-of-lgbtq-employees-in-us-remain-clos\"\u003Ereported being closeted at work\u003C\u002Fa\u003E. In China, meanwhile, \u003Ca href=\"https:\u002F\u002Fwww.cambridge.org\u002Fcore\u002Fjournals\u002Fchina-quarterly\u002Farticle\u002Fexperiences-of-sexual-and-gender-minorities-in-employment-evidence-from-a-largescale-survey-of-lesbian-gay-bisexual-transgender-and-intersex-people-in-china\u002F44E502F55680C6C50DDACB3BDA5F700B\"\u003Eonly 5% of LGBTQ employees\u003C\u002Fa\u003E reported being completely open about their identities at work. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EReasons vary for why people stay silent about their sexual and gender identities, but workplace stigma and potential repercussions are among them. Sexist, racist and anti-LGBTQ microaggressions were a constant presence in Benton’s previous jobs. “I was struggling to find a place in this white, male industry, where women and people of colour are shut out. There was no way I would have come out working in that former life.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09jnq7k"],"imageAlignment":"centre","imageAltText":"takeyla benson","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EMost LGBTQ people navigate a similarly delicate path around disclosure. For those who can “pass” as heterosexual or cisgender, coming out can often mean choosing between paying a psychological price for the relative safety of invisibility, and paying a potential social and economic price for being open about one's identity. For others, especially those who are gender nonconforming, being closeted at work isn’t an option. This can have significant detrimental effects: people who are perceived as falling outside of conventional gender norms are at \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Ffull\u002F10.1080\u002F23311886.2016.1236511\"\u003Ehigher risk of career-disrupting workplace harassment and discrimination\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAt the same time, coming out at work can have huge benefits. LGBTQ people who are more open about their identities experience \u003Ca href=\"https:\u002F\u002Fwww.eurekalert.org\u002Fpub_releases\u002F2013-01\u002Fuom-sdh012513.php\"\u003Ehave increased physical and emotional wellbeing\u003C\u002Fa\u003E. And, for trans people, gender affirmation \u003Ca href=\"https:\u002F\u002Facademic.oup.com\u002Feurpub\u002Farticle-abstract\u002F30\u002FSupplement_5\u002Fckaa165.960\u002F5915742?redirectedFrom=PDF\"\u003Ecan be lifesaving\u003C\u002Fa\u003E. In the workplace, research has found that increased authenticity around sexual orientation \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Fchapter\u002F10.1007\u002F978-3-319-29623-4_19\"\u003Ereduces psychological stress\u003C\u002Fa\u003E. Yet these benefits hinge on \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1002\u002Fhrm.21630\"\u003Ehaving a supportive professional environment\u003C\u002Fa\u003E, as being perceived as queer can also increase workers’ risk of experiencing bias.  \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E“All of those elements come together for an intersection of risk,” says Josh Miller, co-founder of Empathy Paradigm, a Dallas, Texas-based LGBTQ mental-health consultancy that offers coming out and allyship coaching. “There are so many good consequences to coming out, but are you prepared for the bad ones?”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003EThe gender identity and sexual orientation gap\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EDespite the massive strides in global LGBTQ visibility throughout the past few decades, there is still relatively little research on sexual-orientation and gender-identity discrimination at work. What we do know, however, indicates that queer workers pay a heavy price for defying gender and sexual norms.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EDiscrimination begins at the job application itself. In the US, employers are more likely to view resumes \u003Ca href=\"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002FEDI-01-2019-0048\u002Ffull\u002Fhtml\"\u003Efrom visibly gay or lesbian applicants\u003C\u002Fa\u003E unfavourably. In the European Union, 11% of LGBTQ job applicants reported \u003Ca href=\"https:\u002F\u002Ffra.europa.eu\u002Fsites\u002Fdefault\u002Ffiles\u002Ffra_uploads\u002Ffra-2020-lgbti-equality-1_en.pdf\"\u003Eexperiencing discrimination in their job search\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThose candidates who are hired then must contend with workplace harassment, isolation and colleagues’ ignorance, all of which heighten rates of anxiety and depression. Systemic discrimination can lead to “brain drains” of LGBTQ people from particular fields; researchers estimate that current STEM industries have \u003Ca href=\"https:\u002F\u002Fstatic1.squarespace.com\u002Fstatic\u002F5daf65330e17a4220c7707ce\u002Ft\u002F5f7583cef9968a437d393811\u002F1601536975073\u002F2020_Freeman_PIBBS.pdf\"\u003Elost up to 120,000 viable candidates\u003C\u002Fa\u003E due to the \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fd41586-021-00221-w\"\u003Ecumulative effects of anti-LGBTQ bias\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThat was the experience of Harris Eddie Hill, a UK-based pansexual, demisexual and non-binary podcaster and public speaking coach. At one of Hill’s former workplaces, they felt there “was not room for anybody different – it was very much a boys’ club”. Hill’s colleagues didn’t use their correct pronouns, and the company didn’t have an LGBTQ equality policy, under which Hill could appeal for support.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Systemic discrimination can lead to “brain drains” of LGBTQ people from particular fields","id":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EHill’s experience is common. Across the world, trans and non-binary people are especially subject to increased workplace discrimination, based on the enforcement of binary gender norms. Many jobs, especially in service industries, penalise or reward workers based on their gender presentations – for example, in the case of servers who are \u003Ca href=\"https:\u002F\u002Fwww.nbcnews.com\u002Fknow-your-value\u002Ffeature\u002Fgender-economist-katica-roy-u-s-style-tipping-hurts-economy-ncna1238451\"\u003Epressured to perform femininity for tips\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EIn some contexts, gender norms are part of the job description. According to Yiu-Tung Suen, founding director of the sexualities research programme at the Chinese University of Hong Kong, “If you look at advertisements in mainland China, they sometimes very blatantly list either gender expression or the expectations of how they’re supposed to perform.” This penalises gender non-conforming people, who experience high rates of discrimination \u003Ca href=\"chrome-extension:\u002F\u002Foemmndcbldboiebfnladdacbdfmadadm\u002Fhttps:\u002Fasiapacificcda.org\u002Fresources\u002FAPCDJ\u002FA0003_1_01.pdf\"\u003Eacross the Asia Pacific region\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAnd, across the world, transgender people are subjected to workplace harassment and violence. In the United States, 90% of transgender people reported either experiencing workplace discrimination, or \u003Ca href=\"https:\u002F\u002Ftransequality.org\u002Fsites\u002Fdefault\u002Ffiles\u002Fdocs\u002Fresources\u002FNTDS_Report.pdf\"\u003Ehiding their identity to avoid it\u003C\u002Fa\u003E. In the EU, six times as many trans people as cis lesbian, gay and bisexual people \u003Ca href=\"https:\u002F\u002Fwww.stonewall.org.uk\u002Fsystem\u002Ffiles\u002Flgbt_in_britain_work_report.pdf\"\u003Ereport being assaulted at work.\u003C\u002Fa\u003E This has been exacerbated by a recent increase in anti-transgender laws, in countries including the US and Hungary.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAdditionally, the constant pressure on transgender and non-binary people to explain their gender identity to others can rapidly lead to exhaustion. Hill opted to leave their job and pursue self-employment, partly as a way to free themselves from assaults to the validity of their identity. “I don’t want to sit here and be at the receiving end of people’s opinions,” says Hill.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09jqkgn"],"imageAlignment":"centre","imageAltText":"Harris Eddie Hill","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EMany people at the intersections of multiple systems of oppression – particularly people of colour in majority-white contexts – also experience constant identity policing. “My race is politicised, who I sleep with is politicised and if it doesn’t fit into that box that white supremacy is comfortable with, then you’ve got to question your whole self,” says Benton.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003ENavigating the ‘career’ of outness\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EIn the face of all these pressures, coming out in one’s professional life isn’t just a one-time event. Instead, many researchers frame it as a ‘career’ in itself, which LGBTQ people constantly navigate alongside their paid work.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EWhen Elizabeth Gonzalez Morales, a California-based queer woman therapist with particular expertise in supporting Latinx adults, is working with clients considering coming out, she first helps them identify their needs and values. “What is the idea of their authentic selves? What does that look like?” she asks.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ESimilarly, Miller advises his clients to assess their needs as well as the positives and potential risks of coming out at work – from getting to live more authentically or discovering queer community, to potentially getting fired or simply feeling exhausted. Then, Miller advises them to ask themselves: “Is being authentic for you more important than some of these consequences?”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I was denied tips a few times. I had one person spit on me. It was enough to keep me in the closet – Josh Miller","id":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003ESometimes, these risks outweigh the benefits – and, for many, that’s OK. For workers who decide it’s important to be out, however, Hill advises making a safety plan. First, they say, learn your company’s and locale’s stance toward LGBTQ rights. “Find out if they have a policy. If they don’t, what are the rules? What are the laws?”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EMiller suggests asking about LGBTQ-affirming policies when interviewing for a job. Benton, meanwhile, says there’s strength in networks: she’s found a workplace that’s supportive of her identity, and also built solidarity by connecting with another queer woman in her field. She now facilitates an LGBTQ Employee Resource Group.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EComing out – for the first or hundredth time – is hard, and queer workers deserve to be gentle with themselves. “It’s OK to take small steps,” says Benton. That could mean being out to some people but not others, or pausing to assess your safety and choosing to come out at a later time.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EMiller, who was raised in a religious family, and struggled to come to terms with his gay and gender-fluid identity, first came out at work while bartending. He experienced homophobic violence. “I was denied tips a few times. I had one person spit on me,” he says. “It was enough to keep me in the closet.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThe \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-us-canada-36511778\"\u003E2016 Pulse Nightclub shooting\u003C\u002Fa\u003E in the US, in which he lost a friend, and the subsequent outpouring of solidarity, motivated Miller to try coming out again. In the wake of loss, “I was determined to be me.” This time, Miller created the LGBTQ-affirming workplace he wanted, by co-founding his own diversity, equity and inclusion consultancy, and networking with other queer professionals. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003ECreating inclusion\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EComing out can be an affirming experience. Yet the labour of creating of a more LGBTQ-inclusive workplace shouldn’t become an unpaid second job for queer workers. “The second it falls onto you to be a spokesperson and work there at the same time, it’s unacceptable,” says Hill.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThe most important determinant of workplace inclusivity is national policy and culture. But there are also actions employers can take to create a more affirming environment for LGBTQ workers now.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E“It starts with the small things: policies that are more in alignment with all families, not just specifically straight, traditional family structures,” says Benton. “Work hours. Structures for how the employees are allowed to have time off. All of those things were harmful to me as a single mom, were harmful to me as a black woman, were harmful to me as a queer person,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09jnr0h"],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EPolicies like flexible work hours and paid leave can support all those whose families fall out of heterosexual, able-bodied, nuclear-family modes – for example, those caring for extended family and chosen family, people with disabilities or those parenting solo. This is especially helpful for queer people who experience multiple kinds of marginalisation.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EUltimately, the greatest predictor of LGBTQ employees’ wellbeing is the creation of \u003Ca href=\"https:\u002F\u002Fsci-hub.do\u002Fhttps:\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F2041386617734582?journalCode=opra\"\u003Esupportive\u003C\u002Fa\u003E workplaces, through \u003Ca href=\"https:\u002F\u002Fdiversite-au-travail.ch\u002Fwp-content\u002Fuploads\u002F2016\u002F09\u002Flloren_parini_SRSP_2016.pdf\"\u003Eemployer policies against discrimination\u003C\u002Fa\u003E and for fair wages; straight and cisgender allyship; and the \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Flocal\u002Fsocial-issues\u002Famericans-views-flipped-on-gay-rights-how-did-minds-change-so-quickly\u002F2019\u002F06\u002F07\u002Fae256016-8720-11e9-98c1-e945ae5db8fb_story.html\"\u003Eadvocacy of LGBTQ people themselves\u003C\u002Fa\u003E. Inclusive work environments \u003Ca href=\"https:\u002F\u002Fdiversite-au-travail.ch\u002Fwp-content\u002Fuploads\u002F2016\u002F09\u002Flloren_parini_SRSP_2016.pdf\"\u003Ehelp queer employees thrive\u003C\u002Fa\u003E – and create more open and \u003Ca href=\"http:\u002F\u002Frepository.essex.ac.uk\u002F24512\u002F3\u002FJBE%25252520revised%25252520paper_Final.pdf\"\u003Einnovative workplaces\u003C\u002Fa\u003E in which, says Hungarian Academy of Sciences sociology Professor Judit Takács, “you enable people to free their potential”.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ECompanies often claim they don’t need LGBTQ-specific policies, \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Fchapter\u002F10.1007\u002F978-3-319-29623-4_14\"\u003Esince they don’t have ‘observably’ LGBTQ employees\u003C\u002Fa\u003E, according to Takács’s research. In fact, she says, it’s likely that these employees simply don’t feel comfortable coming out. “They are there – they just wouldn’t show their real face to you, because you don’t deserve it.” Employers can take a proactive, rather than reactive, approach by creating an inclusion plan, which includes specific gender and sexuality policies and protections for employees.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ECisgender and heterosexual employees can also create a more affirming environment for their LGBTQ colleagues through conscious allyship. “We always also advocate the allies to actively come out as LGBT+ friendly,” says Chinese University of Hong Kong’s Suen, through actions such as sharing their own pronouns or displaying a rainbow flag.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work-10"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Companies often claim they don’t need LGBTQ-specific policies, since they don’t have ‘observably’ LGBTQ employees","id":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EThe best thing an ally can do in the workplace, adds Benton, is to interrogate their own biases, and support LGBTQ colleagues from a place of compassion, rather than self-interest. “You’ve got to face your own stuff first, and then you can be more supportive of other people in a way that's not profit-based,” says Benton. That’s a constant learning process. “Get it wrong, fix it, do it better next time.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EComing out at work can be risky, but it also carries with it the possibility of a huge reward: queer community. For most of the advocates BBC Worklife talked to for this piece, outness at work has been fraught – but it’s also been central to their success.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EGonzalez Morales, the therapist, says that being more visibly out in the workplace opened up a new aspect of her practice, and enabled her to help other queer people. “I decided I’m going to state it and be vocal about being queer, because ultimately, that’s part of my work,” she says. For Miller, meanwhile, coming out at work helped him turn a history of trauma into a successful career as a consultant and advocate. As difficult as coming out was, and as many tries as it took, it was necessary. “Since that time, I haven’t looked back.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work-12"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-06-01T15:24:44Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The risks of coming out at work","headlineShort":"The 'double career' of being queer","image":["p09jnlwh"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often","worklife\u002Farticle\u002F20210309-why-lgbtq-couples-split-household-tasks-more-equally","worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation"],"relatedTag":null,"summaryLong":"Although society has made many strides in queer acceptance and visibility, coming out at work is still a monumental – and sometimes risky – task for many LGBTQ workers.","summaryShort":"Coming out at work and being true to your identity has rewards – but risks, too","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-05-31T20:19:57.135015Z","entity":"article","guid":"d3c1b527-d9bf-460d-9c0e-63207ec2bbbc","id":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work","modifiedDateTime":"2022-02-25T07:08:58.809708Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210526-the-risks-of-coming-out-at-work","cacheLastUpdated":1654031015778},"worklife\u002Farticle\u002F20210615-how-the-salary-ask-gap-perpetuates-unequal-pay":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210615-how-the-salary-ask-gap-perpetuates-unequal-pay","_id":"6267dfa41f4b7b30442483bb","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Women and minorities ask for – and are offered – lower salaries than white men. It’s a problem called the 'ask gap' – and fixing it can pay major dividends.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAfter switching industries from education to tech, Jess Jones wasn’t entirely sure of what to expect in terms of salary. After all, software engineers earn a lot more than teachers.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, the 31-year-old New Yorker embarked on a huge amount of research into pay: taking part in career coaching, attending networking events, contacting software engineers on LinkedIn and using the salary calculator of the recruitment platform Hired. The message she got was that she should make herself uncomfortable in salary negotiations – or, as she puts it, to “ask for a number that makes me want to throw up”.\u003C\u002Fp\u003E\n\u003Cp class=\"pf0\"\u003EJones was at a major advantage going into negotiations armed with knowledge about appropriate salaries for her position. But most people don’t come with the same fire power. Research shows that the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190429-the-loopholes-that-disguise-the-gender-pay-gap\"\u003Epay gap\u003C\u002Fa\u003E, which is well documented, partly stems from the ‘ask gap’: the difference in salary expectations between groups, which undercuts women and minorities in particular. Closing this gendered and racialised ‘ask gap’ can pay major dividends for careers, reducing long-term salary inequality.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe ask gap in salary negotiations\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIn many fields, men expect higher salaries than women with comparable qualifications. A study of online jobseekers in Argentina found that \u003Ca href=\"https:\u002F\u002Fideas.repec.org\u002Fp\u002Fudt\u002Fwpecon\u002F2018_02.html\"\u003Ewomen ask for 6% less on average\u003C\u002Fa\u003E – and this gap increases in male-dominated occupations. A survey of US doctors in residency showed that \u003Ca href=\"https:\u002F\u002Fjamanetwork.com\u002Fjournals\u002Fjamasurgery\u002Farticle-abstract\u002F2749068\"\u003Ewomen’s ideal starting salary averaged 92%\u003C\u002Fa\u003E of men’s ideal.\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to a survey by compensation company PayScale, in the US, the median job offer for women with similar qualifications to men is $69,200 (£49,000). That’s $2,200 (£1,550) less than for men.\u003C\u002Fp\u003E\n\u003Cp\u003EThese numbers might not seem that worrying on their own. But pay gaps at the start of a career compound. “Over time it builds up, because the percentage of raises is usually based on the base salary, so that accumulates over the years,” explains Zhaleh Semnani-Azad, a management professor at California State University, Northridge. “So, this is where women do miss out long term.” Some researchers have estimated that a difference of $1,000 (£700) in starting salary could lead to a \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F0361684318800492\"\u003Ecumulative loss of a half-million dollars\u003C\u002Fa\u003E (£353k).\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210615-how-the-salary-ask-gap-perpetuates-unequal-pay-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"A difference of $1,000 (£700) in starting salary could lead to a cumulative loss of a half-million dollars (£353k)","id":"worklife\u002Farticle\u002F20210615-how-the-salary-ask-gap-perpetuates-unequal-pay-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAsk gaps have many culprits, but key among them is the devaluation of women relative to men, and employees of colour relative to whites. Often people internalise these expectations. It can be harder for women to accurately assess their value, says Semnani-Azad. This might lead women to accepting the first job or salary offer, while \u003Ca href=\"https:\u002F\u002Fwww.marketwatch.com\u002Fstory\u002Ffemale-graduates-accept-job-offers-faster-than-men-and-for-less-money-11621874871\"\u003Emen are more likely to wait for higher offers to land\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EWomen may be apprehensive about coming across as greedy or pushy in negotiations, or about hiring managers withdrawing or lowballing offers. In contrast, “in general, men don’t put much thought into these things”, according to Semnani-Azad; men are also more likely to have inflated perceptions of their value. “Men are more comfortable asking, and they don’t need to worry about experiencing backlash.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210108-why-do-we-still-distrust-women-leaders\"\u003Edouble backlash\u003C\u002Fa\u003E means that it can be hard for women to ‘win’ at negotiating, no matter which tack they take. “If they’re too forceful or masculine, there’s a negative perception that they’re not collaborative, they’re not cooperative… But if they’re too nice and they’re collaborative or communal, then they’re perceived to be weak, or maybe not as competent,” explains Semnani-Azad. She’s experienced \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F0361684318800492\"\u003Enegotiation backlash\u003C\u002Fa\u003E herself, when it was clear that male hiring managers didn’t expect her to negotiate offers, and started downplaying her achievements in response. This kind of backlash affects women of colour in particular; black women are especially likely to be \u003Ca href=\"https:\u002F\u002Fwww.essence.com\u002Fnews\u002Fmoney-career\u002Fblack-womens-pay-day-august-22-2019-career-advice\u002F\"\u003Eunfairly perceived as too aggressive in negotiating\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EWomen are not inherently or universally softer negotiators. For instance, there’s plenty of research showing that “women have been successful if they have been negotiating on behalf of someone else”, says Semnani-Azad. In other words, women are either more comfortable, or viewed more favourably, when \u003Ca href=\"https:\u002F\u002Fwww.pon.harvard.edu\u002Fdaily\u002Fbusiness-negotiations\u002Fwomen-and-negotiation-narrowing-the-gender-gap\u002F\"\u003Ethey’re not negotiating for themselves\u003C\u002Fa\u003E – partly because of societal expectations that they be ‘nice’. Of course, there are differences in negotiation styles not only \u003Ca href=\"https:\u002F\u002Fwww.semanticscholar.org\u002Fpaper\u002FBargaining-While-Black%3A-The-Role-of-Race-in-Salary-Hernandez-Avery\u002F53c6ed1f05c8f5923ae9a373eebc6a7e50662b28\"\u003Eacross race\u003C\u002Fa\u003E and gender, but other factors \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F295084961_Dignity_face_and_honor_cultures_A_study_of_negotiation_strategy_and_outcomes_in_three_cultures\"\u003Eincluding nationality\u003C\u002Fa\u003E and sexuality.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ENarrowing the ask gap\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOne recruitment company tackling this disparity is New York City-based Hired, which is geared mainly toward employees in the tech sector. Because these workers’ skills are so in demand, they have more power than many low-skilled workers. For instance, on Hired, companies first approach prospective employees, rather than the other way around.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210615-how-the-salary-ask-gap-perpetuates-unequal-pay-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"woman getting ready for job interview","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210615-how-the-salary-ask-gap-perpetuates-unequal-pay-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELike many job-search platforms, Hired used to leave a blank field for each applicant’s desired salary. But in 2018, the company started filling in that field with the median salary for the role, based on data from its users. This simple change \u003Ca href=\"https:\u002F\u002Fninaroussille.github.io\u002Ffiles\u002FRoussille_askgap.pdf\"\u003Eeradicated the gender ask gap of 3.3%\u003C\u002Fa\u003E among Hired users, “mostly because women are asking for more, and slightly because men are asking for less”, says Nina Roussille, an economist at the London School of Economics, who carried out independent research using non-confidential data from Hired. Essentially, after the 2018 change, all of the applicants gained more information on their true value according to the market. This depended on factors like location, with the gender expectation gap being \u003Ca href=\"https:\u002F\u002Fhired.com\u002Fh\u002Fwage-inequality-report\u002F2021\u002F\"\u003Etwice as large in London\u003C\u002Fa\u003E as in the San Francisco Bay Area.\u003C\u002Fp\u003E\n\u003Cp\u003EIn general, Hired says they are trying to remove the subjectivity from decisions about what salary to offer – on the employee’s side, but also the employer’s. Josh Brenner, Hired’s CEO, refers to this as “providing visibility and guidance”, which makes for a more efficient hiring process all around. For example, Hired sends out salary bias alerts to companies that are offering lower salaries than typical for that role and sector. Granted, not every company changes its tune in response; these alerts lead to changes in offer salaries 4.3% of the time. But when a salary adjustment occurs, it’s significant, averaging $20,000 (£14,000).\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWays forward\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EClearly, more wage information is necessary, especially for \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F270799384_The_gender_gap_in_pre-career_salary_expectations_A_test_of_five_explanations\"\u003Epeople starting out in their careers\u003C\u002Fa\u003E. But it’s not sufficient for closing ask gaps.\u003C\u002Fp\u003E\n\u003Cp\u003EFor instance, Roussille’s research shows that a \u003Ca href=\"https:\u002F\u002Fninaroussille.github.io\u002Ffiles\u002FRoussille_askgap.pdf\"\u003E2.5% final offer gap persists for Hispanics\u003C\u002Fa\u003E using Hired, even controlling for the asking salary. And when employees learn of salary gaps, race affects whether this will actually change. Hired’s data indicates that when white employees point out salary discrepancies, \u003Ca href=\"https:\u002F\u002Fhired.com\u002Fh\u002Fwage-inequality-report\u002F2021\u002F\"\u003Etheir pay is bumped up 28% of the time\u003C\u002Fa\u003E. For Hispanics, this happens in only 15% of cases.\u003C\u002Fp\u003E\n\u003Cp\u003EWhat’s needed first is awareness of disparities in ask gaps – and what perpetuates them.\u003C\u002Fp\u003E\n\u003Cp\u003EFirst, companies or governments can end the practice of basing salary offers on people’s previous salaries. “Women are coming in with a history of lower salaries usually. And so, this provides firms with an anchor for women that’s lower than the anchor for men for a given resume. And so that essentially perpetuates the gender gap,” explains Roussille. Positively, “there’s actually now in the US a number of states that banned salary history questions from employers. And there’s early evidence that this has helped reducing both the gender pay gap and the minority pay gap.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210615-how-the-salary-ask-gap-perpetuates-unequal-pay-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When white employees point out salary discrepancies, their pay is bumped up 28% of the time. For Hispanics, this happens in only 15% of cases","id":"worklife\u002Farticle\u002F20210615-how-the-salary-ask-gap-perpetuates-unequal-pay-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENegotiation training could help, but it would need to be more nuanced and culturally specific. “Existing trainings on negotiation… tend to look at it from more of a universal perspective,” says Semnani-Azad. “And oftentimes, the recommendations of behaviour or the prescribed strategies and approaches are very broad, and there isn’t much consideration for the subsets of these demographic groups and how they themselves react, or how their opponents might react to them.” Plus, such training puts the onus to change on women and minorities, rather than the system stacked against them.\u003C\u002Fp\u003E\n\u003Cp\u003EIn general, one common suggestion is to foster minority-group networking and mentorship. Yet although that’s very helpful for \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers\"\u003Enurturing underrepresented leaders\u003C\u002Fa\u003E, it can actually have a detrimental effect on salaries. That’s because when \u003Ca href=\"https:\u002F\u002Fwww.semanticscholar.org\u002Fpaper\u002FBargaining-While-Black%3A-The-Role-of-Race-in-Salary-Hernandez-Avery\u002F53c6ed1f05c8f5923ae9a373eebc6a7e50662b28\"\u003Eblack employees\u003C\u002Fa\u003E or \u003Ca href=\"https:\u002F\u002Fninaroussille.github.io\u002Ffiles\u002FRoussille_askgap.pdf\"\u003Ewomen\u003C\u002Fa\u003E take their cues about reasonable salaries from each other, they’re hearing of lower salaries than what white men earn (and tell each other about). This perpetuates a vicious circle of lower expectations. Software engineer Jones was aware of this, and deliberately contacted both men and women on LinkedIn so that her salary expectations wouldn’t be skewed downward.\u003C\u002Fp\u003E\n\u003Cp\u003EIt isn’t fair that people like Jones have to do so much more research than white men, to have a better chance of appropriate pay. In Jones’ case, it certainly paid off – she ended up with a salary higher than the initial offer for her first software engineering job, and she’s just marked her one-month anniversary in the role.\u003C\u002Fp\u003E\n\u003Cp\u003EUntil the ask gap is eliminated, she’ll still be telling her friends and peers exactly what she earns. Even though she sometimes struggles with having these touchy conversations, she tells them, “I want to make sure that you get what you deserve.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210615-how-the-salary-ask-gap-perpetuates-unequal-pay-6"}],"collection":[],"disableAdverts":false,"displayDate":"2021-06-18T15:29:38Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How the salary 'ask gap' perpetuates unequal pay","headlineShort":"How the 'ask gap' changes your salary","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Women and minorities ask for – and are offered – lower salaries than white men. It’s a problem called the 'ask gap' – and fixing it can pay major dividends.","summaryShort":"The problem that sets up women and minorities for a lifetime of earning less","tag":[],"textToSpeech":false,"creationDateTime":"2021-06-17T19:50:03.66126Z","entity":"article","guid":"7507acc0-e6b6-49d7-b5de-faa78b6c7b28","id":"worklife\u002Farticle\u002F20210615-how-the-salary-ask-gap-perpetuates-unequal-pay","modifiedDateTime":"2022-02-25T07:09:50.537823Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210615-how-the-salary-ask-gap-perpetuates-unequal-pay","cacheLastUpdated":1654031015779},"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism","_id":"6267df931f4b7b25b965d0f5","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fzulekha-nathoo"],"bodyIntro":"In homogeneous organisations, even the most talented hires can feel tokenised. It's a problem that hits everyone hard.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECheyenne’s interview to become an assistant at a large New York City hair salon only lasted five minutes before she got the job. \u003C\u002Fp\u003E\n\u003Cp\u003EThere were dozens of employees at the salon, but few were black like Cheyenne. At first, she was excited for the chance to improve her skills, and maybe even open some doors for those coming up after her. \u003C\u002Fp\u003E\n\u003Cp\u003EBut after a few weeks, the aspiring hairstylist says she began to feel less like a welcomed addition and more like a prop. She says out of the approximately 40 stylists, only one was black. And Cheyenne was one of just a few black assistants. “I realised the only other black women in the salon were always placed in areas where you could see them from the front,” says Cheyenne, 30. “It was almost like they were being showcased.” \u003C\u002Fp\u003E\n\u003Cp\u003ECheyenne says when wealthy, diverse clients would enter, staff would go out of their way to introduce her and include her in conversations. Once those patrons were gone, however, she says she was ignored by the manager, scheduled to work longer days than her counterparts and strongly encouraged to straighten her naturally curly hair to meet the salon’s unspoken “presentation standards”. Cheyenne says she didn’t have any way to prove she might have been a token hire, and didn’t want to seem “ungrateful”, given how few black people were there. \u003C\u002Fp\u003E\n\u003Cp\u003EBut when she found out from a few friendly colleagues that some of the other employees were placing bets on how long she’d survive on the job – she was told many diverse employees before her had made quick exits because they didn’t feel they belonged – Cheyenne hit her breaking point and resigned. “They were just joking about how I lasted longer than they thought I would,” says Cheyenne. “I don't think [the salon owners] were trying to be diverse. I think they were trying to \u003Cem\u003Eseem \u003C\u002Fem\u003Ediverse.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I don't think [the salon owners] were trying to be diverse. I think they were trying to seem diverse – Cheyenne","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECheyenne says she was left feeling like a token: a member of a previously excluded group, often hired or promoted as a symbolic gesture toward inclusivity. Within social science, researchers define a token as an employee belonging to a minority group that constitutes less than 15% of the total population in a workplace.\u003C\u002Fp\u003E\n\u003Cp\u003EWhen a predominantly homogenous organisation attempts to appear inclusive by hiring or promoting one or two people from underrepresented communities, the feeling and perception of tokenism can hit hard. While many cope with the roadblock either out of economic necessity or as the bitter price of reaching their career goals, it can leave others at a crushing crossroads. In Cheyenne’s case, it meant leaving the industry entirely after that experience, even though she’d dreamed of doing hair since childhood, and knew she was good at it. \u003C\u002Fp\u003E\n\u003Cp\u003ETokenism can be a personal problem for the individual, setting up diverse employees to fail no matter their role or potential value in an organisation. But it can also mean trouble for everyone. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Set up to fail from day one’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe perception of tokenism can be corrosive in small offices as well as large, high-profile workplaces, even those that appear harmonious on the surface.\u003C\u002Fp\u003E\n\u003Cp\u003EIn July, the New York Times reported white \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FPhil_Lewis_\u002Fstatus\u002F1411675647693541382?s=20\"\u003EAmerican sports broadcaster Rachel Nichols made comments on a recording\u003C\u002Fa\u003E implying her black colleague, Maria Taylor, was on the verge of being promoted at ESPN because the company was “feeling pressure” for its “record on diversity”. The publicised comments spotlighted what many employees from marginalised groups have endured behind closed doors for years: intimations that their identity, regardless of their unique skill set, is why an employer hired them.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Having that level of visibility can definitely lead to self-doubt and some internal feelings of ‘unsureness’ – Aneika Simmons","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBeing regarded as a token by colleagues – or worrying that you are one – can have long-term repercussions for an employee’s mental health.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch shows a token hire – no matter how accomplished and capable – “can have higher levels of depression and stress”, says Aneika Simmons, a professor of management at Sam Houston State University, Texas. “Over time, that stress can lead to feelings of helplessness, and it can lead to feelings of de-personalisation – all of these things that can lead to burnout.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn 2019, Simmons and her colleagues published an analysis of more than 80 studies in the past 25 years on the consequences of tokenism. They discovered overall, those who found themselves to be solo minorities or one of very few in a workplace were unfairly viewed as a representative of their entire minority group and \u003Ca href=\"https:\u002F\u002Fjournals.aom.org\u002Fdoi\u002Fabs\u002F10.5465\u002Famp.2015.0154\"\u003Efaced heavier scrutiny from both higher ups and their peers\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“These are brilliant people. I mean, these are people that are highly intelligent, highly capable. But that continued pressure of having that level of visibility can definitely lead to self-doubt and some internal feelings of ‘unsureness’,” says Simmons.\u003C\u002Fp\u003E\n\u003Cp\u003EThe researchers found some exceptions, namely men working in traditionally women-dominant fields, like nursing and teaching. In those instances, men could attain higher positions more quickly than women. But in most areas, Siri Chilazi, a gender and organisations researcher at Harvard Kennedy School, says an employee who is considered a token can be “set up to fail from day one”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09tw02h"],"imageAlignment":"centre","imageAltText":"Sceptical man","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Research shows that their voices get drowned out in deliberations,” says Chilazi, who has advised Fortune 500 companies, start-ups and academic institutions on issues of equality. “They're more likely to be interrupted in meetings. They are less likely if they make a contribution or idea or suggestion [to be given the] same due consideration as ideas voiced by majority members.”\u003C\u002Fp\u003E\n\u003Cp\u003EChilazi says those in the minority are often not given the same “assumption of credibility” as everyone else, usually the result of unconscious bias. And that can prevent a level playing field to succeed.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECementing stereotypical views \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EUnsurprisingly, these effects can contribute to higher turnover and, consequently, lower morale – something that not only affects the individual, but the entire organisation.\u003C\u002Fp\u003E\n\u003Cp\u003E“Tokenism hurts company culture not only today, but well into the future, because it cements stereotypical views about who is ‘ready’ or ‘competent’ or ‘successful’ or ‘a leader’,” says Chilazi. When those narrow parameters persist, and only workers who fit a traditional mould are given opportunities to shine, organisations can “lose out on competent and high-performing employees for no reason”.\u003C\u002Fp\u003E\n\u003Cp\u003EFor companies aiming to be more inclusive and representative, particularly in higher ranks, one way to help new employees feel like they belong is through “cluster hiring”.\u003C\u002Fp\u003E\n\u003Cp\u003EThis type of hiring strategy, which involves hiring a cohort of people across disciplines or departments simultaneously, began largely at colleges and universities trying to diversify their faculty. Researchers documented \u003Ca href=\"http:\u002F\u002Furbanuniversitiesforhealth.org\u002Fmedia\u002Fdocuments\u002FFaculty_Cluster_Hiring_Report.pdf\"\u003Eresults of cluster hiring\u003C\u002Fa\u003E at 10 public research universities in a 2015 report. “We found that the practise can increase diversity if it's intentional,” says Julia Michaels, who managed the project, and is now the executive director for the Center for Public University Transformation at the Association of Public and Land-Grant Universities in Washington, DC. “Intent really matters.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09tw081"],"imageAlignment":"centre","imageAltText":"Woman watching presentation","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EExperts say cluster hiring is gaining momentum outside post-secondary institutions as well. There’s a growing body of evidence to suggest when people make multiple decisions at once, “we rely less on stereotypes and biases in that decision-making process, and the outcomes of our decisions are more diverse”, says Chilazi. Prejudices may also become easier to spot.\u003C\u002Fp\u003E\n\u003Cp\u003E“Oftentimes what I see is [organisations] run the numbers once a year at the end of the year. So, it's retrospective, it's looking back and they go, ‘oh my goodness, we hired nine senior level people and eight of them are men’,” says Chilazi. “They basically had no idea because they were each individual appointments, throughout the year, spread around. Different people were probably in charge of making those decisions. And no one was tracking the numbers as you go. If they had made those nine appointments in a cluster at the same time, it would have been painfully obvious.”\u003C\u002Fp\u003E\n\u003Cp\u003EChilazi says changes need to happen at the top, but also among workers who are part of majority groups, by calling out exclusionary behaviour, and practicing more inclusive actions. For supervisors, that can mean ensuring all employees, including and especially those who are ‘onlys’ in the room, are heard in meetings and have equal access to opportunities. For colleagues, it can be as simple as showing new hires around, inviting them to after-work social activities and offering a friendly ear for support. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd if you feel you’re being tokenised at work, Simmons suggests becoming familiar with your company’s guiding principles and your own job description. “If behaviour within an organisation is appearing to marginalise them and violate company core values, they can be used to undergird conversations with leadership about a lack of opportunity,” says Simmons.\u003C\u002Fp\u003E\n\u003Cp\u003EOpening a discussion with the boss isn’t always that easy, comfortable or even possible. Cheyenne said she tried talking to her manager, but even an attempt at casual conversation in the elevator was rebuffed. What she had hoped would be an opportunity to get a foot in the door at that Manhattan hair salon left her “burned out” and “discouraged”. She says leaving was the best decision for her, but that doesn’t mean the effects of feeling tokenised departed when she did. The experience shakes her confidence to this day, she says, making her constantly question “the validity of my successes or rejections”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism-8"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-09-07T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why diverse hires can't always escape tokenism","headlineShort":"Why diverse hires are 'set up to fail'","image":["p09tvxlx"],"imageAlignment":"centre","imageAltText":"Group at meeting","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"Woman watching presentation","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210615-how-the-salary-ask-gap-perpetuates-unequal-pay","worklife\u002Farticle\u002F20210519-why-people-of-colour-are-misidentified-so-often","worklife\u002Farticle\u002F20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work"],"relatedTag":null,"summaryLong":"In homogeneous organisations, even the most talented hires can feel tokenised. It's a problem that hits everyone hard.","summaryShort":"Why even the most talented diverse hires can't escape tokenism","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-09-06T19:48:42.677798Z","entity":"article","guid":"3938f30f-7072-44c0-8ab5-ba462a3807b2","id":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism","modifiedDateTime":"2022-02-25T07:14:00.696545Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20210902-why-diverse-hires-cant-always-escape-tokenism","cacheLastUpdated":1654031015779},"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women","_id":"6267dfcb1f4b7b44d70ae0d1","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fchristine-ro"],"bodyIntro":"The Covid-19 recession is unique among modern economic shocks in its harm to women’s finances and prospects. Can this be reversed?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Funknown-questions\"\u003E \u003Cimg src=\"http:\u002F\u002Fichef.bbci.co.uk\u002Fimages\u002Fic\u002Fraw\u002Fp08w68j3.jpg\" border=\"0\" alt=\"Unknown Questions\" width=\"100%\" \u002F\u003E \u003C\u002Fa\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWe’re in the thick of the ‘shecession’. \u003C\u002Fp\u003E\n\u003Cp\u003EThe global economy is now in its \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-52273988\"\u003Eworst downturn since the Great Depression\u003C\u002Fa\u003E. One of the unique aspects of the current recession is the way it’s impacting women: though men are more likely to die of Covid-19, the pandemic’s toll on employment is heavier for women. Unlike other modern recessions, the pandemic recession has \u003Ca href=\"https:\u002F\u002Fvoxeu.org\u002Farticle\u002Fshecession-she-recession-2020-causes-and-consequences\"\u003Eled to more job losses among women\u003C\u002Fa\u003E than among men. While the 1970s marked the start of \u003Ca href=\"https:\u002F\u002Fwww.investopedia.com\u002Fterms\u002Fm\u002Fmancession.asp\"\u003E‘mancession’ periods\u003C\u002Fa\u003E in industries like construction, the current ‘shecession’ is heavily affecting sectors like hospitality and retail. \u003C\u002Fp\u003E\n\u003Cp\u003EThese sectors employ many women and are also vulnerable to lockdown measures. Some effects are already visible. Globally, women’s job losses due to Covid-19 are \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Ffuture-of-work\u002Fcovid-19-and-gender-equality-countering-the-regressive-effects\"\u003E1.8 times greater\u003C\u002Fa\u003E than men’s. In the US, \u003Ca href=\"https:\u002F\u002Fwww.iza.org\u002Fpublications\u002Fdp\u002F13562\u002Fthis-time-its-different-the-role-of-womens-employment-in-a-pandemic-recession\"\u003Eunemployment has intensified the most\u003C\u002Fa\u003E for the personal care and food service occupations, where women predominate. \u003C\u002Fp\u003E\n\u003Cp\u003EIt’s not just about lay-offs, however. In a McKinsey and Lean In \u003Ca href=\"https:\u002F\u002Fwomenintheworkplace.com\u002F\"\u003Esurvey of North American female employees\u003C\u002Fa\u003E, one in four women said they were thinking about reducing or leaving paid work due to the pandemic, citing company inflexibility, caring responsibilities and stress. The survey included some comparative data that laid out the gender gap for parents; while 8% of surveyed mothers had thought about going from full- to part-time work, only 2% of fathers had. \u003C\u002Fp\u003E\n\u003Cp\u003EFor a fairer and more lasting recovery from Covid-19, it’s crucial to understand which people are especially hard-hit by the economic slump, and how best to help them back up.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhich groups are most affected?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe pandemic recession is particularly challenging for women’s employment globally for two reasons connected to the dangers of close contact: the restrictions on service jobs, and the closure of schools and daycare centres. \u003C\u002Fp\u003E\n\u003Cp\u003EWhile some economists have suggested that \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fernietedeschi\u002Fstatus\u002F1313580919148744704\"\u003Emarried women are especially affected\u003C\u002Fa\u003E by employment cutbacks, \u003Ca href=\"https:\u002F\u002Fwww.pewtrusts.org\u002Fen\u002Fresearch-and-analysis\u002Fblogs\u002Fstateline\u002F2020\u002F05\u002F26\u002Fsingle-mothers-hit-hard-by-job-losses\"\u003Ecaregiving status\u003C\u002Fa\u003E and the absence of support matter more than marital status. Those disproportionately affected \u003Ca href=\"https:\u002F\u002Fwomenintheworkplace.com\u002F\"\u003Ein the US\u003C\u002Fa\u003E include black women (who bear even more household responsibility on their own) and Latinas (who work in greater proportions in sectors like leisure and hospitality, and are more likely to have \u003Ca href=\"https:\u002F\u002Fwww.pewtrusts.org\u002Fen\u002Fresearch-and-analysis\u002Fblogs\u002Fstateline\u002F2020\u002F05\u002F26\u002Fsingle-mothers-hit-hard-by-job-losses\"\u003Einformal employment\u003C\u002Fa\u003E). Some subgroups are squeezed even more, like \u003Ca href=\"https:\u002F\u002Fwww.thelily.com\u002Fquitting-was-her-only-option-she-is-one-of-865000-women-to-leave-the-workforce-last-month\u002F\"\u003Emothers of young children\u003C\u002Fa\u003E and mothers without partners or relatives. \u003C\u002Fp\u003E\n\u003Cp\u003ELess-educated workers, and those whose jobs \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200921-what-remote-jobs-tell-us-about-inequality\"\u003Ecan’t be done from home\u003C\u002Fa\u003E, have faced higher unemployment as a result of the pandemic, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200921-what-remote-jobs-tell-us-about-inequality\"\u003Efor instance in Spain\u003C\u002Fa\u003E. But high status doesn’t insulate women from stress and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine\"\u003Eburnout\u003C\u002Fa\u003E. Senior-level women are significantly more likely than their male peers to consider dropping their hours or dropping out of the workforce because of the burnout associated with being “always on” and juggling multiple responsibilities during the pandemic. In the McKinsey and Lean In survey, 41% of senior-level men reported feeling exhausted, \u003Ca href=\"https:\u002F\u002Fwomenintheworkplace.com\u002F\"\u003Ecompared to 54% of senior-level women\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The real danger at the moment is that people are starting to associate women with childcare more strongly than before - Ariane Hegewisch","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd across levels of seniority, parental status is affecting how women are seen in the workplace. Women who are pregnant or on maternity leave are reporting being \u003Ca href=\"https:\u002F\u002Fwww.tuc.org.uk\u002Fresearch-analysis\u002Freports\u002Fpregnant-and-precarious-new-and-expectant-mums-experiences-work-during\"\u003Epushed toward redundancy or furlough\u003C\u002Fa\u003E. Ariane Hegewisch, who leads the Employment and Earnings programme at the Institute for Women’s Policy Research in the US, is concerned that the pandemic “may lead to discrimination going forward, [companies] being less likely to pick out women for fast-track positions or management training”. There’s a risk, she says, that employers may assume that all women are overburdened by caring responsibilities, without taking measures to support them. “The real danger at the moment is that people are starting to associate women with childcare more strongly than before.”\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe double-edged sword of flexibility\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThese pressures, and some potential solutions, can be seen in current debates around flexible working. Flexibility has been invaluable to women juggling multiple demands on their time, but it isn’t a cure-all to achieve gender parity in the workplace. \u003C\u002Fp\u003E\n\u003Cp\u003EWhile inflexibility is a \u003Ca href=\"https:\u002F\u002Fwomenintheworkplace.com\u002F\"\u003Ekey reason\u003C\u002Fa\u003E that female employees are considering reducing their hours or leaving their jobs, flexible work tends to be lower-paid, more precarious and less of a stepping stone to top-level jobs. And the especially dark side of flexibility comes when workers are underemployed, underpaid and at the mercy of employers to assign hours, often on unpredictable schedules. Such unpredictability is particularly hard on the working women who \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200401-how-to-work-from-home-with-your-kids-during-coronavirus\"\u003Enow have to act as home-school teachers or carers\u003C\u002Fa\u003E. For flexible work to play a greater role in chipping away at the gender pay gap, it needs to be better regulated and sustainable for all levels of employees, \u003Ca href=\"https:\u002F\u002Fwww.npr.org\u002Fsections\u002Fmoney\u002F2020\u002F08\u002F18\u002F903221371\u002Fhow-the-pandemic-is-making-the-gender-pay-gap-worse\"\u003Eincluding high-paying roles\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08vx8n0"],"imageAlignment":"centre","imageAltText":"File image of a woman working from home with her children","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFlexible work also needs to be available to and \u003Ca href=\"https:\u002F\u002Fwww.equalityhumanrights.com\u002Fen\u002Fpublication-download\u002Fresearch-report-16-flexible-working-policies-comparative-review\"\u003Etaken up by men\u003C\u002Fa\u003E. The multiple burdens that suppress women’s achievements won’t ease until men take on a greater share of domestic and caring responsibilities, and also become more likely to downsize or adjust their own hours when family circumstances change. But this is challenging in practice. Hegewisch points out that in a heterosexual couple, “if one person has to cut back… for care, it is likely to be the person who earns less in a couple, and that is more likely still to be the woman.” \u003C\u002Fp\u003E\n\u003Cp\u003ESome families can make it work, but a certain combination of advantages has to be in place. “We’re one of the really lucky ones,” says Hellen Stirling-Baker, who has just reopened her business, an ethical children’s shop in Sheffield, UK, called Small Stuff. During much of lockdown she had to move her shop from bricks-and-mortar to online, but sales haven’t suffered hugely. Crucially, she says, she and her husband have been equally dividing domestic tasks and care of their four-year-old son. As he works for a bank and has a more rigid schedule even though he’s working from home, he’s been taking on the evening shift of cooking dinner and caring for their son, as well as helping her reopen the shop.    \u003C\u002Fp\u003E\n\u003Cp\u003EThe period of temporary – though hectic – flexibility for the self-employed Stirling-Baker allowed her to reorient her business and buffer the unpredictability of her son’s new life. She’s now found a new location for Small Stuff that’s larger, allows for social distancing and comes with a rent-free period. It helped that she could compensate for her husband’s strict schedule by making her own hours, but that can’t continue once the shop is running normally. And the hard work is taking a toll. Stirling-Baker hasn’t been sleeping much, she acknowledges, and is focused on the crucial Christmas period for retail sales, while trying not to think too much on the uncertain period beyond that.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EShort-term solutions\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThere are, of course, things that employers can do to incorporate flexibility and help ease the impact of the pandemic recession on women. Managers can set more realistic expectations and re-evaluate performance criteria – for instance, not criticising employees for working outside of core hours. This would help relieve the exhaustion that’s particularly affecting certain groups of women (although companies that are already crunched may find it hard to be generous). Only about half of North American workplaces surveyed by McKinsey and Lean In had communicated their productivity expectations during the pandemic, and just 37% had changed the performance review process. \u003C\u002Fp\u003E\n\u003Cp\u003EEmployers can improve flexibility, communication and support to employees of all genders. Anita Bhatia, a deputy leader of UN Women, commented in the Women Leaders in Global Health Conference on 15 October: “The private sector has a huge role to play: to say that they will create flexible working conditions for women to come back and that they will not penalise women for stepping off the career track if they have to.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08vx8wg"],"imageAlignment":"centre","imageAltText":"File image of a shuttered playground","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet there’s only so much that individual organisations can do. According to Michèle Tertilt, a family economist at the University of Mannheim in Germany, the measure that would help more than any other in curbing the shecession is reopening schools – especially for the young children whose care is so demanding. As Hegewisch comments, “What the crisis has shown is that [telework] will only work if the childcare and education infrastructure is there. I always go through the roof when I see these [images of] glorious days of working from home and you have this dad sitting in front of his computer with a toddler on his knee. And I think, ‘Yeah, have you ever tried to work like that?’ It’s ridiculous.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe reopening of her son’s school was what allowed Stirling-Baker to plan for the reopening of her shop. If the school were to close again, the shop’s doors might need to shutter as well. “There isn’t a huge amount of wiggle room with what we can do,” she reflects, even though she considers herself luckier than many. \u003C\u002Fp\u003E\n\u003Cp\u003EMore generally, Covid-19 has exacerbated the pre-existing childcare crisis. “People are very afraid that this is going to do long-term damage to the childcare infrastructure,” says Hegewisch. In addition to shutting many childcare facilities, the pandemic may shift demand for care away from big facilities to small, neighbourhood-level providers, sometimes operating from their homes. Local businesses are more attractive when people are being encouraged to stay put, and small providers can more easily reduce the numbers of people mixing. But in the US, those smaller providers have been in decline for years. The knock-on effects are likely to perpetuate the harms to women’s careers. Overall, the pandemic adds urgency to the argument for \u003Ca href=\"https:\u002F\u002Filoblog.org\u002F2020\u002F08\u002F20\u002Fput-gender-equality-at-the-heart-of-the-post-covid-19-economic-recovery\u002F\"\u003Estrengthened government investment in the care sector\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Our model simulations suggest that it will take a long time for women to catch up to pre-pandemic levels - Michèle Tertilt","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETertilt also recommends financial stimulus payments to those who have lost jobs, particularly single mothers. Some countries, \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fd41586-020-02006-z\"\u003Esuch as Togo\u003C\u002Fa\u003E, have granted more generous recovery payments to women. However, gender-sensitive recovery plans are still few and far between, and would need further sensitivity around factors like income level and informal job status to ensure that the hardest-hit women are receiving the most support. \u003C\u002Fp\u003E\n\u003Cp\u003EThis is important because the short-term picture for women is grim. “Our model simulations suggest that it will take a long time for women to catch up to pre-pandemic levels,” explains Tertilt. “The reason is a ‘scarring effect’ – when women do not work for a while, they will likely find worse jobs when they re-enter. Similarly, women who reduce hours will likely miss career opportunities.”\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ELonger-term projections\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EEven for this unprecedented recession, history provides some warnings of the gendered impacts to come. Previous pandemic experiences, such as of Ebola in West Africa, suggest that girls and young women who leave education or employment during disease outbreaks are \u003Ca href=\"https:\u002F\u002Fplan-international.org\u002Fpublications\u002Fliving-under-lockdown#download-options\"\u003Eless likely to return\u003C\u002Fa\u003E than their male peers. Pregnancy rates increase, skills gaps widen, and girls and women \u003Ca href=\"https:\u002F\u002Fplan-international.org\u002Fblog\u002F2020\u002F06\u002Feconomic-impacts-covid-19-girls-and-women\"\u003Etake on even more domestic tasks\u003C\u002Fa\u003E as other household members stay home or fall ill. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd as the International Labour Organization has \u003Ca href=\"https:\u002F\u002Fwww.ilo.org\u002Femppolicy\u002Fpubs\u002FWCMS_751785\u002Flang--en\u002Findex.htm\"\u003Estarkly put it\u003C\u002Fa\u003E, “previous crises offer some cautionary lessons for the current one. They illustrate that when jobs are scarce, women are denied economic opportunity and security relative to men.” \u003C\u002Fp\u003E\n\u003Cp\u003EEven so, the recessions of the recent past have actually reduced the gender pay gulf, because men have taken the brunt of job losses. The analysis of Tertilt and her colleagues found, as she explains, that a typical recession “decreases the gender wage gap by a sizeable amount, but a pandemic recession increases the gap by an even larger amount”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08vx98y"],"imageAlignment":"centre","imageAltText":"File image of two schoolgirls near Freetown, Sierra Leone, in June 2013","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut the silver lining is that Tertilt and her colleagues believe that this worsening of gender inequality will continue only into the short to medium term. This is mainly because men are taking on more in-home tasks, potentially freeing up time for women to devote to careers (or leisure). In a pandemic recession, men who can telework, like Stirling-Baker’s husband, \u003Ca href=\"https:\u002F\u002Fwww.iza.org\u002Fpublications\u002Fdp\u002F13562\u002Fthis-time-its-different-the-role-of-womens-employment-in-a-pandemic-recession\"\u003Etake on a greater share of childcare\u003C\u002Fa\u003E. In some cases, they become the primary carer. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.iied.org\u002Faddressing-gendered-other-inequalities-will-be-central-covid-19-recovery\"\u003EIn countries including Kenya and the Philippines\u003C\u002Fa\u003E, men are increasingly taking on childcare. In an Italian sample, \u003Ca href=\"https:\u002F\u002Fpapers.ssrn.com\u002Fsol3\u002Fpapers.cfm?abstract_id=3636627\"\u003Eshared responsibility for childcare has increased by 17%\u003C\u002Fa\u003E during the pandemic. (However, Italian women, like many women, are \u003Ca href=\"http:\u002F\u002Fwww.ingenere.it\u002Fen\u002Farticles\u002Fcovid19-crisis-time-for-fathers\"\u003Estill logging more hours on chores and childcare\u003C\u002Fa\u003E than men.) In an optimistic scenario, women and men may emerge from the pandemic with a less skewed distribution of domestic responsibilities. Tertilt and colleagues draw parallels to World War Two – another globally catastrophic event that had a bright side in the way that it normalised female workforce participation and changed gender roles.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBut, of course, not all men can work remotely. And women have a \u003Ca href=\"https:\u002F\u002Fwww.genderandcovid-19.org\u002Fresearch\u002Fwhat-do-we-know-about-women-and-covid-19-in-low-and-middle-income-countries-from-the-peer-reviewed-literature\u002F\"\u003Esmaller financial cushion\u003C\u002Fa\u003E to begin with, so their economic reserves are likely to be depleted faster than men’s. Hegewisch draws on a different historical experience. From the Great Recession that started in 2007, she says, “We know that women were more likely than men to dip into their retirement savings.” \u003C\u002Fp\u003E\n\u003Cp\u003EAs well, recovery measures are \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC7533958\u002F\"\u003Eoverwhelmingly being led by men\u003C\u002Fa\u003E, without sufficient attention always being paid to women’s needs. Hegewisch urges more consideration of “how far women are part of those commissions that are being set up now on how to reopen the economy post-Covid. What we can see is that they’re often under-represented.” \u003C\u002Fp\u003E\n\u003Cp\u003ESo, if women are excluded from crucial decision-making spheres, if men don’t actually \u003Ca href=\"https:\u002F\u002Fwww.unwomen.org\u002Fen\u002Fnews\u002Fstories\u002F2020\u002F4\u002Fnews-heforshe-launches-heforsheathome-campaign\"\u003Estep up in the home\u003C\u002Fa\u003E and if the childcare crisis persists, then the pandemic will represent a massive step backward in the overall march toward gender equality.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-10"}],"collection":["worklife\u002Fcolumn\u002Funknown-questions"],"disableAdverts":false,"displayDate":"2020-10-27T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why this recession disproportionately affects women","headlineShort":"What will the ‘shecession’ mean?","image":["p08vx7p9"],"imageAlignment":"centre","imageAltText":"File image of woman placing a 'Closed' sign on a cafe","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20201007-the-changes-that-could-help-women-stay-employed","worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives","worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch"],"relatedTag":null,"summaryLong":"The Covid-19 recession is unique among modern economic shocks in its harm to women’s finances and prospects. Can this be reversed?","summaryShort":"Can the harm to women’s employment and prospects be reversed?","tag":["tag\u002Fhow-we-work","tag\u002Fgender"],"textToSpeech":false,"creationDateTime":"2020-10-26T19:50:49.039753Z","entity":"article","guid":"9a500efc-3e93-4bd6-a1df-825795f5be9f","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women","modifiedDateTime":"2022-02-25T06:57:35.511047Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women","cacheLastUpdated":1654031017148},"worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping","_id":"6267df901f4b7b2f4603f7f4","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Online shopping is now ingrained in our day to day, but snapping up whatever you want with the click of a mouse wasn't always so commonplace.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHow many times have you clicked ‘check-out’ to buy something in the last few months? If\u003Ca href=\"https:\u002F\u002Ftechcrunch.com\u002F2020\u002F05\u002F12\u002Fus-e-commerce-sales-jump-49-in-april-led-by-online-grocery\u002F\"\u003E the spike in online sales amid Covid-19\u003C\u002Fa\u003E is any indicator (or, perhaps, the list of merchants on your last credit card statement), it’s probably a lot.\u003C\u002Fp\u003E\n\u003Cp\u003EGroceries, books, beauty supplies, \u003Ca href=\"https:\u002F\u002Fwww.marketwatch.com\u002Fstory\u002Fcoronavirus-has-closed-pools-so-people-are-buying-kiddie-pools-and-building-backyard-resorts-for-socially-distant-summer-fun-2020-05-19\"\u003Einflatable children’s pools\u003C\u002Fa\u003E as the pandemic persists, we have relied on ecommerce to get things to our doors, contact-free and fast. These things range from essentials to not-so-quite essentials: in Canada in April, online shoppers trapped at home \u003Ca href=\"https:\u002F\u002Fwww.cbc.ca\u002Fnews\u002Fcanada\u002Fedmonton\u002Fweird-things-buying-covid-purchases-1.5534194\"\u003Ewere scooping up\u003C\u002Fa\u003E canned quail eggs, sitar strings and trampolines for the kids.\u003C\u002Fp\u003E\n\u003Cp\u003EFrom panic buying and hoarding, we already know that the stress of the pandemic can \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200304-coronavirus-covid-19-update-why-people-are-stockpiling\"\u003Ebreak our brains and morph our buying habits\u003C\u002Fa\u003E. However, even though online shopping has been around for years – actually, decades – it’s only become truly mainstream recently. Amazon has been around since the mid-’90s, but by even 2010 in the US, online shopping only \u003Ca href=\"https:\u002F\u002Fwww.digitalcommerce360.com\u002Farticle\u002Fe-commerce-sales-retail-sales-ten-year-review\u002F\"\u003Emade up just more than 6% of all retail sales\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd now? Internet sales as a total percentage of sales in the UK rocketed from 2.8% in November 2006 to 18.9% in February 2020 – and then \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Fbusinessindustryandtrade\u002Fretailindustry\u002Ftimeseries\u002Fj4mc\u002Fdrsi\"\u003Eshot up again to 30% in April 2020 because of the pandemic\u003C\u002Fa\u003E. In May 2020, sales from “non-store retailers” \u003Ca href=\"https:\u002F\u002Fwww.census.gov\u002Fretail\u002Fmarts\u002Fwww\u002Fmarts_current.pdf\"\u003Ein the US were up 30.8% from May 2019\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBefore Covid-19, relying on the internet for shopping hadn't been so ingrained in our day-to-day lives. A couple of decades ago, online shopping was a novelty, just as the internet itself still was. Most people were only buying hard-to-find records or obscure action figures on eBay.\u003C\u002Fp\u003E\n\u003Cp\u003ESo how did we get to the point where online shopping became a way of life? And where will it guide us in the post-pandemic future?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhere we began\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn 1984, in Gateshead, England, a 72-year-old grandmother named Jane Snowball sat down in her armchair and used \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fmagazine-24091393\"\u003Eher television remote control to place an order\u003C\u002Fa\u003E of margarine, cornflakes and eggs.\u003C\u002Fp\u003E\n\u003Cp\u003EShe used the ‘Videotex’ system developed by English inventor Michael Aldrich, says Jonathan Reynolds, associate professor in retail marketing and deputy dean of Oxford University’s Saïd Business School. Aldrich took her TV and turned it into a computer terminal: she used the Videotex technology to generate a shopping list on her TV screen, and her order was phoned in to her local Tesco. The goods were then sent to her door, like magic.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In 1994, US chain Pizza Hut started selling pizzas online through their early ‘PizzaNet’ portal – an ancient-looking flat, grey website","id":"worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“It was originally conceived as a social service [for the elderly and disadvantaged],” says Reynolds. “The system, which pre-dated the public Internet, relied upon the development of a closed network of computers.” Little did Aldrich or Snowball know that their nifty tech experiment laid the framework for an industry now worth £118bn ($186bn) in the UK.\u003C\u002Fp\u003E\n\u003Cp\u003EFollowing this early grocery service, the next major innovation in the online shopping space is said to have occurred in 1994, when a computer whiz called Daniel M Kohn, then aged 21, set up an online marketplace called NetMarket. It was not only dubbed a “\u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F1994\u002F08\u002F12\u002Fbusiness\u002Fattention-shoppers-internet-is-open.html\"\u003Enew venture that is the equivalent of a shopping mall in cyberspace”\u003C\u002Fa\u003E, but also marked the first digitally secure transaction. The first purchase? A Sting CD, retailing at $12.48 (£10).\u003C\u002Fp\u003E\n\u003Cp\u003EFrom then, the early internet – with its screeching dial-up sounds – trickled its way into people’s homes. And while today virtually all big corporations are online, in the early days only a few committed to an ecommerce strategy.\u003C\u002Fp\u003E\n\u003Cp\u003EOne of those was Pizza Hut. In 1994, the US chain started selling pizzas online through their early\u003Ca href=\"https:\u002F\u002Fwww.pizzahut.com\u002Fassets\u002Fpizzanet\u002Fhome.html\"\u003E ‘PizzaNet’ portal\u003C\u002Fa\u003E – a flat, grey website that looks as ancient as you may expect, with fields only for a customer’s address and phone number.\u003C\u002Fp\u003E\n\u003Cp\u003EBut 1994 was also a watershed year for online shopping: it’s the same year Amazon launched – which, at that time, sold mostly books. \u003Ca href=\"https:\u002F\u002Fwww.britannica.com\u002Ftopic\u002FeBay\"\u003EeBay followed\u003C\u002Fa\u003E in 1995. Rakuten, Japan’s biggest ecommerce site that’s expanded into Western markets the past few years, \u003Ca href=\"https:\u002F\u002Fvisual.ly\u002Fcommunity\u002FInfographics\u002Fbusiness\u002Fhistory-rakuten-japans-largest-e-commerce-site\"\u003Elaunched two years later\u003C\u002Fa\u003E. China’s Alibaba, in 1999. These companies were setting the stage for an online shopping transition: a wide variety of offerings, consumer accessibility and innovative technology.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMid-1990s globalisation was also a major catalyst that “made ecommerce a viable and highly profitable selling channel”, says Thomaï Serdari, adjunct professor at New York University's Stern School of Business. The connected world enabled production to scale up quickly and significantly, for products at many price tiers. “Consumers were eager to find either the best or the most acceptable quality product at the prices they could afford. The internet gave them the tool to conduct extensive research before purchasing an item. It also gave them the insights on how to evaluate the price-to-value ratio and finally the means to purchase.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhile early trailblazers such as Amazon and eBay – which dominate the industry today – provided the platform for online shopping, Serdari says it was really the consumer shift in behaviour that led to online shopping taking off. “It was actually consumers who embraced this type of marketplace as a democratised way to consume,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EGaining steam\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EA real inflection point for online shopping as we know it today could be traced to around 2017. By the end of the prior year, many Americans were “\u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Fnews\u002Fwonk\u002Fwp\u002F2017\u002F07\u002F13\u002Fhow-your-shopping-habits-are-hurting-american-jobs-especially-today\u002F\"\u003Estarting to shop online as often as [they] take out the trash\u003C\u002Fa\u003E”; \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Finternet\u002F2016\u002F12\u002F19\u002Fonline-shopping-and-e-commerce\u002F\"\u003Eaccording to the Pew Research Center\u003C\u002Fa\u003E, eight in 10 Americans used a computer or phone to buy something online that year – as opposed to the just 22% who did so in 2000. More phones in consumers’ hands helped facilitate the jump as\u003Ca href=\"https:\u002F\u002Fwww2.deloitte.com\u002Fcontent\u002Fdam\u002FDeloitte\u002Fus\u002FDocuments\u002Ftechnology-media-telecommunications\u002Fus-global-mobile-consumer-survey-second-edition.pdf\"\u003E smartphone penetration hit 80% worldwide by 2017\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Between March 2020 and April 2020 in the US, ecommerce sales jumped 49%, led by online grocery with a 110% boost in daily sales","id":"worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENow, data from 2019 shows that ecommerce comprises 16% of sales in the US. That represents $601.75bn (£489bn) of spending. Shopify, a global ecommerce software giant, reported that worldwide, \u003Ca href=\"https:\u002F\u002Fwww.shopify.com\u002Fenterprise\u002Fthe-future-of-ecommerce\"\u003Eonline sales topped $3.5tn (£2.8tn) the same year\u003C\u002Fa\u003E. In the US, those numbers in the first quarter of 2020 (before the pandemic) \u003Ca href=\"https:\u002F\u002Fwww.census.gov\u002Fretail\u002Fmrts\u002Fwww\u002Fdata\u002Fpdf\u002Fec_current.pdf\"\u003Erose more than 14%\u003C\u002Fa\u003E from the same period in 2019.\u003C\u002Fp\u003E\n\u003Cp\u003EBut 2020 has changed not only the importance of online shopping – but significantly accelerated its growth. Barbara Kahn, marketing professor at the University of Pennsylvania’s Wharton School of Business, says that the pandemic has accelerated online shopping adaptation by two to three years.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd, what’s led to surges in online sales numbers is the very thing that Jane Snowball herself first ordered via her remote: groceries. Between March 2020 and April 2020 in the US, ecommerce sales jumped 49%, \u003Ca href=\"https:\u002F\u002Ftechcrunch.com\u002F2020\u002F05\u002F12\u002Fus-e-commerce-sales-jump-49-in-april-led-by-online-grocery\u002F\"\u003Eled by online grocery\u003C\u002Fa\u003E with a 110% boost in daily sales. Kahn says that ecommerce has finally reached the kind of high penetration (the kind that makes more sense relative to its age) because people have turned to the internet to buy food.\u003C\u002Fp\u003E\n\u003Cp\u003E“It’s interesting with Covid, because groceries didn’t have a high penetration [in online shopping],” she says. She contrasts that to online shopping’s earlier days, where people may have used it to buy books or electronics like computers. “Not everybody buys computers, but everybody buys groceries.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EHere to stay?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe online shopping landscape hasn’t only changed due to accelerated adoption of ecommerce as well as a massive jump in merchants offering online shopping out of necessity. (“About 30% of businesses sell online, but Covid-19 forced many more retailers to try ecommerce as a means to survival,” says Serdari.) \u003C\u002Fp\u003E\n\u003Cp\u003EBut it’s a necessity that’s also done from the comfort of our own homes, and easier to do nowadays since more grocers and stores have adopted online ordering, door-side delivery or kerbside pick-up (click-and-collect). “That convenience has really elevated online shopping,” adds Joy Lu, an assistant professor of marketing who specialises in consumer psychology at Carnegie Mellon University in the US state of Pennsylvania.\u003C\u002Fp\u003E\n\u003Cp\u003EStill, despite these positive signs for the future of online shopping, consumers have \u003Cspan\u003E\u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fus-usa-economy\u002Fcoronavirus-sinks-u-s-consumer-spending-savings-hit-record-high-idUSKBN2352CI\"\u003Eclosed up their wallets\u003C\u002Fa\u003E\u003C\u002Fspan\u003E due to the pandemic, even though there’s a post-coronavirus surge in procuring what people do want and need online.\u003C\u002Fp\u003E\n\u003Cp\u003EThe lingering question is whether online shopping will maintain steady – or even meteoric – growth when consumers can \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200703-will-the-high-streets-get-shoppers-back\"\u003Ehead back to High Street shops\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EThere may also be a rise in hybrid “omnichannel” shops, says Kahn, refers to companies like Amazon that combine online shopping and physical storefronts with services like Amazon Go. The company tracks your online purchasing habits and has groceries ready to go for pick up at a physical shop as you’re on your way home from work.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd after the pandemic? While online shopping started out as a requirement amid social distancing measures and contagion fears, there may be no going back from the new normal of retail – especially now that customers see how doable, easy and fast it is, now that they’ve been forced to do it.\u003C\u002Fp\u003E\n\u003Cp\u003E “People are less patient,” Kahn says. “There’s been a change in expectations.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping-10"}],"collection":null,"disableAdverts":false,"displayDate":"2020-07-27T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The curious origins of online shopping","headlineShort":"Why e-commerce took decades to catch on","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":false,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Online shopping is now ingrained in our day to day, but snapping up whatever you want with the click of a mouse wasn't always so commonplace.","summaryShort":"It took a global pandemic for online shopping to become truly mainstream","tag":[],"textToSpeech":false,"creationDateTime":"2020-07-26T20:37:02.563579Z","entity":"article","guid":"cbc268cd-a014-4b81-b2ec-1003b69edd12","id":"worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping","modifiedDateTime":"2022-02-25T06:52:30.457921Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping","cacheLastUpdated":1654031017147},"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers","_id":"6267dff81f4b7b7039702017","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fnadra-nittle"],"bodyIntro":"An increasing number of brands are extending size ranges. It’s an improvement for plus-size consumers – but are companies’ motivations always in the right place?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENothing makes Aisha Fairclough feel more like a valued shopper than when a retailer’s clothing fits her. “Being able to walk into a store and find your size makes customers feel they are seen,” she says.  \u003C\u002Fp\u003E\n\u003Cp\u003EFor years, this experience occurred infrequently for Fairclough, the cofounder of Body Confidence Canada, as few mass retailers sold styles in a wide range of sizes. Consumers like her, categorised as ‘plus size’, have mostly had to shop at speciality retailers for clothes, even though the average \u003Ca href=\"https:\u002F\u002Fwww.refinery29.com\u002Fen-ca\u002F2018\u002F10\u002F213615\u002Fcanadian-plus-size-clothes-inclusive-designers\"\u003ECanadian woman wears about a size 14\u003C\u002Fa\u003E (a UK size 18). Most women in the \u003Ca href=\"https:\u002F\u002Fwww.today.com\u002Fstyle\u002Fwhat-s-average-size-16-new-normal-us-women-t103315\"\u003EUS\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.independent.co.uk\u002Flife-style\u002Fhealth-and-families\u002Fwomens-body-changes-1957-self-image-fashion-weight-health-sizes-positive-a7633036.html\"\u003EUK\u003C\u002Fa\u003E also belong to this group, and have found \u003Ca href=\"https:\u002F\u002Fwww.huffpost.com\u002Fentry\u002Fplus-size-shopping-frustrating-things_n_7163956\"\u003Eshopping\u003C\u002Fa\u003E exhausting in an industry that has habitually excluded them to promote a thin and often unattainable ideal, even as consumers have increasingly worn larger sizes on average throughout the last few decades.\u003C\u002Fp\u003E\n\u003Cp\u003EBut during the past five years, the body positivity and fat acceptance movements have grown popular enough to influence mainstream culture. “Celebrities and fashion groups have outwardly endorsed plus-size models,” says Tom Burgess, industry analyst for the US-based global market research firm IBISWorld. “Marketing campaigns, such as Dove’s Real Beauty, encouraged body positivity, leading to growth in the downstream market as plus-size men and women spend more time on their image.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08wkppy"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs a result, both independent fashion brands and multinational corporations in North America and the UK have extended their size ranges. In fact, the plus-size market has been growing twice as fast as the straight-size market, says Alice Rodrigues, senior consultant at Alvanon, an international apparel-business consulting firm. In the UK, plus-size women's clothing stores had an \u003Ca href=\"https:\u002F\u002Fwww.ibisworld.com\u002Funited-kingdom\u002Fmarket-research-reports\u002Fplus-size-womens-clothing-stores-industry\u002F\"\u003Eaverage industry growth of 1.9%\u003C\u002Fa\u003E from 2015 to 2020, and a market size of £734m ($963m), according to IBISWorld. In contrast, the UK’s clothing sector overall experienced a negative \u003Ca href=\"https:\u002F\u002Fwww.ibisworld.com\u002Funited-kingdom\u002Fmarket-research-reports\u002Fclothing-retailing-industry\u002F\"\u003Eaverage industry growth of -0.8%\u003C\u002Fa\u003E during the same period. Even amid the pandemic, as fashion consumption drops, the plus-size clothing industry’s profits are projected to grow. Similar trends can be found in the US, where the market value of the \u003Ca href=\"https:\u002F\u002Fwww.telegraph.co.uk\u002Ffashion\u002Fnews\u002Fplus-size-one-clothing-sectors-have-grown-year-isnt-choice\u002F\"\u003Eplus-size apparel industry has an estimated worth of $24bn\u003C\u002Fa\u003E (£18.3bn). \u003C\u002Fp\u003E\n\u003Cp\u003EFollowing in the footsteps of companies such as H&M, Nike, Anthropologie, Asos and Reformation, Lululemon Athletica is one of the latest retailers to offer ‘inclusive sizing’. The yoga outfitter \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2020-09-08\u002Flululemon-once-chided-for-body-shaming-to-offer-larger-sizes\"\u003Eannounced in September\u003C\u002Fa\u003E that it had expanded its apparel to a US size 20 (UK size 24). The move comes seven years after the company’s chairman Chip Wilson resigned \u003Ca href=\"https:\u002F\u002Fabcnews.go.com\u002FUS\u002Flululemon-founder-chip-wilson-blames-womens-bodies-yoga\u002Fstory?id=20815278#:~:text=Lululemon%20Founder%20Blames%20Women's%20Bodies,t%20work%22%20for%20their%20pants.&text=%22Frankly%2C%20some%20women's%20bodies%20just,TV's%20%22Street%20Smart%22%20program.\"\u003Efollowing his remarks\u003C\u002Fa\u003E that “some women's bodies just don't actually work” for Lululemon’s leggings. In 2005, Wilson said that selling clothes bigger than a size 12 (UK size 16) – the cut off for so-called ‘straight sizes’ – would be a “\u003Ca href=\"https:\u002F\u002Fwww.huffpost.com\u002Fentry\u002Flululemon-plus-size_n_3675605\"\u003Emoney loser\u003C\u002Fa\u003E” for his business.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"As the plus-size market has opened up, many consumers who’ve been ignored by straight-size retailers for years are sceptical about the touted ‘embrace of inclusivity’","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut as the plus-size market has opened up, many consumers who’ve been ignored by straight-size retailers for years are sceptical about the touted ‘embrace of inclusivity’. They may be on to something: marketing experts say that adding these sizes can help a brand appear more progressive and less elitist, and retailers stand to profit from size inclusion as the percentage of consumers who wear plus-size clothes rises.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘A slap in the face’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYet, when companies \u003Cem\u003Edo \u003C\u002Fem\u003Eadd plus-sized options, there are still many ways that they can strike the wrong chord with their target market. The British retailer \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-44121064\"\u003ENew Look made international headlines\u003C\u002Fa\u003E in 2018 and faced accusations of instituting a “fat tax” after selling \u003Ca href=\"https:\u002F\u002Fwww.cosmopolitan.com\u002Fuk\u002Ffashion\u002Fa20713961\u002Fnew-look-plus-size-clothing-pricing-fat-tax\u002F\"\u003Eselect plus-size garments for 15% more\u003C\u002Fa\u003E than the comparable garments in straight sizes. “Charging more for plus-size clothing is offensive and insulting because you are prioritising smaller-size customers,” says Fairclough. “What's equitable about that?” \u003C\u002Fp\u003E\n\u003Cp\u003EThere’s also concern that the traditional retailers broadening their ranges aren’t truly inclusive because they offer a limited number of large sizes rather than a variety of them. “Inclusive sizing means that all bodies are included in fashion,” says Fairclough. “Instead, it's like designers pick a number that they think is big enough to include plus sizes and they stop. Some brands have started to cater to modestly plus-size shoppers, but they have not gone far enough.”\u003C\u002Fp\u003E\n\u003Cp\u003EThomaï Serdari, professor of marketing at New York University’s Leonard N Stern School of Business, says that consumers consider it “a slap in the face” when a retailer launches a plus collection that only includes the smallest sizes in the category. It gives the impression that companies are just trying to grab a share of the market without a real commitment to the community. “This is really even more disrespectful for consumers,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08wkpbz"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELululemon is already contending with concerns from members of the plus-size community who say that simply expanding to a size 20 doesn’t cut it. In the US, where the Canadian company has a significant following, the \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fdidemtali\u002F2016\u002F09\u002F30\u002Fthe-average-woman-size\u002F#547644e12791\"\u003Eaverage woman wears between a size 16 and 18\u003C\u002Fa\u003E (UK size 20 and 22). This means that many consumers need sizes well beyond a 20. Fairclough, for example, says she wears between a size 18 and 22, depending on the clothing brand.\u003C\u002Fp\u003E\n\u003Cp\u003EIn response to the criticism that it is not inclusive enough, Lululemon reportedly took to social media to call the rollout of its additional sizes “\u003Ca href=\"https:\u002F\u002Fca.style.yahoo.com\u002Flululemon-size-expansion-draws-mixed-reviews-161921890.html\"\u003Ea first step\u003C\u002Fa\u003E”, suggesting that it will diversify its offerings in the future. \"Earlier this year, we took the important first step toward creating a more inclusive product assortment by introducing new size range and fit offerings. This is just the beginning and we will continue to increase our size and fit offerings every season going forward,\" a Lululemon spokesperson told the BBC.\u003C\u002Fp\u003E\n\u003Cp\u003EMarie Southard Ospina, a Hebden Bridge, UK-based journalist who covers body-image issues, says she suspected that the popularity of body positivity would lead brands to capitalise on the trend. “When I see brands with a history of either ignoring or outright belittling fat bodies try to get in on the trend by adding a few sizes, it doesn't feel like they care about fat people,” she says. “Virtue signalling is definitely a good term for it.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWalk the walk\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMisdeeds like charging customers more for plus sizes or speaking ill of women’s bodies require brands to rehabilitate their image. But even as they make strides, companies shouldn’t assume that consumers will forgive them, says Ludovica Cesareo, an assistant professor of marketing at the College of Business of Lehigh University in the US. “Just because you launch a plus-size line doesn’t mean they’re going to all of a sudden buy your brand,” she says. “Consumers really care about values, and so they want to buy from brands that reflect the values they believe in.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It's like designers pick a number that they think is big enough to include plus sizes and they stop – Aisha Fairclough","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECesareo points to mainstream brands like Fabletics and Nike for offering plus size apparel years ago. She singles out Nike for including \u003Ca href=\"https:\u002F\u002Fwww.cnn.com\u002Fstyle\u002Farticle\u002Flondon-nike-mannequins-scli-intl\u002Findex.html\"\u003Eplus-size mannequins in its flagship London store\u003C\u002Fa\u003E in 2019, sending the message that the company values customers of all body types. At the time, Nike \u003Ca href=\"https:\u002F\u002Fwww.telegraph.co.uk\u002Fwomen\u002Flife\u002Fobese-mannequins-selling-women-dangerous-lie\u002F\"\u003Efielded some criticism\u003C\u002Fa\u003E from people incredulous that shoppers who wear plus sizes engage in physical fitness. Still, web \u003Ca href=\"https:\u002F\u002Fwww.ypulse.com\u002Farticle\u002F2019\u002F06\u002F14\u002Fnikes-plus-size-controversy-is-boosting-profits-on-the-viral-list\u002F\"\u003Esearches for the brand’s\u003C\u002Fa\u003E plus-size clothes spiked shortly after the mannequins debuted, drawing attention to the fact that people of all body types work out—a bigger body doesn’t mean an inactive one. \u003C\u002Fp\u003E\n\u003Cp\u003EOspina agrees that she would much rather give her money to retailers that have made an effort to listen to plus-size consumers and hire plus-size people than those that have overlooked – or, worse – insulted the community. As a plus-size consumer, she opts for brands with a track record of caring about larger people, especially independent brands that “often have plus-size people at the helm of their business – or if they don't, they do their best to talk to, work with and centre fat folks as much as possible”. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow to succeed in business\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, retailers must go beyond merely producing clothing in a range of sizes if they hope to succeed with a body-diverse clientele, asserts Cesareo. They have to connect on a personal level with consumers who wear plus-size clothes. That means signalling to shoppers that they are seen, understood and important to retailers.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08wkpsm"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFairclough appreciates the Canadian brands and designers who served customers of all sizes before it became de rigueur. In this group, she includes designers such as Joseph Ribkoff, Anika Reid and Jeanie Becker as well as the retailer Toni Plus.\u003C\u002Fp\u003E\n\u003Cp\u003EShe remains wary, however, of companies that have just recently taken an interest in body diversity. “If brands, retailers and designers cared about plus-size consumers, then it wouldn't have taken until now to acknowledge that plus-size and fat consumers exist,” she says. “Fat people have always needed clothing. It's disappointing that companies only started to see plus-size consumers as viable because of the dollar.”\u003C\u002Fp\u003E\n\u003Cp\u003E“We deserve the same range of fashion options and looks reflected in straight sizes,” continues Fairclough. “We are not an afterthought.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003E\u003Cstrong\u003EEDITOR’S NOTE (02\u002F11\u002F2020):\u003C\u002Fstrong\u003E This article has been updated to include a comment from Lululemon.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-10"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2020-11-02T13:40:53Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Selling plus-size clothing isn’t only about pleasing shoppers","headlineShort":"The importance of size inclusivity","image":["p08wkpky"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women","worklife\u002Farticle\u002F20200722-the-curious-origins-of-online-shopping"],"relatedTag":null,"summaryLong":"An increasing number of brands are extending size ranges. It’s an improvement for plus-size consumers – but are companies’ motivations always in the right place?","summaryShort":"Why offering plus-size clothing isn’t only about pleasing shoppers","tag":["tag\u002Fhow-we-live","tag\u002Finequality"],"textToSpeech":false,"creationDateTime":"2020-11-01T21:54:28.834417Z","entity":"article","guid":"12627f9e-7980-4be9-b900-d99c16faa258","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers","modifiedDateTime":"2022-02-25T06:42:42.430629Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers","cacheLastUpdated":1654031017147},"worklife\u002Farticle\u002F20201007-the-changes-that-could-help-women-stay-employed":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20201007-the-changes-that-could-help-women-stay-employed","_id":"6267dfa61f4b7b2c132ee4ba","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Companies say they’re committed to retaining women. Now Covid-19 is torpedoing female employment, what steps should firms take to help?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn early April, soon after the US economy began its pandemic-induced nosedive, a group of researchers from Northwestern University \u003Ca href=\"https:\u002F\u002Ffaculty.wcas.northwestern.edu\u002F~mdo738\u002Fresearch\u002FAlon_Doepke_Olmstead-Rumsey_Tertilt_COVID_2020.pdf\"\u003Epublished a paper\u003C\u002Fa\u003E that noted some unusual patterns emerging. “Regular” recessions – that is, routine economic contractions not spurred by a once-in-a-century pandemic – typically hurt men’s employment more than women’s, the authors wrote, as male-dominated industries like construction and manufacturing are often the first to slow down. \u003C\u002Fp\u003E\n\u003Cp\u003EThe Covid-19 recession, on the other hand, seemed practically designed to torpedo women’s employment. Stay-at-home orders and social distancing guidelines took a heavy toll on service and hospitality jobs, where women make up a large share of employees. They also shut down the support systems – schools and day-cares — that enable many women with young children to work. Grandparents, friends and neighbours who might otherwise have helped were off-limits for fear of contagion. \u003C\u002Fp\u003E\n\u003Cp\u003EThese factors had the potential to push women out of the workforce en masse, the authors wrote. And without a concerted effort from employers to retain female talent, the damage to women’s careers could linger long after the virus is controlled. \u003C\u002Fp\u003E\n\u003Cp\u003EIn the years since the #MeToo movement brought \u003Ca href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fwhat-metoo-has-to-do-with-the-workplace-gender-gap-1540267680\"\u003Eincreased visibility to gender disparities in the workplace\u003C\u002Fa\u003E, companies around the world have publicly espoused \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2020\u002F06\u002F11\u002Fcompanies-are-making-bold-promises-about-greater-diversity-theres-a-long-way-to-go.html\"\u003Ea desire to boost the share of women in their ranks\u003C\u002Fa\u003E and ensure fair gender representation at the executive level. The Covid-19 crisis may test that commitment like never before. \u003C\u002Fp\u003E\n\u003Cp\u003E“There are a lot of companies who have thought about gender equity and have really tried to invest in promoting women, having diverse corporate leadership, and being a good place for women and mothers to work,” says Katherine Goldstein, a North Carolina-based journalist and the creator and host of The Double Shift, a podcast about working mothers. “We’re about to really see if that was lip service, or if that’s something that they’re committed to when the going gets tough.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ENew structures needed\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe early evidence of Covid-19’s impact on women’s careers is grim. At the beginning of 2020, \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Fsearch?client=safari&rls=en&q=women+majority+US+workforce&ie=UTF-8&oe=UTF-8\"\u003Ewomen made up the majority\u003C\u002Fa\u003E of the US workforce. By mid-April, women’s employment had fallen to levels \u003Ca href=\"https:\u002F\u002Ffred.stlouisfed.org\u002Fgraph\u002F?g=vw0V\"\u003Enot seen since the mid-1980s\u003C\u002Fa\u003E. When families are forced into a situation in which someone has to cut back on work in order to care for dependents, it’s typically the lower-earning partner whose career takes the hit. In the majority of dual-income heterosexual partnerships in the US, \u003Ca href=\"https:\u002F\u002Fwamu.org\u002Fstory\u002F20\u002F02\u002F17\u002Fmore-couples-are-embracing-female-breadwinners-despite-decades-old-stigma\u002F\"\u003Ethat lower earning partner is female\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20201007-the-changes-that-could-help-women-stay-employed-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of a woman working at a laptop next to her child","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201007-the-changes-that-could-help-women-stay-employed-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EUS families have largely been forced to figure out how to navigate the pandemic on their own: forming pods to share the home-school and childcare duties, and re-arranging schedules to accommodate competing demands at work and home. But forcing the burden onto individuals masks the role that employers have to play. \u003C\u002Fp\u003E\n\u003Cp\u003E“We don’t want this to be a… ‘Women, if you just pull yourself up this is going to be okay!’ [scenario] when in reality, we need to create structures that are equitable,” says Annie Warshaw, CEO and cofounder of Mission Propelle, a Chicago-based consulting agency that specializes in gender equity. \u003C\u002Fp\u003E\n\u003Cp\u003EDuring the pandemic, the primary changes workers have wanted from employers involve scheduling and flexibility, says Warshaw. With many working parents now dashing throughout the day between their laptops and their children’s online schooling, a switch from email to simpler message-based communication platforms like Slack can save valuable time that would otherwise be spent slogging through an inbox. (It takes less time to append a thumbs-up emoji to confirm receipt of a document than composing an email saying the same.) \u003C\u002Fp\u003E\n\u003Cp\u003ESchedules that consolidate work meetings into predictable chunks of the day are also useful to parents (and employees without children as well) trying to plan ahead for the week or organise care for their kids. Beyond that, however, companies should also revisit what constitutes a full weekday or workweek, and how they evaluate employee productivity. \u003C\u002Fp\u003E\n\u003Cp\u003E“There are only so many hours in the day. If we aren’t going to have childcare indefinitely, saying ‘You can just do your work from 7 pm to 2 am’ is not a sustainable solution,” says Goldstein. Given the high cost of replacing valuable workers, it might be more cost-effective for a company to keep an employee at the same level of seniority and salary but with a reduced hourly schedule. \u003C\u002Fp\u003E\n\u003Cp\u003EThis is a particularly thorny discussion in professional services like consulting firms and law offices, where billable hours are tied to compensation, advancement and even continued employment. The Northwestern research team went so far as to recommend that companies waive all billable-hours targets attached to bonus pay for female employees with children under the age of 14. They also recommend a government subsidy that replaces 80% of worker pay for employees who need to leave the workforce during the pandemic in order to care for their children, though no major US political party or figure has yet advocated for this publicly.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201007-the-changes-that-could-help-women-stay-employed-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Changing things at the federal level really does need to be the goal, because if it’s employer by employer, there are always going to be haves and have nots - Katherine Goldstein","id":"worklife\u002Farticle\u002F20201007-the-changes-that-could-help-women-stay-employed-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIf Congress doesn’t act – which seems likely, given its \u003Ca href=\"https:\u002F\u002Ftime.com\u002F5892917\u002Fcovid-relief-bill-ginsburg\u002F\"\u003Estruggles to pass Covid-19 relief\u003C\u002Fa\u003E – then companies serious about retaining working mothers should step in instead, says Goldstein, offering employees direct subsidies to pay for childcare so that they don’t have to leave the workforce entirely. But that is only a stop-gap solution. The pandemic has already worsened income inequality. Lower-paid jobs held disproportionately by women and people of colour \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Fgraphics\u002F2020\u002Fbusiness\u002Fcoronavirus-recession-equality\u002F?utm_campaign=wp_post_most&utm_medium=email&utm_source=newsletter&wpisrc=nl_most&carta-url=https%3A%2F%2Fs2.washingtonpost.com%2Fcar-ln-tr%2F2be1d14%2F5f75fcaa9d2fda0efb3ac48c%2F597294ec9bbc0f1cdce72769%2F8%2F72%2F789e91aff4d52afe5a3539279f5dd462\" target=\"_blank\"\u003Esuffered the highest job losses \u003C\u002Fa\u003Eat the start of the pandemic, and have been slower to recover since.  \u003C\u002Fp\u003E\n\u003Cp\u003E“Changing things at the federal level really does need to be the goal, because if it’s employer by employer, there are always going to be haves and have nots, and it creates more inequality,” says Goldstein. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFinding meaning\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThere’s another piece to employee retention: evaluating not just how employees work, but also what kind of work they are asked to do. Working while raising children without school or childcare is hard. If an employee doesn’t feel particularly engaged or motivated by their work – and has the resources to make choices about it – they may opt to walk away. This is more likely if the job itself feels less like a calling than a replaceable gig. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201007-the-changes-that-could-help-women-stay-employed-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of a woman working in a laboratory","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201007-the-changes-that-could-help-women-stay-employed-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“In a world with a lot of competing priorities, it’s pretty easy to say, ‘Why am I doing this?’,” says Leela Stake, a senior partner at public relations agency FleishmanHillard and head of the firm’s pro bono initiative. “More companies and organisations would be wise to think about how to make sure, especially for women, that people really feel like they are getting meaning out of their work.” Uniting people behind a purpose is important, she suggests. “In this time of crisis, if you're a healthcare leader, how are you making sure your team is addressing health equity issues to improve the lives of \u003Cem\u003Eall \u003C\u002Fem\u003Epatients? If you are a financial services leader, how are you galvanising your team to create real economic opportunity for people?”  \u003C\u002Fp\u003E\n\u003Cp\u003EFinding meaning in one’s work isn’t a privilege reserved only for those in white-collar professions. Think of the famous (if apocryphal) story of US President John F Kennedy encountering a custodian cleaning the floors on a 1961 tour of Nasa headquarters who, when asked about his role at the agency, \u003Ca href=\"https:\u002F\u002Fwww.huffpost.com\u002Fentry\u002Fwhat-every-leader-should-know-about-purpose_b_58ab103fe4b026a89a7a2e31\"\u003Eallegedly responded\u003C\u002Fa\u003E: “I’m putting a man on the moon.” In a study published in 2018 in Harvard Business Review, 90% of respondents across a range of professions and income levels said they would be \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2018\u002F11\u002F9-out-of-10-people-are-willing-to-earn-less-money-to-do-more-meaningful-work\"\u003Ewilling to earn less over a lifetime\u003C\u002Fa\u003E at a job that felt meaningful than to earn more at one that didn’t. Employees who described their work as highly meaningful were also 69% less likely to be planning to leave their jobs in the next six months. \u003C\u002Fp\u003E\n\u003Cp\u003EAt a time of great change, helping employees find a sense of value in their work can be the best retention strategy of all. “Most women are looking to get purpose out of their work, especially now,” Stake says. “I think there’s a real hunger to feel like we’re contributing meaningfully, and I think some of the less celebrated solutions lie there.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201007-the-changes-that-could-help-women-stay-employed-6"}],"collection":[],"disableAdverts":false,"displayDate":"2020-10-19T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The changes that could help women stay employed","headlineShort":"How to keep women in the workforce","image":[],"imageAlignment":"centre","imageAltText":"File image of commuters at Grand Central Station, New York","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":[],"summaryLong":"Companies say they’re committed to retaining women. Now Covid-19 is torpedoing female employment, what steps should firms take to help?","summaryShort":"If companies want to keep pandemic-hit female workers, how can they help?","tag":[],"textToSpeech":false,"creationDateTime":"2020-10-19T01:47:44.272478Z","entity":"article","guid":"8fb14283-731a-4e19-89d5-a81c43823014","id":"worklife\u002Farticle\u002F20201007-the-changes-that-could-help-women-stay-employed","modifiedDateTime":"2022-02-25T06:56:59.669621Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20201007-the-changes-that-could-help-women-stay-employed","cacheLastUpdated":1654031017148},"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives","_id":"6267df8f1f4b7b2c112f8967","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"As working mums perform more childcare and face increased job insecurity, there are fears Covid-19 has undone decades of advancement. But could the pandemic be a catalyst for progress?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPregnant and with two children under the age of six, Anna Xavier was recently so stressed about juggling work and life she threatened to move out of the family home and find her own apartment. “I am now 33 weeks, huge and super tired – housework has been a struggle,” says the entrepreneur, who quit a corporate career with a cosmetics brand to start a baby-equipment business in Stockholm a year ago.\u003C\u002Fp\u003E\n\u003Cp\u003ESince the coronavirus pandemic hit the Nordics, Xavier’s husband, who works for a company that produces protective equipment, has joined her in working from home. The couple also took their children out of daycare (which has largely remained open in Sweden) for several months, due to worries about how the coronavirus could affect expectant mothers.\u003C\u002Fp\u003E\n\u003Cp\u003EBut the situation created “huge amounts of frustration”, as Xavier, who splits household bills equally with her partner, shouldered the bulk of the childcare, cooking and cleaning, while he spent most of his days in video meetings. “We agreed that his job did take priority because he was helping the Swedish government and hospitals get equipment that could potentially save lives,” she explains. At home, “his job was at the end of the day to pack the dishwasher and stuff like that, which he didn't always do,” says Xavier.\u003C\u002Fp\u003E\n\u003Cp\u003EThe couple have since sent their children back to daycare and hired a cleaner to avoid further arguments. But by being the primary caregiver during the peak of the pandemic, 44-year-old Xavier has fallen behind on her own business goals. “I have not been able to devote so much time to it... I still feel a little bit under pressure because I’d wanted to get as much done as possible before the baby arrives,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EUnpaid labour at home\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAt the beginning of the pandemic, there were high hopes that the global shift to home-working could mean childcare and chores would be divided more equally within couples. But numerous studies of working parents’ lives during Covid-19 have shown that Xavier’s experience is far from unique: a disproportionate share of the burden is still falling on women. \u003C\u002Fp\u003E\n\u003Cp\u003EResearchers from \u003Ca href=\"https:\u002F\u002Fwww.bcg.com\u002Fpublications\u002F2020\u002Fhelping-working-parents-ease-the-burden-of-covid-19.aspx\"\u003EBoston Consulting Group\u003C\u002Fa\u003E, which surveyed more than 3,000 people in the US and Europe, found that working women currently spend an average of 15 hours a week more on unpaid domestic labour than men. In Australia, provisional results of a \u003Ca href=\"https:\u002F\u002Fmelbourneuni.au1.qualtrics.com\u002Fjfe\u002Fform\u002FSV_8d0AaumfQREdjYp\"\u003Esurvey by the University of Melbourne\u003C\u002Fa\u003E suggest that in households with children, parents are putting in an extra six hours a day of care and supervision, with women taking on more than two-thirds of the extra time.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Covid-19 has the potential to be a disaster for equality - Caroline Whaley","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis pattern is occurring regardless of income. Research by \u003Ca href=\"https:\u002F\u002Fwww.inet.econ.cam.ac.uk\u002Fresearch-papers\u002Fwp-abstracts?wp=2018\"\u003Escientists from the universities of Oxford, Cambridge and Zurich\u003C\u002Fa\u003E during March and April showed that working women in the UK, Germany and the US did more childcare and home-schooling across all wage brackets, compared to men with similar earnings. The difference was amplified in couples where the man worked outside the household during the pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003EThat’s been the experience of Tina Rehana, a 28-year-old dance teacher from Manchester. Her partner is unable to work from home, so she has been the primary caregiver for her two young children throughout the Covid-19 outbreak.\u003C\u002Fp\u003E\n\u003Cp\u003E“I literally cannot do a thing with them both around 24\u002F7... I tried one private lesson on Zoom and my kids kept running in and out, arguing,” she says. “I have absolutely no income from my dance school because it is just impossible.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Family systems are regressing’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EDespite lockdowns easing around the world, many campaigners believe there will be a long-term impact on women’s work and home lives as a result of the coronavirus. A recent \u003Ca href=\"https:\u002F\u002Fwww.unwomen.org\u002F-\u002Fmedia\u002Fheadquarters\u002Fattachments\u002Fsections\u002Flibrary\u002Fpublications\u002F2020\u002Fpolicy-brief-the-impact-of-covid-19-on-women-en.pdf\"\u003EUnited Nations\u003C\u002Fa\u003E study even warned that the pandemic could dilute decades of advancement on gender equality.\u003C\u002Fp\u003E\n\u003Cp\u003E“Covid-19 has the potential to be a disaster for equality,” agrees Caroline Whaley, co-founder of British consultancy firm Shine, which works to improve gender balance in companies. She believes “family systems are regressing” to more traditional norms due to the closure of schools, day-care centres and summer camps. “The ability of many dual-earner couples to both work because someone else is looking after their children is dissolving,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWomen, argues Whaley, are “more frequently the ones to give up their jobs” due to having lower salaries or earning expectations. In the EU, women earn an average \u003Ca href=\"https:\u002F\u002Fec.europa.eu\u002Finfo\u002Fpolicies\u002Fjustice-and-fundamental-rights\u002Fgender-equality\u002Fequal-pay\u002Fgender-pay-gap-situation-eu_en\"\u003E16% less an hour\u003C\u002Fa\u003E than men, while the figure rises to \u003Ca href=\"https:\u002F\u002Fdata.census.gov\u002Fcedsci\u002Ftable?q=s2412&hidePreview=true&tid=ACSST1Y2018.S2412&vintage=2018&g=0100000US.04000.001\"\u003E18% in the US\u003C\u002Fa\u003E, and is substantially higher in South Asia, Africa and the Middle East, according to data from the \u003Ca href=\"http:\u002F\u002Fwww3.weforum.org\u002Fdocs\u002FWEF_GGGR_2020.pdf\"\u003EWorld Economic Forum\u003C\u002Fa\u003E. \u003Ca href=\"https:\u002F\u002Fec.europa.eu\u002Feurostat\u002Fweb\u002Fproducts-eurostat-news\u002F-\u002FDDN-20190918-1?inheritRedirect=true&\"\u003EWomen are also more likely to work part-time\u003C\u002Fa\u003E, typically due to existing childcare or other family responsibilities which, says Whaley, has also fed into many couples’ decisions for mothers, rather than fathers, to step back during Covid-19.\u003C\u002Fp\u003E\n\u003Cp\u003EOther industry observers stress that even among full-time high-earning women who have so far maintained their careers while caring for children in the pandemic, many are increasingly concluding that the juggling act is unsustainable. “It’s a trend we’re seeing now, not three months ago,” says Allyson Zimmermann, a Zurich-based executive director for Catalyst, a non-profit that works to improve corporate workplaces for women. “One [major client] shared that she's seen senior women leaving because they just can't do it anymore... I am hearing more women are also going into part time.”\u003C\u002Fp\u003E\n\u003Cp\u003EZimmermann works with businesses in Europe, the Middle East and Africa, and believes the pattern has emerged in tandem with the global realisation that Covid-19 will likely disrupt our lives for at least another year, unless a vaccine becomes widely available. “It is because [the pandemic] is going to continue – most likely – and there’s not a quick fix.” Despite strong anecdotal evidence of a trend toward senior women quitting their jobs, she says there is little hard international comparative data. But her observations from the business world are already playing out in other fields.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn April, Elizabeth Hannon, deputy editor at The British Journal for the Philosophy of Science, caused a stir when she tweeted that women were submitting fewer papers during the coronavirus crisis. “If the disparities we’ve witnessed in submissions to the journal aren’t just a statistical blip, then the obvious conclusion is that women bear the brunt of these disruptions,” she recently told US intellectual site \u003Ca href=\"https:\u002F\u002Fnewrepublic.com\u002Farticle\u002F157785\u002Ffemale-scientists-bearing-brunt-quarantine-child-rearing\"\u003EThe New Republic\u003C\u002Fa\u003E. Megan Frederickson, an ecologist at the University of Toronto, later looked into the data from scientific publications and confirmed that there had been a marked \u003Ca href=\"https:\u002F\u002Fgithub.com\u002Fdrfreder\u002Fpandemic-pub-bias\u002Fblob\u002Fmaster\u002FREADME.md\"\u003Edrop in female productivity\u003C\u002Fa\u003E compared to March and April last year.\u003C\u002Fp\u003E\n\u003Cp\u003EA slump in the number of women running for public office is another concern. Ruth McGowan, author of the book Get Elected and a campaigner for increased gender equality in politics, has recently spoken about a \u003Ca href=\"https:\u002F\u002Fwww.abc.net.au\u002Fnews\u002F2020-05-24\u002Fcoronavirus-has-set-back-progress-for-women-workplace-equality\u002F12268742\"\u003Edrop in interest\u003C\u002Fa\u003E from female candidates ahead of local elections in Australia.\u003C\u002Fp\u003E\n\u003Cp\u003E\"A lot of women are looking at it and they're facing economic insecurity and more demands on their home lives,” she told Australian broadcaster \u003Ca href=\"https:\u002F\u002Fwww.abc.net.au\u002Fnews\u002F2020-05-24\u002Fcoronavirus-has-set-back-progress-for-women-workplace-equality\u002F12268742\"\u003EABC\u003C\u002Fa\u003E last month. “Not to mention worries about going out and campaigning where you can't go to public meetings, you can't stand outside supermarkets, you've got to be super savvy to run an online campaign. A lot of them are just going: Stuff it.\"\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EExisting inequalities\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMany women, meanwhile, have stopped working during Covid-19 through no fault of their own. Since they are over-represented in insecure, hourly employment and in sectors hardest hit by the pandemic (such as hospitality, leisure, retail and tourism), female workers have consequently lost their jobs or been furloughed at a higher rate than men.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"A recent United Nations study even warned that the pandemic could dilute decades of advancement on gender equality.","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the US, 11.5m women lost their jobs between February and May, compared to 9m men, according to research by the \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Ffact-tank\u002F2020\u002F06\u002F09\u002Fhispanic-women-immigrants-young-adults-those-with-less-education-hit-hardest-by-covid-19-job-losses\u002F\"\u003EPew Research Center\u003C\u002Fa\u003E. A report from the \u003Ca href=\"https:\u002F\u002Fwww.ifs.org.uk\u002Fpublications\u002F14879\"\u003EInstitute for Fiscal Studies\u003C\u002Fa\u003E (IFS) showed that British mothers were 23% more likely than fathers to have temporarily or permanently become unemployed during the pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003EFor some women, the coronavirus has also exacerbated other structural inequalities linked to factors such as such as ethnicity, class or disability. The IFS found that black Britons, for example, were less likely than all other ethnic groups to have a job that allowed them to work from home (one possible factor that may have may have contributed to the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fhealth-53035054\"\u003Eincreased risk of catching and dying from Covid-19\u003C\u002Fa\u003E among this group). People under the age of 25, single parents and those with lower levels of education had a higher risk of working for sectors shut down during the UK lockdown.\u003C\u002Fp\u003E\n\u003Cp\u003E“I'm very exhausted,” says Sharmika Dockery, 25, a single parent living in London with her seven-year-old son. After spending every weekday home-schooling, she works for around three hours an evening on her start-up \u003Cspan\u003EBeyond Strength\u003C\u002Fspan\u003E, which develops community projects for parents who have children with disabilities. “Before Covid I was applying and pitching for investments and working on my social enterprise during the day when my son was at school,” she explains. “It's been a struggle to try and get the business to the next level with everything closing down.”\u003C\u002Fp\u003E\n\u003Cp\u003EDockery has managed to pivot her business to focus on a digital platform. But cancelled events, meetings and networking opportunities mean her only income is her own disability benefits (she experiences chronic pain since undergoing an emergency caesarean section) to pay the bills. Picking up another job would be too challenging, Dockery says, both due to the need to care for her son and the unpredictable nature of her condition. “My health has been very up and down... I can end up bed bound for a few days, hobbling around.”\u003C\u002Fp\u003E\n\u003Cp\u003ECampaign groups such as Pregnant then Screwed have also highlighted additional challenges women on maternity leave faced during or in the lead-up to the crisis. Self-employed mothers, for example, are losing out because \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-52490025\"\u003Efinancial support packages for self-employed workers\u003C\u002Fa\u003E are often based on average profits over several years, without accounting for periods of maternity leave. New mothers seeking to return to work are impacted by a lack of clarity over the future availability of childcare, sparking petitions in countries including\u003Ca href=\"https:\u002F\u002Fwww.change.org\u002Fp\u002Fscott-morrison-extend-the-government-s-paid-parental-leave-to-pregnant-women-during-the-covid-19-crisis?source_location=topic_page&use_react=false\"\u003E Australia\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fmy.uplift.ie\u002Fpetitions\u002Fextend-maternity-leave-and-maternity-benefit\"\u003EIreland\u003C\u002Fa\u003E and the \u003Ca href=\"https:\u002F\u002Fpetition.parliament.uk\u002Fpetitions\u002F306691\"\u003EUK\u003C\u002Fa\u003E\u003Cspan\u003E \u003C\u002Fspan\u003Eto extend state-funded parental leave.\u003C\u002Fp\u003E\n\u003Cp\u003ECaroline Whaley, at British consultancy firm Shine, warns that some women’s lifetime earnings will never recover from the prolonged coronavirus crisis. “If you take a career break or are furloughed, your skills may get stale. So will your contacts, making it harder to get back to where you left off,” she argues. “If you’re made redundant and face unemployment, research shows that it's much harder to get back on track if you’re out of a job for more than a couple of months.” Add in that women start to experience age discrimination from their early 40s, says Whaley, and “all this adds up to a perfect storm setting women’s equality back”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-10"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EGetting back on track?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EDepressing as this might seem, there are nonetheless glimmers of hope that the pandemic may yet prove to be a catalyst for change. Although women are still doing the lion’s share of housework and childcare, there is evidence suggesting that men, at least in the western world, have upped their game since Covid-19 hit.\u003C\u002Fp\u003E\n\u003Cp\u003EUnpublished research from academics at three Canadian universities found that although most families reported little change in how chores were divided, a substantial number said that things had become more equally split. More than 40% of fathers said they were cooking more, while around 30% reported that they had increased the amount of time they spent on laundry and cleaning. Their partners agreed, although on average they gave slightly lower estimates of how much things had improved. Academic studies from \u003Ca href=\"https:\u002F\u002Fwww.uu.nl\u002Fen\u002Fnews\u002Fdivision-of-work-between-fathers-and-mothers-is-changed-by-the-corona-crisis\"\u003Ethe Netherlands\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fcontemporaryfamilies.org\u002Fcovid-couples-division-of-labor\u002F\"\u003Ethe US\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fvaeter-ggmbh.de\u002Fwp-content\u002Fuploads\u002F2020\u002F05\u002FPraesentation-Ergebnisse-Blitzumfrage.pdf\"\u003EGermany\u003C\u002Fa\u003E offer similar findings, while performance marketing company \u003Ca href=\"https:\u002F\u002Ffluentpulse.com\u002Fcovid-19-working-from-home\u002F\"\u003EFluent\u003C\u002Fa\u003E found that almost two-thirds of men wanted to keep working from home, with increased family time cited as their top reason.\u003C\u002Fp\u003E\n\u003Cp\u003E“It’s not a huge change, but it is something,” says the University of Toronto’s Melissa Milkie, who co-authored the Canadian study. She believes her team’s research is proof that increasing “actual physical presence” can play a key role in how active fathers are in the household. The absence of commuting time, increased opportunities to interact with children and, for some, shorter working hours, unemployment or furlough during the pandemic may have been “important factors” during Covid-19, says Milkie. “There are just more hours when the child is there... So, in that sense, it makes some sense that they're doing more than in the past.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-12"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Working women currently spend an average of 15 hours a week more on unpaid domestic labour than men","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-13"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt’s an opinion shared by 39-year-old Roger Dowley from Dublin, who works for a multinational tech company and is the father of two toddlers. His company gave him the chance to work a four-day week during Covid-19, and he reflects that household chores are “in many ways easier to get done now that I’m home more”.\u003C\u002Fp\u003E\n\u003Cp\u003EHis wife, Una Morrison, a senior brand manager for a global drinks business, recently decided to use up some of the couple’s unpaid parental leave (a legal entitlement in Ireland) to help ease the burden of childcare during the pandemic. But the couple say the decision was based on timing rather than traditional gender roles, since she was between major projects while he had a heavy ongoing workload.\u003C\u002Fp\u003E\n\u003Cp\u003E“We have agreed that if another batch of parental leave is needed, that he would take it,” says Morrison, who is concerned about day-cares remaining closed in Ireland. “Now that he’s seen how it worked, I hope he will.” Dowley admits he’s worried he might find it a challenge, but confirms that he’s “all open” to time off with the kids. “I’d have no problem asking [my] work, and they’ve been great with me so far... In terms of workload, being honest, it would be there before I leave and there after I leave, if you get me, and I’m sure the company can survive without me for a while!”\u003C\u002Fp\u003E\n\u003Cp\u003EMilkie is hopeful that Covid-19 experiences will encourage more couples like Morrison and Dowley to consider gender-balanced childcare solutions in the future. “It is likely that the experience of doing more may portend optimism; this is true when men take paternity leave – they tend to become more involved from that experience.” But she suggests change will likely also depend on future employment rates among women, and how accommodating companies are when it comes to offering longer-term solutions for parents to work flexibly or share leave.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ENew conversations\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ECaroline Whaley of Shine is among those feeling cautiously positive about opportunities for businesses to harness lessons from Covid-19 to improve working environments in ways that can boost gender equality.\u003C\u002Fp\u003E\n\u003Cp\u003E“One very obvious solution is flexibility, a notion that was not backed by many businesses pre-pandemic, which has now become key,” she says. “If done right, flexible working will be a game-changer for women's careers.” Whaley says that for many women, not having to commute during the pandemic has given them more options for how to structure their days, which can help them “boost productivity while maintaining a good work-life blend”.\u003C\u002Fp\u003E\n\u003Cp\u003EBut she argues that business leaders need to do more to create a culture in which increased flexibility and remote working opportunities can thrive in the long run. “Don’t just say it’s okay to be flexible; actively model that behaviour and make it okay for people to take time off, extend deadlines so that there’s longer to complete work.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-14"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-15"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn Zurich, Allyson Zimmermann also believes “there is potential for a massive change across the board” in the corporate landscape. But she advises against firms creating “blanket rules” for employees, arguing that Covid-19 has forced us all to think more about people’s personal circumstances and what they need in order to work effectively. While some may be coping with childcare demands, others may be living alone, looking after older family members, or managing long-distance relationships, which all have their own unique set of challenges. “Everyone has their own experiences,” says Zimmerman. “We have to get curious and ask questions and challenge assumptions of what the ‘home’ looks like.”\u003C\u002Fp\u003E\n\u003Cp\u003EOther campaigners, however, are concerned that progress might not be as speedy as optimists hope, especially for women in roles outside the corporate world and those who may be experiencing additional entrenched social inequities connected to factors such as class or ethnic background.\u003C\u002Fp\u003E\n\u003Cp\u003EHarriet Williams, who works as a consultant raising awareness of the challenges young parents in the UK face, believes any discussions within the business community need to go hand in hand with greater government efforts to shape more equitable labour markets. “There has always been a penalty on fathers in the home and a penalty for mothers in the workplace,” she says. \u003C\u002Fp\u003E\n\u003Cp\u003EWilliams is calling for employment protection laws for those on zero-hour or very flexible contracts, and expanding parental leave opportunities for men as well as women. But, in the meantime, the increased level of debate surrounding existing inequalities is at the very least, she argues, an important first step. “There are a lot of conversations around the family now... It's been quite positive to feel like these conversations are important and people feel really pushed to hear from different demographics.”\u003C\u002Fp\u003E\n\u003Cp\u003EBack in Stockholm, pregnant entrepreneur Anna Xavier says her partner has started to become “more willing” to take on extra household chores. “I think the ‘new normal’ will be more partners and more husbands helping. People will be working more at home, and by being more at home it provides the perfect opportunity to do more and get things done,” says Xavier. \u003C\u002Fp\u003E\n\u003Cp\u003EOne ongoing challenge, she says, is that partners can often have different perceptions of how urgent chores might be. “For [my husband], it's fine to wait another day to pack the dishwasher. It doesn't matter if the kitchen is a mess. But then I can't really cook if the kitchen is a mess, because there isn't much space.”\u003C\u002Fp\u003E\n\u003Cp\u003EShe believes there’s therefore also a need for ongoing discussions – both within households and in society more generally – about what constitutes a fair share of the load. “If you cut the grass once a week, you can’t compare that to cooking every day.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives-16"}],"collection":null,"disableAdverts":false,"displayDate":"2020-07-01T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How Covid-19 is changing women’s lives","headlineShort":"How Covid-19 is changing women’s lives","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":[],"summaryLong":"As working mums perform more childcare and face increased job insecurity, there are fears Covid-19 has undone decades of advancement. But could the pandemic be a catalyst for progress?","summaryShort":"Has the pandemic reshaped women’s lives more than men's?","tag":[],"textToSpeech":false,"creationDateTime":"2020-06-30T21:07:57.582402Z","entity":"article","guid":"63fbdf06-c3bb-4c6c-954d-e30fdf4e34b4","id":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives","modifiedDateTime":"2022-02-25T06:51:00.506462Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives","cacheLastUpdated":1654031017148},"worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch","_id":"6267dfa61f4b7b35463b8d2c","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Companies are wrestling with how to bring staff back to the office in a safe and fair manner. One US firm has created an algorithm to try and solve the puzzle.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENew York City-based start-up SquareFoot helps clients find office space in cities around the world. Today, however, the company faces a different real-estate problem: SquareFoot employs roughly 60 people, but its Manhattan office can safely hold only 27 people under the health and safety guidelines suggested by the city, state and US Centers for Disease Control. The old system of squeezing people in at open-plan tables just can’t work anymore.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe office “used to be a place you go”, says CEO Michael Colacino. “Now it’s like oil or fresh water. It’s a resource you have to conserve, allocate and think about as something totally different than a meeting place.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAs pandemic-hit nations tentatively evaluate returning to the office, thousands of companies face similar versions of SquareFoot’s conundrum. \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Fcompanies-asking-employees-to-work-from-home-due-to-coronavirus-2020#earlier-this-summer-outdoor-retailer-rei-announced-that-it-is-selling-its-brand-new-unused-8-acre-corporate-campus-in-bellevue-washington-in-an-august-12-statement-ceo-eric-artz-said-the-company-will-lean-into-remote-working-as-an-engrained-supported-and-normalized-model-for-employees-2\"\u003ESome firms\u003C\u002Fa\u003E have already extended work-from-home policies for non-essential employees into 2021, while others have announced \u003Ca href=\"https:\u002F\u002Fwww.cnn.com\u002F2020\u002F08\u002F13\u002Fbusiness\u002Frei-sell-campus-coronavirus-trnd\u002Findex.html\"\u003Epermanent cuts to physical office space\u003C\u002Fa\u003E. Many companies are adopting a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200824-why-the-future-of-work-might-be-hybrid\"\u003E’hybrid’ model\u003C\u002Fa\u003E of office use, with employees dividing their time between remote work and in-person office time.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBut that model presents a thorny scheduling challenge that demands answers to a host of questions: what’s more important – letting teams have in-person time together, or exposure to colleagues from other parts of the company? How do managers adjust schedules as different people start and finish group projects? Does everyone have equal access to face time with the boss, and to the kind of visibility that leads to promotions and choice assignments?\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EIs AI the answer?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESquareFoot’s business is building digital tools to help clients find office space in crowded cities. It’s now using those tools to find a workable solution to its own space crunch. It has come up with an algorithm that it hopes will allocate access to office resources in a way that best accommodates the needs of individuals, departments and the business as a whole.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe company started by surveying its department heads about the specific needs of each sector of the business. Questions focused on four key areas: amenities, location, communication and personal development. They dived into the details, taking inventory of the physical tools each team required to perform their jobs, from high-speed internet and limited-license software to whiteboards and access to mass transit.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The office ‘used to be a place you go. Now it’s like oil or fresh water. It’s a resource you have to conserve’ – Michael Colacino","id":"worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThey also dug into each department’s communications style and personnel make-up, tallying the amount of in-person discussion and passive information sharing each team engaged in, and their need to provide further training and relationship building for individual members.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWith that data in hand, the company then built the AI tool that determines its scheduling. Employees who want office time submit a request to the system at least 24 hours in advance. If more people want to use the office than the space allows, the system evaluates each request based on factors like the employee’s job function and the amount of office time they’ve had that week.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe algorithm is reactive; it responds to employee’s requests for office time rather than calling particular individuals or departments into work. It’s also designed for situations when demand for office use exceeds supply, and at this point not that many people are ready to go back to the office, says Colacino.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“The hardest part is reconciling the perspectives of all the employees about what it means to be ‘safe’ when we have limited and conflicting data about the transmission of the disease in the office environment,” says Colacino. “When the studies have been completed correlating Covid transmission and office planning and design, we will have at least some basis for making decisions. Right now it’s mostly: ‘you do what you feel comfortable doing’, and even with a great workforce (like we have), you can’t run a business entirely through laissez faire.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EReinvention, re-evaluation\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAlex Alonso, an organisational psychologist and chief knowledge officer at the Virginia-based Society for Human Resource Management (SHRM), says the most popular question by far right now from HR managers is how to get everyone back to the office in a way that’s safe and fair. He says the right solution will look different for every company, and that innovation is key.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“If the intent is to reinstitute what you had, you’re going to find that that’s fool’s gold, because it doesn’t exist,” says Alonso. “What people who are thriving in this environment are doing is saying, ‘How do I make my culture succeed so I can reinvent my enterprise?’”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAlgorithms aside, he suggests one option is to consider offering incentives to employees who are willing to work staggered or non-traditional schedules. And if the schedule can’t be flexible, companies could also consider getting creative with the space; after months of Zoom calls, a masked and socially distanced outdoor gathering could be a welcome alternative to more virtual work.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If the intent is to reinstitute what you had, you’re going to find that that’s fool’s gold, because it doesn’t exist – Alex Alonso","id":"worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs Colacino points out, letting employees decide what works best for them may not be the ideal long-term outcome for businesses. Leaving the choice of whether to come to the office entirely up to staff could also have unintended consequences that can further workplace inequities. If children can’t go to school, one parent has to stay at home with them – a task that has \u003Ca href=\"https:\u002F\u002Fwww.census.gov\u002Flibrary\u002Fstories\u002F2020\u002F08\u002Fparents-juggle-work-and-child-care-during-pandemic.html\"\u003Edisproportionately fallen to women\u003C\u002Fa\u003E in the pandemic. If employees in groups at high risk of Covid complications are told to stay at home, that disproportionately affects older workers and black and Latino workers. Yet in-person time in the office is correlated with promotions and advancement.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECompanies grappling with how to assign limited office space should be sure that any system they come up with has input from all employee groups it might affect, says Karen Mangia, vice-president for customer and market insights at Salesforce and author of the book Working From Home: Making the New Normal Work for You. With things changing so rapidly, she recommends re-evaluating policies every quarter, so that they are more limber. “What’s critically important … is to have a variety of voices at the table helping to design those programmes,” says Mangia. “Even with the best of intentions, we only solve for what we know.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAt SquareFoot, the algorithm remains a work in progress. “We would be fooling ourselves if we thought we could design this a priori\u003Cem\u003E \u003C\u002Fem\u003Eto be perfect. So we will be meeting up every couple of weeks as a management team to reassess and rebalance as needed,” says Colacino. “The beauty of this system is that the weighting can change without the algorithm having to change.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWith all the change that companies and employees have weathered in 2020, certainty about anything – even if it’s just knowing when a desk is free – could be a welcome fringe benefit. “Workers are admitting that the stress levels are higher than ever because they don’t know when they’ll go back and what it will look like when they go back,” says Alonso. “It’s a level of tolerance for ambiguity that quite honestly we have not had to deal with in quite some time.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch-10"}],"collection":[],"disableAdverts":false,"displayDate":"2020-10-14T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The algorithm tackling the office space crunch","headlineShort":"The algorithm planning your office time","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Companies are wrestling with how to bring staff back to the office in a safe and fair manner. One US firm has created an algorithm to try and solve the puzzle.","summaryShort":"How one company is working out how to bring staff back","tag":[],"textToSpeech":false,"creationDateTime":"2020-10-13T20:09:09.522408Z","entity":"article","guid":"cfae2e31-efa6-4731-8d38-def7d48df792","id":"worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch","modifiedDateTime":"2022-02-25T06:56:49.27483Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20201002-the-algorithm-tackling-the-office-space-crunch","cacheLastUpdated":1654031017148},"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid","_id":"6267dfb41f4b7b47e75cc9d6","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fbryan-lufkin"],"bodyIntro":"Whether it's a small balcony, a home garden, or access to a park, outdoor space has long been a luxury for many – not a given. And the pandemic's made it even worse.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMoikgantsi Kgama has seen far too much of her apartment recently. She’s spent the pandemic inside her home in New York’s Harlem neighbourhood, an affordable housing flat which has no balcony, rooftop or private garden. A communications consultant by day and CEO of her own film company on the side, she spends her time working in a tiny home office alongside her husband, who lost his job in the concert industry when coronavirus hit. They’re also home-schooling their son, who’s developed insomnia due to the abrupt lifestyle change. Having no outdoor space makes everything worse.\u003C\u002Fp\u003E\n\u003Cp\u003E“I don’t have anywhere to go, except outside into the pandemic – which feels extremely scary,” says Kgama. \u003C\u002Fp\u003E\n\u003Cp\u003EStudies have long shown \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC6651051\u002F\"\u003Ethat access to green or open space is often linked to income\u003C\u002Fa\u003E, particularly in cities. Covid-19 \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fusa-spaces-minorities\u002Fprotests-pandemic-pile-pressure-on-u-s-public-space-idUSL8N2DO1RM\"\u003Ehas placed this issue front and centre\u003C\u002Fa\u003E: those with access to balconies, gardens or good, close neighbourhood parks have been benefiting from them during weeks of lockdown, while others have been trapped inside. Kgama says that she could walk to a park, but that would mean making her way through crowds of people gathered on the pavement to throw birthday parties. “You only see that in poor neighbourhoods,” she says. “People haven’t stopped doing that during the pandemic. I walked through one yesterday.”\u003C\u002Fp\u003E\n\u003Cp\u003ELacking that private outdoor space is something that “defines the haves and have-nots”, she feels. And there’s no guarantee living outside the city is better; poverty is rising in US suburbs and residents of emerging suburbs have \u003Ca href=\"https:\u002F\u002Fwww.brookings.edu\u002Fblog\u002Fthe-avenue\u002F2019\u002F08\u002F21\u002Fparks-make-great-places-but-not-enough-americans-can-reach-them\u002F\"\u003Esome of the lowest park access\u003C\u002Fa\u003E in the nation.\u003C\u002Fp\u003E\n\u003Cp\u003ECovid-19 has shone a harsh light on numerous inequalities in our society. Is access to green space one we can fix?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETrapped inside\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EDecades of research have shown that spending time in green space is good for our physical and mental health – including boosting \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F238428905_Why_Is_Nature_BeneficialThe_Role_of_Connectedness_to_Nature\"\u003Eour emotional states and attention spans\u003C\u002Fa\u003E and improving our \u003Ca href=\"https:\u002F\u002Fwww.cnn.com\u002F2019\u002F11\u002F21\u002Fhealth\u002Fgreen-spaces-life-expectancy-wellness-trnd\u002Findex.html\"\u003Elongevity\u003C\u002Fa\u003E. Even a little goes a long way: \u003Ca href=\"https:\u002F\u002Fscience.sciencemag.org\u002Fcontent\u002F224\u002F4647\u002F420\"\u003Ea study in the 1980s\u003C\u002Fa\u003E showed that post-surgery patients assigned to hospital rooms with greenery outside recovered faster than those who didn’t have such accommodations.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08h7w4v"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet in many cities, outdoor space – whether your own or in terms of proximity to parks – comes at a premium. Last month, a \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Feconomy\u002Fenvironmentalaccounts\u002Farticles\u002Foneineightbritishhouseholdshasnogarden\u002F2020-05-14\"\u003Estudy\u003C\u002Fa\u003E from the Office of National Statistics revealed that one in eight British households had no access to green space at home, whether a private or shared space. That inequity was starker among ethnic groups: in England, black people are almost four times more likely than white people to have no access to private outdoor space. Access to public outdoor space can be a challenge, too: “There are about 100 million people in the US who don’t live within 10 minutes of a park or green space,” says Kimberly Burrowes, a researcher at the Urban Institute, a think tank based in Washington, DC that studies cities. And \u003Ca href=\"https:\u002F\u002Fwww.brookings.edu\u002Fblog\u002Fthe-avenue\u002F2019\u002F08\u002F21\u002Fparks-make-great-places-but-not-enough-americans-can-reach-them\u002F\"\u003Ethe poorer an area is, the worse the park quality\u003C\u002Fa\u003E, even if a park is close by.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People view nature as an amenity, not as an essential – Lorien Nesbitt","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“People view nature as an amenity, not as an essential,” says Lorien Nesbitt, an assistant professor of urban forestry at the University of British Columbia in Canada. “I think we don’t always view urban nature as important as running water, housing, that kind of thing.” Nesbitt led a study last year \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F328030472_Who_has_access_to_urban_vegetation_A_spatial_analysis_of_distributional_green_equity_in_10_US_cities\"\u003Eexamining green space in 10 major US cities\u003C\u002Fa\u003E. Across the board, she says, green space was harder to access in lower-income neighbourhoods and in areas with mostly residents of colour. In general, in richer areas, it’s easier to find any kind of garden, rooftop or balcony greenery, ‘micro parks’ on pavements or city blocks, and even trees, which require long-term investment and maintenance, meaning they are found more often in those wealthier neighbourhoods.\u003C\u002Fp\u003E\n\u003Cp\u003EMoving further out of cities is a solution many seek. Yet, cheaper suburban life, with its houses and front and back gardens, isn’t always the solution. In some areas people (especially women and people of colour) may not feel safe in their gardens, or homes might be next to loud, pollution-heavy structures like a highway or airport. Not all suburbs \u003Ca href=\"https:\u002F\u002Fwww.citylab.com\u002Flife\u002F2019\u002F11\u002Fsuburbs-demographic-trends-population-data-immigration\u002F601546\u002F\"\u003Eare created equal\u003C\u002Fa\u003E, either: from 2000 to 2015, the poverty rate in US suburbs \u003Ca href=\"https:\u002F\u002Fwww.brookings.edu\u002Ftestimonies\u002Fthe-changing-geography-of-us-poverty\u002F\"\u003Egrew by 57%.\u003C\u002Fa\u003E “There are still marginalised people in suburban areas as well,” says Nesbitt. “It’s not so much about the amount [of green space], it’s the quality.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08h7wdv"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn a place like the US, public green spaces are funded by city budgets (whose parks departments can often operate on a shoestring) from local tax dollars. In richer areas, green spaces can be high quality, since private non-profits can “conduct massive fundraising campaigns among the affluent stakeholders with access to these parks”, says Ingrid Gould Ellen, faculty cirector of New York University’s Furman Center, which researches urban policy. “Since state and local budgets seem likely to shrink [because of the pandemic], potentially dramatically, there's a worthwhile conversation about how to raise private funds to support investment in parks in lower-income neighbourhoods.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESmart solutions\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESome cities have prioritised accessible green space more than others; in Vancouver, \u003Ca href=\"https:\u002F\u002Fvancouver.ca\u002Ffiles\u002Fcov\u002FGreenest-city-action-plan.pdf\"\u003E92% of residents\u003C\u002Fa\u003E live within a five-minute walk of green spaces. In Milwaukee, in the US state of Wisconsin, Burrowes points to an urban trail that was deliberately designed to makes its way through several neighbourhoods of colour, allowing residents greater access close to home. She says cities like these have nature-minded advocates in local government: she points to the \u003Ca href=\"https:\u002F\u002Fwww.tpl.org\u002F10minutewalk\"\u003E10-Minute Walk Challenge\u003C\u002Fa\u003E, which challenges mayors to make parks a 10-minute walk from all homes by 2050. It’s a national initiative led by organisations like the US’s National Recreation and Park Association, and nearly 300 city mayors have signed on, with San Francisco \u003Ca href=\"https:\u002F\u002Fwww.sfchronicle.com\u002Fbayarea\u002Farticle\u002FSF-1st-city-in-nation-with-a-park-10-minute-walk-11150987.php\"\u003Ebecoming the first city\u003C\u002Fa\u003E to hit the challenge’s goal in 2017.\u003C\u002Fp\u003E\n\u003Cp\u003EBurrowes also points to New York City’s work with minority communities in Manhattan’s Lower East Side decades ago \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Flifeandstyle\u002F2015\u002Faug\u002F11\u002Fnew-york-lower-east-side-community-gardens\"\u003Eto create ‘pocket parks’ tucked into the city blocks that exist to this day.\u003C\u002Fa\u003E Even when the city was gripped by crime, drugs and bankruptcy in the 1970s, it helped neighbourhood residents develop the public community gardens they made out of abandoned clearings that continue to provide green space for small public art events and other gatherings.\u003C\u002Fp\u003E\n\u003Cp\u003EThen there’s the matter of balconies. “I live in affordable housing, and I’m grateful for the housing,” says Kgama. “But I was kind of thinking, ‘would it have hurt them to put a balcony here?’” She isn’t alone in that sentiment: from New York to \u003Ca href=\"https:\u002F\u002Fwww.theglobeandmail.com\u002Freal-estate\u002Ftoronto\u002Frising-demand-for-balconies-poses-riddle-for-developers-intoronto\u002Farticle35997696\u002F?ref=http:\u002F\u002Fwww.theglobeandmail.com&\"\u003EToronto\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.citylab.com\u002Flife\u002F2020\u002F04\u002Fapartment-design-balcony-private-outdoor-space-zoning-laws\u002F610162\u002F\"\u003Ethere’s been more demand for balconies\u003C\u002Fa\u003E built into apartment units. Strict zoning laws and extra cost are roadblocks, however, as is the fact that bigger balconies can mean less space inside.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08h7xdj"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Balconies and communal rooftops were not common features of pre-war construction, and 57% of all units in New York City were built before 1947,” says New York University’s Ellen, who says small courtyards are more common, and many public housing buildings were built to include them. But many, like Kgama’s, don’t allow residents access, as that would require extra maintenance money.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.dezeen.com\u002F2020\u002F04\u002F14\u002Fcoronavirus-pandemic-reveals-inequities-in-new-york-housing-say-local-architects\u002F\" target=\"_blank\"\u003ESome local architecture firms\u003C\u002Fa\u003E, like New York City-based PRO, think now is the time to address this issue, with proposals to retrofit screened-in balconies onto the sides of World War Two-era brick buildings. Nathan Rich, the founding partner at PRO, \u003Ca href=\"points%20to%20a%20project%20in%20France%20\" target=\"_blank\"\u003Epoints to a project in France\u003C\u002Fa\u003E that’s done something similar, adding balconies on to 1960s social housing developments. His firm is looking at buildings within the New York City Housing Authority (NYCHA), which provides housing to low and middle-income residents, to design possible solutions.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Covid continues to spotlight where these inequities are and what they look like – Kimberly Burrowes","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMost NYCHA buildings lack outdoor space, plus many of the buildings are ageing rapidly, with potentially huge maintenance costs – meaning any solutions need to be creative. “We are looking at strategies that would allow new balconies to perform multiple functions and piggyback on NYCHA maintenance efforts that are already underway,” says Rich.\u003C\u002Fp\u003E\n\u003Cp\u003ENesbitt says changes don’t have to be so radical; even “view corridors” to parks from your home could help. Extra flowers on the street could work, too, because we can’t go to the park every day. “Especially if we’re busy, or a single parent, or low income and we have to work a couple [of] jobs. You’re not going to be in the park five blocks from your house – you will be walking down the street in front of your house, and that contact with nature is important.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA renewed conversation\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, trying to increase access to outdoor space has been a goal of cities way before Covid-19 struck. But the conversation has taken on greater intensity since the pandemic has exposed just how unequal access can be. It’s not yet been possible to quantify the mental-health toll of long weeks of lockdown, and any correlation with access to outdoor space. But we do know that isolation \u003Ca href=\"https:\u002F\u002Fcapmh.biomedcentral.com\u002Farticles\u002F10.1186\u002Fs13034-020-00329-3\" target=\"_blank\"\u003Eis bad for everyone’s mental health,\u003C\u002Fa\u003E and that people \u003Ca href=\"https:\u002F\u002Fwww.kff.org\u002Fcoronavirus-covid-19\u002Fissue-brief\u002Fthe-implications-of-covid-19-for-mental-health-and-substance-use\u002F\" target=\"_blank\"\u003Ewho lost incomes or had low incomes to begin with experienced more stress\u003C\u002Fa\u003E. “Covid continues to spotlight where these inequities are and what they look like,” says Burrowes.\u003C\u002Fp\u003E\n\u003Cp\u003EExperts hope this will accelerate pre-pandemic trends: a push for more balconies, better community gardens and easier entry points to parks. But this must come from city governments prioritising them. “We can have good housing and good access to nature – not one or the other,” says Nesbitt. “In the pandemic, that relationship with nature is really important.”\u003C\u002Fp\u003E\n\u003Cp\u003EKgama, meanwhile, is finally managing to get some fresh air – in Charlotte, North Carolina. She and her family bought plane tickets for $15 each and will fly down for a weeklong getaway. But she wishes it was even longer. If a second wave of Covid cases hits New York, it’ll mean being cooped up inside for months all over again. “If I could, we would’ve left for the whole summer,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-10"}],"collection":["worklife\u002Fpremium-collection\u002Fremote-control"],"disableAdverts":false,"displayDate":"2020-06-18T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"What outdoor space tells us about inequality","headlineShort":"The luxury of having outdoor space","image":["p08h7vq1"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting","worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus","worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain"],"relatedTag":["tag\u002Fcovid-19"],"summaryLong":"Whether it's a small balcony, a home garden, or access to a park, outdoor space has long been a luxury for many – not a given. And the pandemic's made it even worse.","summaryShort":"In Covid-19, balconies and gardens reveal a lot about inequality","tag":["tag\u002Fhow-we-live","tag\u002Finequality"],"textToSpeech":false,"creationDateTime":"2020-06-17T18:54:44.408435Z","entity":"article","guid":"ba673f54-38dc-4ffb-aee5-731fe188df84","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid","modifiedDateTime":"2022-02-25T06:50:36.350566Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid","cacheLastUpdated":1654031017150},"worklife\u002Farticle\u002F20200806-the-gender-pay-gap-no-one-talks-about":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200806-the-gender-pay-gap-no-one-talks-about","_id":"6267dfa51f4b7b3e5e5cacb7","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"It’s not just base pay that women earn less of compared to men in the workplace. Equity-based awards, like stock option grants, are offered more often to men, new research finds.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EThis article \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fthe-gender-pay-gap-that-no-one-is-paying-attention-to-142698\" target=\"_blank\"\u003E\u003Cem\u003Eoriginally appeared\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E on The Conversation, and is republished under a Creative Commons licence.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThat women are paid less than male colleagues is a stubborn fact in the US workplace.\u003C\u002Fp\u003E\n\u003Cp\u003EAs of July, women \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fpdf\u002Fwkyeng.pdf\"\u003Eearned 84 cents for every dollar\u003C\u002Fa\u003E a man earned. It is a discrepancy that has garnered significant \u003Ca href=\"http:\u002F\u002Fdoi.org\u002F10.1257\u002Fjel.20160995\"\u003Eattention from scholars\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fkarlynborysenko\u002F2020\u002F03\u002F31\u002Fgreat-news-ladies-the-gender-pay-gap-is-a-myth\u002F#87182c43b344\"\u003Ethe media\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.usatoday.com\u002Fstory\u002Fmoney\u002F2019\u002F01\u002F23\u002Foracle-discrimination-lawsuit-department-of-labor-accusations\u002F2655364002\u002F\"\u003Esex discrimination lawsuits\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EBut this figure only tells part of the story regarding gender pay inequality.\u003C\u002Fp\u003E\n\u003Cp\u003EAs a \u003Ca href=\"https:\u002F\u002Fwww.boisestate.edu\u002Fcobe-management\u002Ffaculty-staff\u002Ffelice-klein-phd\u002F\"\u003Eprofessor of business management\u003C\u002Fa\u003E, I have long studied compensation and inequality and know that base pay is only one way that women are disadvantaged in the workplace. Recent \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Fbuy\u002F2020-51967-001\"\u003Eresearch by myself and colleagues\u003C\u002Fa\u003E shines a light on how female employees – particularly in the tech industries – likewise lose out when it comes to other forms of pay that receive far less attention: equity-based awards.\u003C\u002Fp\u003E\n\u003Cp\u003EThese are stock grants, in which employees are offered shares in the firm as a form of pay, and stock option grants that offer the right to buy company stock at a preset price in the future. The value of both are tied to the employing organisation’s market price.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ELess of an option?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEquity-based awards are \u003Ca href=\"https:\u002F\u002Fwww.equilar.com\u002Fblogs\u002F187-equity-compensation-varies-widely-between-industries.html\"\u003Ecommonly used in technology firms\u003C\u002Fa\u003E and startups and can make up a substantial part of employees’ compensation. In fact, according to the \u003Ca href=\"https:\u002F\u002Fwww.nceo.org\u002Farticles\u002Femployee-ownership-by-the-numbers\"\u003E2014 General Social Survey\u003C\u002Fa\u003E, which was administered to a national random sample of working adults, 20% of all workers in the private sector own stock and stock options in their companies.\u003C\u002Fp\u003E\n\u003Cp\u003ESome \u003Ca href=\"https:\u002F\u002Fwww.nber.org\u002Fchapters\u002Fc8086.pdf\"\u003Eestimates suggest\u003C\u002Fa\u003E the average value of stock options to employees who receive them is $249,901, and the average value of stock is $60,078.\u003C\u002Fp\u003E\n\u003Cp\u003EMy colleagues and I wanted to see if gender played a role when it comes to equity-based pay.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwarrington.ufl.edu\u002Fdirectory\u002Fperson\u002F7938\u002F\"\u003EAaron D. Hill\u003C\u002Fa\u003E of the University of Florida, \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fin\u002Fryan-a-hammond\"\u003ERyan Hammond\u003C\u002Fa\u003E at the data storage company Pure Storage, \u003Ca href=\"https:\u002F\u002Fprofiles.stanford.edu\u002Fryan-lusvardi\"\u003ERyan Stice-Lusvardi\u003C\u002Fa\u003E at Stanford University and \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Ffulltext\u002F2020-51967-001.pdf\"\u003EI analysed equity-award data\u003C\u002Fa\u003E from two technology organizations. We found a gender gap for equity-based awards ranging from 15% to 30% – even after controlling for the typical reasons that women tend to earn less than men, such as differences in occupation and length of service at a company.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat’s in a name?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWe wanted to know what could be behind the discrepancy, so we ran an experiment in which we asked working professionals to play the role of a manager in a fictitious company. Participants were asked to read a set of employee performance reviews and distribute stock options to their team based on one of two criteria often used for equity-based awards: retaining talent and recognising high potential employees.\u003C\u002Fp\u003E\n\u003Cp\u003EThe fictional employees were randomly assigned one of two gender-typical names, Steven and Susan, so that each profile was given the man’s name half the time and a woman’s the other half. This helped ensure that any differences between the profiles did not affect the results.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200806-the-gender-pay-gap-no-one-talks-about-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200806-the-gender-pay-gap-no-one-talks-about-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhat emerged was a gender gap favouring men when it came to distributing stock options based on retention – but not based on potential.\u003C\u002Fp\u003E\n\u003Cp\u003EIn other words, the data showed when it came to equity being used as an incentive to keep employees at the company, there was a significant gender gap.\u003C\u002Fp\u003E\n\u003Cp\u003EOur results were backed up by what we saw in the data provided by the technology firms, as well as \u003Ca href=\"https:\u002F\u002Fwrds-www.wharton.upenn.edu\u002F?_ga=2.252934281.1253509536.1595968719-748539430.1567630103\"\u003Epublicly available data of executives\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EThese findings come at a time when many companies are \u003Ca href=\"https:\u002F\u002Ffortune.com\u002F2018\u002F04\u002F09\u002Fequal-pay-companies-starbucks-apple\u002F\"\u003Eseriously looking at gender pay discrepancies\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EBut even with efforts underway to address the gender gap in base pay and bonuses, we believe that many businesses do not appear to be focusing equal attention to equity-based awards. We heard this firsthand in interviews conducted with 27 human resources professionals at both public and private companies. Although nearly all interviewees acknowledged their employers were doing pay audits for base pay, and sometimes bonuses, only three said their companies conducted audits on equity-based awards.\u003C\u002Fp\u003E\n\u003Cp\u003EWe also found evidence of this within the two technology companies we studied. There were small to no gender gaps in salary and bonuses after controlling for typical reasons that women receive less pay; however, large gender gaps existed in equity-based awards.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EUnequal equity\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EPart of the reason this gender gap in equity awards exists is down to why they are handed out to employees in the first place. Stocks and options are most often distributed to employees to keep them from leaving. In fact, \u003Ca href=\"https:\u002F\u002Fdoi.org\u002F10.1016\u002FS0165-4101(02)00088-5\"\u003Ea survey of 217 companies\u003C\u002Fa\u003E found that almost 90% said retention was the primary objective of their stock option programme.\u003C\u002Fp\u003E\n\u003Cp\u003EOur interviews with HR professionals backed this up. Interviewees described equity-based awards as retention incentives for “high performers” and as “a forward-looking reward programme.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd studies have shown that men tend to be \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F2001-05792-002\"\u003Eperceived as more capable in work settings\u003C\u002Fa\u003E than women and as such are likely viewed as more important to retain in a company and often seen as a higher risk of leaving for a rival. As a result, men are likely to receive more equity-based awards than women.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile some companies are working hard to address gender inequality, our findings suggest that efforts should be applied more broadly to all forms of pay.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EFelice Klein is an assistant professor of management at Boise State University.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200806-the-gender-pay-gap-no-one-talks-about-2"}],"collection":[],"disableAdverts":false,"displayDate":"2020-08-07T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The gender pay gap no-one talks about","headlineShort":"The pay gap no-one talks about","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":[],"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"It’s not just base pay that women earn less of compared to men in the workplace. Equity-based awards, like stock option grants, are offered more often to men, new research finds.","summaryShort":"It’s not just base pay that women earn less of compared to men","tag":[],"textToSpeech":false,"creationDateTime":"2020-08-06T19:59:14.020873Z","entity":"article","guid":"e2ef3991-6401-4e91-abb1-0f7c5019c303","id":"worklife\u002Farticle\u002F20200806-the-gender-pay-gap-no-one-talks-about","modifiedDateTime":"2022-02-28T15:09:42.33278Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200806-the-gender-pay-gap-no-one-talks-about","cacheLastUpdated":1654031017149},"worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine","_id":"6267dfa31f4b7b357d59cd3c","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Juggling remote work, childcare and more has morphed burnout in the time of coronavirus, and preachy calls to pick up a new hobby might make it worse. Here's how to manage the stress.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003E\u003Cstrong\u003EAs we head into 2021, Worklife is running our best, most insightful and most essential stories from 2020. Read our full list of the year’s top stories \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ftags\u002Fbest-of-worklife-2020\"\u003Ehere\u003C\u002Fa\u003E.\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBurnout: the term for relentless overwork \u003Ca href=\"https:\u002F\u002Fwww.buzzfeednews.com\u002Farticle\u002Fannehelenpetersen\u002Fmillennials-burnout-generation-debt-work\"\u003Ehas rapidly become ubiquitous,\u003C\u002Fa\u003E especially when describing millennials who \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190719-rise-and-grind\"\u003Ehustle to the point of exhaustion\u003C\u002Fa\u003E. And with millions of people now in lockdown as Covid-19 sweeps the globe, burnout is still very much around – but it looks a little different right now.\u003C\u002Fp\u003E\n\u003Cp\u003EMany have lost jobs, while those lucky enough to keep them have to do so \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200312-coronavirus-covid-19-update-work-from-home-in-a-pandemic\"\u003Ewhile working in the confines of home\u003C\u002Fa\u003E, some simultaneously balancing family pressing needs, like childcare. Daily life has been completely uprooted, and now, we juggle a constant onslaught of dilemmas we’ve never dealt with before: \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fscience-environment-52040138\"\u003EShould I disinfect my groceries\u003C\u002Fa\u003E? \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-asia-china-51176409\"\u003EHow do I stay in shape indoors\u003C\u002Fa\u003E? \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20200317-covid-19-how-long-does-the-coronavirus-last-on-surfaces\"\u003EAre cardboard packages safe to touch\u003C\u002Fa\u003E? \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F03\u002F27\u002Fnyregion\u002Fcoronavirus-survivor-queens.html\"\u003ECan I hug my kids\u003C\u002Fa\u003E?\u003C\u002Fp\u003E\n\u003Cp\u003EOn top of it all, social media showers us with well-meaning calls to “\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fsearch?q=%22finish%20up%20that%20project%22&src=typed_query\"\u003Efinish up that project\u003C\u002Fa\u003E”: write that screenplay, build that armoire, learn Maltese! After all, according to social media, \u003Ca href=\"https:\u002F\u002Fwww.biography.com\u002Fnews\u002Fisaac-newton-quarantine-plague-discoveries\"\u003ENewton discovered gravity\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Flithub.com\u002Fshakespeare-wrote-king-lear-during-a-plague-well-good-for-him-say-all-the-writers\u002F\"\u003EShakespeare wrote King Lear\u003C\u002Fa\u003E when both were hunkered down to avoid the plague. Make sure \u003Cem\u003Eyour\u003C\u002Fem\u003E quarantine doesn’t go to waste.\u003C\u002Fp\u003E\n\u003Cp\u003EIn short: we’re being exhausted in a whole new way as burnout morphs during this pandemic,  persisting even in the most unusual times. But it is possible to both understand why we feel this novel type of burnout – and how we keep it at bay, too.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe exhaustion of choice\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EUsually, when we think of burnout, we think of working 12-hour days, answering Slack messages long after we clock out and finishing a day job only to dive straight into a side hustle. But in a crisis like this, burnout can emerge because of something different – what experts call ‘decision fatigue’.\u003C\u002Fp\u003E\n\u003Cp\u003EWith news changing all the time, “information is constant: whether it’s about the pandemic itself, whether it’s about things you should be doing, schedules for your kids, how to work best from home – it’s just a lot of information”, says Janna Koretz, a Boston-based psychologist who \u003Ca href=\"https:\u002F\u002Fazimuthpsych.com\u002Fteam\u002Fjanna\"\u003Ehelps clients with high-powered jobs navigate burnout\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIn other words, the Covid-19 pandemic is forcing us to rapidly grapple with difficult decisions in an unsettlingly new context.\u003C\u002Fp\u003E\n\u003Cp\u003E“Normally, we’re not thinking about \u003Ca href=\"https:\u002F\u002Fwww.wired.com\u002Fstory\u002Fcoronavirus-food-delivery-gig-economy\u002F\"\u003Ethe ethical implications of ordering delivery\u003C\u002Fa\u003E or \u003Ca href=\"https:\u002F\u002Fwww.wgbh.org\u002Fnews\u002Flocal-news\u002F2020\u002F03\u002F18\u002Fwant-to-help-out-your-neighbors-during-coronavirus-here-are-the-dos-and-donts\"\u003Ewhether to offer to get groceries for your elderly neighbour\u003C\u002Fa\u003E,” says Elizabeth Yuko, a New York-based journalist and Fordham University adjunct professor in bioethics, the field that studies ethical implications in healthcare, medicine and other areas of life science. “It’s this psychological stress most of us aren’t used to. We’ve never experienced anything like this in modern times.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In a crisis like this, burnout can emerge because of something different – what experts call ‘decision fatigue’","id":"worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOn an hourly basis, our top concerns can swing from how we keep our families safe to what the kids are going to eat for dinner. “You have these range of decisions that go from borderline life-or-death on one end of the spectrum – and then snacks on the other,” Yuko says.\u003C\u002Fp\u003E\n\u003Cp\u003E“People are still trying to figure out how to exist in this new world,” adds Koretz. Figuring out how to structure your day or prioritise tasks now seems herculean, especially when your home, once your sanctuary, now potentially triples as an office, school and quasi-prison. \u003C\u002Fp\u003E\n\u003Cp\u003EThis decision fatigue, combined with the pressure we’re putting on ourselves to make smart, safe choices for ourselves, our families and our communities, can lead to pandemic-specific burnout.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe stress of unwinding\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EExperiencing some emotional exhaustion and anxiety is to be expected, the experts agree. The problem is that many of our usual coping mechanisms have vanished – think going to the gym or taking an art class – and trying to shoehorn in a new one might actually exacerbate burnout.\u003C\u002Fp\u003E\n\u003Cp\u003EThose tweets urging people to either start or finish that passion project can be a source of stress for some, who already feel frenzied that they’re not spending their time correctly. It can lead to even more stress for people worrying they’re not using every moment to be productive – like finishing a project or learning a new skill – especially as we’re all trying to figure out the best way to cope with our new reality.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELotte Dyrbye, a doctor at the Mayo Clinic, one of the largest medical research institutions in the US, researches burnout and the wellbeing of physicians. She says people need to find things that work for them, whether it’s meditation, solitary walks or bingeing on Netflix. “It really needs to be very individualised, and there’s not necessarily a right or wrong.” Don’t pile onto your anxiety: rely on hobbies you already have; ones you know make you happy and take the stress off. A big part of staving off pandemic-induced burnout is that the activity shouldn’t feel exhausting.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Experiencing some emotional exhaustion and anxiety is to be expected, the experts agree. The problem is that many of our usual coping mechanisms have vanished","id":"worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“People feeling anxious about writing their next novel, or learning how to play the guitar, or learning French – I’ve gotten questions about that a lot; people saying, ‘I feel like a failure, I finally have this time’,” says Yuko. It’s unrealistic to expect to perform above and beyond right now, even with an abundance of time at home. “This is probably the biggest shift in all of our lives in terms of day-to-day operations,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003ETake care to stay sane before panicking about the progress of your masterpiece-in-progress – or lack thereof.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EIt’s not forever\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EKoretz says clients have been raising a host of new concerns associated with the pandemic: financial fears, job losses, concerns about older parents, disappointment over cancelled trips. She says that there’s a lot of pressure to still perform well at your job (if you still have one), and to meet all the new demands at once, which can cause burnout.\u003C\u002Fp\u003E\n\u003Cp\u003EHer advice? Keep the big picture in mind. “This all is a season. This will pass. It may be difficult… there’s a lot of scary things between point A and point B,” she says. “But point B exists. And every day that we’re in quarantine, we’re closer to that time.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThere’s even a potential silver lining – you may hone some key life skills.\u003C\u002Fp\u003E\n\u003Cp\u003EKoretz says that, usually, burnout is caused by unrealistic expectations, either from our employer or from ourselves. But coming out of the pandemic may shift our perspectives, after weeks of learning to adjust to new circumstances like widespread remote work. “This is going to make everybody’s ability to manage, cope and be flexible much better. So when we go back to our day-to-day, things are going to be easier because we’ve done something that’s very challenging,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EWhen in doubt, Yuko says, stick to the basics. With each decision you make during this time that stokes anxiety, make a simple list of pros and cons. What are the risks associated with each option? But perhaps the best thing you can do right now – in the age of social distancing – is the exact opposite of the urge driving the behaviour that leads to burnout in the first place. Do nothing.\u003C\u002Fp\u003E\n\u003Cp\u003E“By staying in our houses, apartments, et cetera – that itself is doing something positive, and really the best thing we can do right now,” says Yuko. “By doing nothing, you’re doing something.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine-10"}],"collection":[],"disableAdverts":false,"displayDate":"2020-03-31T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How to avoid burnout amid a pandemic","headlineShort":"How to avoid burnout amid a pandemic","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":null,"summaryLong":"Juggling remote work, childcare and more has morphed burnout in the time of coronavirus, and preachy calls to pick up a new hobby might make it worse. Here's how to manage the stress.","summaryShort":"Juggling remote work, childcare and more has morphed what burnout looks like","tag":[],"textToSpeech":false,"creationDateTime":"2020-03-30T20:15:58.847916Z","entity":"article","guid":"0dc70abe-f9e2-4dc2-94e7-8fb6df64a1a5","id":"worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine","modifiedDateTime":"2022-02-25T06:45:34.304759Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine","cacheLastUpdated":1654031017149},"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure","_id":"6267dfb81f4b7b357d59cd7c","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fchristine-ro"],"bodyIntro":"From billboards to posters, adverts are everywhere and can be an eyesore for anyone – but for communities they target the most, they’re also a public health risk.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOn a Saturday morning in July, a group of face-mask-wearing protestors milled about a small plot of land next to a busy road in the English city of Bristol. Houses lined the side of the road they were on, with industrial buildings and a river on the other side.\u003C\u002Fp\u003E\n\u003Cp\u003EThey were dwarfed by a large placeholder billboard bearing the logo of the world’s largest outdoor-advertising company, JCDecaux. The site was slated to have a big, new digital billboard. Those plans had drawn the ire of protestors – largely members of \u003Ca href=\"http:\u002F\u002Fadblockbristol.org.uk\u002F\"\u003EAdblock Bristol\u003C\u002Fa\u003E, a group advocating for a reduction in outdoor public advertising.\u003C\u002Fp\u003E\n\u003Cp\u003ESome local residents observing the group were apathetic. “I’m not really opposed to it,” shrugged Simon Hitchcock, watching the protest from a nearby bus shelter. He wondered if the bright lights might even bring a positive sheen to the largely working-class area, which was being redeveloped for multi-storey housing.\u003C\u002Fp\u003E\n\u003Cp\u003EAnti-advertisers tend to be an ardent but niche group. Iwona Tempowski, who lives about half a mile from the protest site, said she was there “to fight for a bit of humanity and nature”. She wanted the vacant site to be turned into a sculpture park, rather than a shrine to consumption.\u003C\u002Fp\u003E\n\u003Cp\u003EBut the desire for more beautified public space isn’t the only factor that has mobilised some to push back on highly visible outdoor adverts. What Tempowski has observed in Bristol holds true for cities around the world, where evidence shows that lower-income people are bombarded with more – and more harmful – ads than those in wealthy neighbourhoods. Some opponents are fighting the public health threat these billboards’ messages pose, especially in less affluent areas with vacant lots and cheap land values.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe inequality of exposure \u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMany people consider outdoor adverts to be eyesores. But opposition campaigners point to the deeper effects of a glut of public advertising – for instance, causing \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fcities\u002F2019\u002Fdec\u002F23\u002Fadvertising-breaks-your-spirit-the-french-cities-trying-to-ban-public-adverts\"\u003Emental overload\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.campaignlive.co.uk\u002Farticle\u002Fguerrilla-art-group-sabotages-outdoor-ads\u002F1141464\"\u003Eoverspending\u003C\u002Fa\u003E and exacerbating the \u003Ca href=\"https:\u002F\u002Fwww.equaltimes.org\u002Fthe-growing-global-movement-to-end#.Xij-OySnyEf\"\u003Eenvironmental consequences of overconsumption\u003C\u002Fa\u003E. This has led the anti-advertising movement to comprise a varied coalition of psychologists, environmentalists, public space activists and artists. The movement is also finding common cause with some public health researchers, as in the case of junk-food advertising.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08nx6s5"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EJean Adams, a public health researcher at Cambridge University, has studied how advertising unequally affects health behaviours. “We know that advertising works. Food advertising influences what kind of food children express preference for. Most food advertising is for less healthy foods. So food advertising in itself contributes to less healthy diets, and, by extension, probably to obesity,” she explains.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Outdoor advertising, we do not consent to it. It’s there whether we want it or not – Carla Denyer","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOne study of four US cities found that overall advertising density was \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fj.1468-0009.2009.00551.x\"\u003Etwo- to four-times higher in low-income postal codes\u003C\u002Fa\u003E than in high-income ones. This is in large part because the land there is cheaper. Wealthier areas are also more likely to be deemed to have conservation or heritage value, and so it’s harder to obtain planning permission to erect ads there. Privately owned sites will generally have an easier time obtaining such permission, unless especially motivated or politically connected citizens mount opposition to it. In the UK, the exact procedures vary from council to council, although the National Policy Planning Framework sets out general stipulations.\u003C\u002Fp\u003E\n\u003Cp\u003ELess affluent areas (for instance, in \u003Ca href=\"https:\u002F\u002Fwww.cambridge.org\u002Fcore\u002Fjournals\u002Fpublic-health-nutrition\u002Farticle\u002Fsocioeconomic-differences-in-outdoor-food-advertising-in-a-city-in-northern-england\u002F192383F225D92A592658F950382D7E30\"\u003ENewcastle\u003C\u002Fa\u003E, England) have more dense concentrations of billboards for less healthy foods. The Newcastle study found that 20% of the advertising land space was for food, with a KFC product being the most commonly advertised food. As Adams points out, “less healthy foods are cheaper, calorie-for-calorie and gram-for-gram”. Thus it’s not a paradox that people with less spending power are being disproportionately exposed to adverts for unhealthy food.\u003C\u002Fp\u003E\n\u003Cp\u003EOutdoor advertising is also more prevalent in neighbourhoods with higher proportions of certain racial minorities, such as \u003Ca href=\"https:\u002F\u002Fbmcpublichealth.biomedcentral.com\u002Farticles\u002F10.1186\u002Fs12889-019-7821-y\"\u003Eblack residents in New York City\u003C\u002Fa\u003E. This holds even for \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Farticle\u002F10.1007\u002Fs11524-006-9127-5\"\u003Emore affluent, predominantly black neighbourhoods\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“In high-income white areas, there just wasn’t outdoor advertising,” says Sonya Grier, who researches marketing at American University in Washington, DC, and has \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fj.1468-0009.2009.00551.x\"\u003Eexamined outdoor-advertising density\u003C\u002Fa\u003E. “Living in an upper-income white neighbourhood was kind of protective” against marketing of products contributing to obesity. This was in stark contrast to \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F331483408_%27Alisha_in_obesity-land%27_Is_food_marketing_the_mad_hatter\"\u003Einner-city minority neighbourhood\u003C\u002Fa\u003Es where billboards, bus shelters and walls commonly promote soda, fast food and sugar cereals. These visuals influence people by amplifying the many other kinds of unhealthy-food marketing – including on TV, magazines, radio and internet – aimed particularly at young people and \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F286252437_Understanding_Community_Perspectives_A_Step_Towards_Achieving_Food_Marketing_Equity\"\u003Eminorities\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA ‘double inequality’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOn its own, advertising influences preferences for food high in salt, fat and sugar. But abundant public advertising is linked with not just poorer nutritional health, but also limited walking and recreational space caused by the uneven layout of cities.\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to Carla Denyer, a city of Bristol councillor who also works for the Adfree Cities network, long-standing inequalities and dual carriageways cutting through more deprived communities mean that low-income residents are disproportionately exposed to outdoor billboards targeted especially at motorists zooming through.\u003C\u002Fp\u003E\n\u003Cp\u003EDenyer gives the example of Lawrence Hill, \u003Ca href=\"https:\u002F\u002Fwww.bristolpost.co.uk\u002Fnews\u002Fbristol-news\u002Fmost-deprived-streets-bristol-poverty-886532\"\u003Eone of the poorest areas of\u003C\u002Fa\u003E Bristol, which is next to a confluence of major roads and has a very high concentration of outdoor adverts. “It has some of the worst air quality in the city, and yet it also has some of the lowest car-ownership rates in the city. So there’s a real kind of double inequality there. Because the people that live there are not the people who are causing this pollution, but they happen to live in it and they’re facing premature deaths and breathing problems in their children.” At the same time “they’re also being subjected to advertising telling them how great these SUVs are that are actually causing all of these problems.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08nx6nk"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPublic-health researcher Adams believes that the disparities in land value, and their consequences for unequal advertising, shouldn’t be dismissed. Whether inequalities built into cities are a product of neglect or discrimination, she advocates more regulation of public advertising in view of the public health impacts, particularly on more vulnerable groups.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFighting adverts\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESome jurisdictions have had success in cutting out specific product categories that are deemed socially harmful. For instance, London has \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fuk-england-london-47318803\"\u003Ebanned posters for junk food\u003C\u002Fa\u003E across its public transport network in an attempt to curb child obesity (although it’s unclear what effect this has had). In France, proposals for the citizens’ climate convention have included suggestions to ban advertising \u003Ca href=\"https:\u002F\u002Fantipub.org\u002Fles-citoyen%c2%b7nes-vont-dans-le-sens-de-la-regulation-de-la-pub-pour-sauver-le-climat\u002F\"\u003Eharmful to the environment or to health\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EGovernmental regulation and policy implementation isn’t such a straight road, however, as evidenced by prior fights over advertising that threatens public health, such as tobacco. Tobacco-advertising regulation was a hard-fought victory for public health professionals, but Grier believes that the battle against junk food is likely to be more challenging.\u003C\u002Fp\u003E\n\u003Cp\u003ERather than tackling powerful lobbying groups at the national level, it may be more effective to think small. “Local officials can consider things like zoning restrictions,” she says. “I think local officials can also think about how they might identify specific strategies for their locality that change the message environment, and work to incentivise the promotion of healthy food and disincentivise the promotion of unhealthy foods using the tools that they have at their disposal.” Reducing the overall space for advertising would be likely to reduce the advertising of unhealthy foods that form such a large share of marketing efforts, especially in relation to children, low earners and minorities.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08nx6pb"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThere’s also scope for working with community groups. “We’ve done research that shows that there are significant numbers of community members that are concerned about these issues, \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC5707955\u002F\"\u003Eespecially when they’re sensitised to them\u003C\u002Fa\u003E,” says Grier.\u003C\u002Fp\u003E\n\u003Cp\u003ESome cities have gone further than blocking specific categories of ads, by restricting outdoor advertising altogether. Distaste for ‘visual pollution’ has led to the restriction of outdoor billboards and signs in São Paulo. Some Indian cities have banned ads in certain public spaces where they were considered to \u003Ca href=\"https:\u002F\u002Fwww.deccanherald.com\u002Fspecials\u002Fpoint-blank\u002Fbengaluru-ward-panels-as-covid-19-warriors-859629.html\"\u003Eendanger public safety or block views\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EBut in Bristol, campaigners have had to combat each billboard one by one, using the National Policy Planning Framework. This allows for challenges on the grounds of road safety or public amenity. Denyer says that Adblock Bristol has successfully challenged about 75 digital outdoor ads so far, primarily using the road safety argument that \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F288931602_A_field_study_on_the_effects_of_digital_billboards_on_glance_behavior_during_highway_driving\"\u003Edigital billboards are distracting to drivers\u003C\u002Fa\u003E. But “what we really need is for government and local councils to change their policy so that we don’t have to fight each individual planning application”.\u003C\u002Fp\u003E\n\u003Cp\u003EOne concern is the potential loss to cities of badly needed revenue, for instance from rents and business rates, that come from advertising. But that common assumption is misguided, according to Denyer. She believes that the public income derived from advertising is minimal and would be dwarfed by the longer-term costs of dealing with air pollution, obesity and other ills associated with advertising.\u003C\u002Fp\u003E\n\u003Cp\u003E“Outdoor advertising, we do not consent to it. It’s there whether we want it or not,” emphasises Denyer. “And if we are forcing that experience on all the people that live in the more deprived areas of the city, then that’s worsening the inequalities all the more.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-8"}],"collection":null,"disableAdverts":false,"displayDate":"2020-08-20T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How outdoor advertising can deepen inequality","headlineShort":"The inequality of outdoor advertising","image":["p08p37cl"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid","worklife\u002Farticle\u002F20200806-the-gender-pay-gap-no-one-talks-about","worklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine"],"relatedTag":null,"summaryLong":"From billboards to posters, adverts are everywhere and can be an eyesore for anyone – but for communities they target the most, they’re also a public health risk.","summaryShort":"Why things like billboards are a public health and equality issue","tag":["tag\u002Fhow-we-live","tag\u002Finequality"],"textToSpeech":false,"creationDateTime":"2020-08-19T20:07:39.995658Z","entity":"article","guid":"12347f9e-8aa9-4c17-bfe2-19c5ded35c9b","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure","modifiedDateTime":"2022-02-25T06:53:41.351476Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure","cacheLastUpdated":1654031017148},"worklife\u002Farticle\u002F20180316-the-free-money-programme-that-turns-lives-around":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20180316-the-free-money-programme-that-turns-lives-around","_id":"6267dfd41f4b7b3e582c37e3","ambientVideo":"","articleType":"video","assetVideo":[],"author":null,"bodyIntro":"Could handouts be the solution to getting the long-term unemployed back in to work?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EIn 2017 Finland began a radical experiment: the government started paying 2000 unemployed Finns basic income. They each get a guaranteed 560 euros a month, for two years. It’s free money - it comes with no strings attached, this video takes a closer look at this trial, it is part of \u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fcapital\u002Ftags\u002Ffuture-of-work\"\u003EThe Future of Work \u003C\u002Fa\u003Eseries.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003E Presented by Nuala McGovern, produced and directed by Erika Benke, camera, Maxim Lomakin and Richard Perry and picture editor Philip Clarkson. \u003Cbr \u002F\u003E\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003E-- \u003Cbr \u002F\u003E\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003ETo comment on this story or anything else you have seen on BBC Capital, please head over to our\u003C\u002Fem\u003E \u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002FBBCCapital\"\u003E\u003Cem\u003EFacebook\u003C\u002Fem\u003E\u003C\u002Fa\u003E \u003Cem\u003Epage or message us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FBBC_Capital\"\u003E\u003Cem\u003ETwitter\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003EIf you liked this story, sign up for the weekly bbc.com features \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fpages.emails.bbc.com\u002Fsubscribe\u002F\"\u003E\u003Cstrong\u003E\u003Cem\u003Enewsletter\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E called \"If You Only Read 6 Things This Week\". A handpicked selection of stories from BBC Future, Culture, Capital and Travel, delivered to your inbox every Friday.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20180316-the-free-money-programme-that-turns-lives-around-0"}],"collection":null,"disableAdverts":false,"displayDate":"2018-03-17T00:03:45Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"","headlineLong":"A free-money programme that ‘turns lives around’","headlineShort":"The country giving away money","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":null,"summaryLong":"A no-strings experiment to give universal income to the unemployed.","summaryShort":"A no-strings experiment to give universal income to the unemployed","tag":[],"textToSpeech":false,"creationDateTime":"2019-07-18T15:00:14.466383Z","entity":"article","guid":"193b1933-2a42-49a3-9438-789622a68f42","id":"worklife\u002Farticle\u002F20180316-the-free-money-programme-that-turns-lives-around","modifiedDateTime":"2022-02-25T05:56:02.412374Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20180316-the-free-money-programme-that-turns-lives-around","cacheLastUpdated":1654031017149},"worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting","_id":"6267dfa61f4b7b2bf1613bc9","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Video chat is helping us stay employed and connected. But what makes it so tiring - and how can we reduce ‘Zoom fatigue’?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYour screen freezes. There’s a weird echo. A dozen heads stare at you. There are the work huddles, the one-on-one meetings and then, once you’re done for the day, the hangouts with friends and family.\u003C\u002Fp\u003E\n\u003Cp\u003ESince the Covid-19 pandemic hit, we’re on video calls more than ever before – and many are finding it exhausting.\u003C\u002Fp\u003E\n\u003Cp\u003EBut what, exactly, is tiring us out? BBC Worklife spoke to Gianpiero Petriglieri, an associate professor at Insead, who explores sustainable learning and development in the workplace, and Marissa Shuffler, an associate professor at Clemson University, who studies workplace wellbeing and teamwork effectiveness, to hear their views.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EIs video chat harder? What’s different compared to face-to-face communication?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBeing on a video call requires more focus than a face-to-face chat, says Petriglieri. Video chats mean we need to work harder to process non-verbal cues like facial expressions, the tone and pitch of the voice, and body language; paying more attention to these consumes a lot of energy. “Our minds are together when our bodies feel we're not. That dissonance, which causes people to have conflicting feelings, is exhausting. You cannot relax into the conversation naturally,” he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Delays on phone or conferencing systems of 1.2 seconds made people perceive the responder as less friendly or focused","id":"worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESilence is another challenge, he adds. “Silence creates a natural rhythm in a real-life conversation. However, when it happens in a video call, you became anxious about the technology.” It also makes people uncomfortable. \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS1071581914000287\"\u003EOne 2014 study\u003C\u002Fa\u003E by German academics showed that delays on phone or conferencing systems shaped our views of people negatively: even delays of 1.2 seconds made people perceive the responder as less friendly or focused.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EYou might also like:\u003C\u002Fem\u003E\u003Cbr \u002F\u003E\u003Cstrong\u003E• \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200401-covid-19-why-we-wont-run-out-of-food-during-coronavirus\"\u003EWhy grocery shelves won't be empty for long\u003C\u002Fa\u003E\u003C\u002Fstrong\u003E\u003Cbr \u002F\u003E\u003Cstrong\u003E• \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200406-coronavirus-isolation-is-creating-new-love-under-lockdown\"\u003ECoronavirus isolation is creating new couples\u003C\u002Fa\u003E\u003C\u002Fstrong\u003E\u003Cbr \u002F\u003E\u003Cstrong\u003E•\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200312-coronavirus-covid-19-update-work-from-home-in-a-pandemic\"\u003E How to work from home, the right way\u003C\u002Fa\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAn added factor, says Shuffler, is that if we are physically on camera, we are very aware of being watched. “When you're on a video conference, you know everybody's looking at you; you are on stage, so there comes the social pressure and feeling like you need to perform. Being performative is nerve-wracking and more stressful.” It’s also very hard for people not to look at their own face if they can see it on screen, or not to be conscious of how they behave in front of the camera.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow are the current circumstances contributing? \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYet if video chats come with extra stressors, our Zoom fatigue can’t be attributed solely to that. Our current circumstances – whether lockdown, quarantine, working from home or otherwise – are also feeding in.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPetriglieri believes that fact we feel forced into these calls may be a contributory factor. “The video call is our reminder of the people we have lost temporarily. It is the distress that every time you see someone online, such as your colleagues, that reminds you we should really be in the workplace together,” he says. “What I'm finding is, we’re all exhausted; It doesn't matter whether they are introverts or extroverts. We are experiencing the same disruption of the familiar context during the pandemic.”\u003C\u002Fp\u003E\n\u003Cp\u003EThen there’s the fact that aspects of our lives that used to be separate – work, friends, family – are all now happening in the same space. The \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F1986-03748-001\"\u003Eself-complexity theory\u003C\u002Fa\u003E posits that individuals have multiple aspects – context-dependent social roles, relationships, activities and goals – and we find the variety healthy, says Petriglieri. When these aspects are reduced, we become more vulnerable to negative feelings.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Imagine if you go to a bar, and in the same bar you talk with your professors, meet your parents or date someone, isn’t it weird? That’s what we’re doing now – Gianpiero Petriglieri","id":"worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Most of our social roles happen in different places, but now the context has collapsed,” says Petriglieri. “Imagine if you go to a bar, and in the same bar you talk with your professors, meet your parents or date someone, isn’t it weird? That's what we're doing now… We are confined in our own space, in the context of a very anxiety-provoking crisis, and our only space for interaction is a computer window.”\u003C\u002Fp\u003E\n\u003Cp\u003EShuffler says a lack of downtime after we’ve fulfilled work and family commitments may be another factor in our tiredness, while some of us may be putting higher expectations on ourselves due to worries over the economy, furloughs and job losses. “There's also that heightened sense of ‘I need to be performing at my top level in a situation’… Some of us are kind of over-performing to secure our jobs.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBut when I’m Zooming my friends, for example, shouldn’t that relax me? \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ELots of us are doing big group chats for the first time, whether it’s cooking and eating a virtual Easter dinner, attending a university catch-up or holding a birthday party for a friend. If the call is meant to be fun, why might it feel tiring?\u003C\u002Fp\u003E\n\u003Cp\u003EPart of it, says Shuffler, is whether you’re joining in because you want to or because you feel you ought to – like a virtual happy hour with colleagues from work. If you see it as an obligation, that means more time that you’re ‘on’ as opposed to getting a break. A proper chat with friends will feel more social and there will be less ‘Zoom fatigue’ from conversations where you’ve had a chance to be yourself.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It doesn't matter whether you call it a virtual happy hour, it's a meeting, because mostly we are used to using these tools for work – Gianpiero Petriglieri","id":"worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBig group calls can feel particularly performative, Petriglieri warns. People like watching television because you can allow your mind to wander – but a large video call “is like you're watching television and television is watching you”. Large group chats can also feel depersonalising, he adds, because your power as an individual is diminished. And despite the branding, it may not feel like leisure time. “It doesn't matter whether you call it a virtual happy hour, it's a meeting, because mostly we are used to using these tools for work.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESo how can we alleviate Zoom fatigue?  \u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBoth experts suggest limiting video calls to those that are necessary. Turning on the camera should be optional and in general there should be more understanding that cameras do not always have to be on throughout each meeting. Having your screen off to the side, instead of straight ahead, could also help your concentration, particularly in group meetings, says Petriglieri. It makes you feel like you’re in an adjoining room, so may be less tiring.\u003C\u002Fp\u003E\n\u003Cp\u003EIn some cases it’s worth considering if video chats are really the most efficient option. When it comes to work, Shuffler suggests shared files with clear notes can be a better option that avoids information overload. She also suggests taking time during meetings to catch up before diving into business. “Spend some time to actually check into people's wellbeing,” she urges. “It’s a way to reconnect us with the world, and to maintain trust and reduce fatigue and concern.”\u003C\u002Fp\u003E\n\u003Cp\u003EBuilding transition periods in between video meetings can also help refresh us – try stretching, having a drink or doing a bit of exercise, our experts say. Boundaries and transitions are important; we need to create buffers which allow us to put one identity aside and then go to another as we move between work and private personas.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd maybe, says Petriglieri, if you want to reach out, go old-school. “Write a letter to someone instead of meeting them on Zoom. Tell them you really care about them.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting-8"}],"collection":[],"disableAdverts":false,"displayDate":"2020-04-22T18:25:32Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The reason Zoom calls drain your energy","headlineShort":"Why Zoom calls are so exhausting","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":[],"summaryLong":"Video chat is helping us stay employed and connected. But what makes it so tiring - and how can we reduce ‘Zoom fatigue’?","summaryShort":"Video chat is great at keeping us connected - but why is it so tiring?","tag":[],"textToSpeech":false,"creationDateTime":"2020-04-21T19:44:32.538418Z","entity":"article","guid":"a6be2a40-33bd-4f9b-8f7f-a6bfa9f979d1","id":"worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting","modifiedDateTime":"2022-02-25T06:46:54.97714Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting","cacheLastUpdated":1654031017150},"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment","_id":"6267dff61f4b7b7170684d1c","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fdavid-cox"],"bodyIntro":"Amid wide unemployment during Covid-19, basic income schemes have gained fresh relevance. A successful Canadian scheme that's over four decades old could provide a road map for others.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEvelyn Forget was a psychology student in Toronto in 1974 when she first heard about a ground-breaking social experiment that had just begun in the rural Canadian community of Dauphin, Manitoba.\u003C\u002Fp\u003E\n\u003Cp\u003E“I found myself in an economics class which I wasn’t looking forward to,” she remembers. “But in the second week, the professor came in, and spoke about this \u003Ca href=\"https:\u002F\u002Fwww.utpjournals.press\u002Fdoi\u002Ffull\u002F10.3138\u002Fcpp.37.3.283\"\u003Ewonderful study \u003C\u002Fa\u003Ewhich was going to revolutionise the way we delivered social programmes in Canada. To me, it was a fascinating concept, because until then I’d never really realised you could use economics in any kind of positive way.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe experiment was called ‘Mincome’, and it had been designed by a group of economists who wanted to do something to address rural poverty. Once it was implemented in the area, it had real results: over the four years that the program ended up running in the 1970s, an average family in Dauphin was guaranteed an annual income of \u003Ca href=\"https:\u002F\u002Fwww.marketplace.org\u002F2016\u002F12\u002F20\u002Fdauphin\u002F\"\u003E16,000 Canadian dollars \u003C\u002Fa\u003E($11,700, £9,400).\u003C\u002Fp\u003E\n\u003Cp\u003EWith unemployment likely to mount in the wake of Covid-19, the concept of introducing a basic income is once again back in vogue on both sides of the Atlantic.\u003C\u002Fp\u003E\n\u003Cp\u003EWhy did these economists start Mincome those four decades ago? They wanted to see whether a guaranteed basic income for those below the poverty line could improve quality of life – a grand economic idea that had been around since the Enlightenment, but had barely been tested in practise.\u003C\u002Fp\u003E\n\u003Cp\u003EAs one of just a handful of real-life basic income trials that has taken place over the past half century, little did they know that more than 40 years later, this experiment  would be at the centre of the discussion regarding the merits of introducing basic income on a larger scale.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08hxkl9"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBack in 1974, Canadian policy makers were inspired by a \u003Ca href=\"https:\u002F\u002Fwww.utpjournals.press\u002Fdoi\u002Fpdf\u002F10.3138\u002Fcpp.37.3.283\"\u003Ewave of social reforms\u003C\u002Fa\u003E, which had been rolled out throughout the 1960s and early 1970s, including the introduction of universal health insurance across Canada in 1972. So, having garnered the support of Canada’s federal and provincial governments, University of Manitoba economist Derek Hum, along with Manitoba civil servants Ron Hikel and Michael Loeb, created a scheme in which Dauphin’s poorest residents could apply to receive monthly cheques to boost their existing income. At the time it was the most ambitious social science experiment ever to take place in Canada, and saw rates of hospitalisations fall, improvements in mental health, and a rise in the number of children completing high school.\u003C\u002Fp\u003E\n\u003Cp\u003E“It wasn’t a case of getting money to live and do nothing,” says Sharon Wallace-Storm, who grew up in Dauphin and was 15 when the experiment began. “They set a level for how much a family of three or four needed to get by. You applied showing how much you were making, and if you didn’t meet that threshold they would give you a top up.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘100 miles too far from anywhere’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe experiment intrigued Forget, especially because of the sheer remoteness of Dauphin. Located in the middle of a vast plain, a five-hour drive from the capital of Winnipeg, Dauphin comprised little more than farming, and a small factory producing trainers. Even the town’s own inhabitants would jokingly refer to it as being “100 miles too far from anywhere”.\u003C\u002Fp\u003E\n\u003Cp\u003EBut choosing Dauphin wasn’t random – it was simply a case of pragmatism. The economists needed a town of approximately 10,000 people – any smaller, and they would lack sufficient data to draw conclusions, while any bigger and it would cost too much – which they could drive to and from in a day. They drew a big circle around Winnipeg and happened upon Dauphin.\u003C\u002Fp\u003E\n\u003Cp\u003EIn total, the scheme ran for more than four years, with the primary goal of investigating whether a basic income reduced the incentive to work, one of the \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fprofile\u002FEvelyn_Forget\u002Fpublication\u002F282878565_Reconsidering_a_Guaranteed_Annual_Income_lessons_from_MINCOME\u002Flinks\u002F5621459c08ae70315b58cb74\u002FReconsidering-a-Guaranteed-Annual-Income-lessons-from-MINCOME.pdf\"\u003Emain public concerns\u003C\u002Fa\u003E at the time regarding such schemes.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"At the time it was the most ambitious social science experiment ever to take place in Canada, and saw rates of hospitalisations fall, improvements in mental health, and a rise in the number of children completing high school","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHowever, it was abruptly stopped in 1979, a casualty of the political and economic turmoil of the mid-to late-1970s. A series of \u003Ca href=\"https:\u002F\u002Fwww.canadianbusiness.com\u002Fbusiness-strategy\u002Fthe-stagnant-70s\u002F\"\u003Eoil price shocks\u003C\u002Fa\u003E had led to rampant inflation and increasing levels of unemployment. This meant that by 1979, far more families in Dauphin were seeking assistance than the experiment had budgeted for, while the scheme’s payouts were rising with the inflation rate.\u003C\u002Fp\u003E\n\u003Cp\u003ESoon, both the federal and provincial governments decided that supporting it was no longer viable, and so the experiment was scrapped. The many files of data were packed away in cardboard boxes, stored in a warehouse, and there they languished, unused and forgotten for nearly three decades.  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EUncovering the truth\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EForget had long wondered what had happened to the social experiment that so captivated her in 1974. Merely hearing about it even changed her own career direction: she switched fields from psychology, andlater became a health economist. \u003C\u002Fp\u003E\n\u003Cp\u003ESo, in 2008, she finallydecided to find out what had become of it.\u003C\u002Fp\u003E\n\u003Cp\u003E“As a health economist, you become aware very quickly that we use the healthcare system to treat the consequences of poverty, and we do it in an inefficient and expensive way,” she says. “We wait until people live horrible lives for many years, get sick as a consequence, and then we go in all guns blazing to make things better.”\u003C\u002Fp\u003E\n\u003Cp\u003EForget discovered that the data had fallen under the jurisdiction of the Winnipeg regional office of Canada’s National Library and Archives. After gaining permission to analyse it, she was confronted with 1,800 dusty boxes packed full of tables, surveys and assessment forms, all of which needed to be digitalised.\u003C\u002Fp\u003E\n\u003Cp\u003EAfter several years of painstaking work, she was finally able to publish \u003Ca href=\"https:\u002F\u002Fwww.utpjournals.press\u002Fdoi\u002Fpdf\u002F10.3138\u002Fcpp.37.3.283\"\u003Ethe results\u003C\u002Fa\u003E, many of which were eye-opening. In particular, Forget was struck by the improvements in health outcomes over the four years. There was an 8.5% decline in hospitalisations – primarily because there were fewer alcohol-related accidents and hospitalisations due to mental health issues – and a reduction in visits to family physicians.\u003C\u002Fp\u003E\n\u003Cp\u003EForget believes this was a direct result of the added security in people’s lives provided by the basic income. “I wanted to see whether doing something about poverty has an impact on people’s health and these results are really interesting,” she says. “An 8.5% reduction over four years is pretty dramatic.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p08hxl9q"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EJoy Taylor, who was 18 and newly married when the scheme began, remembers that people had much less to worry about financially during the course of the experiment, which improved their wellbeing. Her husband was suddenly able to get a loan to open a local record store, with banks being more willing to lend money to small businesses because of the guaranteed payments.\u003C\u002Fp\u003E\n\u003Cp\u003EThere was also an increase in the number of adolescents completing high school. Before and after the experiment, Dauphin students – like many in rural towns across Manitoba – were less likely to finish school than those in the city of Winnipeg, with boys often leaving at 16 and getting jobs on farms or in factories. However, over the course of those four years, they were actually more likely to graduate than Winnipeg students. In 1976, 100% of Dauphin students enrolled for their final year of school.\u003C\u002Fp\u003E\n\u003Cp\u003E“Very often these people were the first in their family who’d ever finished high school,” says Forget. “When Mincome came along, families decided they could support their sons in school just a little bit longer, and, in some ways, I think that’s the most exciting result because we saw that investment in human capital.”\u003C\u002Fp\u003E\n\u003Cp\u003EOther families who were on the programme at the time remember that certain things were suddenly more affordable. For Eric Richardson, the youngest of six children who was aged 10 when the experiment began, the introduction of basic income meant a trip to the dentist for the first time. “Normally, you didn’t get to go until you were old enough to pay for it yourself,” he says. “I remember it very well because I had 10 cavities and our dentist would drill your teeth without freezing.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"For Eric Richardson, the youngest of six children who was aged 10 when the experiment began, the introduction of basic income meant a trip to the dentist for the first time","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut when the experiment ended in 1979, the improvements which had been seen in health and education soon returned to how things had been in 1974. Taylor remembers how many of the small businesses that had sprung up over the preceding four years began to vanish. Her husband was forced to close their shop, and the couple soon left Dauphin for good.\u003C\u002Fp\u003E\n\u003Cp\u003E“After the programme ended, we moved to Ontario in 1980 because there was nothing to stay for anymore,” she says. “It just wasn’t doing very well.” \u003C\u002Fp\u003E\n\u003Cp\u003EAnd, so, Dauphin faded back into anonymity – until now. Forget’s persistence in bringing the findings of Mincome to light has led both policy makers and academics around the world to revisit this long-forgotten experiment, as they ponder whether such a scheme could ever be viable on a much larger scale.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECan basic income work across a whole country?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EProponents of a nationwide basic income scheme \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fd41586-018-05259-x\"\u003Ehave argued\u003C\u002Fa\u003E that a system similar to Mincome, in which those earning less than a certain threshold receive top-up payments, are a necessary complement to the existing benefits system in order to reduce poverty. They feel that the stringent requirements attached to welfare programmes means that on their own, they provide insufficient support.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, critics point to the \u003Ca href=\"https:\u002F\u002Fiea.org.uk\u002Fthe-case-against-a-universal-basic-income-ubi\u002F\"\u003Ehuge administrative costs\u003C\u002Fa\u003E associated with providing a population-wide basic income, potentially supporting several million individuals. After all, just \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fd41586-018-05259-x\"\u003E2,128 people\u003C\u002Fa\u003E in total were involved in the Mincome experiment.\u003C\u002Fp\u003E\n\u003Cp\u003EIn 2017, Luke Martinelli, an economist at the University of Bath, attempted to model how much such a scheme may cost the UK, with the cheapest estimate coming to \u003Ca href=\"https:\u002F\u002Fwww.bath.ac.uk\u002Fpublications\u002Fassessing-the-case-for-a-universal-basic-income-in-the-uk\u002F\"\u003E£140 billion\u003C\u002Fa\u003E per year – on top of the existing welfare state costs. Critics have stated that no trial conducted so far has provided any indication of whether governments could afford such a large-scale programme, nor whether citizens would be willing to accept the higher levels of taxation needed to fund it.\u003C\u002Fp\u003E\n\u003Cp\u003EOne of the things we do know from the Mincome experiment is that basic income does not appear to discourage the recipients from working – one of the \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fprofile\u002FEvelyn_Forget\u002Fpublication\u002F282878565_Reconsidering_a_Guaranteed_Annual_Income_lessons_from_MINCOME\u002Flinks\u002F5621459c08ae70315b58cb74\u002FReconsidering-a-Guaranteed-Annual-Income-lessons-from-MINCOME.pdf\"\u003Emajor concerns\u003C\u002Fa\u003E politicians have always held about such schemes. Forget found that employment rates in Dauphin stayed the same throughout the four years of Mincome, while a \u003Ca href=\"http:\u002F\u002Fjulkaisut.valtioneuvosto.fi\u002Fbitstream\u002Fhandle\u002F10024\u002F161361\u002FReport_The%20Basic%20Income%20Experiment%2020172018%20in%20Finland.pdf?sequence-=1&isAllowed=y\"\u003Erecent trial in Finland\u003C\u002Fa\u003E – which provided more than 2,000 unemployment people with a monthly basic income of 560 euros ($630, £596) from 2017 to 2019 – found that this helped many of them to find work which provided greater economic security.\u003C\u002Fp\u003E\n\u003Cp\u003E“They recently released the final results, which showed the nature of the jobs that people got once they received a basic income was changing,” says Forget. “So instead of taking on precarious part-time work, they were much more likely to be moving into full-time jobs that would make them more independent. I see that as a great success.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Critics have stated that no trial conducted so far has provided any indication of whether governments could afford such a large-scale programme, nor whether citizens would be willing to accept the higher levels of taxation needed to fund it","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut to understand some of the broader implications of how a basic income scheme may work across a larger population, some experts believe it may be necessary to first try it on a state-wide or regional level, before rolling it out on a nationwide scale can be considered.\u003C\u002Fp\u003E\n\u003Cp\u003EThis could provide governments with a better idea of what it could cost in practise, as well as analyse critical social factors such as what Greg Mason, an economist at the University of Manitoba, calls the ‘politics of envy’.\u003C\u002Fp\u003E\n\u003Cp\u003E“All the experiments so far have only considered whether basic income affects the willingness to work of those receiving the extra payments,” Mason says. “But they haven’t looked at the people who are just above the threshold for receiving basic income. Those people could well become very resentful of anyone who isn’t working, and yet only earn slightly less than them.”\u003C\u002Fp\u003E\n\u003Cp\u003EMason believes that for basic income to work on a larger scale, governments would need to find an eligibility income threshold that is reasonable enough to cover necessities, while not allowing people to live “the good life”. He predicts that such a threshold is likely to lie in the region of CAD$15,000 ($11,000, £8,800) – very similar to the equivalent sum which families in Dauphin received during Mincome.\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough many questions do need to be answered surrounding the affordability of basic income on a larger scale, Forget believes that the impact of the coronavirus pandemic could render it necessary to consider taking radical measures to plug gaps within existing welfare programmes.\u003C\u002Fp\u003E\n\u003Cp\u003E“When Covid-19 came along and people started to lose jobs in Canada, we discovered that the suite of social programmes in place was really not up to the task,” she says. “You have this mismatch of inconsistent programmes, and you’ve got people falling through the gaps so they’re not getting the support they need. That’s only going to continue as many of the firms suffering now because of the pandemic are probably finished. With so much employment, I think basic income needs to be considered as it provides a much more coherent solution.”\u003C\u002Fp\u003E\n\u003Cp\u003EFor the residents of Dauphin who lived through the Mincome project during the 1970s, there are no doubts of its merits. “I’m a huge advocate of basic income to this day,” says Taylor. “Knowing that extra money was coming in made life that bit easier. You no longer needed to be afraid of paying the bills or what you were spending on food. It gave you that piece of mind.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-10"}],"collection":null,"disableAdverts":false,"displayDate":"2020-06-25T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Canada’s forgotten universal basic income experiment","headlineShort":"Canada's lost social experiment","image":["p08hxl1j"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20180316-the-free-money-programme-that-turns-lives-around","worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid","worklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting"],"relatedTag":["tag\u002Fmoney"],"summaryLong":"Amid wide unemployment during Covid-19, basic income schemes have gained fresh relevance. A successful Canadian scheme that's over four decades old could provide a road map for others.","summaryShort":"What the world can learn about safety nets amid pandemic job loss","tag":["tag\u002Fhow-we-live","tag\u002Finequality"],"textToSpeech":false,"creationDateTime":"2020-06-24T20:11:16.880295Z","entity":"article","guid":"1d6c5c5c-2fff-4ccf-b521-19e34bcadda5","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment","modifiedDateTime":"2022-02-25T06:50:46.21121Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment","cacheLastUpdated":1654031017149},"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits","_id":"6267dfb01f4b7b356500da17","ambientVideo":"","articleType":"story","assetVideo":null,"author":null,"bodyIntro":"Cases worth hundreds of millions can chip away at long-standing workplace inequality.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EThis is the latest story in \u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fcapital\u002Ftags\u002Fthe-diversity-box\"\u003EThe Diversity Box\u003C\u002Fa\u003E, our new series looking at representation in the workplace.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003EMost companies will be able to quickly point to their diversity scheme, whether it’s a well-thought out plan to create a more balanced workforce or a token public relations effort.\u003C\u002Fp\u003E\u003Cp\u003EA lack of diversity can show itself in ugly ways, when workers are discriminated against or harassed due to their age, race, gender, sexuality, and more.\u003C\u002Fp\u003E\u003Cp\u003EOften these instances are swept under the rug or shrugged off and go unreported. But sometimes, people fight back against discrimination – and win, punishing companies that allow workplace discrimination to happen. In the process, these cases raise awareness about the broader issues of discrimination, harassment, representation and diversity.\u003C\u002Fp\u003E\u003Cp\u003EIn the US, individuals can sue their employers for enormous sums. Here are some landmark lawsuits that have commanded headlines through the years.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p06hl63t"],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EClick or pinch to zoom on mobile.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p06hl63r"],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EClick or pinch to zoom on mobile.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p06hl63m"],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EClick or pinch to zoom on mobile.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p06hl63h"],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EClick or pinch to zoom on mobile.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003EResearch by Miriam Quick. Design by Tiziana Alocci.\u003Cstrong\u003E\u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003ETo comment on this story or anything else you have seen on BBC Capital, please head over to our\u003C\u002Fem\u003E \u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002FBBCCapital\"\u003E\u003Cem\u003EFacebook\u003C\u002Fem\u003E\u003C\u002Fa\u003E \u003Cem\u003Epage or message us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FBBC_Capital\"\u003E\u003Cem\u003ETwitter\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E{\"image\":{\"pid\":\"\"}}\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-8"}],"collection":null,"disableAdverts":false,"displayDate":"2018-08-16T22:47:29Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"","headlineLong":"The most influential US workplace discrimination lawsuits","headlineShort":"Do discrimination lawsuits work?","image":["p06hlj50"],"imageAlignment":"centre","imageAltText":"","isSyndicated":false,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2022-02-27T22:52:24.455144Z","Project":"wwverticals","Slug":"option\u002Fpublish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6267dfc91f4b7b565656c4b5"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":null,"summaryLong":"How cases worth hundreds of millions can chip away at long-standing workplace inequality","summaryShort":"Some of them are worth hundreds of millions","tag":["tag\u002Fthe-diversity-box"],"textToSpeech":false,"creationDateTime":"2019-07-18T15:09:00.060168Z","entity":"article","guid":"f2ebad3d-40ea-490e-8703-0daa3b845ffd","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits","modifiedDateTime":"2022-02-28T15:02:40.165167Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits","cacheLastUpdated":1654031017150},"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus","_id":"6267dfcd1f4b7b260334565e","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Covid-19 has forced us to exercise indoors. But home fitness has been shaping our lives for decades.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMost people remember their first encounter with home fitness. As a kid in the early ‘90s, I remember waking up extra early at the weekends to watch a TV programme called ‘Mousercise’, a Disney show with aerobics instructors in full Mickey and Minnie costumes teaching kids calisthenics. I was far too lazy to participate, but was fascinated by the spectacle nonetheless.\u003C\u002Fp\u003E\n\u003Cp\u003EFor those born slightly earlier, home fitness might be defined by memories of Jane Fonda grapevining across their TV screen in legwarmers, while for others it might be taking their inaugural steps on that weird-looking contraption known as a treadmill.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMore like this:\u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cul\u003E\n\u003Cli\u003E\u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fculture\u002Fstory\u002F20200428-home-workouts-as-essential-viewing-jane-fonda-to-joe-wicks\" target=\"_blank\"\u003EBBC Culture: Home workouts as essential viewing\u003C\u002Fa\u003E\u003C\u002Fli\u003E\n\u003Cli\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting\" target=\"_blank\"\u003EThe reason Zoom calls drain your energy\u003C\u002Fa\u003E\u003C\u002Fli\u003E\n\u003Cli\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine\" target=\"_blank\"\u003EHow to avoid burnout amid a pandemic\u003C\u002Fa\u003E\u003C\u002Fli\u003E\n\u003C\u002Ful\u003E\n\u003Cp\u003EHome fitness has been in our lives for decades – and it’s taken on a new role since the Covid-19 pandemic closed gyms around the world. Whether it’s a yoga class on Zoom or panic-buying a Peloton, many of us are trying to find ways to exercise effectively within four walls. But where did the industry of Thighmaster and Wii Fit come from – and where’s it heading after the pandemic?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAt first, mostly geared toward women\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EExercising has been around for a long time; \u003Ca href=\"https:\u002F\u002Fwww.cdc.gov\u002Fnccdphp\u002Fsgr\u002Fintro2.htm\"\u003Eyoga in India, tai chi in China and Olympic training in Greece go back thousands of years\u003C\u002Fa\u003E, for example. But ‘fitness’ as we know it today is a relatively new construct, not even 200 years old. One of the earliest examples comes from an \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fhealth-28858090\"\u003Eillustrated guidebook written in 1861\u003C\u002Fa\u003E in Victorian England, which shows women in petticoats and men in neckties exercising different muscle groups. The idea for the daily regimen came from Gustav Ernst, an orthopaedic machinist in London who invented the portable home gym, a device made of mahogany boards, cords, weights and pulleys.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn those pre-transport days, people had more exercise built organically into their day. Gyms were rare; those that existed were almost exclusively frequented by men and “weren’t places where you’d be proud to be seen”, says Natalia Mehlman Petrzela, an associate professor of history at The New School in New York City who’s writing a book about the fitness industry. “They were seen as kind of seedy places where lowlifes would hang out.” And while people (mostly men) played sports, getting sweaty on purpose for health or appearance just wasn’t something most people did.\u003C\u002Fp\u003E\n\u003Cp\u003EHome fitness as we know it in the West started to appear sometime after World War Two, with the US behind many of the trends that subsequently swept the globe. Many Americans had bigger homes after the war, plus a huge technological innovation: the television. The economy was booming, young married couples moved to suburbs, people were driving more and public health concerns about obesity started to emerge.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Trends towards open-plan living and technological developments fueled appetite for staying healthy, conveniently, at home – James Stark","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Trends towards open-plan living and technological developments… fueled appetite for staying healthy, conveniently, at home,” says James Stark, associate professor of medical humanities at the University of Leeds in England. Traditionally, men went off to work each day while women stayed at home to do housework. These women became the main target for the nascent home fitness industry, with fitness promoted to them as a key element of their beauty routine.\u003C\u002Fp\u003E\n\u003Cp\u003E“A lot of television shows at this time wanted to help women do the tasks required of them,” says Katie Rose Hejtmanek, an associate professor of anthropology at Brooklyn College in New York who specialises in fitness and sport studies. And part of that was the idea that “women needed to maintain their slender physiques” for their husbands. \u003C\u002Fp\u003E\n\u003Cp\u003EIn 1951, fitness guru Jack LaLanne \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-us-canada-12272311\"\u003Ebegan broadcasting an exercise TV show\u003C\u002Fa\u003E largely geared towards housewives: \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=CNAnD-gs4uo&list=PL0UagYDEJEpna4HSlUcHPgUJ3OWOORBNP&index=13\"\u003Ea one-man programme\u003C\u002Fa\u003E in which he demonstrated exercises like side bends and leg lifts or \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=tP40RWwhoRw\"\u003Ehangover-curing aerobics\u003C\u002Fa\u003E set to carnival-like organ music. Targeting this white, middle-class, female audience marked a turning point. Before long, home catalogues and TV adverts followed the cash by offering products and more shows for these beauty-oriented consumers with both time and money.\u003C\u002Fp\u003E\n\u003Cp\u003E“With the women exercising at home for Jack LaLanne, it was just a beauty standard: ‘OK, I gotta get this over with, check the box, and then I can go have my martini and my cigarette’,” says Hejtmanek.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003ETV, gadgets and the gym\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EProducts promising quick fitness fixes and effortless ways to shed pounds have long been a part of the health industry, and in these early days in the 1950s and ‘60s they were heavily aimed at this same demographic.\u003C\u002Fp\u003E\n\u003Cp\u003EThere were so-called “\u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=XwWfz7v38Qw\"\u003Eslim suits\u003C\u002Fa\u003E” and “sauna suits”: imagine a vinyl full-body jumpsuit that purportedly made you sweat even more while exercising, supposedly making you lose weight faster as you did toe touches in your living room. (\u003Ca href=\"https:\u002F\u002Fwww.bestconsumerreviews.com\u002Fsauna-suit-reviews\u002F\"\u003EThey still exist to this day\u003C\u002Fa\u003E.) And there were, of course, \u003Ca href=\"https:\u002F\u002Fwww.dailymail.co.uk\u002Ffemail\u002Farticle-2258435\u002FHilarious-70s-photos-exercise-gadgets-gimmicks.html\"\u003Ethe vibrating belts you’d strap around your thighs or bottom\u003C\u002Fa\u003E to jiggle the fat away. Even the classic hula hoop was originally sold as exercise equipment; \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Farchive\u002Flifestyle\u002F1977\u002F05\u002F15\u002Fconceived-in-the-fad-crazed-50s-the-hula-hoop-makes-a-comeback\u002Fb0113458-354e-483b-8c32-5c9a6ca56bf1\u002F\"\u003Eover 100 million were sold\u003C\u002Fa\u003E in the first six months after the product’s release in 1958.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There’s a “broad social embrace of fitness as something we should be doing, even in our downtime, even when we’re at home and theoretically supposed to be relaxing” – Natalia Mehlman Petrzela","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOver the next two decades, personal fitness began moving outside the home and took on a more strenuous tone with the advent of jogging culture. “Exercise and fitness became a lifestyle,” Hejtmanek says, and one that came with a new wardrobe – think leggings, headbands, tank tops and leg warmers. Gyms began opening; bright destinations offering mirrors and group classes, often connected to the offices of big corporations to lure in yuppies.\u003C\u002Fp\u003E\n\u003Cp\u003EThen the world of fitness was reshaped by another key technological innovation: the VHS video tape. American actress Jane Fonda stormed onto the scene in 1982 with her Jane Fonda’s Workout video tape which, again, targeted women at home. Over the decade, that tape sold 17 million copies around the world and triggered several follow-up series. Along with the growing popularity of fitness clubs, Petrzela says that the fitness industry was “booming on all fronts”.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“VHS technology is a very big deal because it allows people to have these exercises on what we would now think of as on-demand. It also makes exercise more of an international phenomenon because these VHS tapes can be sent all over the world, which makes the US, in a lot of ways, a kind of headquarters of fitness culture,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EAn avalanche of tapes and TV workout programmes followed Fonda’s success, launching careers for fitness personalities like \u003Ca href=\"https:\u002F\u002Fwww.buzzfeednews.com\u002Farticle\u002Fpdominguez\u002Frichard-simmons-tears\"\u003ERichard Simmons\u003C\u002Fa\u003E in the US or Mr Motivator in the UK (who \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=J-OvGU5ro24\"\u003Eis enjoying a resurgence\u003C\u002Fa\u003E in the coronavirus era). Other celebrities also followed Fonda’s lead; Australian model Elle MacPherson released “The Body” workout video, while US actress Suzanne Somers came up with the Thighmaster, designed to beef up leg muscles on the sofa while watching TV. Working out at home was now “connected to Hollywood culture”, which strengthened its appeal, Petrzela says.\u003C\u002Fp\u003E\n\u003Cp\u003ENext came the home gym. These expensive machines – like Nordic Track’s in-home treadmills, ellipticals or stationary bikes – filled home basements across the world in the 1990s. There were still goofy products – think \u003Ca href=\"https:\u002F\u002Fwww.inc.com\u002Farticles\u002F2010\u002F08\u002Fshake-weight-inventor-johann-verheem.html\"\u003Ethe Shake Weight\u003C\u002Fa\u003E, or electric “\u003Ca href=\"https:\u002F\u002Fwww.healthline.com\u002Fhealth\u002Fab-stimulator#function\"\u003Eab stimulators\u003C\u002Fa\u003E” you affix to your bare tummy that are supposed to vibrate your gut into a six pack. But deluxe 10-in-one exercise machines, like the ones you’d see at a gym, let people take home fitness more seriously. And all these products served to promote the idea that we should be maximising time and self-improvement.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-10"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Nowadays, the fitness and wellness industry “is now a burden in all of our realms” – Katie Rose Hejtmanek","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“They speak to, I think, both a broad social embrace of fitness as something we should be doing, even in our downtime, even when we’re at home and theoretically supposed to be relaxing,” says Petrzela. “And they also prey on these insecurities: that if we’re \u003Cem\u003Enot\u003C\u002Fem\u003E constantly working to be more healthy and to be more attractive and spending money on those pursuits, that there’s something wrong with us.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-12"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-13"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe internet and age of Covid-19\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhich brings us to today. Spandex-clad actors in VHS tapes have been replaced with fitness influencers on social media platforms like Instagram, many of whom endorse the same kind of “lose weight fast” dietary supplements or exercise gadgets that the fitness industry always has.\u003C\u002Fp\u003E\n\u003Cp\u003EExcept now, we largely call it the “wellness industry”. Working out isn’t just about staying in shape; the lines between fitness and the self-help movement have become blurred. “We need exercise not just as a beauty regimen now, and not just as a heart and health situation, now we need to do it for our mental health. This is now a burden in all of our realms,” says Hejtmanek.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd offerings have become even more complex, with “\u003Ca href=\"https:\u002F\u002Fwww.thecut.com\u002F2013\u002F01\u002Fevolution-of-soulcycle.html\"\u003Ecult-like\u003C\u002Fa\u003E” group exercise phenomena like SoulCycle, \u003Ca href=\"https:\u002F\u002Fwww.self.com\u002Fstory\u002Fmindfulness-workouts-body-brain\"\u003E“mindfulness” classes\u003C\u002Fa\u003E that mix yoga, aromatherapy and soundscapes, and luxury gyms like Equinox offering additional services like childcare and workspaces.\u003C\u002Fp\u003E\n\u003Cp\u003EBut that was pre-Covid. Now, with gyms closed and outings comprehensively curtailed, we’re all innovating; fitness instructors have been quick to move online, yoga classes \u003Ca href=\"https:\u002F\u002Fwww.newyorker.com\u002Fculture\u002Fculture-desk\u002Fquarantine-culture-recommendations-zoom-yoga-winston-churchill-and-neil-young\"\u003Ehave taken to Zoom,\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-52066454\"\u003Esales of exercise equipment\u003C\u002Fa\u003E and downloads of fitness apps are \u003Ca href=\"https:\u002F\u002Fwww.marketwatch.com\u002Fstory\u002Ffree-workouts-from-peloton-nike-and-others-to-help-you-stay-active-during-your-quarantine-2020-03-27\"\u003Eall on the rise\u003C\u002Fa\u003E. Between January and March in the US, for example, \u003Ca href=\"https:\u002F\u002Fnews.adobe.com\u002Fnews\u002Fnews-details\u002F2020\u002FAdobe-Unveils-First-Digital-Economy-Index\u002Fdefault.aspx\"\u003Esales of fitness equipment shot up 55%\u003C\u002Fa\u003E as lockdowns began to be activated. Some gyms are even introducing “foster” programmes for their equipment during the pandemic – \u003Ca href=\"https:\u002F\u002Fwww.washingtonian.com\u002F2020\u002F04\u002F13\u002Fthese-gyms-and-fitness-studios-will-let-you-rent-or-buy-their-workout-equipment-during-the-pandemic\u002F\"\u003Elending out machines to members for a fee\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EStark, the University of Leeds professor, thinks it’s too early to tell whether coronavirus could lead to a new home workout boom. He thinks the new online classes tap into something that didn’t exist in home fitness before, but believes that the lure of the gym may prove stronger in the long term.\u003C\u002Fp\u003E\n\u003Cp\u003E“Gyms fulfil quite a different social role. They are places where exercises done by individuals can be communal and competitive,” he says.  “When the lockdown is phased out and then ends, it is much more likely that people will flock back to gyms and sports fields to recapture the vital social, human contact which is also integral to exercise for so many.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus-14"}],"collection":null,"disableAdverts":false,"displayDate":"2020-05-05T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The evolution of home fitness","headlineShort":"The evolution of home fitness","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":[],"summaryLong":"Covid-19 has forced us to exercise indoors. But home fitness has been shaping our lives for decades.","summaryShort":"How exercise indoors shaped our lives far before Covid-19","tag":[],"textToSpeech":false,"creationDateTime":"2020-05-04T19:48:20.062791Z","entity":"article","guid":"15946f82-ba2b-427f-9301-c2b612cc210c","id":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus","modifiedDateTime":"2022-02-25T06:47:50.701592Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20200504-covid-19-update-quarantine-home-workouts-during-coronavirus","cacheLastUpdated":1654031017150},"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain","_id":"6267df9d1f4b7b35782f0976","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"If you don’t have time for an hour-long break in your workday, a series of ‘microbreaks’ can also have a powerful effect on your body and your mind.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fcapital\u002Fcolumns\u002Fpower-of-an-hour\"\u003E \u003Cimg src=\"http:\u002F\u002Fichef.bbci.co.uk\u002Fimages\u002Fic\u002Fraw\u002Fp07118n2.jpg\" border=\"0\" alt=\"Power of an Hour\" width=\"100%\" \u002F\u003E \u003C\u002Fa\u003E\u003C\u002Fp\u003E\u003Cp\u003EThere’s a scene in the classic sitcom The Office, where David Brent – the ultimate cringe boss, with zero self-awareness – is doing some motivational speaking. “Laughter is the best medicine,” he says, explaining to his staff that it reduces stress and that he likes to do it several times during the working day. He demonstrates the technique by bursting into a solo manic cackle; though it only lasts about 30 seconds, it seems to go on forever. The whole room stares back in lethal silence.\u003C\u002Fp\u003E\u003Cp\u003EIt turns out that, for once, Brent may have been onto something. He was inadvertently describing what experts call a “microbreak” – any brief activity that helps to break up the monotony of physically or mentally draining tasks. They can last anywhere from a few seconds to several minutes and involve anything from making a cup of tea to stretching or watching a music video.\u003C\u002Fp\u003E\u003Cp\u003EThough the breaks are tiny, they can have a disproportionately powerful impact – studies have shown that they can improve workers’ \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0272494415000328\"\u003Eability to concentrate\u003C\u002Fa\u003E, change the way they \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F2018-12793-001\"\u003Esee their jobs\u003C\u002Fa\u003E, and even help them \u003Ca href=\"https:\u002F\u002Fcontent.iospress.com\u002Farticles\u002Fwork\u002Fwor2772\"\u003Eavoid the typical injuries\u003C\u002Fa\u003E that people get when they’re tied to their desks all day.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If you regularly lean back to talk to the person next to you or sneak a look at your phone, it’s possible that you’re a master of the technique already","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESince there’s no consensus on how long the ideal microbreak should last or how often you should have them, it’s up to workers to experiment with what works best for them. In fact, if you regularly lean back to talk to the person next to you or sneak a look at your phone, it’s possible that you’re a master of the technique already. According to Sooyeol Kim, a doctoral student from the University of Illinois and expert on microbreaks, there are only two rules: they should be short and voluntary.\u003C\u002Fp\u003E\u003Cp\u003EKim sees the breaks as a way to cope with the fact that most people spend the majority of their day at work. “But in reality our only official break is usually just lunch – though some companies provide a tea-time or half-time break, which is 10 or 15 minutes.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003ECalming effect\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\u003Cp\u003EThe technique was invented in the late 1980s by researchers from the National Institute for Occupational Safety and Health in Ohio and Purdue University in Indiana. They wanted to find out whether fleeting breaks could \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpubmed\u002F2806221\"\u003Eboost productivity or reduce stress\u003C\u002Fa\u003E, so they created an artificial office environment and invited 20 participants to “work” there for two days performing a “highly repetitive” data entry task.\u003C\u002Fp\u003E\u003Cp\u003EEach participant was allowed one microbreak for every 40 minutes that they worked. During the break, which typically lasted just 27 seconds, participants stopped working but remained at their workstation.\u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003EYou might also like:\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E- \u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fcapital\u002Fstory\u002F20190116-why-you-should-exercise-during-the-workday---and-how\"\u003EHow to exercise during the workday\u003C\u002Fa\u003E\u003Cbr \u002F\u003E- \u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fcapital\u002Fstory\u002F20190219-how-to-learn-a-language-in-an-hour-a-day\"\u003EHow to learn a language in an hour a day\u003C\u002Fa\u003E\u003Cbr \u002F\u003E- \u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fcapital\u002Fstory\u002F20190225-how-to-cultivate-a-daily-reading-habit\"\u003EHow to cultivate a daily reading habit\u003C\u002Fa\u003E\u003C\u002Fp\u003E\u003Cp\u003EAfter tracking the heart rates and productivity of their “employees” before and after each break, the scientists discovered that the pauses were, in fact, not as beneficial as they had hoped. Their workforce actually performed worse on some tasks after their respite – typing fewer keystrokes per minute, for example. But one thing did stick out: people who took slightly longer microbreaks tended to have lower heart rates, suggesting that they had calmed them down.  Their work also didn’t require as much correcting.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There are now mountains of evidence to suggest that they can be beneficial – reducing stress, keeping workers engaged and making work more enjoyable","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAfter decades more research, the microbreak has redeemed itself. There are now mountains of evidence to suggest that they can be beneficial – \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpubmed\u002F20835716\"\u003Ereducing stress\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fpii\u002FS2351978915005223\"\u003Ekeeping workers engaged\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F2018-12793-001\"\u003Emaking work more enjoyable\u003C\u002Fa\u003E. In the case of the data entry study, because longer breaks were linked to a better recovery, the scientists speculated that perhaps the microbreaks were simply too short.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EWhy stretching matters\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\u003Cp\u003EDespite the evidence that microbreaks are helpful, the only area in which they have entered mainstream use is as a way of reducing the risk of developing injuries in the workplace. “We recommend them to all our clients,” says Katharine Metters, an ergonomist, physiotherapist and health and safety expert at the ergonomics consultancy Posturite.\u003C\u002Fp\u003E\u003Cp\u003EThe latest figures by the UK government agency HSE show the scale of the problem that they’re tackling. Between 2017 and 2018 there were \u003Ca href=\"http:\u002F\u002Fwww.hse.gov.uk\u002Fstatistics\u002Fcausdis\u002Fmsd.pdf\"\u003E469,000 workers in the UK\u003C\u002Fa\u003E suffering from musculoskeletal injuries acquired because of their jobs. According to Zaheer Osman, the founder and director of ergonomics consultancy Adept Ergonomics, most people don’t notice that they’re damaging themselves until they’re in pain – by which point it’s already too late. Like Metters, he strongly advocates the use of microbreaks.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Microbreaks are thought to help us to cope with long periods at our desks by taking the strain off certain body structures – such as the neck – that we’re using all day","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe minuscule breaks are thought to help us to cope with long periods at our desks by taking the strain off certain body structures – such as the neck – that we’re using all day. “The important thing is that they are taken regularly,” says Metters.  It should go without saying, but if you’re getting into microbreaks to give your body – rather than your brain – a rest, watching music videos won’t do the trick – it’s best to do something physical like standing up or changing position.  \u003C\u002Fp\u003E\u003Cp\u003EOne area where this has become particularly apparent is surgery. In a field requiring the ultimate precision, where mistakes \u003Ca href=\"https:\u002F\u002Fwww.sciencedaily.com\u002Freleases\u002F2017\u002F02\u002F170213125617.htm\"\u003Eregularly cost patients their lives\u003C\u002Fa\u003E, it’s important to find ways to help these specialists avoid painful distractions and keep their zen-like focus. Back in 2013, a small study looked at whether microbreaks can help. Two researchers from the University of Sherbrooke, Quebec, tested 16 surgeons to see if tiny, 20-second breaks every 20 minutes affected how \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpubmed\u002F22824853\"\u003Ephysically and mentally tired they were\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\u003Cp\u003EFor the experiment, first the surgeons were “stressed out” by performing complex real-life operations, and then assessed in an adjacent room. There they were asked to trace the outline of a star with their surgical scissors (a variant on a classic experimental game, which in this case was used to test their precision) and to see how long they could hold up a heavy weight with an outstretched arm.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-10"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEach was tested three times: once before an operation, once after an operation where they were allowed microbreaks and once after a surgery with no microbreaks. During the breaks, they were asked to briefly leave the work area and do some stretches.\u003C\u002Fp\u003E\u003Cp\u003ERemarkably, the surgeons were seven times more accurate in their drawings after operations where they were allowed microbreaks. They also had half the levels of physical fatigue and felt less pain in their backs, necks, shoulders and wrists.\u003C\u002Fp\u003E\u003Cp\u003E\u003Cstrong\u003EDisengaging from work\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\u003Cp\u003ENot only do microbreaks come with a range of serious benefits, but they give workers the license to indulge in what can look suspiciously like time-wasting. Taking time out to surf the internet – though not for more than 12% of the day, \u003Ca href=\"https:\u002F\u002Fpapers.ssrn.com\u002Fsol3\u002Fpapers.cfm?abstract_id=1947706\"\u003Eaccording to one study\u003C\u002Fa\u003E – or \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0272494415000328\"\u003Egaze at flowering meadows\u003C\u002Fa\u003E can improve productivity and help employees concentrate. In fact, some scientists believe that enjoying your microbreaks is an essential part of how they work.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-12"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Taking time out to surf the internet or gaze at flowering meadows can improve productivity and help employees concentrate","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-13"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETake a study conducted by Kim in 2018. Together with colleagues from the University of Illinois, he wanted to find out whether microbreaks could help people working in emotionally draining jobs – particularly where there’s a gap between how they feel inside and the way they must appear in public. The team chose call centres as the ideal place to study this.\u003C\u002Fp\u003E\u003Cp\u003EThe participants were a pool of telemarketers from South Korea who sold products like credit cards and insurance. After an initial survey, each was asked to provide their daily sales performance records for a two-week period, during which they were also asked to complete a survey before and after each work day. These included questions about their “positive affect” – the degree to which they were having positive feelings, such as happiness and optimism – workload, and any microbreaks that they had been taking.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-14"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-15"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe results were striking. Those who didn’t feel engaged with their jobs seemed to benefit from taking microbreaks; they were linked to increased productivity and more positive feelings. But this was only the case for breaks which involved certain activities, like relaxing, chatting to colleagues or other, more demanding activities, like browsing the internet. Oddly, breaks that were used to snack didn’t provide any benefits.\u003C\u002Fp\u003E\u003Cp\u003EOne explanation is that snack breaks tended to overlap with other types of winding down, like being sociable, making it harder to discern their impact. But another explanation is that the other breaks were more enjoyable. “Just removing your hunger or thirst, does that always make you happy?” says Kim. “Sometimes it’s just removing your discomfort.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-16"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Microbreaking by watching a funny video clip left people invigorated and more attentive, with lower fatigue and delays in their response times during a cognitive test","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-17"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe finding fits with the idea that microbreaks enable a process known as “psychological detachment”, which occurs when you mentally disengage from work-based tasks and allow your brain to recover. It’s all about actively shifting the focus of your thoughts, so that you’re not mulling over work while you’re trying to chill out.\u003C\u002Fp\u003E\u003Cp\u003E Andrew Bennett, a social scientist, studied microbreaks for his doctoral thesis while he was at Virginia Commonwealth University. His major finding was that microbreaking by \u003Ca href=\"https:\u002F\u002Fscholarscompass.vcu.edu\u002Fcgi\u002Fviewcontent.cgi?article=4949&context=etd\"\u003Ewatching a funny video clip\u003C\u002Fa\u003E left people invigorated and more attentive, with lower fatigue and smaller delays in their response times during a cognitive test.\u003C\u002Fp\u003E\u003Cp\u003E\u003Cstrong\u003ERebrand it, if necessary\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\u003Cp\u003EOf course, watching television clips might not go down well with your boss – but there are plenty of other ways that you can take microbreaks without looking like you’re skiving. Here are some tips from the experts.\u003C\u002Fp\u003E\u003Cp\u003E“A good way of forcing yourself to have a break is to have a really large litre bottle of water at your desk. You’ll have to go for a toilet break – so that’s a good way of forcing yourself to stand up, while also staying hydrated,” says Osman.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-18"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-19"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBennett’s top tip is not to let them drag on for too long. “A microbreak isn’t the time to catch up on several new episodes of a television show!”\u003C\u002Fp\u003E\n\u003Cp\u003EKim is keen to stress that how people spend their microbreaks should be down to them, since different industries are likely to accommodate different types of break. “Organisations may want to provide a kind of free environment when their employees can take their recovery opportunities based on their needs, and train their employees how to balance their pressure and wellbeing,” he says.\u003C\u002Fp\u003E\n\u003Cp\u003EMetters recommends doing some stretches at your desk, walking to the window to see what’s going on outside – “That relaxes my eyes and my brain,” she says – or even just leaning back in your chair for a while. If you’re worried that you might struggle to space your breaks evenly, she suggests placing a sand timer on your desk.\u003C\u002Fp\u003E\n\u003Cp\u003EIf you plan on asking your employer for permission to take microbreaks, Osman has a clever tip: don’t call it a break, call it a “change of activity”. They might get concerned at the prospect of their staff watching videos of famous cats or checking their phone every few minutes.\u003C\u002Fp\u003E\n\u003Cp\u003EEqually, if you catch your boss spontaneously bursting into laughter, or spot your colleagues touching their toes in between meetings, bear in mind they may just be resetting their brains ahead of their next burst of productivity.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain-20"}],"collection":[],"disableAdverts":false,"displayDate":"2019-03-12T19:32:15.941Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"","headlineLong":"The tiny breaks that ease your body and reboot your brain","headlineShort":"The tiny breaks that make work bearable","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":null,"relatedTag":null,"summaryLong":"If you don’t have time for an hour-long break in your workday, a series of ‘microbreaks’ can also have a powerful effect on your body and your mind.","summaryShort":"These tiny pauses can have a powerful effect on your body and your mind","tag":[],"textToSpeech":false,"creationDateTime":"2019-07-18T15:19:43.770278Z","entity":"article","guid":"146f373a-5147-4c06-809d-24f0a32cb2b8","id":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain","modifiedDateTime":"2022-02-25T06:17:18.534161Z","project":"wwverticals","slug":"worklife\u002Farticle\u002F20190312-the-tiny-breaks-that-ease-your-body-and-reboot-your-brain","cacheLastUpdated":1654031017150},"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum","_id":"6267dfa11f4b7b357d59cd39","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Frobbie-wojciechowski"],"bodyIntro":"Our brains don’t all work the same way. One New York-based software company sees that as a competitive advantage.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERajesh Anandan founded his company Ultranauts (formerly Ultra Testing) with his MIT roommate Art Shectman with one aim: one aim: to prove that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190719-neurodiversity\"\u003Eneurodiversity \u003C\u002Fa\u003Eand autism could be a competitive advantage in business.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“There is an incredible talent pool of adults on the autistic spectrum that has been overlooked for all the wrong reasons,” says 46-year-old Anandan. “People who haven’t had a fair shot to succeed at work, because of workplace and workflow and business practices that aren’t particularly effective for anyone but are especially damaging for anyone who is wired differently.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe New York-based quality engineering start-up is now one of an increasing number of firms looking towards autistic talent. But while programmes at companies including \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fus-world-work-autismatwork\u002Fautism-in-the-workplace-a-spectrum-of-hiring-choices-idUSKCN1SD0YB\"\u003EMicrosoft and accounting firm EY\u003C\u002Fa\u003E are small and focused around supporting neurodiverse workers in the office, Ultranauts has redesigned its entire business around neurodiversity, changing hiring efforts to actively recruit individuals on the autism spectrum and developing new workplace practices to effectively manage neurodiverse teams.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“We set out to change the blueprint for work, and change how a company could hire, manage and develop talent,” says Anandan.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p07rfdtw"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENeurodiversity has risen to the top of the agenda around inclusion at work in recent years, yet it is not a common term. It refers to \u003Ca href=\"https:\u002F\u002Fneurodiversity.io\u002F?option=com_content&view=article&id=1\"\u003Ethe range of differences in individual human brain function\u003C\u002Fa\u003E which can be associated with conditions such as dyslexia, autism and ADHD.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EResearch by the UK’s National Autistic Society (NAS) shows that the figures around employment of people with autism in the UK are still very low. In its survey of 2,000 autistic adults, just \u003Ca href=\"https:\u002F\u002Fwww.autism.org.uk\u002Fget-involved\u002Fmedia-centre\u002Fnews\u002F2016-10-27-employment-gap.aspx\"\u003E16% were in in full-time work\u003C\u002Fa\u003E, despite 77% of people who were unemployed saying they wanted to work.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe barriers to work for people with autism can still be huge, and Richmal Maybank, employer engagement manager at NAS, says many factors contribute to this. “Job descriptions can often have core tick-box behaviours, and can be quite general,” she says. “Forms look for ‘team players’ and ‘staff with great communication skills’ but lack specific information.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ETerms like these – or interview questions such as ‘where you see yourself in five years’ – can be too general for people with autism, as many with the condition can find vague questionsparticularly hard to decipher. Additionally, people can feel uncomfortable disclosing their disability or feel challenged by open-plan workplaces, where they may feel they need to socialise or absorb uncomfortable levels of noise.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p07rfftn"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-3"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People can feel uncomfortable disclosing their disability or feel challenged by open-plan workplaces, where they may feel they need to socialise or absorb uncomfortable levels of noise","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-4"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFive years in, 75% of Ultranauts’ staff are on the autistic spectrum – and one reason for this is its innovative approach to hiring. In other companies, assessing candidates often focuses heavily on communication competencies, which means neurodiverse voices can be excluded. But at Ultranauts there is no interview process and applicants don’t need relevant experience of specific technical skills. “We have adopted an approach to screening job applicants that is much more objective than you’ll find in most places,” says Anandan.  \u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EInstead of using CVs and interviews, potential employees undergo a basic competency assessment in which they are evaluated against 25 desirable attributes for software testers, such as the ability to learn new systems or take on feedback. Following these initial tests, potential staff undergo a week of working from home fully paid. Potential recruits also know they can choose to work on a DTE (a desired-time equivalent) timetable, meaning they can take on as many hours as they feel comfortable managing, rather than being tied into full-time work.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“As a result, we have a talent screening process to take someone who has never done this job and at the end of that process have a 95% degree of confidence… whether people would be great at this,” says Anandan.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe competitive advantages of ‘neurodiversity’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EStudies by \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2017\u002F05\u002Fneurodiversity-as-a-competitive-advantage\"\u003EHarvard University\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bima.co.uk\u002FTech-and-Inclusion-Report\"\u003EBIMA\u003C\u002Fa\u003E have shown that embracing and maximising the talents of people who think differently can have huge benefits for a business. Having a neurodiverse workforce has been shown to improve innovation and problem solving, as people see and understand information in a range of different ways. Researchers have also found that accommodations made for neurodiverse staff members such as flexible hours or remote working can benefit neurotypical staff, too.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-5"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p07rffph"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-6"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe NAS say they have seen a rise in organisations reaching out to them to find out how they could better recruit autistic talent and neurodiverse workers, especially outside the IT sector. NAS offers suggestions for small changes, such as ensuring every meeting has an agenda. Agendas and similar tools can help neurodiverse staff focus on the relevant information needed and help people plan things in advance, making the meeting more accessible.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“The things we suggest are good practice for any company, not just people with autism. They aren’t expensive, and are often easy quick wins,” says Maybank. “Employers need to recognise cultures in their organisation and to understand the unwritten rules of their organisation, to help people navigate that.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EMaybank, who has been working with autistic people for the last decade, says she’d like to see more mandatory training for managers around neurodiversity and more buddying programmes to help people create better social links at work. She also feels employers should look at different progression routes for employees who may not want to become managers.  \u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBut she says increased awareness of neurodiversity has improved understanding in workplaces. “People are becoming way more open about recognising different strands of autistic and neurodiverse behaviour,” she says. “People have a pre-conceived perception of what autism is, but it’s best to ask that person. People may be opposites of each other despite having the same condition.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETailoring new technology\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EYet it’s not just increased awareness; remote working and new technologies are also helping to support workers who may previously have struggled to enter the workforce.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cspan\u003E \u003C\u002Fspan\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWorkplace tools including instant messaging platform Slack and list-making application Trello have improved communication for staff who may work outside a standard office environment. These tools can have additional benefits for people on the autistic spectrum, who might find things like face-to-face communication difficult.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EUltranauts has made use of these technologies, as well as creating its own tools to suit staff needs.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“A couples of years ago, a colleague on our team said they wished people came with a user manual,” says Anandan. So that’s exactly what they created, a self-authored guide called a ‘biodex’ which gives colleagues at Ultranauts all the information they need to find the best ways of working with a particular person.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBeing flexible about workplace set-up and tailoring company behaviours to cater for autistic needs has been a huge success for Ultranauts, which is beginning to share its experiences on best practice with other companies.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAnandan says he’s learnt that making a workplace inclusive for neurodiverse colleagues hasn’t added friction or inefficiency, but allowed people who have largely been ignored by society to show their true talents. “We’ve shown over and over… that we’ve delivered results better because of the diversity of our team,” he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-7"}],"collection":["worklife\u002Fpremium-collection\u002Fworklife-101"],"disableAdverts":false,"displayDate":"2019-10-21T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Where 75% of workers are on the autistic spectrum","headlineShort":"The firm that got rid of job interviews","image":["p07w0b6x"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. 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fill="#FA6400" d="M422,424H258c-0.552,0-1.052-0.224-1.414-0.586S256,422.552,256,422V90c0-0.552,0.224-1.052,0.586-1.414 S257.448,88,258,88h164c0.552,0,1.052,0.224,1.414,0.586S424,89.448,424,90v332c0,0.552-0.224,1.052-0.586,1.414 S422.552,424,422,424z"></path></g></svg><span>Sounds</span></a></li><li class="orb-nav-bitesize"><a href="https://web.archive.org/web/20220531210435/https://www.bbc.co.uk/bitesize"><svg class="product-icon" version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink" x="0px" y="0px" viewbox="0 0 512 512" enable-background="new 0 0 512 512" xml:space="preserve" focusable="false" aria-hidden="true"><g><path fill="#6100A8" d="M134,400H78c-0.552,0-1.052-0.224-1.414-0.586S76,398.552,76,398V162c0-0.552,0.224-1.052,0.586-1.414 S77.448,160,78,160h56c0.552,0,1.052,0.224,1.414,0.586S136,161.448,136,162v236c0,0.552-0.224,1.052-0.586,1.414 S134.552,400,134,400z"></path><path fill="#7222C6" 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