CINXE.COM

<!doctype html> <html lang="en" class="no-js b-pw-1280 b-reith-sans-font b-reith-serif-font b-reith-serif-loaded b-reith-sans-loaded"> <head><script type="text/javascript" src="/_static/js/bundle-playback.js?v=HxkREWBo" charset="utf-8"></script> <script type="text/javascript" src="/_static/js/wombat.js?v=txqj7nKC" charset="utf-8"></script> <script>window.RufflePlayer=window.RufflePlayer||{};window.RufflePlayer.config={"autoplay":"on","unmuteOverlay":"hidden"};</script> <script type="text/javascript" src="/_static/js/ruffle/ruffle.js"></script> <script type="text/javascript"> __wm.init("https://web.archive.org/web"); __wm.wombat("https://www.bbc.com/worklife/article/20211007-the-service-roles-that-lead-to-burnout","20211018213932","https://web.archive.org/","web","/_static/", "1634593172"); </script> <link rel="stylesheet" type="text/css" href="/_static/css/banner-styles.css?v=S1zqJCYt" /> <link rel="stylesheet" type="text/css" href="/_static/css/iconochive.css?v=3PDvdIFv" />  <meta data-rh="true" http-equiv="X-UA-Compatible" content="IE=edge"/><meta data-rh="true" charset="utf-8"/><meta data-rh="true" name="viewport" content="width=device-width, initial-scale=1"/><meta data-rh="true" name="google-site-verification" content="I0_h0oRDIOewanIX2SQEN0-dHGdH6uBQT7V9l_WqRY8"/><meta data-rh="true" name="keywords" content="worklife,ARTICLE,story,how-we-work"/><meta data-rh="true" name="description" content="Long days and low pay already hurt service-sector workers. But since the pandemic, angry customers and staff shortages have made things even harder."/><meta data-rh="true" name="author" content="Mark Johanson"/><meta data-rh="true" property="og:title" content="Why service workers are so burned out"/><meta data-rh="true" property="og:type" content="article"/><meta data-rh="true" property="og:url" content="https://web.archive.org/web/20211018213932/https://www.bbc.com/worklife/article/20211007-the-service-roles-that-lead-to-burnout"/><meta data-rh="true" property="og:description" content="Long days and low pay already hurt service-sector workers. But since the pandemic, angry customers and staff shortages have made things even harder."/><meta data-rh="true" property="og:author" content="Mark Johanson"/><meta data-rh="true" property="og:image" content="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/live/624x351/p09xz62d.jpg"/><meta data-rh="true" property="og:image:width" content="624"/><meta data-rh="true" property="og:image:height" content="351"/><meta data-rh="true" property="fb:pages" content="133536249999517"/><meta data-rh="true" name="twitter:card" content="summary_large_image"/><meta data-rh="true" name="twitter:site" content="@BBC_Worklife"/><meta data-rh="true" name="twitter:title" content="Why service workers are so burned out"/><meta data-rh="true" name="twitter:description" content="Long days and low pay already hurt service-sector workers. But since the pandemic, angry customers and staff shortages have made things even harder."/><meta data-rh="true" name="twitter:image" content="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/live/624x351/p09xz62d.jpg"/> <title data-rh="true">Why service workers are so burned out - BBC Worklife</title> <link data-rh="true" rel="canonical" href="https://web.archive.org/web/20211018213932/https://www.bbc.com/worklife/article/20211007-the-service-roles-that-lead-to-burnout"/><link data-rh="true" rel="apple-touch-icon" sizes="180x180" href="https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/worklife/apple-touch-icon.png"/><link data-rh="true" rel="icon" type="image/png" sizes="32x32" href="https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/worklife/favicon-32x32.png"/><link data-rh="true" rel="icon" type="image/png" sizes="16x16" href="https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/worklife/favicon-16x16.png"/><link data-rh="true" rel="shortcut icon" href="https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/worklife/favicon.ico"/><link data-rh="true" rel="mask-icon" href="https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/worklife/safari-pinned-tab.svg" color="#063d90"/><link data-rh="true" rel="manifest" href="/web/20211018213932/https://www.bbc.com/worklife/assets/worklife/site.webmanifest"/> <script> window.orb_fig_blocking = true; </script> <script type="text/javascript"> /* IE11 polyfills */ if (!('values' in Object)) { Object.prototype.constructor.values = function(o) { if (typeof o !== 'object') return console.error('not an object') return Object.keys(o).map(function(k) { return o[k] }) } } if (!('find' in Array.prototype)) { Array.prototype.find = function(fn) { for (let i = 0; i < this.length; i += 1) { if (fn.call(this, this[i], i)) return this[i]; } return undefined; } } if (!('includes' in Array.prototype)) { Array.prototype.includes = function(search) { return this.indexOf(search) > -1 } } </script> <script>document.documentElement.className = document.documentElement.className.replace('no-js', '');</script>   <meta name="viewport" content="width=device-width, initial-scale=1.0"> <style> :root { --bbc-font: ReithSans, Arial, Helvetica, freesans, sans-serif; --bbc-font-legacy: Arial, Helvetica, freesans, sans-serif; } </style> <link rel="stylesheet" href="https://web.archive.org/web/20211018213932cs_/https://static.files.bbci.co.uk/orbit/16f305bdd5430e3e649f332cb1b37c63/css/orb-ltr.min.css"> <script src="https://web.archive.org/web/20211018213932js_/https://static.files.bbci.co.uk/orbit/16f305bdd5430e3e649f332cb1b37c63/js/require.min.js"></script> <script> // nav-orbit-pollyfills // Promise polyfill from https://github.com/bramstein/promis (function(){'use strict';var f,g=[];function l(a){g.push(a);1==g.length&&f()}function m(){for(;g.length;)g[0](),g.shift()}f=function(){setTimeout(m)};function n(a){this.a=p;this.b=void 0;this.f=[];var b=this;try{a(function(a){q(b,a)},function(a){r(b,a)})}catch(c){r(b,c)}}var p=2;function t(a){return new n(function(b,c){c(a)})}function u(a){return new n(function(b){b(a)})}function q(a,b){if(a.a==p){if(b==a)throw new TypeError;var c=!1;try{var d=b&&b.then;if(null!=b&&"object"==typeof b&&"function"==typeof d){d.call(b,function(b){c||q(a,b);c=!0},function(b){c||r(a,b);c=!0});return}}catch(e){c||r(a,e);return}a.a=0;a.b=b;v(a)}} function r(a,b){if(a.a==p){if(b==a)throw new TypeError;a.a=1;a.b=b;v(a)}}function v(a){l(function(){if(a.a!=p)for(;a.f.length;){var b=a.f.shift(),c=b[0],d=b[1],e=b[2],b=b[3];try{0==a.a?"function"==typeof c?e(c.call(void 0,a.b)):e(a.b):1==a.a&&("function"==typeof d?e(d.call(void 0,a.b)):b(a.b))}catch(h){b(h)}}})}n.prototype.g=function(a){return this.c(void 0,a)};n.prototype.c=function(a,b){var c=this;return new n(function(d,e){c.f.push([a,b,d,e]);v(c)})}; function w(a){return new n(function(b,c){function d(c){return function(d){h[c]=d;e+=1;e==a.length&&b(h)}}var e=0,h=[];0==a.length&&b(h);for(var k=0;k<a.length;k+=1)u(a[k]).c(d(k),c)})}function x(a){return new n(function(b,c){for(var d=0;d<a.length;d+=1)u(a[d]).c(b,c)})};window.Promise||(window.Promise=n,window.Promise.resolve=u,window.Promise.reject=t,window.Promise.race=x,window.Promise.all=w,window.Promise.prototype.then=n.prototype.c,window.Promise.prototype["catch"]=n.prototype.g);}()); // Polyfill Event constructor for IE ref: ORBITEN-919 // see: https://stackoverflow.com/questions/26596123 (function () { if (typeof window.CustomEvent === "function") { return false; } function CustomEvent(event, params) { params = params || { bubbles: false, cancelable: false, detail: undefined }; var evt = document.createEvent('CustomEvent'); evt.initCustomEvent(event, params.bubbles, params.cancelable, params.detail); return evt; } CustomEvent.prototype = window.Event.prototype; window.Event = CustomEvent; })(); //Element.prototype.matches polyfill //from https://developer.mozilla.org/en-US/docs/Web/API/Element/matches#Polyfill if (!Element.prototype.matches) { Element.prototype.matches = Element.prototype.msMatchesSelector || Element.prototype.webkitMatchesSelector; } //NodeList.forEach Polyfill //from https://developer.mozilla.org/en-US/docs/Web/API/NodeList/forEach#Polyfill if (window.NodeList && !NodeList.prototype.forEach) { NodeList.prototype.forEach = Array.prototype.forEach; } // Object.assign polyfill from https://developer.mozilla.org/en-US/docs/Web/JavaScript/Reference/Global_Objects/Object/assign#Polyfill if (typeof Object.assign != 'function') { // Must be writable: true, enumerable: false, configurable: true Object.defineProperty(Object, "assign", { value: function assign(target, varArgs) { // .length of function is 2 'use strict'; if (target == null) { // TypeError if undefined or null throw new TypeError('Cannot convert undefined or null to object'); } var to = Object(target); for (var index = 1; index < arguments.length; index++) { var nextSource = arguments[index]; if (nextSource != null) { // Skip over if undefined or null for (var nextKey in nextSource) { // Avoid bugs when hasOwnProperty is shadowed if (Object.prototype.hasOwnProperty.call(nextSource, nextKey)) { to[nextKey] = nextSource[nextKey]; } } } } return to; }, writable: true, configurable: true }); } // window.fetch polyfill https://github.com/github/fetch/blob/v0.11.0/fetch.js - chosen for IE9 compatibility if(typeof window.fetch !== 'function') { (function(self){"use strict";if(self.fetch){return}function normalizeName(name){if(typeof name!=="string"){name=String(name)}if(/[^a-z0-9\-#$%&'*+.\^_`|~]/i.test(name)){throw new TypeError("Invalid character in header field name")}return name.toLowerCase()}function normalizeValue(value){if(typeof value!=="string"){value=String(value)}return value}function Headers(headers){this.map={};if(headers instanceof Headers){headers.forEach(function(value,name){this.append(name,value)},this)}else if(headers){Object.getOwnPropertyNames(headers).forEach(function(name){this.append(name,headers[name])},this)}}Headers.prototype.append=function(name,value){name=normalizeName(name);value=normalizeValue(value);var list=this.map[name];if(!list){list=[];this.map[name]=list}list.push(value)};Headers.prototype["delete"]=function(name){delete this.map[normalizeName(name)]};Headers.prototype.get=function(name){var values=this.map[normalizeName(name)];return values?values[0]:null};Headers.prototype.getAll=function(name){return this.map[normalizeName(name)]||[]};Headers.prototype.has=function(name){return this.map.hasOwnProperty(normalizeName(name))};Headers.prototype.set=function(name,value){this.map[normalizeName(name)]=[normalizeValue(value)]};Headers.prototype.forEach=function(callback,thisArg){Object.getOwnPropertyNames(this.map).forEach(function(name){this.map[name].forEach(function(value){callback.call(thisArg,value,name,this)},this)},this)};function consumed(body){if(body.bodyUsed){return Promise.reject(new TypeError("Already read"))}body.bodyUsed=true}function fileReaderReady(reader){return new Promise(function(resolve,reject){reader.onload=function(){resolve(reader.result)};reader.onerror=function(){reject(reader.error)}})}function readBlobAsArrayBuffer(blob){var reader=new FileReader;reader.readAsArrayBuffer(blob);return fileReaderReady(reader)}function readBlobAsText(blob){var reader=new FileReader;reader.readAsText(blob);return fileReaderReady(reader)}var support={blob:"FileReader"in self&&"Blob"in self&&function(){try{new Blob;return true}catch(e){return false}}(),formData:"FormData"in self,arrayBuffer:"ArrayBuffer"in self};function Body(){this.bodyUsed=false;this._initBody=function(body){this._bodyInit=body;if(typeof body==="string"){this._bodyText=body}else if(support.blob&&Blob.prototype.isPrototypeOf(body)){this._bodyBlob=body}else if(support.formData&&FormData.prototype.isPrototypeOf(body)){this._bodyFormData=body}else if(!body){this._bodyText=""}else if(support.arrayBuffer&&ArrayBuffer.prototype.isPrototypeOf(body)){}else{throw new Error("unsupported BodyInit type")}if(!this.headers.get("content-type")){if(typeof body==="string"){this.headers.set("content-type","text/plain;charset=UTF-8")}else if(this._bodyBlob&&this._bodyBlob.type){this.headers.set("content-type",this._bodyBlob.type)}}};if(support.blob){this.blob=function(){var rejected=consumed(this);if(rejected){return rejected}if(this._bodyBlob){return Promise.resolve(this._bodyBlob)}else if(this._bodyFormData){throw new Error("could not read FormData body as blob")}else{return Promise.resolve(new Blob([this._bodyText]))}};this.arrayBuffer=function(){return this.blob().then(readBlobAsArrayBuffer)};this.text=function(){var rejected=consumed(this);if(rejected){return rejected}if(this._bodyBlob){return readBlobAsText(this._bodyBlob)}else if(this._bodyFormData){throw new Error("could not read FormData body as text")}else{return Promise.resolve(this._bodyText)}}}else{this.text=function(){var rejected=consumed(this);return rejected?rejected:Promise.resolve(this._bodyText)}}if(support.formData){this.formData=function(){return this.text().then(decode)}}this.json=function(){return this.text().then(JSON.parse)};return this}var methods=["DELETE","GET","HEAD","OPTIONS","POST","PUT"];function normalizeMethod(method){var upcased=method.toUpperCase();return methods.indexOf(upcased)>-1?upcased:method}function Request(input,options){options=options||{};var body=options.body;if(Request.prototype.isPrototypeOf(input)){if(input.bodyUsed){throw new TypeError("Already read")}this.url=input.url;this.credentials=input.credentials;if(!options.headers){this.headers=new Headers(input.headers)}this.method=input.method;this.mode=input.mode;if(!body){body=input._bodyInit;input.bodyUsed=true}}else{this.url=input}this.credentials=options.credentials||this.credentials||"omit";if(options.headers||!this.headers){this.headers=new Headers(options.headers)}this.method=normalizeMethod(options.method||this.method||"GET");this.mode=options.mode||this.mode||null;this.referrer=null;if((this.method==="GET"||this.method==="HEAD")&&body){throw new TypeError("Body not allowed for GET or HEAD requests")}this._initBody(body)}Request.prototype.clone=function(){return new Request(this)};function decode(body){var form=new FormData;body.trim().split("&").forEach(function(bytes){if(bytes){var split=bytes.split("=");var name=split.shift().replace(/\+/g," ");var value=split.join("=").replace(/\+/g," ");form.append(decodeURIComponent(name),decodeURIComponent(value))}});return form}function headers(xhr){var head=new Headers;var pairs=xhr.getAllResponseHeaders().trim().split("\n");pairs.forEach(function(header){var split=header.trim().split(":");var key=split.shift().trim();var value=split.join(":").trim();head.append(key,value)});return head}Body.call(Request.prototype);function Response(bodyInit,options){if(!options){options={}}this.type="default";this.status=options.status;this.ok=this.status>=200&&this.status<300;this.statusText=options.statusText;this.headers=options.headers instanceof Headers?options.headers:new Headers(options.headers);this.url=options.url||"";this._initBody(bodyInit)}Body.call(Response.prototype);Response.prototype.clone=function(){return new Response(this._bodyInit,{status:this.status,statusText:this.statusText,headers:new Headers(this.headers),url:this.url})};Response.error=function(){var response=new Response(null,{status:0,statusText:""});response.type="error";return response};var redirectStatuses=[301,302,303,307,308];Response.redirect=function(url,status){if(redirectStatuses.indexOf(status)===-1){throw new RangeError("Invalid status code")}return new Response(null,{status:status,headers:{location:url}})};self.Headers=Headers;self.Request=Request;self.Response=Response;self.fetch=function(input,init){return new Promise(function(resolve,reject){var request;if(Request.prototype.isPrototypeOf(input)&&!init){request=input}else{request=new Request(input,init)}var xhr=new XMLHttpRequest;function responseURL(){if("responseURL"in xhr){return xhr.responseURL}if(/^X-Request-URL:/m.test(xhr.getAllResponseHeaders())){return xhr.getResponseHeader("X-Request-URL")}return}xhr.onload=function(){var status=xhr.status===1223?204:xhr.status;if(status<100||status>599){reject(new TypeError("Network request failed"));return}var options={status:status,statusText:xhr.statusText,headers:headers(xhr),url:responseURL()};var body="response"in xhr?xhr.response:xhr.responseText;resolve(new Response(body,options))};xhr.onerror=function(){reject(new TypeError("Network request failed"))};xhr.open(request.method,request.url,true);if(request.credentials==="include"){xhr.withCredentials=true}if("responseType"in xhr&&support.blob){xhr.responseType="blob"}request.headers.forEach(function(value,name){xhr.setRequestHeader(name,value)});xhr.send(typeof request._bodyInit==="undefined"?null:request._bodyInit)})};self.fetch.polyfill=true})(typeof self!=="undefined"?self:this); } if (typeof window.CustomEvent !== 'function') { function CustomEvent(event, params) { params = params || { bubbles: false, cancelable: false, detail: null }; var evt = document.createEvent('CustomEvent'); evt.initCustomEvent(event, params.bubbles, params.cancelable, params.detail); return evt; } CustomEvent.prototype = window.Event.prototype; window.CustomEvent = CustomEvent; } </script> <script> window.orbitData = {}; var additionalPageProperties = {}; additionalPageProperties['custom_var_5'] = '6992' || null; additionalPageProperties['custom_var_1'] = '12-10-2021 19:33' || null; additionalPageProperties['custom_var_3'] = 'how_we_work' || null; additionalPageProperties['custom_var_9'] = '1' || null; additionalPageProperties['custom_var_10'] = '' || null; additionalPageProperties['custom_var_6'] = '' || null; window.orbitData.userProfileUrl = "https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/userprofile"; window.page = { name: 'worklife.article.20211007-the-service-roles-that-lead-to-burnout.page' || null, destination: 'FEATURE_SITES_GNL' || null, producer: 'GNL_CAPITAL' || null, section: '' || null, site: '' || null, contentId: '' || null, contentType: 'article' || null, edition: '' || null, additionalProperties: additionalPageProperties }; window.page.language = 'en'; window.page.language = 'en'; window.page.modal = false; !function(){var t={3053:function(t,r,e){function n(t,r){var e=Object.keys(t);if(Object.getOwnPropertySymbols){var n=Object.getOwnPropertySymbols(t);r&&(n=n.filter((function(r){return Object.getOwnPropertyDescriptor(t,r).enumerable}))),e.push.apply(e,n)}return e}function o(t){for(var r=1;r<arguments.length;r++){var e=null!=arguments[r]?arguments[r]:{};r%2?n(Object(e),!0).forEach((function(r){i(t,r,e[r])})):Object.getOwnPropertyDescriptors?Object.defineProperties(t,Object.getOwnPropertyDescriptors(e)):n(Object(e)).forEach((function(r){Object.defineProperty(t,r,Object.getOwnPropertyDescriptor(e,r))}))}return t}function i(t,r,e){return r in t?Object.defineProperty(t,r,{value:e,enumerable:!0,configurable:!0,writable:!0}):t[r]=e,t}var c=e(1391),a=e(9135);window.bbcpage=c.init(o({},window.page)),window.page=void 0,window.bbcuser=a.init(window,o({},window.user))},1391:function(t){function r(t,r){var e=Object.keys(t);if(Object.getOwnPropertySymbols){var n=Object.getOwnPropertySymbols(t);r&&(n=n.filter((function(r){return Object.getOwnPropertyDescriptor(t,r).enumerable}))),e.push.apply(e,n)}return e}function e(t){for(var e=1;e<arguments.length;e++){var o=null!=arguments[e]?arguments[e]:{};e%2?r(Object(o),!0).forEach((function(r){n(t,r,o[r])})):Object.getOwnPropertyDescriptors?Object.defineProperties(t,Object.getOwnPropertyDescriptors(o)):r(Object(o)).forEach((function(r){Object.defineProperty(t,r,Object.getOwnPropertyDescriptor(o,r))}))}return t}function n(t,r,e){return r in t?Object.defineProperty(t,r,{value:e,enumerable:!0,configurable:!0,writable:!0}):t[r]=e,t}t.exports={init:function(t){var r=e({},t);return document.addEventListener("bbc-page-reset",(function(t){var e;t.detail&&t.detail.page&&(e=t.detail.page,r=Object.assign(r,e)),document.dispatchEvent(new Event("bbc-page-updated"))})),{getName:function(){return Promise.resolve(r.name||function(){if("file:"===window.location.protocol)return"local.file";var t=window.location.pathname.replace(/\/$/,"").replace(/^\//,"").replace(/\//g,".");return"".concat(t,".page")}())},getLanguage:function(){return Promise.resolve(r.language)},getDestination:function(){return Promise.resolve(r.destination)},getProducer:function(){return Promise.resolve(r.producer)},getSection:function(){return Promise.resolve(r.section)},getContentType:function(){return Promise.resolve(r.contentType)},getContentId:function(){return Promise.resolve(r.contentId)},getReferrer:function(){return Promise.resolve(window.orb&&null!==window.orb.referrer&&void 0!==window.orb.referrer?window.orb.referrer:document.referrer)},getAdditionalProperties:function(){return Promise.resolve(e({},r.additionalProperties))},loadCSS:function(t){return new Promise((function(r,e){var n=document.createElement("link");n.type="text/css",n.rel="stylesheet",n.onload=function(){r()},n.href=t,document.getElementsByTagName("head")[0].appendChild(n)}))},isModal:function(){return Promise.resolve(r.modal)}}}}},9135:function(t){function r(t){return(r="function"==typeof Symbol&&"symbol"==typeof Symbol.iterator?function(t){return typeof t}:function(t){return t&&"function"==typeof Symbol&&t.constructor===Symbol&&t!==Symbol.prototype?"symbol":typeof t})(t)}function e(t,r){var e=Object.keys(t);if(Object.getOwnPropertySymbols){var n=Object.getOwnPropertySymbols(t);r&&(n=n.filter((function(r){return Object.getOwnPropertyDescriptor(t,r).enumerable}))),e.push.apply(e,n)}return e}function n(t){for(var r=1;r<arguments.length;r++){var n=null!=arguments[r]?arguments[r]:{};r%2?e(Object(n),!0).forEach((function(r){o(t,r,n[r])})):Object.getOwnPropertyDescriptors?Object.defineProperties(t,Object.getOwnPropertyDescriptors(n)):e(Object(n)).forEach((function(r){Object.defineProperty(t,r,Object.getOwnPropertyDescriptor(n,r))}))}return t}function o(t,r,e){return r in t?Object.defineProperty(t,r,{value:e,enumerable:!0,configurable:!0,writable:!0}):t[r]=e,t}function i(t,r){if(!(t instanceof r))throw new TypeError("Cannot call a class as a function")}function c(t,e){return!e||"object"!==r(e)&&"function"!=typeof e?function(t){if(void 0===t)throw new ReferenceError("this hasn't been initialised - super() hasn't been called");return t}(t):e}function a(t){var r="function"==typeof Map?new Map:void 0;return(a=function(t){if(null===t||(e=t,-1===Function.toString.call(e).indexOf("[native code]")))return t;var e;if("function"!=typeof t)throw new TypeError("Super expression must either be null or a function");if(void 0!==r){if(r.has(t))return r.get(t);r.set(t,n)}function n(){return u(t,arguments,l(this).constructor)}return n.prototype=Object.create(t.prototype,{constructor:{value:n,enumerable:!1,writable:!0,configurable:!0}}),f(n,t)})(t)}function u(t,r,e){return(u=s()?Reflect.construct:function(t,r,e){var n=[null];n.push.apply(n,r);var o=new(Function.bind.apply(t,n));return e&&f(o,e.prototype),o}).apply(null,arguments)}function s(){if("undefined"==typeof Reflect||!Reflect.construct)return!1;if(Reflect.construct.sham)return!1;if("function"==typeof Proxy)return!0;try{return Boolean.prototype.valueOf.call(Reflect.construct(Boolean,[],(function(){}))),!0}catch(t){return!1}}function f(t,r){return(f=Object.setPrototypeOf||function(t,r){return t.__proto__=r,t})(t,r)}function l(t){return(l=Object.setPrototypeOf?Object.getPrototypeOf:function(t){return t.__proto__||Object.getPrototypeOf(t)})(t)}var p=function(t){!function(t,r){if("function"!=typeof r&&null!==r)throw new TypeError("Super expression must either be null or a function");t.prototype=Object.create(r&&r.prototype,{constructor:{value:t,writable:!0,configurable:!0}}),r&&f(t,r)}(o,t);var r,e,n=(r=o,e=s(),function(){var t,n=l(r);if(e){var o=l(this).constructor;t=Reflect.construct(n,arguments,o)}else t=n.apply(this,arguments);return c(this,t)});function o(){return i(this,o),n.apply(this,arguments)}return o}(a(Error));function h(t){return new Promise((function(r,e){window.require(t,(function(){r.apply(this,arguments)}),(function(t){e(t)}))}))}t.exports={init:function(t,r){var e,o=n({},r),i=null;function c(){if(["X-Country","X-Ip_is_advertise_combined","X-Ip_is_uk_combined"].every((function(t){return!!o[t]})))return Promise.resolve(o);if(!i){var r=t.location.hostname.endsWith(".com")?"com":"co.uk";i=t.fetch("https://web.archive.org/web/20211018213932/https://www.bbc.".concat(r,"/userinfo")).then((function(t){return t.json()}))}return i}function a(t){if(t.status>=200&&t.status<300)return t;var r=new Error(t.statusText);throw r.response=t,r}function u(t){return t.json()}function s(){if(o.ageBand)return Promise.resolve(o);if(!e){if("undefined"==typeof XMLHttpRequest||!("withCredentials"in new XMLHttpRequest))return Promise.resolve(o);e=h(["idcta-v2/idcta-1"]).then((function(r){return r.initiateTokenRefresh().then((function(){return t.fetch(t.orbitData.userProfileUrl,{credentials:"include"}).then(a).then(u).then((function(t){return o=n(n({},o),t)}))}))}))}return e}var f={getHashedId:function(){return h(["idcta-v2/idcta-1"]).then((function(t){return t.getCookieInstance().getHidFromCookie()}))},isSignedIn:function(){return h(["idcta-v2/idcta-1"]).then((function(t){return t&&t.getCookieInstance().hasCookie()}))},getCountry:function(){return c().then((function(t){return t["X-Country"]||"gb"}))},isUKCombined:function(){return c().then((function(t){if(!t["X-Ip_is_uk_combined"])throw new p("missing isUKCombined from userinfo response");return"yes"===t["X-Ip_is_uk_combined"].toLowerCase()}))},canSeeAdverts:function(){return c().then((function(t){if(!t["X-Ip_is_advertise_combined"])throw new p("missing canSeeAdverts from userinfo response");return"yes"===t["X-Ip_is_advertise_combined"].toLowerCase()}))},getAgeBand:function(){return c().then((function(t){return t["X-Age-Band"]?Promise.resolve(t["X-Age-Band"]):f.isSignedIn().then((function(t){if(t)return s().then((function(t){return o["X-Age-Band"]=t["X-Age-Band"],o["X-Age-Band"]||void 0})).catch((function(){return o["X-Age-Band"]||void 0}))}))}))},allowsPerformanceCookies:function(){return h(["orb/cookies"]).then((function(t){return!!t.cookiesEnabled()&&!!t.readPolicy("performance")}))},allowsFunctionalCookies:function(){return h(["orb/cookies"]).then((function(t){return!!t.cookiesEnabled()&&!!t.readPolicy("personalisation")}))},getCookieValue:function(t){return h(["orb/cookies"]).then((function(r){return r.get(t)}))}};return f},BBCUserError:p}},7633:function(t,r,e){e(9170),e(6992),e(1539),e(8674),e(7922),e(4668),e(7727),e(8783);var n=e(857);t.exports=n.Promise},1111:function(t,r,e){e(1539),e(4916),e(4953),e(8992),e(9841),e(4506),e(7852),e(2023),e(4723),e(6373),e(6528),e(3112),e(2481),e(5306),e(8757),e(4765),e(3123),e(3157),e(3650),e(3210),e(5674),e(8702),e(8783),e(5218),e(4475),e(7929),e(915),e(9253),e(2125),e(8830),e(8734),e(9254),e(7268),e(7397),e(86),e(623);var n=e(857);t.exports=n.String},9662:function(t,r,e){var n=e(614),o=e(6330);t.exports=function(t){if(n(t))return t;throw TypeError(o(t)+" is not a function")}},9483:function(t,r,e){var n=e(4411),o=e(6330);t.exports=function(t){if(n(t))return t;throw TypeError(o(t)+" is not a constructor")}},6077:function(t,r,e){var n=e(614);t.exports=function(t){if("object"==typeof t||n(t))return t;throw TypeError("Can't set "+String(t)+" as a prototype")}},1223:function(t,r,e){var n=e(5112),o=e(30),i=e(3070),c=n("unscopables"),a=Array.prototype;null==a[c]&&i.f(a,c,{configurable:!0,value:o(null)}),t.exports=function(t){a[c][t]=!0}},1530:function(t,r,e){"use strict";var n=e(8710).charAt;t.exports=function(t,r,e){return r+(e?n(t,r).length:1)}},5787:function(t){t.exports=function(t,r,e){if(t instanceof r)return t;throw TypeError("Incorrect "+(e?e+" ":"")+"invocation")}},9670:function(t,r,e){var n=e(111);t.exports=function(t){if(n(t))return t;throw TypeError(String(t)+" is not an object")}},1318:function(t,r,e){var n=e(5656),o=e(7466),i=e(1400),c=function(t){return function(r,e,c){var a,u=n(r),s=o(u.length),f=i(c,s);if(t&&e!=e){for(;s>f;)if((a=u[f++])!=a)return!0}else for(;s>f;f++)if((t||f in u)&&u[f]===e)return t||f||0;return!t&&-1}};t.exports={includes:c(!0),indexOf:c(!1)}},7072:function(t,r,e){var n=e(5112)("iterator"),o=!1;try{var i=0,c={next:function(){return{done:!!i++}},return:function(){o=!0}};c[n]=function(){return this},Array.from(c,(function(){throw 2}))}catch(t){}t.exports=function(t,r){if(!r&&!o)return!1;var e=!1;try{var i={};i[n]=function(){return{next:function(){return{done:e=!0}}}},t(i)}catch(t){}return e}},4326:function(t){var r={}.toString;t.exports=function(t){return r.call(t).slice(8,-1)}},648:function(t,r,e){var n=e(1694),o=e(614),i=e(4326),c=e(5112)("toStringTag"),a="Arguments"==i(function(){return arguments}());t.exports=n?i:function(t){var r,e,n;return void 0===t?"Undefined":null===t?"Null":"string"==typeof(e=function(t,r){try{return t[r]}catch(t){}}(r=Object(t),c))?e:a?i(r):"Object"==(n=i(r))&&o(r.callee)?"Arguments":n}},9920:function(t,r,e){var n=e(6656),o=e(3887),i=e(1236),c=e(3070);t.exports=function(t,r){for(var e=o(r),a=c.f,u=i.f,s=0;s<e.length;s++){var f=e[s];n(t,f)||a(t,f,u(r,f))}}},4964:function(t,r,e){var n=e(5112)("match");t.exports=function(t){var r=/./;try{"/./"[t](r)}catch(e){try{return r[n]=!1,"/./"[t](r)}catch(t){}}return!1}},8544:function(t,r,e){var n=e(7293);t.exports=!n((function(){function t(){}return t.prototype.constructor=null,Object.getPrototypeOf(new t)!==t.prototype}))},4230:function(t,r,e){var n=e(4488),o=e(1340),i=/"/g;t.exports=function(t,r,e,c){var a=o(n(t)),u="<"+r;return""!==e&&(u+=" "+e+'="'+o(c).replace(i,""")+'"'),u+">"+a+"</"+r+">"}},4994:function(t,r,e){"use strict";var n=e(3383).IteratorPrototype,o=e(30),i=e(9114),c=e(8003),a=e(7497),u=function(){return this};t.exports=function(t,r,e){var s=r+" Iterator";return t.prototype=o(n,{next:i(1,e)}),c(t,s,!1,!0),a[s]=u,t}},8880:function(t,r,e){var n=e(9781),o=e(3070),i=e(9114);t.exports=n?function(t,r,e){return o.f(t,r,i(1,e))}:function(t,r,e){return t[r]=e,t}},9114:function(t){t.exports=function(t,r){return{enumerable:!(1&t),configurable:!(2&t),writable:!(4&t),value:r}}},654:function(t,r,e){"use strict";var n=e(2109),o=e(1913),i=e(6530),c=e(614),a=e(4994),u=e(9518),s=e(7674),f=e(8003),l=e(8880),p=e(1320),h=e(5112),d=e(7497),v=e(3383),y=i.PROPER,g=i.CONFIGURABLE,b=v.IteratorPrototype,m=v.BUGGY_SAFARI_ITERATORS,x=h("iterator"),w="keys",O="values",E="entries",S=function(){return this};t.exports=function(t,r,e,i,h,v,j){a(e,r,i);var P,T,A,_=function(t){if(t===h&&C)return C;if(!m&&t in L)return L[t];switch(t){case w:case O:case E:return function(){return new e(this,t)}}return function(){return new e(this)}},I=r+" Iterator",R=!1,L=t.prototype,k=L[x]||L["@@iterator"]||h&&L[h],C=!m&&k||_(h),B="Array"==r&&L.entries||k;if(B&&(P=u(B.call(new t)))!==Object.prototype&&P.next&&(o||u(P)===b||(s?s(P,b):c(P[x])||p(P,x,S)),f(P,I,!0,!0),o&&(d[I]=S)),y&&h==O&&k&&k.name!==O&&(!o&&g?l(L,"name",O):(R=!0,C=function(){return k.call(this)})),h)if(T={values:_(O),keys:v?C:_(w),entries:_(E)},j)for(A in T)(m||R||!(A in L))&&p(L,A,T[A]);else n({target:r,proto:!0,forced:m||R},T);return o&&!j||L[x]===C||p(L,x,C,{name:h}),d[r]=C,T}},9781:function(t,r,e){var n=e(7293);t.exports=!n((function(){return 7!=Object.defineProperty({},1,{get:function(){return 7}})[1]}))},317:function(t,r,e){var n=e(7854),o=e(111),i=n.document,c=o(i)&&o(i.createElement);t.exports=function(t){return c?i.createElement(t):{}}},8324:function(t){t.exports={CSSRuleList:0,CSSStyleDeclaration:0,CSSValueList:0,ClientRectList:0,DOMRectList:0,DOMStringList:0,DOMTokenList:1,DataTransferItemList:0,FileList:0,HTMLAllCollection:0,HTMLCollection:0,HTMLFormElement:0,HTMLSelectElement:0,MediaList:0,MimeTypeArray:0,NamedNodeMap:0,NodeList:1,PaintRequestList:0,Plugin:0,PluginArray:0,SVGLengthList:0,SVGNumberList:0,SVGPathSegList:0,SVGPointList:0,SVGStringList:0,SVGTransformList:0,SourceBufferList:0,StyleSheetList:0,TextTrackCueList:0,TextTrackList:0,TouchList:0}},8509:function(t,r,e){var n=e(317)("span").classList,o=n&&n.constructor&&n.constructor.prototype;t.exports=o===Object.prototype?void 0:o},7871:function(t){t.exports="object"==typeof window},1528:function(t,r,e){var n=e(8113),o=e(7854);t.exports=/ipad|iphone|ipod/i.test(n)&&void 0!==o.Pebble},6833:function(t,r,e){var n=e(8113);t.exports=/(?:ipad|iphone|ipod).*applewebkit/i.test(n)},5268:function(t,r,e){var n=e(4326),o=e(7854);t.exports="process"==n(o.process)},1036:function(t,r,e){var n=e(8113);t.exports=/web0s(?!.*chrome)/i.test(n)},8113:function(t,r,e){var n=e(5005);t.exports=n("navigator","userAgent")||""},7392:function(t,r,e){var n,o,i=e(7854),c=e(8113),a=i.process,u=i.Deno,s=a&&a.versions||u&&u.version,f=s&&s.v8;f?o=(n=f.split("."))[0]<4?1:n[0]+n[1]:c&&(!(n=c.match(/Edge\/(\d+)/))||n[1]>=74)&&(n=c.match(/Chrome\/(\d+)/))&&(o=n[1]),t.exports=o&&+o},748:function(t){t.exports=["constructor","hasOwnProperty","isPrototypeOf","propertyIsEnumerable","toLocaleString","toString","valueOf"]},2109:function(t,r,e){var n=e(7854),o=e(1236).f,i=e(8880),c=e(1320),a=e(3505),u=e(9920),s=e(4705);t.exports=function(t,r){var e,f,l,p,h,d=t.target,v=t.global,y=t.stat;if(e=v?n:y?n[d]||a(d,{}):(n[d]||{}).prototype)for(f in r){if(p=r[f],l=t.noTargetGet?(h=o(e,f))&&h.value:e[f],!s(v?f:d+(y?".":"#")+f,t.forced)&&void 0!==l){if(typeof p==typeof l)continue;u(p,l)}(t.sham||l&&l.sham)&&i(p,"sham",!0),c(e,f,p,t)}}},7293:function(t){t.exports=function(t){try{return!!t()}catch(t){return!0}}},7007:function(t,r,e){"use strict";e(4916);var n=e(1320),o=e(2261),i=e(7293),c=e(5112),a=e(8880),u=c("species"),s=RegExp.prototype;t.exports=function(t,r,e,f){var l=c(t),p=!i((function(){var r={};return r[l]=function(){return 7},7!=""[t](r)})),h=p&&!i((function(){var r=!1,e=/a/;return"split"===t&&((e={}).constructor={},e.constructor[u]=function(){return e},e.flags="",e[l]=/./[l]),e.exec=function(){return r=!0,null},e[l](""),!r}));if(!p||!h||e){var d=/./[l],v=r(l,""[t],(function(t,r,e,n,i){var c=r.exec;return c===o||c===s.exec?p&&!i?{done:!0,value:d.call(r,e,n)}:{done:!0,value:t.call(e,r,n)}:{done:!1}}));n(String.prototype,t,v[0]),n(s,l,v[1])}f&&a(s[l],"sham",!0)}},9974:function(t,r,e){var n=e(9662);t.exports=function(t,r,e){if(n(t),void 0===r)return t;switch(e){case 0:return function(){return t.call(r)};case 1:return function(e){return t.call(r,e)};case 2:return function(e,n){return t.call(r,e,n)};case 3:return function(e,n,o){return t.call(r,e,n,o)}}return function(){return t.apply(r,arguments)}}},6530:function(t,r,e){var n=e(9781),o=e(6656),i=Function.prototype,c=n&&Object.getOwnPropertyDescriptor,a=o(i,"name"),u=a&&"something"===function(){}.name,s=a&&(!n||n&&c(i,"name").configurable);t.exports={EXISTS:a,PROPER:u,CONFIGURABLE:s}},5005:function(t,r,e){var n=e(7854),o=e(614),i=function(t){return o(t)?t:void 0};t.exports=function(t,r){return arguments.length<2?i(n[t]):n[t]&&n[t][r]}},1246:function(t,r,e){var n=e(648),o=e(8173),i=e(7497),c=e(5112)("iterator");t.exports=function(t){if(null!=t)return o(t,c)||o(t,"@@iterator")||i[n(t)]}},8554:function(t,r,e){var n=e(9662),o=e(9670),i=e(1246);t.exports=function(t,r){var e=arguments.length<2?i(t):r;if(n(e))return o(e.call(t));throw TypeError(String(t)+" is not iterable")}},8173:function(t,r,e){var n=e(9662);t.exports=function(t,r){var e=t[r];return null==e?void 0:n(e)}},647:function(t,r,e){var n=e(7908),o=Math.floor,i="".replace,c=/\$([$&'`]|\d{1,2}|<[^>]*>)/g,a=/\$([$&'`]|\d{1,2})/g;t.exports=function(t,r,e,u,s,f){var l=e+t.length,p=u.length,h=a;return void 0!==s&&(s=n(s),h=c),i.call(f,h,(function(n,i){var c;switch(i.charAt(0)){case"$":return"$";case"&":return t;case"`":return r.slice(0,e);case"'":return r.slice(l);case"<":c=s[i.slice(1,-1)];break;default:var a=+i;if(0===a)return n;if(a>p){var f=o(a/10);return 0===f?n:f<=p?void 0===u[f-1]?i.charAt(1):u[f-1]+i.charAt(1):n}c=u[a-1]}return void 0===c?"":c}))}},7854:function(t,r,e){var n=function(t){return t&&t.Math==Math&&t};t.exports=n("object"==typeof globalThis&&globalThis)||n("object"==typeof window&&window)||n("object"==typeof self&&self)||n("object"==typeof e.g&&e.g)||function(){return this}()||Function("return this")()},6656:function(t,r,e){var n=e(7908),o={}.hasOwnProperty;t.exports=Object.hasOwn||function(t,r){return o.call(n(t),r)}},3501:function(t){t.exports={}},842:function(t,r,e){var n=e(7854);t.exports=function(t,r){var e=n.console;e&&e.error&&(1===arguments.length?e.error(t):e.error(t,r))}},490:function(t,r,e){var n=e(5005);t.exports=n("document","documentElement")},4664:function(t,r,e){var n=e(9781),o=e(7293),i=e(317);t.exports=!n&&!o((function(){return 7!=Object.defineProperty(i("div"),"a",{get:function(){return 7}}).a}))},8361:function(t,r,e){var n=e(7293),o=e(4326),i="".split;t.exports=n((function(){return!Object("z").propertyIsEnumerable(0)}))?function(t){return"String"==o(t)?i.call(t,""):Object(t)}:Object},2788:function(t,r,e){var n=e(614),o=e(5465),i=Function.toString;n(o.inspectSource)||(o.inspectSource=function(t){return i.call(t)}),t.exports=o.inspectSource},9909:function(t,r,e){var n,o,i,c=e(8536),a=e(7854),u=e(111),s=e(8880),f=e(6656),l=e(5465),p=e(6200),h=e(3501),d="Object already initialized",v=a.WeakMap;if(c||l.state){var y=l.state||(l.state=new v),g=y.get,b=y.has,m=y.set;n=function(t,r){if(b.call(y,t))throw new TypeError(d);return r.facade=t,m.call(y,t,r),r},o=function(t){return g.call(y,t)||{}},i=function(t){return b.call(y,t)}}else{var x=p("state");h[x]=!0,n=function(t,r){if(f(t,x))throw new TypeError(d);return r.facade=t,s(t,x,r),r},o=function(t){return f(t,x)?t[x]:{}},i=function(t){return f(t,x)}}t.exports={set:n,get:o,has:i,enforce:function(t){return i(t)?o(t):n(t,{})},getterFor:function(t){return function(r){var e;if(!u(r)||(e=o(r)).type!==t)throw TypeError("Incompatible receiver, "+t+" required");return e}}}},7659:function(t,r,e){var n=e(5112),o=e(7497),i=n("iterator"),c=Array.prototype;t.exports=function(t){return void 0!==t&&(o.Array===t||c[i]===t)}},614:function(t){t.exports=function(t){return"function"==typeof t}},4411:function(t,r,e){var n=e(7293),o=e(614),i=e(648),c=e(5005),a=e(2788),u=[],s=c("Reflect","construct"),f=/^\s*(?:class|function)\b/,l=f.exec,p=!f.exec((function(){})),h=function(t){if(!o(t))return!1;try{return s(Object,u,t),!0}catch(t){return!1}};t.exports=!s||n((function(){var t;return h(h.call)||!h(Object)||!h((function(){t=!0}))||t}))?function(t){if(!o(t))return!1;switch(i(t)){case"AsyncFunction":case"GeneratorFunction":case"AsyncGeneratorFunction":return!1}return p||!!l.call(f,a(t))}:h},4705:function(t,r,e){var n=e(7293),o=e(614),i=/#|\.prototype\./,c=function(t,r){var e=u[a(t)];return e==f||e!=s&&(o(r)?n(r):!!r)},a=c.normalize=function(t){return String(t).replace(i,".").toLowerCase()},u=c.data={},s=c.NATIVE="N",f=c.POLYFILL="P";t.exports=c},111:function(t,r,e){var n=e(614);t.exports=function(t){return"object"==typeof t?null!==t:n(t)}},1913:function(t){t.exports=!1},7850:function(t,r,e){var n=e(111),o=e(4326),i=e(5112)("match");t.exports=function(t){var r;return n(t)&&(void 0!==(r=t[i])?!!r:"RegExp"==o(t))}},2190:function(t,r,e){var n=e(614),o=e(5005),i=e(3307);t.exports=i?function(t){return"symbol"==typeof t}:function(t){var r=o("Symbol");return n(r)&&Object(t)instanceof r}},408:function(t,r,e){var n=e(9670),o=e(7659),i=e(7466),c=e(9974),a=e(8554),u=e(1246),s=e(9212),f=function(t,r){this.stopped=t,this.result=r};t.exports=function(t,r,e){var l,p,h,d,v,y,g,b=e&&e.that,m=!(!e||!e.AS_ENTRIES),x=!(!e||!e.IS_ITERATOR),w=!(!e||!e.INTERRUPTED),O=c(r,b,1+m+w),E=function(t){return l&&s(l,"normal",t),new f(!0,t)},S=function(t){return m?(n(t),w?O(t[0],t[1],E):O(t[0],t[1])):w?O(t,E):O(t)};if(x)l=t;else{if(!(p=u(t)))throw TypeError(String(t)+" is not iterable");if(o(p)){for(h=0,d=i(t.length);d>h;h++)if((v=S(t[h]))&&v instanceof f)return v;return new f(!1)}l=a(t,p)}for(y=l.next;!(g=y.call(l)).done;){try{v=S(g.value)}catch(t){s(l,"throw",t)}if("object"==typeof v&&v&&v instanceof f)return v}return new f(!1)}},9212:function(t,r,e){var n=e(9670),o=e(8173);t.exports=function(t,r,e){var i,c;n(t);try{if(!(i=o(t,"return"))){if("throw"===r)throw e;return e}i=i.call(t)}catch(t){c=!0,i=t}if("throw"===r)throw e;if(c)throw i;return n(i),e}},3383:function(t,r,e){"use strict";var n,o,i,c=e(7293),a=e(614),u=e(30),s=e(9518),f=e(1320),l=e(5112),p=e(1913),h=l("iterator"),d=!1;[].keys&&("next"in(i=[].keys())?(o=s(s(i)))!==Object.prototype&&(n=o):d=!0),null==n||c((function(){var t={};return n[h].call(t)!==t}))?n={}:p&&(n=u(n)),a(n[h])||f(n,h,(function(){return this})),t.exports={IteratorPrototype:n,BUGGY_SAFARI_ITERATORS:d}},7497:function(t){t.exports={}},5948:function(t,r,e){var n,o,i,c,a,u,s,f,l=e(7854),p=e(1236).f,h=e(261).set,d=e(6833),v=e(1528),y=e(1036),g=e(5268),b=l.MutationObserver||l.WebKitMutationObserver,m=l.document,x=l.process,w=l.Promise,O=p(l,"queueMicrotask"),E=O&&O.value;E||(n=function(){var t,r;for(g&&(t=x.domain)&&t.exit();o;){r=o.fn,o=o.next;try{r()}catch(t){throw o?c():i=void 0,t}}i=void 0,t&&t.enter()},d||g||y||!b||!m?!v&&w&&w.resolve?((s=w.resolve(void 0)).constructor=w,f=s.then,c=function(){f.call(s,n)}):c=g?function(){x.nextTick(n)}:function(){h.call(l,n)}:(a=!0,u=m.createTextNode(""),new b(n).observe(u,{characterData:!0}),c=function(){u.data=a=!a})),t.exports=E||function(t){var r={fn:t,next:void 0};i&&(i.next=r),o||(o=r,c()),i=r}},3366:function(t,r,e){var n=e(7854);t.exports=n.Promise},133:function(t,r,e){var n=e(7392),o=e(7293);t.exports=!!Object.getOwnPropertySymbols&&!o((function(){var t=Symbol();return!String(t)||!(Object(t)instanceof Symbol)||!Symbol.sham&&n&&n<41}))},8536:function(t,r,e){var n=e(7854),o=e(614),i=e(2788),c=n.WeakMap;t.exports=o(c)&&/native code/.test(i(c))},8523:function(t,r,e){"use strict";var n=e(9662),o=function(t){var r,e;this.promise=new t((function(t,n){if(void 0!==r||void 0!==e)throw TypeError("Bad Promise constructor");r=t,e=n})),this.resolve=n(r),this.reject=n(e)};t.exports.f=function(t){return new o(t)}},3929:function(t,r,e){var n=e(7850);t.exports=function(t){if(n(t))throw TypeError("The method doesn't accept regular expressions");return t}},30:function(t,r,e){var n,o=e(9670),i=e(6048),c=e(748),a=e(3501),u=e(490),s=e(317),f=e(6200),l=f("IE_PROTO"),p=function(){},h=function(t){return"<script>"+t+"</"+"script>"},d=function(t){t.write(h("")),t.close();var r=t.parentWindow.Object;return t=null,r},v=function(){try{n=new ActiveXObject("htmlfile")}catch(t){}var t,r;v="undefined"!=typeof document?document.domain&&n?d(n):((r=s("iframe")).style.display="none",u.appendChild(r),r.src=String("javascript:"),(t=r.contentWindow.document).open(),t.write(h("document.F=Object")),t.close(),t.F):d(n);for(var e=c.length;e--;)delete v.prototype[c[e]];return v()};a[l]=!0,t.exports=Object.create||function(t,r){var e;return null!==t?(p.prototype=o(t),e=new p,p.prototype=null,e[l]=t):e=v(),void 0===r?e:i(e,r)}},6048:function(t,r,e){var n=e(9781),o=e(3070),i=e(9670),c=e(1956);t.exports=n?Object.defineProperties:function(t,r){i(t);for(var e,n=c(r),a=n.length,u=0;a>u;)o.f(t,e=n[u++],r[e]);return t}},3070:function(t,r,e){var n=e(9781),o=e(4664),i=e(9670),c=e(4948),a=Object.defineProperty;r.f=n?a:function(t,r,e){if(i(t),r=c(r),i(e),o)try{return a(t,r,e)}catch(t){}if("get"in e||"set"in e)throw TypeError("Accessors not supported");return"value"in e&&(t[r]=e.value),t}},1236:function(t,r,e){var n=e(9781),o=e(5296),i=e(9114),c=e(5656),a=e(4948),u=e(6656),s=e(4664),f=Object.getOwnPropertyDescriptor;r.f=n?f:function(t,r){if(t=c(t),r=a(r),s)try{return f(t,r)}catch(t){}if(u(t,r))return i(!o.f.call(t,r),t[r])}},8006:function(t,r,e){var n=e(6324),o=e(748).concat("length","prototype");r.f=Object.getOwnPropertyNames||function(t){return n(t,o)}},5181:function(t,r){r.f=Object.getOwnPropertySymbols},9518:function(t,r,e){var n=e(6656),o=e(614),i=e(7908),c=e(6200),a=e(8544),u=c("IE_PROTO"),s=Object.prototype;t.exports=a?Object.getPrototypeOf:function(t){var r=i(t);if(n(r,u))return r[u];var e=r.constructor;return o(e)&&r instanceof e?e.prototype:r instanceof Object?s:null}},6324:function(t,r,e){var n=e(6656),o=e(5656),i=e(1318).indexOf,c=e(3501);t.exports=function(t,r){var e,a=o(t),u=0,s=[];for(e in a)!n(c,e)&&n(a,e)&&s.push(e);for(;r.length>u;)n(a,e=r[u++])&&(~i(s,e)||s.push(e));return s}},1956:function(t,r,e){var n=e(6324),o=e(748);t.exports=Object.keys||function(t){return n(t,o)}},5296:function(t,r){"use strict";var e={}.propertyIsEnumerable,n=Object.getOwnPropertyDescriptor,o=n&&!e.call({1:2},1);r.f=o?function(t){var r=n(this,t);return!!r&&r.enumerable}:e},7674:function(t,r,e){var n=e(9670),o=e(6077);t.exports=Object.setPrototypeOf||("__proto__"in{}?function(){var t,r=!1,e={};try{(t=Object.getOwnPropertyDescriptor(Object.prototype,"__proto__").set).call(e,[]),r=e instanceof Array}catch(t){}return function(e,i){return n(e),o(i),r?t.call(e,i):e.__proto__=i,e}}():void 0)},288:function(t,r,e){"use strict";var n=e(1694),o=e(648);t.exports=n?{}.toString:function(){return"[object "+o(this)+"]"}},2140:function(t,r,e){var n=e(614),o=e(111);t.exports=function(t,r){var e,i;if("string"===r&&n(e=t.toString)&&!o(i=e.call(t)))return i;if(n(e=t.valueOf)&&!o(i=e.call(t)))return i;if("string"!==r&&n(e=t.toString)&&!o(i=e.call(t)))return i;throw TypeError("Can't convert object to primitive value")}},3887:function(t,r,e){var n=e(5005),o=e(8006),i=e(5181),c=e(9670);t.exports=n("Reflect","ownKeys")||function(t){var r=o.f(c(t)),e=i.f;return e?r.concat(e(t)):r}},857:function(t,r,e){var n=e(7854);t.exports=n},2534:function(t){t.exports=function(t){try{return{error:!1,value:t()}}catch(t){return{error:!0,value:t}}}},9478:function(t,r,e){var n=e(9670),o=e(111),i=e(8523);t.exports=function(t,r){if(n(t),o(r)&&r.constructor===t)return r;var e=i.f(t);return(0,e.resolve)(r),e.promise}},2248:function(t,r,e){var n=e(1320);t.exports=function(t,r,e){for(var o in r)n(t,o,r[o],e);return t}},1320:function(t,r,e){var n=e(7854),o=e(614),i=e(6656),c=e(8880),a=e(3505),u=e(2788),s=e(9909),f=e(6530).CONFIGURABLE,l=s.get,p=s.enforce,h=String(String).split("String");(t.exports=function(t,r,e,u){var s,l=!!u&&!!u.unsafe,d=!!u&&!!u.enumerable,v=!!u&&!!u.noTargetGet,y=u&&void 0!==u.name?u.name:r;o(e)&&("Symbol("===String(y).slice(0,7)&&(y="["+String(y).replace(/^Symbol\(([^)]*)\)/,"$1")+"]"),(!i(e,"name")||f&&e.name!==y)&&c(e,"name",y),(s=p(e)).source||(s.source=h.join("string"==typeof y?y:""))),t!==n?(l?!v&&t[r]&&(d=!0):delete t[r],d?t[r]=e:c(t,r,e)):d?t[r]=e:a(r,e)})(Function.prototype,"toString",(function(){return o(this)&&l(this).source||u(this)}))},7651:function(t,r,e){var n=e(9670),o=e(614),i=e(4326),c=e(2261);t.exports=function(t,r){var e=t.exec;if(o(e)){var a=e.call(t,r);return null!==a&&n(a),a}if("RegExp"===i(t))return c.call(t,r);throw TypeError("RegExp#exec called on incompatible receiver")}},2261:function(t,r,e){"use strict";var n,o,i=e(1340),c=e(7066),a=e(2999),u=e(2309),s=e(30),f=e(9909).get,l=e(9441),p=e(7168),h=RegExp.prototype.exec,d=u("native-string-replace",String.prototype.replace),v=h,y=(n=/a/,o=/b*/g,h.call(n,"a"),h.call(o,"a"),0!==n.lastIndex||0!==o.lastIndex),g=a.UNSUPPORTED_Y||a.BROKEN_CARET,b=void 0!==/()??/.exec("")[1];(y||b||g||l||p)&&(v=function(t){var r,e,n,o,a,u,l,p=this,m=f(p),x=i(t),w=m.raw;if(w)return w.lastIndex=p.lastIndex,r=v.call(w,x),p.lastIndex=w.lastIndex,r;var O=m.groups,E=g&&p.sticky,S=c.call(p),j=p.source,P=0,T=x;if(E&&(-1===(S=S.replace("y","")).indexOf("g")&&(S+="g"),T=x.slice(p.lastIndex),p.lastIndex>0&&(!p.multiline||p.multiline&&"\n"!==x.charAt(p.lastIndex-1))&&(j="(?: "+j+")",T=" "+T,P++),e=new RegExp("^(?:"+j+")",S)),b&&(e=new RegExp("^"+j+"$(?!\\s)",S)),y&&(n=p.lastIndex),o=h.call(E?e:p,T),E?o?(o.input=o.input.slice(P),o[0]=o[0].slice(P),o.index=p.lastIndex,p.lastIndex+=o[0].length):p.lastIndex=0:y&&o&&(p.lastIndex=p.global?o.index+o[0].length:n),b&&o&&o.length>1&&d.call(o[0],e,(function(){for(a=1;a<arguments.length-2;a++)void 0===arguments[a]&&(o[a]=void 0)})),o&&O)for(o.groups=u=s(null),a=0;a<O.length;a++)u[(l=O[a])[0]]=o[l[1]];return o}),t.exports=v},7066:function(t,r,e){"use strict";var n=e(9670);t.exports=function(){var t=n(this),r="";return t.global&&(r+="g"),t.ignoreCase&&(r+="i"),t.multiline&&(r+="m"),t.dotAll&&(r+="s"),t.unicode&&(r+="u"),t.sticky&&(r+="y"),r}},2999:function(t,r,e){var n=e(7293),o=e(7854).RegExp;r.UNSUPPORTED_Y=n((function(){var t=o("a","y");return t.lastIndex=2,null!=t.exec("abcd")})),r.BROKEN_CARET=n((function(){var t=o("^r","gy");return t.lastIndex=2,null!=t.exec("str")}))},9441:function(t,r,e){var n=e(7293),o=e(7854).RegExp;t.exports=n((function(){var t=o(".","s");return!(t.dotAll&&t.exec("\n")&&"s"===t.flags)}))},7168:function(t,r,e){var n=e(7293),o=e(7854).RegExp;t.exports=n((function(){var t=o("(?<a>b)","g");return"b"!==t.exec("b").groups.a||"bc"!=="b".replace(t,"$<a>c")}))},4488:function(t){t.exports=function(t){if(null==t)throw TypeError("Can't call method on "+t);return t}},6029:function(t){t.exports=Object.is||function(t,r){return t===r?0!==t||1/t==1/r:t!=t&&r!=r}},3505:function(t,r,e){var n=e(7854);t.exports=function(t,r){try{Object.defineProperty(n,t,{value:r,configurable:!0,writable:!0})}catch(e){n[t]=r}return r}},6340:function(t,r,e){"use strict";var n=e(5005),o=e(3070),i=e(5112),c=e(9781),a=i("species");t.exports=function(t){var r=n(t),e=o.f;c&&r&&!r[a]&&e(r,a,{configurable:!0,get:function(){return this}})}},8003:function(t,r,e){var n=e(3070).f,o=e(6656),i=e(5112)("toStringTag");t.exports=function(t,r,e){t&&!o(t=e?t:t.prototype,i)&&n(t,i,{configurable:!0,value:r})}},6200:function(t,r,e){var n=e(2309),o=e(9711),i=n("keys");t.exports=function(t){return i[t]||(i[t]=o(t))}},5465:function(t,r,e){var n=e(7854),o=e(3505),i="__core-js_shared__",c=n[i]||o(i,{});t.exports=c},2309:function(t,r,e){var n=e(1913),o=e(5465);(t.exports=function(t,r){return o[t]||(o[t]=void 0!==r?r:{})})("versions",[]).push({version:"3.18.0",mode:n?"pure":"global",copyright:"© 2021 Denis Pushkarev (zloirock.ru)"})},6707:function(t,r,e){var n=e(9670),o=e(9483),i=e(5112)("species");t.exports=function(t,r){var e,c=n(t).constructor;return void 0===c||null==(e=n(c)[i])?r:o(e)}},3429:function(t,r,e){var n=e(7293);t.exports=function(t){return n((function(){var r=""[t]('"');return r!==r.toLowerCase()||r.split('"').length>3}))}},8710:function(t,r,e){var n=e(9958),o=e(1340),i=e(4488),c=function(t){return function(r,e){var c,a,u=o(i(r)),s=n(e),f=u.length;return s<0||s>=f?t?"":void 0:(c=u.charCodeAt(s))<55296||c>56319||s+1===f||(a=u.charCodeAt(s+1))<56320||a>57343?t?u.charAt(s):c:t?u.slice(s,s+2):a-56320+(c-55296<<10)+65536}};t.exports={codeAt:c(!1),charAt:c(!0)}},4986:function(t,r,e){var n=e(8113);t.exports=/Version\/10(?:\.\d+){1,2}(?: [\w./]+)?(?: Mobile\/\w+)? Safari\//.test(n)},6650:function(t,r,e){var n=e(7466),o=e(1340),i=e(8415),c=e(4488),a=Math.ceil,u=function(t){return function(r,e,u){var s,f,l=o(c(r)),p=l.length,h=void 0===u?" ":o(u),d=n(e);return d<=p||""==h?l:(s=d-p,(f=i.call(h,a(s/h.length))).length>s&&(f=f.slice(0,s)),t?l+f:f+l)}};t.exports={start:u(!1),end:u(!0)}},8415:function(t,r,e){"use strict";var n=e(9958),o=e(1340),i=e(4488);t.exports=function(t){var r=o(i(this)),e="",c=n(t);if(c<0||c==1/0)throw RangeError("Wrong number of repetitions");for(;c>0;(c>>>=1)&&(r+=r))1&c&&(e+=r);return e}},6091:function(t,r,e){var n=e(6530).PROPER,o=e(7293),i=e(1361);t.exports=function(t){return o((function(){return!!i[t]()||"᠎"!=="᠎"[t]()||n&&i[t].name!==t}))}},3111:function(t,r,e){var n=e(4488),o=e(1340),i="["+e(1361)+"]",c=RegExp("^"+i+i+"*"),a=RegExp(i+i+"*$"),u=function(t){return function(r){var e=o(n(r));return 1&t&&(e=e.replace(c,"")),2&t&&(e=e.replace(a,"")),e}};t.exports={start:u(1),end:u(2),trim:u(3)}},261:function(t,r,e){var n,o,i,c,a=e(7854),u=e(614),s=e(7293),f=e(9974),l=e(490),p=e(317),h=e(6833),d=e(5268),v=a.setImmediate,y=a.clearImmediate,g=a.process,b=a.MessageChannel,m=a.Dispatch,x=0,w={},O="onreadystatechange";try{n=a.location}catch(t){}var E=function(t){if(w.hasOwnProperty(t)){var r=w[t];delete w[t],r()}},S=function(t){return function(){E(t)}},j=function(t){E(t.data)},P=function(t){a.postMessage(String(t),n.protocol+"//"+n.host)};v&&y||(v=function(t){for(var r=[],e=arguments.length,n=1;e>n;)r.push(arguments[n++]);return w[++x]=function(){(u(t)?t:Function(t)).apply(void 0,r)},o(x),x},y=function(t){delete w[t]},d?o=function(t){g.nextTick(S(t))}:m&&m.now?o=function(t){m.now(S(t))}:b&&!h?(c=(i=new b).port2,i.port1.onmessage=j,o=f(c.postMessage,c,1)):a.addEventListener&&u(a.postMessage)&&!a.importScripts&&n&&"file:"!==n.protocol&&!s(P)?(o=P,a.addEventListener("message",j,!1)):o=O in p("script")?function(t){l.appendChild(p("script")).onreadystatechange=function(){l.removeChild(this),E(t)}}:function(t){setTimeout(S(t),0)}),t.exports={set:v,clear:y}},1400:function(t,r,e){var n=e(9958),o=Math.max,i=Math.min;t.exports=function(t,r){var e=n(t);return e<0?o(e+r,0):i(e,r)}},5656:function(t,r,e){var n=e(8361),o=e(4488);t.exports=function(t){return n(o(t))}},9958:function(t){var r=Math.ceil,e=Math.floor;t.exports=function(t){return isNaN(t=+t)?0:(t>0?e:r)(t)}},7466:function(t,r,e){var n=e(9958),o=Math.min;t.exports=function(t){return t>0?o(n(t),9007199254740991):0}},7908:function(t,r,e){var n=e(4488);t.exports=function(t){return Object(n(t))}},7593:function(t,r,e){var n=e(111),o=e(2190),i=e(8173),c=e(2140),a=e(5112)("toPrimitive");t.exports=function(t,r){if(!n(t)||o(t))return t;var e,u=i(t,a);if(u){if(void 0===r&&(r="default"),e=u.call(t,r),!n(e)||o(e))return e;throw TypeError("Can't convert object to primitive value")}return void 0===r&&(r="number"),c(t,r)}},4948:function(t,r,e){var n=e(7593),o=e(2190);t.exports=function(t){var r=n(t,"string");return o(r)?r:String(r)}},1694:function(t,r,e){var n={};n[e(5112)("toStringTag")]="z",t.exports="[object z]"===String(n)},1340:function(t,r,e){var n=e(648);t.exports=function(t){if("Symbol"===n(t))throw TypeError("Cannot convert a Symbol value to a string");return String(t)}},6330:function(t){t.exports=function(t){try{return String(t)}catch(t){return"Object"}}},9711:function(t){var r=0,e=Math.random();t.exports=function(t){return"Symbol("+String(void 0===t?"":t)+")_"+(++r+e).toString(36)}},3307:function(t,r,e){var n=e(133);t.exports=n&&!Symbol.sham&&"symbol"==typeof Symbol.iterator},5112:function(t,r,e){var n=e(7854),o=e(2309),i=e(6656),c=e(9711),a=e(133),u=e(3307),s=o("wks"),f=n.Symbol,l=u?f:f&&f.withoutSetter||c;t.exports=function(t){return i(s,t)&&(a||"string"==typeof s[t])||(a&&i(f,t)?s[t]=f[t]:s[t]=l("Symbol."+t)),s[t]}},1361:function(t){t.exports="\t\n\v\f\r     　\u2028\u2029\ufeff"},9170:function(t,r,e){"use strict";var n=e(2109),o=e(9518),i=e(7674),c=e(30),a=e(8880),u=e(9114),s=e(408),f=e(1340),l=function(t,r){var e=this;if(!(e instanceof l))return new l(t,r);i&&(e=i(new Error(void 0),o(e))),void 0!==r&&a(e,"message",f(r));var n=[];return s(t,n.push,{that:n}),a(e,"errors",n),e};l.prototype=c(Error.prototype,{constructor:u(5,l),message:u(5,""),name:u(5,"AggregateError")}),n({global:!0},{AggregateError:l})},6992:function(t,r,e){"use strict";var n=e(5656),o=e(1223),i=e(7497),c=e(9909),a=e(654),u="Array Iterator",s=c.set,f=c.getterFor(u);t.exports=a(Array,"Array",(function(t,r){s(this,{type:u,target:n(t),index:0,kind:r})}),(function(){var t=f(this),r=t.target,e=t.kind,n=t.index++;return!r||n>=r.length?(t.target=void 0,{value:void 0,done:!0}):"keys"==e?{value:n,done:!1}:"values"==e?{value:r[n],done:!1}:{value:[n,r[n]],done:!1}}),"values"),i.Arguments=i.Array,o("keys"),o("values"),o("entries")},1539:function(t,r,e){var n=e(1694),o=e(1320),i=e(288);n||o(Object.prototype,"toString",i,{unsafe:!0})},7922:function(t,r,e){"use strict";var n=e(2109),o=e(9662),i=e(8523),c=e(2534),a=e(408);n({target:"Promise",stat:!0},{allSettled:function(t){var r=this,e=i.f(r),n=e.resolve,u=e.reject,s=c((function(){var e=o(r.resolve),i=[],c=0,u=1;a(t,(function(t){var o=c++,a=!1;i.push(void 0),u++,e.call(r,t).then((function(t){a||(a=!0,i[o]={status:"fulfilled",value:t},--u||n(i))}),(function(t){a||(a=!0,i[o]={status:"rejected",reason:t},--u||n(i))}))})),--u||n(i)}));return s.error&&u(s.value),e.promise}})},4668:function(t,r,e){"use strict";var n=e(2109),o=e(9662),i=e(5005),c=e(8523),a=e(2534),u=e(408),s="No one promise resolved";n({target:"Promise",stat:!0},{any:function(t){var r=this,e=c.f(r),n=e.resolve,f=e.reject,l=a((function(){var e=o(r.resolve),c=[],a=0,l=1,p=!1;u(t,(function(t){var o=a++,u=!1;c.push(void 0),l++,e.call(r,t).then((function(t){u||p||(p=!0,n(t))}),(function(t){u||p||(u=!0,c[o]=t,--l||f(new(i("AggregateError"))(c,s)))}))})),--l||f(new(i("AggregateError"))(c,s))}));return l.error&&f(l.value),e.promise}})},7727:function(t,r,e){"use strict";var n=e(2109),o=e(1913),i=e(3366),c=e(7293),a=e(5005),u=e(614),s=e(6707),f=e(9478),l=e(1320);if(n({target:"Promise",proto:!0,real:!0,forced:!!i&&c((function(){i.prototype.finally.call({then:function(){}},(function(){}))}))},{finally:function(t){var r=s(this,a("Promise")),e=u(t);return this.then(e?function(e){return f(r,t()).then((function(){return e}))}:t,e?function(e){return f(r,t()).then((function(){throw e}))}:t)}}),!o&&u(i)){var p=a("Promise").prototype.finally;i.prototype.finally!==p&&l(i.prototype,"finally",p,{unsafe:!0})}},8674:function(t,r,e){"use strict";var n,o,i,c,a=e(2109),u=e(1913),s=e(7854),f=e(5005),l=e(3366),p=e(1320),h=e(2248),d=e(7674),v=e(8003),y=e(6340),g=e(9662),b=e(614),m=e(111),x=e(5787),w=e(2788),O=e(408),E=e(7072),S=e(6707),j=e(261).set,P=e(5948),T=e(9478),A=e(842),_=e(8523),I=e(2534),R=e(9909),L=e(4705),k=e(5112),C=e(7871),B=e(5268),D=e(7392),F=k("species"),M="Promise",U=R.get,N=R.set,G=R.getterFor(M),X=l&&l.prototype,$=l,H=X,q=s.TypeError,W=s.document,V=s.process,z=_.f,Y=z,K=!!(W&&W.createEvent&&s.dispatchEvent),J=b(s.PromiseRejectionEvent),Q="unhandledrejection",Z=!1,tt=L(M,(function(){var t=w($),r=t!==String($);if(!r&&66===D)return!0;if(u&&!H.finally)return!0;if(D>=51&&/native code/.test(t))return!1;var e=new $((function(t){t(1)})),n=function(t){t((function(){}),(function(){}))};return(e.constructor={})[F]=n,!(Z=e.then((function(){}))instanceof n)||!r&&C&&!J})),rt=tt||!E((function(t){$.all(t).catch((function(){}))})),et=function(t){var r;return!(!m(t)||!b(r=t.then))&&r},nt=function(t,r){if(!t.notified){t.notified=!0;var e=t.reactions;P((function(){for(var n=t.value,o=1==t.state,i=0;e.length>i;){var c,a,u,s=e[i++],f=o?s.ok:s.fail,l=s.resolve,p=s.reject,h=s.domain;try{f?(o||(2===t.rejection&&at(t),t.rejection=1),!0===f?c=n:(h&&h.enter(),c=f(n),h&&(h.exit(),u=!0)),c===s.promise?p(q("Promise-chain cycle")):(a=et(c))?a.call(c,l,p):l(c)):p(n)}catch(t){h&&!u&&h.exit(),p(t)}}t.reactions=[],t.notified=!1,r&&!t.rejection&&it(t)}))}},ot=function(t,r,e){var n,o;K?((n=W.createEvent("Event")).promise=r,n.reason=e,n.initEvent(t,!1,!0),s.dispatchEvent(n)):n={promise:r,reason:e},!J&&(o=s["on"+t])?o(n):t===Q&&A("Unhandled promise rejection",e)},it=function(t){j.call(s,(function(){var r,e=t.facade,n=t.value;if(ct(t)&&(r=I((function(){B?V.emit("unhandledRejection",n,e):ot(Q,e,n)})),t.rejection=B||ct(t)?2:1,r.error))throw r.value}))},ct=function(t){return 1!==t.rejection&&!t.parent},at=function(t){j.call(s,(function(){var r=t.facade;B?V.emit("rejectionHandled",r):ot("rejectionhandled",r,t.value)}))},ut=function(t,r,e){return function(n){t(r,n,e)}},st=function(t,r,e){t.done||(t.done=!0,e&&(t=e),t.value=r,t.state=2,nt(t,!0))},ft=function(t,r,e){if(!t.done){t.done=!0,e&&(t=e);try{if(t.facade===r)throw q("Promise can't be resolved itself");var n=et(r);n?P((function(){var e={done:!1};try{n.call(r,ut(ft,e,t),ut(st,e,t))}catch(r){st(e,r,t)}})):(t.value=r,t.state=1,nt(t,!1))}catch(r){st({done:!1},r,t)}}};if(tt&&(H=($=function(t){x(this,$,M),g(t),n.call(this);var r=U(this);try{t(ut(ft,r),ut(st,r))}catch(t){st(r,t)}}).prototype,(n=function(t){N(this,{type:M,done:!1,notified:!1,parent:!1,reactions:[],rejection:!1,state:0,value:void 0})}).prototype=h(H,{then:function(t,r){var e=G(this),n=z(S(this,$));return n.ok=!b(t)||t,n.fail=b(r)&&r,n.domain=B?V.domain:void 0,e.parent=!0,e.reactions.push(n),0!=e.state&&nt(e,!1),n.promise},catch:function(t){return this.then(void 0,t)}}),o=function(){var t=new n,r=U(t);this.promise=t,this.resolve=ut(ft,r),this.reject=ut(st,r)},_.f=z=function(t){return t===$||t===i?new o(t):Y(t)},!u&&b(l)&&X!==Object.prototype)){c=X.then,Z||(p(X,"then",(function(t,r){var e=this;return new $((function(t,r){c.call(e,t,r)})).then(t,r)}),{unsafe:!0}),p(X,"catch",H.catch,{unsafe:!0}));try{delete X.constructor}catch(t){}d&&d(X,H)}a({global:!0,wrap:!0,forced:tt},{Promise:$}),v($,M,!1,!0),y(M),i=f(M),a({target:M,stat:!0,forced:tt},{reject:function(t){var r=z(this);return r.reject.call(void 0,t),r.promise}}),a({target:M,stat:!0,forced:u||tt},{resolve:function(t){return T(u&&this===i?$:this,t)}}),a({target:M,stat:!0,forced:rt},{all:function(t){var r=this,e=z(r),n=e.resolve,o=e.reject,i=I((function(){var e=g(r.resolve),i=[],c=0,a=1;O(t,(function(t){var u=c++,s=!1;i.push(void 0),a++,e.call(r,t).then((function(t){s||(s=!0,i[u]=t,--a||n(i))}),o)})),--a||n(i)}));return i.error&&o(i.value),e.promise},race:function(t){var r=this,e=z(r),n=e.reject,o=I((function(){var o=g(r.resolve);O(t,(function(t){o.call(r,t).then(e.resolve,n)}))}));return o.error&&n(o.value),e.promise}})},4916:function(t,r,e){"use strict";var n=e(2109),o=e(2261);n({target:"RegExp",proto:!0,forced:/./.exec!==o},{exec:o})},5218:function(t,r,e){"use strict";var n=e(2109),o=e(4230);n({target:"String",proto:!0,forced:e(3429)("anchor")},{anchor:function(t){return o(this,"a","name",t)}})},4506:function(t,r,e){"use strict";var n=e(2109),o=e(4488),i=e(9958),c=e(7466),a=e(1340);n({target:"String",proto:!0,forced:e(7293)((function(){return"\ud842"!=="𠮷".at(0)}))},{at:function(t){var r=a(o(this)),e=c(r.length),n=i(t),u=n>=0?n:e+n;return u<0||u>=e?void 0:r.charAt(u)}})},4475:function(t,r,e){"use strict";var n=e(2109),o=e(4230);n({target:"String",proto:!0,forced:e(3429)("big")},{big:function(){return o(this,"big","","")}})},7929:function(t,r,e){"use strict";var n=e(2109),o=e(4230);n({target:"String",proto:!0,forced:e(3429)("blink")},{blink:function(){return o(this,"blink","","")}})},915:function(t,r,e){"use strict";var n=e(2109),o=e(4230);n({target:"String",proto:!0,forced:e(3429)("bold")},{bold:function(){return o(this,"b","","")}})},9841:function(t,r,e){"use strict";var n=e(2109),o=e(8710).codeAt;n({target:"String",proto:!0},{codePointAt:function(t){return o(this,t)}})},7852:function(t,r,e){"use strict";var n,o=e(2109),i=e(1236).f,c=e(7466),a=e(1340),u=e(3929),s=e(4488),f=e(4964),l=e(1913),p="".endsWith,h=Math.min,d=f("endsWith");o({target:"String",proto:!0,forced:!!(l||d||(n=i(String.prototype,"endsWith"),!n||n.writable))&&!d},{endsWith:function(t){var r=a(s(this));u(t);var e=arguments.length>1?arguments[1]:void 0,n=c(r.length),o=void 0===e?n:h(c(e),n),i=a(t);return p?p.call(r,i,o):r.slice(o-i.length,o)===i}})},9253:function(t,r,e){"use strict";var n=e(2109),o=e(4230);n({target:"String",proto:!0,forced:e(3429)("fixed")},{fixed:function(){return o(this,"tt","","")}})},2125:function(t,r,e){"use strict";var n=e(2109),o=e(4230);n({target:"String",proto:!0,forced:e(3429)("fontcolor")},{fontcolor:function(t){return o(this,"font","color",t)}})},8830:function(t,r,e){"use strict";var n=e(2109),o=e(4230);n({target:"String",proto:!0,forced:e(3429)("fontsize")},{fontsize:function(t){return o(this,"font","size",t)}})},4953:function(t,r,e){var n=e(2109),o=e(1400),i=String.fromCharCode,c=String.fromCodePoint;n({target:"String",stat:!0,forced:!!c&&1!=c.length},{fromCodePoint:function(t){for(var r,e=[],n=arguments.length,c=0;n>c;){if(r=+arguments[c++],o(r,1114111)!==r)throw RangeError(r+" is not a valid code point");e.push(r<65536?i(r):i(55296+((r-=65536)>>10),r%1024+56320))}return e.join("")}})},2023:function(t,r,e){"use strict";var n=e(2109),o=e(3929),i=e(4488),c=e(1340);n({target:"String",proto:!0,forced:!e(4964)("includes")},{includes:function(t){return!!~c(i(this)).indexOf(c(o(t)),arguments.length>1?arguments[1]:void 0)}})},8734:function(t,r,e){"use strict";var n=e(2109),o=e(4230);n({target:"String",proto:!0,forced:e(3429)("italics")},{italics:function(){return o(this,"i","","")}})},8783:function(t,r,e){"use strict";var n=e(8710).charAt,o=e(1340),i=e(9909),c=e(654),a="String Iterator",u=i.set,s=i.getterFor(a);c(String,"String",(function(t){u(this,{type:a,string:o(t),index:0})}),(function(){var t,r=s(this),e=r.string,o=r.index;return o>=e.length?{value:void 0,done:!0}:(t=n(e,o),r.index+=t.length,{value:t,done:!1})}))},9254:function(t,r,e){"use strict";var n=e(2109),o=e(4230);n({target:"String",proto:!0,forced:e(3429)("link")},{link:function(t){return o(this,"a","href",t)}})},6373:function(t,r,e){"use strict";var n=e(2109),o=e(4994),i=e(4488),c=e(7466),a=e(1340),u=e(9670),s=e(4326),f=e(7850),l=e(7066),p=e(8173),h=e(1320),d=e(7293),v=e(5112),y=e(6707),g=e(1530),b=e(7651),m=e(9909),x=e(1913),w=v("matchAll"),O="RegExp String",E="RegExp String Iterator",S=m.set,j=m.getterFor(E),P=RegExp.prototype,T="".matchAll,A=!!T&&!d((function(){"a".matchAll(/./)})),_=o((function(t,r,e,n){S(this,{type:E,regexp:t,string:r,global:e,unicode:n,done:!1})}),O,(function(){var t=j(this);if(t.done)return{value:void 0,done:!0};var r=t.regexp,e=t.string,n=b(r,e);return null===n?{value:void 0,done:t.done=!0}:t.global?(""===a(n[0])&&(r.lastIndex=g(e,c(r.lastIndex),t.unicode)),{value:n,done:!1}):(t.done=!0,{value:n,done:!1})})),I=function(t){var r,e,n,o,i,s,f=u(this),p=a(t);return r=y(f,RegExp),void 0===(e=f.flags)&&f instanceof RegExp&&!("flags"in P)&&(e=l.call(f)),n=void 0===e?"":a(e),o=new r(r===RegExp?f.source:f,n),i=!!~n.indexOf("g"),s=!!~n.indexOf("u"),o.lastIndex=c(f.lastIndex),new _(o,p,i,s)};n({target:"String",proto:!0,forced:A},{matchAll:function(t){var r,e,n,o=i(this);if(null!=t){if(f(t)&&!~a(i("flags"in P?t.flags:l.call(t))).indexOf("g"))throw TypeError("`.matchAll` does not allow non-global regexes");if(A)return T.apply(o,arguments);if(void 0===(e=p(t,w))&&x&&"RegExp"==s(t)&&(e=I),e)return e.call(t,o)}else if(A)return T.apply(o,arguments);return r=a(o),n=new RegExp(t,"g"),x?I.call(n,r):n[w](r)}}),x||w in P||h(P,w,I)},4723:function(t,r,e){"use strict";var n=e(7007),o=e(9670),i=e(7466),c=e(1340),a=e(4488),u=e(8173),s=e(1530),f=e(7651);n("match",(function(t,r,e){return[function(r){var e=a(this),n=null==r?void 0:u(r,t);return n?n.call(r,e):new RegExp(r)[t](c(e))},function(t){var n=o(this),a=c(t),u=e(r,n,a);if(u.done)return u.value;if(!n.global)return f(n,a);var l=n.unicode;n.lastIndex=0;for(var p,h=[],d=0;null!==(p=f(n,a));){var v=c(p[0]);h[d]=v,""===v&&(n.lastIndex=s(a,i(n.lastIndex),l)),d++}return 0===d?null:h}]}))},6528:function(t,r,e){"use strict";var n=e(2109),o=e(6650).end;n({target:"String",proto:!0,forced:e(4986)},{padEnd:function(t){return o(this,t,arguments.length>1?arguments[1]:void 0)}})},3112:function(t,r,e){"use strict";var n=e(2109),o=e(6650).start;n({target:"String",proto:!0,forced:e(4986)},{padStart:function(t){return o(this,t,arguments.length>1?arguments[1]:void 0)}})},8992:function(t,r,e){var n=e(2109),o=e(5656),i=e(7908),c=e(7466),a=e(1340),u=Array.prototype,s=u.push,f=u.join;n({target:"String",stat:!0},{raw:function(t){for(var r=o(i(t).raw),e=c(r.length),n=arguments.length,u=[],l=0;e>l;)s.call(u,a(r[l++])),l<n&&s.call(u,a(arguments[l]));return f.call(u,"")}})},2481:function(t,r,e){e(2109)({target:"String",proto:!0},{repeat:e(8415)})},8757:function(t,r,e){"use strict";var n=e(2109),o=e(4488),i=e(614),c=e(7850),a=e(1340),u=e(8173),s=e(7066),f=e(647),l=e(5112),p=e(1913),h=l("replace"),d=RegExp.prototype,v=Math.max,y=function(t,r,e){return e>t.length?-1:""===r?e:t.indexOf(r,e)};n({target:"String",proto:!0},{replaceAll:function(t,r){var e,n,l,g,b,m,x,w,O=o(this),E=0,S=0,j="";if(null!=t){if((e=c(t))&&!~a(o("flags"in d?t.flags:s.call(t))).indexOf("g"))throw TypeError("`.replaceAll` does not allow non-global regexes");if(n=u(t,h))return n.call(t,O,r);if(p&&e)return a(O).replace(t,r)}for(l=a(O),g=a(t),(b=i(r))||(r=a(r)),m=g.length,x=v(1,m),E=y(l,g,0);-1!==E;)w=b?a(r(g,E,l)):f(g,l,E,[],void 0,r),j+=l.slice(S,E)+w,S=E+m,E=y(l,g,E+x);return S<l.length&&(j+=l.slice(S)),j}})},5306:function(t,r,e){"use strict";var n=e(7007),o=e(7293),i=e(9670),c=e(614),a=e(9958),u=e(7466),s=e(1340),f=e(4488),l=e(1530),p=e(8173),h=e(647),d=e(7651),v=e(5112)("replace"),y=Math.max,g=Math.min,b="$0"==="a".replace(/./,"$0"),m=!!/./[v]&&""===/./[v]("a","$0");n("replace",(function(t,r,e){var n=m?"$":"$0";return[function(t,e){var n=f(this),o=null==t?void 0:p(t,v);return o?o.call(t,n,e):r.call(s(n),t,e)},function(t,o){var f=i(this),p=s(t);if("string"==typeof o&&-1===o.indexOf(n)&&-1===o.indexOf("$<")){var v=e(r,f,p,o);if(v.done)return v.value}var b=c(o);b||(o=s(o));var m=f.global;if(m){var x=f.unicode;f.lastIndex=0}for(var w=[];;){var O=d(f,p);if(null===O)break;if(w.push(O),!m)break;""===s(O[0])&&(f.lastIndex=l(p,u(f.lastIndex),x))}for(var E,S="",j=0,P=0;P<w.length;P++){O=w[P];for(var T=s(O[0]),A=y(g(a(O.index),p.length),0),_=[],I=1;I<O.length;I++)_.push(void 0===(E=O[I])?E:String(E));var R=O.groups;if(b){var L=[T].concat(_,A,p);void 0!==R&&L.push(R);var k=s(o.apply(void 0,L))}else k=h(T,p,A,_,R,o);A>=j&&(S+=p.slice(j,A)+k,j=A+T.length)}return S+p.slice(j)}]}),!!o((function(){var t=/./;return t.exec=function(){var t=[];return t.groups={a:"7"},t},"7"!=="".replace(t,"$<a>")}))||!b||m)},4765:function(t,r,e){"use strict";var n=e(7007),o=e(9670),i=e(4488),c=e(6029),a=e(1340),u=e(8173),s=e(7651);n("search",(function(t,r,e){return[function(r){var e=i(this),n=null==r?void 0:u(r,t);return n?n.call(r,e):new RegExp(r)[t](a(e))},function(t){var n=o(this),i=a(t),u=e(r,n,i);if(u.done)return u.value;var f=n.lastIndex;c(f,0)||(n.lastIndex=0);var l=s(n,i);return c(n.lastIndex,f)||(n.lastIndex=f),null===l?-1:l.index}]}))},7268:function(t,r,e){"use strict";var n=e(2109),o=e(4230);n({target:"String",proto:!0,forced:e(3429)("small")},{small:function(){return o(this,"small","","")}})},3123:function(t,r,e){"use strict";var n=e(7007),o=e(7850),i=e(9670),c=e(4488),a=e(6707),u=e(1530),s=e(7466),f=e(1340),l=e(8173),p=e(7651),h=e(2261),d=e(2999),v=e(7293),y=d.UNSUPPORTED_Y,g=[].push,b=Math.min,m=4294967295;n("split",(function(t,r,e){var n;return n="c"=="abbc".split(/(b)*/)[1]||4!="test".split(/(?:)/,-1).length||2!="ab".split(/(?:ab)*/).length||4!=".".split(/(.?)(.?)/).length||".".split(/()()/).length>1||"".split(/.?/).length?function(t,e){var n=f(c(this)),i=void 0===e?m:e>>>0;if(0===i)return[];if(void 0===t)return[n];if(!o(t))return r.call(n,t,i);for(var a,u,s,l=[],p=(t.ignoreCase?"i":"")+(t.multiline?"m":"")+(t.unicode?"u":"")+(t.sticky?"y":""),d=0,v=new RegExp(t.source,p+"g");(a=h.call(v,n))&&!((u=v.lastIndex)>d&&(l.push(n.slice(d,a.index)),a.length>1&&a.index<n.length&&g.apply(l,a.slice(1)),s=a[0].length,d=u,l.length>=i));)v.lastIndex===a.index&&v.lastIndex++;return d===n.length?!s&&v.test("")||l.push(""):l.push(n.slice(d)),l.length>i?l.slice(0,i):l}:"0".split(void 0,0).length?function(t,e){return void 0===t&&0===e?[]:r.call(this,t,e)}:r,[function(r,e){var o=c(this),i=null==r?void 0:l(r,t);return i?i.call(r,o,e):n.call(f(o),r,e)},function(t,o){var c=i(this),l=f(t),h=e(n,c,l,o,n!==r);if(h.done)return h.value;var d=a(c,RegExp),v=c.unicode,g=(c.ignoreCase?"i":"")+(c.multiline?"m":"")+(c.unicode?"u":"")+(y?"g":"y"),x=new d(y?"^(?:"+c.source+")":c,g),w=void 0===o?m:o>>>0;if(0===w)return[];if(0===l.length)return null===p(x,l)?[l]:[];for(var O=0,E=0,S=[];E<l.length;){x.lastIndex=y?0:E;var j,P=p(x,y?l.slice(E):l);if(null===P||(j=b(s(x.lastIndex+(y?E:0)),l.length))===O)E=u(l,E,v);else{if(S.push(l.slice(O,E)),S.length===w)return S;for(var T=1;T<=P.length-1;T++)if(S.push(P[T]),S.length===w)return S;E=O=j}}return S.push(l.slice(O)),S}]}),!!v((function(){var t=/(?:)/,r=t.exec;t.exec=function(){return r.apply(this,arguments)};var e="ab".split(t);return 2!==e.length||"a"!==e[0]||"b"!==e[1]})),y)},3157:function(t,r,e){"use strict";var n,o=e(2109),i=e(1236).f,c=e(7466),a=e(1340),u=e(3929),s=e(4488),f=e(4964),l=e(1913),p="".startsWith,h=Math.min,d=f("startsWith");o({target:"String",proto:!0,forced:!!(l||d||(n=i(String.prototype,"startsWith"),!n||n.writable))&&!d},{startsWith:function(t){var r=a(s(this));u(t);var e=c(h(arguments.length>1?arguments[1]:void 0,r.length)),n=a(t);return p?p.call(r,n,e):r.slice(e,e+n.length)===n}})},7397:function(t,r,e){"use strict";var n=e(2109),o=e(4230);n({target:"String",proto:!0,forced:e(3429)("strike")},{strike:function(){return o(this,"strike","","")}})},86:function(t,r,e){"use strict";var n=e(2109),o=e(4230);n({target:"String",proto:!0,forced:e(3429)("sub")},{sub:function(){return o(this,"sub","","")}})},3650:function(t,r,e){"use strict";var n=e(2109),o=e(4488),i=e(9958),c=e(1340),a="".slice,u=Math.max,s=Math.min;n({target:"String",proto:!0},{substr:function(t,r){var e,n,f=c(o(this)),l=f.length,p=i(t);return p===1/0&&(p=0),p<0&&(p=u(l+p,0)),(e=void 0===r?l:i(r))<=0||e===1/0||p>=(n=s(p+e,l))?"":a.call(f,p,n)}})},623:function(t,r,e){"use strict";var n=e(2109),o=e(4230);n({target:"String",proto:!0,forced:e(3429)("sup")},{sup:function(){return o(this,"sup","","")}})},8702:function(t,r,e){"use strict";var n=e(2109),o=e(3111).end,i=e(6091)("trimEnd"),c=i?function(){return o(this)}:"".trimEnd;n({target:"String",proto:!0,name:"trimEnd",forced:i},{trimEnd:c,trimRight:c})},5674:function(t,r,e){"use strict";var n=e(2109),o=e(3111).start,i=e(6091)("trimStart"),c=i?function(){return o(this)}:"".trimStart;n({target:"String",proto:!0,name:"trimStart",forced:i},{trimStart:c,trimLeft:c})},3210:function(t,r,e){"use strict";var n=e(2109),o=e(3111).trim;n({target:"String",proto:!0,forced:e(6091)("trim")},{trim:function(){return o(this)}})},3948:function(t,r,e){var n=e(7854),o=e(8324),i=e(8509),c=e(6992),a=e(8880),u=e(5112),s=u("iterator"),f=u("toStringTag"),l=c.values,p=function(t,r){if(t){if(t[s]!==l)try{a(t,s,l)}catch(r){t[s]=l}if(t[f]||a(t,f,r),o[r])for(var e in c)if(t[e]!==c[e])try{a(t,e,c[e])}catch(r){t[e]=c[e]}}};for(var h in o)p(n[h]&&n[h].prototype,h);p(i,"DOMTokenList")},1150:function(t,r,e){var n=e(7633);e(3948),t.exports=n},9712:function(t,r,e){var n=e(1111);t.exports=n},5666:function(t){var r=function(t){"use strict";var r,e=Object.prototype,n=e.hasOwnProperty,o="function"==typeof Symbol?Symbol:{},i=o.iterator||"@@iterator",c=o.asyncIterator||"@@asyncIterator",a=o.toStringTag||"@@toStringTag";function u(t,r,e){return Object.defineProperty(t,r,{value:e,enumerable:!0,configurable:!0,writable:!0}),t[r]}try{u({},"")}catch(t){u=function(t,r,e){return t[r]=e}}function s(t,r,e,n){var o=r&&r.prototype instanceof y?r:y,i=Object.create(o.prototype),c=new A(n||[]);return i._invoke=function(t,r,e){var n=l;return function(o,i){if(n===h)throw new Error("Generator is already running");if(n===d){if("throw"===o)throw i;return I()}for(e.method=o,e.arg=i;;){var c=e.delegate;if(c){var a=j(c,e);if(a){if(a===v)continue;return a}}if("next"===e.method)e.sent=e._sent=e.arg;else if("throw"===e.method){if(n===l)throw n=d,e.arg;e.dispatchException(e.arg)}else"return"===e.method&&e.abrupt("return",e.arg);n=h;var u=f(t,r,e);if("normal"===u.type){if(n=e.done?d:p,u.arg===v)continue;return{value:u.arg,done:e.done}}"throw"===u.type&&(n=d,e.method="throw",e.arg=u.arg)}}}(t,e,c),i}function f(t,r,e){try{return{type:"normal",arg:t.call(r,e)}}catch(t){return{type:"throw",arg:t}}}t.wrap=s;var l="suspendedStart",p="suspendedYield",h="executing",d="completed",v={};function y(){}function g(){}function b(){}var m={};m[i]=function(){return this};var x=Object.getPrototypeOf,w=x&&x(x(_([])));w&&w!==e&&n.call(w,i)&&(m=w);var O=b.prototype=y.prototype=Object.create(m);function E(t){["next","throw","return"].forEach((function(r){u(t,r,(function(t){return this._invoke(r,t)}))}))}function S(t,r){function e(o,i,c,a){var u=f(t[o],t,i);if("throw"!==u.type){var s=u.arg,l=s.value;return l&&"object"==typeof l&&n.call(l,"__await")?r.resolve(l.__await).then((function(t){e("next",t,c,a)}),(function(t){e("throw",t,c,a)})):r.resolve(l).then((function(t){s.value=t,c(s)}),(function(t){return e("throw",t,c,a)}))}a(u.arg)}var o;this._invoke=function(t,n){function i(){return new r((function(r,o){e(t,n,r,o)}))}return o=o?o.then(i,i):i()}}function j(t,e){var n=t.iterator[e.method];if(n===r){if(e.delegate=null,"throw"===e.method){if(t.iterator.return&&(e.method="return",e.arg=r,j(t,e),"throw"===e.method))return v;e.method="throw",e.arg=new TypeError("The iterator does not provide a 'throw' method")}return v}var o=f(n,t.iterator,e.arg);if("throw"===o.type)return e.method="throw",e.arg=o.arg,e.delegate=null,v;var i=o.arg;return i?i.done?(e[t.resultName]=i.value,e.next=t.nextLoc,"return"!==e.method&&(e.method="next",e.arg=r),e.delegate=null,v):i:(e.method="throw",e.arg=new TypeError("iterator result is not an object"),e.delegate=null,v)}function P(t){var r={tryLoc:t[0]};1 in t&&(r.catchLoc=t[1]),2 in t&&(r.finallyLoc=t[2],r.afterLoc=t[3]),this.tryEntries.push(r)}function T(t){var r=t.completion||{};r.type="normal",delete r.arg,t.completion=r}function A(t){this.tryEntries=[{tryLoc:"root"}],t.forEach(P,this),this.reset(!0)}function _(t){if(t){var e=t[i];if(e)return e.call(t);if("function"==typeof t.next)return t;if(!isNaN(t.length)){var o=-1,c=function e(){for(;++o<t.length;)if(n.call(t,o))return e.value=t[o],e.done=!1,e;return e.value=r,e.done=!0,e};return c.next=c}}return{next:I}}function I(){return{value:r,done:!0}}return g.prototype=O.constructor=b,b.constructor=g,g.displayName=u(b,a,"GeneratorFunction"),t.isGeneratorFunction=function(t){var r="function"==typeof t&&t.constructor;return!!r&&(r===g||"GeneratorFunction"===(r.displayName||r.name))},t.mark=function(t){return Object.setPrototypeOf?Object.setPrototypeOf(t,b):(t.__proto__=b,u(t,a,"GeneratorFunction")),t.prototype=Object.create(O),t},t.awrap=function(t){return{__await:t}},E(S.prototype),S.prototype[c]=function(){return this},t.AsyncIterator=S,t.async=function(r,e,n,o,i){void 0===i&&(i=Promise);var c=new S(s(r,e,n,o),i);return t.isGeneratorFunction(e)?c:c.next().then((function(t){return t.done?t.value:c.next()}))},E(O),u(O,a,"Generator"),O[i]=function(){return this},O.toString=function(){return"[object Generator]"},t.keys=function(t){var r=[];for(var e in t)r.push(e);return r.reverse(),function e(){for(;r.length;){var n=r.pop();if(n in t)return e.value=n,e.done=!1,e}return e.done=!0,e}},t.values=_,A.prototype={constructor:A,reset:function(t){if(this.prev=0,this.next=0,this.sent=this._sent=r,this.done=!1,this.delegate=null,this.method="next",this.arg=r,this.tryEntries.forEach(T),!t)for(var e in this)"t"===e.charAt(0)&&n.call(this,e)&&!isNaN(+e.slice(1))&&(this[e]=r)},stop:function(){this.done=!0;var t=this.tryEntries[0].completion;if("throw"===t.type)throw t.arg;return this.rval},dispatchException:function(t){if(this.done)throw t;var e=this;function o(n,o){return a.type="throw",a.arg=t,e.next=n,o&&(e.method="next",e.arg=r),!!o}for(var i=this.tryEntries.length-1;i>=0;--i){var c=this.tryEntries[i],a=c.completion;if("root"===c.tryLoc)return o("end");if(c.tryLoc<=this.prev){var u=n.call(c,"catchLoc"),s=n.call(c,"finallyLoc");if(u&&s){if(this.prev<c.catchLoc)return o(c.catchLoc,!0);if(this.prev<c.finallyLoc)return o(c.finallyLoc)}else if(u){if(this.prev<c.catchLoc)return o(c.catchLoc,!0)}else{if(!s)throw new Error("try statement without catch or finally");if(this.prev<c.finallyLoc)return o(c.finallyLoc)}}}},abrupt:function(t,r){for(var e=this.tryEntries.length-1;e>=0;--e){var o=this.tryEntries[e];if(o.tryLoc<=this.prev&&n.call(o,"finallyLoc")&&this.prev<o.finallyLoc){var i=o;break}}i&&("break"===t||"continue"===t)&&i.tryLoc<=r&&r<=i.finallyLoc&&(i=null);var c=i?i.completion:{};return c.type=t,c.arg=r,i?(this.method="next",this.next=i.finallyLoc,v):this.complete(c)},complete:function(t,r){if("throw"===t.type)throw t.arg;return"break"===t.type||"continue"===t.type?this.next=t.arg:"return"===t.type?(this.rval=this.arg=t.arg,this.method="return",this.next="end"):"normal"===t.type&&r&&(this.next=r),v},finish:function(t){for(var r=this.tryEntries.length-1;r>=0;--r){var e=this.tryEntries[r];if(e.finallyLoc===t)return this.complete(e.completion,e.afterLoc),T(e),v}},catch:function(t){for(var r=this.tryEntries.length-1;r>=0;--r){var e=this.tryEntries[r];if(e.tryLoc===t){var n=e.completion;if("throw"===n.type){var o=n.arg;T(e)}return o}}throw new Error("illegal catch attempt")},delegateYield:function(t,e,n){return this.delegate={iterator:_(t),resultName:e,nextLoc:n},"next"===this.method&&(this.arg=r),v}},t}(t.exports);try{regeneratorRuntime=r}catch(t){Function("r","regeneratorRuntime = r")(r)}},7147:function(t,r,e){"use strict";var n="undefined"!=typeof globalThis&&globalThis||"undefined"!=typeof self&&self||void 0!==n&&n,o="URLSearchParams"in n,i="Symbol"in n&&"iterator"in Symbol,c="FileReader"in n&&"Blob"in n&&function(){try{return new Blob,!0}catch(t){return!1}}(),a="FormData"in n,u="ArrayBuffer"in n;if(u)var s=["[object Int8Array]","[object Uint8Array]","[object Uint8ClampedArray]","[object Int16Array]","[object Uint16Array]","[object Int32Array]","[object Uint32Array]","[object Float32Array]","[object Float64Array]"],f=ArrayBuffer.isView||function(t){return t&&s.indexOf(Object.prototype.toString.call(t))>-1};function l(t){if("string"!=typeof t&&(t=String(t)),/[^a-z0-9\-#$%&'*+.^_`|~!]/i.test(t)||""===t)throw new TypeError('Invalid character in header field name: "'+t+'"');return t.toLowerCase()}function p(t){return"string"!=typeof t&&(t=String(t)),t}function h(t){var r={next:function(){var r=t.shift();return{done:void 0===r,value:r}}};return i&&(r[Symbol.iterator]=function(){return r}),r}function d(t){this.map={},t instanceof d?t.forEach((function(t,r){this.append(r,t)}),this):Array.isArray(t)?t.forEach((function(t){this.append(t[0],t[1])}),this):t&&Object.getOwnPropertyNames(t).forEach((function(r){this.append(r,t[r])}),this)}function v(t){if(t.bodyUsed)return Promise.reject(new TypeError("Already read"));t.bodyUsed=!0}function y(t){return new Promise((function(r,e){t.onload=function(){r(t.result)},t.onerror=function(){e(t.error)}}))}function g(t){var r=new FileReader,e=y(r);return r.readAsArrayBuffer(t),e}function b(t){if(t.slice)return t.slice(0);var r=new Uint8Array(t.byteLength);return r.set(new Uint8Array(t)),r.buffer}function m(){return this.bodyUsed=!1,this._initBody=function(t){var r;this.bodyUsed=this.bodyUsed,this._bodyInit=t,t?"string"==typeof t?this._bodyText=t:c&&Blob.prototype.isPrototypeOf(t)?this._bodyBlob=t:a&&FormData.prototype.isPrototypeOf(t)?this._bodyFormData=t:o&&URLSearchParams.prototype.isPrototypeOf(t)?this._bodyText=t.toString():u&&c&&((r=t)&&DataView.prototype.isPrototypeOf(r))?(this._bodyArrayBuffer=b(t.buffer),this._bodyInit=new Blob([this._bodyArrayBuffer])):u&&(ArrayBuffer.prototype.isPrototypeOf(t)||f(t))?this._bodyArrayBuffer=b(t):this._bodyText=t=Object.prototype.toString.call(t):this._bodyText="",this.headers.get("content-type")||("string"==typeof t?this.headers.set("content-type","text/plain;charset=UTF-8"):this._bodyBlob&&this._bodyBlob.type?this.headers.set("content-type",this._bodyBlob.type):o&&URLSearchParams.prototype.isPrototypeOf(t)&&this.headers.set("content-type","application/x-www-form-urlencoded;charset=UTF-8"))},c&&(this.blob=function(){var t=v(this);if(t)return t;if(this._bodyBlob)return Promise.resolve(this._bodyBlob);if(this._bodyArrayBuffer)return Promise.resolve(new Blob([this._bodyArrayBuffer]));if(this._bodyFormData)throw new Error("could not read FormData body as blob");return Promise.resolve(new Blob([this._bodyText]))},this.arrayBuffer=function(){if(this._bodyArrayBuffer){var t=v(this);return t||(ArrayBuffer.isView(this._bodyArrayBuffer)?Promise.resolve(this._bodyArrayBuffer.buffer.slice(this._bodyArrayBuffer.byteOffset,this._bodyArrayBuffer.byteOffset+this._bodyArrayBuffer.byteLength)):Promise.resolve(this._bodyArrayBuffer))}return this.blob().then(g)}),this.text=function(){var t,r,e,n=v(this);if(n)return n;if(this._bodyBlob)return t=this._bodyBlob,r=new FileReader,e=y(r),r.readAsText(t),e;if(this._bodyArrayBuffer)return Promise.resolve(function(t){for(var r=new Uint8Array(t),e=new Array(r.length),n=0;n<r.length;n++)e[n]=String.fromCharCode(r[n]);return e.join("")}(this._bodyArrayBuffer));if(this._bodyFormData)throw new Error("could not read FormData body as text");return Promise.resolve(this._bodyText)},a&&(this.formData=function(){return this.text().then(O)}),this.json=function(){return this.text().then(JSON.parse)},this}d.prototype.append=function(t,r){t=l(t),r=p(r);var e=this.map[t];this.map[t]=e?e+", "+r:r},d.prototype.delete=function(t){delete this.map[l(t)]},d.prototype.get=function(t){return t=l(t),this.has(t)?this.map[t]:null},d.prototype.has=function(t){return this.map.hasOwnProperty(l(t))},d.prototype.set=function(t,r){this.map[l(t)]=p(r)},d.prototype.forEach=function(t,r){for(var e in this.map)this.map.hasOwnProperty(e)&&t.call(r,this.map[e],e,this)},d.prototype.keys=function(){var t=[];return this.forEach((function(r,e){t.push(e)})),h(t)},d.prototype.values=function(){var t=[];return this.forEach((function(r){t.push(r)})),h(t)},d.prototype.entries=function(){var t=[];return this.forEach((function(r,e){t.push([e,r])})),h(t)},i&&(d.prototype[Symbol.iterator]=d.prototype.entries);var x=["DELETE","GET","HEAD","OPTIONS","POST","PUT"];function w(t,r){if(!(this instanceof w))throw new TypeError('Please use the "new" operator, this DOM object constructor cannot be called as a function.');var e,n,o=(r=r||{}).body;if(t instanceof w){if(t.bodyUsed)throw new TypeError("Already read");this.url=t.url,this.credentials=t.credentials,r.headers||(this.headers=new d(t.headers)),this.method=t.method,this.mode=t.mode,this.signal=t.signal,o||null==t._bodyInit||(o=t._bodyInit,t.bodyUsed=!0)}else this.url=String(t);if(this.credentials=r.credentials||this.credentials||"same-origin",!r.headers&&this.headers||(this.headers=new d(r.headers)),this.method=(e=r.method||this.method||"GET",n=e.toUpperCase(),x.indexOf(n)>-1?n:e),this.mode=r.mode||this.mode||null,this.signal=r.signal||this.signal,this.referrer=null,("GET"===this.method||"HEAD"===this.method)&&o)throw new TypeError("Body not allowed for GET or HEAD requests");if(this._initBody(o),!("GET"!==this.method&&"HEAD"!==this.method||"no-store"!==r.cache&&"no-cache"!==r.cache)){var i=/([?&])_=[^&]*/;if(i.test(this.url))this.url=this.url.replace(i,"$1_="+(new Date).getTime());else{this.url+=(/\?/.test(this.url)?"&":"?")+"_="+(new Date).getTime()}}}function O(t){var r=new FormData;return t.trim().split("&").forEach((function(t){if(t){var e=t.split("="),n=e.shift().replace(/\+/g," "),o=e.join("=").replace(/\+/g," ");r.append(decodeURIComponent(n),decodeURIComponent(o))}})),r}function E(t,r){if(!(this instanceof E))throw new TypeError('Please use the "new" operator, this DOM object constructor cannot be called as a function.');r||(r={}),this.type="default",this.status=void 0===r.status?200:r.status,this.ok=this.status>=200&&this.status<300,this.statusText=void 0===r.statusText?"":""+r.statusText,this.headers=new d(r.headers),this.url=r.url||"",this._initBody(t)}w.prototype.clone=function(){return new w(this,{body:this._bodyInit})},m.call(w.prototype),m.call(E.prototype),E.prototype.clone=function(){return new E(this._bodyInit,{status:this.status,statusText:this.statusText,headers:new d(this.headers),url:this.url})},E.error=function(){var t=new E(null,{status:0,statusText:""});return t.type="error",t};var S=[301,302,303,307,308];E.redirect=function(t,r){if(-1===S.indexOf(r))throw new RangeError("Invalid status code");return new E(null,{status:r,headers:{location:t}})};var j=n.DOMException;try{new j}catch(t){(j=function(t,r){this.message=t,this.name=r;var e=Error(t);this.stack=e.stack}).prototype=Object.create(Error.prototype),j.prototype.constructor=j}function P(t,r){return new Promise((function(e,o){var i=new w(t,r);if(i.signal&&i.signal.aborted)return o(new j("Aborted","AbortError"));var a=new XMLHttpRequest;function s(){a.abort()}a.onload=function(){var t,r,n={status:a.status,statusText:a.statusText,headers:(t=a.getAllResponseHeaders()||"",r=new d,t.replace(/\r?\n[\t ]+/g," ").split("\r").map((function(t){return 0===t.indexOf("\n")?t.substr(1,t.length):t})).forEach((function(t){var e=t.split(":"),n=e.shift().trim();if(n){var o=e.join(":").trim();r.append(n,o)}})),r)};n.url="responseURL"in a?a.responseURL:n.headers.get("X-Request-URL");var o="response"in a?a.response:a.responseText;setTimeout((function(){e(new E(o,n))}),0)},a.onerror=function(){setTimeout((function(){o(new TypeError("Network request failed"))}),0)},a.ontimeout=function(){setTimeout((function(){o(new TypeError("Network request failed"))}),0)},a.onabort=function(){setTimeout((function(){o(new j("Aborted","AbortError"))}),0)},a.open(i.method,function(t){try{return""===t&&n.location.href?n.location.href:t}catch(r){return t}}(i.url),!0),"include"===i.credentials?a.withCredentials=!0:"omit"===i.credentials&&(a.withCredentials=!1),"responseType"in a&&(c?a.responseType="blob":u&&i.headers.get("Content-Type")&&-1!==i.headers.get("Content-Type").indexOf("application/octet-stream")&&(a.responseType="arraybuffer")),!r||"object"!=typeof r.headers||r.headers instanceof d?i.headers.forEach((function(t,r){a.setRequestHeader(r,t)})):Object.getOwnPropertyNames(r.headers).forEach((function(t){a.setRequestHeader(t,p(r.headers[t]))})),i.signal&&(i.signal.addEventListener("abort",s),a.onreadystatechange=function(){4===a.readyState&&i.signal.removeEventListener("abort",s)}),a.send(void 0===i._bodyInit?null:i._bodyInit)}))}P.polyfill=!0,n.fetch||(n.fetch=P,n.Headers=d,n.Request=w,n.Response=E)}},r={};function e(n){var o=r[n];if(void 0!==o)return o.exports;var i=r[n]={exports:{}};return t[n](i,i.exports,e),i.exports}e.d=function(t,r){for(var n in r)e.o(r,n)&&!e.o(t,n)&&Object.defineProperty(t,n,{enumerable:!0,get:r[n]})},e.g=function(){if("object"==typeof globalThis)return globalThis;try{return this||new Function("return this")()}catch(t){if("object"==typeof window)return window}}(),e.o=function(t,r){return Object.prototype.hasOwnProperty.call(t,r)},e(5666),e(1150),e(9712),e(7147);e(3053)}(); window.page = undefined; window.user = undefined; </script> <script> window.orb = { worldwideNavlinks: '<li class="orb-nav-homedotcom"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.com/">Home</a></li><li class="orb-nav-newsdotcom"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.com/news">News</a></li><li class="orb-nav-sport"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.com/sport">Sport</a></li><li class="orb-nav-reeldotcom"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.com/reel">Reel</a></li><li class="orb-nav-worklife"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.com/worklife">Worklife</a></li><li class="orb-nav-traveldotcom"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.com/travel">Travel</a></li><li class="orb-nav-future"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.com/future">Future</a></li><li class="orb-nav-culture"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.com/culture">Culture</a></li><li class="orb-nav-music"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.com/culture/music">Music</a></li><li class="orb-nav-tv"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/schedules/p00fzl9m">TV</a></li><li class="orb-nav-weather"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.com/weather">Weather</a></li><li class="orb-nav-sounds"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/sounds">Sounds</a></li>', } </script> <script src="https://web.archive.org/web/20211018213932js_/https://static.files.bbci.co.uk/orbit/16f305bdd5430e3e649f332cb1b37c63/js/api-forge-free.min.js"></script> <link rel="preload" href="https://web.archive.org/web/20211018213932/https://static.files.bbci.co.uk/fonts/reith/2.512/BBCReithSans_W_Rg.woff2" as="font" type="font/woff2" crossorigin> <link rel="preload" href="https://web.archive.org/web/20211018213932/https://static.files.bbci.co.uk/fonts/reith/2.512/BBCReithSans_W_Bd.woff2" as="font" type="font/woff2" crossorigin>        <link rel="stylesheet" href="https://web.archive.org/web/20211018213932cs_/https://static.files.bbci.co.uk/account/id-cta/1.54.4/style/id-cta.css"/><script type="text/javascript">(function () {if (!window.require) {throw new Error('idcta: could not find require module');}if (typeof (map) == 'undefined') {var map = {};}if (!!document.createElementNS && !!document.createElementNS('http://www.w3.org/2000/svg', 'svg').createSVGRect) {document.documentElement.className += ' id-svg';}var ptrt = new RegExp("[\\?&]ptrt=([^&]*)").exec(document.location.href);var ENDPOINT_URL = 'https://web.archive.org/web/20211018213932/https://idcta.api.bbc.co.uk';var ENDPOINT_CONFIG = ('/idcta/config?callback=&ptrt=' + (ptrt ? ptrt[1] : encodeURIComponent(document.location.href))).replace(/\&/g, '&');var ENDPOINT_TRANSLATIONS = '/idcta/translations?callback=';function hasPromise() {var P = window.Promise;var promiseToString = null;if (P) {try {promiseToString = Object.prototype.toString.call(P.resolve());} catch (e) {/*silently ignored*/}}return (promiseToString === '[object Promise]' && !P.cast);}if (hasPromise()) {define('idcta/es6-promise', function () {return window.Promise;});define('idcta-v2/es6-promise', function () {return window.Promise;});}map['idcta-v2'] = 'https://web.archive.org/web/20211018213932/https://static.files.bbci.co.uk/account/id-cta/1.54.4/modules/idcta-v2';map['idcta-v2/config'] = ENDPOINT_URL + ENDPOINT_CONFIG;map['idcta-v2/translations'] = ENDPOINT_URL + ENDPOINT_TRANSLATIONS;map['idcta'] = 'https://web.archive.org/web/20211018213932/https://static.files.bbci.co.uk/account/id-cta/1.8.2/modules/idcta';map['idcta-v2/idcta-1'] = 'https://web.archive.org/web/20211018213932/https://static.files.bbci.co.uk/account/id-cta/1.54.4/modules/idcta-v2/dist/idcta-1.min';map['idcta-v2/experiment-snippet'] = 'https://web.archive.org/web/20211018213932/https://cdn.optimizely.com/public/4621041136/s/idcta_live';const idctaShim = {deps: ['idcta-v2/idcta-1'],};require({shim: {'idcta-v2/statusbar': idctaShim,'idcta-v2/id-config': idctaShim},map: {'*': {'idcta/idcta-1': 'idcta-v2/idcta-1','idcta': 'idcta-v2',}},paths: map});window.idctaBaseUrl = ENDPOINT_URL;define('idcta/config', ['idcta-v2/config'], function (data) { return data; });define('idcta/translations', ['idcta-v2/translations'], function (data) { return data; });})();</script> <link rel="stylesheet" href="https://web.archive.org/web/20211018213932cs_/https://nav.files.bbci.co.uk/searchbox/d3c099a283f4be8102b8b0bba5796dd7/css/box.css"> <script src="https://web.archive.org/web/20211018213932js_/https://static.files.bbci.co.uk/cookies/1a29e6abc5353658fb90a9e9b2b38fd5/cookie-banner/cookie-library.bundle.js"></script><script type="text/javascript">void 0!==window.define&&define("orb/cookies",function(){return window.bbccookies})</script> <script type="text/javascript">window.__detectview={clickManagementEnabled:false};</script> <script type="text/javascript">"use strict";!function(){window.__reverbStaticLocation="https://web.archive.org/web/20211018213932/https://mybbc-analytics.files.bbci.co.uk/reverb-client-js/",window.__smarttagVersion="5.29.1",window.__reverb={},window.__reverb.__reverbLoadedPromise=new Promise(function(e,i){window.__reverb.__resolveReverbLoaded=e,window.__reverb.__rejectReverbLoaded=i}),window.__reverb.__reverbTimeout=setTimeout(function(){window.__reverb.__rejectReverbLoaded()},5e3);var i=function(d,a){window.__reverb.__reverbLoadedPromise.then(function(e){if(d&&d.detail){var i=!!d.detail.item,n=d.detail.label,t=i?"viewability":d.detail.type,o=d.detail.elem,r=d.detail.originalEvent;d.detail.isClick&&(a=d.detail.isClick),e.userActionEvent(t,n,d.detail,o,r,a)}},function(){console.log("Reverb failed to load. Event not sent")})},n=function(){window.__reverb.__reverbLoadedPromise.then(function(e){e.initialise().then(function(){return e.viewEvent()})},function(){console.log("Reverb failed to load. Event not sent")})};document.addEventListener("bbc-user-event",function(e){i(e,!1)}),document.addEventListener("bbc-user-click",function(e){i(e,!0)}),document.addEventListener("bbc-page-updated",n),window.addEventListener("pageshow",function(e){e.persisted&&n()})}();</script><script type="text/javascript" src="https://web.archive.org/web/20211018213932js_/https://mybbc-analytics.files.bbci.co.uk/reverb-client-js/reverb-3.3.0.js" async></script> <script type="text/javascript">const adsDebug=/[?|&]ads-debug/.test(window.location.href);var bbcdotcomConfig={},bbcdotcomForgeAsync=!0,googletag=window.googletag||{};googletag.cmd=window.googletag.cmd||[],bbcdotcomScripts=[],tp=window.tp||[],_comscore=window._comscore||[];var bbcdotcom={test:/test/.test(window.location.hostname),adverts:{keyValues:{},breakpoints:{}},advert:{write:function(){},show:function(){},isActive:function(){return!1},layout:function(){return{reset:function(){}}}},config:{init:function(){},isAvailable:function(){return new Promise(function(o){bbcdotcom.resolves?bbcdotcom.resolves.isAvailable.push(o):o(!1)})},isAdsEnabledAsync:function(){return new Promise(function(o){bbcdotcom.resolves?bbcdotcom.resolves.adsEnabled.push(o):o(!1)})},isAnalyticsEnabledAsync:function(){return new Promise(function(o){bbcdotcom.resolves?bbcdotcom.resolves.analyticsEnabled.push(o):o(!1)})},setSections:function(){},setAdsEnabled:function(){},setAnalyticsEnabled:function(){},setAssetPrefix:function(){},setFlagpoles:function(){},setVersion:function(){},setJsPrefix:function(){},setSwfPrefix:function(){},setCssPrefix:function(){},setConfig:function(){},getAssetPrefix:function(){},getJsPrefix:function(){},getSwfPrefix:function(){},getCssPrefix:function(){},isOptimizelyEnabled:function(){},isThirdPartyDisabled:function(){},isThirdPartyDisabledEU:function(){},setEU:function(){}},survey:{init:function(){return!1}},data:{},init:function(){},objects:function(o){return!1},locale:{set:function(){},get:function(){}},setAdKeyValue:function(){},utils:{addEvent:function(){},addHtmlTagClass:function(){},log:function(){}},addLoadEvent:function(){},resolves:{isAvailable:[],adsEnabled:[],analyticsEnabled:[]},resolvePromises:function(){if(bbcdotcom.resolves){for(var o=0;o<bbcdotcom.resolves.isAvailable.length;o++)bbcdotcom.resolves.isAvailable[o](!1);delete bbcdotcom.resolves}},flag:{a:!1,s:!1},asyncCmd:[],isSportApp:function(){var o=window.location.pathname;return void 0!==o&&-1!==o.indexOf(".app")&&0===o.indexOf("/sport")},init:function(o){bbcdotcom.asyncCmd.push(function(){bbcdotcom.init(o)})},slotAsync:function(o,n,t,c){bbcdotcom.asyncCmd.push(function(){bbcdotcom.slotAsync(o,n,t,c)})}};bbcdotcom.adverts.slotAsync=function(o,n,t){bbcdotcom.asyncCmd.push(function(){bbcdotcom.adverts.slotAsync(o,n,t)})},bbcdotcom.config.isAdsEnabled=function(){var o=window.location.pathname;return void 0===o||0!==o.indexOf("/sport")||-1===o.indexOf(".app")},bbcdotcom.config.isActive=function(){var o=window.location.pathname;return void 0===o||0!==o.indexOf("/sport")||-1===o.indexOf(".app")},bbcdotcom.config.isAnalyticsEnabled=function(){return!0},bbcdotcom.registerAd=function(o,n,t){bbcdotcom.asyncCmd.push(function(){bbcdotcom.registerAd(o,n,t)})},bbcdotcom.setAdUnit=function(o){bbcdotcom.asyncCmd.push(function(){bbcdotcom.setAdUnit(o)})},bbcdotcom.adverts.adUnit={},bbcdotcom.adverts.adUnit.setUid=function(o){bbcdotcom.asyncCmd.push(function(){bbcdotcom.adverts.adUnit.setUid(o)})},bbcdotcom.setConfig=function(o){bbcdotcom.asyncCmd.push(function(){bbcdotcom.setConfig(o)})},bbcdotcom.setAdKeyValue=function(o,n){bbcdotcom.asyncCmd.push(function(){bbcdotcom.setAdKeyValue(o,n)})},bbcdotcom.getFeature=function(){return{isEnabled:function(){return!0}}},bbcdotcom.disableAndCloseOpenAds=function(){bbcdotcom.asyncDisableAndCloseOpenAds=!0},bbcdotcom.setAdKeyValue=function(o,n){bbcdotcom.asyncCmd.push(function(){bbcdotcom.adverts.keyValues.set(o,n)})},bbcdotcom.adverts.keyValues.set=function(o,n){bbcdotcom.asyncCmd.push(function(){bbcdotcom.adverts.keyValues.set(o,n)})},bbcdotcom.adverts.keyValues.unset=function(o){bbcdotcom.asyncCmd.push(function(){bbcdotcom.adverts.keyValues.unset(o)})},bbcdotcom.pubsub={},bbcdotcom.pubsub.on=function(o,n){bbcdotcom.asyncCmd.push(function(){bbcdotcom.pubsub.on(o,n)})},bbcdotcom.pubsub.off=function(o,n){bbcdotcom.asyncCmd.push(function(){bbcdotcom.pubsub.off(o,n)})},bbcdotcom.analytics={},bbcdotcom.analytics.page=function(o){bbcdotcom.asyncCmd.push(function(){bbcdotcom.analytics.page(o)})},bbcdotcom.av={emp:{adverts:""}},bbcdotcom.config.isContinuousPlayPage=function(){return!1},bbcdotcom.config.isSportApp=function(){var o=window.location.pathname;return void 0!==o&&-1!==o.indexOf(".app")&&0===o.indexOf("/sport")},bbcdotcom.adverts.breakpoints.setGroupStart=function(o,n){bbcdotcom.asyncCmd.push(function(){bbcdotcom.adverts.breakpoints.setGroupStart(o,n)})},"undefined"!=typeof require&&require({paths:{bbcdotcom:"https://web.archive.org/web/20211018213932/https://gn-web-assets.api.bbc.com/bbcdotcom/assets/20211005-115145-f94ae3cc3-4.56.0/script"}}),window.bbcdotcom&&bbcdotcom.isSportApp&&!bbcdotcom.isSportApp()&&window.bbcuser.isUKCombined().then(function(o){return o&&!adsDebug?(adsDebug&&console.log("UK location, not ads debug mode, don't load flags, don't load ads."),(o=window.bbcdotcom||{}).config.isAdsEnabled=function(){return!1},o.config.isActive=function(){return!1},o.config.isAnalyticsEnabled=function(){return!1},o.getFeature=function(){return{isEnabled:function(){return!1}}},void o.resolvePromises()):void window.bbcuser.canSeeAdverts().then(function(o){if(!o&&!adsDebug)return adsDebug&&console.log("canSeeAdverts false, not ads debug mode, don't load ads."),(n=window.bbcdotcom||{}).config.isAdsEnabled=function(){return!1},n.config.isActive=function(){return!1},n.config.isAnalyticsEnabled=function(){return!1},n.getFeature=function(){return{isEnabled:function(){return!1}}},void n.resolvePromises();var n=/test/.test(window.location.hostname)?"https://web.archive.org/web/20211018213932/https://gn-flagpoles.test.api.bbci.co.uk/gnlops":"https://web.archive.org/web/20211018213932/https://gn-flagpoles.api.bbci.co.uk/gnlops",e=new XMLHttpRequest;e.open("GET",n),e.onload=function(){var n,o,t=JSON.parse(e.responseText),c=window.bbcdotcom||{};c.flag.a="true"===t.adverts?1:0,c.flag.s="true"===t.analytics?1:0,c.flag.a||c.flag.s?(o=/test/.test(window.location.hostname)?"https://web.archive.org/web/20211018213932/https://gn-flagpoles.test.api.bbci.co.uk/bbcdotcom":"https://web.archive.org/web/20211018213932/https://gn-flagpoles.api.bbci.co.uk/bbcdotcom",(n=new XMLHttpRequest).open("GET",o),n.onload=function(){var c=JSON.parse(n.responseText),e=window.bbcdotcom||{};[{tp:"thirdPartyEEA"},{d:"adsense"},{asa:"adsportapp"},{l:"lotame"},{p:"platinum"},{g:"grapeshot"},{sh:"sherlock"},{pe:"permutive"},{si:"signin"},{sis:"signinSport"},{sin:"signinNews"},{siw:"signinWWHP"},{piano:"piano"},{fundingchoices_cmp:"fundingchoices_cmp"},{storyworks_cmp:"storyworks_cmp"},{content_rec:"content_rec"},{ias_publisher:"ias_publisher"},{fpd:"fpd"}].forEach(function(o,n){for(var t in o)e.flag[t]="true"===c[o[t]]?1:0}),e.data={ads:e.flag.a,stats:e.flag.s,statsProvider:"",country:""},function(){const o=document.createElement("link");o.href="https://web.archive.org/web/20211018213932/https://gn-web-assets.api.bbc.com/bbcdotcom/assets/20211005-115145-f94ae3cc3-4.56.0/style/bbcdotcom-async.css",o.rel="stylesheet",o.type="text/css",document.head.appendChild(o)}();var o=document.createElement("script"),t=document.head||document.getElementsByTagName("head")[0];o.type="text/javascript",o.async=!0,o.src="https://web.archive.org/web/20211018213932/https://gn-web-assets.api.bbc.com/bbcdotcom/assets/20211005-115145-f94ae3cc3-4.56.0/script/bbcdotcom.js",o.onload=function(){window.bbcuser.getCountry().then(function(o){e.data.country=o,e.assetPrefix="https://web.archive.org/web/20211018213932/https://gn-web-assets.api.bbc.com/bbcdotcom/assets/20211005-115145-f94ae3cc3-4.56.0/",bbcdotcomConfig={assetPrefix:"https://web.archive.org/web/20211018213932/https://gn-web-assets.api.bbc.com/bbcdotcom/assets/20211005-115145-f94ae3cc3-4.56.0/",staticVersion:"20211005-115145-f94ae3cc3-4.56.0",staticPrefix:"https://web.archive.org/web/20211018213932/https://gn-web-assets.api.bbc.com/bbcdotcom/assets/20211005-115145-f94ae3cc3-4.56.0/"},e.config.init(bbcdotcomConfig,e.data,window.location,window.document),e.config.setAssetPrefix(bbcdotcomConfig.assetPrefix),e.config.setVersion(bbcdotcomConfig.staticVersion),e.config.setFlagpoles(e.flag);o=!!o&&-1!==["AT","BE","BG","HR","CY","CZ","DK","EE","FI","FR","DE","GR","HU","IE","IT","LV","LT","LU","MT","NL","PL","PT","RO","SK","SI","ES","SE","IS","LI","NO","CH"].indexOf(o.toUpperCase());e.config.setEU(o);var n,o=function(o){var n=document.createElement("link"),t=document.head||document.getElementsByTagName("head")[0];n.href=o,n.rel="dns-prefetch",t.appendChild(n)};e.flag.s&&(o("//web.archive.org/web/20211018213932/https://secure-us.imrworldwide.com/"),o("//web.archive.org/web/20211018213932/https://me-cdn.effectivemeasure.net/")),e.flag.a&&(o("//web.archive.org/web/20211018213932/https://www.googletagservices.com/"),o("//web.archive.org/web/20211018213932/https://bbc.gscontxt.net/"),(n=document.createElement("meta")).setAttribute("name","google-site-verification"),n.setAttribute("content","auTeTTwSt_KBY_4iDoR00Lwb7-qzx1IgzJy6ztaWgEI"),t.appendChild(n)),e.flag.a&&(e.config.isGrapeshotEnabled()&&!e.config.isWorldService()&&(n=window.location.href.split("?")[0],bbcdotcomScripts.push({src:"https://web.archive.org/web/20211018213932/https://bbc.gscontxt.net/?url="+encodeURIComponent(n)})),bbcdotcomScripts.push({src:"https://web.archive.org/web/20211018213932/https://securepubads.g.doubleclick.net/tag/js/gpt.js"}),e.config.isIASEnabled()&&(window.__iasPET=window.__iasPET||{},window.__iasPET.queue=window.__iasPET.queue||[],window.__iasPET.pubId="9708",bbcdotcomScripts.push({src:"https://web.archive.org/web/20211018213932/https://cdn.adsafeprotected.com/iasPET.1.js"}))),(e.flag.s||e.flag.a)&&(e.config.isPermutiveEnabled()&&!e.config.isWorldService()&&(function(t){if(!t){t=t||{},(window.permutive=t).q=[],t.config={consentRequired:!0},t.config.projectId="e488cdb0-e7cb-4d91-9648-60d437d8e491",t.config.apiKey="1bb84885-9325-4fef-adda-a208032b2715",t.config.environment=t.config.environment||"production";for(var o=["addon","identify","track","trigger","query","segment","segments","ready","on","once","user","consent"],n=0;n<o.length;n++){var c=o[n];t[c]=function(n){return function(){var o=Array.prototype.slice.call(arguments,0);t.q.push({functionName:n,arguments:o})}}(c)}}}((document,window.permutive)),bbcdotcomScripts.push({src:"https://web.archive.org/web/20211018213932/https://cdn.permutive.com/e488cdb0-e7cb-4d91-9648-60d437d8e491-web.js"})),bbcdotcomScripts.forEach(function(o){var n=document.createElement("script");n.async=!1,o.id&&(n.id=o.id),n.src=o.src,t.appendChild(n)}),window.bbcdotcom.config.isCmpEnabled()?(window.googlefc=window.googlefc||{},window.googlefc.callbackQueue=window.googlefc.callbackQueue||[],new Promise(function(t){window.googlefc.callbackQueue.push({CONSENT_DATA_READY:function(){window.__tcfapi("getTCData",2,function(o,n){n&&o.gdprApplies&&(window.bbcdotcom.consent={},window.bbcdotcom.gdprApplies=!0,window.bbcdotcom.consent.comscore=o.vendor.consents[77],window.bbcdotcom.consent.permutive=o.vendor.consents[360]&&o.vendor.consents[361],window.bbcdotcom.consent.googleads=o.vendor.consents[755],window.bbcdotcom.consent.nielsen=o.vendor.consents[373]&&o.vendor.consents[812],t(!0)),t(!0)},[77,164,360,361,373,755,812])}})}).then(function(){for(window.bbcdotcom.consentChecked=!0,window.bbcdotcom.asyncDisableAndCloseOpenAds&&window.bbcdotcom.asyncCmd.unshift(function(){window.bbcdotcom.disableAndCloseOpenAds()});window.bbcdotcom.asyncCmd&&0<window.bbcdotcom.asyncCmd.length;)window.bbcdotcom.asyncCmd.shift()()}),function(){const o=document.createElement("script");o.type="text/javascript",o.async=!0,o.src="https://web.archive.org/web/20211018213932/https://gn-web-assets.api.bbc.com/ngas/vendor/fundingchoices/cmp.js",document.head.appendChild(o)}()):function(){for(;window.bbcdotcom.asyncCmd&&0<window.bbcdotcom.asyncCmd.length;)window.bbcdotcom.asyncCmd.shift()()}()),window.adsDebug&&adsDebug&&console.log("bbcdotcom up and running...")})},t.appendChild(o)},n.onerror=function(){var o;(o=window.bbcdotcom||{}).config.isAdsEnabled=function(){return!1},o.config.isActive=function(){return!1},o.config.isAnalyticsEnabled=function(){return!1},o.getFeature=function(){return{isEnabled:function(){return!1}}},o.resolvePromises()},n.send()):((o=window.bbcdotcom||{}).config.isAdsEnabled=function(){return!1},o.config.isActive=function(){return!1},o.config.isAnalyticsEnabled=function(){return!1},o.getFeature=function(){return{isEnabled:function(){return!1}}},o.resolvePromises())},e.onerror=function(){var o;(o=window.bbcdotcom||{}).config.isAdsEnabled=function(){return!1},o.config.isActive=function(){return!1},o.config.isAnalyticsEnabled=function(){return!1},o.getFeature=function(){return{isEnabled:function(){return!1}}},o.resolvePromises()},e.send()})});</script> <style>/* stylelint-disable property-no-unknown */ .styled-line { background-color: #8beed9; height: 3px; width: 72px; } .styled-line--small { width: 45px; } .styled-line--medium { width: 135px; } .styled-line--large { height: 1px; width: auto; } .styled-line--height--large { height: 5px; } .styled-line--height--small { height: 1px; } .styled-line--xs-small { width: 25px; } .styled-line--worklife { background-color: #8beed9; } .styled-line--future { background-color: #ffc857; } .styled-line--culture { background-color: #472479; } .styled-line--earth { background-color: #002856; } .styled-line--travel { background-color: #002856; } .styled-line--white { background-color: #fff; } .styled-line--dark-grey { background-color: #6a6a6a; } .styled-line--light-grey { background-color: #4b4b4b; } .styled-line--grey { background-color: #dedede; } .article-intro { position: relative; } .article-intro__line { margin-top: 24px; } /* stylelint-disable property-no-unknown */ @font-face { font-family: 'CuriousSansBold'; font-style: normal; font-weight: normal; src: url(https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/static/media/curious-sans-bold.b389ec59.eot), url(https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/static/media/curious-sans-bold.b389ec59.eot) format("embedded-opentype"), url(https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/static/media/curious-sans-bold.ba46d70f.ttf) format("truetype"); } @font-face { font-family: 'gelicons-core'; font-style: normal; font-weight: normal; src: url(https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/static/media/gelicons-core.cc52df12.eot); src: url(https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/static/media/gelicons-core.cc52df12.eot) format("embedded-opentype"), url(https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/static/media/gelicons-core.5435c223.ttf) format("truetype"); } @font-face { font-family: 'gelicons-media'; font-style: normal; font-weight: normal; src: url(https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/static/media/gelicons-media.41063609.eot); src: url(https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/static/media/gelicons-media.41063609.eot) format("embedded-opentype"), url(https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/static/media/gelicons-media.28e9b877.ttf) format("truetype"); } @font-face { font-family: 'gelicons-social'; font-style: normal; font-weight: normal; src: url(https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/static/media/gelicons-social.523533c6.eot); src: url(https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/static/media/gelicons-social.523533c6.eot) format("embedded-opentype"), url(https://web.archive.org/web/20211018213932im_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/static/media/gelicons-social.407b297d.ttf) format("truetype"); } .gelicon { font-family: 'gelicons-core'; } .gelicon, .gelicon::before { -moz-osx-font-smoothing: grayscale; -webkit-font-smoothing: antialiased; font-style: normal !important; font-weight: normal !important; speak: none; text-decoration: none !important; } .gelicon--leading::before { margin-right: 8px; } .gelicon--trailing::before { margin-left: 8px; } .gelicon--social { font-family: 'gelicons-social' !important; } .gelicon--core { font-family: 'gelicons-core' !important; } /* Set font on all icons (need to do this as Opera doesn't fallback per Glyph) */ /* On the icon, not ::before as IE7 hack injects the icon into the element instead of a pseudo element */ .gelicon--iplayer, .gelicon--iplayer-radio, .gelicon--previous, .gelicon--up, .gelicon--down, .gelicon--next, .gelicon--tobottom, .gelicon--totop, .gelicon--zoomin, .gelicon--zoomout, .gelicon--search, .gelicon--print, .gelicon--print-invert, .gelicon--yes, .gelicon--no, .gelicon--add, .gelicon--help, .gelicon--info, .gelicon--alert, .gelicon--expires, .gelicon--duration, .gelicon--alarm, .gelicon--countdown, .gelicon--grid, .gelicon--chapters, .gelicon--list, .gelicon--listthumb, .gelicon--lock, .gelicon--unlock, .gelicon--home, .gelicon--new, .gelicon--vocab, .gelicon--degraded, .gelicon--calendar-mini, .gelicon--calendar, .gelicon--mail, .gelicon--location, .gelicon--load, .gelicon--settings, .gelicon--embed, .gelicon--external, .gelicon--traffic, .gelicon--refresh, .gelicon--link, .gelicon--point, .gelicon--upload, .gelicon--download, .gelicon--finder, .gelicon--stations, .gelicon--untitled, .gelicon--untitled-2, .gelicon--quote, .gelicon--calendar-30, .gelicon--download-desktop, .gelicon--map, .gelicon--previous-alternative, .gelicon--next-alternative, .gelicon--arrow-down { font-family: 'gelicons-core' !important; } /* Begin Icons */ .gelicon--iplayer::before { content: '\e000'; } .gelicon--iplayer-radio::before { content: '\e001'; } .gelicon--previous::before { content: '\e002'; } .gelicon--up::before { content: '\e003'; } .gelicon--down::before { content: '\e004'; } .gelicon--next::before { content: '\e005'; } .gelicon--tobottom::before { content: '\e006'; } .gelicon--totop::before { content: '\e007'; } .gelicon--zoomin::before { content: '\e008'; } .gelicon--zoomout::before { content: '\e00a'; } .gelicon--search::before { content: '\e009'; } .gelicon--print::before { content: '\e00b'; } .gelicon--print-invert::before { content: '\e00c'; } .gelicon--yes::before { content: '\e00d'; } .gelicon--no::before { content: '\e00e'; } .gelicon--add::before { content: '\e00f'; } .gelicon--help::before { content: '\e010'; } .gelicon--info::before { content: '\e011'; } .gelicon--alert::before { content: '\e012'; } .gelicon--expires::before { content: '\e013'; } .gelicon--duration::before { content: '\e014'; } .gelicon--alarm::before { content: '\e015'; } .gelicon--countdown::before { content: '\e016'; } .gelicon--grid::before { content: '\e017'; } .gelicon--chapters::before { content: '\e018'; } .gelicon--list::before { content: '\e019'; } .gelicon--listthumb::before { content: '\e01a'; } .gelicon--lock::before { content: '\e01b'; } .gelicon--unlock::before { content: '\e01c'; } .gelicon--home::before { content: '\e01d'; } .gelicon--new::before { content: '\e01e'; } .gelicon--vocab::before { content: '\e01f'; } .gelicon--degraded::before { content: '\e020'; } .gelicon--calendar-mini::before { content: '\e021'; } .gelicon--calendar::before { content: '\e022'; } .gelicon--mail::before { content: '\e023'; } .gelicon--location::before { content: '\e024'; } .gelicon--load::before { content: '\e025'; } .gelicon--settings::before { content: '\e026'; } .gelicon--embed::before { content: '\e027'; } .gelicon--external::before { content: '\e028'; } .gelicon--traffic::before { content: '\e029'; } .gelicon--refresh::before { content: '\e02a'; } .gelicon--link::before { content: '\e02b'; } .gelicon--point::before { content: '\e02c'; } .gelicon--upload::before { content: '\e02d'; } .gelicon--download::before { content: '\e02e'; } .gelicon--finder::before { content: '\e02f'; } .gelicon--stations::before { content: '\e030'; } .gelicon--untitled::before { content: '\42'; } .gelicon--untitled-2::before { content: '\43'; } .gelicon--quote::before { content: '\22'; } .gelicon--playlister-add::before { content: '\e031'; } .gelicon--calendar-30::before { content: '\e032'; } .gelicon--download-desktop::before { content: '\e033'; } .gelicon--map::before { content: '\e034'; } .gelicon--previous-alternative::before { content: '\e035'; } .gelicon--next-alternative::before { content: '\e036'; } .gelicon--arrow-down::before { content: '\e038'; } /* Media icons */ .gelicon--menu, .gelicon--live, .gelicon--subtitles, .gelicon--ws, .gelicon--sd, .gelicon--hd, .gelicon--bsl, .gelicon--ad, .gelicon--3d, .gelicon--tv, .gelicon--radio, .gelicon--mobile, .gelicon--desktop, .gelicon--game, .gelicon--tablet, .gelicon--quiz, .gelicon--guidance, .gelicon--record, .gelicon--listen, .gelicon--play, .gelicon--pause, .gelicon--rewind, .gelicon--forward, .gelicon--restart, .gelicon--image, .gelicon--document, .gelicon--slideshow, .gelicon--activity, .gelicon--360, .gelicon--podcast, .gelicon--newsletter, .gelicon--rss, .gelicon--fullscreen, .gelicon--expand, .gelicon--popout, .gelicon--mute, .gelicon--music-on, .gelicon--music-off, .gelicon--windows, .gelicon--apple, .gelicon--interactive { font-family: 'gelicons-media' !important; } /* Begin Icons */ .gelicon--menu::before { content: '\e900'; } .gelicon--live::before { content: '\e100'; } .gelicon--subtitles::before { content: '\e101'; } .gelicon--ws::before { content: '\e102'; } .gelicon--sd::before { content: '\e103'; } .gelicon--hd::before { content: '\e104'; } .gelicon--bsl::before { content: '\e105'; } .gelicon--ad::before { content: '\e106'; } .gelicon--3d::before { content: '\e107'; } .gelicon--tv::before { content: '\e108'; } .gelicon--radio::before { content: '\e109'; } .gelicon--mobile::before { content: '\e10a'; } .gelicon--desktop::before { content: '\e10b'; } .gelicon--game::before { content: '\e10c'; } .gelicon--tablet::before { content: '\e10d'; } .gelicon--quiz::before { content: '\e10e'; } .gelicon--guidance::before { content: '\e10f'; } .gelicon--record::before { content: '\e110'; } .gelicon--listen::before { content: '\e111'; } .gelicon--play::before { content: '\e112'; } .gelicon--pause::before { content: '\e113'; } .gelicon--rewind::before { content: '\e114'; } .gelicon--forward::before { content: '\e115'; } .gelicon--restart::before { content: '\e116'; } .gelicon--image::before { content: '\e117'; } .gelicon--document::before { content: '\e118'; } .gelicon--slideshow::before { content: '\e119'; } .gelicon--activity::before { content: '\e11a'; } .gelicon--360::before { content: '\e11b'; } .gelicon--podcast::before { content: '\e11c'; } .gelicon--newsletter::before { content: '\e11d'; } .gelicon--rss::before { content: '\e11e'; } .gelicon--fullscreen::before { content: '\e11f'; } .gelicon--expand::before { content: '\e120'; } .gelicon--popout::before { content: '\e121'; } .gelicon--mute::before { content: '\e122'; } .gelicon--music-on::before { content: '\e123'; } .gelicon--music-off::before { content: '\e124'; } .gelicon--windows::before { content: '\e125'; } .gelicon--apple::before { content: '\e126'; } .gelicon--interactive::before { content: '\e900'; } /* Social Icons */ .gelicon--share, .gelicon--recommend, .gelicon--comments, .gelicon--blog, .gelicon--smiley, .gelicon--love, .gelicon--twitter, .gelicon--facebook, .gelicon--google-plus, .gelicon--google, .gelicon--spotify, .gelicon--pinterest, .gelicon--tumblr, .gelicon--stumbleupon, .gelicon--linkedin, .gelicon--reddit, .gelicon--digg, .gelicon--instagram, .gelicon--whatsapp { font-family: 'gelicons-social' !important; } /* GEL */ .gelicon--share::before { content: '\e200'; } .gelicon--recommend::before { content: '\e201'; } .gelicon--comments::before { content: '\e202'; } .gelicon--blog::before { content: '\e203'; } .gelicon--smiley::before { content: '\e204'; } .gelicon--love::before { content: '\e205'; } /* THIRD PARTY */ .gelicon--twitter::before { content: '\e300'; } .gelicon--facebook::before { content: '\e301'; } .gelicon--google-plus::before { content: '\e700'; } .gelicon--google::before { content: '\e701'; } .gelicon--spotify::before { content: '\e304'; } .gelicon--pinterest::before { content: '\e305'; } .gelicon--tumblr::before { content: '\e306'; } .gelicon--stumbleupon::before { content: '\e307'; } .gelicon--linkedin::before { content: '\e308'; } .gelicon--reddit::before { content: '\e309'; } .gelicon--digg::before { content: '\e30a'; } .gelicon--instagram::before { content: '\e30b'; } .gelicon--whatsapp::before { content: '\e600'; } .mapboxgl-map { font: 12px/20px Helvetica Neue,Arial,Helvetica,sans-serif; overflow: hidden; position: relative; -webkit-tap-highlight-color: rgba(0, 0, 0, 0); } .mapboxgl-canvas { position: absolute; left: 0; top: 0; } .mapboxgl-map:-webkit-full-screen { width: 100%; height: 100%; } .mapboxgl-canary { background-color: salmon; } .mapboxgl-canvas-container.mapboxgl-interactive, .mapboxgl-ctrl-group button.mapboxgl-ctrl-compass { cursor: -webkit-grab; cursor: grab; -moz-user-select: none; -webkit-user-select: none; -ms-user-select: none; user-select: none; } .mapboxgl-canvas-container.mapboxgl-interactive.mapboxgl-track-pointer { cursor: pointer; } .mapboxgl-canvas-container.mapboxgl-interactive:active, .mapboxgl-ctrl-group button.mapboxgl-ctrl-compass:active { cursor: -webkit-grabbing; cursor: grabbing; } .mapboxgl-canvas-container.mapboxgl-touch-zoom-rotate, .mapboxgl-canvas-container.mapboxgl-touch-zoom-rotate .mapboxgl-canvas { -ms-touch-action: pan-x pan-y; touch-action: pan-x pan-y; } .mapboxgl-canvas-container.mapboxgl-touch-drag-pan, .mapboxgl-canvas-container.mapboxgl-touch-drag-pan .mapboxgl-canvas { -ms-touch-action: pinch-zoom; touch-action: pinch-zoom; } .mapboxgl-canvas-container.mapboxgl-touch-zoom-rotate.mapboxgl-touch-drag-pan, .mapboxgl-canvas-container.mapboxgl-touch-zoom-rotate.mapboxgl-touch-drag-pan .mapboxgl-canvas { -ms-touch-action: none; touch-action: none; } .mapboxgl-ctrl-bottom-left, .mapboxgl-ctrl-bottom-right, .mapboxgl-ctrl-top-left, .mapboxgl-ctrl-top-right { position: absolute; pointer-events: none; z-index: 2; } .mapboxgl-ctrl-top-left { top: 0; left: 0; } .mapboxgl-ctrl-top-right { top: 0; right: 0; } .mapboxgl-ctrl-bottom-left { bottom: 0; left: 0; } .mapboxgl-ctrl-bottom-right { right: 0; bottom: 0; } .mapboxgl-ctrl { clear: both; pointer-events: auto; -webkit-transform: translate(0); transform: translate(0); } .mapboxgl-ctrl-top-left .mapboxgl-ctrl { margin: 10px 0 0 10px; float: left; } .mapboxgl-ctrl-top-right .mapboxgl-ctrl { margin: 10px 10px 0 0; float: right; } .mapboxgl-ctrl-bottom-left .mapboxgl-ctrl { margin: 0 0 10px 10px; float: left; } .mapboxgl-ctrl-bottom-right .mapboxgl-ctrl { margin: 0 10px 10px 0; float: right; } .mapboxgl-ctrl-group { border-radius: 4px; background: #fff; } .mapboxgl-ctrl-group:not(:empty) { -webkit-box-shadow: 0 0 2px rgba(0, 0, 0, 0.1); box-shadow: 0 0 0 2px rgba(0, 0, 0, 0.1); } @media (-ms-high-contrast: active) { .mapboxgl-ctrl-group:not(:empty) { -webkit-box-shadow: 0 0 0 2px ButtonText; box-shadow: 0 0 0 2px ButtonText; } } .mapboxgl-ctrl-group button { width: 29px; height: 29px; display: block; padding: 0; outline: none; border: 0; -webkit-box-sizing: border-box; box-sizing: border-box; background-color: transparent; cursor: pointer; } .mapboxgl-ctrl-group button + button { border-top: 1px solid #ddd; } .mapboxgl-ctrl button .mapboxgl-ctrl-icon { display: block; width: 100%; height: 100%; background-repeat: no-repeat; background-position: 50%; } @media (-ms-high-contrast: active) { .mapboxgl-ctrl-icon { background-color: transparent; } .mapboxgl-ctrl-group button + button { border-top: 1px solid ButtonText; } } .mapboxgl-ctrl button::-moz-focus-inner { border: 0; padding: 0; } .mapboxgl-ctrl-group button:focus { -webkit-box-shadow: 0 0 2px 2px #0096ff; box-shadow: 0 0 2px 2px #0096ff; } .mapboxgl-ctrl button:disabled { cursor: not-allowed; } .mapboxgl-ctrl button:disabled .mapboxgl-ctrl-icon { opacity: .25; } .mapboxgl-ctrl button:not(:disabled):hover { background-color: rgba(0, 0, 0, 0.05); } .mapboxgl-ctrl-group button:focus:focus-visible { -webkit-box-shadow: 0 0 2px 2px #0096ff; box-shadow: 0 0 2px 2px #0096ff; } .mapboxgl-ctrl-group button:focus:not(:focus-visible) { -webkit-box-shadow: none; box-shadow: none; } .mapboxgl-ctrl-group button:focus:first-child { border-radius: 4px 4px 0 0; } .mapboxgl-ctrl-group button:focus:last-child { border-radius: 0 0 4px 4px; } .mapboxgl-ctrl-group button:focus:only-child { border-radius: inherit; } .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' fill='%23333'%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' fill='%23333'%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: active) { .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' fill='%23fff'%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' 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 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: active) { .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='%23fff'%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' 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 0 110-7z'/%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' cy='10' r='2'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-background .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%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-background-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='%23e54e33'%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%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-waiting .mapboxgl-ctrl-icon { -webkit-animation: mapboxgl-spin 2s linear infinite; animation: mapboxgl-spin 2s linear infinite; } @media (-ms-high-contrast: active) { .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='%23fff'%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='%23999'%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 0 110-7z'/%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' cy='10' r='2'/%3E%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-background .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%3C/svg%3E"); } .mapboxgl-ctrl button.mapboxgl-ctrl-geolocate.mapboxgl-ctrl-geolocate-background-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='%23e54e33'%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%3C/svg%3E"); } } @media (-ms-high-contrast: black-on-white) { .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'%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='%23666'%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"); } } @-webkit-keyframes mapboxgl-spin { 0% { -webkit-transform: rotate(0deg); } to { -webkit-transform: rotate(1turn); } } @keyframes mapboxgl-spin { 0% { -webkit-transform: rotate(0deg); transform: rotate(0deg); } to { -webkit-transform: rotate(1turn); transform: rotate(1turn); } } a.mapboxgl-ctrl-logo { width: 88px; height: 23px; margin: 0 0 -4px -4px; display: block; background-repeat: no-repeat; cursor: pointer; overflow: hidden; background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='88' height='23' viewBox='0 0 88 23' xmlns='http://www.w3.org/2000/svg' xmlns:xlink='http://www.w3.org/1999/xlink' fill-rule='evenodd'%3E%3Cdefs%3E%3Cpath id='a' d='M11.5 2.25c5.105 0 9.25 4.145 9.25 9.25s-4.145 9.25-9.25 9.25-9.25-4.145-9.25-9.25 4.145-9.25 9.25-9.25zM6.997 15.983c-.051-.338-.828-5.802 2.233-8.873a4.395 4.395 0 013.13-1.28c1.27 0 2.49.51 3.39 1.42.91.9 1.42 2.12 1.42 3.39 0 1.18-.449 2.301-1.28 3.13C12.72 16.93 7 16 7 16l-.003-.017zM15.3 10.5l-2 .8-.8 2-.8-2-2-.8 2-.8.8-2 .8 2 2 .8z'/%3E%3Cpath id='b' d='M50.63 8c.13 0 .23.1.23.23V9c.7-.76 1.7-1.18 2.73-1.18 2.17 0 3.95 1.85 3.95 4.17s-1.77 4.19-3.94 4.19c-1.04 0-2.03-.43-2.74-1.18v3.77c0 .13-.1.23-.23.23h-1.4c-.13 0-.23-.1-.23-.23V8.23c0-.12.1-.23.23-.23h1.4zm-3.86.01c.01 0 .01 0 .01-.01.13 0 .22.1.22.22v7.55c0 .12-.1.23-.23.23h-1.4c-.13 0-.23-.1-.23-.23V15c-.7.76-1.69 1.19-2.73 1.19-2.17 0-3.94-1.87-3.94-4.19 0-2.32 1.77-4.19 3.94-4.19 1.03 0 2.02.43 2.73 1.18v-.75c0-.12.1-.23.23-.23h1.4zm26.375-.19a4.24 4.24 0 00-4.16 3.29c-.13.59-.13 1.19 0 1.77a4.233 4.233 0 004.17 3.3c2.35 0 4.26-1.87 4.26-4.19 0-2.32-1.9-4.17-4.27-4.17zM60.63 5c.13 0 .23.1.23.23v3.76c.7-.76 1.7-1.18 2.73-1.18 1.88 0 3.45 1.4 3.84 3.28.13.59.13 1.2 0 1.8-.39 1.88-1.96 3.29-3.84 3.29-1.03 0-2.02-.43-2.73-1.18v.77c0 .12-.1.23-.23.23h-1.4c-.13 0-.23-.1-.23-.23V5.23c0-.12.1-.23.23-.23h1.4zm-34 11h-1.4c-.13 0-.23-.11-.23-.23V8.22c.01-.13.1-.22.23-.22h1.4c.13 0 .22.11.23.22v.68c.5-.68 1.3-1.09 2.16-1.1h.03c1.09 0 2.09.6 2.6 1.55.45-.95 1.4-1.55 2.44-1.56 1.62 0 2.93 1.25 2.9 2.78l.03 5.2c0 .13-.1.23-.23.23h-1.41c-.13 0-.23-.11-.23-.23v-4.59c0-.98-.74-1.71-1.62-1.71-.8 0-1.46.7-1.59 1.62l.01 4.68c0 .13-.11.23-.23.23h-1.41c-.13 0-.23-.11-.23-.23v-4.59c0-.98-.74-1.71-1.62-1.71-.85 0-1.54.79-1.6 1.8v4.5c0 .13-.1.23-.23.23zm53.615 0h-1.61c-.04 0-.08-.01-.12-.03-.09-.06-.13-.19-.06-.28l2.43-3.71-2.39-3.65a.213.213 0 01-.03-.12c0-.12.09-.21.21-.21h1.61c.13 0 .24.06.3.17l1.41 2.37 1.4-2.37a.34.34 0 01.3-.17h1.6c.04 0 .08.01.12.03.09.06.13.19.06.28l-2.37 3.65 2.43 3.7c0 .05.01.09.01.13 0 .12-.09.21-.21.21h-1.61c-.13 0-.24-.06-.3-.17l-1.44-2.42-1.44 2.42a.34.34 0 01-.3.17zm-7.12-1.49c-1.33 0-2.42-1.12-2.42-2.51 0-1.39 1.08-2.52 2.42-2.52 1.33 0 2.42 1.12 2.42 2.51 0 1.39-1.08 2.51-2.42 2.52zm-19.865 0c-1.32 0-2.39-1.11-2.42-2.48v-.07c.02-1.38 1.09-2.49 2.4-2.49 1.32 0 2.41 1.12 2.41 2.51 0 1.39-1.07 2.52-2.39 2.53zm-8.11-2.48c-.01 1.37-1.09 2.47-2.41 2.47s-2.42-1.12-2.42-2.51c0-1.39 1.08-2.52 2.4-2.52 1.33 0 2.39 1.11 2.41 2.48l.02.08zm18.12 2.47c-1.32 0-2.39-1.11-2.41-2.48v-.06c.02-1.38 1.09-2.48 2.41-2.48s2.42 1.12 2.42 2.51c0 1.39-1.09 2.51-2.42 2.51z'/%3E%3C/defs%3E%3Cmask id='c'%3E%3Crect width='100%25' height='100%25' fill='%23fff'/%3E%3Cuse xlink:href='%23a'/%3E%3Cuse xlink:href='%23b'/%3E%3C/mask%3E%3Cg opacity='.3' stroke='%23000' stroke-width='3'%3E%3Ccircle mask='url(%23c)' cx='11.5' cy='11.5' r='9.25'/%3E%3Cuse xlink:href='%23b' mask='url(/web/20211018213932im_/https://www.bbc.com/worklife/article/%23c)'/%3E%3C/g%3E%3Cg opacity='.9' fill='%23fff'%3E%3Cuse xlink:href='%23a'/%3E%3Cuse xlink:href='%23b'/%3E%3C/g%3E%3C/svg%3E"); } a.mapboxgl-ctrl-logo.mapboxgl-compact { width: 23px; } @media (-ms-high-contrast: active) { a.mapboxgl-ctrl-logo { background-color: transparent; background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='88' height='23' viewBox='0 0 88 23' xmlns='http://www.w3.org/2000/svg' xmlns:xlink='http://www.w3.org/1999/xlink' fill-rule='evenodd'%3E%3Cdefs%3E%3Cpath id='a' d='M11.5 2.25c5.105 0 9.25 4.145 9.25 9.25s-4.145 9.25-9.25 9.25-9.25-4.145-9.25-9.25 4.145-9.25 9.25-9.25zM6.997 15.983c-.051-.338-.828-5.802 2.233-8.873a4.395 4.395 0 013.13-1.28c1.27 0 2.49.51 3.39 1.42.91.9 1.42 2.12 1.42 3.39 0 1.18-.449 2.301-1.28 3.13C12.72 16.93 7 16 7 16l-.003-.017zM15.3 10.5l-2 .8-.8 2-.8-2-2-.8 2-.8.8-2 .8 2 2 .8z'/%3E%3Cpath id='b' d='M50.63 8c.13 0 .23.1.23.23V9c.7-.76 1.7-1.18 2.73-1.18 2.17 0 3.95 1.85 3.95 4.17s-1.77 4.19-3.94 4.19c-1.04 0-2.03-.43-2.74-1.18v3.77c0 .13-.1.23-.23.23h-1.4c-.13 0-.23-.1-.23-.23V8.23c0-.12.1-.23.23-.23h1.4zm-3.86.01c.01 0 .01 0 .01-.01.13 0 .22.1.22.22v7.55c0 .12-.1.23-.23.23h-1.4c-.13 0-.23-.1-.23-.23V15c-.7.76-1.69 1.19-2.73 1.19-2.17 0-3.94-1.87-3.94-4.19 0-2.32 1.77-4.19 3.94-4.19 1.03 0 2.02.43 2.73 1.18v-.75c0-.12.1-.23.23-.23h1.4zm26.375-.19a4.24 4.24 0 00-4.16 3.29c-.13.59-.13 1.19 0 1.77a4.233 4.233 0 004.17 3.3c2.35 0 4.26-1.87 4.26-4.19 0-2.32-1.9-4.17-4.27-4.17zM60.63 5c.13 0 .23.1.23.23v3.76c.7-.76 1.7-1.18 2.73-1.18 1.88 0 3.45 1.4 3.84 3.28.13.59.13 1.2 0 1.8-.39 1.88-1.96 3.29-3.84 3.29-1.03 0-2.02-.43-2.73-1.18v.77c0 .12-.1.23-.23.23h-1.4c-.13 0-.23-.1-.23-.23V5.23c0-.12.1-.23.23-.23h1.4zm-34 11h-1.4c-.13 0-.23-.11-.23-.23V8.22c.01-.13.1-.22.23-.22h1.4c.13 0 .22.11.23.22v.68c.5-.68 1.3-1.09 2.16-1.1h.03c1.09 0 2.09.6 2.6 1.55.45-.95 1.4-1.55 2.44-1.56 1.62 0 2.93 1.25 2.9 2.78l.03 5.2c0 .13-.1.23-.23.23h-1.41c-.13 0-.23-.11-.23-.23v-4.59c0-.98-.74-1.71-1.62-1.71-.8 0-1.46.7-1.59 1.62l.01 4.68c0 .13-.11.23-.23.23h-1.41c-.13 0-.23-.11-.23-.23v-4.59c0-.98-.74-1.71-1.62-1.71-.85 0-1.54.79-1.6 1.8v4.5c0 .13-.1.23-.23.23zm53.615 0h-1.61c-.04 0-.08-.01-.12-.03-.09-.06-.13-.19-.06-.28l2.43-3.71-2.39-3.65a.213.213 0 01-.03-.12c0-.12.09-.21.21-.21h1.61c.13 0 .24.06.3.17l1.41 2.37 1.4-2.37a.34.34 0 01.3-.17h1.6c.04 0 .08.01.12.03.09.06.13.19.06.28l-2.37 3.65 2.43 3.7c0 .05.01.09.01.13 0 .12-.09.21-.21.21h-1.61c-.13 0-.24-.06-.3-.17l-1.44-2.42-1.44 2.42a.34.34 0 01-.3.17zm-7.12-1.49c-1.33 0-2.42-1.12-2.42-2.51 0-1.39 1.08-2.52 2.42-2.52 1.33 0 2.42 1.12 2.42 2.51 0 1.39-1.08 2.51-2.42 2.52zm-19.865 0c-1.32 0-2.39-1.11-2.42-2.48v-.07c.02-1.38 1.09-2.49 2.4-2.49 1.32 0 2.41 1.12 2.41 2.51 0 1.39-1.07 2.52-2.39 2.53zm-8.11-2.48c-.01 1.37-1.09 2.47-2.41 2.47s-2.42-1.12-2.42-2.51c0-1.39 1.08-2.52 2.4-2.52 1.33 0 2.39 1.11 2.41 2.48l.02.08zm18.12 2.47c-1.32 0-2.39-1.11-2.41-2.48v-.06c.02-1.38 1.09-2.48 2.41-2.48s2.42 1.12 2.42 2.51c0 1.39-1.09 2.51-2.42 2.51z'/%3E%3C/defs%3E%3Cmask id='c'%3E%3Crect width='100%25' height='100%25' fill='%23fff'/%3E%3Cuse xlink:href='%23a'/%3E%3Cuse xlink:href='%23b'/%3E%3C/mask%3E%3Cg stroke='%23000' stroke-width='3'%3E%3Ccircle mask='url(%23c)' cx='11.5' cy='11.5' r='9.25'/%3E%3Cuse xlink:href='%23b' mask='url(/web/20211018213932im_/https://www.bbc.com/worklife/article/%23c)'/%3E%3C/g%3E%3Cg fill='%23fff'%3E%3Cuse xlink:href='%23a'/%3E%3Cuse xlink:href='%23b'/%3E%3C/g%3E%3C/svg%3E"); } } @media (-ms-high-contrast: black-on-white) { a.mapboxgl-ctrl-logo { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='88' height='23' viewBox='0 0 88 23' xmlns='http://www.w3.org/2000/svg' xmlns:xlink='http://www.w3.org/1999/xlink' fill-rule='evenodd'%3E%3Cdefs%3E%3Cpath id='a' d='M11.5 2.25c5.105 0 9.25 4.145 9.25 9.25s-4.145 9.25-9.25 9.25-9.25-4.145-9.25-9.25 4.145-9.25 9.25-9.25zM6.997 15.983c-.051-.338-.828-5.802 2.233-8.873a4.395 4.395 0 013.13-1.28c1.27 0 2.49.51 3.39 1.42.91.9 1.42 2.12 1.42 3.39 0 1.18-.449 2.301-1.28 3.13C12.72 16.93 7 16 7 16l-.003-.017zM15.3 10.5l-2 .8-.8 2-.8-2-2-.8 2-.8.8-2 .8 2 2 .8z'/%3E%3Cpath id='b' d='M50.63 8c.13 0 .23.1.23.23V9c.7-.76 1.7-1.18 2.73-1.18 2.17 0 3.95 1.85 3.95 4.17s-1.77 4.19-3.94 4.19c-1.04 0-2.03-.43-2.74-1.18v3.77c0 .13-.1.23-.23.23h-1.4c-.13 0-.23-.1-.23-.23V8.23c0-.12.1-.23.23-.23h1.4zm-3.86.01c.01 0 .01 0 .01-.01.13 0 .22.1.22.22v7.55c0 .12-.1.23-.23.23h-1.4c-.13 0-.23-.1-.23-.23V15c-.7.76-1.69 1.19-2.73 1.19-2.17 0-3.94-1.87-3.94-4.19 0-2.32 1.77-4.19 3.94-4.19 1.03 0 2.02.43 2.73 1.18v-.75c0-.12.1-.23.23-.23h1.4zm26.375-.19a4.24 4.24 0 00-4.16 3.29c-.13.59-.13 1.19 0 1.77a4.233 4.233 0 004.17 3.3c2.35 0 4.26-1.87 4.26-4.19 0-2.32-1.9-4.17-4.27-4.17zM60.63 5c.13 0 .23.1.23.23v3.76c.7-.76 1.7-1.18 2.73-1.18 1.88 0 3.45 1.4 3.84 3.28.13.59.13 1.2 0 1.8-.39 1.88-1.96 3.29-3.84 3.29-1.03 0-2.02-.43-2.73-1.18v.77c0 .12-.1.23-.23.23h-1.4c-.13 0-.23-.1-.23-.23V5.23c0-.12.1-.23.23-.23h1.4zm-34 11h-1.4c-.13 0-.23-.11-.23-.23V8.22c.01-.13.1-.22.23-.22h1.4c.13 0 .22.11.23.22v.68c.5-.68 1.3-1.09 2.16-1.1h.03c1.09 0 2.09.6 2.6 1.55.45-.95 1.4-1.55 2.44-1.56 1.62 0 2.93 1.25 2.9 2.78l.03 5.2c0 .13-.1.23-.23.23h-1.41c-.13 0-.23-.11-.23-.23v-4.59c0-.98-.74-1.71-1.62-1.71-.8 0-1.46.7-1.59 1.62l.01 4.68c0 .13-.11.23-.23.23h-1.41c-.13 0-.23-.11-.23-.23v-4.59c0-.98-.74-1.71-1.62-1.71-.85 0-1.54.79-1.6 1.8v4.5c0 .13-.1.23-.23.23zm53.615 0h-1.61c-.04 0-.08-.01-.12-.03-.09-.06-.13-.19-.06-.28l2.43-3.71-2.39-3.65a.213.213 0 01-.03-.12c0-.12.09-.21.21-.21h1.61c.13 0 .24.06.3.17l1.41 2.37 1.4-2.37a.34.34 0 01.3-.17h1.6c.04 0 .08.01.12.03.09.06.13.19.06.28l-2.37 3.65 2.43 3.7c0 .05.01.09.01.13 0 .12-.09.21-.21.21h-1.61c-.13 0-.24-.06-.3-.17l-1.44-2.42-1.44 2.42a.34.34 0 01-.3.17zm-7.12-1.49c-1.33 0-2.42-1.12-2.42-2.51 0-1.39 1.08-2.52 2.42-2.52 1.33 0 2.42 1.12 2.42 2.51 0 1.39-1.08 2.51-2.42 2.52zm-19.865 0c-1.32 0-2.39-1.11-2.42-2.48v-.07c.02-1.38 1.09-2.49 2.4-2.49 1.32 0 2.41 1.12 2.41 2.51 0 1.39-1.07 2.52-2.39 2.53zm-8.11-2.48c-.01 1.37-1.09 2.47-2.41 2.47s-2.42-1.12-2.42-2.51c0-1.39 1.08-2.52 2.4-2.52 1.33 0 2.39 1.11 2.41 2.48l.02.08zm18.12 2.47c-1.32 0-2.39-1.11-2.41-2.48v-.06c.02-1.38 1.09-2.48 2.41-2.48s2.42 1.12 2.42 2.51c0 1.39-1.09 2.51-2.42 2.51z'/%3E%3C/defs%3E%3Cmask id='c'%3E%3Crect width='100%25' height='100%25' fill='%23fff'/%3E%3Cuse xlink:href='%23a'/%3E%3Cuse xlink:href='%23b'/%3E%3C/mask%3E%3Cg stroke='%23fff' stroke-width='3' fill='%23fff'%3E%3Ccircle mask='url(%23c)' cx='11.5' cy='11.5' r='9.25'/%3E%3Cuse xlink:href='%23b' mask='url(/web/20211018213932im_/https://www.bbc.com/worklife/article/%23c)'/%3E%3C/g%3E%3Cuse xlink:href='%23a'/%3E%3Cuse xlink:href='%23b'/%3E%3C/svg%3E"); } } .mapboxgl-ctrl.mapboxgl-ctrl-attrib { padding: 0 5px; background-color: rgba(255, 255, 255, 0.5); margin: 0; } @media screen { .mapboxgl-ctrl-attrib.mapboxgl-compact { min-height: 20px; padding: 0; margin: 10px; position: relative; background-color: #fff; border-radius: 3px 12px 12px 3px; } .mapboxgl-ctrl-attrib.mapboxgl-compact:hover { padding: 2px 24px 2px 4px; visibility: visible; margin-top: 6px; } .mapboxgl-ctrl-bottom-left > .mapboxgl-ctrl-attrib.mapboxgl-compact:hover, .mapboxgl-ctrl-top-left > .mapboxgl-ctrl-attrib.mapboxgl-compact:hover { padding: 2px 4px 2px 24px; border-radius: 12px 3px 3px 12px; } .mapboxgl-ctrl-attrib.mapboxgl-compact .mapboxgl-ctrl-attrib-inner { display: none; } .mapboxgl-ctrl-attrib.mapboxgl-compact:hover .mapboxgl-ctrl-attrib-inner { display: block; } .mapboxgl-ctrl-attrib.mapboxgl-compact:after { content: ""; cursor: pointer; position: absolute; background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='24' height='24' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill-rule='evenodd'%3E%3Cpath d='M4 10a6 6 0 1012 0 6 6 0 10-12 0m5-3a1 1 0 102 0 1 1 0 10-2 0m0 3a1 1 0 112 0v3a1 1 0 11-2 0'/%3E%3C/svg%3E"); background-color: rgba(255, 255, 255, 0.5); width: 24px; height: 24px; -webkit-box-sizing: border-box; box-sizing: border-box; border-radius: 12px; } .mapboxgl-ctrl-bottom-right > .mapboxgl-ctrl-attrib.mapboxgl-compact:after { bottom: 0; right: 0; } .mapboxgl-ctrl-top-right > .mapboxgl-ctrl-attrib.mapboxgl-compact:after { top: 0; right: 0; } .mapboxgl-ctrl-top-left > .mapboxgl-ctrl-attrib.mapboxgl-compact:after { top: 0; left: 0; } .mapboxgl-ctrl-bottom-left > .mapboxgl-ctrl-attrib.mapboxgl-compact:after { bottom: 0; left: 0; } } @media screen and (-ms-high-contrast: active) { .mapboxgl-ctrl-attrib.mapboxgl-compact:after { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='24' height='24' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill-rule='evenodd' fill='%23fff'%3E%3Cpath d='M4 10a6 6 0 1012 0 6 6 0 10-12 0m5-3a1 1 0 102 0 1 1 0 10-2 0m0 3a1 1 0 112 0v3a1 1 0 11-2 0'/%3E%3C/svg%3E"); } } @media screen and (-ms-high-contrast: black-on-white) { .mapboxgl-ctrl-attrib.mapboxgl-compact:after { background-image: url("data:image/svg+xml;charset=utf-8,%3Csvg width='24' height='24' viewBox='0 0 20 20' xmlns='http://www.w3.org/2000/svg' fill-rule='evenodd'%3E%3Cpath d='M4 10a6 6 0 1012 0 6 6 0 10-12 0m5-3a1 1 0 102 0 1 1 0 10-2 0m0 3a1 1 0 112 0v3a1 1 0 11-2 0'/%3E%3C/svg%3E"); } } .mapboxgl-ctrl-attrib a { color: rgba(0, 0, 0, 0.75); text-decoration: none; } .mapboxgl-ctrl-attrib a:hover { color: inherit; text-decoration: underline; } .mapboxgl-ctrl-attrib .mapbox-improve-map { font-weight: 700; margin-left: 2px; } .mapboxgl-attrib-empty { display: none; } .mapboxgl-ctrl-scale { background-color: rgba(255, 255, 255, 0.75); font-size: 10px; border: 2px solid #333; border-top: #333; padding: 0 5px; color: #333; -webkit-box-sizing: border-box; box-sizing: border-box; } .mapboxgl-popup { position: absolute; top: 0; left: 0; display: -ms-flexbox; display: flex; will-change: transform; pointer-events: none; } .mapboxgl-popup-anchor-top, .mapboxgl-popup-anchor-top-left, .mapboxgl-popup-anchor-top-right { -ms-flex-direction: column; flex-direction: column; } .mapboxgl-popup-anchor-bottom, .mapboxgl-popup-anchor-bottom-left, .mapboxgl-popup-anchor-bottom-right { -ms-flex-direction: column-reverse; flex-direction: column-reverse; } .mapboxgl-popup-anchor-left { -ms-flex-direction: row; flex-direction: row; } .mapboxgl-popup-anchor-right { -ms-flex-direction: row-reverse; flex-direction: row-reverse; } .mapboxgl-popup-tip { width: 0; height: 0; border: 10px solid transparent; z-index: 1; } .mapboxgl-popup-anchor-top .mapboxgl-popup-tip { -ms-flex-item-align: center; -ms-grid-row-align: center; align-self: center; border-top: none; border-bottom-color: #fff; } .mapboxgl-popup-anchor-top-left .mapboxgl-popup-tip { -ms-flex-item-align: start; align-self: flex-start; border-top: none; border-left: none; border-bottom-color: #fff; } .mapboxgl-popup-anchor-top-right .mapboxgl-popup-tip { -ms-flex-item-align: end; align-self: flex-end; border-top: none; border-right: none; border-bottom-color: #fff; } .mapboxgl-popup-anchor-bottom .mapboxgl-popup-tip { -ms-flex-item-align: center; -ms-grid-row-align: center; align-self: center; border-bottom: none; border-top-color: #fff; } .mapboxgl-popup-anchor-bottom-left .mapboxgl-popup-tip { -ms-flex-item-align: start; align-self: flex-start; border-bottom: none; border-left: none; border-top-color: #fff; } .mapboxgl-popup-anchor-bottom-right .mapboxgl-popup-tip { -ms-flex-item-align: end; align-self: flex-end; border-bottom: none; border-right: none; border-top-color: #fff; } .mapboxgl-popup-anchor-left .mapboxgl-popup-tip { -ms-flex-item-align: center; -ms-grid-row-align: center; align-self: center; border-left: none; border-right-color: #fff; } .mapboxgl-popup-anchor-right .mapboxgl-popup-tip { -ms-flex-item-align: center; -ms-grid-row-align: center; align-self: center; border-right: none; border-left-color: #fff; } .mapboxgl-popup-close-button { position: absolute; right: 0; top: 0; border: 0; border-radius: 0 3px 0 0; cursor: pointer; background-color: transparent; } .mapboxgl-popup-close-button:hover { background-color: rgba(0, 0, 0, 0.05); } .mapboxgl-popup-content { position: relative; background: #fff; border-radius: 3px; -webkit-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.1); box-shadow: 0 1px 2px rgba(0, 0, 0, 0.1); padding: 10px 10px 15px; pointer-events: auto; } .mapboxgl-popup-anchor-top-left .mapboxgl-popup-content { border-top-left-radius: 0; } .mapboxgl-popup-anchor-top-right .mapboxgl-popup-content { border-top-right-radius: 0; } .mapboxgl-popup-anchor-bottom-left .mapboxgl-popup-content { border-bottom-left-radius: 0; } .mapboxgl-popup-anchor-bottom-right .mapboxgl-popup-content { border-bottom-right-radius: 0; } .mapboxgl-popup-track-pointer { display: none; } .mapboxgl-popup-track-pointer * { pointer-events: none; -webkit-user-select: none; -moz-user-select: none; -ms-user-select: none; user-select: none; } .mapboxgl-map:hover .mapboxgl-popup-track-pointer { display: -ms-flexbox; display: flex; } .mapboxgl-map:active .mapboxgl-popup-track-pointer { display: none; } .mapboxgl-marker { position: absolute; top: 0; left: 0; will-change: transform; } .mapboxgl-user-location-dot, .mapboxgl-user-location-dot:before { background-color: #1da1f2; width: 15px; height: 15px; border-radius: 50%; } .mapboxgl-user-location-dot:before { content: ""; position: absolute; -webkit-animation: mapboxgl-user-location-dot-pulse 2s infinite; animation: mapboxgl-user-location-dot-pulse 2s infinite; } .mapboxgl-user-location-dot:after { border-radius: 50%; border: 2px solid #fff; content: ""; height: 19px; left: -2px; position: absolute; top: -2px; width: 19px; -webkit-box-sizing: border-box; box-sizing: border-box; -webkit-box-shadow: 0 0 3px rgba(0, 0, 0, 0.35); box-shadow: 0 0 3px rgba(0, 0, 0, 0.35); } @-webkit-keyframes mapboxgl-user-location-dot-pulse { 0% { -webkit-transform: scale(1); opacity: 1; } 70% { -webkit-transform: scale(3); opacity: 0; } to { -webkit-transform: scale(1); opacity: 0; } } @keyframes mapboxgl-user-location-dot-pulse { 0% { -webkit-transform: scale(1); transform: scale(1); opacity: 1; } 70% { -webkit-transform: scale(3); transform: scale(3); opacity: 0; } to { -webkit-transform: scale(1); transform: scale(1); opacity: 0; } } .mapboxgl-user-location-dot-stale { background-color: #aaa; } .mapboxgl-user-location-dot-stale:after { display: none; } .mapboxgl-user-location-accuracy-circle { background-color: rgba(29, 161, 242, 0.2); width: 1px; height: 1px; border-radius: 100%; } .mapboxgl-crosshair, .mapboxgl-crosshair .mapboxgl-interactive, .mapboxgl-crosshair .mapboxgl-interactive:active { cursor: crosshair; } .mapboxgl-boxzoom { position: absolute; top: 0; left: 0; width: 0; height: 0; background: #fff; border: 2px dotted #202020; opacity: .5; } @media print { .mapbox-improve-map { display: none; } } /* stylelint-disable property-no-unknown */ .partner-module { border-bottom: 1px solid #472479; border-top: 0; } .partner-module__link, .partner-module__link:visited { -ms-flex-align: center; align-items: center; color: #444; display: -ms-flexbox; display: flex; -ms-flex-pack: justify; justify-content: space-between; padding: 0; text-decoration: none; } .partner-module__link:hover { background-color: #f5f5f5; } .partner-module__heading { display: inline-block; font-size: 16px; line-height: 22px; margin: 16px 0; } .partner-module__partner-name { font-weight: bold; } .partner-module__partner-logo { display: block; height: 31px; margin: 12px 0; margin-left: 17px; width: 88px; } /* stylelint-disable property-no-unknown */ .author-unit { display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; font-size: 14px; letter-spacing: -0.1px; line-height: 35px; } .author-unit--small-mobile { line-height: 30px; } .author-unit .author-unit__container { color: #4a4a4a; margin: 0 auto; } .author-unit .author-unit__container--desktop { margin: 0; } .author-unit__container { -ms-flex-align: baseline; align-items: baseline; display: -ms-flexbox; display: flex; padding: 10px 0; } .author-unit__text { font-style: italic; font-weight: 600; padding-right: 10px; text-decoration: none; } .author-unit__icon { color: #6a6a6a; padding-right: 14px; position: relative; text-decoration: none; top: 1px; } .author-unit__icon:hover { color: #00bbf2; } /* stylelint-disable property-no-unknown */ .uppercase-label { color: #8f8d8d; font-size: 12px; font-style: condensed; font-weight: bold; letter-spacing: 1px; line-height: 16px; margin: 0; padding: 0; text-transform: uppercase; -webkit-transition: color 0.4s; transition: color 0.4s; } .uppercase-label--small { font-size: 11px; font-weight: 400; line-height: 14px; margin: 0; } .uppercase-label--medium { font-size: 14px; line-height: 18px; } .uppercase-label--reith-condensed { font-weight: 400; } .uppercase-label--white { color: #ebebeb; } .uppercase-label--light-grey { color: #999; } .uppercase-label--dark-grey { color: #444; } .uppercase-label--large { font-size: 16px; line-height: 18px; } .uppercase-label--true-white { color: #fff; text-shadow: 0 1px 1px #193e6d; } .uppercase-label--arial { font-family: Arial; } .label-with-line { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; } .label-with-line__label { margin: 0 16px 0 0; } .body-text-card-inline-video { margin: 24px 0; position: relative; } /* stylelint-disable property-no-unknown */ @-webkit-keyframes spin { 0% { -webkit-transform: rotate(0deg); transform: rotate(0deg); } 100% { -webkit-transform: rotate(360deg); transform: rotate(360deg); } } @keyframes spin { 0% { -webkit-transform: rotate(0deg); transform: rotate(0deg); } 100% { -webkit-transform: rotate(360deg); transform: rotate(360deg); } } .spinner { fill: #444; } .spinner__image { -webkit-animation: spin 1s linear infinite; animation: spin 1s linear infinite; } .spinner--worklife { fill: #8beed9; } .spinner--future { fill: #ffc857; } .spinner--culture { fill: #472479; } .spinner--travel { fill: #002856; } .spinner--earth { fill: #002856; } .spinner--white { fill: #fff; } .spinner--audio { height: 32px; width: 32px; } /* stylelint-disable property-no-unknown */ /* stylelint-disable property-no-unknown */ .inline-video { height: 100%; } .inline-video__container { position: relative; } .inline-video__border-line { padding: 0 10px; } .inline-video .play-button__inline-video { bottom: 0; left: 0; position: absolute; z-index: 1000; } .inline-video__smp { background-color: #000; padding-bottom: 56.25%; } .inline-video__smp--loaded { background-color: unset; padding-bottom: unset; } .inline-video__description { border-bottom: 1px solid rgba(106, 106, 106, 0.43); color: #737373; font-size: 16px; font-style: italic; line-height: 24px; margin: 0 10px 0 3%; padding: 20px 0 12px; } .inline-video__description--desktop { border-bottom: 1px solid rgba(106, 106, 106, 0.43); margin: 0 18px; padding: 28px 0 18px; } /* stylelint-disable property-no-unknown */ .inline-image__description { border-bottom: 1px solid rgba(106, 106, 106, 0.43); font-style: italic; margin: 0 10px; padding: 20px 0 12px; } .inline-image__description--desktop { border-bottom: 1px solid rgba(106, 106, 106, 0.43); margin: 0 18px; padding: 20px 0 18px; } .inline-image img { border-radius: 0; } /* stylelint-disable property-no-unknown */ .inline-quote { border-left: 3px solid #575757; color: #575757; font-style: italic; letter-spacing: -1.69px; line-height: 32px; margin: 0; padding-left: 22px; } .inline-quote--worklife { border-left: 3px solid #8beed9; } .inline-quote--future { border-left: 3px solid #ffc857; } .inline-quote--culture { border-left: 3px solid #472479; } .inline-quote--earth { border-left: 3px solid #002856; } .inline-quote h2 { font-weight: 300; } /* stylelint-disable property-no-unknown */ .inline-audio-player { background: none; } .inline-audio-player__smp-container { display: inline-block; width: 100%; } .inline-audio-player__smp-container > div { /* CreateSMPAudio */ display: inline-block; width: 100%; } .inline-audio-player__smp-container > div > div { height: 50px; position: relative; /* stylelint-disable-next-line selector-max-compound-selectors */ } .inline-audio-player__smp-container > div > div > div { padding: 0 !important; } .inline-audio-player__container { display: -ms-flexbox; display: flex; } .inline-audio-player__cta-holder { -ms-flex-align: center; align-items: center; background-color: #ededed; display: -ms-flexbox; display: flex; padding-right: 8px; } .inline-audio-player__cta-container { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; } .inline-audio-player__cta-container.initialising * { cursor: initial; pointer-events: none; -webkit-user-select: none; -moz-user-select: none; -ms-user-select: none; user-select: none; } .inline-audio-player__cta-container.initialising button { opacity: 0.6; } .inline-audio-player__text { background: none; border: 0; color: #222; cursor: pointer; font-size: 18px; height: 25px; letter-spacing: -0.1px; line-height: 25px; margin-left: 12px; outline: inherit; padding: 0; } .inline-audio-player__text--offline { cursor: default; pointer-events: none; } .inline-audio-player__disclaimer { background-color: #e6711b; color: #fff; cursor: pointer; height: 25px; left: -110px; line-height: 12px; margin-left: 0; padding: 0 7px; position: relative; top: 25px; width: 66px; } .inline-audio-player__disclaimer:hover .inline-audio-player__arrow { -webkit-transform: rotate(45deg); transform: rotate(45deg); } .inline-audio-player__inner-arrow { color: #4d4d49; font-size: 10px; } .inline-audio-player__arrow-button { background-color: transparent; border: 0; margin-left: auto; outline: none; -webkit-transition: all 0.5s ease; transition: all 0.5s ease; } .inline-audio-player__arrow-button__open { -webkit-transform: rotate(180deg); transform: rotate(180deg); } .inline-audio-player__disclaimer-copy { color: #444; display: block; font-size: 12px; letter-spacing: 0; line-height: 17px; margin-top: 16px; } .inline-audio-player__arrow { border: solid #fff; border-width: 0 2px 2px 0; display: inline-block; padding: 3px; position: relative; top: -1px; -webkit-transform: rotate(-45deg); transform: rotate(-45deg); -webkit-transition: 0.4s; transition: 0.4s; } .inline-audio-player__hidden { display: none; } .inline-audio-player .collapsible-container { background-color: #ededed; color: #444; font-size: 16px; line-height: 24px; padding: 1rem; } .inline-audio-player .collapsible-container__hide { display: none; } .inline-audio-player .previous-button__inline-audio { margin-right: 1px; } .inline-audio-player__line { margin-top: 16px; } .inline-audio-player .previous-media-button { height: 50px; margin-right: 1px; width: 50px; } .inline-audio-player .previous-button__inline-audio { margin-right: 1px; } .copyright__text { color: #737373; font-size: 16px; font-style: italic; line-height: 24px; margin-bottom: 10px; text-align: center; } @media (max-width: 767px) { .copyright__text { margin-top: 12px; } } .content-embed { width: 100%; } .infographic-embed__frame { width: 100%; } /* stylelint-disable property-no-unknown */ .article-video { height: 100%; position: relative; } .article-video img { bottom: -100%; display: block; height: 100%; left: -100%; margin: auto; min-height: 100%; min-width: 100%; object-fit: cover; position: absolute; right: -100%; top: -100%; width: 100%; } .article-video__overlay { display: -ms-flexbox; display: flex; height: 100%; -ms-flex-pack: center; justify-content: center; top: 0; width: 100%; } .article-video__play-button { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; left: 50%; padding: 0; position: absolute; top: 50%; -webkit-transform: translate(-50%, -50%); transform: translate(-50%, -50%); z-index: 1500; } .article-video__label { margin-bottom: 16px; } .article-video__image { bottom: 0; height: 100%; position: absolute; top: 0; width: 100%; } .article-video__image--hide { opacity: 0; } .article-video__playercore { display: block; } .article-video__playercore--mobile { display: none; position: absolute; top: 0; width: 100%; } .article-video__playercore--show { display: block; } .article-video--bordered { border-radius: 4px; overflow: hidden; } /* stylelint-disable property-no-unknown */ .hero-video { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; height: 180px; -ms-flex-pack: center; justify-content: center; position: relative; z-index: 1; } .hero-video__video { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; height: 80%; -ms-flex-pack: center; justify-content: center; position: relative; width: 80%; z-index: 2; } .hero-video__video--desktop { left: 0; top: 65px; width: 71.5% !important; } .hero-video__video--mobile { height: 100%; width: 100%; } .hero-video__video--small-desktop { height: 70%; left: 0; top: 78px; width: 67%; } .hero-video--small-desktop, .hero-video--desktop { display: block; height: 720px; } .hero-video img { bottom: -100%; display: block; height: 100%; left: -100%; margin: auto; min-height: 100%; min-width: 100%; object-fit: cover; position: absolute; right: -100%; top: -100%; width: 100%; -webkit-filter: brightness(40%); filter: brightness(40%); } @media all and (-ms-high-contrast: none), (-ms-high-contrast: active) { .hero-video img { opacity: 0.5; } } .hero-video--mobile { height: 280px; } .hero-video--medium-mobile { height: 430px; } .hero-video--tablet { height: 574px; } .hero-video--tablet .hero-video__video { margin-bottom: 10px; } .hero-video__play-button { position: absolute; z-index: 100; } .hero-video__video div div { position: inherit !important; position: unset !important; } .share-tools-popout { -ms-flex-align: center; align-items: center; background-color: #fff; border: 1px solid #979797; display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; padding: 30px 0 20px; position: relative; width: 300px; } .share-tools-popout__text { color: #444; font-size: 12px; font-weight: bold; letter-spacing: 3px; margin: 0 18px 18px; text-align: center; text-transform: uppercase; } .share-tools-popout__url-container { padding: 0 18px; width: 100%; } .share-tools-popout__articleurl { border: 1px solid #979797; -webkit-box-sizing: border-box; box-sizing: border-box; color: #a39f9f; font-size: 12px; letter-spacing: -0.5px; margin-bottom: 8px; margin-top: 0; padding: 12px 10px; text-align: center; width: 262px; } .share-tools-popout__close { -ms-flex-align: center; align-items: center; background-color: unset; border: unset; cursor: pointer; display: -ms-flexbox; display: flex; position: absolute; right: 8px; top: 20px; } .share-tools-popout__close:hover .share-tools-popout__close-icon { color: #888; -webkit-transform: rotate(90deg); transform: rotate(90deg); } .share-tools-popout__close-icon { color: #000; font-size: 16px; -webkit-transition: 0.4s; transition: 0.4s; } .share-tools-popout__border-arrow { background-color: #fff; border: 1px solid #979797; border-bottom: 0; border-right: 0; height: 12px; left: 40px; position: absolute; top: -7px; -webkit-transform: rotate(45deg); transform: rotate(45deg); width: 12px; } .share-tools-popout__tools { margin-bottom: 13px; } .share-tools-popout__details { -ms-flex-item-align: normal; -ms-grid-row-align: normal; align-self: normal; color: #444; font-size: 12px; letter-spacing: 0; line-height: 16px; margin: 0; max-width: 180px; padding-left: 14px; } .share-tools-popout__copied, .share-tools-popout__copy { background-color: #000; border: unset; color: #fff; cursor: pointer; font-size: 12px; font-weight: bold; letter-spacing: 3px; margin-bottom: 18px; padding: 12px 6px; text-transform: uppercase; -webkit-transition: 0.4s; transition: 0.4s; width: 110px; } .share-tools-popout__copy:hover { background-color: #555; } .share-tools-popout__copied .gelicon--yes { color: #ff9700; margin-left: 8px; } .share-button-with-popout { position: relative; z-index: 9999; } .share-button-with-popout__popout { max-width: 330px; padding-right: 8px; position: absolute; top: 53px; width: 100%; } .share-button-with-popout__popout--desktop { width: auto; } .article-end__line--long { margin-bottom: 24px; } .article-end__share-tools { margin-bottom: 0; } .article-end--tablet .article-end__line--long { margin-bottom: 36px; } .article-end--desktop .article-end__line--long { margin-bottom: 44px; } .article-end--desktop .article-end__share-tools { display: -ms-flexbox; display: flex; margin-bottom: 50px; } .article-end--desktop .article-end__share { margin-top: 0; } .article-end__share { margin-top: 5px; } /* stylelint-disable property-no-unknown */ .article-share-tools { display: -ms-flexbox; display: flex; } .article-share-tools a, .article-share-tools button { background-color: transparent; border: 1px solid #e4e4e4; border-radius: 0; -webkit-box-sizing: border-box; box-sizing: border-box; color: #979797; display: -ms-flexbox; display: flex; height: 52px; margin-right: 2px; width: 52px; } .article-share-tools--dark a, .article-share-tools--dark button { color: #444; height: 54px; width: 54px; } .article-share-tools--dark a svg, .article-share-tools--dark button svg { stroke: #444; } .article-share-tools a:hover, .article-share-tools button:hover { background-color: #fff; } .article-share-tools .facebook-icon:hover { color: #3b5898; } .article-share-tools .email-icon:hover { color: #615f5d; } .article-share-tools .twitter-icon:hover { color: #47c7fa; } .article-share-tools .linkedin-icon:hover { color: #0077b5; } .article-share-tools .whatsapp-icon:hover { color: #25d366; } .article-share-tools .facebook-messenger { color: #0184ff; } .article-share-tools .ticked-icon { background-color: transparent; border: 1px solid #e4e4e4; border-radius: 0; -webkit-box-shadow: none; box-shadow: none; font-size: 11px; margin-right: 2px; padding: 3px; } .article-share-tools--popout > *, .article-share-tools--popout a { color: #020203; margin-bottom: 3px; -webkit-transition: 0.4s; transition: 0.4s; } .domestic-disclaimer { background-color: #333; position: relative; } .domestic-disclaimer__content { display: -ms-flexbox; display: flex; -ms-flex-pack: justify; justify-content: space-between; margin: auto; max-width: 990px; } .domestic-disclaimer__content--desktop-small { max-width: 976px; } .domestic-disclaimer__content--desktop { max-width: 1248px; } .domestic-disclaimer__text { color: #d8d8d8; font-size: 13px; line-height: 14px; margin: auto; padding: 8px 16px; } .domestic-disclaimer__text--tablet { font-size: 14px; line-height: 19px; padding: 16px 54px 16px 16px; } .domestic-disclaimer__text--desktop { font-size: 14px; line-height: 19px; margin-left: 0; max-width: 890px; padding: 14px 16px; } .domestic-disclaimer__close-button { -ms-flex-align: center; align-items: center; background-color: unset; border: unset; cursor: pointer; display: -ms-flexbox; display: flex; padding: 0 16px 0 0; position: relative; } .domestic-disclaimer__close-button--desktop { padding: 0 16px 0 0; } .domestic-disclaimer__close-icon { color: #d8d8d8; font-size: 16px; } .domestic-disclaimer__close-icon--desktop { font-size: 22px; } /* stylelint-disable property-no-unknown */ .section-header-text__text { background-color: #fff; border-radius: 4px; -webkit-box-shadow: 0 0 20px 0 rgba(153, 153, 153, 0.5), 0 2px 5px 0 rgba(153, 153, 153, 0.5); box-shadow: 0 0 20px 0 rgba(153, 153, 153, 0.5), 0 2px 5px 0 rgba(153, 153, 153, 0.5); margin: 0 8px; opacity: 0.95; padding: 16px; position: relative; z-index: 3; } .section-header-text__text--no-margin { margin: 0; } .section-header-text__ad { display: -ms-flexbox; display: flex; -ms-flex-pack: end; justify-content: flex-end; margin: 0 8px 8px; position: relative; top: unset; } .section-header-text__ad--desktop { margin: 0 0 8px; } .section-header-text__title { display: inline-block; } .section-header-text__title--large-margin { margin: 0 40px 16px 0; } .section-header-text__title--premium { border: 1.78px solid; padding: 8px; } .section-header-text__title-content { color: #444; font-size: 22px; font-weight: bold; margin: unset; } .section-header-text__title-content--tablet { font-size: 24px; } .section-header-text__title-content--desktop { font-size: 28px; } .section-header-text__description { color: #555; font-size: 14px; line-height: 20px; margin: 0; } .section-header-text__description--large { font-size: 16px; line-height: 24px; } /* stylelint-disable property-no-unknown */ .section-header-unit { max-width: 1280px; position: relative; } .section-header-unit--tablet { height: 320px; } .section-header-unit--desktop { border-radius: 4px; height: 320px; overflow: hidden; } .section-header-unit__image { height: 320px; max-height: 320px; overflow: hidden; position: relative; } .section-header-unit__image img { left: 50%; position: relative; top: 50%; -webkit-transform: translate(-50%, -50%); transform: translate(-50%, -50%); } .section-header-unit__image--right img { left: unset; min-width: 100%; right: 0; width: unset; } .section-header-unit__image--left img { left: unset; min-width: 100%; right: unset; width: unset; } .section-header-unit__content { position: relative; -webkit-transform: translateY(-50%); transform: translateY(-50%); } .section-header-unit__content--desktop { bottom: 0; display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; -ms-flex-pack: center; justify-content: center; max-width: 420px; position: absolute; right: 32px; top: 0; -webkit-transform: none; transform: none; } .section-header-unit__content--advert { -webkit-transform: translateY(calc(-50% - 28px)); transform: translateY(calc(-50% - 28px)); /* - half the height of the advert so the text is still centered. */ } /* stylelint-disable property-no-unknown */ .label-list { display: -ms-flexbox; display: flex; -ms-flex-direction: row; flex-direction: row; position: relative; } .label-list__line { width: 100%; } .label-list__content { margin: 30px 0 0 16px; width: 100%; } .label-list__content--tablet { margin: 34px 0 0 38px; } .label-list__content--desktop { margin: 42px 0 0 32px; } .label-list__list-item { margin: 0; padding: 0; } .label-list__link { color: #444; font-size: 18px; line-height: 24px; text-decoration: none; } .label-list__link:hover { color: #adadad; } .label-list__link--large { font-size: 22px; line-height: 29px; } .label-list__link:not(:first-of-type) { margin-top: 8px; } .label-list__link--large:not(:first-of-type) { margin-top: 12px; } .label-list__list-items { display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; margin-top: 36px; } .label-list__list-items--tablet { margin-top: 52px; } .label-list__list-items--desktop { margin-top: 46px; } /* stylelint-disable property-no-unknown */ .offline-reading { font-family: 'CuriousSansBold'; -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; } .offline-reading__header { font-size: 14px; line-height: 20px; margin: 0 0 16px; max-width: 220px; text-align: center; } .offline-reading__header--desktop { font-size: 18px; max-width: 460px; } .offline-reading__buttons { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; text-align: center; } .offline-reading__buttons--desktop { -ms-flex-align: center; align-items: center; -ms-flex-direction: row; flex-direction: row; } .offline-reading__top-stories { margin-bottom: 24px; } .offline-reading__top-stories--desktop { margin: 0 16px 0 0; } .offline-reading__icon { display: block; height: auto; margin-bottom: 24px; width: 120px; } /* stylelint-disable property-no-unknown */ .rectangle-image { background-size: cover; height: 74px; max-width: 100%; overflow: hidden; position: relative; width: 132px; } .rectangle-image img { height: 100%; left: 50%; position: absolute; top: 50%; -webkit-transform: translate(-50%, -50%); transform: translate(-50%, -50%); width: auto; } .rectangle-image--small { -webkit-box-sizing: border-box; box-sizing: border-box; height: 32px; width: 56px; } .rectangle-image--large { -webkit-box-sizing: border-box; box-sizing: border-box; height: 162px; width: 288px; } .rectangle-image--medium { -webkit-box-sizing: border-box; box-sizing: border-box; height: 126px; width: 222px; } .rectangle-image--full-screen { padding-top: 56.25%; width: 100%; } .rectangle-image img { -webkit-transition: all 0.4s ease; transition: all 0.4s ease; } .rectangle-image__overlay { background-color: rgba(0, 0, 0, 0.6); bottom: 0; height: 100%; left: 0; opacity: 0; pointer-events: none; position: absolute; right: 0; top: 0; width: 100%; } .rectangle-image__overlay--culture { background-color: rgba(72, 41, 120, 0.6); } .rectangle-image:hover .rectangle-image__overlay { opacity: 1; } .rectangle-image:hover img { height: 108%; } /* stylelint-disable property-no-unknown */ .rectangle-story-item { display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; height: 100%; -ms-flex-pack: justify; justify-content: space-between; margin: auto; max-width: 100%; width: 288px; } .rectangle-story-item__image-container:hover .rectangle-image__overlay { opacity: 1; } .rectangle-story-item__image-container:hover .rectangle-story-item__icon { background-color: #000; } .rectangle-story-item__image-container--culture:hover .rectangle-story-item__icon { background-color: #482978; } .rectangle-story-item__image-container:hover .rectangle-image img { height: 108%; } .rectangle-story-item__image-container { position: relative; width: 100%; } .rectangle-story-item--tablet { width: 222px; } .rectangle-story-item__container { display: -ms-flexbox; display: flex; -ms-flex: 1 1 auto; flex: 1 1 auto; -ms-flex-direction: column; flex-direction: column; -ms-flex-pack: justify; justify-content: space-between; margin-top: 3px; width: 100%; } .rectangle-story-item__label { color: #4a4a4a; display: block; font-size: 12px; font-weight: bold; letter-spacing: 3px; line-height: 16px; margin-right: auto; margin-top: 20px; padding-bottom: 3px; text-decoration: none; text-transform: uppercase; } .rectangle-story-item__label--worklife:hover, .rectangle-story-item__label--future:hover, .rectangle-story-item__label__travel:hover { background-image: none; } .rectangle-story-item__label--worklife > span:hover, .rectangle-story-item__label--future > span:hover, .rectangle-story-item__label__travel > span:hover { border-bottom: 1px solid #4a4a4a; } .rectangle-story-item__label--culture:hover { background-image: none; } .rectangle-story-item__label--culture > span:hover { border-bottom: 1px solid #482978; } .rectangle-story-item__line { display: block; margin: 16px 0; } .rectangle-story-item__author { color: #4a4a4a; display: block; font-size: 14px; font-style: italic; letter-spacing: 0.1px; line-height: 35px; text-decoration: none; } .rectangle-story-item__title { color: rgba(46, 46, 46, 0.85); display: block; font-size: 18px; letter-spacing: -0.21px; line-height: 30px; text-decoration: none; } .rectangle-story-item__icon { background-color: #000; bottom: 0; color: #fff; font-size: 14px; height: 44px; line-height: 44px; position: absolute; text-align: center; -webkit-transition: 0.4s ease; transition: 0.4s ease; width: 44px; } .rectangle-story-item__title--white, .rectangle-story-item__author--white, .rectangle-story-item__label--white { color: #fff; } .rectangle-story-item__label--white:hover { border-bottom: 0; } .rectangle-story-item__label--white > span:hover { border-bottom: 1px solid #fff; } .rectangle-article-group { display: -ms-flexbox; display: flex; -ms-flex: 1 1; flex: 1 1; -ms-flex-direction: column; flex-direction: column; -ms-flex-wrap: wrap; flex-wrap: wrap; -ms-flex-pack: center; justify-content: center; position: relative; } .rectangle-article-group--tablet, .rectangle-article-group--desktop { -ms-flex-direction: row; flex-direction: row; } .rectangle-article-group__article { display: inline-block; padding-top: 12px; } .rectangle-article-group__article--tablet { padding: 0 16px 0 0; } .rectangle-article-group__article--desktop { padding: 0 24px 0 0; } .fake-ad { -ms-flex-line-pack: center; align-content: center; -ms-flex-align: center; align-items: center; background: #f6f6f6; display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; -ms-flex-pack: center; justify-content: center; padding: 8px; } .fake-ad__body { -ms-flex-align: center; align-items: center; background: #5ae9cb; color: #fff; display: -ms-flexbox; display: flex; -ms-flex: 0 0 auto; flex: 0 0 auto; font-family: Arial, sans-serif; -ms-flex-pack: center; justify-content: center; } .fake-ad__text { -ms-flex-item-align: center; -ms-grid-row-align: center; align-self: center; color: #444; font-family: Arial, sans-serif; font-size: 12px; font-weight: bold; line-height: 1.5; text-align: right; text-transform: uppercase; } .fake-ad--mpu .fake-ad__body { height: 320px; width: 320px; } .fake-ad--mpu .fake-ad__text { width: 320px; } .fake-ad--mobile-leaderboard .fake-ad__body { height: 50px; width: 300px; } .fake-ad--mobile-leaderboard .fake-ad__text { width: 300px; } .fake-ad--leaderboard .fake-ad__body { height: 90px; width: 728px; } .fake-ad--leaderboard .fake-ad__text { width: 728px; } .body-text-card-inline-image { margin: 24px 0; position: relative; } /* stylelint-disable property-no-unknown */ .body-text-card { color: #444; display: block; font-size: 16px; line-height: 1.5; } .body-text-card__image, .body-text-card__video { margin: 24px 0; } .body-text-card__text { display: block; } .body-text-card__advert { margin: 20px 0; } .body-text-card__text div a { cursor: pointer; font-weight: bold; text-decoration: none; } .body-text-card__text a:hover { text-decoration: underline; } .body-text-card__text > div > p { margin: 0 20px 16px; } .body-text-card__text > div > p:last-child { margin-bottom: 0; padding-bottom: 0; } .body-text-card__drop-capped { float: left; margin: 0 8px 0 20px; padding-top: 6px; } .body-text-card__text--drop-capped p:first-of-type::first-letter { color: transparent; font-size: 0; } .body-text-card__text--flush-text > div > p { margin-left: 0; margin-right: 0; } .body-text-card__text--future div a:visited { color: #666; } .body-text-card__text--future div a { color: #002856; -webkit-text-decoration-color: #002856; text-decoration-color: #002856; } .body-text-card__text--travel div a { color: #589e50; -webkit-text-decoration-color: #589e50; text-decoration-color: #589e50; } .body-text-card__text--worklife div a { color: #0052a1; -webkit-text-decoration-color: #0052a1; text-decoration-color: #0052a1; } .body-text-card__text--earth div a { color: #0fbb56; -webkit-text-decoration-color: #0fbb56; text-decoration-color: #0fbb56; } .body-text-card__text--culture div a { color: #472479; -webkit-text-decoration-color: #472479; text-decoration-color: #472479; } /* stylelint-disable property-no-unknown */ .branding { -webkit-box-sizing: content-box !important; box-sizing: content-box !important; display: inline-block; height: 24px; padding: 12px 16px; width: 100%; } .branding__icon { display: inline-block; height: 24px; width: 100%; } .branding__icon g { fill: #fff; } .branding--medium { padding: 16px; } .branding--large { padding: 16px 24px; } .branding--worklife { background-color: #0052a1; } .branding--future { background-color: #002856; } .branding--culture { background-color: #472479; } .branding--earth { background-color: #0fbb56; } .branding--travel { background-color: #589e50; } .branding--travel svg, .branding--earth svg, .branding--culture svg, .branding--future svg, .branding--worklife svg { height: 24px; } .branding--small, .branding--small svg { height: 17px; } .branding__icon--medium, .branding--medium, .branding--medium svg { height: 22px; } .branding__icon--large, .branding--large, .branding--large svg { height: 24px; } .branding__icon--largest, .branding--largest, .branding--largest svg { height: 32px; } .branding__icon--small, .branding--travel .branding__icon--small svg, .branding--earth .branding__icon--small svg, .branding--culture .branding__icon--small svg, .branding--future .branding__icon--small svg, .branding--worklife .branding__icon--small svg { height: 17px; } /* stylelint-disable property-no-unknown */ .swimlane-inner { background-position: center; background-repeat: no-repeat; background-size: auto 100%; display: block; padding: 24px 16px; } .swimlane-inner--small { padding: 24px 8px; } .swimlane-inner--tablet { padding: 28px 16px 42px; } .swimlane-inner--small-desktop { padding: 30px 16px 42px; } .swimlane-inner--desktop { padding: 38px 16px 42px; } .swimlane { overflow: hidden; position: relative; z-index: 0; } .swimlane__black { background-color: #0e0e0e; } .swimlane__background-image { height: 500px; position: absolute; right: 0; top: 0; width: 915px; z-index: -1; } .swimlane__background-image--mobile { height: 181px; width: 320px; } .swimlane__background-image--tablet { height: 421px; width: 752px; } .swimlane__background-image--desktop { height: 500px; width: 915px; } .swimlane__background-image--atb { background-color: rgba(51, 51, 51, 0.8); background-size: cover; height: 100%; width: 100%; } .swimlane__item { margin: 0 0 25px; width: 100%; } .swimlane__item--desktop { margin: 0; } .swimlane__item--tablet { margin: 0 16px 25px 0; width: calc((100% - 48px) / 3); } .swimlane__item--tablet:nth-of-type(3n + 3) { margin-right: 0; } .swimlane__item--two-columns { margin-right: 0 !important; max-width: 572px; width: 50%; } .swimlane__item--four-columns { -webkit-box-sizing: border-box; box-sizing: border-box; margin-bottom: 25px; margin-right: 16px; width: calc((100% - 48px) / 4); } .swimlane__item--four-columns:nth-of-type(4n + 4) { margin-right: 0; } .swimlane__items { display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; margin-top: 24px; text-align: left; } .swimlane__items--desktop { -ms-flex-direction: row; flex-direction: row; -ms-flex-wrap: wrap; flex-wrap: wrap; -ms-flex-pack: center; justify-content: center; margin-top: 42px; } .swimlane__items--small-desktop { -ms-flex-direction: row; flex-direction: row; -ms-flex-wrap: wrap; flex-wrap: wrap; margin-top: 30px; } .swimlane__items--tablet { -ms-flex-direction: row; flex-direction: row; -ms-flex-wrap: wrap; flex-wrap: wrap; -ms-flex-pack: justify; justify-content: space-between; margin-top: 30px; } .swimlane__items--no-title { margin-top: 0; } .swimlane__content { margin: auto; max-width: 942px; text-align: center; } .swimlane__content--desktop { max-width: 1216px; } .swimlane__title { color: #fff; font-size: 14px; font-weight: bold; letter-spacing: 2.92px; line-height: 19px; text-transform: uppercase; } .swimlane__title--black { color: #010101; font-weight: 400; } .see-more-button-container-alt { color: #0e0e0e; } .follow-us-on { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; position: relative; } .follow-us-on__text { color: #fff; font-size: 16px; font-style: condensed; line-height: 20px; margin: 0 0 20px; padding: 0; text-transform: uppercase; } .follow-us-on__links { display: -ms-flexbox; display: flex; -ms-flex-direction: row; flex-direction: row; } .follow-us-on__link:first-child { margin-right: 16px; } /* stylelint-disable property-no-unknown */ .nav-bar { background-color: #fff; } .nav-bar__hidden-menu { display: none; } .nav-bar__visible-menu { display: block; } .nav-bar__no-scroll { max-height: 100vh; overflow: hidden; } /* stylelint-disable property-no-unknown */ .dot-with-label { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; } .dot-with-label__text { padding-left: 8px; } .dot-with-label__text a { text-decoration: none; } .dot-with-label__text:hover h2 { color: #adadad; } .sponsor-section { display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; height: 100%; max-width: 530px; } .sponsor-section--menu { padding: 20px 0 16px 24px; } .sponsor-section__container { display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; height: 100%; } .sponsor-section__container--desktop { -ms-flex-align: center; align-items: center; -ms-flex-direction: row; flex-direction: row; -ms-flex-pack: justify; justify-content: space-between; } .sponsor-section__sponsor { color: #fff; padding-right: 16px; } .sponsor-section__sponsor-name { font-family: 'CuriousSansBold'; color: #4e4e4e; font-size: 26px; margin: 0; white-space: nowrap; } .sponsor-section__sponsor-name--mobile { padding-bottom: 16px; } .sponsor-section__sponsor-name--desktop { font-size: 22px; } .sponsor-section__sponsor-name--menu { color: #fff; } .sponsor-section__sponsor-name--menu-desktop { font-size: 32px; } .sponsor-section__summary { color: #ebebeb; font-size: 16px; line-height: 24px; padding-top: 16px; } .sponsor-section__advert { display: inline-block; } .icon-with-label { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; } .icon-with-label__icon { padding-right: 10px; } .full-width-image-article { width: 100%; } .full-width-image-article__container { min-height: 325px; overflow: hidden; position: relative; } .full-width-image-article__container--desktop { min-height: 400px; } .full-width-image-article__image { height: 100%; overflow: hidden; position: absolute; width: 100%; } .full-width-image-article__image img { bottom: -100%; display: block; height: 100%; left: -100%; margin: auto; min-height: 100%; min-width: 100%; object-fit: cover; position: absolute; right: -100%; top: -100%; width: 100%; } .full-width-image-article__text { -ms-flex-align: center; align-items: center; color: #fff; left: 50%; max-width: 488px; padding: 0 20px; position: absolute; text-align: center; top: 50%; -webkit-transform: translate(-50%, -50%); transform: translate(-50%, -50%); width: 100%; } .full-width-image-article__text a { color: #fff; text-decoration: none; } .full-width-image-article__text .full-width-image-article-text__label { display: inline-block; font-size: 14.4px; font-weight: bold; letter-spacing: 3.6px; line-height: 19px; margin-bottom: 11px; text-transform: uppercase; } .full-width-image-article__text .full-width-image-article-text__header { font-size: 24px; letter-spacing: -0.25px; line-height: 42px; margin: 0; padding: 0; } .full-width-image-article__text .full-width-image-article-text__header--desktop { font-size: 33.6px; } .full-width-image-article__text .full-width-image-article-text__author { font-size: 16.6px; font-style: italic; letter-spacing: -0.13px; line-height: 42px; margin-bottom: 0; margin-top: 28px; } .full-width-image-article__text .full-width-image-article-text__author--desktop { margin-top: 32px; } .full-width-image-article__background { background-image: radial-gradient(50% 49%, rgba(5, 36, 53, 0.37) 50%, rgba(0, 0, 0, 0) 83%); height: 100%; pointer-events: none; position: absolute; top: 0; width: 100%; } .full-width-image-article__link { color: #fff; text-decoration: none; } .more-articles { background-position: center; background-repeat: no-repeat; background-size: cover; -o-object-fit: cover; object-fit: cover; overflow: hidden; position: relative; -webkit-transition: background-image 0.4s; transition: background-image 0.4s; } .more-articles__heading { display: inline-block; margin: auto; max-width: 1272px; padding: 20px 0 0 16px; position: relative; z-index: 5; } .more-articles__stories { margin: 10px 16px 42px; max-width: 1232px; padding: 8px; position: relative; z-index: 4; } .more-articles__stories--small { padding: 0; } .more-articles__stories--tablet { margin: 24px 16px 72px; max-width: 1216px; } .more-articles__stories--desktop { margin: 56px 48px 92px; max-width: 1152px; } .more-articles__story-container:not(:first-of-type) { padding-top: 16px; } .more-articles__line { opacity: 0.3; padding-top: 16px; z-index: 5; } .more-articles__image-overlay { background-color: rgba(25, 62, 109, 0.3); bottom: -100%; display: block; height: 100%; left: -100%; margin: auto; min-height: 100%; min-width: 100%; -o-object-fit: cover; object-fit: cover; pointer-events: none; position: absolute; right: -100%; top: -100%; width: 100%; z-index: 1; } .more-articles__image { opacity: 0; -webkit-transition: 0.6s; transition: 0.6s; } .more-articles__image img { bottom: -100%; display: block; height: 100%; left: -100%; margin: auto; min-height: 100%; min-width: 100%; object-fit: cover; position: absolute; right: -100%; top: -100%; width: 100%; } .more-articles__image--right img { left: unset; min-width: 100%; right: 0; width: unset; } .more-articles__image--left img { left: unset; min-width: 100%; right: unset; width: unset; } .more-articles__image--visible { opacity: 1; } .more-articles__story--two-columns, .more-articles__story--three-columns { padding-right: 16px; width: 310px; } .more-articles__story-container:nth-child(even) .more-articles__story--two-columns { padding-right: 0; } .more-articles__story-container:nth-child(3n + 3) .more-articles__story--three-columns { padding-right: 0; } .more-articles__stories--two-columns, .more-articles__stories--three-columns { -ms-flex-align: end; align-items: flex-end; display: -ms-flexbox; display: flex; -ms-flex-wrap: wrap; flex-wrap: wrap; padding: 16px; } .more-articles__stories--two-columns .more-articles-item__link, .more-articles__stories--three-columns .more-articles-item__link { pointer-events: all; } .more-articles__story-container--two-columns { display: -ms-flexbox; display: flex; -ms-flex-pack: center; justify-content: center; width: 50%; } .more-articles__story-container--two-columns:nth-child(2) { padding-top: 0; } .more-articles__story-container--three-columns { display: -ms-flexbox; display: flex; -ms-flex-pack: center; justify-content: center; width: 33%; } .more-articles__story-container--three-columns:nth-child(-n + 3) { padding-top: 0; } .more-articles__heading--small { padding: 20px 0 0 8px; } .more-articles__heading--desktop { max-width: 1264px; padding: 38px 0 0 16px; } .more-articles__heading--tablet { max-width: 1264px; padding: 24px 0 0 16px; } /* stylelint-disable property-no-unknown */ .more-articles-item { display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; position: relative; z-index: 5; } .more-articles-item__link { text-decoration: none; } .more-articles-item__container { display: -ms-flexbox; display: flex; width: 100%; } .more-articles-item__label { display: -ms-flexbox; display: flex; -ms-flex-wrap: wrap; flex-wrap: wrap; margin-top: 8px; } .more-articles-item__type { margin-right: 16px; position: relative; } .more-articles-item__icon { color: #fff; font-size: 12px; margin-right: 8px; } .more-articles-item__text { color: #fff; font-size: 20px; font-weight: bold; line-height: 24px; padding: 0; position: relative; text-shadow: 0 1px 2px rgba(25, 62, 109, 0.7); -webkit-transition: color 0.4s; transition: color 0.4s; } .more-articles-item__text--medium { font-size: 22px; line-height: 28px; } .more-articles-item__text--large { color: #ebebeb; font-size: 30px; line-height: 37px; } .more-articles-item__container--column { -ms-flex-direction: column; flex-direction: column; } .more-articles-item__image-container { position: relative; } .more-articles-item--two-columns { margin-right: 16px; } .more-articles-item__label--desktop { margin-top: 16px; } .more-articles-item__label--tablet { margin-top: 16px; } .more-articles-item__link:hover .more-articles-item__text { color: #adadad; } .most-popular { background-color: #f9f9f9; } .most-popular__inner { margin: 0 auto; max-width: 894px; padding: 45px 24px 21px; } .most-popular__inner--desktop { padding: 47px 0 86px; } .most-popular__header { color: #010101; font-size: 14px; letter-spacing: 2.92px; line-height: 19px; margin: 0; text-align: center; text-transform: uppercase; } .most-popular__items { display: block; } .most-popular__items--desktop { display: -ms-flexbox; display: flex; -ms-flex-wrap: wrap; flex-wrap: wrap; margin-top: 57px; } .most-popular-item { box-sizing: border-box; padding-top: 33px; } .most-popular-item:last-of-type { margin-bottom: 42px; } .most-popular-item--desktop { padding: 0 20px; width: calc(33.333%); } .most-popular-item--desktop:nth-child(3n + 2) { -ms-flex-order: 2; order: 2; padding: 38px 20px; } .most-popular-item--desktop:nth-child(3n + 3) { -ms-flex-order: 3; order: 3; } .most-popular-item--desktop:nth-child(n+4) { border-left: 1px solid #dadada; } .most-popular-item--desktop:last-of-type { margin-bottom: 0; } .most-popular-item a { text-decoration: none; } .most-popular-item__content { -ms-flex-align: end; align-items: flex-end; display: -ms-flexbox; display: flex; margin-top: 5px; } .most-popular-item__number { color: #cbcbcb; font-size: 40px; font-style: italic; font-weight: bold; line-height: 32px; margin: 0 20px 0 0; width: 25px; } .most-popular-item__label { color: #4a4a4a; font-size: 12px; font-weight: bold; letter-spacing: 3px; margin: 0 0 0 45px; text-transform: uppercase; } .most-popular-item__title { color: #2e2e2ecc; font-size: 14px; letter-spacing: -0.17px; line-height: 22px; margin-bottom: 0; margin-top: 0; } .most-popular-item__title--desktop { font-size: 16px; } .StickyElementContent { -webkit-transition: -webkit-transform 0.5s; transition: -webkit-transform 0.5s; transition: transform 0.5s; transition: transform 0.5s, -webkit-transform 0.5s; } .StickyElementContent--is-undocked { left: 0; position: fixed; top: 0; width: 100%; } .StickyElementContent--is-hidden { -webkit-transform: translateY(-100%); transform: translateY(-100%); } /* stylelint-disable property-no-unknown */ .error-page-header { position: relative; } .error-page-header__headers { margin-bottom: 16px; position: relative; z-index: 1; } .error-page-header__headers--tablet-plus { margin-bottom: 32px; } .error-page-header__description { color: #444; font-size: 16px; line-height: 20px; } .error-page-header__play-icon { margin-right: 16px; } .error-page-header__play-icon button { color: #adadad; } .error-page-header__dot-label { display: -ms-flexbox; display: flex; } /* stylelint-disable property-no-unknown */ .styled-list { list-style: none; margin: 0; padding: 0; } .styled-list__item { display: -ms-flexbox; display: flex; -ms-flex-direction: row; flex-direction: row; } .styled-list__item:not(:first-of-type) { padding-top: 8px; } .styled-list__item a { font-weight: bold; text-decoration: none; } .styled-list__item--worklife a { color: #8beed9; } .styled-list__item--future a { color: #ffc857; } .styled-list__item--culture a { color: #472479; } .styled-list__item--earth a { color: #002856; } .styled-list__item--travel a { color: #002856; } .styled-list__text { color: #444; font-size: 16px; line-height: 24px; padding-left: 20px; } .styled-list__dot { display: -ms-flexbox; display: flex; margin-top: 8px; } /* stylelint-disable property-no-unknown */ .image-gallery-item { margin: 26px 0; } .image-gallery-item img { height: 100%; -o-object-fit: cover; object-fit: cover; width: 100%; } .image-gallery-item__image--landscape { margin: 20px 0 20px -3%; width: 106%; } @media (max-width: 1000px) and (min-width: 767px) { .image-gallery-item__image--landscape { margin: 20px 0 20px -16%; width: 116%; } } @media (max-width: 1180px) and (min-width: 1024px) { .image-gallery-item__image--landscape { margin: 20px 0 20px -8%; width: 108%; } } @media (max-width: 1365px) and (min-width: 1280px) { .image-gallery-item__image--landscape { margin: 20px 0 20px -42%; width: 142%; } } @media (min-width: 1366px) { .image-gallery-item__image--landscape { margin: 20px 0 20px -55%; width: 155%; } } .image-gallery-item__image--portrait { margin: 20px 0; width: 100%; } @media (max-width: 599px) { .image-gallery-item__image--portrait { margin-left: -3%; width: 106%; } } .image-gallery-item__image--portrait, .image-gallery-item__image--portrait img { max-height: 507px; min-height: 463px; } @media (max-width: 1279px) and (min-width: 768px) { .image-gallery-item__image--portrait, .image-gallery-item__image--portrait img { min-height: 818px; } } .error-page { position: relative; } .error-page__container { margin-bottom: 16px; } .error-page__container--tablet-plus { margin-bottom: 32px; } .error-page__title { margin-bottom: 12px; } .error-page__title--desktop { margin-bottom: 24px; } /* stylelint-disable property-no-unknown */ .article-labels { font-size: 12px; line-height: 16px; text-transform: uppercase; } .article-labels a { color: #fff; letter-spacing: 1px; text-decoration: none; } .article-labels__text:first-child { font-weight: bold; } /* stylelint-disable property-no-unknown */ .rectangle-story-group { display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; margin: auto; position: relative; } .rectangle-story-group__articles { display: -ms-flexbox; display: flex; -ms-flex: 1 1; flex: 1 1; -ms-flex-wrap: wrap; flex-wrap: wrap; -ms-flex-pack: center; justify-content: center; position: relative; } .rectangle-story-group__articles--small-tablet { -ms-flex-pack: unset; justify-content: unset; } .rectangle-story-group__articles--full-screen { display: block; } .rectangle-story-group__article { display: inline-block; padding-left: 18px; padding-top: 16px; } .rectangle-story-group__article--tablet { padding-left: 20px; padding-top: 22px; } .rectangle-story-group__article--desktop { padding-left: 22px; padding-top: 24px; } .rectangle-story-group__article--desktop:first-of-type { padding-left: 8px; } .rectangle-story-group__article--small-tablet { -webkit-box-sizing: border-box; box-sizing: border-box; width: 50%; } .rectangle-story-group__article--full-screen { display: block; padding: 16px; } .rectangle-story-group__article--full-screen:first-of-type { padding-top: 0; } .rectangle-story-group__article--small-desktop { padding-left: 10px; } .rectangle-story-group__article--small-desktop:last-of-type { padding-right: 8px; } .rectangle-story-group__articles-container { margin: auto; max-width: 950px; overflow: hidden; width: 100%; } .rectangle-story-group__advert-mpu { display: -ms-flexbox; display: flex; -ms-flex-pack: center; justify-content: center; margin-left: auto; margin-right: auto; padding: 16px 16px 24px; } .rectangle-story-group__advert-mpu--desktop { border-left: 1px solid #dadada; display: block; padding: 0 0 0 16px; padding-top: 0; } .rectangle-story-group__advert-mpu--small-desktop { display: block; padding: 0 0 0 8px; } .rectangle-story-group__hero--desktop { display: -ms-flexbox; display: flex; } .rectangle-story-group__article-hero--tablet { display: -ms-flexbox; display: flex; } .article-title-card-rectangle { width: 100%; } .article-title-card-rectangle__image:hover .article-title-card-rectangle__overlay { opacity: 1; } .article-title-card-rectangle__overlay { background-color: rgba(0, 0, 0, 0.6); bottom: 0; height: 100%; left: 0; opacity: 0; pointer-events: none; position: absolute; right: 0; top: 0; -webkit-transition: -webkit-transform 0.5s ease; transition: -webkit-transform 0.5s ease; transition: transform 0.5s ease; transition: transform 0.5s ease, -webkit-transform 0.5s ease; width: 100%; will-change: transform; } .article-title-card-rectangle__overlay--culture { background-color: rgba(72, 41, 120, 0.6); } .article-title-card-rectangle__image { margin-right: 40px; max-height: 390px; max-width: 620px; overflow: hidden; position: relative; width: auto; } .article-title-card-rectangle__image img { display: block; min-height: 194px; min-width: 344px; width: 100%; } .article-title-card-rectangle__image--tablet, .article-title-card-rectangle__image--desktop { margin-right: 0; width: 100%; } .article-title-card-rectangle__image--tablet img, .article-title-card-rectangle__image--desktop img { width: 110%; } .article-title-card-rectangle__image--preview-article { margin-right: 0; } .article-title-card-rectangle__image--index { margin-right: 0; max-width: 100%; } .article-title-card-rectangle__container { display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; position: relative; } .article-title-card-rectangle__container--tablet, .article-title-card-rectangle__container--desktop { -ms-flex-align: center; align-items: center; -ms-flex-direction: row; flex-direction: row; } .article-title-card-rectangle__container--preview-article { margin-right: 8px; } .article-title-card-rectangle__container--index { -ms-flex-align: initial; align-items: initial; -ms-flex-direction: column; flex-direction: column; } .article-title-card-rectangle__text-box { background-color: #fff; margin-left: 40px; padding: 16px 22px 0; position: relative; top: -22px; } .article-title-card-rectangle__text-box__label { color: #4a4a4a; font-size: 12px; font-weight: bold; letter-spacing: 3px; line-height: 20px; margin: 0; text-transform: uppercase; width: -webkit-fit-content; width: -moz-fit-content; width: fit-content; } .article-title-card-rectangle__text-box__label--worklife:hover, .article-title-card-rectangle__text-box__label--future:hover { border-bottom: 1px solid #4a4a4a; } .article-title-card-rectangle__text-box__label--culture:hover { border-bottom: 1px solid #482978; } .article-title-card-rectangle__text-box__label--index { color: #000; font-size: 20px; font-weight: 300; letter-spacing: -0.53px; line-height: 30px; } .article-title-card-rectangle__text-box__label--index--tablet { font-size: 28px; letter-spacing: -0.74px; line-height: 44px; } .article-title-card-rectangle__text-box__label--index--desktop { font-size: 32px; letter-spacing: -0.84px; line-height: 44px; } .article-title-card-rectangle__text-box__header { color: #2e2e2e; font-size: 18px; letter-spacing: -0.21px; line-height: 30px; margin-bottom: 30px; margin-top: 12px; } .article-title-card-rectangle__text-box__header--desktop { font-size: 28px; } .article-title-card-rectangle__text-box__header--tablet { font-size: 26px; } .article-title-card-rectangle__text-box__header--index { color: #3d3d3d; font-family: Helvetica; font-size: 16px; letter-spacing: -0.12px; line-height: 31px; margin-top: 4px; } .article-title-card-rectangle__text-box__author { color: #4a4a4a; font-size: 14px; font-style: italic; letter-spacing: -0.1px; line-height: 35px; margin: 8px 0 0; } .article-title-card-rectangle__text-box__author--tablet { margin: 14px 0 0; } .article-title-card-rectangle__text-box--tablet, .article-title-card-rectangle__text-box--desktop { left: -40px; margin: 0; padding: 40px; top: 0; -webkit-transform: none; transform: none; } .article-title-card-rectangle__text-box--desktop { display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; -ms-flex-pack: center; justify-content: center; } .article-title-card-rectangle__text-box--tablet { padding: 35px 22px 22px; } .article-title-card-rectangle__text-box--index { left: 0; margin-right: 40px; } .article-title-card-rectangle__text-box--index--tablet { margin-left: 50px; margin-right: 50px; padding: 30px 36px 0; top: -80px; } .article-title-card-rectangle__text-box--index--desktop { margin-left: 50px; max-width: 560px; top: -88px; width: 100%; } .article-title-card-rectangle__link { color: #000; text-decoration: none; } .article-title-card-rectangle__text-container { display: block; max-width: 252px; } .article-title-card-rectangle__text-container--tablet, .article-title-card-rectangle__text-container--desktop { max-width: 320px; } .article-title-card-rectangle__preview-container { color: #4d4d4d; text-decoration: none; } .article-title-card-rectangle__preview-text { display: block; font-size: 16px; line-height: 24px; margin-top: 27px; max-width: 396px; } .article-title-card-rectangle__read-more { display: inline-block; font-size: 15px; letter-spacing: 4px; margin: 25px 16px 0 0; text-transform: uppercase; } .article-title-card-rectangle__arrow { color: #bababa; display: inline-block; -webkit-transform: rotate(-90deg); transform: rotate(-90deg); } .article-headline { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; padding: 43px 0; } .article-headline .article-labels { text-align: center; } .article-headline__line--short { margin-bottom: 40px; } .article-headline--largeTablet .article-headline__text { font-size: 32px; text-align: center; } .article-headline--tablet { padding: 31px 0; } .article-headline--tablet .article-headline__collection { margin-bottom: 24px; } .article-headline--tablet .article-headline__text { font-size: 32px; letter-spacing: -0.84px; margin: 0 15px 23px; text-align: center; } .article-headline--mobile { padding: 20px 0; } .article-headline--mobile .article-headline__text { font-size: 24px; letter-spacing: -0.63px; margin: 0 15px 15px; text-align: center; } .article-headline--mobile .article-headline__collection { margin-bottom: 15px; } .article-headline__collection { margin-bottom: 40px; } .article-headline__collection a { color: #242424; } .article-headline__text { font-size: 45px; letter-spacing: -1.26px; line-height: 30px; margin-bottom: 44px; } /* stylelint-disable property-no-unknown */ .loading-spinner { margin: 0 auto; text-align: center; } .loading-spinner__message { color: #002756; display: block; font-size: 1.2rem; font-weight: bold; margin: 12px 0; text-align: center; text-transform: uppercase; } .loading-spinner__image { display: block; margin: 0 auto; width: 48px; } @media only screen and (min-width: 1600px) { .hero-image { height: 900px; position: relative; } .hero-image img { bottom: -100%; display: block; height: 100%; left: -100%; margin: auto; min-height: 100%; min-width: 100%; object-fit: cover; position: absolute; right: -100%; top: -100%; width: 100%; } } @media only screen and (max-width: 1600px) { .hero-image { height: 0; overflow: hidden; padding-top: 56.25%; position: relative; } .hero-image img { height: 100%; left: 0; position: absolute; top: 0; width: 100%; } } /* stylelint-disable property-no-unknown */ .article-hero { height: 672px; margin: 0; overflow: hidden; position: relative; width: 100%; } .article-hero--small-mobile { height: 373px; } .article-hero--mobile { height: 486px; } .article-hero--small-tablet { height: 433px; } .article-hero--tablet { height: 433px; } .article-hero--tablet .article-hero__content { padding: 60px 15px 0; } .article-hero__content { margin: auto; max-width: 1004px; pointer-events: none; position: relative; z-index: 1; } .article-hero--desktop { height: 573px; } .article-hero--desktop .article-hero__content { padding: 50px 30px 0; } .article-hero--large-desktop .article-hero__content { max-width: 1276px; } .article-hero--small-tablet .article-hero__content, .article-hero--mobile .article-hero__content, .article-hero--small-mobile .article-hero__content { padding: 60px 10px 0; } .article-hero--small-tablet .article-hero__content-title, .article-hero--mobile .article-hero__content-title, .article-hero--small-mobile .article-hero__content-title { font-size: 24px; line-height: 30px; max-width: 220px; } .article-hero--small-tablet .article-hero__content-line, .article-hero--mobile .article-hero__content-line, .article-hero--small-mobile .article-hero__content-line { margin-bottom: 16px; margin-top: 16px; } .article-hero--small-tablet .article-hero__content-labels, .article-hero--mobile .article-hero__content-labels, .article-hero--small-mobile .article-hero__content-labels { margin-bottom: 15px; } .article-hero--small-tablet .article-hero__content-cta, .article-hero--mobile .article-hero__content-cta, .article-hero--small-mobile .article-hero__content-cta { line-height: 22px; } .article-hero--small-tablet .article-hero__content-cta a, .article-hero--mobile .article-hero__content-cta a, .article-hero--small-mobile .article-hero__content-cta a { letter-spacing: 3px; } .article-hero__ambient-hidden { display: none; } .article-hero__background-ambient { bottom: 0; left: 0; position: absolute; right: 0; top: 0; z-index: -1; } .article-hero__background::after { background-image: linear-gradient(-63deg, rgba(0, 0, 0, 0) 0%, rgba(0, 0, 0, 0.06) 24%, rgba(0, 0, 0, 0.2) 51%, rgba(0, 0, 0, 0.32) 67%, rgba(0, 0, 0, 0.51) 100%); content: ''; height: 100%; left: 0; pointer-events: none; position: absolute; top: 0; width: 100%; } .article-hero__background img { bottom: -100%; display: block; height: 100%; left: -100%; margin: auto; min-height: 100%; min-width: 100%; object-fit: cover; position: absolute; right: -100%; top: -100%; width: 100%; } .article-hero__background--parallax img { -webkit-transform: scale(1.1); transform: scale(1.1); } .article-hero a { color: #fff; letter-spacing: 3px; text-decoration: none; } .article-hero__content-cta { clear: both; font-size: 16px; font-weight: 400; letter-spacing: 4px; line-height: 20px; max-width: 170px; pointer-events: all; text-shadow: 0 2px 4px rgba(0, 0, 0, 0.5); text-transform: uppercase; } .article-hero__content-cta a { display: -ms-flexbox; display: flex; letter-spacing: 4px; } .article-hero__content-labels { font-size: 12px; letter-spacing: 1px; line-height: 16px; margin-bottom: 20px; pointer-events: all; } .article-hero__content-line { background-color: #fff; border: 0; display: block; float: left; height: 1px; margin-bottom: 18px; margin-right: 300px; margin-top: 25px; width: 120px; } .article-hero__content-right-arrow { position: relative; } .article-hero__content-right-arrow::before { background: #fff; content: ''; height: 2px; left: 5px; margin-top: -1px; opacity: 0.4; position: absolute; top: 50%; -webkit-transition: all 0.3s ease; transition: all 0.3s ease; width: 20px; } .article-hero__content-right-arrow::after { border-right: 2px solid #fff; border-top: 2px solid #fff; content: ''; display: inline-block; height: 10px; left: 16px; margin-top: 5px; opacity: 0.4; position: absolute; -webkit-transform: rotate(45deg); transform: rotate(45deg); width: 10px; } .article-hero__content-right-arrow--small::before { opacity: 1; } .article-hero__content-right-arrow--small::after { margin-top: 6px; opacity: 1; } .article-hero__content-right-arrow img { height: 11px; margin-left: 10px; width: 19px; } .article-hero__content-title { color: #fff; font-size: 50px; line-height: 54px; margin-top: 0; max-width: 450px; pointer-events: all; text-shadow: 0 1px 2px rgba(51, 51, 51, 0.7); } .article-hero__content-title a { letter-spacing: -1.32px; } .article-hero__title-text { display: inline; } .article-hero__content-title > a:hover > div, .article-hero__content-subtitle > a:hover { background-image: -webkit-gradient(linear, left top, right top, color-stop(100%, currentColor), color-stop(0%, transparent)); background-image: linear-gradient(to right, currentColor 100%, transparent 0%); background-position: 0 1.15em; background-repeat: repeat-x; background-size: 100% 2px; } .article-hero__content-subtitle { clear: both; color: #fff; font-size: 23px; font-weight: 500; line-height: 32px; margin-bottom: 16px; margin-top: 0; max-width: 440px; pointer-events: all; text-shadow: 0 1px 2px rgba(51, 51, 51, 0.5); } .article-hero__content-subtitle a { letter-spacing: -1px; } .article-hero__content-title--small { font-size: 30px; line-height: 35px; } .article-hero__content-title--tablet { clear: both; font-size: 32px; letter-spacing: -0.84px; line-height: 42px; max-width: 264px; } .article-hero__content-title--small a { letter-spacing: -0.63px; } .article-hero__down-arrow { background-color: transparent; border: 0; bottom: 0; color: #fff; cursor: pointer; display: inline-block; left: calc(50% - 29px); margin: 0; margin-bottom: 15px; padding: 0; position: absolute; -webkit-transform: scale(0.5); transform: scale(0.5); } .see-more-button-container { color: #fff; } /* stylelint-disable */ @media screen and (min-width: 1000px) { .similar-articles-story { max-width: 900px; } } @media screen and (min-width: 601px) and (max-width: 999px) { .similar-articles-story { max-width: 600px; } } @media screen and (max-width: 600px) { .similar-articles-story { max-width: 300px; } } .related-articles { position: relative; } .related-articles__header { text-align: center; background-color: #000; color: #fff; font-size: 14px; font-weight: normal; letter-spacing: 3px; margin: 0 0 20px; padding: 8px; text-transform: uppercase; } .related-articles__header--bright { margin: 20px 0 1.15ex; font-size: 13px; background-color: #d8d8d8; color: rgba(0, 0, 0, 0.7); letter-spacing: 2px; line-height: 3; } .related-articles__list { list-style: none; padding: 0 0 1.5ex 0; margin: 0; display: -ms-flexbox; display: flex; -ms-flex-flow: row wrap; flex-flow: row wrap; /* .with-numbers */ } .related-articles__list li { -ms-flex-preferred-size: 100%; flex-basis: 100%; display: -ms-flexbox; display: flex; -ms-flex-flow: row nowrap; flex-flow: row nowrap; -ms-flex-pack: start; justify-content: flex-start; -ms-flex-align: stretch; align-items: stretch; -ms-flex-line-pack: stretch; align-content: stretch; } .related-articles__list li > div { -ms-flex: 1 1; flex: 1 1; } .related-articles__list.with-numbers { counter-reset: related-numbers; list-style-image: url(data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7); margin: 0 35px; } .related-articles__list.with-numbers li::before { counter-increment: related-numbers; content: counter(related-numbers); font-weight: bold; font-size: 40px; -ms-flex-item-align: end; align-self: flex-end; line-height: 1.85; font-style: italic; letter-spacing: 0; color: rgba(0, 0, 0, 0.18); -ms-flex: 0.1 0.1; flex: 0.1 0.1; -ms-flex-preferred-size: 1ex; flex-basis: 1ex; padding-right: 1ex; text-align: center; display: block; } .related-articles__list.with-numbers li { margin-bottom: 10px; } .related-articles--wide-layout { background-color: initial; margin-top: 20px; } ul.related-articles__list:not(.list-wide) li { max-width: 100%; } ul.related-articles__list:not(.list-wide).with-borders li:not(:last-of-type) { border-bottom: 1px solid rgba(0, 0, 0, 0.1); } ul.related-articles__list.list-wide li { max-width: 49.8%; } ul.related-articles__list.list-wide.with-borders li { border-bottom: 1px solid rgba(0, 0, 0, 0.1); } .related-article { -ms-flex-align: stretch; align-items: stretch; display: -ms-flexbox; display: flex; -ms-flex-flow: row nowrap; flex-flow: row nowrap; -webkit-box-sizing: border-box; box-sizing: border-box; font-size: 16px; min-height: 90px; } .related-article__image { width: calc(90px + 0.5ex); -ms-flex: 0.3 0.3; flex: 0.3 0.3; min-width: 90px; max-width: calc(90px + 0.5ex); margin: 0; display: block; line-height: 0; -ms-flex-order: -1; order: -1; } .related-article__image img { width: 100%; border: 0; margin: 0 12px 0 0; } .related-article__text { display: -ms-flexbox; display: flex; -ms-flex-flow: column nowrap; flex-flow: column nowrap; width: 100%; -ms-flex-pack: start; justify-content: flex-start; -ms-flex-line-pack: start; align-content: flex-start; position: relative; padding: 12px 6px 12px 0; line-height: 1.5; } .related-article__text a { width: 100%; padding-left: 12px; display: -ms-flexbox; display: flex; text-decoration: none; } .related-article__text a + a { margin-top: 1ex; } .related-article__text br { display: none; } .related-article__title { color: rgba(46, 46, 46, 0.85); letter-spacing: -0.01em; -ms-flex: 1 1; flex: 1 1; } .related-article__title:hover { color: #2e2e2e; } .related-article__collection { display: block; color: #4a4a4a; font-size: 12px; font-weight: bold; letter-spacing: 2.5px; line-height: 1.2; text-decoration: none; text-transform: uppercase; } .related-article__collection span { display: none; } .related-articles__list.square-images .related-article { margin: 0.75ex 0; } .related-articles__list.square-images .related-article:hover { background-color: #f9f9f9; } .related-articles__list.square-images.list-wide .related-article { margin: 1.25ex 1.75ex; } .related-articles__list.round-images a:hover { color: #000; } .related-articles__list.round-images .related-article { margin: 1.25ex 1.75ex; } .related-articles__list.round-images .related-article__title { padding-left: 10px; } .related-articles__list.round-images .related-article__image { width: calc(90px + 15px); max-width: calc(90px + 15px); margin: 0; } .related-articles__list.round-images .related-article__image img { border-radius: 50%; } .related-articles__list.round-images.list-wide .related-article { margin: 1.75ex 1.75ex; } .vertical-story-card-item { cursor: pointer; font-family: 'ReithSans'; height: 456px; margin: 20px 10px; position: relative; width: 297px; } @media only screen and (max-width: 1007px) { .vertical-story-card-item { width: 276px; } } @media only screen and (max-width: 600px) { .vertical-story-card-item { width: 276px; } } .vertical-story-card-item img { width: 100%; } .vertical-story-card-item__content-box { background-color: #fff; bottom: 0; -webkit-box-shadow: 0 0 5px #d8d8d8; box-shadow: 0 0 5px #d8d8d8; display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; height: 111px; -ms-flex-pack: center; justify-content: center; position: absolute; right: 0; width: 275px; } @media only screen and (max-width: 1007px) { .vertical-story-card-item__content-box { width: 261px; } } .vertical-story-card-item__content-box h1 { color: #4a4a4a; font-size: 0.75rem; font-weight: bold; letter-spacing: 3px; margin: 0; padding: 0 10px; text-transform: uppercase; } .vertical-story-card-item__content-box h2 { color: #3d3d3d; font-size: 1.3125rem; font-weight: lighter; letter-spacing: -0.06px; line-height: 42px; margin: 0; padding: 0 10px; } /* stylelint-disable property-no-unknown */ .see-more-button { border-bottom: 1px solid #979797; text-align: center; } .see-more-button__inner { background-color: transparent; border: 0; color: #6c6c6c; cursor: pointer; font-size: 14px; letter-spacing: 2.92px; line-height: 19px; margin-bottom: 13px; position: relative; text-transform: uppercase; -webkit-transition: linear 0.6s; transition: linear 0.6s; } .see-more-button__inner-arrow { color: #6c6c6c; font-size: 10px; position: absolute; right: 9px; top: 2px; -webkit-transition: linear 0.3s; transition: linear 0.3s; } .see-more-button__inner-text { margin-right: 24px; } .see-more-button__inner:hover { color: #4a4a4a; } .see-more-button__inner:hover .see-more-button__inner-arrow { color: #4a4a4a; -webkit-transform: rotate(90deg); transform: rotate(90deg); } .vertical-story-group { font-family: 'ReithSans'; position: relative; } .vertical-story-group img { -o-object-fit: cover; object-fit: cover; width: 100%; } .vertical-story-group__image-container { height: 370px; position: relative; width: 100%; } .vertical-story-group__image-container img { height: 100%; } .vertical-story-group__image-mask { background: -webkit-gradient(linear, left top, right top, from(rgba(0, 0, 0, 0.6)), to(rgba(0, 0, 0, 0))); background: linear-gradient(to right, rgba(0, 0, 0, 0.6), rgba(0, 0, 0, 0)); bottom: 0; left: 0; position: absolute; right: 0; top: 0; } .vertical-story-group__heading-container { color: #fff; left: 50%; position: absolute; text-align: center; top: 80px; -webkit-transform: translate(-50%, -50%); transform: translate(-50%, -50%); } @media only screen and (max-width: 599px) { .vertical-story-group__heading-container { top: 120px; } } .vertical-story-group__heading-container button { background-color: rgba(0, 0, 0, 0.8); border: 0; color: #fff; cursor: pointer; display: inline-block; font-size: 0.875rem; letter-spacing: 0.183rem; outline: none; padding: 15px 32px; text-align: center; text-decoration: none; } .vertical-story-group__heading-container h1 { font-size: 0.9rem; font-weight: bold; letter-spacing: 3.6px; margin-bottom: 20px; } .vertical-story-group__heading-container h2 { font-size: 2.1rem; font-weight: lighter; letter-spacing: -0.25px; line-height: 42px; } .vertical-story-group__heading-container-landscape { display: -ms-flexbox; display: flex; -ms-flex-pack: justify; justify-content: space-between; left: 0; margin-left: auto; margin-right: auto; position: absolute; right: 0; top: 65px; width: 70%; } @media only screen and (max-width: 599px) { .vertical-story-group__heading-container-landscape { -ms-flex-align: center; align-items: center; -ms-flex-direction: column; flex-direction: column; } } .vertical-story-group__heading-container-landscape h1 { color: #fff; font-size: 2.25rem; font-weight: lighter; letter-spacing: 0.95px; margin: 0; } .vertical-story-group__heading-container-landscape button { background-color: rgba(0, 0, 0, 0.8); border: 0; color: #fff; cursor: pointer; display: inline-block; font-size: 0.875rem; height: 60px; letter-spacing: 0.183rem; outline: none; padding: 15px 32px; text-align: center; text-decoration: none; width: 260px; } @media only screen and (max-width: 599px) { .vertical-story-group__heading-container-landscape button { margin-top: 50px; } } .vertical-story-group__container { display: -ms-grid; display: grid; grid-auto-rows: minmax(auto, auto); grid-template-columns: repeat(auto-fit, minmax(290px, 310px)); height: 100%; -ms-flex-pack: center; justify-content: center; justify-items: center; margin-top: -210px; width: 100%; } @media only screen and (max-width: 599px) { .vertical-story-group__container { margin-top: -120px; } } /* stylelint-disable property-no-unknown */ .mapContainer .mapTitle { background: transparent; color: #fff; display: block; font-family: 'curiousSans-Bold', Arial, sans-serif; font-size: 0.9rem; font-weight: bold; letter-spacing: 3.6px; line-height: 1.1875em; margin-top: 2%; min-width: 25%; padding: 2%; padding-bottom: 0.375em; padding-left: 8px; padding-right: 16px; padding-top: 0.375em; position: relative; text-align: center; z-index: 100; } @media only screen and (max-width: 600px) { .mapContainer .mapTitle { font-size: 2.4em; } } .mapContainer .styled-line { margin-left: auto; margin-right: auto; } .mapContainer button { background-color: rgba(255, 255, 255, 0.9); border: 0; -webkit-box-sizing: border-box; box-sizing: border-box; cursor: pointer; display: block; height: 60px; outline: none; padding: 2px; width: 60px; } .mapContainer button .gelicon { color: #589e50; font-size: 2.5em; vertical-align: middle; } .mapContainer button:hover { background-color: #f2f2f2; } @media only screen and (max-width: 600px) { .mapContainer button { height: 50px; width: 50px; } .mapContainer button .gelicon { font-size: 2em; } } .mapContainer .navigationPanel { -ms-flex-align: end; align-items: flex-end; bottom: 0; display: -ms-flexbox; display: flex; -ms-flex-pack: justify; justify-content: space-between; left: 50%; max-width: 1200px; padding: 10px; position: absolute; -webkit-transform: translate(-50%, 0); transform: translate(-50%, 0); width: 100%; } .mapContainer .zoomControls { background-color: #fff; } .mapContainer .mapboxgl-popup-content { border-radius: 0; -webkit-box-shadow: 0 3px 0 0 rgba(0, 0, 0, 0.1) !important; box-shadow: 0 3px 0 0 rgba(0, 0, 0, 0.1) !important; cursor: default; font-family: 'curiousSans-Bold', Arial, sans-serif; max-width: 300px; padding: 0 !important; text-align: left; } .mapContainer .mapboxgl-popup-content img { width: 300px; } @media only screen and (max-width: 600px) { .mapContainer .mapboxgl-popup-content { max-width: 190px; } .mapContainer .mapboxgl-popup-content img { width: 190px; } } .mapContainer .mapboxgl-ctrl-logo { display: none !important; } .mapContainer .map-marker svg { -webkit-transition: all 0.1s ease-out; transition: all 0.1s ease-out; } @media only screen and (max-width: 600px) { .mapContainer .map-marker svg { height: 52px; -webkit-transform: scale(0.75); transform: scale(0.75); } } .mapContainer .map-marker-active svg { -webkit-transform: scale(1.3); transform: scale(1.3); } @media only screen and (max-width: 600px) { .mapContainer .map-marker-active svg { height: 52px; -webkit-transform: scale(1); transform: scale(1); } } .mapContainer__articleInfo { padding: 0 18px; } .mapContainer__articleInfo .article-vertical a { color: #4a4a4a; display: block; font-size: 12px; font-weight: bold; letter-spacing: 3px; line-height: 16px; margin-right: auto; margin-top: 20px; text-decoration: none; text-transform: uppercase; } .mapContainer__articleInfo .article-title { font-size: 18px; letter-spacing: -0.21px; line-height: 30px; margin: 0.725em 0; } .mapContainer__articleInfo .article-title a { color: rgba(46, 46, 46, 0.85); text-decoration: none; } @media only screen and (max-width: 600px) { .mapContainer__articleInfo .article-title { font-size: 1.7em; } } .mapContainer__articleInfo .article-author { color: #4a4a4a; display: block; font-size: 14px; font-style: italic; letter-spacing: 0.1px; line-height: 35px; margin: 1.45em 0; text-decoration: none; } .location-header { font-size: 14px; letter-spacing: 2.92px; line-height: 19px; text-transform: uppercase; } .temperature-switcher { background: transparent; border: 0; cursor: pointer; font-size: 14px; font-style: italic; font-weight: 300; white-space: nowrap; } .temperature-switcher:active { color: currentColor; } .temperature-switcher__active { font-weight: bold; } .temperature-switcher span { margin: 0 0.2ex; } .day { --w-day-font-size: 14px; --w-day-temp-font-size: 20px; --w-day-temp-font-size-big: 32px; --w-day-temp-font-weight: 600; --w-day-name-font-weight: 500; -ms-flex-align: center; align-items: center; color: #959595; display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; font-size: var(--w-day-font-size); } .day--desktop { --w-day-temp-font-size: 24px; --w-day-temp-font-weight: normal; --w-day-name-font-weight: 600; } .day:first-of-type { color: #4b4b4b; } .day__name { font-weight: var(--w-day-name-font-weight); line-height: 1; margin-bottom: 0.75em; text-transform: uppercase; } .day__symbol-header { display: block; height: 80px; margin: 7px 0 5px; width: 98px; } .day__symbol { display: block; height: 40px; margin: 7px 0 5px; width: 50px; } .day--desktop .day__symbol { height: 60px; margin-top: 15px; width: 70px; } .day__temp { font-size: var(--w-day-temp-font-size); font-weight: var(--w-day-temp-font-weight); line-height: 1.2; margin-top: 0.75em; text-transform: lowercase; } .day__temp--header { color: #4b4b4b; font-size: 32px; font-weight: bold; } .day--mobile:first-of-type { display: -ms-flexbox; display: flex; -ms-flex-flow: row wrap; flex-flow: row wrap; -ms-flex-pack: center; justify-content: center; margin-bottom: 3em; } .day--mobile:first-of-type .day__symbol { height: 60px; margin-right: 10px; overflow: visible; width: 80px; } .day--mobile:first-of-type .day__temp { font-size: var(--w-day-temp-font-size-big); font-weight: bold; margin-top: 0; } .day--mobile:first-of-type .day__location { font-size: 120%; font-weight: 500; margin: 1em 0; } .day--mobile:first-of-type .day__name { color: #959595; } .day--mobile:first-of-type .day__location, .day--mobile:first-of-type .day__name { text-align: center; width: 100%; } .weather { --w-height: 50px; --w-wrapper-margin: 24px; --w-days-flexbasis: 33%; margin-bottom: 2rem; } .weather--desktop { --w-height: 80px; --w-wrapper-margin: 50px; --w-days-flexbasis: initial; margin-bottom: 1rem; } .weather:not(.weather--desktop) .weather__days { -ms-flex-flow: row wrap; flex-flow: row wrap; } .weather:not(.weather--desktop) .day:first-of-type { -ms-flex-preferred-size: 100%; flex-basis: 100%; width: auto; } .weather__separator { border-right: 1px solid #dcdcdc; display: block; height: var(--w-height); } .weather__days { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; -ms-flex-preferred-size: var(--w-days-flexbasis); flex-basis: var(--w-days-flexbasis); -ms-flex-pack: space-evenly; justify-content: space-evenly; margin-top: 2.5rem; } .weather__days--desktop { margin-top: 4rem; } .weather__header { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; -ms-flex-flow: column; flex-flow: column; -ms-flex-pack: center; justify-content: center; margin-bottom: var(--w-wrapper-margin); } .weather__header button { margin-top: 1.5rem; } .weather__header--desktop { /* position the temperature switcher on desktop */ position: relative; } .weather__header--desktop button { margin: 0; position: absolute; right: 0; } /* stylelint-disable property-no-unknown */ .beta-btn { background-color: #e6711b; color: #fff; cursor: pointer; height: 25px; line-height: 12px; padding: 0 7px; width: 66px; } .beta-btn:hover .beta-btn__arrow { cursor: pointer; -webkit-transform: rotate(45deg); transform: rotate(45deg); } .beta-btn:hover .beta-btn__arrow--expanded { -webkit-transform: rotate(-35deg); transform: rotate(-35deg); } .beta-btn__copy { color: #444; display: block; font-size: 12px; letter-spacing: 0; line-height: 17px; margin: 16px auto; max-width: 50%; } .beta-btn__arrow { border: solid #fff; border-width: 0 2px 2px 0; display: inline-block; padding: 3px; position: relative; top: -1px; -webkit-transform: rotate(-45deg); transform: rotate(-45deg); -webkit-transition: 0.4s; transition: 0.4s; } .beta-btn__arrow--expanded { -webkit-transform: rotate(45deg); transform: rotate(45deg); } .image-card { position: relative; } .image-card img { -o-object-fit: cover; object-fit: cover; width: 100%; } .image-card__heading-container { color: #fff; left: 50%; position: absolute; text-align: center; top: 80px; -webkit-transform: translate(-50%, -50%); transform: translate(-50%, -50%); } .image-card__heading-container button { background-color: rgba(0, 0, 0, 0.8); border: 0; color: #fff; cursor: pointer; display: inline-block; font-size: 0.875rem; letter-spacing: 0.183rem; outline: none; padding: 15px 32px; text-align: center; text-decoration: none; } .image-card__heading-container h1 { font-size: 0.9rem; font-weight: bold; letter-spacing: 3.6px; margin-top: 0; } .image-card__heading-container h2 { font-size: 2.1rem; font-weight: lighter; letter-spacing: -0.25px; line-height: 42px; margin-top: 0; } .image-card__heading-container-landscape { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; -ms-flex-pack: justify; justify-content: space-between; left: 50%; position: absolute; text-align: center; top: 50%; -webkit-transform: translate(-50%, -50%); transform: translate(-50%, -50%); width: 90%; } .image-card__heading-container-landscape__mobile { -ms-flex-align: center; align-items: center; -ms-flex-direction: column; flex-direction: column; } .image-card__heading-container-landscape h1 { color: #fff; font-size: 2.25rem; font-weight: lighter; letter-spacing: 0.95px; margin-top: 0; } .image-card__heading-container-landscape button { background-color: rgba(0, 0, 0, 0.8); border: 0; color: #fff; cursor: pointer; display: inline-block; font-size: 0.875rem; height: 60px; letter-spacing: 0.183rem; outline: none; padding: 15px 32px; text-align: center; text-decoration: none; width: 260px; } .destination-header { width: 100%; } .destination-header__container { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; -ms-flex-pack: center; justify-content: center; min-height: 380px; overflow: hidden; padding: 0 16px; position: relative; } .destination-header__image { height: 100%; overflow: hidden; position: absolute; width: 100%; } .destination-header__image img { bottom: -100%; display: block; height: 100%; left: -100%; margin: auto; min-height: 100%; min-width: 100%; object-fit: cover; position: absolute; right: -100%; top: -100%; width: 100%; } .destination-header__text { color: #fff; font-size: 28px; letter-spacing: -0.95px; line-height: 37.4px; max-width: 488px; padding: 0 20px; position: relative; text-align: center; text-transform: uppercase; width: 100%; } .destination-header__text a { color: #fff; font-weight: 300; text-decoration: none; } .destination-header__text--desktop { font-size: 36px; } .destination-header__text-container { border-bottom: solid 1px #fff; display: inline-block; line-height: 1.3; padding-bottom: 17px; } .destination-header__text-container--desktop { padding-bottom: 0.75ex; } .destination-header__link-page, .destination-header__advert { color: #fff; font-size: 12px; letter-spacing: 0.5px; margin-top: 20px; position: relative; text-align: center; } .destination-header__link-page span, .destination-header__advert span { display: block; width: 100%; } .destination-header__link-page--desktop, .destination-header__advert--desktop { margin-top: 40px; } .destination-header__link-page { left: 14px; margin: 0; position: absolute; text-transform: uppercase; top: 20px; } .destination-header__link-page--desktop { left: 25px; top: 36px; } .destination-header__background { background-image: radial-gradient(50% 49%, rgba(5, 36, 53, 0.37) 50%, rgba(0, 0, 0, 0) 83%); height: 100%; pointer-events: none; position: absolute; top: 0; width: 100%; } .destination-header a { color: #fff; text-decoration: none; } .filter { display: inline-block; max-width: 160px; position: relative; } .filter__button { background-color: #000; border: 0; color: #fff; font-size: 16px; padding: 16px; width: 160px; } .filter__content { background-color: #000; display: none; position: absolute; width: 160px; z-index: 1; } .filter:focus .filter__content, .filter:hover .filter__content { display: block; } .filter__content--open { display: block; } .filter__content button { background-color: #000; border: 0; color: #fff; cursor: pointer; display: block; font-style: italic; padding: 12px 16px; text-decoration: none; width: 100%; } .filter__content button:hover { background-color: #494848; } .callout-box-card { background-color: #eaeaea; color: #4a4a4a; margin-left: auto; margin-right: auto; text-align: left; } .callout-box-card img { height: 100%; width: 100%; } .callout-box-card__container { padding: 0.2rem 1.5rem; } .callout-box-card__container h3 { font-size: 12px; font-weight: bold; letter-spacing: 3px; line-height: 16px; margin: 1rem 0; text-transform: uppercase; } .callout-box-card__container h4 { font-size: 28px; font-weight: lighter; letter-spacing: -0.21px; line-height: 35px; } .callout-box-card__container .body { font-size: 16px; font-weight: lighter; letter-spacing: -0.12px; line-height: 31px; } .callout-box-card__container .body a { color: #4a4a4a; font-weight: bold; text-decoration: none; } /* stylelint-disable property-no-unknown */ .see-more-button { border-bottom: 1px solid #979797; text-align: center; } .see-more-button-inner { background-color: transparent; border: 0; color: #6c6c6c; cursor: pointer; font-size: 14px; letter-spacing: 2.92px; line-height: 19px; margin-bottom: 13px; position: relative; text-transform: uppercase; } .see-more-button-inner--light { color: #b4b4b4; } .see-more-button-inner__arrow { color: #6c6c6c; font-size: 10px; position: absolute; right: 9px; top: 2px; } .see-more-button-inner__arrow--light { color: #b4b4b4; } .see-more-button-inner__text { margin-right: 24px; } /* stylelint-disable property-no-unknown */ .load-more-button { -webkit-box-sizing: border-box; box-sizing: border-box; } .load-more-button__refresh.gelicon--refresh { margin-right: 16px; -webkit-transform: rotate(90deg); transform: rotate(90deg); } .load-more-button__downarrow { color: #adadad; font-size: 22px; -webkit-transition: 0.6s; transition: 0.6s; } .load-more-button__loading .load-more-button__refresh.gelicon--refresh { -webkit-animation: spin 2s linear infinite; animation: spin 2s linear infinite; } .load-more-button__downarrow:first-of-type { padding-right: 16px; } .load-more-button__downarrow:not(:first-of-type) { padding-left: 16px; } @-webkit-keyframes spin { 0% { -webkit-transform: rotate(90deg); transform: rotate(90deg); } 100% { -webkit-transform: rotate(-270deg); transform: rotate(-270deg); } } @keyframes spin { 0% { -webkit-transform: rotate(90deg); transform: rotate(90deg); } 100% { -webkit-transform: rotate(-270deg); transform: rotate(-270deg); } } /* stylelint-disable property-no-unknown */ .basic-button { -ms-flex-align: center; align-items: center; background-color: #fff; border: 1px solid #adadad; border-radius: 4px; -webkit-box-shadow: inset 0 0 0 0 #fff, 0 2px 0 0 rgba(0, 0, 0, 0.08); box-shadow: inset 0 0 0 0 #fff, 0 2px 0 0 rgba(0, 0, 0, 0.08); color: #193e6d; cursor: pointer; display: -ms-flexbox; display: flex; font-size: 20px; height: 54px; -ms-flex-pack: center; justify-content: center; min-width: 222px; text-align: center; -webkit-transition: 0.6s; transition: 0.6s; } .basic-button--worklife { color: #0052a1; } .basic-button--future { color: #002856; } .basic-button--culture { color: #472479; } .basic-button--earth { color: #0fbb56; } .basic-button--travel { color: #589e50; } .basic-button__text { color: #444; font-family: 'BBC Reith Sans Cd'; font-size: 18px; line-height: 24px; -webkit-transition: 0.6s; transition: 0.6s; } .basic-button__text--white { color: #fff; } .basic-button__text--curious { font-family: 'CuriousSansBold'; } .basic-button__text--worklife { color: #0052a1; } .basic-button__text--future { color: #002856; } .basic-button__text--culture { color: #472479; } .basic-button__text--earth { color: #0fbb56; } .basic-button__text--travel { color: #589e50; } .basic-button::before { padding-right: 16px; } .basic-button:hover { background-color: #dedede; } .basic-button--background-light-blue:hover { background-color: #dfe8ff; } .basic-button--background-worklife { background-color: #0052a1; } .basic-button--background-future { background-color: #002856; } .basic-button--background-culture { background-color: #472479; } .basic-button--background-earth { background-color: #0fbb56; } .basic-button--background-travel { background-color: #589e50; } .basic-button--background-worklife:hover { background-color: #4494e4; } .basic-button--background-future:hover { background-color: #ffc857; } .basic-button--background-culture:hover { background-color: #472479; } .basic-button--background-earth:hover { background-color: #002856; } .basic-button--background-travel:hover { background-color: #002856; } .basic-button__text--bold { font-weight: bold; } /* stylelint-disable property-no-unknown */ .read-more-button { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; -ms-flex-direction: column; flex-direction: column; font-weight: bold; position: relative; width: 224px; } /* stylelint-disable property-no-unknown */ .AdFrame { display: -ms-inline-flexbox; display: inline-flex; } .AdFrame--default { background-color: #f6f6f6; } .AdFrame--dark-grey { background-color: rgba(26, 26, 26, 0.8); } .AdFrame--centre-aligned { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; -ms-flex-pack: center; justify-content: center; } /* stylelint-disable property-no-unknown */ .text-with-styled-background { height: inherit; position: relative; width: 100%; } .text-with-styled-background--collection { display: inline-block; width: unset; } .text-with-styled-background--center-align { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; } .text-with-styled-background__text { font-family: 'CuriousSansBold'; color: #444; display: block; font-size: 20px; line-height: 24px; padding: 0 0 0 10px; position: relative; } .text-with-styled-background__text--large { font-size: 26px; line-height: 30px; padding: 0 0 0 24px; } .text-with-styled-background__text--medium { font-size: 22px; line-height: 28px; } .text-with-styled-background__text--remove-padding { padding: 0; width: 100%; } .text-with-styled-background__text--largest { font-size: 38px; line-height: 47px; } .text-with-styled-background__text--worklife { color: #0052a1; } .text-with-styled-background__text--future { color: #002856; } .text-with-styled-background__text--culture { color: #472479; } .text-with-styled-background__text--earth { color: #0fbb56; } .text-with-styled-background__text--travel { color: #589e50; } .text-with-styled-background__text--blue { color: #0052a1; } .text-with-styled-background__text--collection { font-size: 28px; line-height: 34px; padding: 0; } .text-with-styled-background__text--collection--medium { font-size: 32px; line-height: 38px; } .text-with-styled-background__text--collection--large { font-size: 38px; line-height: 47px; } .text-with-styled-background__line-container { bottom: 0; margin-left: 13px; position: absolute; width: calc(100% - 26px); } .text-with-styled-background__line { background-color: rgba(25, 62, 109, 0.05); height: 26px; max-width: 240px; position: relative; } .text-with-styled-background__line--large { bottom: -10px; height: 42px; max-width: 340px; } .text-with-styled-background__line--narrow { height: 26px; max-width: 100%; } .text-with-styled-background__line--medium { bottom: -10px; height: 36px; max-width: 340px; } .text-with-styled-background__line--largest { max-width: 100%; } .text-with-styled-background__line-container--collection { width: calc(100% + 26px); } .text-with-styled-background__line-container--no-margin { margin: 0; } .text-with-styled-background__line--collection { height: 26px; } /* stylelint-disable property-no-unknown */ .previous-media-button { -ms-flex-align: center; align-items: center; background-color: #000; border: 0; cursor: pointer; display: -ms-flexbox; display: flex; font-size: 16px; height: 50px; -ms-flex-pack: center; justify-content: center; outline: none; -webkit-transition-duration: 0.6s; transition-duration: 0.6s; width: 50px; } .previous-media-button__icon--white svg { fill: #fff; } .previous-media-button span { height: 18px; width: 16px; } /* stylelint-disable property-no-unknown */ .simple-header { color: #444; font-size: 18px; font-weight: bold; line-height: 24px; margin: 0; } .simple-header--large { font-size: 28px; line-height: 34px; } .simple-header--simple { font-size: 18px; line-height: 22px; } .simple-header--small { font-size: 18px; letter-spacing: -0.5px; line-height: 28px; } .simple-header--smallest { font-family: Helvetica; font-size: 14px; line-height: 24px; } .simple-header--medium { font-size: 24px; line-height: 28px; } .simple-header--regular { font-size: 22px; line-height: 28px; } .simple-header--condensed-bold { font-stretch: condensed; } .simple-header--condensed-bold.simple-header--large { line-height: 37px; } .simple-header--condensed-bold.simple-header--regular { line-height: 28px; } .simple-header--white { color: #fff; } /* stylelint-disable property-no-unknown */ .play-button__inline-audio, .play-button__inline-video { -ms-flex-align: center; align-items: center; background-color: #000; border: 0; cursor: pointer; display: -ms-flexbox; display: flex; font-size: 16px; height: 49px; -ms-flex-pack: center; justify-content: center; outline: none; -webkit-transition-duration: 0.6s; transition-duration: 0.6s; width: 49px; } .play-button__inline-audio .gelicon--play, .play-button__inline-video .gelicon--play { color: #ececec; -webkit-transition-duration: 0.6s; transition-duration: 0.6s; } .play-button__inline-audio--worklife .gelicon--play, .play-button__inline-video--worklife .gelicon--play { color: #8beed9; } .play-button__inline-audio--travel .gelicon--play, .play-button__inline-video--travel .gelicon--play { color: #002856; } .play-button__inline-audio--future .gelicon--play, .play-button__inline-video--future .gelicon--play { color: #ffc857; } .play-button__inline-audio--culture .gelicon--play, .play-button__inline-video--culture .gelicon--play { color: #472479; } .play-button__inline-audio--earth .gelicon--play, .play-button__inline-video--earth .gelicon--play { color: #002856; } .play-button__inline-video:hover { background-color: #ececec; } .play-button__inline-video:hover .gelicon--play { color: #000; } .play-button__inline-audio { color: #fff; font-size: 22px; height: 50px; padding: 0; width: 50px; } .play-button { -ms-flex-align: center; align-items: center; background-color: rgba(0, 0, 0, 0.2); border: 2px solid #5ae9cb; border-radius: 50%; -webkit-box-shadow: 0 2px 4px 0 rgba(0, 0, 0, 0.2); box-shadow: 0 2px 4px 0 rgba(0, 0, 0, 0.2); color: #fff; cursor: pointer; display: -ms-flexbox; display: flex; font-size: 22px; height: 80px; -ms-flex-pack: center; justify-content: center; outline: none; -webkit-transition-duration: 0.6s; transition-duration: 0.6s; width: 80px; } .play-button:hover { color: #5ae9cb; } .play-button--white { border: 4px solid #fff; } .play-button--white:hover { color: #fff; } .play-button--white .gelicon--play { color: inherit; } .play-button--worklife { border: 2px solid #8beed9; } .play-button--worklife:hover { color: #8beed9; } .play-button--travel { border: 2px solid #002856; } .play-button--travel:hover { color: #002856; } .play-button--future { border: 2px solid #ffc857; } .play-button--future:hover { color: #ffc857; } .play-button--culture { border: 2px solid #472479; } .play-button--culture:hover { color: #472479; } .play-button--earth { border: 2px solid #002856; } .play-button--earth:hover { color: #002856; } .play-button--desktop { font-size: 30px; height: 76px; width: 76px; } .play-button--background-hover:hover { background-color: rgba(0, 0, 0, 0.6); } /* stylelint-disable property-no-unknown */ .error-button { -ms-flex-align: center; align-items: center; background-color: #000; border: 0; display: -ms-flexbox; display: flex; font-size: 22px; height: 50px; -ms-flex-pack: center; justify-content: center; outline: none; -webkit-transition-duration: 0.6s; transition-duration: 0.6s; width: 50px; } .error-button .gelicon--alert { color: #ececec; } /* stylelint-disable property-no-unknown */ .simple-p-tag { color: #444; font-size: 18px; font-weight: bold; line-height: 24px; margin: 0; } .simple-p-tag--large { font-size: 28px; line-height: 34px; } .simple-p-tag--medium { font-size: 27px; letter-spacing: -1.69px; line-height: 32px; } .simple-p-tag--quote { color: #575757; } .simple-header--serif-light-italic { font-style: italic; line-height: inherit; } /* stylelint-disable property-no-unknown */ .text-summary__text { font-size: 16px; line-height: 24px; margin: 0; text-align: left; } .text-summary__text--blue { color: #193e6d; } .text-summary__text--black { color: #000; } .text-summary__text--grey { color: #6a6a6a; } .text-summary__text--dark-grey { color: #444; } .text-summary__text--left { text-align: left; } .text-summary__text--right { text-align: right; } .screen-reader-only { border: 0; clip: rect(1px, 1px, 1px, 1px); -webkit-clip-path: inset(50%); clip-path: inset(50%); height: 1px; margin: -1px; overflow: hidden; padding: 0; position: absolute !important; width: 1px; word-wrap: normal !important; } .inline-html { display: block; } /* stylelint-disable property-no-unknown */ .drop-capped { -ms-flex-align: center; align-items: center; border: 2px solid #444; color: #444; display: -ms-flexbox; display: flex; float: left; font-size: 58px; font-weight: bold; height: 84px; -ms-flex-pack: center; justify-content: center; margin: 8px 10px 4px 0; text-transform: uppercase; width: 84px; } .drop-capped--worklife { border-color: #8beed9; } .drop-capped--future { border-color: #ffc857; } .drop-capped--culture { border-color: #444; } .drop-capped--earth { border-color: #002856; } .drop-capped--travel { border-color: #002856; } .drop-capped--desktop { margin-right: 24px; } /* stylelint-disable property-no-unknown */ .close-nav { -ms-flex-align: center; align-items: center; background-color: unset; border: unset; cursor: pointer; display: -ms-flexbox; display: flex; position: relative; -webkit-transition: 0.4s; transition: 0.4s; } .close-nav__icon { color: #fff; display: -ms-flexbox; display: flex; font-size: 20px; -webkit-transition: 0.4s; transition: 0.4s; } .close-nav:hover .close-nav__icon { color: #cecece; -webkit-transform: rotate(90deg); transform: rotate(90deg); } .close-nav__label { display: inline-block; margin-right: 12px; } /* stylelint-disable property-no-unknown */ .nav-label { color: #4e4e4e; font-size: 16px; line-height: 22px; margin: auto; max-width: 1280px; -webkit-transition: 0.4s; transition: 0.4s; } .nav-label:hover { color: #8e8e8e; } .nav-label--menu { color: #ebebeb; } .nav-label--menu:hover { color: #cecece; } .nav-label--white { color: #fff; } .nav-label--curiousSans { font-family: 'CuriousSansBold'; } /* stylelint-disable property-no-unknown */ .nav-links__link { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; height: 100%; -ms-flex-pack: center; justify-content: center; padding-right: 24px; position: relative; text-decoration: none; white-space: nowrap; } .nav-links__link--active p { border-bottom: 2px solid #002856; font-weight: bold; } .nav-links__link--active--menu p { border-bottom: unset; } .nav-links__link--active--worklife p { border-bottom: 2px solid #0052a1; } .nav-links__link--active--culture p { border-bottom: 2px solid #472479; } .nav-links__link--active--earth p { border-bottom: 2px solid #0fbb56; } .nav-links__link--active--travel p { border-bottom: 2px solid #589e50; } .nav-links__icon { background-color: #0052a1; bottom: 10px; height: 2px; position: absolute; width: 80px; } .nav-links__link--menu { display: block; padding-right: unset; } .nav-links__icon--menu { display: none; } .nav-links__icon--menu-tablet { width: 60px; } .nav-links__icon--worklife { background-color: #0052a1; } .nav-links__icon--future { background-color: #002856; } .nav-links__icon--culture { background-color: #472479; } .nav-links__icon--earth { background-color: #0fbb56; } .nav-links__icon--travel { background-color: #589e50; } .nav-links__link--menu p { font-size: 26px; padding: 0 0 32px 24px; } .nav-links__link--menu-desktop p { font-size: 32px; line-height: 42px; padding: 0 0 44px 100px; } /* stylelint-disable property-no-unknown */ .burger-nav { background: transparent; border: 0; color: #0052a1; cursor: pointer; font-size: 20px; outline: none; padding: 0; } .burger-nav--worklife { color: #0052a1; } .burger-nav--future { color: #002856; } .burger-nav--culture { color: #472479; } .burger-nav--earth { color: #0fbb56; } .burger-nav--travel { color: #589e50; } .burger-nav--medium { font-size: 16px; } .burger-nav--small { font-size: 12px; } /* stylelint-disable property-no-unknown */ .nav-menu { background-color: #0052a1; display: block; height: 100%; left: 0; min-height: 100vh; opacity: 0.98; overflow: auto; position: fixed; top: 0; width: 100vw; } .nav-menu--worklife { background-color: #0052a1; } .nav-menu--future { background-color: #002856; } .nav-menu--culture { background-color: #472479; } .nav-menu--earth { background-color: #0fbb56; } .nav-menu--travel { background-color: #589e50; } .nav-menu__close-nav { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; -ms-flex-pack: justify; justify-content: space-between; margin: auto; max-width: 1280px; padding: 16px 8px 60px; } .nav-menu__close-nav--desktop { padding: 20px 16px 70px; } .nav-menu__sponsored { background-color: rgba(34, 34, 34, 0.5); height: 100%; margin-bottom: 32px; } .nav-menu__sponsored--desktop { margin-bottom: 44px; } .nav-menu__sponsored-container { padding: 20px 16px 16px 24px; } .nav-menu__sponsored--desktop-container { margin: auto; max-width: 1264px; padding: 20px 16px 20px 100px; } .nav-menu__follow-us { padding: 52px 0 34px; } /* stylelint-disable property-no-unknown */ .ad-slot { display: inline-block; } .ad-slot__container { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; } .ad-slot__label { max-width: 120px; min-width: 112px; padding-right: 8px; text-align: right; } .ad-slot--leaderboard { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; -ms-flex-pack: center; justify-content: center; } .ad-slot__label--mpu, .ad-slot__label--leaderboard { margin-bottom: 8px; max-width: unset; padding-right: unset; text-align: right; } .ad-slot__container--mpu, .ad-slot__container--leaderboard { display: inline-block; -ms-flex-wrap: unset; flex-wrap: unset; } .ad-slot__fake--sponsor { background-color: #5ae9cb; height: 31px; min-width: 88px; } .ad-slot__fake--mpu { background-color: #5ae9cb; height: 250px; min-width: 300px; } .ad-slot__fake--mpu-large { background-color: #5ae9cb; height: 600px; min-width: 300px; } .ad-slot__fake--leaderboard-large { background-color: #5ae9cb; height: 90px; min-width: 728px; } .ad-slot__fake--leaderboard-medium { background-color: #5ae9cb; height: 50px; min-width: 320px; } .ad-slot__fake--leaderboard-small { background-color: #5ae9cb; height: 50px; min-width: 300px; } .ad-slot__label--dark { color: #dcdcdc; } .ad-slot--dark { background-color: #f6f6f6; padding: 8px; } .ad-slot--black { background-color: rgba(26, 26, 26, 0.8); padding: 8px; } .open-nav { -ms-flex-align: center; align-items: center; background-color: unset; border: unset; cursor: pointer; display: -ms-flexbox; display: flex; -ms-flex-pack: end; justify-content: flex-end; padding: 0; position: relative; -webkit-transition: 0.4s; transition: 0.4s; } .open-nav__icon { display: -ms-flexbox; display: flex; } .open-nav__label { display: inline-block; margin-right: 12px; } .play-icon { background: transparent; border: 0; color: #fff; font-size: 12px; outline: none; padding: 0; } .play-icon--red { color: #f00; } .play-icon--grey { color: #999; } .play-icon--medium { font-size: 16px; } .play-icon--large { font-size: 20px; } .camera-icon { background: transparent; border: 0; color: #fff; font-size: 12px; outline: none; padding: 0; } .camera-icon--red { color: #f00; } .camera-icon--grey { color: #999; } .camera-icon--medium { font-size: 16px; } .camera-icon--large { font-size: 20px; } /* stylelint-disable property-no-unknown */ .nav-build-bar { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; height: auto; margin: auto; max-width: 1280px; width: 100%; } .nav-build-bar--mobile { height: auto; -ms-flex-pack: justify; justify-content: space-between; } .nav-build-bar--mobile .nav-build-bar__title-content { white-space: pre-wrap; } .nav-build-bar--tablet { height: 58px; } .nav-build-bar--desktop { height: 60px; } .nav-build-bar__links { display: -ms-flexbox; display: flex; -ms-flex-wrap: wrap; flex-wrap: wrap; height: 100%; -ms-flex-pack: end; justify-content: flex-end; margin-left: auto; overflow: hidden; } .nav-build-bar__sponsored-brand { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; margin-left: 8px; text-decoration: none; white-space: nowrap; } .nav-build-bar__sponsored-brand--no-brand { margin-left: 0; } .nav-build-bar__branding { display: -ms-flexbox; display: flex; padding: 0 8px 0 0; } .nav-build-bar__branding--tablet { padding: 0 30px 0 0; } .nav-build-bar__branding--desktop { padding: 0 80px 0 0; } .nav-build-bar__title-content { border: 1.78px solid; color: #444; font-size: 22px; font-weight: bold; margin: unset; padding: 8px; width: -webkit-fit-content; width: -moz-fit-content; width: fit-content; } .nav-build-bar__title-content--tablet { font-size: 24px; white-space: nowrap; } .nav-build-bar__title-content--desktop { font-size: 28px; } .nav-build-bar__open-nav { display: -ms-flexbox; display: flex; height: 48px; } .nav-build-bar__open-nav-button { display: -ms-flexbox; display: flex; padding-left: 8px; } .nav-build-bar__sponsored { background-color: #f6f6f6; border: 1px solid #d3d3d3; height: 48px; padding: 0 16px; } .nav-build-bar__open-nav--desktop { padding-right: 16px; } .nav-build-bar__open-nav--mobile { -ms-flex-pack: end; justify-content: flex-end; max-width: 100px; width: 100%; } .info-icon { background: transparent; border: 0; color: #fff; font-size: 12px; outline: none; padding: 0; } .info-icon--red { color: #f00; } .info-icon--grey { color: #999; } .info-icon--medium { font-size: 16px; } .info-icon--large { font-size: 20px; } /* stylelint-disable property-no-unknown */ .styled-dot { background-color: #5ae9cb; border-radius: 50%; -webkit-box-shadow: 0 1px 2px 0 rgba(25, 62, 109, 0.5); box-shadow: 0 1px 2px 0 rgba(25, 62, 109, 0.5); cursor: pointer; display: inline-block; height: 6px; width: 6px; } .styled-dot--no-cursor { cursor: unset; } .styled-dot--medium { -webkit-box-shadow: unset; box-shadow: unset; height: 10px; width: 10px; } .styled-dot--dark-blue { background-color: #193e6d; } .styled-dot--purple { background-color: #362e67; -webkit-box-shadow: unset; box-shadow: unset; } .styled-dot--black { background-color: #000; -webkit-box-shadow: unset; box-shadow: unset; } .styled-dot--grey-green { background-color: #008e9b; -webkit-box-shadow: unset; box-shadow: unset; } .styled-dot--dark-green { background-color: #589e50; -webkit-box-shadow: unset; box-shadow: unset; } .styled-dot--worklife { background-color: #8beed9; } .styled-dot--future { background-color: #ffc857; } .styled-dot--culture { background-color: #472479; } .styled-dot--earth { background-color: #002856; } .styled-dot--travel { background-color: #002856; } .styled-dot--worklife-prime { background-color: #0052a1; } .styled-dot--future-prime { background-color: #002856; } .styled-dot--culture-prime { background-color: #472479; } .styled-dot--earth-prime { background-color: #0fbb56; } .styled-dot--travel-prime { background-color: #589e50; } .styled-dot--large { -webkit-box-shadow: 0 1px 1px 0 rgba(25, 62, 109, 0.5); box-shadow: 0 1px 1px 0 rgba(25, 62, 109, 0.5); height: 16px; width: 16px; } .styled-dot--small { -webkit-box-shadow: unset; box-shadow: unset; height: 8px; width: 8px; } .styled-dot--grey { background-color: rgba(0, 0, 0, 0.2); } /* stylelint-disable property-no-unknown */ .email-icon { -ms-flex-align: center; align-items: center; background-color: #193e6d; border-radius: 50%; color: #fff; cursor: pointer; display: -ms-flexbox; display: flex; font-size: 11px; height: 50px; -ms-flex-pack: center; justify-content: center; -webkit-transition-duration: 0.6s; transition-duration: 0.6s; width: 50px; z-index: 55; } .email-icon:hover { background-color: #000; } .email-icon--red:hover { background-color: #f00; } /* stylelint-disable property-no-unknown */ .facebook-icon { -ms-flex-align: center; align-items: center; background-color: #193e6d; border-radius: 50%; color: #fff; cursor: pointer; display: -ms-flexbox; display: flex; font-size: 15px; height: 50px; -ms-flex-pack: center; justify-content: center; text-decoration: none; -webkit-transition-duration: 0.6s; transition-duration: 0.6s; width: 50px; z-index: 55; } .facebook-icon:hover { background-color: #3b5998; } .facebook-icon--blue { background-color: transparent; border: 1px solid #3b5998; color: #3b5998; } .facebook-icon--blue:hover { background-color: #3b5998; color: #fff; } .facebook-icon--white { background-color: transparent; border: 1px solid #fff; color: #fff; } .facebook-icon--white:hover { background-color: #fff; color: #3b5998; } .facebook-icon--small { font-size: 20px; height: 38px; width: 38px; } /* stylelint-disable property-no-unknown */ .hero-header { -ms-flex-align: center; align-items: center; display: -ms-flexbox; display: flex; } .hero-header__header { font-family: 'CuriousSansBold'; color: #fff; font-size: 38px; line-height: 40px; margin: 0; text-shadow: 0 1px 2px rgba(25, 62, 109, 0.7); } .hero-header__header--large { font-size: 44px; line-height: 48px; } .hero-header__header--medium { font-size: 38px; line-height: 47px; } .hero-header__header--small { font-size: 28px; line-height: 34px; } .hero-header__header--black { color: #000; text-shadow: unset; } .hero-header__header--grey { color: #adadad; text-shadow: unset; } .ticked-icon { -ms-flex-align: center; align-items: center; background-color: #13de99; border-radius: 50%; -webkit-box-shadow: 0 2px 4px 0 rgba(0, 0, 0, 0.2); box-shadow: 0 2px 4px 0 rgba(0, 0, 0, 0.2); display: -ms-flexbox; display: flex; height: 50px; -ms-flex-pack: center; justify-content: center; width: 50px; z-index: 55; } .ticked-icon--small { font-size: 12px; height: 38px; width: 38px; } /* stylelint-disable property-no-unknown */ .google-plus-icon { -ms-flex-align: center; align-items: center; background-color: #193e6d; border-radius: 50%; color: #fff; cursor: pointer; display: -ms-flexbox; display: flex; font-size: 26px; height: 50px; -ms-flex-pack: center; justify-content: center; text-decoration: none; -webkit-transition-duration: 0.6s; transition-duration: 0.6s; width: 50px; z-index: 55; } .google-plus-icon:hover { background-color: #d34836; } .google-plus-icon--red:hover { background-color: #f00; } /* stylelint-disable property-no-unknown */ .reddit-icon { -ms-flex-align: center; align-items: center; background-color: #193e6d; border-radius: 50%; color: #fff; cursor: pointer; display: -ms-flexbox; display: flex; font-size: 26px; height: 50px; -ms-flex-pack: center; justify-content: center; text-decoration: none; -webkit-transition-duration: 0.6s; transition-duration: 0.6s; width: 50px; z-index: 55; } .reddit-icon:hover { background-color: #ff4500; } .reddit-icon__hide { display: none; } .reddit-icon--red:hover { background-color: #f00; } /* stylelint-disable property-no-unknown */ .linkedin-icon { -ms-flex-align: center; align-items: center; background-color: #193e6d; border-radius: 50%; color: #fff; cursor: pointer; display: -ms-flexbox; display: flex; font-size: 13px; height: 50px; -ms-flex-pack: center; justify-content: center; text-decoration: none; -webkit-transition-duration: 0.6s; transition-duration: 0.6s; width: 50px; z-index: 55; } .linkedin-icon:hover { background-color: #0077b5; } .linkedin-icon--red:hover { background-color: #f00; } .share-button { -ms-flex-align: center; align-items: center; background-color: #fff; border: 1px solid #e4e4e4; color: #444; cursor: pointer; display: -ms-flexbox; display: flex; font-size: 12px; font-weight: bold; -ms-flex-pack: center; justify-content: center; letter-spacing: 3px; padding: 18px 16px; text-transform: uppercase; -webkit-transition: 0.6s; transition: 0.6s; width: 110px; z-index: 55; } .share-button .gelicon--share { margin-right: 10px; -webkit-transition: 0.3s ease-in; transition: 0.3s ease-in; } .share-button:hover .gelicon--share, .share-button .gelicon--share-sharing { -webkit-transform: rotate(-180deg); transform: rotate(-180deg); } /* stylelint-disable property-no-unknown */ .whatsapp-icon { -ms-flex-align: center; align-items: center; background-color: #193e6d; border-radius: 50%; color: #fff; cursor: pointer; display: -ms-flexbox; display: flex; font-size: 13px; height: 50px; -ms-flex-pack: center; justify-content: center; text-decoration: none; -webkit-transition-duration: 0.6s; transition-duration: 0.6s; width: 50px; z-index: 55; } .whatsapp-icon:hover { background-color: #25d366; } .whatsapp-icon--red:hover { background-color: #f00; } /* stylelint-disable property-no-unknown */ .twitter-icon { -ms-flex-align: center; align-items: center; background-color: #193e6d; border-radius: 50%; color: #fff; cursor: pointer; display: -ms-flexbox; display: flex; font-size: 13px; height: 50px; -ms-flex-pack: center; justify-content: center; text-decoration: none; -webkit-transition-duration: 0.6s; transition-duration: 0.6s; width: 50px; z-index: 55; } .twitter-icon:hover { background-color: #1da1f2; } .twitter-icon--light-blue { background-color: transparent; border: 1px solid #1da1f2; color: #1da1f2; } .twitter-icon--light-blue:hover { background-color: #1da1f2; color: #fff; } .twitter-icon--white { background-color: transparent; border: 1px solid #fff; color: #fff; } .twitter-icon--white:hover { background-color: #fff; color: #1da1f2; } .twitter-icon--small { font-size: 18px; height: 38px; width: 38px; }/* stylelint-disable */ html, body { margin: 0; padding: 0; } #root *, #root *::before, #root *::after { box-sizing: border-box; } #root article, #root aside, #root figure, #root footer, #root header, #root nav, #root section { display: block; } body { background: #fff; } .app__body { display: flex; flex-direction: column; min-height: 100vh; overflow: visible; position: relative; } .app__domestic-disclaimer { bottom: 0; position: fixed; width: 100%; z-index: 5000; } .main { display: flex; flex: 1 0 auto; flex-direction: column; } .navigation { background-color: #fff; display: none; margin: auto; max-width: 1248px; padding: 4px 16px 0; position: relative; z-index: 1000; } @media (min-width: 1008px) and (max-width: 1279px) { .navigation { max-width: 976px; } } @media (min-width: 600px) { .navigation { padding: 0 16px 1px; } } @media (min-width: 600px) and (max-width: 1007px) { .navigation { max-width: 990px; } } @media (min-width: 300px) and (max-width: 399px) { .navigation { padding: 4px 8px; } } .navigation--display { display: block; } .navigation-sticky--undocked { background-color: #fff; width: 100%; z-index: 10000; } .StickyElement { position: relative; z-index: 1501; } .loader { display: none; height: 100%; left: -99999px; opacity: 0; position: absolute; top: 0; transition: 0.2s opacity; width: 100%; z-index: 1000; } .loader--is-active { background: white; display: block; left: 0; opacity: 1; } .loader__body { display: none; left: 50%; position: fixed; top: 50%; transform: translateX(-50%) translateY(-50%); } .loader__body--show-loader { display: block; } .no-js .loader { display: none; } .article-headline__text:focus { outline: none; } .article__main { display: flex; justify-content: flex-end; margin: 0; width: 100%; } @media (max-width: 1023px) and (min-width: 768px) { .article__main { width: 80%; } } .article__subcontainer { display: flex; justify-content: flex-end; position: relative; width: 100%; z-index: 1000; } @media (max-width: 1667px) and (min-width: 1194px) { .article__subcontainer { width: 97%; } } @media (min-width: 1680px) { .article__subcontainer { justify-content: center; width: 80% !important; } } @media (min-width: 1900px) { .article__subcontainer { margin: auto; width: 71% !important; } } .article__side-mpu { min-height: 810px; } .article__side-mpu > div { background: #f1f1f1; display: inline-block; padding: 0 8px 8px; } .bbccom_standard_slot { background: transparent !important; } .article__body { background-color: #fff; flex: 1 1 auto; margin-top: -56px; max-width: 700px; width: 100%; /* stylelint-disable-next-line order/order */ } .article__body-content { overflow-wrap: break-word; } @media (min-width: 768px) and (max-width: 1007px) { .article__body { margin: 0 auto; position: relative; top: -56px; width: 82%; z-index: 100; } } @media (max-width: 767px) { .article__body { margin-top: 0; } } @media (min-width: 1024px) and (max-width: 1180px) { .article__body { margin-left: 3%; width: 97%; } } @media (max-width: 1007px) { .article__body { margin-top: 0; } } .article__mpu { flex-basis: 333px; flex-grow: 0; height: auto; } .article__body-content, .article__body .article__partner, .article__author-unit { padding: 0 10px; margin-bottom: 0; } @media (min-width: 650px) { .article__body-content, .article__body .article__partner, .article__author-unit { padding: 0 18px; } } @media (min-width: 1023px) { .article__body-content, .article__body .article__partner, .article__author-unit { padding: 0 6% 0 18px; } } .article__container { display: flex; justify-content: center; width: 100%; } .article__container + .related-articles { margin-top: 30px; margin-bottom: 20px; } .article__intro { color: #4d4d49; font-size: 18px; font-weight: bold; letter-spacing: -0.5px; line-height: 28px; margin-bottom: 24px; padding: 14px 0 0; } @media (min-width: 650px) { .article__intro { font-size: 26px; font-weight: 400; letter-spacing: -1.63px; line-height: 37px; } } .article__end { clear: both; padding-top: 36px; } .article__fade-story { background: linear-gradient(180deg, rgba(255, 255, 255, 0) 0%, #fff 100%); bottom: 0; height: 210px; position: absolute; width: 100%; z-index: 1501; } .article__fade-story--show { display: block !important; } .article__body--short { height: 700px; overflow: hidden; position: relative; } @media (min-width: 768px) { .article__body--short { height: 800px; } } .article__load-more { bottom: 24px; display: block !important; -ms-grid-column: 1; -ms-grid-column-span: 1; grid-column: 1 / span 1; left: 50%; position: absolute; transform: translateX(-50%); z-index: 1502; } .article--hidden { display: none !important; } .article__similar-articles { flex: 1 0 333px; max-width: 333px; } .article__similar-articles--hidden { display: none; } .article__similar-articles--show { display: block; } @media (max-width: 1365px) and (min-width: 1280px) { .hero-video__video { max-height: 534px; width: 73.5% !important; } } @media (min-width: 1366px) { .hero-video__video { left: 5.5%; max-height: 534px; max-width: 949px; width: 70% !important; } } @media (min-width: 1668px) { .hero-video__video { left: 14%; } } @media (min-width: 1900px) { .hero-video__video { left: 18.5%; } } .inline-audio { display: block; padding-top: 8px; } .article__audio-ad { display: flex; position: relative; margin: 17px 0 14px; } @media (max-width: 767px) { .article__audio-ad { margin: 2px 0 6px; } } .article__audio-ad .bbccom_slot { padding: 0; } .article__audio-ad .bbccom_advert { display: flex !important; max-width: 100%; } .article__audio-ad .bbccom_slot .bbccom_text { color: #000 !important; font-size: 9px !important; font-family: ArialMT !important; font-weight: normal !important; line-height: 15px !important; letter-spacing: 0 !important; text-transform: uppercase !important; text-align: left !important; margin: auto 12px 0 0 !important; width: 144px; } @media (min-width: 1280px) { .article-header .article-headline__text { font-size: 48px !important; } } .article-header__leaderboard { background: #f1f1f1 !important; } .article-header__leaderboard > div > div.bbccom_visible { background: #f1f1f1 !important; min-height: 100px; } .article-header__hero-ad { display: flex; flex-direction: row-reverse; } .article-header__hero-ad > div > div.bbccom_visible > div { background: #f1f1f1 !important; } .article-header__video .article-video__video { height: 100%; margin: auto; width: 100%; } @media (max-width: 1179px) and (min-width: 768px) { .article-header__video .article-video__video { height: 80%; width: 64%; } } @media (max-width: 1180px) and (min-width: 1024px) { .article-header__video .article-video__video { height: 80%; margin-left: 0; width: 90%; } } @media (min-width: 1181px) { .article-header__video .article-video__video { height: 80%; width: 64%; } } @media (min-width: 1024px) { .article-header__video--ads .article-video__video { margin-left: 0; width: calc(100% - 333px); } } /* this delimiter is used in infinite scroll */ .WaypointsList > div + div .article { /* stylelint-disable-next-line selector-max-compound-selectors */ } .WaypointsList > div + div .article .article-headline::before { content: ' '; font-size: 0; display: block; width: 25px; height: 3px; background: var(--brand-active-colour, currentColor); margin: 0 auto 40px; } .article-body-native-ad { margin-bottom: 41px; } .article-body-native-ad > div > div > div { background: #f1f1f1; clear: both; overflow: hidden; padding: 8px !important; } .article-body-native-ad a { padding-right: 15px; } @media screen and (max-width: 320px) { .article-body-native-ad { margin-left: -10px; width: 320px; } } .article-body__iframe { padding-top: 20px; } .article-body__pull-quote { clear: both; margin: 20px 0; padding-top: 0; } .article-body__video-text { clear: both; margin: 0; padding: 20px 0 0; width: 100%; } @media (max-width: 767px) { .article-body__video-text { margin-left: -10px; width: 107%; } } .article-body__callout-box { float: left; clear: both; margin: 1rem 1rem 1rem -8rem; } .article-body__callout-box-mobile { float: left; clear: both; margin: 3rem 0; width: 100%; } .article-body__image-text { padding: 0; } .article-body__mpu-title { color: #444; font-family: inherit; font-size: 14px; font-style: italic; text-align: center; } .article-body__image-text--square { margin: 20px 0; } .article-body__image-text--portrait { margin: 20px 0; } @media (max-width: 599px) { .article-body__image-text--portrait { margin-left: -3%; width: 106%; } } .article-body__image-text img { width: 100%; } .article-body__video-text, .article-body__image-text--landscape { margin: 20px 0 20px -3%; width: 106%; } @media (max-width: 1000px) and (min-width: 767px) { .article-body__video-text, .article-body__image-text--landscape { margin: 20px 0 20px -16%; width: 116%; } } @media (max-width: 1180px) and (min-width: 1024px) { .article-body__video-text, .article-body__image-text--landscape { margin: 20px 0 20px -8%; width: 108%; } } @media (max-width: 1365px) and (min-width: 1280px) { .article-body__video-text, .article-body__image-text--landscape { margin: 20px 0 20px -39%; width: 139%; } } @media (min-width: 1366px) { .article-body__video-text, .article-body__image-text--landscape { margin: 20px 0 20px -52%; width: 152%; } } .article-body__image-gallery .swipe-items__container, .article-body__image-gallery .swipe-items__gallery { padding: 0; } .article-body__image-gallery { margin: 20px 0; } .around-the-bbc-swimlane { margin-top: auto; } </style> <script src="https://web.archive.org/web/20211018213932js_/https://cdn.optimizely.com/public/4621041136/s/features_prod.js"></script> </head> <body> <div id="cookiePrompt"></div> <noscript><p style="position: absolute; top: -999em"><img src="https://web.archive.org/web/20211018213932im_/https://a1.api.bbc.co.uk/hit.xiti?&col=1&from=p&ptag=js&s=598253&p=worklife.article.20211007-the-service-roles-that-lead-to-burnout.page&x2=[responsive]&x3=[bbc_website]&x4=[en]&x7=[article]&x8=[reverb-3.3.0-nojs]&x11=[FEATURE_SITES_GNL]&x12=[GNL_CAPITAL]" height="1" width="1" alt=""></p></noscript><div id="bbccom_interstitial_ad" class="bbccom_display_none"></div><div id="bbccom_interstitial" class="bbccom_display_none"></div><div id="bbccom_wallpaper_ad" class="bbccom_display_none"></div><div id="bbccom_wallpaper" class="bbccom_display_none"></div> <header id="orb-banner" role="banner" aria-label="BBC"><div id="orb-header" class="orb-nav-pri orb-nav-pri-white orb-nav-empty" dir="ltr"><div class="orb-nav-pri-container b-r b-g-p"><div class="orb-nav-section orb-nav-blocks"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/">Homepage</a></div><section><div class="orb-skip-links"><h2>Accessibility links</h2><ul><li><a href="#orb-modules">Skip to content</a></li><li><a id="orb-accessibility-help" href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/accessibility/">Accessibility Help</a></li></ul></div></section><div id="mybbc-wrapper" class="orb-nav-section orb-nav-id orb-nav-focus orb-nav-id-default"> <div id="idcta-statusbar" class="orb-nav-section orb-nav-focus" data-bbc-container="id-cta" data-bbc-event-type="click" data-bbc-ignore-views="1" data-bbc-metadata="{"id-cta-type": "statusbar-orb"}" data-bbc-source="responsive_web" data-bbc-title="id-cta-sign-in"><a id="idcta-link" href="https://web.archive.org/web/20211018213932/https://account.bbc.com/account"><span id="idcta-username">BBC Account</span></a></div><script type="text/javascript">require(['idcta/statusbar'], function (statusbar) {new statusbar.Statusbar({id: 'idcta-statusbar', publiclyCacheable: true});});</script><a id="notification-link" class="js-notification-link animated three" href="#" style="display: none"><span class="hidden-span">Notifications</span><div class="notification-link--triangle"></div><div class="notification-link--triangle"></div><span id="not-num"></span></a> </div><nav role="navigation" aria-label="BBC" class="orb-nav"><div class="orb-nav-section orb-nav-links orb-nav-focus" id="orb-nav-links"><ul><li class="orb-nav-home"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/">Home</a></li><li class="orb-nav-news"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/news">News</a></li><li class="orb-nav-sport"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/sport">Sport</a></li><li class="orb-nav-weather"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/weather">Weather</a></li><li class="orb-nav-iplayer"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/iplayer">iPlayer</a></li><li class="orb-nav-sounds"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/sounds">Sounds</a></li><li class="orb-nav-cbbc"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/cbbc">CBBC</a></li><li class="orb-nav-cbeebies"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/cbeebies">CBeebies</a></li><li class="orb-nav-food"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/food">Food</a></li><li class="orb-nav-bitesize"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/bitesize">Bitesize</a></li><li class="orb-nav-arts"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/arts">Arts</a></li><li class="orb-nav-taster"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/taster">Taster</a></li><li class="orb-nav-local"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/news/localnews">Local</a></li><li class="orb-nav-three"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/bbcthree">Three</a></li><li id="orb-nav-more" style="width: 88px" aria-controls="orb-panel-more"><a href="#orb-footer" data-alt="More" class="istats-notrack">Menu<span class="orb-icon orb-icon-arrow"></span></a></li></ul></div></nav><div class="orb-nav-section orb-nav-search"> <a class="orb-search__button" href="https://web.archive.org/web/20211018213932/https://search.bbc.co.uk/search" title="Search the BBC">Search</a><form class="b-f" id="orb-search-form" role="search" method="get" action="https://web.archive.org/web/20211018213932/https://search.bbc.co.uk/search" accept-charset="utf-8"><div><label for="orb-search-q">Search the BBC</label><input id="orb-search-q" type="text" autocomplete="off" autocorrect="off" autocapitalize="off" spellcheck="false" maxlength="100" name="q" placeholder="Search"><button id="orb-search-button" class="orb-search__button">Search the BBC</button><input type="hidden" name="suggid" id="orb-search-suggid"></div></form><form id="orbit-search-form" role="search" method="get" action="https://web.archive.org/web/20211018213932/https://search.bbc.co.uk/search" accept-charset="utf-8"><div> <button id="orbit-search-button"><svg class="search-button-icon" width="1.75rem" height="1.8125rem" viewbox="0 0 28 29" version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink"><title>Search BBC</title><path d="M11,0 C17.0751322,0 22,4.92486775 22,11 C22,13.5277632 21.1473793,15.8563862 19.7140404,17.7139664 L28,26.0001 L25,29.0001 L16.518046,20.5179339 C14.8960209,21.4603385 13.0110328,22 11,22 C4.92486775,22 0,17.0751322 0,11 C0,4.92486775 4.92486775,0 11,0 Z M11,2.5001 C6.30557963,2.5001 2.5,6.30567963 2.5,11.0001 C2.5,15.6945204 6.30557963,19.5001 11,19.5001 C15.6944204,19.5001 19.5,15.6945204 19.5,11.0001 C19.5,6.30567963 15.6944204,2.5001 11,2.5001 Z" id="Shape"></path></svg><svg class="search-box-icon" width="1rem" height="1rem" viewbox="0 0 20 20" version="1.1" xmlns="http://www.w3.org/2000/svg" xmlns:xlink="http://www.w3.org/1999/xlink"><path d="M4.31263591,11.9770508 C3.26116255,10.925 2.68223368,9.52721354 2.68223368,8.04036458 C2.68223368,6.55351563 3.26116255,5.15572917 4.31325442,4.10491536 C5.36410928,3.05286458 6.76133182,2.47395833 8.24823886,2.47395833 C9.7351459,2.47395833 11.1336055,3.05348307 12.1850788,4.10491536 C14.3548251,6.27457682 14.3554436,9.80615234 12.1850788,11.9770508 C11.1336055,13.0278646 9.7351459,13.6067708 8.24823886,13.6067708 C6.76195034,13.6067708 5.36410928,13.0278646 4.31263591,11.9770508 L4.31263591,11.9770508 Z M20,17.6059245 L14.9195281,12.525651 C17.0268044,9.39980469 16.7002292,5.12171224 13.9348542,2.35520833 C12.3644478,0.785481771 10.3066526,0 8.24823886,0 C6.19106215,0 4.13264841,0.785481771 2.56347904,2.35520833 C-0.576715236,5.49589844 -0.576715236,10.5860677 2.56347904,13.7255208 C4.13326692,15.2964844 6.19106215,16.0807292 8.24823886,16.0807292 C9.81555269,16.0807292 11.3816295,15.6230469 12.733082,14.7120117 L17.8129354,19.7916667 L20,17.6059245 Z"></path></svg><span>Search BBC</span></button></div></form> </div></div><div id="orb-panels"></div></div></header>  <div id="orb-modules"> <div id="root"><div id="ad-portal"></div><nav class="navigation navigation--display"><div class="nav-bar"><div class="nav-build-bar nav-build-bar--mobile"><div class="nav-build-bar__branding"><a class="branding branding--worklife branding--medium" target="" rel="" id="" href="/web/20211018213932/https://www.bbc.com/worklife"><span class="branding__icon branding__icon--worklife branding__icon--medium"><svg version="1.1" id="Layer_1" xmlns="https://www.w3.org/2000/svg" xmlns:xlink="https://www.w3.org/1999/xlink" x="0px" y="0px" viewbox="0 0 107.9 15.8" style="enable-background:new 0 0 107.9 15.8;" xml:space="preserve"><style type="text/css"> .st0{fill:#FFFFFF;} </style><g><g><path class="st0" d="M12.9,15.5c-0.5-1.8-1-3.6-1.5-5.4c-0.5-1.8-1-3.6-1.5-5.5c-0.5,1.8-1,3.6-1.5,5.5c-0.5,1.8-1,3.6-1.5,5.5 H4.1C3.3,13,2.6,10.5,1.9,8C1.3,5.4,0.6,2.9,0,0.3h2.9c0.4,2.1,0.8,4.1,1.3,6.2c0.5,2.1,0.9,4.1,1.5,6.1c0.5-1.9,1.1-3.9,1.6-5.8 c0.5-1.9,1-3.9,1.5-5.8h2.6c0.5,1.9,0.9,3.8,1.4,5.7c0.5,1.9,1,3.8,1.5,5.7c0.5-2,1-4,1.4-6c0.5-2,0.9-4.1,1.3-6.1h2.8 c-0.6,2.6-1.3,5.1-1.9,7.6c-0.7,2.5-1.4,5-2.1,7.5H12.9z"></path><path class="st0" d="M28.2,0c1.1,0,2.1,0.2,3.1,0.6c0.9,0.4,1.7,0.9,2.3,1.6c0.7,0.7,1.2,1.5,1.5,2.5c0.3,1,0.5,2.1,0.5,3.3 c0,1.2-0.2,2.3-0.5,3.3c-0.3,1-0.8,1.8-1.5,2.5c-0.6,0.7-1.4,1.2-2.3,1.6c-0.9,0.4-1.9,0.6-3.1,0.6c-1.1,0-2.1-0.2-3.1-0.6 c-0.9-0.4-1.7-0.9-2.3-1.6c-0.7-0.7-1.2-1.5-1.5-2.5s-0.5-2.1-0.5-3.3s0.2-2.3,0.5-3.3s0.8-1.8,1.5-2.5c0.6-0.7,1.4-1.2,2.3-1.6 C26.1,0.2,27.1,0,28.2,0z M28.2,13.5c1,0,1.8-0.2,2.5-0.7c0.7-0.4,1.2-1.1,1.6-1.9c0.4-0.8,0.6-1.8,0.6-3c0-1.2-0.2-2.2-0.6-3 c-0.4-0.8-0.9-1.5-1.6-1.9c-0.7-0.4-1.5-0.7-2.5-0.7c-1,0-1.8,0.2-2.5,0.7c-0.7,0.4-1.2,1.1-1.6,1.9c-0.4,0.8-0.6,1.8-0.6,3 s0.2,2.2,0.6,3c0.4,0.8,0.9,1.5,1.6,1.9C26.4,13.2,27.3,13.5,28.2,13.5z"></path><path class="st0" d="M41,9.7v5.8h-2.6V0.3h5.2c2,0,3.5,0.4,4.5,1.2c1,0.8,1.6,2,1.6,3.5c0,1-0.3,1.9-0.8,2.6 c-0.5,0.7-1.2,1.2-2.2,1.6c0.7,1,1.3,2,2,3.1c0.6,1,1.3,2.1,1.9,3.2h-3.1c-0.6-1-1.1-2-1.7-2.9c-0.6-1-1.2-1.9-1.7-2.9 c-0.2,0-0.3,0-0.5,0H41z M41,2.5v5.1h2.4c1.2,0,2.1-0.2,2.6-0.6c0.6-0.4,0.9-1,0.9-1.9c0-0.9-0.3-1.5-0.9-1.9 c-0.6-0.4-1.5-0.6-2.6-0.6H41z"></path><path class="st0" d="M55.9,8.7h-0.8v6.8h-2.7V0.3h2.7v6.1H56c1-1.1,2-2.1,2.9-3.1c0.9-1,1.8-2,2.8-3.1h3.3 c-1.1,1.2-2.2,2.4-3.3,3.6c-1.1,1.2-2.3,2.4-3.4,3.6c1.2,1.3,2.4,2.6,3.7,3.9c1.2,1.3,2.4,2.7,3.7,4H62c-1-1.1-2-2.3-3-3.4 C58,11,57,9.8,55.9,8.7z"></path><path class="st0" d="M67.3,0.3H70v12.8h7.5v2.3H67.3V0.3z"></path><path class="st0" d="M79.4,0.3h2.7v15.1h-2.7V0.3z"></path><path class="st0" d="M85.5,0.3h9.8v2.3h-7.1v4.3h6.3v2.3h-6.3v6.3h-2.7V0.3z"></path><path class="st0" d="M97.3,0.3h10.1v2.3H100v3.9h6.6v2.3H100v4.4h7.8v2.3H97.3V0.3z"></path></g></g></svg></span></a></div><div class="nav-build-bar__open-nav nav-build-bar__open-nav--mobile"><div class="nav-build-bar__open-nav-button"><button class="open-nav" aria-label="Open more navigation" aria-haspopup="true" aria-expanded="false" id="open-nav"><div class="open-nav__label"><p class="nav-label b-reith-sans-font">Menu</p></div><div class="open-nav__icon"><div class="burger-nav gelicon--menu burger-nav--worklife"></div></div></button></div></div></div></div></nav><div class="app__body"><div class="loader loader--is-active"><div class="loader__body loader__body--show-loader"><div class="loading-spinner"><span class="loading-spinner__image"><span class="spinner--worklife"><svg class="spinner__image" viewbox="0 0 32 32" id="gel-icon-loading" width="100%" height="100%"><path d="M29.8 8l-3.5 2c1 1.8 1.6 3.8 1.6 6 0 6.6-5.4 12-12 12S4 22.6 4 16 9.4 4 16 4V0C7.2 0 0 7.2 0 16s7.2 16 16 16 16-7.2 16-16c0-2.9-.8-5.6-2.2-8z"></path></svg></span></span><span class="loading-spinner__message b-reith-sans-font">Loading</span></div></div></div><main class="main"><div class="WaypointsList"><div class="WaypointsList__item WaypointsList__item--is-active"><section class="article" id="worklifearticle20211007-the-service-roles-that-lead-to-burnout"><div id="headline-worklifearticle20211007-the-service-roles-that-lead-to-burnout"><div class="article-headline article-headline--mobile article-headline--tablet article-headline--largeTablet" role="heading" aria-level="1"><div class="article-headline__collection"><div class="article-labels b-reith-sans-font b-font-weight-300"><a class="article-labels__text b-reith-sans-font" target="" rel="" id="" href="/web/20211018213932/https://www.bbc.com/worklife/tags/how-we-work">How we work</a></div></div><div class="article-headline__text b-reith-sans-font b-font-weight-300" tabindex="-1">Why service workers are so burned out</div><div class="article-share-tools"><a href="https://web.archive.org/web/20211018213932/mailto:/?subject=Shared from BBC:Why%20service%20workers%20are%20so%20burned%20out&body=https%3A%2F%2Fwww.bbc.com%2Fworklife%2Farticle%2F20211007-the-service-roles-that-lead-to-burnout%3Focid%3Dww.social.link.email" class="email-icon gelicon--mail" target="_blank" rel="noopener noreferrer" id=""><span class="screen-reader-only">Share using Email</span><div id="EmailIcon"></div></a><a href="https://web.archive.org/web/20211018213932/https://twitter.com/intent/tweet?text=Why%20service%20workers%20are%20so%20burned%20out&url=https%3A%2F%2Fwww.bbc.com%2Fworklife%2Farticle%2F20211007-the-service-roles-that-lead-to-burnout%3Focid%3Dww.social.link.twitter&via=BBC_Worklife" class="twitter-icon gelicon--twitter" target="_blank" rel="noopener noreferrer" id=""><div id="TwitterIcon"></div><span class="screen-reader-only">Share on Twitter</span></a><a href="https://web.archive.org/web/20211018213932/https://www.facebook.com/sharer/sharer.php?u=https%3A%2F%2Fwww.bbc.com%2Fworklife%2Farticle%2F20211007-the-service-roles-that-lead-to-burnout%3Focid%3Dww.social.link.facebook&t=Why%20service%20workers%20are%20so%20burned%20out" class="facebook-icon gelicon--facebook" target="_blank" rel="noopener noreferrer" id=""><div id="FacebookIcon"></div><span class="screen-reader-only">Share on Facebook</span></a><a href="https://web.archive.org/web/20211018213932/https://www.linkedin.com/shareArticle?mini=true&url=https%3A%2F%2Fwww.bbc.com%2Fworklife%2Farticle%2F20211007-the-service-roles-that-lead-to-burnout%3Focid%3Dww.social.link.linkedin&title=Why%20service%20workers%20are%20so%20burned%20out" class="linkedin-icon gelicon--linkedin" target="_blank" rel="noopener noreferrer" id=""><span class="screen-reader-only">Share on Linkedin</span><div id="LinkedInIcon"></div></a></div></div><div class="copyright__text b-reith-sans-font">(Image credit: Getty)</div><div class="hero-image"><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/1600x900/p09xz62d.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/1600x900/p09xz62d.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/1280x720/p09xz62d.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/1280x720/p09xz62d.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/976x549/p09xz62d.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/976x549/p09xz62d.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/624x351/p09xz62d.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/624x351/p09xz62d.jpg" type="image/jpeg"/><img draggable="false" title="Demoralised man in cafe" src="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/976x549/p09xz62d.jpg" alt="Demoralised man in cafe" id=""/></picture></div></div><div class="article__container"><div class="article__main"><div class="article__subcontainer"><article class="article__body"><div class="article__author-unit"><div class="author-unit author-unit--smal-mobile"><div class="author-unit__container author-unit__container--desktop"><a class="author-unit__text b-font-family-serif" target="" rel="" id="">By Mark Johanson</a><span class="b-font-family-serif b-font-weight-300">13th October 2021</span></div><div class="author-unit__line"><div class="styled-line styled-line--dark-grey styled-line--large"></div></div></div></div><div class="article__body-content"><div class="article__intro b-font-family-serif">Long days and low pay already hurt service-sector workers. But since the pandemic, angry customers and staff shortages have made things even harder.</div><div><div class="body-text-card b-reith-sans-font"><div class="drop-capped b-reith-sans-font drop-capped--worklife">W</div><div class="body-text-card__text body-text-card__text--worklife body-text-card__text--drop-capped body-text-card__text--flush-text"><div><p>When two Category 5 hurricanes hit the US Virgin Island of Saint John in quick succession in 2017, it was the most devastating thing to happen to restaurant owner Karen Granitz in her 50 years in the service industry. But then the 65-year-old picked up the pieces, reopened her business and carried on. “I could see a light at the end of the tunnel,” she recalls. </p> <p>Covid-19 has been another beast entirely. “There’s no end in sight and we’re not in control, which is very unnerving,” says Granitz. The unprecedented circumstances created by the pandemic ultimately forced her out of business. “I closed the restaurant this past February, not because of a desire to be secluded from Covid, not because we weren’t busy enough, not because I couldn’t get supplies and not because of the shocking misbehaviour of the minority of the masses of tourists we got,” she says. The problem: staff were so burnt out they stopped showing up to work. </p> <p>“Rude customers were causing tension in house, wearing masks was exhausting and my people were scared, whether they admitted it or not,” she says. When staff didn’t show up for work, Granitz was left to pick up the slack. “I am too old to be carrying on working 16-hour days and doing the work, physically, of six people, so I said I would walk out at the top of my game before a stretcher had to carry me out.” </p> <p>The World Health Organization recognised burnout as an “<a href="https://web.archive.org/web/20211018213932/https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases">occupational phenomenon</a>” in 2019. While it’s often discussed in reference to office workers, studies show service-sector workers are uniquely affected by burnout, thanks to a combination of factors including long workdays, odd hours and a lack of regular time off. In many nations, including the United States, they are often under-paid, under-resourced and undervalued, with no sick pay or holiday-pay provision. </p> <p>Right now, service-industry burnout <a href="https://web.archive.org/web/20211018213932/https://www.businessinsider.com/understaffed-companies-give-employees-additional-work-burnout-labor-shortage-2021-9?r=US&IR=T">could be worse than ever</a>, due to a volatile mix of added stressors brought on by the pandemic, including unruly customers and dire staff shortages. It’s possible these high levels of burnout could play an important role in helping companies better understand the phenomenon and make changes that could lead to better workplaces. Yet that will be of little comfort to those experiencing daily hardship in customer-facing roles. </p></div></div></div></div><div class="article-body__image-text article-body__image-text--landscape"><div id="worklife/article/20211007-the-service-roles-that-lead-to-burnout-p09xz6k3"><div><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/1600x900/p09xz6k3.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/1600x900/p09xz6k3.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/1280x720/p09xz6k3.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/1280x720/p09xz6k3.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/976x549/p09xz6k3.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/976x549/p09xz6k3.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/624x351/p09xz6k3.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/624x351/p09xz6k3.jpg" type="image/jpeg"/><img draggable="false" title="Customers have been taking pandemic-linked stress out on service industry workers, experts say (Credit: Getty)" src="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/976x549/p09xz6k3.jpg" alt="Customers have been taking pandemic-linked stress out on service industry workers, experts say (Credit: Getty)" id=""/></picture><div class="inline-image__description b-reith-sans-font"><div class="text-summary"><p class="text-summary__text text-summary__text--grey text-summary__text--left">Customers have been taking pandemic-linked stress out on service industry workers, experts say (Credit: Getty)</p></div></div></div></div></div><div><div class="body-text-card b-reith-sans-font"><div class="body-text-card__text body-text-card__text--worklife body-text-card__text--flush-text"><div><p><strong>'Roll-your-eyes horrible’ customers</strong> </p> <p>Many service-industry workers can hardly remember the early days of the pandemic, when they were lauded for their labour as essential workers. These days, people are more likely to come across news of attacks on workers in <a href="https://web.archive.org/web/20211018213932/https://www.nytimes.com/2021/09/17/nyregion/carmines-nyc-hostess-attacked.html">restaurants</a>, <a href="https://web.archive.org/web/20211018213932/https://www.newsweek.com/bank-manager-beaten-after-work-client-angry-about-request-wear-mask-he-laid-wait-1628157">stores</a> and <a href="https://web.archive.org/web/20211018213932/https://www.bbc.com/worklife/article/20210629-whats-driving-the-us-air-rage-spike">airplanes</a> – often as a result of their new role as enforcers of Covid-era health rules. Of course, one of the quintessential tasks of a customer-facing job is dealing with problems, making these workers uniquely positioned to have hostile interactions during the pandemic. </p> <p>Granitz says the past few months on Saint John have been the most volatile she can remember, with tourists fighting to get on ferries, misbehaving on tours and putting restaurant staff on edge each shift. “You’d have 100 fabulous, amazing people and then five would show up that were unbelievably, roll-your-eyes horrible,” she says. </p> <p>In a recent survey of UK retail workers, <a href="https://web.archive.org/web/20211018213932/https://www.retail-week.com/people/data-84-of-retail-staff-say-pandemic-has-damaged-their-mental-health/7040018.article?authent=1">91% of managers said they’d noticed an increase in mental-health issues</a> among staff. Chief among the reasons: 88% of frontline retail respondents said they had experienced verbal abuse in 2020, and 60% reported being threatened by customers.</p></div></div></div></div><div class="article-body__pull-quote"><blockquote class="inline-quote b-font-family-serif b-font-weight-300 inline-quote--worklife"><h2 class="simple-header b-reith-sans-font b-font-family-serif b-font-weight-300 simple-header--serif-light-italic simple-p-tag--medium simple-p-tag--quote">I am too old to be carrying on working 16-hour days and doing the work, physically, of six people, so I said I would walk out at the top of my game before a stretcher had to carry me out – Karen Granitz</h2></blockquote></div><div><div class="body-text-card b-reith-sans-font"><div class="body-text-card__text body-text-card__text--worklife body-text-card__text--flush-text"><div><p>Jennifer Moss, author of new book The Burnout Epidemic, says this is likely the result of 20 months of being in a state of crisis, where workers are stressed out and, when they interact with the public, are being met with high levels of stress in return. “We’re always sort of at the edge right now and we’re not taking moments of pause before we react,” the Ontario, Canada-based expert explains. “So, there is just a level of volatility that those in the service sector haven’t necessarily dealt with before.” </p> <p>Moss says this increased friction can lead to heightened levels of cynicism and hopelessness among service-industry workers as well as a sense that things are out of control. As a result, they may become disengaged, anxious or experience a negative personality change – all symptoms of burnout that are often misconstrued as poor performance. </p> <p><strong>The cycle of burnout and staff shortages</strong> </p> <p>Studies show <a href="https://web.archive.org/web/20211018213932/https://www.frontiersin.org/articles/10.3389/fpsyg.2020.00036/full">burnout is a key driver of employee turnover</a>. So, it’s perhaps no surprise that the service industry has been among the hardest-hit by the Great Resignation. </p> <p>Hospitality workers in the US have <a href="https://web.archive.org/web/20211018213932/https://www.bls.gov/news.release/jolts.t04.htm">left their jobs</a> in droves since shutdowns began in early 2020. Job vacancies in the UK hospitality industry are at <a href="https://web.archive.org/web/20211018213932/https://www.bbc.com/news/business-57817775">the highest levels</a> since records began, with many leaving the workforce <a href="https://web.archive.org/web/20211018213932/https://www.bbc.com/news/business-57400560">to study or re-train in a new field</a>. A lack of service industry workers in Australia has led to <a href="https://web.archive.org/web/20211018213932/https://www.abc.net.au/news/2021-07-03/worker-accommodation-shortage-victoria-sees-businesses-suffer/100257026">bidding wars</a> in which chefs offered up to AU$200,000 ($143,520; £106,911) salaries just to accept a gig.</p></div></div></div></div><div class="article-body__image-text article-body__image-text--landscape"><div id="worklife/article/20211007-the-service-roles-that-lead-to-burnout-p09xz6s8"><div><picture><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/1600x900/p09xz6s8.webp" type="image/webp"/><source media="(min-width:1200px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/1600x900/p09xz6s8.jpg" type="image/jpeg"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/1280x720/p09xz6s8.webp" type="image/webp"/><source media="(min-width:880px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/1280x720/p09xz6s8.jpg" type="image/jpeg"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/976x549/p09xz6s8.webp" type="image/webp"/><source media="(min-width:576px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/976x549/p09xz6s8.jpg" type="image/jpeg"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/624x351/p09xz6s8.webp" type="image/webp"/><source media="(min-width:224px)" srcset="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/624x351/p09xz6s8.jpg" type="image/jpeg"/><img draggable="false" title="Staff shortages and new, complicated ways of working have added to the burden on some service sector workers (Credit: Getty)" src="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/976x549/p09xz6s8.jpg" alt="Staff shortages and new, complicated ways of working have added to the burden on some service sector workers (Credit: Getty)" id=""/></picture><div class="inline-image__description b-reith-sans-font"><div class="text-summary"><p class="text-summary__text text-summary__text--grey text-summary__text--left">Staff shortages and new, complicated ways of working have added to the burden on some service sector workers (Credit: Getty)</p></div></div></div></div></div><div><div class="body-text-card b-reith-sans-font"><div class="body-text-card__text body-text-card__text--worklife body-text-card__text--flush-text"><div><p>As a consequence of these worker shortages, many businesses in the US have attempted to <a href="https://web.archive.org/web/20211018213932/https://www.bls.gov/news.release/empsit.t24.htm">raise wages</a> to lure them back. Studies show they aren’t interested. According to a Joblist report, <a href="https://web.archive.org/web/20211018213932/https://www.joblist.com/jobs-reports/q2-2021-united-states-job-market-report">former hospitality workers are transitioning out of the industry</a> in search of a different work setting (52%), higher pay (45%), better benefits (29%) and more schedule flexibility (19%). Meanwhile, half of former hospitality workers looking for other work say no pay increase or incentive would make them return to their old restaurant, bar or hotel job. </p> <p>Kevin Oliver is the manager of a variety store in the US state of South Carolina, who has lived the consequences of severe staff shortages. The 54-year-old, who has worked in retail since he was 21, says he’s logged an average of 60 to 70 hours each week this past year. There was a period of nearly eight months during which the only way he could take a day off was to ask the other manager-level employee to work a 16-hour shift. </p> <p>“With those kinds of occurrences becoming more and more common, it’s no wonder some of us have been burnt out,” he says. Instead of having work-life balance, “for the bulk of the pandemic it's been mostly work, pretty unbalanced”. Oliver is leaving his job this month to take on a new position with a non-profit that he says offers fewer hours and higher pay. </p> <p><strong>Industry exodus</strong> </p> <p>Moss says the pandemic has made it easier for burnt-out workers like Oliver to make career changes. “We’ve all gone through 20 months of facing our own mortality,” she says. “We have questioned, intentionally, what we want to do with our lives, what we want to do with work. We’ve also learned high levels of emotional flexibility, which makes you much more open to change.”</p></div></div></div></div><div class="article-body__pull-quote"><blockquote class="inline-quote b-font-family-serif b-font-weight-300 inline-quote--worklife"><h2 class="simple-header b-reith-sans-font b-font-family-serif b-font-weight-300 simple-header--serif-light-italic simple-p-tag--medium simple-p-tag--quote">Half of former hospitality workers looking for other work say no pay increase or incentive would make them return to their old restaurant, bar or hotel job</h2></blockquote></div><div><div class="body-text-card b-reith-sans-font"><div class="body-text-card__text body-text-card__text--worklife body-text-card__text--flush-text"><div><p>If companies in the service industry want to keep their employees, they may need to start playing a major role in combatting burnout. Among entry-level staff, Moss says the relationship has long been transactional. “There is an expectation that they are going to leave, and we need to stop thinking like that,” she explains. “That means changing the way that we support those employees.” </p> <p>This could be allowing workers to share their gripes openly without fear of repercussions, ensuring all assigned workloads are sustainable, checking in with employees to gauge their wellbeing and making workers aware of clear steps for career advancement. </p> <p>“We’re in a paradigm-shifting moment in our workforce right now,” adds Moss. “Those companies that did a good job of listening to people, caring about their mental health, providing them with the support they needed, developing trust, building two-way communication and feedback – those types of organisations are the ones that will see their employees stay.” </p> <p>Moss hopes the current situation may serve as a wake-up call, heightening awareness of burnout and its effects not just in office cubicles and hospital wards but also behind café counters and store registers. And with more attention to the problem, perhaps all of us can begin to reflect on our own interactions with service industry workers and start the process of de-normalising the poor behaviour reported in recent months, too.</p></div></div></div></div><div class="article__end"><div class="article-end article-end--tablet"><div class="article-end__line--long"><div class="styled-line styled-line--worklife styled-line--medium"></div></div><div class="article-end__share-tools"><div class="article-share-tools article-share-tools--popout article-share-tools--dark"><a href="https://web.archive.org/web/20211018213932/mailto:/?subject=Shared from BBC:Why%20service%20workers%20are%20so%20burned%20out&body=https%3A%2F%2Fwww.bbc.com%2Fworklife%2Farticle%2F20211007-the-service-roles-that-lead-to-burnout%3Focid%3Dww.social.link.email" class="email-icon gelicon--mail" target="_blank" rel="noopener noreferrer" id=""><span class="screen-reader-only">Share using Email</span><div id="EmailIcon"></div></a><a href="https://web.archive.org/web/20211018213932/https://twitter.com/intent/tweet?text=Why%20service%20workers%20are%20so%20burned%20out&url=https%3A%2F%2Fwww.bbc.com%2Fworklife%2Farticle%2F20211007-the-service-roles-that-lead-to-burnout%3Focid%3Dww.social.link.twitter&via=BBC_Worklife" class="twitter-icon gelicon--twitter" target="_blank" rel="noopener noreferrer" id=""><div id="TwitterIcon"></div><span class="screen-reader-only">Share on Twitter</span></a><a href="https://web.archive.org/web/20211018213932/https://www.facebook.com/sharer/sharer.php?u=https%3A%2F%2Fwww.bbc.com%2Fworklife%2Farticle%2F20211007-the-service-roles-that-lead-to-burnout%3Focid%3Dww.social.link.facebook&t=Why%20service%20workers%20are%20so%20burned%20out" class="facebook-icon gelicon--facebook" target="_blank" rel="noopener noreferrer" id=""><div id="FacebookIcon"></div><span class="screen-reader-only">Share on Facebook</span></a><a href="https://web.archive.org/web/20211018213932/https://www.linkedin.com/shareArticle?mini=true&url=https%3A%2F%2Fwww.bbc.com%2Fworklife%2Farticle%2F20211007-the-service-roles-that-lead-to-burnout%3Focid%3Dww.social.link.linkedin&title=Why%20service%20workers%20are%20so%20burned%20out" class="linkedin-icon gelicon--linkedin" target="_blank" rel="noopener noreferrer" id=""><span class="screen-reader-only">Share on Linkedin</span><div id="LinkedInIcon"></div></a></div><div class="redesign-article-end__share"><div class="share-button-with-popout"><button class="share-button b-reith-sans-font"><span class="gelicon--share"></span>Share</button></div></div></div></div></div></div></article><aside class="article__similar-articles"><div class="article__similar-articles--show"><div class="b-reith-sans-font related-articles"><h3 class="related-articles__header related-articles__header--bright">Recommended Articles</h3><ul class="related-articles__list square-images"><li><div data-bbc-container="similar-articles" data-bbc-title="Is worker loyalty at a breaking point?" data-bbc-metadata="{"APP":"similar-articles","CHD":"card::1"}" data-bbc-result="https://www.bbc.com/worklife/article/20210721-why-worker-loyalty-is-at-a-breaking-point" data-bbc-client-routed="true" class="related-article"><div class="related-article__text"><a class="related-article__collection" target="" rel="" id="" href="/web/20211018213932/https://www.bbc.com/worklife">worklife<span>: </span></a><a class="related-article__title" target="" rel="" id="" href="/web/20211018213932/https://www.bbc.com/worklife/article/20210721-why-worker-loyalty-is-at-a-breaking-point">Is worker loyalty at a breaking point?</a></div><a class="related-article__image" target="" rel="" id="" href="/web/20211018213932/https://www.bbc.com/worklife/article/20210721-why-worker-loyalty-is-at-a-breaking-point"><img src="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/180x180/p09pzyzf.jpg" alt="A woman who has resigned sits looking at her phone thumbnail"/></a></div></li><li><div data-bbc-container="similar-articles" data-bbc-title="The 'air rage' spike on US flights" data-bbc-metadata="{"APP":"similar-articles","CHD":"card::2"}" data-bbc-result="https://www.bbc.com/worklife/article/20210629-whats-driving-the-us-air-rage-spike" data-bbc-client-routed="true" class="related-article"><div class="related-article__text"><a class="related-article__collection" target="" rel="" id="" href="/web/20211018213932/https://www.bbc.com/worklife">worklife<span>: </span></a><a class="related-article__title" target="" rel="" id="" href="/web/20211018213932/https://www.bbc.com/worklife/article/20210629-whats-driving-the-us-air-rage-spike">The 'air rage' spike on US flights</a></div><a class="related-article__image" target="" rel="" id="" href="/web/20211018213932/https://www.bbc.com/worklife/article/20210629-whats-driving-the-us-air-rage-spike"><img src="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/180x180/p09mrsn8.jpg" alt="Plane passenger holding a mask thumbnail"/></a></div></li><li><div data-bbc-container="similar-articles" data-bbc-title="Why women are so burned out" data-bbc-metadata="{"APP":"similar-articles","CHD":"card::3"}" data-bbc-result="https://www.bbc.com/worklife/article/20210928-why-women-are-more-burned-out-than-men" data-bbc-client-routed="true" class="related-article"><div class="related-article__text"><a class="related-article__collection" target="" rel="" id="" href="/web/20211018213932/https://www.bbc.com/worklife">worklife<span>: </span></a><a class="related-article__title" target="" rel="" id="" href="/web/20211018213932/https://www.bbc.com/worklife/article/20210928-why-women-are-more-burned-out-than-men">Why women are so burned out</a></div><a class="related-article__image" target="" rel="" id="" href="/web/20211018213932/https://www.bbc.com/worklife/article/20210928-why-women-are-more-burned-out-than-men"><img src="https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/180x180/p09x4mh9.jpg" alt="Woman in hall thumbnail"/></a></div></li></ul></div></div></aside></div></div></div></section></div></div><div class="around-the-bbc-swimlane"><div class="swimlane"><div class="swimlane-inner swimlane-inner--small"><div class="swimlane__content"><span class="swimlane__title b-reith-sans-font">Around the BBC</span><div class="swimlane__items"></div></div></div><div class="swimlane__background-image swimlane__background-image--atb" style="background-image:linear-gradient(180deg, rgba(0,0,0,0.50) 0%, rgba(0,0,0,0.50) 100%), url(https://web.archive.org/web/20211018213932im_/https://ychef.files.bbci.co.uk/976x549/p06dkks1.jpg);background-repeat:no-repeat;background-size:cover"></div></div></div></main></div></div> <script>window.__PWA_PRELOADED_STATE__ = {"router":{"location":{"pathname":"\u002Fworklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout","search":"","hash":"","state":undefined,"key":"vpxibm"},"action":"POP"},"config":{"version":"2.1.2","adsEnabled":false,"domain":"www.bbc.com","env":"live","clientApiUrl":"\u002Fdata","faqsUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fwww.bbc.com\u002Ffaqs","mapboxAccessToken":"pk.eyJ1IjoiYmJjd29ybGR3aWRlIiwiYSI6ImNpemp2dWZ0OTAwNGkyd3I0bHV6ems3eDMifQ.Vxn6FQ8xNwEltlVVvwpCjw","imageRecipe":{"recipePrefix":"live\u002F"},"analytics":{"ati":{"destination":"FEATURE_SITES_GNL","producer":"GNL_HOMEPAGE"},"chartbeat":{"uid":50924,"domain":"bbc.co.uk"}},"entityRouterProtocol":"https","swimlanes":true,"future":{"relatedArticles":{"numberOfArticlesToDisplay":4},"social":{"profiles":{"twitter":{"username":"@BBC_Future","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Ftwitter.com\u002FBBC_FUTURE"},"facebook":{"username":"BBCFuture","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fwww.facebook.com\u002FBBCFuture"},"instagram":{"username":"bbcfuture_official","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fwww.instagram.com\u002Fbbcfuture_official"}},"facebookPageIds":"279678448760878"},"newsletter":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttp:\u002F\u002Fpages.emails.bbc.com\u002Fsubscribe\u002F"},"images":{"default":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp077yzlp.jpg","title":"BBC Future Default Placeholder"},"author":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp077yzlp.jpg","title":"author"},"aroundTheBBC":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F976x549\u002Fp08gp0tv.jpg"},"future-planet":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F976x549\u002Fp0836dcl.jpg","collection":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp09rtqy6.jpg","title":"Collection background image"},"tag":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp09sbm5d.jpg","title":"Tag background image"}},"advertising":{"topLevelZone":"bbccom.live.site.future","defaultZoneId":"homepage","prefix":"future"},"metaData":{"description":"You’ll find stories on BBC Future on almost every topic that matters: psychology, food, climate change, health, social trends, technology and more.","titleDefault":"BBC Future","titleErrorPage404":"Page Not Found","titleErrorPageOther":"Page Unavailable","titleOffline":"Offline Articles"},"analytics":{"ati":{"producer":"GNL_FUTURE"}}},"worklife":{"relatedArticles":{"numberOfArticlesToDisplay":4},"social":{"profiles":{"twitter":{"username":"@BBC_Worklife","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fwww.twitter.com\u002FBBC_Worklife"},"facebook":{"username":"BBCWorklife","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fwww.facebook.com\u002FBBCWorklife"},"instagram":{"username":"BBC_Worklife","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fwww.instagram.com\u002FBBC_Worklife"}},"facebookPageIds":"133536249999517"},"newsletter":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttp:\u002F\u002Fpages.emails.bbc.com\u002Fsubscribe\u002F"},"images":{"default":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp07fsc3b.jpg","title":"image"},"author":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp07fsc3b.jpg","title":"author"},"aroundTheBBC":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F976x549\u002Fp06dkks1.jpg"},"collection":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp09rtqvk.jpg","title":"Collection background image"},"tag":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp09rtqvk.jpg","title":"Tag background image"}},"advertising":{"topLevelZone":"bbccom.live.site.worklife","defaultZoneId":"homepage","prefix":"worklife"},"metaData":{"description":"The latest insight and advice from BBC Worklife: careers, milestones, leadership, personal finance, economy, future of work, wellness, professional life abroad - everything you need to upgrade yourself.","titleDefault":"BBC Worklife","titleErrorPage404":"Page Not Found","titleErrorPageOther":"Page Unavailable","titleOffline":"Offline Articles"},"analytics":{"ati":{"producer":"GNL_CAPITAL"}},"swimlanes":[{"id":"office-space","title":"Office Space","backgroundImg":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F976x549\u002Fp00sm03v.jpg"},{"id":"work-ethic","title":"Work Ethic","backgroundImg":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F976x549\u002Fp06yflr4.jpg"}]},"culture":{"relatedArticles":{"numberOfArticlesToDisplay":4},"social":{"profiles":{"twitter":{"username":"@BBC_Culture","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Ftwitter.com\u002FBBC_CULTURE"},"facebook":{"username":"BBCCulture","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fwww.facebook.com\u002FBBCCulture"},"instagram":{"username":"bbc_culture","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fwww.instagram.com\u002Fbbc_culture"}},"facebookPageIds":"237388053065908"},"newsletter":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttp:\u002F\u002Fpages.emails.bbc.com\u002Fsubscribe\u002F"},"images":{"default":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp082b33v.png","title":"BBC Culture Default Placeholder"},"author":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp082b33v.png","title":"author"},"aroundTheBBC":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp08bmlwb.jpg","title":"Around the BBC background image"},"collection":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp09rtrht.jpg","title":"Collection background image"},"tag":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp09rtrht.jpg","title":"Tag background image"}},"advertising":{"topLevelZone":"bbccom.live.site.culture","defaultZoneId":"homepage","prefix":"culture"},"metaData":{"description":"Covering the latest in global arts and culture in all its forms, BBC Culture gives an international view of film and TV, books, art, music and style.","titleDefault":"BBC Culture","titleErrorPage404":"Page Not Found","titleErrorPageOther":"Page Unavailable","titleOffline":"Offline Articles"},"analytics":{"ati":{"producer":"GNL_CULTURE"}}},"travel":{"relatedArticles":{"numberOfArticlesToDisplay":4},"social":{"profiles":{"twitter":{"username":"@bbc_travel","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Ftwitter.com\u002FBBC_TRAVEL"},"facebook":{"username":"BBCTravel","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fwww.facebook.com\u002FBBCTravel"},"instagram":{"username":"bbc_travel","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fwww.instagram.com\u002Fbbc_travel"}},"facebookPageIds":"147105585468223"},"newsletter":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttp:\u002F\u002Fpages.emails.bbc.com\u002Fsubscribe\u002F"},"images":{"default":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp0984kwj.png","title":"BBC Travel Default Placeholder"},"author":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp0984kwj.png","title":"author"},"aroundTheBBC":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp099tg7y.jpg","title":"Around the BBC background image"},"destination":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp09f5vpy.jpg","title":"Destination background image"},"collection":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp09gq1x8.jpg","title":"Collection background image"},"tag":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F960x540\u002Fp09gq221.jpg","title":"Tag background image"},"destinationImageCard":{"url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F2000x540\u002Fp09f5vpy.jpg","title":"Destination Image Card Background"}},"advertising":{"topLevelZone":"bbccom.live.site.travel","defaultZoneId":"homepage","prefix":"travel"},"metaData":{"description":"The latest stories from BBC Travel on travel topics from all over the globe: culture, identity, food, history, heritage, archaeology, nature, sustainability, adventure, experiences, destinations and other themes that celebrate the people and places that make the world diverse and amazing.","titleDefault":"BBC Travel","titleErrorPage404":"Page Not Found","titleErrorPageOther":"Page Unavailable","titleOffline":"Offline Articles"},"analytics":{"ati":{"producer":"GNL_TRAVEL"}}},"moduleId":"worklife","isUk":false,"cacheExpiryMs":600000},"entities":{"authors":{"worklife\u002Fauthor\u002Fmark-johanson":{"urn":"urn:pubpipe:wwverticals:author:worklife\u002Fauthor\u002Fmark-johanson","_id":"61535fda45ceed41482188f9","assetImage":null,"description":"","email":"","links":null,"name":"Mark Johanson","primaryVertical":"worklife","twitter":"","creationDateTime":"2014-11-03T08:07:46Z","entity":"author","guid":"b12553b6-79cc-4829-b869-44dcde33211a","id":"worklife\u002Fauthor\u002Fmark-johanson","modifiedDateTime":"2021-06-17T19:00:28.47164Z","project":"worklife","slug":"mark-johanson","cacheLastUpdated":1634592730237},"worklife\u002Fauthor\u002Fjosie-cox":{"urn":"urn:pubpipe:wwverticals:author:worklife\u002Fauthor\u002Fjosie-cox","_id":"615361dd45ceed2e3b6342c3","assetImage":null,"description":"","email":"","links":null,"name":"Josie Cox","primaryVertical":"worklife","twitter":"","creationDateTime":"2019-04-25T13:47:03.862792Z","entity":"author","guid":"3edeb3b2-fe51-4207-ac85-8ca9daa46963","id":"worklife\u002Fauthor\u002Fjosie-cox","modifiedDateTime":"2021-06-17T18:55:43.725551Z","project":"worklife","slug":"josie-cox","cacheLastUpdated":1634592730238},"worklife\u002Fauthor\u002Falex-christian":{"urn":"urn:pubpipe:wwverticals:author:worklife\u002Fauthor\u002Falex-christian","_id":"6166dfc845ceed13963dbe8d","assetImage":null,"description":"","email":"","links":null,"name":"Alex Christian","primaryVertical":"worklife","twitter":"","creationDateTime":"2021-10-13T13:31:50.638558Z","entity":"author","guid":"a0c240cf-cd17-4213-888c-af43debb120c","id":"worklife\u002Fauthor\u002Falex-christian","modifiedDateTime":"2021-10-13T20:45:07.953201Z","project":"worklife","slug":"alex-christian","cacheLastUpdated":1634592730231},"worklife\u002Fauthor\u002Fmaddy-savage":{"urn":"urn:pubpipe:wwverticals:author:worklife\u002Fauthor\u002Fmaddy-savage","_id":"6153619a45ceed1bc669e511","assetImage":null,"description":"\u003Cp\u003EMaddy Savage is a British journalist based in Stockholm.\u003C\u002Fp\u003E","email":"","links":null,"name":"Maddy Savage","primaryVertical":"worklife","twitter":"@maddysavage","creationDateTime":"2015-11-24T13:58:54.488691Z","entity":"author","guid":"8d16c897-9b6e-4751-955e-bb80a2d9e179","id":"worklife\u002Fauthor\u002Fmaddy-savage","modifiedDateTime":"2021-06-17T18:59:39.303819Z","project":"worklife","slug":"maddy-savage","cacheLastUpdated":1634592730251},"worklife\u002Fauthor\u002Fkate-morgan":{"urn":"urn:pubpipe:wwverticals:author:worklife\u002Fauthor\u002Fkate-morgan","_id":"6153603e45ceed7b547ec7b3","assetImage":null,"description":"","email":"","links":null,"name":"Kate Morgan","primaryVertical":"worklife","twitter":"","creationDateTime":"2020-06-11T01:22:45.966136Z","entity":"author","guid":"2bb58c0d-76a8-4ad8-856c-d3dc8d59938a","id":"worklife\u002Fauthor\u002Fkate-morgan","modifiedDateTime":"2021-06-17T18:56:39.569149Z","project":"worklife","slug":"kate-morgan","cacheLastUpdated":1634592730246},"worklife\u002Fauthor\u002Fbryan-lufkin":{"urn":"urn:pubpipe:wwverticals:author:worklife\u002Fauthor\u002Fbryan-lufkin","_id":"6153624f45ceed3bdd7096df","assetImage":["p080db2z"],"description":"","email":"","links":null,"name":"Bryan Lufkin","primaryVertical":"worklife","twitter":"@bryan_lufkin","creationDateTime":"2017-06-21T19:26:43.557098Z","entity":"author","guid":"dd191c86-15a6-4d6b-9803-4a7abf5e6f01","id":"worklife\u002Fauthor\u002Fbryan-lufkin","modifiedDateTime":"2021-06-17T18:44:38.658048Z","project":"worklife","slug":"bryan-lufkin","cacheLastUpdated":1634592730247},"worklife\u002Fauthor\u002Fkatie-bishop":{"urn":"urn:pubpipe:wwverticals:author:worklife\u002Fauthor\u002Fkatie-bishop","_id":"615360fc45ceed4af85c8606","assetImage":null,"description":"","email":"","links":null,"name":"Katie Bishop","primaryVertical":"worklife","twitter":"","creationDateTime":"2020-03-18T20:17:54.580447Z","entity":"author","guid":"9c00340e-b4cd-4a0f-9c77-810ca3ed4383","id":"worklife\u002Fauthor\u002Fkatie-bishop","modifiedDateTime":"2021-06-17T18:57:06.165287Z","project":"worklife","slug":"katie-bishop","cacheLastUpdated":1634592730233},"worklife\u002Fauthor\u002Fanna-jones":{"urn":"urn:pubpipe:wwverticals:author:worklife\u002Fauthor\u002Fanna-jones","_id":"6153616845ceed77c55da8f2","assetImage":null,"description":"","email":"","links":null,"name":"Anna Jones","primaryVertical":"worklife","twitter":"","creationDateTime":"2021-08-17T08:25:50.913722Z","entity":"author","guid":"de5b71d1-b0aa-4283-b4aa-b71966bd2826","id":"worklife\u002Fauthor\u002Fanna-jones","modifiedDateTime":"2021-08-17T08:25:50.913722Z","project":"worklife","slug":"anna-jones","cacheLastUpdated":1634592730248},"worklife\u002Fauthor\u002Fchristine-ro":{"urn":"urn:pubpipe:wwverticals:author:worklife\u002Fauthor\u002Fchristine-ro","_id":"6153615d45ceed7f9b089971","assetImage":null,"description":"","email":"","links":null,"name":"Christine Ro","primaryVertical":"worklife","twitter":"","creationDateTime":"2019-04-08T13:10:40.34141Z","entity":"author","guid":"add467f9-6d61-466a-9e44-c85bdc9c5316","id":"worklife\u002Fauthor\u002Fchristine-ro","modifiedDateTime":"2021-06-17T18:47:10.731039Z","project":"worklife","slug":"christine-ro","cacheLastUpdated":1634592730240},"worklife\u002Fauthor\u002Fpeter-yeung":{"urn":"urn:pubpipe:wwverticals:author:worklife\u002Fauthor\u002Fpeter-yeung","_id":"6153601745ceed6a36639a75","assetImage":null,"description":"","email":"","links":null,"name":"Peter Yeung","primaryVertical":"worklife","twitter":"","creationDateTime":"2021-01-03T21:24:45.670265Z","entity":"author","guid":"2bc080ce-8811-4096-9cdd-a7520edeadad","id":"worklife\u002Fauthor\u002Fpeter-yeung","modifiedDateTime":"2021-06-17T19:04:15.962189Z","project":"worklife","slug":"peter-yeung","cacheLastUpdated":1634592730240},"worklife\u002Fauthor\u002Fhannah-hickok":{"urn":"urn:pubpipe:wwverticals:author:worklife\u002Fauthor\u002Fhannah-hickok","_id":"61535fec45ceed4b1d2f0841","assetImage":null,"description":"","email":"","links":null,"name":"Hannah Hickok","primaryVertical":"worklife","twitter":"","creationDateTime":"2021-01-06T21:10:19.452752Z","entity":"author","guid":"ca1d2687-10ad-46fe-9aef-a699d2d258cc","id":"worklife\u002Fauthor\u002Fhannah-hickok","modifiedDateTime":"2021-06-17T18:52:42.002508Z","project":"worklife","slug":"hannah-hickok","cacheLastUpdated":1634592730241},"worklife\u002Fauthor\u002Fsara-harrison":{"urn":"urn:pubpipe:wwverticals:author:worklife\u002Fauthor\u002Fsara-harrison","_id":"6153602d45ceed71af01aa87","assetImage":null,"description":"","email":"","links":null,"name":"Sara Harrison","primaryVertical":"worklife","twitter":"","creationDateTime":"2021-02-16T08:04:45.291042Z","entity":"author","guid":"edbaef4d-f668-4efc-92e6-a1e64bad4593","id":"worklife\u002Fauthor\u002Fsara-harrison","modifiedDateTime":"2021-06-17T19:06:42.847665Z","project":"worklife","slug":"sara-harrison","cacheLastUpdated":1634592730241},"worklife\u002Fauthor\u002Fbarbara-woolsey":{"urn":"urn:pubpipe:wwverticals:author:worklife\u002Fauthor\u002Fbarbara-woolsey","_id":"6153618c45ceed1253445b5f","assetImage":null,"description":"","email":"","links":null,"name":"Barbara Woolsey","primaryVertical":"worklife","twitter":"","creationDateTime":"2021-01-07T21:05:48.60195Z","entity":"author","guid":"00a593d4-4af5-4c23-9b1b-603c5fed237e","id":"worklife\u002Fauthor\u002Fbarbara-woolsey","modifiedDateTime":"2021-06-17T18:43:16.582027Z","project":"worklife","slug":"barbara-woolsey","cacheLastUpdated":1634592730250}},"collections":{"future\u002Fpremium-collection\u002Ffamily-tree":{"urn":"urn:pubpipe:wwverticals:collection:future\u002Fpremium-collection\u002Ffamily-tree","_id":"6153615e45ceed67927ad4b5","brandingLogo":"","campaign":null,"collectionType":"premium-collection","description":"Family Tree explores the complexities and questions about parenting, children and family life from a global perspective.","imageAlignment":"centre","imageAltText":"","isPremiumCollection":true,"moreArticles":[],"name":"Family Tree","partner":null,"primaryVertical":"future","theme":"#005a5a","title":"Family Tree","creationDateTime":"2021-09-16T18:29:05.754142Z","entity":"collection","guid":"414420e7-8401-409e-91e3-a8982d8199f0","id":"future\u002Fpremium-collection\u002Ffamily-tree","modifiedDateTime":"2021-10-12T15:51:47.367801Z","project":"future","slug":"premium-collection\u002Ffamily-tree","image":[],"cacheLastUpdated":1634592730250},"worklife\u002Fpremium-collection\u002Fhello-hybrid":{"urn":"urn:pubpipe:wwverticals:collection:worklife\u002Fpremium-collection\u002Fhello-hybrid","_id":"6153621b45ceed3bdd709539","brandingLogo":"","campaign":null,"collectionType":"premium-collection","description":"Hybrid work is here. The way we work with our colleagues has changed, and even our office spaces look different. Now that we're into a new kind of grind, here's what's next.","imageAlignment":"left","imageAltText":"","isPremiumCollection":true,"moreArticles":null,"name":"Hello Hybrid","partner":null,"primaryVertical":"worklife","theme":"#689F38","title":"Hello Hybrid","creationDateTime":"2021-07-12T16:12:04.58905Z","entity":"collection","guid":"37f856e5-2f77-4a14-a466-45d6c1340132","id":"worklife\u002Fpremium-collection\u002Fhello-hybrid","modifiedDateTime":"2021-10-03T13:30:19.830584Z","project":"worklife","slug":"premium-collection\u002Fhello-hybrid","image":[],"cacheLastUpdated":1634592730248}},"images":{"p09xz6k3":{"urn":"urn:external:nitro:image:p09xz6k3","_id":"615ebbbd45ceed1b8d23bda4","copyright":"Getty","fileSizeBytes":291071,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fz6\u002Fp09xz6k3.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Customers have been taking pandemic-linked stress out on service industry workers, experts say (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xz6k3.jpg","title":"Difficult customers","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xz6k3","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xz6k3.jpg","cacheLastUpdated":1634592730236},"p09xz6s8":{"urn":"urn:external:nitro:image:p09xz6s8","_id":"615ebbbd45ceed1b8d23bda3","copyright":"Getty","fileSizeBytes":678834,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fz6\u002Fp09xz6s8.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Staff shortages and new, complicated ways of working have added to the burden on some service sector workers (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xz6s8.jpg","title":"Outdoor cafe","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xz6s8","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xz6s8.jpg","cacheLastUpdated":1634592730236},"p09xz62d":{"urn":"urn:external:nitro:image:p09xz62d","_id":"615ebbbd45ceed1b8d23bda1","copyright":"Getty","fileSizeBytes":356312,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fz6\u002Fp09xz62d.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"(Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xz62d.jpg","title":"Bored man in cafe","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xz62d","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xz62d.jpg","cacheLastUpdated":1634592730236},"p09q0p0p":{"urn":"urn:external:nitro:image:p09q0p0p","_id":"61535f6b45ceed194a1c87d7","copyright":"Getty","fileSizeBytes":333149,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9q\u002F0p\u002Fp09q0p0p.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"After a year of remote work, some are challenging pre-pandemic work conventions, like the need to be present in offices (Credit: Getty)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09q0p0p.jpg","title":"lots-of-office-workers.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09q0p0p","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09q0p0p.jpg","cacheLastUpdated":1634592730236},"p09pzzrp":{"urn":"urn:external:nitro:image:p09pzzrp","_id":"6153623b45ceed37ed3aeac9","copyright":"Getty","fileSizeBytes":431660,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9p\u002Fzz\u002Fp09pzzrp.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Workers gained flexibility during the pandemic – and some are reluctant to abandon patterns that worked for them (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09pzzrp.jpg","title":"Wfh Getty","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09pzzrp","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09pzzrp.jpg","cacheLastUpdated":1634592730236},"p09pzyzf":{"urn":"urn:external:nitro:image:p09pzyzf","_id":"6153615645ceed74b31636c4","copyright":"Getty","fileSizeBytes":376671,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9p\u002Fzy\u002Fp09pzyzf.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"(Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09pzyzf.jpg","title":"Quitting Getty","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09pzyzf","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09pzyzf.jpg","cacheLastUpdated":1634592730236},"p09mrsrs":{"urn":"urn:external:nitro:image:p09mrsrs","_id":"6153622245ceed3bdd709583","copyright":"Getty Images","fileSizeBytes":197936,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9m\u002Frs\u002Fp09mrsrs.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Some may perceive fellow passengers as threats to their physical health and safety (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09mrsrs.jpg","title":"woman-sanitising-plane.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09mrsrs","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09mrsrs.jpg","cacheLastUpdated":1634592730237},"p09mrsn2":{"urn":"urn:external:nitro:image:p09mrsn2","_id":"61535f1b45ceed3eb41bd8ac","copyright":"Getty Images","fileSizeBytes":318275,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9m\u002Frs\u002Fp09mrsn2.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Air rage is happening in multiple countries, but it's specifically spiking in the US (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09mrsn2.jpg","title":"american-aeroplane.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09mrsn2","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09mrsn2.jpg","cacheLastUpdated":1634592730237},"p09mrsn8":{"urn":"urn:external:nitro:image:p09mrsn8","_id":"61535fca45ceed37915e5b64","copyright":"","fileSizeBytes":231332,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9m\u002Frs\u002Fp09mrsn8.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Image: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09mrsn8.jpg","title":"hand-holding-mask.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09mrsn8","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09mrsn8.jpg","cacheLastUpdated":1634592730237},"p09x4mrl":{"urn":"urn:external:nitro:image:p09x4mrl","_id":"61535f2645ceed728822640b","copyright":"Getty","fileSizeBytes":286277,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002F4m\u002Fp09x4mrl.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Women tend to be dealing with a more complex set of work and personal responsibilities, leading to stress (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09x4mrl.jpg","title":"Child woman shoulder","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09x4mrl","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09x4mrl.jpg","cacheLastUpdated":1634592730237},"p09x4mwd":{"urn":"urn:external:nitro:image:p09x4mwd","_id":"61535f8e45ceed2369159936","copyright":"Getty","fileSizeBytes":274339,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002F4m\u002Fp09x4mwd.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"When the pandemic hit, many women found that their domestic responsibilities surged - making juggling work even harder (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09x4mwd.jpg","title":"Washing up","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09x4mwd","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09x4mwd.jpg","cacheLastUpdated":1634592730237},"p09x4mh9":{"urn":"urn:external:nitro:image:p09x4mh9","_id":"615362d745ceed3b8c676139","copyright":"Getty","fileSizeBytes":279629,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002F4m\u002Fp09x4mh9.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"(Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09x4mh9.jpg","title":"Woman in hall","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09x4mh9","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09x4mh9.jpg","cacheLastUpdated":1634592730237},"p09yjllv":{"urn":"urn:external:nitro:image:p09yjllv","_id":"6166e3aa45ceed139853aed3","copyright":"Getty","fileSizeBytes":334446,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9y\u002Fjl\u002Fp09yjllv.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"We hate saying no - and if bosses expect us on early calls or to answer late-night emails, we tend to oblige (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09yjllv.jpg","title":"Working in dark hero","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09yjllv","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09yjllv.jpg","cacheLastUpdated":1634592730231},"p09yjlp5":{"urn":"urn:external:nitro:image:p09yjlp5","_id":"6166e3aa45ceed139853aed4","copyright":"Getty","fileSizeBytes":292751,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9y\u002Fjl\u002Fp09yjlp5.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"(Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09yjlp5.jpg","title":"Woman working in house","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09yjlp5","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09yjlp5.jpg","cacheLastUpdated":1634592730231},"p09m6bm0":{"urn":"urn:external:nitro:image:p09m6bm0","_id":"61535f2b45ceed7f70278252","copyright":"Anna Vogel","fileSizeBytes":227808,"mimeType":"image\u002Fjpeg","sourceHeight":1280,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9m\u002F6b\u002Fp09m6bm0.jpg","sourceWidth":1280,"synopsisLong":"","synopsisMedium":"Anna Vogel argues that having our work phones around, or checking work email on our personal devices, became an automatic reflex that “crept up” on us (Credit: Anna Vogel)","synopsisShort":"(Credit: Anna Vogel)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09m6bm0.jpg","title":"ANNA-VOGEL-1-C-ANNA-VOGEL_square.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09m6bm0","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09m6bm0.jpg","cacheLastUpdated":1634592730231},"p09m6cd4":{"urn":"urn:external:nitro:image:p09m6cd4","_id":"61535f8e45ceed20fd3fb63b","copyright":"Getty Images","fileSizeBytes":191486,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9m\u002F6c\u002Fp09m6cd4.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Technology has played a major part in allowing our work lives to fuse with our personal lives (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09m6cd4.jpg","title":"woman-in-bed-with-comp.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09m6cd4","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09m6cd4.jpg","cacheLastUpdated":1634592730231},"p09m6c7k":{"urn":"urn:external:nitro:image:p09m6c7k","_id":"61535f8a45ceed12456f0b47","copyright":"Getty Images","fileSizeBytes":260782,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9m\u002F6c\u002Fp09m6c7k.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09m6c7k.jpg","title":"checking-phone-on-bike.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09m6c7k","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09m6c7k.jpg","cacheLastUpdated":1634592730231},"p09ftfy7":{"urn":"urn:external:nitro:image:p09ftfy7","_id":"61535f8945ceed0481396a10","copyright":"Alamy","fileSizeBytes":452545,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9f\u002Ftf\u002Fp09ftfy7.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Many people equate fatigue with burnout, but experts say that burnout is a totally different state than just exhaustion (Credit: Alamy)","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09ftfy7.jpg","title":"alseep-on-computer.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09ftfy7","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09ftfy7.jpg","cacheLastUpdated":1634592730232},"p09ftfz4":{"urn":"urn:external:nitro:image:p09ftfz4","_id":"6153612f45ceed64a6470274","copyright":"Alamy","fileSizeBytes":258527,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9f\u002Ftf\u002Fp09ftfz4.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09ftfz4.jpg","title":"head-in-hands.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09ftfz4","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09ftfz4.jpg","cacheLastUpdated":1634592730232},"p09kgqlr":{"urn":"urn:external:nitro:image:p09kgqlr","_id":"61535f2845ceed60065a9691","copyright":"Getty Images","fileSizeBytes":184983,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9k\u002Fgq\u002Fp09kgqlr.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Presenteeism has been long ingrained in office culture, even though research shows that working extra hours doesn't actually equate to more productivity (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09kgqlr.jpg","title":"workers-late-at-night-desks.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09kgqlr","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09kgqlr.jpg","cacheLastUpdated":1634592730232},"p09kgqg9":{"urn":"urn:external:nitro:image:p09kgqg9","_id":"61535f4e45ceed3c903c9aa2","copyright":"Getty Images","fileSizeBytes":146781,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9k\u002Fgq\u002Fp09kgqg9.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Although presenteeism has traditional manifested in offices, the pandemic has given rise to a new digital presenteeism, with employees constantly 'on' (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09kgqg9.jpg","title":"woman-working-at-home-in-dark.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09kgqg9","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09kgqg9.jpg","cacheLastUpdated":1634592730232},"p09kgqcg":{"urn":"urn:external:nitro:image:p09kgqcg","_id":"61535fc145ceed451408d8c1","copyright":"Getty Images","fileSizeBytes":229213,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9k\u002Fgq\u002Fp09kgqcg.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09kgqcg.jpg","title":"worker-desk-with-mask.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09kgqcg","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09kgqcg.jpg","cacheLastUpdated":1634592730232},"p09y2zkh":{"urn":"urn:external:nitro:image:p09y2zkh","_id":"6160115945ceed1b7c5e4b08","copyright":"Getty","fileSizeBytes":536302,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9y\u002F2z\u002Fp09y2zkh.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Fertility perks are gaining traction across sectors as companies try to expand and diversify employee benefits (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09y2zkh.jpg","title":"Scan","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09y2zkh","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09y2zkh.jpg","cacheLastUpdated":1634592730233},"p09y2zsw":{"urn":"urn:external:nitro:image:p09y2zsw","_id":"6160115945ceed1b7c5e4b06","copyright":"Getty","fileSizeBytes":268233,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9y\u002F2z\u002Fp09y2zsw.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Simply offering fertility perks isn't enough, say experts, because companies must create a climate where workers feel free to use them (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09y2zsw.jpg","title":"Pregnant woman","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09y2zsw","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09y2zsw.jpg","cacheLastUpdated":1634592730233},"p09y2yxs":{"urn":"urn:external:nitro:image:p09y2yxs","_id":"6160115945ceed1b7c5e4b07","copyright":"Getty","fileSizeBytes":249310,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9y\u002F2y\u002Fp09y2yxs.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"(Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09y2yxs.jpg","title":"Babies","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09y2yxs","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09y2yxs.jpg","cacheLastUpdated":1634592730233},"p09w5jt7":{"urn":"urn:external:nitro:image:p09w5jt7","_id":"61535f1e45ceed74a6042c1a","copyright":"Getty Images","fileSizeBytes":1708915,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9w\u002F5j\u002Fp09w5jt7.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"A collage of pictures in the shape of a tree (Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09w5jt7.jpg","title":"Family Tree","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09w5jt7","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09w5jt7.jpg","cacheLastUpdated":1634592730248},"p09wwf4r":{"urn":"urn:external:nitro:image:p09wwf4r","_id":"61535f4d45ceed7f70278275","copyright":"Getty","fileSizeBytes":455338,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9w\u002Fwf\u002Fp09wwf4r.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Workers will want something from the office that makes it better than working at home, whether that's environmental or social (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09wwf4r.jpg","title":"Nice office Getty","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09wwf4r","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09wwf4r.jpg","cacheLastUpdated":1634592730234},"p09wwfg3":{"urn":"urn:external:nitro:image:p09wwfg3","_id":"615361ca45ceed2a8b017e92","copyright":"Getty","fileSizeBytes":266924,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9w\u002Fwf\u002Fp09wwfg3.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Workers increasingly want work that aligns with their values and brings a sense of purpose, experts say (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09wwfg3.jpg","title":"Happyworker Getty","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09wwfg3","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09wwfg3.jpg","cacheLastUpdated":1634592730234},"p09wwdk4":{"urn":"urn:external:nitro:image:p09wwdk4","_id":"61535fde45ceed41482188fd","copyright":"Getty","fileSizeBytes":459982,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9w\u002Fwd\u002Fp09wwdk4.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"(Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09wwdk4.jpg","title":"Football Getty","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09wwdk4","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09wwdk4.jpg","cacheLastUpdated":1634592730234},"p09wkwv5":{"urn":"urn:external:nitro:image:p09wkwv5","_id":"61535fe345ceed45233862f7","copyright":"Getty Images","fileSizeBytes":306216,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9w\u002Fkw\u002Fp09wkwv5.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Workers are looking for more mental-health benefits than ever, including access to on-demand support (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09wkwv5.jpg","title":"telehealth.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09wkwv5","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09wkwv5.jpg","cacheLastUpdated":1634592730235},"p09wkwvn":{"urn":"urn:external:nitro:image:p09wkwvn","_id":"6153605245ceed6c4b13d7b4","copyright":"Getty Images","fileSizeBytes":186525,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9w\u002Fkw\u002Fp09wkwvn.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"The perk at the top of many workers' lists? Flexibility on location and working hours (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09wkwvn.jpg","title":"woman-at-cafe.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09wkwvn","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09wkwvn.jpg","cacheLastUpdated":1634592730235},"p09wkwtw":{"urn":"urn:external:nitro:image:p09wkwtw","_id":"61535f2a45ceed6029368aea","copyright":"Getty Images","fileSizeBytes":430575,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9w\u002Fkw\u002Fp09wkwtw.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09wkwtw.jpg","title":"man-on-floor.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09wkwtw","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09wkwtw.jpg","cacheLastUpdated":1634592730235},"p09tygjs":{"urn":"urn:external:nitro:image:p09tygjs","_id":"61535fa245ceed2edc038f23","copyright":"Getty","fileSizeBytes":318642,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9t\u002Fyg\u002Fp09tygjs.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Angry departures are generally the culmination of a series of tensions, rather than just one bust-up (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09tygjs.jpg","title":"Cross man","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09tygjs","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09tygjs.jpg","cacheLastUpdated":1634592730235},"p09tygnd":{"urn":"urn:external:nitro:image:p09tygnd","_id":"6153611945ceed5cab5e9a9d","copyright":"Getty","fileSizeBytes":293521,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9t\u002Fyg\u002Fp09tygnd.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Feeling unsafe in the workplace – for whatever reason – is a powerful motivator for an impromptu resignation (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09tygnd.jpg","title":"Unhappy barista","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09tygnd","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09tygnd.jpg","cacheLastUpdated":1634592730235},"p09tygsc":{"urn":"urn:external:nitro:image:p09tygsc","_id":"61535efb45ceed3ee13791bf","copyright":"Getty","fileSizeBytes":310846,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9t\u002Fyg\u002Fp09tygsc.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Managers should look out for warning signs and intervene before tensions escalate, if they don't want employees to leave (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09tygsc.jpg","title":"Sad woman","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09tygsc","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09tygsc.jpg","cacheLastUpdated":1634592730235},"p09tygbl":{"urn":"urn:external:nitro:image:p09tygbl","_id":"61535f1f45ceed422258f155","copyright":"Getty","fileSizeBytes":283032,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9t\u002Fyg\u002Fp09tygbl.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"(Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09tygbl.jpg","title":"Angry truck driver","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09tygbl","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09tygbl.jpg","cacheLastUpdated":1634592730235},"p09xz458":{"urn":"urn:external:nitro:image:p09xz458","_id":"615eb56945ceed1b8c2ded54","copyright":"Getty","fileSizeBytes":407656,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fz4\u002Fp09xz458.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Lockdowns came with many negatives, but they did allow parents to spend much more time with their children (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xz458.jpg","title":"Family having breakfast","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xz458","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xz458.jpg","cacheLastUpdated":1634592730238},"p09xz49f":{"urn":"urn:external:nitro:image:p09xz49f","_id":"615eb56945ceed1b8c2ded55","copyright":"Getty","fileSizeBytes":405745,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fz4\u002Fp09xz49f.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Some parents feel that now they've proved remote working works, they want that flexibility to continue (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xz49f.jpg","title":"Mum and daughter working together","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xz49f","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xz49f.jpg","cacheLastUpdated":1634592730238},"p09xz4c4":{"urn":"urn:external:nitro:image:p09xz4c4","_id":"615eb56945ceed1b8c2ded53","copyright":"Getty","fileSizeBytes":237677,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fz4\u002Fp09xz4c4.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Some parents feel that returning to long hours in the office will be a very difficult transition (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xz4c4.jpg","title":"Sad man in office","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xz4c4","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xz4c4.jpg","cacheLastUpdated":1634592730238},"p09xz3tn":{"urn":"urn:external:nitro:image:p09xz3tn","_id":"615eb56945ceed1b8c2ded52","copyright":"Getty","fileSizeBytes":436123,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fz3\u002Fp09xz3tn.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"(Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xz3tn.jpg","title":"Father and child working together","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xz3tn","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xz3tn.jpg","cacheLastUpdated":1634592730238},"p09mvsrb":{"urn":"urn:external:nitro:image:p09mvsrb","_id":"61535f4e45ceed7a8a401c76","copyright":"Getty Images","fileSizeBytes":267413,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9m\u002Fvs\u002Fp09mvsrb.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Workers are opting to leave unsupportive employers and transition to jobs in which they feel like they have better resources and are more cared for (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09mvsrb.jpg","title":"walking-into-new-job.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09mvsrb","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09mvsrb.jpg","cacheLastUpdated":1634592730239},"p09mvsf7":{"urn":"urn:external:nitro:image:p09mvsf7","_id":"61535f3f45ceed74a6042c40","copyright":"Getty Images","fileSizeBytes":382524,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9m\u002Fvs\u002Fp09mvsf7.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"During the pandemic, many essential, often low-paid workers, burned out after employers treated them poorly – and they quit (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09mvsf7.jpg","title":"grocery-worker.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09mvsf7","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09mvsf7.jpg","cacheLastUpdated":1634592730239},"p09mvsnh":{"urn":"urn:external:nitro:image:p09mvsnh","_id":"61535ef245ceed5c3e09cae8","copyright":"Getty Images","fileSizeBytes":255528,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9m\u002Fvs\u002Fp09mvsnh.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09mvsnh.jpg","title":"woman-quitting.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09mvsnh","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09mvsnh.jpg","cacheLastUpdated":1634592730239},"p09xsgwr":{"urn":"urn:external:nitro:image:p09xsgwr","_id":"615c4ba645ceed393c665727","copyright":"Getty","fileSizeBytes":371025,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fsg\u002Fp09xsgwr.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Non-parents may find themselves working awkward shifts or logging more overtime because of perceptions about the value of their commitments (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xsgwr.jpg","title":"Tired cook","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xsgwr","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xsgwr.jpg","cacheLastUpdated":1634592730240},"p09xsh2k":{"urn":"urn:external:nitro:image:p09xsh2k","_id":"615c4ba645ceed393c665728","copyright":"Getty","fileSizeBytes":129168,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fsh\u002Fp09xsh2k.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Working antisocial hours can affect the personal lives on non-parents, experts say (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xsh2k.jpg","title":"Lone worker","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xsh2k","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xsh2k.jpg","cacheLastUpdated":1634592730240},"p09xsggl":{"urn":"urn:external:nitro:image:p09xsggl","_id":"615c4ba745ceed393c665729","copyright":"Getty","fileSizeBytes":359270,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fsg\u002Fp09xsggl.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"(Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xsggl.jpg","title":"Man on phone","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xsggl","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xsggl.jpg","cacheLastUpdated":1634592730240},"p09bl4n5":{"urn":"urn:external:nitro:image:p09bl4n5","_id":"61535eef45ceed06d21d949c","copyright":"Alamy","fileSizeBytes":166587,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9b\u002Fl4\u002Fp09bl4n5.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Goldman Sachs CEO David Solomon is among the executives leading the charge to get workers back into their seats, as quickly as possible (Credit: Alamy)","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09bl4n5.jpg","title":"solomon.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09bl4n5","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09bl4n5.jpg","cacheLastUpdated":1634592730240},"p09bl42x":{"urn":"urn:external:nitro:image:p09bl42x","_id":"61535ee145ceed1be12999e9","copyright":"Alamy","fileSizeBytes":305812,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9b\u002Fl4\u002Fp09bl42x.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Leading tech companies, such as Facebook, may find their office buildings emptier after the pandemic, as workers opt to stay remote (Credit: Alamy)","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09bl42x.jpg","title":"facebook-hq.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09bl42x","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09bl42x.jpg","cacheLastUpdated":1634592730240},"p09bl4fr":{"urn":"urn:external:nitro:image:p09bl4fr","_id":"6153614645ceed6abe0a236a","copyright":"Alamy","fileSizeBytes":347575,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9b\u002Fl4\u002Fp09bl4fr.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"More than anything, employers' personal preferences will guide whether or not workers find themselves back at their desks (Credit: Alamy)","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09bl4fr.jpg","title":"group-desks.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09bl4fr","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09bl4fr.jpg","cacheLastUpdated":1634592730240},"p09bl4jj":{"urn":"urn:external:nitro:image:p09bl4jj","_id":"6153617945ceed6bf629f9f4","copyright":"Alamy","fileSizeBytes":284300,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9b\u002Fl4\u002Fp09bl4jj.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09bl4jj.jpg","title":"man-at-desk.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09bl4jj","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09bl4jj.jpg","cacheLastUpdated":1634592730240},"p09xzwgf":{"urn":"urn:external:nitro:image:p09xzwgf","_id":"615ef0a645ceed1b8d23bda7","copyright":"Getty Images","fileSizeBytes":339530,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fzw\u002Fp09xzwgf.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Many more people are finding their success later in life – so why do we still insist on using the term 'late bloomer'? (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xzwgf.jpg","title":"woman-artist.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xzwgf","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xzwgf.jpg","cacheLastUpdated":1634592730241},"p09xzwb9":{"urn":"urn:external:nitro:image:p09xzwb9","_id":"615ef0a645ceed1b8d23bda8","copyright":"Joanna DeGeneres","fileSizeBytes":278331,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fzw\u002Fp09xzwb9.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Joanna DeGeneres)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xzwb9.jpg","title":"horiz-Doree-Shafrir,-credit-Joanna-DeGeneres.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xzwb9","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xzwb9.jpg","cacheLastUpdated":1634592730241},"p096qs6d":{"urn":"urn:external:nitro:image:p096qs6d","_id":"61535f7e45ceed12456f0b3e","copyright":"Alamy","fileSizeBytes":339169,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F96\u002Fqs\u002Fp096qs6d.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"22-year-old poet Amanda Gorman has not only been hailed for her work, but for her young accomplishment (Credit: Alamy)","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp096qs6d.jpg","title":"Amanda gorman inauguration","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p096qs6d","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp096qs6d.jpg","cacheLastUpdated":1634592730241},"p096qs90":{"urn":"urn:external:nitro:image:p096qs90","_id":"61535f3445ceed74b5351f59","copyright":"Alamy","fileSizeBytes":282295,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F96\u002Fqs\u002Fp096qs90.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Chess prodigy Magnus Carlsen became a grandmaster at the age of 13, fascinating the world (Credit: Alamy)","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp096qs90.jpg","title":"Magnus carlsen young","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p096qs90","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp096qs90.jpg","cacheLastUpdated":1634592730241},"p096qsdf":{"urn":"urn:external:nitro:image:p096qsdf","_id":"61535f7e45ceed60065a96da","copyright":"Alamy","fileSizeBytes":556513,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F96\u002Fqs\u002Fp096qsdf.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Tiger Woods won the Masters at 21, but our attention ultimately turned to the negative headlines surrounding him (Credit: Alamy)","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp096qsdf.jpg","title":"Young tiger woods","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p096qsdf","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp096qsdf.jpg","cacheLastUpdated":1634592730241},"p096qs52":{"urn":"urn:external:nitro:image:p096qs52","_id":"615360f645ceed4be210300e","copyright":"Getty Images","fileSizeBytes":257672,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F96\u002Fqs\u002Fp096qs52.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp096qs52.jpg","title":"Leo messi young","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p096qs52","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp096qs52.jpg","cacheLastUpdated":1634592730241},"p099rgxk":{"urn":"urn:external:nitro:image:p099rgxk","_id":"6153614a45ceed6f4562600e","copyright":"Alamy","fileSizeBytes":251252,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F99\u002Frg\u002Fp099rgxk.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"The conditions in which younger generations achieve have changed dramatically – but the pressure to hit major life milestones like getting married hasn't moved (Credit: Alamy)","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp099rgxk.jpg","title":"couple-engaged.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p099rgxk","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp099rgxk.jpg","cacheLastUpdated":1634592730242},"p099rhk9":{"urn":"urn:external:nitro:image:p099rhk9","_id":"6153604745ceed7e62104be5","copyright":"Alamy","fileSizeBytes":203842,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F99\u002Frh\u002Fp099rhk9.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Most millennial women are having children later than their baby boomer parents – waiting until age 29 or older (Credit: Alamy)","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp099rhk9.jpg","title":"mother-with-baby.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p099rhk9","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp099rhk9.jpg","cacheLastUpdated":1634592730241},"p099rhpx":{"urn":"urn:external:nitro:image:p099rhpx","_id":"6153600d45ceed62e53cbebb","copyright":"Alamy","fileSizeBytes":193804,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F99\u002Frh\u002Fp099rhpx.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Buying a house is a major milestone many strive to reach, but economic factors have made it significantly more difficult for younger generations to reach the goal (Credit: Alamy)","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp099rhpx.jpg","title":"couple-moving-in.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p099rhpx","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp099rhpx.jpg","cacheLastUpdated":1634592730242},"p099rh23":{"urn":"urn:external:nitro:image:p099rh23","_id":"61535fa345ceed378c0a1972","copyright":"Alamy","fileSizeBytes":194330,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F99\u002Frh\u002Fp099rh23.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp099rh23.jpg","title":"father-with-baby.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p099rh23","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp099rh23.jpg","cacheLastUpdated":1634592730242},"p09y3hy5":{"urn":"urn:external:nitro:image:p09y3hy5","_id":"6160336d45ceed2047105b84","copyright":"Getty Images","fileSizeBytes":217007,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9y\u002F3h\u002Fp09y3hy5.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Not the standout employee – or don't want to be? That's entirely fine, and employers need to reward average workers (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09y3hy5.jpg","title":"woman-at-desk.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09y3hy5","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09y3hy5.jpg","cacheLastUpdated":1634592730242},"p09y3hq4":{"urn":"urn:external:nitro:image:p09y3hq4","_id":"6160336b45ceed2047105b83","copyright":"Getty Images","fileSizeBytes":430101,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9y\u002F3h\u002Fp09y3hq4.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09y3hq4.jpg","title":"workers-commuting.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09y3hq4","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09y3hq4.jpg","cacheLastUpdated":1634592730242},"p09whb2x":{"urn":"urn:external:nitro:image:p09whb2x","_id":"615362ca45ceed1870361f71","copyright":"Getty Images","fileSizeBytes":230719,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9w\u002Fhb\u002Fp09whb2x.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Getting to your desk before anyone else isn't enough – you have to trumpet your accomplishments (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09whb2x.jpg","title":"eating-breakfast-at-desk.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09whb2x","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09whb2x.jpg","cacheLastUpdated":1634592730246},"p09whb4j":{"urn":"urn:external:nitro:image:p09whb4j","_id":"61535f1445ceed554006850f","copyright":"Getty Images","fileSizeBytes":225927,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9w\u002Fhb\u002Fp09whb4j.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Putting your head down to work and grinding it out doesn't mean your supervisors will notice and laud you (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09whb4j.jpg","title":"woman-alone-in-conf-room.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09whb4j","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09whb4j.jpg","cacheLastUpdated":1634592730246},"p09whb4z":{"urn":"urn:external:nitro:image:p09whb4z","_id":"61535f1045ceed3663060f46","copyright":"Getty Images","fileSizeBytes":289402,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9w\u002Fhb\u002Fp09whb4z.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09whb4z.jpg","title":"woman-working-late-night.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09whb4z","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09whb4z.jpg","cacheLastUpdated":1634592730246},"p09t8js8":{"urn":"urn:external:nitro:image:p09t8js8","_id":"615360df45ceed450d7156e3","copyright":"Getty Images","fileSizeBytes":257978,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9t\u002F8j\u002Fp09t8js8.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Both workers who disliked their jobs before the pandemic as well as those who enjoyed them are starting to find that they're less invested than ever (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09t8js8.jpg","title":"frustrated-teacher.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09t8js8","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09t8js8.jpg","cacheLastUpdated":1634592730246},"p09t8jr9":{"urn":"urn:external:nitro:image:p09t8jr9","_id":"61535f6b45ceed1b7504ca67","copyright":"Getty Images","fileSizeBytes":241595,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9t\u002F8j\u002Fp09t8jr9.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"For many, work doesn't look the same since we've gone remote and hybrid – and some of the best things about their jobs haven't translated (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09t8jr9.jpg","title":"zoom-screen.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09t8jr9","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09t8jr9.jpg","cacheLastUpdated":1634592730246},"p09t8jqv":{"urn":"urn:external:nitro:image:p09t8jqv","_id":"61535f5f45ceed145769854b","copyright":"Getty Images","fileSizeBytes":244328,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9t\u002F8j\u002Fp09t8jqv.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09t8jqv.jpg","title":"woman-looking-into-space.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09t8jqv","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09t8jqv.jpg","cacheLastUpdated":1634592730246},"p09x3bqx":{"urn":"urn:external:nitro:image:p09x3bqx","_id":"6153619e45ceed148c13c3ab","copyright":"Getty Images","fileSizeBytes":200684,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002F3b\u002Fp09x3bqx.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"With the rise of remote work during the pandemic era, some workers have taken the opportunity to do secret jobs on the side (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09x3bqx.jpg","title":"overemployed woman at desk.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09x3bqx","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09x3bqx.jpg","cacheLastUpdated":1634592730247},"p09x37x7":{"urn":"urn:external:nitro:image:p09x37x7","_id":"615360cf45ceed374b239f86","copyright":"Getty Images","fileSizeBytes":158287,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002F37\u002Fp09x37x7.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Some believe that being overemployed is ethically ambiguous, while others believe that it's simply workers regaining a sense of control and power (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09x37x7.jpg","title":"overemployed guy in the dark on two comps.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09x37x7","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09x37x7.jpg","cacheLastUpdated":1634592730247},"p09x3765":{"urn":"urn:external:nitro:image:p09x3765","_id":"61535f8a45ceed28274f6249","copyright":"Getty Images","fileSizeBytes":274862,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002F37\u002Fp09x3765.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09x3765.jpg","title":"overemployed man on two laptops HERO.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09x3765","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09x3765.jpg","cacheLastUpdated":1634592730247},"p080db2z":{"urn":"urn:external:nitro:image:p080db2z","_id":"61535ee345ceed30da3acb5b","copyright":"","fileSizeBytes":54825,"mimeType":"image\u002Fjpeg","sourceHeight":200,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F80\u002Fdb\u002Fp080db2z.jpg","sourceWidth":356,"synopsisLong":"","synopsisMedium":"","synopsisShort":"Profilepic","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp080db2z.jpg","title":"Profilepic","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p080db2z","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp080db2z.jpg","cacheLastUpdated":1634592730247},"p09xswn0":{"urn":"urn:external:nitro:image:p09xswn0","_id":"615c6a8d45ceed052075013b","copyright":"Getty Images","fileSizeBytes":296663,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fsw\u002Fp09xswn0.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Even if it's tedious, it's worth putting the effort into cover letters, say recruiters, because you never know who's reading it and why (Credit: Getty Images)","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xswn0.jpg","title":"cafe-man.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xswn0","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xswn0.jpg","cacheLastUpdated":1634592730247},"p09xswnd":{"urn":"urn:external:nitro:image:p09xswnd","_id":"615c6a8c45ceed0520750139","copyright":"Getty Images","fileSizeBytes":203283,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fsw\u002Fp09xswnd.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Getty Images)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xswnd.jpg","title":"computer-couch.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xswnd","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xswnd.jpg","cacheLastUpdated":1634592730247},"p09sfgmp":{"urn":"urn:external:nitro:image:p09sfgmp","_id":"6153616145ceed7de93a0298","copyright":"Getty","fileSizeBytes":285730,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9s\u002Ffg\u002Fp09sfgmp.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Working out how you'll stay in close contact with your team on your remote days could help ease your manager's concerns (Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09sfgmp.jpg","title":"Wfh Getty","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09sfgmp","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09sfgmp.jpg","cacheLastUpdated":1634592730248},"p09sfgcv":{"urn":"urn:external:nitro:image:p09sfgcv","_id":"6153610545ceed50527accc2","copyright":"Getty","fileSizeBytes":258188,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9s\u002Ffg\u002Fp09sfgcv.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"(Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09sfgcv.jpg","title":"Chat Getty","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09sfgcv","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09sfgcv.jpg","cacheLastUpdated":1634592730248},"p09xptqr":{"urn":"urn:external:nitro:image:p09xptqr","_id":"615b07da45ceed01c3132ea5","copyright":"Maddy Savage","fileSizeBytes":664904,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fpt\u002Fp09xptqr.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"On Saturdays in Sweden, families head into sweets shops and load up on their once-weekly penny candy treats (Credit: Maddy Savage)","synopsisShort":"(Credit: Maddy Savage)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xptqr.jpg","title":"bins-2-2.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xptqr","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xptqr.jpg","cacheLastUpdated":1634592730248},"p09xpt7k":{"urn":"urn:external:nitro:image:p09xpt7k","_id":"615b07d945ceed01c3132ea3","copyright":"Maddy Savage","fileSizeBytes":325362,"mimeType":"image\u002Fjpeg","sourceHeight":1280,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fpt\u002Fp09xpt7k.jpg","sourceWidth":1280,"synopsisLong":"","synopsisMedium":"Robert Lundin celebrated the lördagsgodis tradition while growing up in the 80s, and now does it with his own daughter (Credit: Maddy Savage)","synopsisShort":"(Credit: Maddy Savage)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xpt7k.jpg","title":"robert-square.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xpt7k","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xpt7k.jpg","cacheLastUpdated":1634592730248},"p09xptkm":{"urn":"urn:external:nitro:image:p09xptkm","_id":"615b07da45ceed01c3132ea4","copyright":"Maddy Savage","fileSizeBytes":611361,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fpt\u002Fp09xptkm.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"20 kronor ($2.30, £1.70) can buy up to 40 loose pick-and-mix in some stores (Credit: Maddy Savage)","synopsisShort":"(Credit: Maddy Savage)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xptkm.jpg","title":"bins-close-up-1.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xptkm","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xptkm.jpg","cacheLastUpdated":1634592730248},"p09xptbb":{"urn":"urn:external:nitro:image:p09xptbb","_id":"615b07d845ceed01c3132ea2","copyright":"Maddy Savage","fileSizeBytes":402847,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9x\u002Fpt\u002Fp09xptbb.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Maddy Savage)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xptbb.jpg","title":"scoop-hero-bright.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09xptbb","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09xptbb.jpg","cacheLastUpdated":1634592730248},"p09j7wgq":{"urn":"urn:external:nitro:image:p09j7wgq","_id":"61535f8845ceed207e0f99a4","copyright":"Simon Paulin \u002F imagebank.sweden.se","fileSizeBytes":337499,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9j\u002F7w\u002Fp09j7wgq.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Taco toppings and fillings vary, but the idea behind fredagsmys is the same: time with family on cosy Friday nights in (Credit: Simon Paulin \u002F imagebank.sweden.se)","synopsisShort":"(Credit: Simon Paulin \u002F imagebank.sweden.se)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09j7wgq.jpg","title":"resized_simon_paulin-preparing_tacos-4003.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09j7wgq","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09j7wgq.jpg","cacheLastUpdated":1634592730250},"p09j7wtj":{"urn":"urn:external:nitro:image:p09j7wtj","_id":"6153614045ceed674c0ad074","copyright":"Leslie Alfredsson","fileSizeBytes":449606,"mimeType":"image\u002Fjpeg","sourceHeight":1079,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9j\u002F7w\u002Fp09j7wtj.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Leslie Alfredsson, from Mexico City, believes Swedes may be missing the \"authentic\" taste of tacos, but says the fredagsmys concept still has meaning (Credit: Leslie Alfredsson)","synopsisShort":"(Credit: Leslie Alfredsson)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09j7wtj.jpg","title":"resized_FREDAGSMYSLESLIE.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09j7wtj","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09j7wtj.jpg","cacheLastUpdated":1634592730250},"p09j7x23":{"urn":"urn:external:nitro:image:p09j7x23","_id":"61535fa245ceed143321a9f0","copyright":"Alexander Bolin","fileSizeBytes":341216,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9j\u002F7x\u002Fp09j7x23.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Fredagsmys – or 'cosy Friday' – is a well-loved tradition in Sweden, providing a family-centric alternative to going out and partying (Credit: Alexander Bolin)","synopsisShort":"(Credit: Alexander Bolin)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09j7x23.jpg","title":"resized_FREDAGSMYSSARA2.CREDITAlexander-Bolinjpeg.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09j7x23","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09j7x23.jpg","cacheLastUpdated":1634592730250},"p09j7x2m":{"urn":"urn:external:nitro:image:p09j7x2m","_id":"615360f345ceed4e216a2406","copyright":"Alexander Bolin","fileSizeBytes":323810,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9j\u002F7x\u002Fp09j7x2m.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Alexander Bolin)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09j7x2m.jpg","title":"resized_FREDAGSMYSSARA3.CREDITAlexander-Bolin.jpg","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09j7x2m","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09j7x2m.jpg","cacheLastUpdated":1634592730250},"p095hxwt":{"urn":"urn:external:nitro:image:p095hxwt","_id":"61535f1545ceed5540068511","copyright":"Haddock & Elisabeth Photography","fileSizeBytes":370308,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F95\u002Fhx\u002Fp095hxwt.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Knowing 'Little Saturday' is coming up gives Harpo Adolfsson (rear right) and his friends something to look forward to (Credit: Haddock & Elisabeth Photography)","synopsisShort":"(Credit: Haddock & Elisabeth Photography)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp095hxwt.jpg","title":"Photo by Haddock Elisabeth Photography","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p095hxwt","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp095hxwt.jpg","cacheLastUpdated":1634592730250},"p095hy0h":{"urn":"urn:external:nitro:image:p095hy0h","_id":"6153601845ceed5fed1e56d1","copyright":"Anitha Clemence, Ann Söderlund","fileSizeBytes":435899,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F95\u002Fhy\u002Fp095hy0h.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Clemence (R) and Söderlund (L) have created a popular podcast around the concept of Little Saturdays (Credit: Anitha Clemence, Ann Söderlund)","synopsisShort":"(Credit: Anitha Clemence, Ann Söderlund)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp095hy0h.jpg","title":"Credit Anitha Clemence Ann Soderlund","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p095hy0h","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp095hy0h.jpg","cacheLastUpdated":1634592730250},"p095hx7y":{"urn":"urn:external:nitro:image:p095hx7y","_id":"6153619845ceed1b2d20e032","copyright":"Asaf Kliger","fileSizeBytes":330362,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F95\u002Fhx\u002Fp095hx7y.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"(Credit: Asaf Kliger)","synopsisShort":"(Credit: Asaf Kliger)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp095hx7y.jpg","title":"Credit Asaf Kliger Icehotel 2","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p095hx7y","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp095hx7y.jpg","cacheLastUpdated":1634592730250},"p095xbzq":{"urn":"urn:external:nitro:image:p095xbzq","_id":"6153614045ceed718f422e93","copyright":"Alamy","fileSizeBytes":222823,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F95\u002Fxb\u002Fp095xbzq.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"","synopsisShort":"(Credit: Alamy)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp095xbzq.jpg","title":"Sun dock","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p095xbzq","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp095xbzq.jpg","cacheLastUpdated":1634592730250},"p09r8k3s":{"urn":"urn:external:nitro:image:p09r8k3s","_id":"61535f0845ceed06d21d94b7","copyright":"Niklas Björling","fileSizeBytes":299274,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9r\u002F8k\u002Fp09r8k3s.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Niklas Björling says he and his ex prioritised stability for the kids when they split up (Credit: Niklas Björling)","synopsisShort":"(Credit: Niklas Björling)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09r8k3s.jpg","title":"Niklas nesting photo RESIZED","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09r8k3s","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09r8k3s.jpg","cacheLastUpdated":1634592730251},"p09r8k5k":{"urn":"urn:external:nitro:image:p09r8k5k","_id":"615360bf45ceed31870bff1e","copyright":"Eline Linde","fileSizeBytes":548293,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9r\u002F8k\u002Fp09r8k5k.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"Eline Linde says that as a child she found the birdnesting experience confusing (Credit: Eline Linde)","synopsisShort":"(Credit: Eline Linde)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09r8k5k.jpg","title":"Eline Linde nesting option 2 RESIZE","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09r8k5k","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09r8k5k.jpg","cacheLastUpdated":1634592730251},"p09r8k94":{"urn":"urn:external:nitro:image:p09r8k94","_id":"61535f6c45ceed1b736b1639","copyright":"Bodil Schwinn","fileSizeBytes":236250,"mimeType":"image\u002Fjpeg","sourceHeight":1064,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9r\u002F8k\u002Fp09r8k94.jpg","sourceWidth":1890,"synopsisLong":"","synopsisMedium":"Bodil Schwinn says birdnesting is working well for her and her former partner (Credit: Bodil Schwinn)","synopsisShort":"(Credit: Bodil Schwinn)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09r8k94.jpg","title":"Nesting Bodil photo RESIZED","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09r8k94","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09r8k94.jpg","cacheLastUpdated":1634592730251},"p09r8jp0":{"urn":"urn:external:nitro:image:p09r8jp0","_id":"61535f4845ceed6029368b0d","copyright":"Getty","fileSizeBytes":782195,"mimeType":"image\u002Fjpeg","sourceHeight":1080,"sourceUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fs3-eu-west-1.amazonaws.com\u002Flive-galileo-interface-mt-resources-imagebucket-1a92e5tj3b5d6\u002Fp0\u002F9r\u002F8j\u002Fp09r8jp0.jpg","sourceWidth":1920,"synopsisLong":"","synopsisMedium":"(Credit: Getty)","synopsisShort":"(Credit: Getty)","templateUrl":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09r8jp0.jpg","title":"Getty Images 1044759552","creationDateTime":"0001-01-01T00:00:00Z","entity":"image","guid":"","id":"p09r8jp0","modifiedDateTime":"0001-01-01T00:00:00Z","project":"","slug":"","url":"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20211018213932\u002Fhttps:\u002F\u002Fychef.files.bbci.co.uk\u002F$recipe\u002Fp09r8jp0.jpg","cacheLastUpdated":1634592730251}},"articles":{"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office","_id":"6153602d45ceed72a24e6ca2","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Some companies want staff back in the office for more time than employees had anticipated. Workers like their set-ups, and even doubt bosses' motives – so they're resisting.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEarly in June, Apple CEO Tim Cook sent out a company-wide memo telling staff they would be required back in the office by early September. Workers would be expected to be present for three days a week, with two days of remote work.\u003C\u002Fp\u003E\n\u003Cp\u003ESome Apple employees weren’t happy – and \u003Ca href=\"https:\u002F\u002Fwww.theverge.com\u002F2021\u002F6\u002F4\u002F22491629\u002Fapple-employees-push-back-return-office-internal-letter-tim-cook\"\u003Epushed back with their own letter\u003C\u002Fa\u003E. Addressed to upper management, their message expressed frustration about the new policy, saying that it had led some employees to quit. Apple’s pre-pandemic policies discouraged remote work, but post-Covid-19, employees are challenging what they called “a disconnect between how the executive team thinks about remote\u002Flocation-flexible work and the lived experiences of many of Apple’s employees”. \u003C\u002Fp\u003E\n\u003Cp\u003EApple staffers aren’t the only ones contesting plans to return to the office. Workers at Washingtonian magazine, a US-based publication, walked off the job when their chief executive \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Fopinions\u002F2021\u002F05\u002F06\u002Fceo-i-want-my-employees-understand-risks-not-returning-work-office\u002F?itid=lk_inline_manual_4\"\u003ECathy Merrill wrote an op-ed\u003C\u002Fa\u003E that appeared to threaten employees’ job security if they refused to return to the office five days a week. Other employers still appear to be talking tough, however; last week, Morgan Stanley CEO \u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2021\u002F06\u002F16\u002Finvesting\u002Fmorgan-stanley-ceo-return-to-office\u002Findex.html\"\u003EJames Gorman said\u003C\u002Fa\u003E he’d be “very disappointed if people haven’t found their way into the office” by early September. “Then we’ll have a different kind of conversation.” \u003C\u002Fp\u003E\n\u003Cp\u003EAs employers start to unveil their post-pandemic visions for work, pushback movements from employees keen to retain their work-from-home privileges are in nascent stages. But localised protests may be indicative of more widespread resistance among workers to revert to pre-pandemic patterns. Employees may well feel they've proved they can be productive at home –  and that the reasons companies say they want them back in-office don't stack up.\u003C\u002Fp\u003E\n\u003Cp\u003EEstablishing future working patterns that appease all sides will be a complex process. But doing so will reap dividends for companies; if they don't, and workers have better options, they might well vote with their feet.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When decisions were being made, everyone was trying to figure this out, and things got said that weren’t thought through – Kimberly Merriman","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘Democratisation of the workplace’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ERemote work has been a positive experience for many (\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world\"\u003Ethough not all\u003C\u002Fa\u003E) employees. Citing data from January 2021, results from one \u003Ca href=\"https:\u002F\u002Fnews.gallup.com\u002Fpoll\u002F329501\u002Fmajority-workers-continue-punch-virtually.aspx\"\u003Erecent US poll\u003C\u002Fa\u003E showed that 44% of people currently working from home want to continue working remotely because it suits them; 39% would prefer to return to the office; and 17% want to keep working remotely because of coronavirus. In general, remote workers cite not having to commute as a major perk as well as having more room to balance work, family and leisure.\u003C\u002Fp\u003E\n\u003Cp\u003EMany workers will have assumed that, once introduced, work-from-home was here to stay, and some may even \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fcities\u002F2020\u002Foct\u002F26\u002Fthe-great-rebalancing-working-from-home-fuels-rise-of-the-secondary-city\"\u003Ehave relocated\u003C\u002Fa\u003E accordingly. That’s partly because of how quickly companies around the world had to transition – and some employers sent signals that suggested the shift could be a long-term option. (In September, for example, \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2020-09-22\u002Fapple-ceo-impressed-by-remote-work-sees-permanent-changes?sref=lgADY7dy\"\u003ETim Cook said\u003C\u002Fa\u003E he didn’t believe Apple would “return to the way we were, because we’ve found that there are some things that actually work really well virtually”, though he did also caveat his comments.)\u003C\u002Fp\u003E\n\u003Cp\u003E“When decisions were being made, everyone was trying to figure this out, and things got said that weren’t thought through,” notes Kimberly Merriman, professor of management at the Manning School of Business at University of Massachusetts, Lowell.\u003C\u002Fp\u003E\n\u003Cp\u003ENow, with the return to work more imminent, many companies are talking about a 'hybrid' future combining both remote work and office time. But some companies either want staff back full-time in the office or for larger chunks of time – and more regularly – than employees had hoped for or anticipated. \u003C\u002Fp\u003E\n\u003Cp\u003EIt’s already clear that not all workers are happy about being summoned back to their desks. Having made the sudden and, in many cases, stressful shift to remote work at the start of the pandemic, workers feel they’ve proved that they could make a success of it – including in roles for which bosses had previously rejected any kind of flexibility. And they are suspicious of the reasons companies are giving for calling them back.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"apple campus","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMany firms, for example, have cited company values or culture as their reason for insisting on in-office presence. In her Washington Post op-ed, Merrill suggested that remote work was easy at first because staff “could rely on office cultures – established practices, unspoken rules and shared values, established over years in large part by people interacting in person”.\u003C\u002Fp\u003E\n\u003Cp\u003EAnother common refrain is that remote work stymies collaboration and innovation, because the latter in particular often arises from spontaneous conversations in the office. There’s also concern that the work-from-home model does not work for junior employees, who want to learn from their colleagues.\u003C\u002Fp\u003E\n\u003Cp\u003EBut, junior workers aside, employees who feel they have been productive and innovative at home are questioning the mantra that engaging with ‘corporate culture’ or water-cooler chats will make them better workers. “This [emphasis on corporate culture] kept coming up in a way that didn’t ring true. It was almost like a euphemism for ‘I want you back, I don’t want you at home. I don’t trust you.’ That’s how workers are interpreting it,” says Merriman. \u003C\u002Fp\u003E\n\u003Cp\u003EOverarchingly, workers who have enjoyed more autonomy than ever before over their working lives are reluctant to trade it back in for the presenteeism and surveillance of the pre-pandemic era. “What we’ve seen is a democratisation of the workforce, in the sense that people could decide how to work and when to work,” says Stefanie Gustafsson, senior lecturer at the University of Bath School of Management.\u003C\u002Fp\u003E\n\u003Cp\u003EMerriman also feels that there has been a “power dynamic shift” in the workplace that isn’t going to go away. “In this day and age, everyone wants the kind of workplace where they feel like they matter, and leaders who ask for their opinions,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EInvolve employees or risk losing them\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe good news is that in \u003Ca href=\"https:\u002F\u002Fwww.stlouisfed.org\u002Fpublications\u002Fregional-economist\u002Fsecond-quarter-2021\u002Fus-labor-market\"\u003Ea tight labour market, like the US\u003C\u002Fa\u003E, those who are unhappy with their company’s stance on flexibility have options – and leverage. “To return to growth, business leaders will need to understand what employees really want and create policies and plans that allow for more flexibility and personalisation,” according to a recent \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fus\u002Fen\u002Fservices\u002Fconsulting\u002Fworkforce-of-the-future\u002Flibrary\u002Fworkforce-pulse-survey.html\"\u003EPwC white paper\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ECompanies that do not work to accommodate employees’ desired working patterns do so at their own peril. “As long as this is a workforce where there are options, then these organisations will lose out,” says Gustafsson. “Before the pandemic, going to the office three days a week would be a great thing. But now, people have choices: other organisations in the same space may offer very flexible, totally remote workplaces.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Now, people have choices: other organisations in the same space may offer very flexible, totally remote workplaces – Stefanie Gustafsson","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EResearch certainly suggests that, for a number of reasons, a higher-than-usual proportion of employees are eyeing the exit at work, in what is being called \u003Ca href=\"https:\u002F\u002Fwww.fastcompany.com\u002F90646274\u002Fthe-great-resignation-is-here-this-is-how-employers-should-prepare\"\u003Ethe Great Resignation\u003C\u002Fa\u003E. How flexible companies decide to be may well feed into this; one poll indicates that 54% of surveyed employees from around the world would \u003Ca href=\"https:\u002F\u002Fwww.ey.com\u002Fen_gl\u002Fnews\u002F2021\u002F05\u002Fmore-than-half-of-employees-globally-would-quit-their-jobs-if-not-provided-post-pandemic-flexibility-ey-survey-finds\"\u003Econsider quitting their job\u003C\u002Fa\u003E if they are not given some form of flexibility in terms of where and when they work. Just more than 75% of this same group said they were satisfied with their jobs, indicating that even satisfied employees are willing to quit if their employers don’t embrace a degree of remote work.\u003C\u002Fp\u003E\n\u003Cp\u003ENot everyone will be able to call their own shots, however. Workers in the technology sector are in high demand, which provides them with more flexible employment options from a broader array of companies, but workers in other sectors may have less leverage. Those employed in sales, human resources and administration, for example, are far \u003Ca href=\"https:\u002F\u002Fwww.vox.com\u002Frecode\u002F22387529\u002Fworking-from-home-return-to-office-remote-work\"\u003Eless likely to have worked remotely\u003C\u002Fa\u003E in the first place, and therefore less likely to be afforded more opportunities to do so in the future.\u003C\u002Fp\u003E\n\u003Cp\u003EWhether employees leaving in droves – or publicising their opposition to post-pandemic working practises – will influence company policies remains to be seen. Apple has yet to respond publicly to the letter from its employees. (BBC Worklife reached out to Apple, but they did not provide a comment as of press time.) But public employee pushback may well influence workers in other companies; just as executives look to each other for examples of how they should \u003Ca href=\"https:\u002F\u002Ffinancialpost.com\u002Ffp-work\u002Fits-time-to-return-to-the-office-jamie-dimon-signals-to-wall-street\"\u003Ebring employees back\u003C\u002Fa\u003E, workers may look to high-profile pushback efforts for inspiration. It’s also clear that companies are continuing to adjust policies; \u003Ca href=\"https:\u002F\u002Fwww.geekwire.com\u002F2021\u002Famazon-adjusts-return-office-guidance-says-employees-can-work-two-days-week-remotely\u002F\"\u003EAmazon\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2021\u002F05\u002F05\u002Ftech\u002Fgoogle-office-remote-work-pandemic\u002Findex.html\"\u003EGoogle\u003C\u002Fa\u003E have both recently introduced more flexibility into their previous return-to-office stances (though there is no evidence this is in response to employee pushback). But in general, unhappy staff don’t reflect well on companies. \u003C\u002Fp\u003E\n\u003Cp\u003E“A few numbers really reach far. Companies should be concerned when any number of employees complain like that [the Apple case]. It can escalate and give an impression, even if it’s a small number of employees, that this is the tone of the organisation,” says Merriman.\u003C\u002Fp\u003E\n\u003Cp\u003ERather than handing down decisions from the top, engaging in transparency and dialogue may well serve employers better as they establish what post-pandemic work will look like. In the last 15 months, many workers have embraced flexibility and autonomy – and will be reluctant to give it up.\u003C\u002Fp\u003E\n\u003Cp\u003E“[Pushback is] more a wake-up call than a death sentence for employer relationships,” says Merriman. “I’m not sure why the pandemic made [leaders] forget that you can’t be a top-down, imposing leader when workers have options.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-06-22T13:28:12Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The workers pushing back on the return to the office","headlineShort":"The workers resisting return-to-office","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Some companies want staff back in the office for more time than employees had anticipated. Workers like their set-ups, and even doubt bosses' motives – so they're resisting.","summaryShort":"Companies and workers don't agree on office days. Some staff are pushing back","tag":[],"textToSpeech":false,"creationDateTime":"2021-06-21T20:04:24.771223Z","entity":"article","guid":"a4f339a1-4f83-4158-a637-34ed0d9fd97e","id":"worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office","modifiedDateTime":"2021-09-02T05:25:09.021382Z","project":"worklife","slug":"20210618-the-workers-pushing-back-on-the-return-to-the-office","cacheLastUpdated":1634592730237},"worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home","_id":"6153608e45ceed21a827ccb2","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Remote work offered 'quiet deliverers' who flew under the radar in the office a chance to really stand out.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen the pandemic closed her office and forced Veronica Wortman Ploetz and her whole team to work from home, she became more productive, almost right away. Wortman Ploetz, a senior manager in a leadership training organisation, considers herself an introvert.\u003C\u002Fp\u003E\n\u003Cp\u003E“I get my energy from being alone and recharging,” she says. In the early morning hours, when her house was quiet, she was suddenly able to accomplish more than she typically could in a busy – and for her, draining – office environment.\u003C\u002Fp\u003E\n\u003Cp\u003E“I’d get up at 5 a.m. and instead of having to go through the rigamarole of getting ready, feeding the dogs, the laundry list of things to get out the door and do the 45-minute commute, I was just in the zone,” says Wortman Ploetz. “I got everything done when I felt energised in that quiet time.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhile the transition to remote work in early 2020 was abrupt for everyone, some found themselves thriving more than others – in many cases, thanks to their personality type. Many introverted workers found working from a distraction-free environment preferable. Client needs also changed in ways that benefited introverts’ skillsets, while virtual communication offered introverts more opportunities to share their thoughts. For ‘quiet deliverers’ who may once have flown under the radar, remote work offered not only a less taxing day-to-day, but also an opportunity to combine that extra energy with new ways of working – and really stand out. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAn introvert’s moment to shine\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn the uncertain days at the outset of the pandemic, the needs of companies and their clients experienced a shift, and workers who could meet them stood out.\u003C\u002Fp\u003E\n\u003Cp\u003E“While extroverts are celebrated for being outgoing, action-oriented and enthusiastic, introverts bring analytical thought and empathy,” says Richard Etienne, a Surrey-based branding expert who lectures on introverts at work. “During the pandemic, those skills immediately became incredibly sought after. Introverts are reliable; people who take one project at a time and do it thoroughly. They’re good at deep thought and forming personal connection. That was really important during the period when companies were trying to hold onto clients.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"While extroverts are celebrated for being outgoing, action-oriented and enthusiastic, introverts bring analytical thought and empathy – Richard Etienne","id":"worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn a recent \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fopinion\u002Farticles\u002F2021-06-13\u002Fthe-big-question-as-pandemic-subsides-is-remote-work-here-to-stay\"\u003EBloomberg interview\u003C\u002Fa\u003E, Patty McCord, former head of HR at Netflix, said it was clear managers were newly aware of the skills of employees who didn’t command attention before. She referenced a senior executive at a Fortune 100 company who had a “matrix of skills” she once used to identify a great salesperson: “able to control a room, a lot of energy and charisma, confident, blah, blah, blah. And it completely flipped during the pandemic,” said McCord.  Suddenly, that company’s best employees were “the quiet ones who would just get on a call with a client and listen”.\u003C\u002Fp\u003E\n\u003Cp\u003EEmpathy and a propensity toward more thoughtful communication made introverts shine, adds Beth Buelow, a career coach and author of The Introvert Entrepreneur. “That tendency to put others in the spotlight, to hold up the team and be that silent partner, is a strength,” she says. “That is part of what managers and leaders witnessed coming through. They needed the empathetic listener. The person who was willing to step back and be like, ‘I hope you’re doing OK; how can we help?’”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA refreshing change of pace\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOn top of having the right innate skill set, many introverts benefited from the move away from a physical office environment. That because the traditional office, in many ways, really did not suit workers with more introverted personalities.\u003C\u002Fp\u003E\n\u003Cp\u003E“The workplace was created by extroverts, for extroverts,” says Etienne. Open-concept offices are the worst offenders, he explains. “The ease with which people can access your space without invitation can be intense.” In one role, Etienne recalls, “I had a desk by the lifts – the elevators. I couldn’t get 15 minutes of peace.” \u003C\u002Fp\u003E\n\u003Cp\u003EThat’s tough on someone with an introverted personality, since constant conversation can be draining. While extroverts, in contrast, are energised by social interaction, says Etienne, “at the end of the day, the introvert is spent”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"left","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWortman Ploetz says many who know her might be surprised that she describes herself as an introvert. She spends a lot of time in meetings and hands-on training sessions, but ultimately, she says, “where I draw my energy from is being in a quiet place, alone”.\u003C\u002Fp\u003E\n\u003Cp\u003ENeuroscience helps back up the theory. Studies show \u003Ca href=\"https:\u002F\u002Fwww.medicaldaily.com\u002Fbrain-introvert-compared-extrovert-are-they-really-different-299064\"\u003Eextroverts are less sensitive to dopamine\u003C\u002Fa\u003E, and thus require a lot of stimulation to be sufficiently energised. Introverts are far more sensitive to the brain chemical, and over-stimulation can quickly become tiring.\u003C\u002Fp\u003E\n\u003Cp\u003EIn general, adds Buelow, introverts pay a price for each social interaction throughout the day. That cost dipped considerably with the shift to remote work. “They’re not recharging when they’re in the office and stimulated all the time,” she says. “Just by virtue of having the solitude at home, you have more opportunities, more balance. Your alone to social time ratio is much healthier.”\u003C\u002Fp\u003E\n\u003Cp\u003EEtienne considers himself a more introverted person. Like Wortman Ploetz, he says he’s ultimately become more productive while working from home.\u003C\u002Fp\u003E\n\u003Cp\u003E“I felt more in control of the management of my time,” he says. “For example, I think we’ve all been through this: you finish a meeting and you’re walking back to your desk and someone spots you and you have a conversation. And you lose the time to process the meeting you’ve just finished, and reset. That doesn’t happen anymore. Now, I can have my moment of reflection in silence, without disturbance. With things like Zoom and Teams there are even ‘do not disturb’ settings; you literally \u003Cem\u003Ecan’t \u003C\u002Fem\u003Emessage me.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPlaying to an introvert’s strengths\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBeyond providing more peace and quiet, the new, introvert-friendly work environment made space for those personalities to stand out in other ways.\u003C\u002Fp\u003E\n\u003Cp\u003E“The physical meeting table disappeared, and with it went the hierarchical structure of the loud people gathered together at the centre and the introverts on the fringes,” says Etienne. And, he adds, those who might have been hesitant to jump into the fray in a conference room were empowered by virtual meeting spaces.\u003C\u002Fp\u003E\n\u003Cp\u003E“If one has a fear of public speaking, working remotely allowed that person to speak to their expertise, maybe even to thousands of people, but they’re just seeing a green light at the top of their laptop screen,” he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The workplace was created by extroverts, for extroverts – Richard Etienne","id":"worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EVirtual meetings also tend to have fewer interruptions and overlapping speakers. “The etiquette of the platform is different,” says Buelow. “You’re much more aware of if you’re interrupting or talking on top of someone.”\u003C\u002Fp\u003E\n\u003Cp\u003EA slightly slower conversational pace gives introverts the time they need to collect their thoughts. “They have more time to reflect, and then when they offer something, it’s meaningful,” she says. Plus, virtually, “there are more tools at your disposal to contribute to the conversation. It’s not just whoever can get a word in edgewise; there’s the chat, ‘raising your hand’, reactions you can send”.\u003C\u002Fp\u003E\n\u003Cp\u003EPlus, extroverted, louder colleagues are less likely to dominate a virtual space than a physical one. “Around the table, some people take up more energy; they occupy more space,” says Buelow. “Virtually, everyone’s occupying the same space. It evens out the energy.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe lasting impact\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWith the return to the office – and all its costly stimulation – Buelow is optimistic that lessons learned from remote work will make leaders and workplaces more accommodating to introverts. The definition of the “star employee”, she says, has changed. “Traditionally, we considered ‘contribution’ to mean talking,” she says. “I think we’ve learned that contribution can take many forms, and it’s not necessarily about the person that talks the most.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere are tactics leaders can use to make sure more introverted employees can continue to contribute, even if the team is transitioning back to in-person work. Simple solutions, like having brain-storming sessions or small-group chats prior to discussion with the full group, can go a long way, says Buelow.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“It’s a consideration about how to honour those who would like a few minutes to think quietly before sharing their thoughts,” she says. “As we go back to the office, leaders need to be asking, ‘are we offering a diversity of ways to contribute?’. There’s a ton of ways of doing that – it just requires some creativity.” \u003C\u002Fp\u003E\n\u003Cp\u003EWortman Ploetz says the lessons learned about how different personality types can best perform is “something we’re bringing back to the office. There’s a couple people on my team who need that quiet time. So, maybe they’ll book a conference room, or put up some visual indicator on their desk or door that says ‘please come back another time’. And it’s not offensive. It’s just that this person doesn’t want to be distracted. I don’t know if we would have understood that before, but we do now.” \u003C\u002Fp\u003E\n\u003Cp\u003EWortman Ploetz says she’s also maintaining some of the habits that made her so productive at home. “I’m much more diligent about when I will accept meetings on the calendar,” she says, “and I make sure there’s space between them, even if it’s 15 minutes. I think that’s a healthy boundary I wouldn’t have had without the pandemic.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-07-16T14:35:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why introverts excelled at working from home","headlineShort":"The workers who excelled from home","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Remote work offered 'quiet deliverers' who flew under the radar in the office a chance to really stand out.","summaryShort":"Why the office's 'quiet deliverers' ended up as the biggest remote-work stars","tag":[],"textToSpeech":false,"creationDateTime":"2021-07-15T20:41:52.062723Z","entity":"article","guid":"2c52821a-c1fc-4b17-9b87-62515b7d8278","id":"worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home","modifiedDateTime":"2021-09-02T05:26:17.303026Z","project":"worklife","slug":"20210713-why-introverts-excelled-at-working-from-home","cacheLastUpdated":1634592730236},"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days","_id":"61535fe145ceed4df02407dd","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Hybrid arrangements are new to us all. Working out how to divide our tasks between home and the office will be crucial to success.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the months since companies began planning their post-pandemic work models, a key concept that has emerged is \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fhello-hybrid\"\u003E‘hybrid’\u003C\u002Fa\u003E – a structure combining remote work and in-office days. \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200824-why-the-future-of-work-might-be-hybrid\"\u003EThe hybrid model\u003C\u002Fa\u003E allows employees to retain the flexibility they’ve experienced working from home, and still have the kind of in-office contact with colleagues that strengthens teams and collaboration. \u003C\u002Fp\u003E\n\u003Cp\u003EWorkers in many nations are now starting to head back into office and beginning to trial this new way of working. The hybrid pattern will be unfamiliar for employees and employers alike, and some workers may wonder how to best allocate their tasks, so that their time in each work environment is used to maximum advantage.\u003C\u002Fp\u003E\n\u003Cp\u003EExperts suggest choosing which work to do where, being communicative with managers and maximising in-person interactions can play a crucial role in making a success of a hybrid workweek.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EOptimal office days\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEven though hybrid set-ups will differ – some people will work a fixed number of days in the office, some will have specific pre-selected days during which whole teams are in together, some may be allowed to set their own schedules flexibly – there will be commonalities. For many, an early challenge may be working out how to move seamlessly between home and work offices.\u003C\u002Fp\u003E\n\u003Cp\u003E“Early evidence that we’ve collected suggests that people are experiencing some kind of culture shock when they’re getting back into the office,” says Tsedal Neeley, professor of business administration at Harvard Business School. “They’re also entering spaces that don’t have the same kind of technology that they’ve now set up at their homes.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Man working at home","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENeeley suggests recreating aspects of your work-from-home environment in the office to make the switch feel less jarring, including the lighting around your desk, your camera or microphone setup, your seating arrangement and even the accessibility of digital tools such as Zoom, Slack and other company-specific applications. Closely matching the layouts of each work environment will lead to more efficiency throughout the workday, says Neeley, and a more streamlined transition between the two spaces.\u003C\u002Fp\u003E\n\u003Cp\u003EOnce the desk is sorted, workers should take stock of their tasks and decide which are better suited to the home or office environment. Planning ahead is key here, especially if the hybrid arrangement is consistent and workers know in advance which days they’ll be in the office.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210406-how-asynchronous-communication-could-change-your-workday\"\u003EAsynchronous tasks\u003C\u002Fa\u003E – which can be completed from start to finish without input from others, such as responding to direct emails or putting together a solo presentation – should be done at home, where you’re able to have large blocks of uninterrupted time. Projects that require focused writing, data entry or asynchronous email communication between colleagues in separate time zones can all be achieved effectively from home. Certain kinds of meetings may be suited for at-home days as well, ideally ones that are closed-ended, and seek to address an issue without the need for a lengthy follow up, such as brief check-ins with a small group of managers or colleagues about an upcoming agenda for the week.\u003C\u002Fp\u003E\n\u003Cp\u003ESynchronous tasks, on the other hand, should be saved for in-office days. These are assignments that require collaboration, conversation, brainstorming or group creativity with many interdependent parts, says Paul Tesluk, dean and professor of organisational psychology at the University at Buffalo School of Management, New York. Workers can be just as creative working remotely as in-person, he says, but \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting\"\u003Econnecting with colleagues over video\u003C\u002Fa\u003E has proven to be more draining. People are slower to process non-verbal cues when using video technology, which can lead to anxiety and fatigue that gets in the way of fruitful collaboration.\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, workers all have different preferences and favoured working styles. Some feel they do their best work in \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200513-the-benefits-isolation-can-have-on-your-work\"\u003Esilence and isolation\u003C\u002Fa\u003E, while others thrive in a bustling office environment. That means each worker will need to establish their own pattern – and assign tasks to in-office or home days on the basis that works best for them.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EConnecting with colleagues\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMaking a success of hybrid is not just about choosing your tasks, however; developing and maintaining relationships with colleagues is also important.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Colleagues chatting at work","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWorkers, at least early on, should prioritise spending time, both formal and informal, with colleagues to re-establish a baseline of social familiarity. Doing so helps to shore up important personal connections – the kind of trust “that comes from high quality working relationships that has been harder to be able to build and develop when working remotely”, says Tesluk.\u003C\u002Fp\u003E\n\u003Cp\u003ETouching base with people in the office, whether for coffee, lunch or across a workspace, can in turn smooth working relationships on virtual days. If your team plans to be in the office every Monday, it’s important to join them.\u003C\u002Fp\u003E\n\u003Cp\u003EThis holds true especially for younger employees or newer hires brought on board during Covid-19, who have spent limited time with colleagues in the office. While these workers may choose some form of hybrid schedule, it will be useful at first to get to know the working patterns of managers and mentors so they can learn as much as possible. Even if it means fewer days working from home at the beginning, making connections in person can be one of the most effective ways to establish a place in a team or company.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EProving your productivity?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAs new working models have emerged, there’s been debate about whether remote workers will find themselves \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210305-why-in-person-workers-may-be-more-likely-to-get-promoted\"\u003Eside-lined in terms of promotions\u003C\u002Fa\u003E, because if they’re not in the office, their contribution may be less obvious. As a result, on their in-office days, workers may feel the need to prove to managers that they are being productive.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Approach your more limited in-office time intelligently, plan your days and maintain a steady line of communication with colleagues","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAccording to Neeley, in a perfect world the stable or in many cases \u003Ca href=\"http:\u002F\u002Fd1c25a6gwz7q5e.cloudfront.net\u002Freports\u002F2020-11-09-workplace-whitepaper-FINAL.pdf\"\u003Eincreased levels of productivity\u003C\u002Fa\u003E we’ve shown during the pandemic would erase the need for any overcompensation. “What Covid has taught us, and what remote work has surely defined for people, is that this notion of ‘butts in seats’ to demonstrate productivity or performance is not fruitful.\u003C\u002Fp\u003E\n\u003Cp\u003E“Employees should assume that they’re trusted and not have these paranoias, because the world has changed, the way we appraise people has completely changed,” says Neeley. Instead, adds Tesluk, we should preserve our energy for taking full advantage of moments of in-office collaboration, and let the quality of the work itself do the talking.\u003C\u002Fp\u003E\n\u003Cp\u003EBut given we know that managers can be \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Eseduced by presenteeism\u003C\u002Fa\u003E, whether consciously or subconsciously, making a moderate effort to signal your productivity and communicate your contribution to your boss can be a good idea. That means it’s vital to create a regular channel of communication with your boss, particularly during the transition to hybrid, to ensure new working patterns are remaining effective.\u003C\u002Fp\u003E\n\u003Cp\u003EEach company’s method of returning to in-office will fall on a spectrum and it will take time to adapt, regardless of your role or workplace experience. The key, says Neeley, is to approach your more limited in-office time intelligently, plan your days and maintain a steady line of communication with colleagues and managers.\u003C\u002Fp\u003E\n\u003Cp\u003E“People want work-life flexibility, people have earned trust through productive performance and this is kind of the new way of thinking about work,” she says. “It’s not just about command and control, it’s about empowerment and trust.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days-6"}],"collection":[],"disableAdverts":false,"displayDate":"2021-07-19T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Hybrid work: How to maximise your in-office days","headlineShort":"How to master the hybrid workweek","image":[],"imageAlignment":"centre","imageAltText":"Woman carrying coffee and laptop heading to work","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Hybrid arrangements are new to us all. Working out how to divide our tasks between home and the office will be crucial to success.","summaryShort":"Hybrid is coming – so how do you plan your in-office days?","tag":[],"textToSpeech":false,"creationDateTime":"2021-07-19T00:19:56.663168Z","entity":"article","guid":"7a4b3b34-696f-4ed4-8cc0-ea3b7931154f","id":"worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days","modifiedDateTime":"2021-09-02T05:26:25.17131Z","project":"worklife","slug":"20210716-hybrid-work-how-to-maximise-your-in-office-days","cacheLastUpdated":1634592730236},"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point","_id":"61535fdc45ceed3d4e61a6c2","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fjosie-cox"],"bodyIntro":"People are no longer prepared to return to pre-pandemic ways of working. If pressed to do so, many may choose to quit instead.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn early July, after more than a decade working for a French bank, Marie could see no other option but to resign from her Paris-based role. \u003C\u002Fp\u003E\n\u003Cp\u003EThe mother of two, whose surname is being withheld for professional reasons, enjoyed her job in the firm’s wealth-management division. But in June, her bosses determined that, given the global pandemic continued to show signs of easing, everyone in the team would soon be ordered back to the office full time. \u003C\u002Fp\u003E\n\u003Cp\u003EMarie’s husband had recently been offered a lucrative job in London. When he accepted, the prospect of the young parents holding down careers in two different countries looked unproblematic, because of the workplace changes that Covid-19 had triggered. Marie had been enthusiastic about the prospect of moving to London and catching the Eurostar train to Paris a few times a month for work, but as her employer started to insist on a return to in-person working, it became obvious that something would have to give. \u003C\u002Fp\u003E\n\u003Cp\u003E“I’d just spent well over 12 months proving that I was able to do my job entirely remotely, so being told that there was no longer any flexibility at all in terms of my physical location was extremely frustrating,” she says. “I tried for several weeks to come up with a solution, but in the end, I could see no other option than to quit. I loved working in finance, but my priority now is to find a new job that works for me and my family,” she adds. “And that may well be in a different industry.” \u003C\u002Fp\u003E\n\u003Cp\u003EAs \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-56025355\" target=\"_blank\"\u003Evaccination rates around the world\u003C\u002Fa\u003E tick up, giving employers like Marie’s the impetus to recall people to the office, businesses are confronting an uncomfortable reality: employees’ needs and preferences have changed. Many are no longer prepared to return to the way of working that was conventional before the pandemic. If pressed to do exactly that, \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Fquit-job-flexible-remote-working-from-home-return-to-office-2021-6\"\u003Emillions are choosing to quit instead\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Being told that there was no longer any flexibility at all in terms of my physical location was extremely frustrating – Marie","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis trend has gathered so much momentum that academics are now speaking of a fundamental shift in power dynamics away from employers and toward workers. If businesses want to retain the loyal talent they need to stay competitive, experts argue they must listen to the needs of the labour market and adapt quickly.  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe lessons from loss\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAlmuth McDowall, professor and assistant dean of the department of organisational psychology at London’s Birkbeck University, explains that losses during the last 18 months have proven transformational. \u003C\u002Fp\u003E\n\u003Cp\u003E“We’ve all experienced loss... losing loved ones, losing our freedom, losing human contact,” she says. “Many of us also had to juggle home-working with full-time caring, as children were off school.” \u003C\u002Fp\u003E\n\u003Cp\u003EThese life events felt so significant, says McDowall, that they caused us to revisit our priorities and sent many of us on a quest for work that feels purposeful – for a job that comes with some greater form of meaning.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09q0p0p"],"imageAlignment":"centre","imageAltText":"A busy office","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESimultaneously, having seen what is possible under extreme circumstances, many workers feel more prepared now than ever before to challenge assumptions around what an ideal worker looks like, and what the parameters and norms of the working world should be. \u003C\u002Fp\u003E\n\u003Cp\u003EThe effects of this momentous rethink are starting to show. In a survey of more than 2,000 people in the UK and Ireland conducted in March,  more than a third of respondents said \u003Ca href=\"https:\u002F\u002Fhr.personio.de\u002Fhubfs\u002FEN_Downloads\u002F202104_HRStudy_UKI.pdf\"\u003Ethey were looking to change roles in the next six to 12 months\u003C\u002Fa\u003E, or once the economy had strengthened. The researchers concluded businesses not actively catering to the evolving needs and demands of employees risked “sleepwalking towards a talent exodus”. \u003C\u002Fp\u003E\n\u003Cp\u003EIn the US, meanwhile, data indicate that such an exodus is already under way. A record \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2021\u002F06\u002F09\u002F4-million-people-quit-their-jobs-in-april-to-find-better-work.html\" target=\"_blank\"\u003E4 million people quit their jobs\u003C\u002Fa\u003E in April alone. Since then, the resignation rate has eased, but remains elevated.  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA loyalty inflection point\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAnthony Klotz, an associate professor of management at Texas A&M University’s Mays Business School, coined the term “\u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2021-05-10\u002Fquit-your-job-how-to-resign-after-covid-pandemic\" target=\"_blank\"\u003EGreat Resignation\u003C\u002Fa\u003E” in May. Observing that there were close to 6 million fewer resignations in the US during 2020 than there were in 2019, Klotz correctly predicted that, as the pandemic subsides, the “would-be quitters” who “sheltered in place” in 2020 were likely to act on their plans to leave their employers.  \u003C\u002Fp\u003E\n\u003Cp\u003E“What we’re seeing now is a clear decrease in organisational commitment due to a confluence of factors,” he says. Echoing McDowall, he says that employees have gained a new perspective on what’s truly important to them – “the pandemic brought death to our doorstep and that causes people to reflect” — but there are also other important reasons why loyalties have wavered. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s quite possible that many people no longer define themselves as much through their jobs as they used to – Anthony Klotz","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Work takes up a huge part of who we are. During the pandemic, identities changed. People spent more time with their families, some might’ve thought more about entrepreneurial ventures, side hustles or other pastimes away from their day job,” he says. “It’s quite possible that many people no longer \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210409-why-we-define-ourselves-by-our-jobs\"\u003Edefine themselves as much through their jobs\u003C\u002Fa\u003E as they used to.” That, Klotz elaborates, “means that they are less emotionally attached to their employer”.  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFlexibility over finance?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAnother element contributing to employees’ dwindling commitment is the decision by some companies to require workers to return to the office in person, as in Marie’s case. In particular, the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards\"\u003Efinance sector\u003C\u002Fa\u003E has come under fire for ordering workers back. \u003C\u002Fp\u003E\n\u003Cp\u003EIn May, Jamie Dimon, the CEO of JPMorgan Chase & Co., which is America’s largest bank, sparked a backlash when he said that working from home simply does not work for those \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fus-jp-morgan-ceo\u002Fworking-from-home-doesnt-work-for-those-who-want-to-hustle-jpmorgan-ceo-idUSKBN2CL1HQ\" target=\"_blank\"\u003Ewho want “to hustle”\u003C\u002Fa\u003E. And in June, Morgan Stanley CEO James Gorman said that if most employees were not back to work at the bank's Manhattan headquarters in September, he \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Fbusiness\u002Farchegos-capital-management-blowup-prompted-review-morgan-stanley-2021-06-14\u002F\" target=\"_blank\"\u003Ewould be \"very disappointed\"\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EGlobally, the culture of banking is still rooted in face time and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\" target=\"_blank\"\u003Epresenteeism\u003C\u002Fa\u003E. Most financial organisations champion the value of in-person meetings to pitch for business and hash out deals, meaning that remote arrangements were always only going to be temporary. But in light of employees becoming more discerning, this might have to change too. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09pzzrp"],"imageAlignment":"centre","imageAltText":"A woman works from home as her son plays in the background","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERegardless of the sectors, explains Klotz, companies that are ordering staff back into the office full time with no exceptions are going to have to find a way to “pitch that in an appealing way”. To stay competitive, businesses like banks and tech companies – some of which have adopted a remote culture indefinitely but \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Ftechnology\u002F2021\u002F06\u002F04\u002Fbig-tech-office-openings\u002F\"\u003Emany of which have not\u003C\u002Fa\u003E – must understand that, while digital nomadism and remote work were not widely available before the pandemic, they will be from now on.  \u003C\u002Fp\u003E\n\u003Cp\u003ENeither Klotz nor Almuth McDowall necessarily anticipate an industry-wide talent drain to materialise – mostly because there is such a broad spectrum of how individual organisations look to be structuring their post-pandemic workplaces in any given sector – but they both agree that businesses will lose good employees if they are not careful.  \u003C\u002Fp\u003E\n\u003Cp\u003E“Work arrangements is a brand new and important criteria that [employees] will care about going forward,” says Klotz. “People will want to choose the work arrangement that is best for whatever stage of life they’re in, and companies will have to take that into account when determining how they operate.” \u003C\u002Fp\u003E\n\u003Cp\u003EA recent PwC survey found that \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fus\u002Fen\u002Fservices\u002Fconsulting\u002Fworkforce-of-the-future\u002Flibrary\u002Fworkforce-pulse-survey.html\"\u003Eemployees increasingly want to be compensated for their work not just with money, but with flexibility\u003C\u002Fa\u003E. “[We’ve also] found that younger workers are more likely than older employees to accept smaller pay increases for non-monetary benefits, including extensive \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy\"\u003Emental health benefits\u003C\u002Fa\u003E, unlimited sick time, flexible work hours and remote work options,” says Bhushan Sethi, who jointly leads PwC's global people and organisation practice. In the wake of the pandemic, he adds, “these incentives can be the difference between a candidate accepting the job or not”. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe empowered employee \u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EStories like Marie’s cast a grim light on the process of readjusting to a post-pandemic work world, but there is overarching evidence that Covid-19 has been a catalyst for good when it comes to the power that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office\"\u003Eemployees in the labour market can yield\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EIndeed, Klotz argues that we are actually in the process of witnessing the dawn of the “era of the empowered employee”.  \u003C\u002Fp\u003E\n\u003Cp\u003EIn the US, the number of unemployed people has comfortably exceeded the number of available jobs for most of the last two decades, but currently the two measures are almost at level pegging, something that economists describe as an \u003Ca href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fu-s-job-openings-held-at-record-level-headed-into-summer-11625674595?mod=article_inline\" target=\"_blank\"\u003Eexceptionally tight labour market\u003C\u002Fa\u003E.  \u003C\u002Fp\u003E\n\u003Cp\u003E“Honestly, I can hardly recall a time when the job market was so much in the employee’s favour and that’s definitely a good thing,” says Klotz. “Wages have to go up. Companies have to adapt. But it may well be a slow period of experimentation.”  \u003C\u002Fp\u003E\n\u003Cp\u003E“As an organisation, you don’t just want to capture people’s bodies, but you want to capture their hearts too. And it’s that bit that’s going to prove tough.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-07-26T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why worker loyalty is at a breaking point","headlineShort":"Is worker loyalty at a breaking point?","image":["p09pzyzf"],"imageAlignment":"centre","imageAltText":"A woman who has resigned sits looking at her phone","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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office","worklife\u002Farticle\u002F20210713-why-introverts-excelled-at-working-from-home","worklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days"],"relatedTag":null,"summaryLong":"People are no longer prepared to return to pre-pandemic ways of working. If pressed to do so, many may choose to quit instead.","summaryShort":"Why workers aren’t hesitating to leave companies they were loyal to","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-07-25T19:49:28.658806Z","entity":"article","guid":"7711a184-0d7f-4935-97c8-f7c27b7254d1","id":"worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point","modifiedDateTime":"2021-09-28T12:48:16.406573Z","project":"worklife","slug":"20210721-why-worker-loyalty-is-at-a-breaking-point","cacheLastUpdated":1634592730236},"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it":{"urn":"urn:pubpipe:wwverticals:article:future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it","_id":"6153612545ceed650d73aba6","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"In 2001, air travel was dealt a massive blow by the 11 September attacks, and the effects lasted years. But this was a ripple compared to what Covid-19 will do.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the heart of Australian outback lies Alice Springs. The town – colloquially known as Alice – is the site of indigenous human presence dating back nearly 30,000 years. More recently, however, a new (and admittedly very different) type of settler has descended upon Alice. Since April, four Airbus A380s have made their way to the small town. The 500-plus-tonne behemoths belong to Singapore Airlines which, like many other carriers, has grounded almost its entire fleet.\u003C\u002Fp\u003E\n\u003Cp\u003EThe reason is Covid-19. The spread of the novel coronavirus has caused passenger demand to collapse, forcing airlines to park, rather than fly, their planes. Alice offers conditions ideal to do just that. The local airport has a runway long enough to land commercial airplanes and the climate is dry, which means aircraft parts corrode far slower than in the sweltering heat and humidity of South East Asia.\u003C\u002Fp\u003E\n\u003Cp\u003ESlumps in travel demand aren’t new. Following the terrorist attacks of 11 September 2001, passenger enthusiasm towards flying also waned amid security fears. This forced airlines – then, like now – to cancel flights and puts planes into storage. The industry did recover. \u003Ca href=\"https:\u002F\u002Fdata.worldbank.org\u002Findicator\u002FIS.AIR.PSGR\"\u003EPassenger numbers for 2002\u003C\u002Fa\u003E were 1.63 billion, only slightly lower than the 1.66 billion who flew in 2001. But passenger numbers don’t tell the whole story.\u003C\u002Fp\u003E\n\u003Cp\u003EThe 9\u002F11 attacks also \u003Ca href=\"https:\u002F\u002Fmoney.cnn.com\u002F2001\u002F11\u002F01\u002Fnews\u002Fdelta_pilots\u002F\"\u003Eforced airlines to trim costs through furloughs\u003C\u002Fa\u003E, layoffs, and most notably, consolidation. Prior to the attacks, the US airline market – the world’s most lucrative – was largely \u003Ca href=\"https:\u002F\u002Fwww.oig.dot.gov\u002Fsites\u002Fdefault\u002Ffiles\u002FAviation%20Industry%20Performance%5E9-24-12.pdf\"\u003Econtrolled by eight carriers\u003C\u002Fa\u003E. Today, its four. Following the attacks, airlines also \u003Ca href=\"https:\u002F\u002Fwww.bts.gov\u002Farchive\u002Fpublications\u002Fspecial_reports_and_issue_briefs\u002Fissue_briefs\u002Fnumber_13\u002Fentire#:~:text=In%20the%20comeback%20from%20post,flights%20to%20match%20falling%20demand.\"\u003Ebecame more cautious\u003C\u002Fa\u003E and shelved plans for aggressive expansion. This led to fewer flights overall and for passengers, \u003Ca href=\"https:\u002F\u002Fwww.transtats.bts.gov\u002FData_Elements.aspx?Data=5\"\u003Eless space as planes got fuller\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EWhether Covid-19 has a similar impact on the industry and how passengers fare in the aftermath will depend on a few things.\u003C\u002Fp\u003E\n\u003Cul\u003E\n\u003Cli\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20200218-climate-change-how-to-cut-your-carbon-emissions-when-flying\"\u003E\u003Cstrong\u003EShould we give up flying for the climate?\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003C\u002Fli\u003E\n\u003Cli\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20170919-how-flying-seriously-messes-with-your-mind\"\u003E\u003Cstrong\u003EHow flying seriously messes with your mind\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003C\u002Fli\u003E\n\u003Cli\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20191003-the-three-things-that-could-kill-the-pilotless-airliner\"\u003E\u003Cstrong\u003EThe three things that could kill the pilotless airliner\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003C\u002Fli\u003E\n\u003C\u002Ful\u003E\n\u003Cp\u003EThe collapse in air travel demand has been driven largely by public policy. As Covid-19 spread, governments worldwide chose – in the interests of preserving public health – to ban entry to non-residents. Some countries like India, Malaysia and South Africa stopped issuing visitor visas. Others like the Australia, New Zealand and the United States suspended visa-free travel reciprocity. The move not only ended the plans of millions of travellers but also forced airlines to stop serving once-lucrative markets. Flying empty planes around makes little fiscal sense. Consequently, getting planes back in the air will require an easing of government entry restrictions.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThere are some signs this is happening. The South African government recently announced efforts to reopen the country’s tourism sector. With one exception. The move only applies to domestic travellers; international tourists will have to wait a bit longer. Mmamoloko Kubayi-Ngubane, South Africa’s minister for tourism, says: “The decision to open the country’s external borders will be based on an 'assessment of scientific evidence… guided by (the government’s) responsibility to protect the lives of South Africans'.” Kubayi-Ngubane’s words reflect the delicate balance governments must strike between delivering for citizens the economic benefits of tourism while protecting those citizens against the public health risks of Covid-19.\u003C\u002Fp\u003E\n\u003Cp\u003EBut there might be a way around these travel restrictions: “travel bubbles”. Colloquially known as “coronavirus corridors” or “air bridges”, the underlying idea is simple. Rather than banning visitors outright (or relegating them to quarantine), some countries agree to open their borders to one other while – in principle – keeping their borders to all other countries closed. Signatory countries would typically be ones where the coronavirus threat has been contained. This minimises transmission risk for travelers within the bubble while preventing the importation of new cases from outside.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When it comes to testing, accuracy is everything","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe UK government recently moved to do just that. Starting 10 July, passengers from over 50 countries will be allowed to enter England, sans quarantine. In announcing the move, Prime Minister Boris Johnson \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fuk-53283375\"\u003Esaid:\u003C\u002Fa\u003E “Instead of quarantining arrivals from the whole world, we will only quarantine arrivals from those countries where the virus is sadly not under control.” But the effectiveness of travel bubbles depends in part on the goodwill of citizens. The success of the UK’s travel bubble with France requires that visitors to the UK do not travel to a high-risk country (say the United States, for example) and then in short order, fly to England via France. How authorities prevent this from happening remains unclear. The situation is particularly precarious if there are no border controls between countries inside the bubble, as is with the case with EU member states.\u003C\u002Fp\u003E\n\u003Cp\u003EAnother workaround involves having rapid testing infrastructure in place. The move would allow authorities to screen passengers for the virus and if needed, quarantine these individuals. Researchers at Stanford University recently \u003Ca href=\"https:\u002F\u002Ffsi.stanford.edu\u002Fnews\u002Fstanford-works-taiwan-testing-global-travel-quarantines-and-safely-getting-back-sky\"\u003Elaunched a study to examine the concept’s viability\u003C\u002Fa\u003E. The work – which is being conducted in collaboration with the Taiwanese government – will test passengers for signs of the virus on flights across the Pacific. According to the study’s authors, “the goal of the experiment is to figure out the earliest time we can release people if they get tested”. That matters to countries who see air travel as key to jumpstarting the economy.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut when it comes to testing, accuracy is everything. Imagine sitting near someone who tested negative for the virus but was actually infected (and infectious) during the entire flight. The idea is not entirely far-fetched. Studies suggest that one in three infected people can \u003Ca href=\"https:\u002F\u002Fwww.mdmag.com\u002Fmedical-news\u002Fcomparing-rt-pcr-and-chest-ct-for-diagnosing-covid19\"\u003Ereceive so-called “false negatives”\u003C\u002Fa\u003E. According to Maureen Ferran, a professor in biology at the Rochester Institute of Technology in New York, false negatives can occur when nasal swabs – used to collect samples of the virus – aren’t \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2020-04-11\u002Ffalse-negative-coronavirus-test-results-raise-doctors-doubts\"\u003Einserted\u003C\u002Fa\u003E deep enough into the nose or don’t collect \u003Ca href=\"https:\u002F\u002Fwww.livescience.com\u002Fcovid19-coronavirus-tests-false-negatives.html\"\u003Eenough of the virus sample\u003C\u002Fa\u003E. She says false negatives are also possible “if a person is tested \u003Ca href=\"https:\u002F\u002Fwww.livescience.com\u002Fcovid19-coronavirus-tests-false-negatives.html\" target=\"_blank\"\u003Etoo early or too late\u003C\u002Fa\u003E during their infection and there isn’t a lot of virus in their cells”.\u003C\u002Fp\u003E\n\u003Cp\u003EA vaccine for Covid-19 would provide relief. Vaccines strengthen the body’s natural defences, lowering the risk of infection and transmission. This curbs the need for entry restrictions, travel bubbles or virus tests altogether. But finding a vaccine isn’t easy. Antidotes to some life-threatening illnesses like HIV and malaria have remained elusive despite decades of research.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Service-cutting is about limiting so-called ‘touchpoints’: opportunities for Covid-19 to spread via close physical proximity between flyers and crew","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen vaccines have been found, the process has been painstakingly long. The vaccine used to treat measles \u003Ca href=\"https:\u002F\u002Fwww.cdc.gov\u002Fmeasles\u002Fabout\u002Fhistory.html\"\u003Etook nearly a decade to develop\u003C\u002Fa\u003E and hit the market 50 years after US healthcare providers starting monitoring the disease. Even if a vaccine for Covid-19 is found, it must be mass produced and distributed worldwide, which will take even more time. For travelers, this means the pre-Covid-19 flying experience isn’t likely to return anytime soon. So what can passengers expect in the meantime?\u003C\u002Fp\u003E\n\u003Cp\u003EPre-Covid-19 flyers – particularly those sitting in the premium cabin – were treated to all kinds of perks; amenity kits, noise-cancelling headphones and pyjamas. Some airlines went even further, offering passengers gourmet meals prepared by professional chefs \u003Ca href=\"https:\u002F\u002Fwww.turkishairlines.com\u002Fen-ca\u002Fdiscovery-guide\u002Fjournal\u002Fthe-most-delicious-flavors-of-the-world-always-with-you\u002Fa-tasteful-interview-with-our-flying-chef\u002F\"\u003Eonboard\u003C\u002Fa\u003E. Those days are over. Instead, flyers can expect pared down service with few if any luxuries. Airlines are axing \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fus-health-coronavirus-travel-breakingvie\u002Fbreakingviews-cox-trans-ocean-travel-has-zombie-apocalypse-vibe-idUSKBN23C2HD\"\u003Einflight-magazines, pillows and in some cases, even meals\u003C\u002Fa\u003E. Singapore Airlines – a carrier long \u003Ca href=\"https:\u002F\u002Fwww.channelnewsasia.com\u002Fnews\u002Fbusiness\u002Fsingapore-airlines-sia-q4-full-year-results-covid-19-coronavirus-12732134\"\u003Eadmired for its customer service\u003C\u002Fa\u003E – suspended serving a trolley meal service for flights within Asia. Passengers will instead be given a snack bag with water and refreshments during boarding.\u003C\u002Fp\u003E\n\u003Cp\u003EThe reason isn’t so much cost (though airlines, already hemorrhaging cash, are keen to make savings). Rather, service-cutting is about limiting so-called “touchpoints”: opportunities for Covid-19 to spread via close physical proximity between flyers and crew. Serving passengers in cramped spaces requires considerable person-to-person interaction. Airlines want to limit those interactions to stop the virus from spreading.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESome carriers are taking virus containment efforts one step further by requiring flyers to wear \u003Ca href=\"https:\u002F\u002Fwww.qatarairways.com\u002Fen\u002Fpress-releases\u002F2020\u002FJuly\u002Fqatar-airways-further-enhances-its-safety-measures-onboard-for-p.html?activeTag=Press-releases\"\u003Emasks and face shields on board\u003C\u002Fa\u003E. One such airline is Qatar Airways. The airline’s chief, Akbar Al Baker says these measures are needed \u003Ca href=\"https:\u002F\u002Fwww.qatarairways.com\u002Fen\u002Fpress-releases\u002F2020\u002Fmay\u002Fqatar-airways-to-introduce-temporary-additional-safety-measures-.html?activeTag=Press-releases\"\u003Eto\u003C\u002Fa\u003E “ensure the continued health and wellbeing of […] passengers and cabin crew”.\u003C\u002Fp\u003E\n\u003Cp\u003EConventional wisdom suggests that when passenger demand drops, fares follow. So with passenger numbers at record lows (as of April, Heathrow \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fhealth-coronavirus-britain-heathrow\u002Fheathrow-airport-sees-april-passenger-numbers-down-97-idUSFWN2CI22A\"\u003Epassenger numbers were down 97%\u003C\u002Fa\u003E), the quest for cheap tickets should be much easier. But that’s not the whole story. Fares are also influenced by the number of seats in the global market. With the world’s passenger planes largely grounded (one estimate suggests nearly \u003Ca href=\"https:\u002F\u002Fwww.dw.com\u002Fen\u002Fcoronavirus-banishes-planes-to-the-desert\u002Fa-53433298\"\u003E30% of the world’s 26,000 commercial jets are stuck on airport tarmacs worldwide\u003C\u002Fa\u003E), there are far fewer seats to go around. This gives airlines rather than passengers the upper hand when it comes to setting fares.\u003C\u002Fp\u003E\n\u003Cp\u003EFare hikes in the short run aren’t likely, according to Severin Borenstein. Borenstein – a professor at the University of California Berkeley’s Haas School of Business – thinks that fares are more “likely to remain quite moderate, because fuel costs are low and the airlines are flying more capacity than demand can support”. However, he points out that the absence of a Covid-19 vaccine could cause fares to eventually rise albeit, “over multiple years”.\u003C\u002Fp\u003E\n\u003Cp\u003EFare hikes are also likely if some airlines go bankrupt. Bankruptcy reduces the number of competitors in a market, which invariably drives up price. The prospect of a major airline going out of business is something \u003Ca href=\"https:\u002F\u002Fwww.marketwatch.com\u002Fstory\u002Fairline-stocks-rise-in-face-of-boeing-ceos-call-that-a-major-carrier-will-likely-go-out-of-business-2020-05-12?mod=article_inline\"\u003Eaeroplane manufacturer Boeing recently warned about\u003C\u002Fa\u003E. Similar sentiments have been expressed by Emirates’ chief Tim Clark.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-10"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"While ‘high density seating’ may save flyers cash, the concept is antithetical to social distancing","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd running an airline is pricy. Even small jets, like the single-aisle Boeing 737, can cost upwards of £80m ($102m) apiece. Add to that fuel, insurance and taxes and you’re talking about serious money. With annual \u003Ca href=\"https:\u002F\u002Fwww.iairgroup.com\u002F~\u002Fmedia\u002FFiles\u002FI\u002FIAG\u002Fannual-reports\u002Fba\u002Fen\u002Fbritish-airways-plc-annual-report-and-accounts-2018.pdf\"\u003Eexpenses running into the billions\u003C\u002Fa\u003E, airlines need cash to survive – lots of it. \u003Ca href=\"https:\u002F\u002Fwww.iata.org\u002Fen\u002Fpressroom\u002Fpr\u002F2019-12-11-01\u002F\"\u003EMoving cargo around is one way to make money\u003C\u002Fa\u003E. Another involves \u003Ca href=\"https:\u002F\u002Fwww.travelweekly.com\u002FTravel-News\u002FAirline-News\u002FAirlines-credit-cards-in-arms-race-to-profits\"\u003Epartnering with banks\u003C\u002Fa\u003E to sell airline-branded credit cards. Yet, the best way to generate cash remains filling passenger cabins.\u003C\u002Fp\u003E\n\u003Cp\u003EMaximising the so-called load factor is particularly important for budget airlines who – despite incurring similar costs as their full-service competitors – offer substantially lower fares. A one-way ticket on Irish budget giant Ryanair averages \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-48332849\"\u003Ejust €37\u003C\u002Fa\u003E (£33.50\u002F$42); you’d be hard pressed to \u003Ca href=\"https:\u002F\u002Fwww.cnn.com\u002Ftravel\u002Farticle\u002Fbritish-airways-strike-fare-hikes\u002Findex.html\"\u003Efind\u003C\u002Fa\u003E fares that low on many of Ryanair’s competitors.\u003C\u002Fp\u003E\n\u003Cp\u003EBudget carriers offset lower fares by squeezing more passengers into their cabins. Ryanair \u003Ca href=\"https:\u002F\u002Fcorporate.ryanair.com\u002Fryanair-fleet\u002F\"\u003Epacks\u003C\u002Fa\u003E 189 flyers onto its jets, 10% more than flag-carriers who fly the same airplane. Yet while high-density seating may save flyers cash, the concept is antithetical to social distancing. And that’s a problem. When it comes to fighting Covid-19, the US Centers for Disease Control and Prevention \u003Ca href=\"https:\u002F\u002Fwww.cdc.gov\u002Fcoronavirus\u002F2019-ncov\u002Fprevent-getting-sick\u002Fsocial-distancing.html\"\u003Ecalls\u003C\u002Fa\u003E social distancing, “one of the best tools we have to avoid being exposed to this virus and slowing its spread locally and across the country and world”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-12"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-13"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis sentiment is shared by some lawmakers, who now \u003Ca href=\"https:\u002F\u002Fuk.reuters.com\u002Farticle\u002Fus-health-coronavirus-airlines\u002Fempty-middle-seat-depends-on-which-country-you-are-flying-in-idUKKBN22V0B5\"\u003Emandate that airlines fill no more than two-thirds of the passenger cabin\u003C\u002Fa\u003E. Borenstein says limiting passenger capacity could disrupt the model of budget carriers, “because they rely on higher density on the aircraft and because those airlines tend to have weaker capitalisation, and therefore be more exposed to demand drops in their finances”. No wonder low-fare carriers have \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-53049338\"\u003Epanned the move\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EAirbus chief executive, Guillaume Faury, has \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-52468882\"\u003Ecalled\u003C\u002Fa\u003E the Covid-19 pandemic, “the gravest crisis the aerospace industry has ever known”. Similar sentiments have been expressed by the International Air Transport Association. The trade group – which represents nearly 300 airlines – says the industry is “only at the very beginning of a \u003Ca href=\"https:\u002F\u002Fwww.iata.org\u002Fen\u002Fpressroom\u002Fpr\u002F2020-07-01-02\u002F\"\u003Elong and difficult recovery\u003C\u002Fa\u003E” and there remains “tremendous uncertainty about what impact a resurgence of new Covid-19 cases in key markets could have”.\u003C\u002Fp\u003E\n\u003Cp\u003EPut simply, the industry will recover, but when that happens air travel is likely to look very unfamiliar.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003E* Ashley Nunes is a research fellow at Harvard Law School. His work explores how innovation affects markets.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003E--\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EJoin one million Future fans by liking us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002FBBCFuture\u002F\"\u003E\u003Cstrong\u003E\u003Cem\u003EFacebook\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, or follow us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FBBC_Future\"\u003E\u003Cstrong\u003E\u003Cem\u003ETwitter\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E or\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fbbcfuture_official\u002F\"\u003E\u003Cstrong\u003E\u003Cem\u003EInstagram\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EIf you liked this story, \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fpages.emails.bbc.com\u002Fsubscribe\u002F?ocid=fut.bbc.email.we.email-signup\"\u003E\u003Cstrong\u003E\u003Cem\u003Esign up for the weekly bbc.com features newsletter\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, called “The Essential List”. A handpicked selection of stories from BBC Future, Culture, Worklife, and Travel, delivered to your inbox every Friday.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it-14"}],"collection":null,"disableAdverts":false,"displayDate":"2020-07-10T01:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How Covid-19 will change air travel as we know it","headlineShort":"Will Covid-19 kill air travel?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"future","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":[],"summaryLong":"In 2001, air travel was dealt a massive blow by the 11 September attacks, and the effects lasted years. But this was a ripple compared to what Covid-19 will do.","summaryShort":"It’s the worst crisis to hit airlines in 20 years","tag":[],"textToSpeech":false,"creationDateTime":"2020-07-10T00:30:12.388098Z","entity":"article","guid":"d67d463c-670e-44fc-b934-07172da07d6b","id":"future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it","modifiedDateTime":"2021-09-01T17:24:17.044777Z","project":"future","slug":"20200709-how-covid-19-will-change-air-travel-as-we-know-it","cacheLastUpdated":1634592730237},"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity","_id":"6153600145ceed60034199a5","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fbryan-lufkin"],"bodyIntro":"If the pandemic has taught us anything about work, it's that we don't need to be pulling long hours in an office to be productive. So, why is presenteeism still so important?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt's almost hard to imagine a time in which people spent at least 40 hours a week in a physical office (and often even longer to impress the boss). But in the pre-pandemic workforce, this kind of ‘presenteeism’ – being physically in your seat at work just to look dedicated, no matter how unproductive – was just another fact of office life. Before the pandemic, data from one UK survey showed that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-47911210\"\u003E80% of workers said presenteeism existed in their workplace\u003C\u002Fa\u003E, with a quarter of the respondents saying it had got worse since the prior year.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBut now, remote work has provided bosses and workers alike with an overdue opportunity to re-evaluate this ingrained presenteeism. We've long known presenteeism is problematic: it can \u003Ca href=\"https:\u002F\u002Fwww.abc.net.au\u002Fnews\u002F2016-04-12\u002Fpresenteeism-costing-the-economy-billions\u002F7318832\"\u003Ecost a nation's economy tens of billions of dollars\u003C\u002Fa\u003E as sick people drag themselves into the office and infect others; it \u003Ca href=\"https:\u002F\u002Fwww.telegraph.co.uk\u002Fbusiness\u002F2018\u002F11\u002F23\u002Fjapan-battles-slay-presenteeism-work-culture-takes-toll\u002F\"\u003Ecreates toxic environments that lead to overwork\u003C\u002Fa\u003E, as people putting in long hours piles pressure on everyone else to do the same. We know it's productivity that matters, not being chained to your desk or computer – and it's a conversation we've been having \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2004\u002F10\u002Fpresenteeism-at-work-but-out-of-it\"\u003Efor years\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EYet, despite a golden chance to ditch the practise amid a new work world, the emphasis on presenteeism is alive and kicking. Now, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity\"\u003Epresenteeism has simply gone digital\u003C\u002Fa\u003E: people are working longer than ever, responding to emails and messages at all hours of the day to show how 'engaged' they are. And, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office\"\u003Eas bosses call workers back into the office\u003C\u002Fa\u003E, evidence is mounting that we perhaps haven’t moved the dial on presenteeism at all.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, despite what we know, why is presenteeism still so emphasised? It’s not simply that bosses are hungering to hover over workers as they toil. Rather, subconscious biases keep the practise intact – and unless we do a better job acknowledging its harm, and set up workplaces to discourage it, we’re likely to be slaves to presenteeism forever.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy managers still fall for presenteeism\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EClinging to a presenteeism culture just favours those “who have the time to show up early and leave late”, says Brandy Aven, associate professor of organisational theory, strategy and entrepreneurship at Carnegie Mellon University's Tepper School of Business, US. Aven also points out that this can unfairly favour some workers over others – parents may have no choice but to leave early, for example.\u003C\u002Fp\u003E\n\u003Cp\u003EYet as bad as presenteeism is, there are some indications that people who don't put in face time may actually get penalised. For example, although almost unfathomable now, \u003Ca href=\"https:\u002F\u002Fwww.nbcnews.com\u002Fnews\u002Fus-news\u002Fcoronavirus-has-lifted-work-home-stigma-how-will-shape-future-n1205376\"\u003Etelecommuting has generally been stigmatised\u003C\u002Fa\u003E as irresponsible, and has subsequently held some workers back. A 2019 study, for example, found that telecommuting workers who worked at companies in which remote work was unusual \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F336681767_Is_there_a_price_telecommuters_pay_Examining_the_relationship_between_telecommuting_and_objective_career_success\"\u003Eexperienced slower salary growth\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09kgqlr"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThese factors can alarm workers, many of whom have come to fear that a lack of physical office presence will stunt success. And the normalisation of remote work amid the pandemic hasn’t necessarily changed this; in 2020, researchers from human-resources software company ADP found that \u003Ca href=\"https:\u002F\u002Fuk.adp.com\u002Fabout-adp\u002Fpress-centre\u002F2020-11-03-workers-feel-the-pressure-of-presenteeism-post-covid-19.aspx\"\u003E54% of British workers felt obliged to physically come into the office at some point during the pandemic\u003C\u002Fa\u003E, especially those in their early-and mid-careers, despite the rise in flexible working.\u003C\u002Fp\u003E\n\u003Cp\u003ELeigh Thompson, professor of management and organisations at Northwestern University's Kellogg School of Business, US, says there are two key psychological phenomena that fuel presenteeism.\u003C\u002Fp\u003E\n\u003Cp\u003EThe first is the ‘mere-exposure effect’, which holds that the more a person is exposed to someone or something, the more they start to grow affinity. “If I've seen one person 10 times for every one time I’ve seen somebody else, I'm just naturally going to like them more,” explains Thompson. If a particular worker makes themselves more visible, they may naturally ingratiate themselves to others just by being there – even if the others don't realise it, or can’t pinpoint what is it they like about the ‘presentee’. “[You might say],'I don't know, I like their smile, I like their attitude – they're leadership material’,” says Thompson. And, before you know it, the presentee might get a raise or promotion.\u003C\u002Fp\u003E\n\u003Cp\u003EThis bias exists alongside another psychological concept called the ‘halo effect’: associating positive impressions of someone with their actual character. “You start to think of the person who's bringing you coffee or asking about your weekend as maybe ‘a sweet guy’ – but then I take the mental step of thinking you're a productive worker, too,” says Thompson. “You're nice, and then I immediately bloom that out to, ‘the guy must be a hard worker as well’ – even though you've given me no evidence in this coffee-cup situation to make me think that you're a hard worker.” This can lead to promotions or other benefits going to in-person workers.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EShowing up for the sake of it\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIronically, despite the potential rewards of showing your face at the office, workers aren’t actually necessarily more productive when they’re putting in that face time or working overtime. Still, workers feel the need to perform – both in person and now digitally – since managers don’t necessarily \u003Cem\u003Eknow \u003C\u002Fem\u003Etheir workers aren’t actually accomplishing anything extra.\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, during the pandemic, the number of hours worked around the world have gone \u003Cem\u003Eup\u003C\u002Fem\u003E, not down. In 2020, over the course of the year, \u003Ca href=\"https:\u002F\u002Fwww.economist.com\u002Fgraphic-detail\u002F2020\u002F11\u002F24\u002Fpeople-are-working-longer-hours-during-the-pandemic\"\u003Eaverage daily working hours\u003C\u002Fa\u003E increased by more than a half hour on average. The idea is, \u003Cem\u003Eif everyone else is online, I need to be, too\u003C\u002Fem\u003E. Many bosses only see the most visible people, so they assume those are the most productive employees.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"As bad as presenteeism is, there are some indications that people who don't put in face time may actually get penalised","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis is a relatively new problem. Back when the economy was more manufacturing-centric, it was easier to measure tangible outcomes: this gets built, this doesn’t. But “as we've shifted to a knowledge economy, it's much squishier to measure what output actually looks like”, says Scott Sonenshein, professor of organisational behaviour at Rice University's Jones Graduate School of Business in Houston, Texas. So, in lieu of something measurable, managers tend to think workers are producing as long as they’re at their desks.\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers know managers value this visibly – and so they fall into the presenteeism trap, especially as they see their peers doing the same. This is especially true in times of economic instability – such as we’re experiencing right now, due to Covid-19 – when workers fear the stability of their jobs. They work because they \u003Ca href=\"https:\u002F\u002Fig.ft.com\u002Fspecial-reports\u002Fhealth-work\u002F2019\u002F\"\u003Ewant to prove they can tough out stress and excel, as well as be reliable\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, this ultimately backfires, since the quality of workers’ output suffers as a result of this rush to perform. In the UK, for instance, 35 workdays are lost per worker per year in the UK due to presenteeism, and research also shows that \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2019\u002F03\u002F20\u002Fstanford-study-longer-hours-doesnt-make-you-more-productive-heres-how-to-get-more-done-by-doing-less.html\"\u003Eproductivity plummets after working more than 50 hours a week\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow to stamp out presenteeism\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ENow, in an era in which work practices have undergone seismic transformations, and have triggered unprecedented scrutiny, there’s an urgent need to reduce the emphasis on presenteeism, both physically and digitally. Even though more workers don't have a place to physically be present, many still feel like they need to be virtually present at all times.\u003C\u002Fp\u003E\n\u003Cp\u003EBut, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003Elike burnout\u003C\u002Fa\u003E, which also fundamentally threatens the way we work, fixing huge, existential issues including presenteeism requires a big, top-down overhaul of what’s valued in the workplace and why.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09kgqg9"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESonenshein says a great place to start is for workers, especially leaders, to model healthier behaviour. Once people are finished for the day, leave. Log off. Workers who hang around just to be performative can pressure other workers to do the same, which creates a vicious, toxic cycle.\u003C\u002Fp\u003E\n\u003Cp\u003EThat’s easier said than done, of course. This is why the impetus is also on managers to be more aware of why presenteeism happens – by learning about their own biases, and about phenomena like the mere-exposure and halo effects. Experts also advocate for better, clearer metrics teams can use to measure productivity beyond “who leaves the office last” or “who's responding to emails at daybreak”.\u003C\u002Fp\u003E\n\u003Cp\u003EThompson says a great place to start is simply by looking at raw performance: “I think bosses and supervisors need to ask themselves a priori; ‘Here's what my team’s going to be working on next month, or next quarter. What are my baseline expectations, and who is going above and beyond them’?\" \u003C\u002Fp\u003E\n\u003Cp\u003EThe sad truth is, though, that the hallmarks of presenteeism still exist in this new world of work. ”That's not sustainable. People are going to eventually burn out – this has been a big struggle for people for the last 15 months,” says Sonenshein. “It’s this arms race for who seems to work the most.” That the behaviour has transferred from physical desks to online shows how deeply it's ingrained in our work lives.\u003C\u002Fp\u003E\n\u003Cp\u003E“You would hope that during a pandemic, there would be a switch.” But, without a good hard look at our ingrained biases, transformation may be tough. “Unfortunately,” says Sonenshein, “I'm not sure things are really going to change.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-06-07T15:50:17Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why presenteeism wins out over productivity","headlineShort":"Why bosses still want us in the office","image":["p09kgqcg"],"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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office","worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us","worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards"],"relatedTag":null,"summaryLong":"If the pandemic has taught us anything about work, it's that we don't need to be pulling long hours in an office to be productive. So, why is presenteeism still so important?","summaryShort":"Bosses still cling to outdated notions of presenteeism – why?","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-06-06T20:09:41.711785Z","entity":"article","guid":"35da7269-4b4d-48c0-a85e-9e0a97ab162d","id":"worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity","modifiedDateTime":"2021-10-14T08:25:46.235266Z","project":"worklife","slug":"20210604-why-presenteeism-always-wins-out-over-productivity","cacheLastUpdated":1634592730232},"worklife\u002Farticle\u002F20210629-whats-driving-the-us-air-rage-spike":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210629-whats-driving-the-us-air-rage-spike","_id":"615360a045ceed2159126093","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmark-johanson"],"bodyIntro":"Reports of abusive or violent incidents on US flights have surged recently. Pandemic-linked factors are driving the behaviour – and there may be more to come.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOn the night before the Capitol uprising, fliers from Texas heading to the now-infamous Donald Trump rally in Washington DC were \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FMaranieRae\u002Fstatus\u002F1346672636835880961\"\u003Ecaught on video\u003C\u002Fa\u003E in a heated shouting match that flight attendants appeared unable to control. At the time, it seemed like an isolated incident tied to a politically charged event, but in the weeks and months that followed, similar videos of unbridled air rage began to flood the internet. \u003C\u002Fp\u003E\n\u003Cp\u003EThere was the Southwest Airlines flight attendant who was \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=VGQBYlwZ08Y\"\u003Epunched in the face\u003C\u002Fa\u003E; the violent Delta Air Lines passenger \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Falifuckingburns\u002Fstatus\u002F1403571330872745987?s=20\"\u003Esubdued near the cockpit\u003C\u002Fa\u003E; the fed-up American Airlines flight attendant \u003Ca href=\"https:\u002F\u002Fwww.tiktok.com\u002F@brentunderwood\u002Fvideo\u002F6971447997137784069?referer_url=https%3A%2F%2Fonemileatatime.com%2F&referer_video_id=6971447997137784069&refer=embed&is_copy_url=1&is_from_webapp=v1\"\u003Escolding passengers\u003C\u002Fa\u003E for making his flight “a living hell”. Replayed endlessly on social media, these viral videos have come to underscore a worrisome spike in air rage, which the US Federal Aviation Authority (FAA) says is at an all-time high. \u003C\u002Fp\u003E\n\u003Cp\u003EBetween January and mid-June, the FAA received approximately 3,100 reports of unruly behaviour, of which 487 have been investigated. That compares to a yearly average of 142 investigations over the last decade. While this is the first year the FAA has tracked all reports, a spokesperson told the BBC that “the number of reports we’ve received during the past several months is significantly higher than the numbers we’ve seen in the past”. \u003C\u002Fp\u003E\n\u003Cp\u003EOf course, there have been incidents elsewhere in the world – including \u003Ca href=\"https:\u002F\u002Fwww.belfasttelegraph.co.uk\u002Fnews\u002Fnorthern-ireland\u002Flondonderry-woman-facing-air-rage-charge-to-go-on-trial-40042938.html\"\u003ENorthern Ireland\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fnltimes.nl\u002F2020\u002F08\u002F02\u002Fvideo-face-mask-brawl-klm-flight-ibiza-two-arrests\"\u003EThe Netherlands\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.nzherald.co.nz\u002Fnz\u002Fair-rage-former-instagram-glamour-model-hannah-pierson-admits-transtasman-flight-outburst\u002FDSLIGFBZN2HYUGVMXDUMTGSUHI\u002F\"\u003ENew Zealand\u003C\u002Fa\u003E – but nothing on the scale of what’s happening in the US, where airlines have become so alarmed by the trend that a coalition of industry groups sent \u003Ca href=\"https:\u002F\u002Fwww.airlines.org\u002Fnews\u002Fa4a-joins-coalition-letter-regarding-unruly-passenger-behavior\u002F\"\u003Ea letter\u003C\u002Fa\u003E to the US Justice Department on 21 June, pleading for help. \u003C\u002Fp\u003E\n\u003Cp\u003ESo, why is this happening now? Air travel seems to have several ingredients that make it problematic for a society rapidly emerging from a pandemic. For starters, most customers are cramped into tight spaces with complete strangers, where they have little control over what’s happening to them. Experts say this can lead to nervousness, negative feelings and the kind of outbursts that are now well-documented online. Political polarisation and mask mandates seem to have heightened tensions too. But even deeper than that lie prickly issues of the pandemic’s mental-health legacy, and how it’s emerging in the unfriendly skies. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe mask factor\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAir rage is, of course, far from a new phenomenon. In fact, the International Air Transport Association (IATA), a trade group that represents 290 global airlines, \u003Ca href=\"https:\u002F\u002Fwww.iata.org\u002Fen\u002Fpolicy\u002Fconsumer-pax-rights\u002Funruly-passengers\u002F\"\u003Ewas concerned\u003C\u002Fa\u003E about this back in 2017. Yet the triggers seem to have changed since then. \u003C\u002Fp\u003E\n\u003Cp\u003EIn the past, incidents of passengers behaving badly often involved quarrels over mixed-up seats, smoking in the toilet or fliers not getting the kind of service they expected, says Robert Bor, a director at the UK-based Centre for Aviation Psychology. Now, they’re mostly about masks.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210629-whats-driving-the-us-air-rage-spike-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09mrsrs"],"imageAlignment":"centre","imageAltText":"A woman sanitises her hands on a plane","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210629-whats-driving-the-us-air-rage-spike-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“People who were recently cooped up are now freed and asserting themselves, creating a kind of battleground for infection-control wisdom,” says Bor. “Most people are pretty neutral on whether they have Coke or Pepsi, but they will have very strong feelings when it comes to issues relating to health, human rights, access to air and so on; it triggers people to behave in slightly more militant ways.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe FAA says that, of the 3,100 unruly passenger reports so far this year, 2,350 involve people refusing to comply with the federal mask mandate. Part of the issue is that US planes are now carrying more passengers than earlier in the pandemic. Numbers \u003Ca href=\"https:\u002F\u002Fwww.tsa.gov\u002Fcoronavirus\u002Fpassenger-throughput\"\u003Emore than doubled\u003C\u002Fa\u003E between January and June from around 700,000 daily travellers to around 2 million (pre-pandemic, figures were between 2 and 2.5 million per day). \u003C\u002Fp\u003E\n\u003Cp\u003EMeanwhile, the US federal mask mandate that was supposed to end in May \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Fworld\u002Fus\u002Fus-extends-transit-face-mask-requirements-through-sept-13-2021-04-30\u002F\"\u003Ewas extended for public transport\u003C\u002Fa\u003E until 13 September. This dissonance, between masks not being required in everyday life but being a requirement on a plane, may be contributing to the current spike. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPost-pandemic ‘survival instincts’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAnother reason, however, could be people’s responses to the stressors of re-entry into the world after more than a year of pandemic isolation. \u003C\u002Fp\u003E\n\u003Cp\u003E“We saw something similar after 9\u002F11, where you get back on an airplane for the first or second time, and you look at people, particularly as close as they are to you, and you don’t see them just as a fellow traveller, but also a threat to your physical health and safety,” says Andrew Thomas, an associate professor of international business at the University of Akron, US, who also runs the incident-tracking website AirRage.org.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210629-whats-driving-the-us-air-rage-spike-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The pandemic has actually triggered some of our very evolutionary behaviours – Sanam Hafeez","id":"worklife\u002Farticle\u002F20210629-whats-driving-the-us-air-rage-spike-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESanam Hafeez, a New York-based neuropsychologist, believes the pandemic has made us hypervigilant to the point where the tiniest slight can be taken as an act of aggression. \u003C\u002Fp\u003E\n\u003Cp\u003E“The pandemic has actually triggered some of our very evolutionary behaviours that we didn’t even realise we had,” she explains. “So, we respond by pouncing almost like we were designed to.” For those who’ve been really isolated – or endured the brunt of the pandemic – “it’s very possible that, while you didn’t really lose your social skills, they were taken over by your survival instincts”. \u003C\u002Fp\u003E\n\u003Cp\u003EAir rage, she adds, is often a reaction to an acute stressor that has nothing to do with the flight itself. If you’ve recently been fired, lost a loved one, broken up with a partner or suffered from a medical issue, “you are carrying all of that onto a plane, and because everyone there is a stranger, and you are in this very cramped space with masks on, that might be all the trigger some folks need to snap,” she explains. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDrinks – and showmanship\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAlcohol is another element mixed into the air-rage cocktail. “It’s what we would call a co-factor, in that it may make somebody who is susceptible [to air rage] to be a little bit less able to manage their feelings and behaviours,” explains Bor. \u003C\u002Fp\u003E\n\u003Cp\u003E“People don’t always understand or appreciate the effects of alcohol at altitude because we know that consuming onboard an aircraft is going to have a different effect to having alcohol on the ground,” he adds, noting that the rule of thumb is that it’s actually twice the effect.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210629-whats-driving-the-us-air-rage-spike-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09mrsn2"],"imageAlignment":"centre","imageAltText":"File image of an American Airline plane","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210629-whats-driving-the-us-air-rage-spike-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESeveral US carriers have decided not to serve alcohol right now, including Southwest. American is only serving alcohol in business and first class on domestic flights. United has delayed a return to alcohol sales on most flights fewer than 800 miles. Of course, travellers are still free to drink as much as they want at the airport bar before they get on the plane. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd if a passenger – drunk or otherwise – becomes abusive or combative, surrounding passengers documenting heated moments on their phones only adds fuel to the fire. Hafeez says that for some people, not backing down becomes a matter of pride: “You know you’re being recorded, so maybe you want to go down as the one who won the fight, because there is a little bit of showmanship – or protecting your street cred – involved in all of this.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMore to come?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESome analysts believe the current uptick in air rage may also have to do with the deterioration of the economy class experience overall. Once viewed as rather luxurious, many now see air travel as more of a nuisance with cramped seating, pared down service and minimal amenities. Moreover, increased fees for checked bags in recent years have meant more travellers now carry everything onto the plane, creating bottlenecks and friction.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210629-whats-driving-the-us-air-rage-spike-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The fundamental problem that causes [air rage] – taking away the mask issue – is just being packed into economy class – Andrew Thomas","id":"worklife\u002Farticle\u002F20210629-whats-driving-the-us-air-rage-spike-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“The flight experience used to be a [US luxury department store] Nordstrom experience and we are approaching a Walmart experience,” says Thomas, who has been documenting air rage incidents since 2001, when he first wrote a book on the subject. “The fundamental problem that causes [air rage] – taking away the mask issue – is just being packed into economy class.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe FAA has responded to the uptick in abuse and violence by adopting a new \u003Ca href=\"https:\u002F\u002Fwww.faa.gov\u002Fnews\u002Fpress_releases\u002Fnews_story.cfm?newsId=25621\"\u003Ezero-tolerance policy\u003C\u002Fa\u003E. Since it was issued in January, the aviation body has so far proposed $563,800 (£406,125) in fines, including a new record fine of $52,500 against a passenger who allegedly stormed the cockpit door and assaulted flight attendants. The fines keep rising, but so, too, do the number of incidents, suggesting they may do little to disincentivise a passenger in the heat of the moment. \u003C\u002Fp\u003E\n\u003Cp\u003EThomas fears that air rage hasn’t yet reached its peak, particularly given that the prime summer travel season in America is only just beginning. Meanwhile, he also has concerns that similar issues could arise in Latin America, Europe and Asia once air travel begins to approach pre-pandemic levels in those regions. \u003C\u002Fp\u003E\n\u003Cp\u003E“This is an American thing right now,” he says, “but I think that you will see that, once air travel numbers start going up, some of the same factors at play here will play a role elsewhere.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210629-whats-driving-the-us-air-rage-spike-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-06-30T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"What’s driving the US air-rage spike?","headlineShort":"The 'air rage' spike on US flights","image":["p09mrsn8"],"imageAlignment":"centre","imageAltText":"Plane passenger holding a mask","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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["future\u002Farticle\u002F20200709-how-covid-19-will-change-air-travel-as-we-know-it","worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office","worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity"],"relatedTag":null,"summaryLong":"Reports of abusive or violent incidents on US flights have surged recently. Pandemic-linked factors are driving the behaviour – and there may be more to come.","summaryShort":"Explaining the dramatic increase in unruly, violent incidents on planes","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-06-29T20:20:01.459973Z","entity":"article","guid":"d165ad91-632b-4bf9-a400-ebf9ed5f28d0","id":"worklife\u002Farticle\u002F20210629-whats-driving-the-us-air-rage-spike","modifiedDateTime":"2021-09-02T05:25:37.534459Z","project":"worklife","slug":"20210629-whats-driving-the-us-air-rage-spike","cacheLastUpdated":1634592730237},"worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead","_id":"615360cc45ceed206a065aa4","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkate-morgan"],"bodyIntro":"We're constantly taught the recipe for getting ahead is to put our heads down and outwork everyone else. But that's not quite right.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E\u003Cem\u003EThis article contains strong language some readers may find offensive\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ELate this summer, UK author Kate Lister had a realisation that resonated. On Twitter, she wrote: “How old were you when you realised your original plan of being really nice, working really hard, & taking on much more than you should in the hope you would be automatically rewarded for this without asking, was totally shit?”\u003C\u002Fp\u003E\n\u003Cp\u003ECynical or not, the sentiment resonated: more than 400,000 people have liked or retweeted it.\u003C\u002Fp\u003E\n\u003Cp\u003EDespite adages and advice that tell people from a young age hard work will get you everywhere, it really won’t, says Jeff Shannon, an executive coach, and author of Hard Work is Not Enough: The Surprising Truth about Being Believable at Work. He believes “hard work is a good start”, and early in your career, it can certainly help you establish yourself in a job. \u003C\u002Fp\u003E\n\u003Cp\u003EBut it’s not enough to take you all the way to the top. “At a certain point you look around and realise, wow, everyone works hard at this level. Expertise and hard work just become the expectation, and will not help you up the ladder.”\u003C\u002Fp\u003E\n\u003Cp\u003ESo, yes, it’s unfair the system doesn’t simply value hard work flat out – but it’s an important reality for workers to grapple with, especially if they’re struggling to climb the ladder. To really get ahead, you need to be doing more than just your job. Realisations like Lister’s often come on the heels of watching colleagues with similar (or \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity\"\u003Efewer\u003C\u002Fa\u003E) abilities soar, while your career stagnates. More often than not, those who rise are the ones willing to politick their way to the top, while you were too busy just working hard to notice you should be working the room.\u003C\u002Fp\u003E\n\u003Cp\u003EHard work, says Shannon, doesn’t much matter if no one recognises you’re doing it. To translate that effort into promotions and advancement, especially in a changed world of work, you have to make people notice it – and you.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09whb2x"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe ‘tiara effect’ trap\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EHard work is still very important, says Carol Frohlinger, president of US-based consulting firm Negotiating Women, Inc. But simply waiting for someone to pick up on it is detrimental. \u003C\u002Fp\u003E\n\u003Cp\u003EFrohlinger calls this tendency the “tiara effect” (a term Sheryl Sandberg also cited in Lean In). “People work really hard and deliver fabulous results and hope that the right people notice and come along and place a tiara on their heads. But that usually doesn’t happen,” she says. “One of the things that can happen to people who do good work and nothing else is that they’re under the radar. So, when there’s an opportunity for promotion, nobody thinks of them. They’re just forgotten, in a benign sort of way.”\u003C\u002Fp\u003E\n\u003Cp\u003EThis flies in the face of societal training that begins as early as primary school, when students are taught that the quiet, hard workers are those most likely to prosper. Because teachers reward such qualities in early years, we tend to expect our eventual bosses will, too. It’s frustrating, then, to enter the working world only to discover this engrained lesson is often incorrect.\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, as Shannon notes, hard work alone typically goes unnoticed after a certain point, because everyone around you is working at or about the same level. If you don’t draw attention to yourself in other ways, it’s easy to fade into the background.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile both men and women are susceptible to supervisors overlooking their hard work, Frohlinger says women are often more negatively impacted, because it’s generally seen as more acceptable for men to talk about their accomplishments. “For women, it can be seen as bragging, and bragging women can be punished,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"To climb the ladder, it’s necessary to be not just a great worker, but a bit of a politician","id":"worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESo, how do you get around the stereotype? The answer – for men as well as women – is to find a way to draw attention to your endeavours without waiting for something as infrequent as a yearly review or performance self-assessment.\u003C\u002Fp\u003E\n\u003Cp\u003E“What happens in a lot of companies and organisations is that you wait until the very end of the year, when you do the ‘I love me’ [self-assessment] memo,” says Frohlinger. “But you just can’t wait a year.”\u003C\u002Fp\u003E\n\u003Cp\u003EShe suggests giving the boss more frequent, albeit succinct, updates, and being sure to put accomplishments in context. “It could be just a quick email with some bullet points: here are my wins, and here’s what they did for us,” she says. “Here’s why it was helpful for our team, or how it saved the company money.” Frequency and word choice matter, adds Frohlinger. “Nobody wants to hear it every day. Using phrases like ‘my team and I’ helps you make yourself look good while also sharing the kudos.”\u003C\u002Fp\u003E\n\u003Cp\u003EFraming is important, too. A boss may find it odd to get an unsolicited update singing your own praises, but it’ll go over better cast as a check-in or a way to “keep them in the loop”, says Frohlinger.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe value of politics\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYet in most offices and industries, proven ability alone isn’t enough to help you get ahead, because you also need to be likeable and memorable. “If you want to have impact and influence, people need to trust and believe in you,” says Shannon, the same way they do a candidate they support.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09whb4j"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBasically, to climb the ladder, it’s necessary to be not just a great worker, but a bit of a politician.\u003C\u002Fp\u003E\n\u003Cp\u003E “You need to be seen as a leader,” says Frohlinger. “You need to be liked: by people at your level, by people above you and by people below you. When you evaluate work, the research is quite clear – \u003Ca href=\"https:\u002F\u002Fideas.repec.org\u002Fa\u002Fspr\u002Fjbecon\u002Fv91y2021i1d10.1007_s11573-020-00976-0.html\"\u003Epeople who are liked get better ratings\u003C\u002Fa\u003E, even if their work is the same.” And therein lies the unfair truth: you and a colleague may have the exact same skills and work ethic, but if they’ve spent more time making friends and influencing people, they’ll look better at their job. Bosses are human, too, and it’s simply a basic instinct for them to favour people they like. \u003C\u002Fp\u003E\n\u003Cp\u003EHowever, it is very possible to increase your political capital at work. There are basic tactics that can make you a well-liked member of the office, simply by paying attention to your colleagues. “You need to think about how to connect with people other than just on the work,” says Frohlinger. “Do we have a shared hobby or interest? Let’s say I know you like gardening, and I see this gardening article and I send it to you. That’s pretty simple, but you’re going to like me more.” \u003C\u002Fp\u003E\n\u003Cp\u003EWhile it may seem a bit manipulative, that kind of glad-handing doesn’t actually hurt anyone, and it’s what may be necessary to get ahead. It may require a reorganisation of priorities for those who’d rather focus on their to-do list over socialising. But going against that instinct can be beneficial. It’s all part of career maintenance, which Frohlinger says is every worker’s responsibility.\u003C\u002Fp\u003E\n\u003Cp\u003E“If you don’t take care of your career,” she says, “nobody else is going to do it.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-09-27T13:19:30Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why hard work alone isn't enough to get ahead","headlineShort":"Why hard workers often go unnoticed","image":["p09whb4z"],"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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity","worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs","worklife\u002Farticle\u002F20210730-the-acute-ageism-problem-hurting-young-workers"],"relatedTag":null,"summaryLong":"We're constantly taught the recipe for getting ahead is to put our heads down and outwork everyone else. But that's not quite right.","summaryShort":"Why you need more than grit and a good work ethic to excel","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-09-26T20:10:25.428852Z","entity":"article","guid":"568a4da3-06b0-47b3-b4c7-30081f3ef3cf","id":"worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead","modifiedDateTime":"2021-09-27T13:20:43.840579Z","project":"worklife","slug":"20210921-why-hard-work-alone-isnt-enough-to-get-ahead","cacheLastUpdated":1634592730243},"worklife\u002Farticle\u002F20210921-why-companies-dont-post-salaries-in-job-adverts":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210921-why-companies-dont-post-salaries-in-job-adverts","_id":"61535ffe45ceed60021fbbc1","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Pay is a major factor in whether a candidate takes a job – or even applies in the first place. But for employers, the politics of making salaries public are complicated.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYou’re scrolling through LinkedIn when you come across a promising job ad. The description is inspiring, the team members look compatible and you meet most of the qualifications for the role. Then, when you get to the part about the expected salary, you find that instead of an actual figure there are phrases like “depending on experience” or simply “competitive”.\u003C\u002Fp\u003E\n\u003Cp\u003EWhat do those words even mean? And why don’t companies simply list the salary upfront? \u003C\u002Fp\u003E\n\u003Cp\u003E“In traditional corporate environments, the salary is often hidden because it’s a game of cat and mouse trying to figure out what salary the candidate is currently on, what they’re expecting, and what the company is willing to pay,” explains Tom Harmsworth, the UK managing director at property-technology company WeMaintain, which operates in the UK, France and Singapore.\u003C\u002Fp\u003E\n\u003Cp\u003EBut this lack of disclosure hurts workers. Knowing the expected salary upfront lets a candidate understand whether a job will be financially viable for them. It also streamlines conversations later in the hiring process. This chimes with data from a 2018 LinkedIn survey, in which the overwhelming majority of respondents (61%) said \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fbusiness\u002Ftalent\u002Fblog\u002Ftalent-acquisition\u002Fjob-description-heatmap\"\u003Ecompensation was the most important part of the job description\u003C\u002Fa\u003E. A Glassdoor study showed similar results, with salary (67%) being the \u003Ca href=\"https:\u002F\u002Fwww.glassdoor.com\u002Femployers\u002Fblog\u002Fsalary-benefits-survey\u002F\"\u003Etop factor jobseekers look for in ads\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003ENevertheless, many employers still leave out compensation details in adverts, often out of fear it may put them at a competitive disadvantage, or cause resentment among existing staff.\u003C\u002Fp\u003E\n\u003Cp\u003EYet, there’s a growing global movement to make salary transparency not only a new norm, but rather the law. That’s because an increasing body of research shows that companies who are forthcoming about their wages can attract better, more diverse talent, making salary transparency an actionable way of creating a more equitable workplace.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210921-why-companies-dont-post-salaries-in-job-adverts-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"man looking for job on phone","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210921-why-companies-dont-post-salaries-in-job-adverts-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EPlaying their cards close\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESeveral reasons help explain why only \u003Ca href=\"https:\u002F\u002Fwww.payscale.com\u002Fcbpr\"\u003E12.6% of global companies published the pay range\u003C\u002Fa\u003E for a role within their job ads last year, according to a 2021 report from Seattle-based compensation data company Payscale.\u003C\u002Fp\u003E\n\u003Cp\u003E“Employers don’t want to publicise how much they pay, in part, because it’s going to create resentment among organisational members,” explains Eddy Ng, the Smith Professor of Equity and Inclusion in Business at Queen’s University, Canada. \u003C\u002Fp\u003E\n\u003Cp\u003EIn an ideal world, everyone doing the same job would make the same amount of money when they start. But that’s not always the case. In certain labour markets, employers may have to pay higher salaries to attract the best talent, which could cause conflict internally if existing employees – particularly ones who started at a lower wage – could easily view that information.\u003C\u002Fp\u003E\n\u003Cp\u003E“The other thing, of course, is when you make compensation public it makes it easier for the competition to poach your employees,” adds Ng, noting they can use this information to compete for – and potentially win over – the best candidates. “If you keep compensation private, in a way, it protects the employer and also allows the employer greater discretion.” \u003C\u002Fp\u003E\n\u003Cp\u003EMany employers also withhold salary information to give them more negotiation leverage with potential candidates as they advance to latter stages in a recruitment process – particularly as more jobs go remote. For example, securing additional information about a prospective employee’s physical location – be it a low-cost rural area or high-cost urban centre – might be a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200928-should-you-get-paid-based-on-where-you-live\"\u003Ekey factor in determining compensation\u003C\u002Fa\u003E, and ultimately can enable employers to save money.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210921-why-companies-dont-post-salaries-in-job-adverts-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Employers don’t want to publicise how much they pay, in part, because it’s going to create resentment among organisational members – Eddy Ng","id":"worklife\u002Farticle\u002F20210921-why-companies-dont-post-salaries-in-job-adverts-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESome companies also fear that if they list a salary band, all applicants will expect to receive the figure at the top end of that range, even if that figure is only reserved for the most qualified candidates. Receiving an offer at the bottom end – and accepting it – may lead to resentment right from the start.\u003C\u002Fp\u003E\n\u003Cp\u003EFrom a candidate’s perspective, all these factors may signal systemic issues within companies, who haven’t considered or effectively implemented policies around compensation. Shelly Holt, the chief people officer at PayScale, says much of the hesitancy around salary transparency comes from companies that lack both formal pay structures for their roles and confidence in their salary bands, often due to market fluctuations.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA competitive advantage?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBut while some companies may remain cagey around listing pay, Holt says there’s a competitive advantage in moving towards disclosure. Organisations that are more transparent about their salaries can win over the best candidates and attract diverse applicants.\u003C\u002Fp\u003E\n\u003Cp\u003EWeMaintain’s Harmsworth believes “advertising the salary banding upfront starts the process off on the right foot and reflects [a company’s] aptitude for transparency”.\u003C\u002Fp\u003E\n\u003Cp\u003EAccordingly, WeMaintain is among the companies moving toward complete salary transparency. Late last year, it distributed a salary and equity policy to its roughly 100 employees. This explains its pay banding, which is determined not by age or experience, but rather achievement and contribution. It then publicly listed salary bands on all job adverts this year in an attempt to combat gender pay gaps, and also encourage more women to apply for roles in the historically male-dominated industry of mechanical engineering.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210921-why-companies-dont-post-salaries-in-job-adverts-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"woman in interview happy","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210921-why-companies-dont-post-salaries-in-job-adverts-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHarmsworth says they’ve reaped dividends. “Being upfront about the salary banding has definitely resulted in us seeing more female candidates,” says Harmsworth, adding that “if the salary banding isn’t there, I think there can be a tendency for some of the better talent on the market to not apply”. \u003C\u002Fp\u003E\n\u003Cp\u003ENg adds managers who claim to be serious about diversity, equity and inclusion may want to take a second look at how their company actually communicates that in job listings. “If I know a company publicises compensation, it conveys a message to me that this employer tries to be fair,” he says. “On top of that, it also helps build trust.”\u003C\u002Fp\u003E\n\u003Cp\u003EEquality also extends to helping improve the gender pay gap. Holt adds: “Pay transparency actually closes that gender pay gap, and that’s likely because we know that women are less likely to negotiate and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210615-how-the-salary-ask-gap-perpetuates-unequal-pay\"\u003Emore likely to be penalised for asking for higher pay\u003C\u002Fa\u003E.”\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, Holt says as more companies promote pay transparency, they may begin to change the way the market works. “You are starting to force organisations to share more about how they’re paying and to really reduce that inequality problem that exists,” she says, adding “innovative companies that are wanting to win in the talent market will try new things and push these efforts forward”. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA win-win\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIndeed, there does appear to be a broader trend toward more salary transparency. In Latvia, for example, a new law that came into effect in 2019 makes it \u003Ca href=\"https:\u002F\u002Flikumi.lv\u002Fta\u002Fen\u002Fen\u002Fid\u002F26019-labour-law\"\u003Emandatory to post expected salaries on all job advertisements\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210921-why-companies-dont-post-salaries-in-job-adverts-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Innovative companies that are wanting to win in the talent market will try new things and push these efforts forward – Shelly Holt","id":"worklife\u002Farticle\u002F20210921-why-companies-dont-post-salaries-in-job-adverts-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the US, Colorado became the first state to enact a law similar to Latvia’s earlier this year. It \u003Ca href=\"https:\u002F\u002Fleg.colorado.gov\u002Fbills\u002Fsb19-085\"\u003Erequires employers to disclose hourly wages or pay ranges\u003C\u002Fa\u003E in all employment listings, with fines for not complying between $500 and $10,000 per violation. The law built on a wave of new regulations in \u003Ca href=\"https:\u002F\u002Fwww.hrdive.com\u002Fnews\u002Fsalary-history-ban-states-list\u002F516662\u002F\"\u003E21 US states\u003C\u002Fa\u003E that prohibit employers from asking applicants about their salary history. Now, several of those same US states concerned about salary history are looking to follow Colorado’s lead in making pay expectations a right for all jobseekers.\u003C\u002Fp\u003E\n\u003Cp\u003EToms Blodnieks, the chief operating office of Riga-based time-tracking software company DeskTime, says while competitors do use these publicly available figures to compete for talent, he thinks it’s been largely a win-win for both employees and employers.\u003C\u002Fp\u003E\n\u003Cp\u003E“Potential employees are very thankful that we show the salary because time is important and we don’t waste any of it,” he says. “From our side, as well, we don’t waste our time with checking resumes of people who are clearly thinking of a higher or lower salary than we will offer.”\u003C\u002Fp\u003E\n\u003Cp\u003EMoves like these have forced businesses to look at salary transparency in a fresh light. Yet, they’ve not been without their detractors. Major companies such as Johnson & Johnson, Cigna and Nike have included language in their job listings (which do not include explicit salary expectations) that specifically \u003Ca href=\"https:\u002F\u002Fwww.coloradoexcluded.com\u002F\"\u003Eprohibits workers in Colorado from applying\u003C\u002Fa\u003E, according to tracking website Colorado Excluded. \u003C\u002Fp\u003E\n\u003Cp\u003EPayScale’s Holt thinks the move toward more pay transparency will take a while to catch on, particularly for large multinationals. But she does see signs that the tide may be shifting.\u003C\u002Fp\u003E\n\u003Cp\u003E“I think there are going to be societal pressures that continue to push this, particularly in the area of diversity, equity and inclusion,” she explains. The \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point\"\u003Emarket is tightening\u003C\u002Fa\u003E, she adds, “so just doing things the way we’ve always done it isn’t going to help organisations get ahead.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210921-why-companies-dont-post-salaries-in-job-adverts-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-09-22T14:17:09Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why companies don't post salaries in job adverts","headlineShort":"Why job adverts don't include salaries","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Pay is a major factor in whether a candidate takes a job – or even applies in the first place. But for employers, the politics of making salaries public are complicated.","summaryShort":"Why getting employers to reveal salaries is \"a game of cat and mouse\"","tag":[],"textToSpeech":false,"creationDateTime":"2021-09-21T21:51:52.592749Z","entity":"article","guid":"0bf3a981-bd0d-4ac5-bce7-464d1f783a0b","id":"worklife\u002Farticle\u002F20210921-why-companies-dont-post-salaries-in-job-adverts","modifiedDateTime":"2021-09-21T21:51:52.592749Z","project":"worklife","slug":"20210921-why-companies-dont-post-salaries-in-job-adverts","cacheLastUpdated":1634592730237},"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews","_id":"615360ca45ceed37302af71d","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Some companies are asking candidates to attend multiple interviews. But too many rounds could be a red flag – and even drive candidates away.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEvery jobseeker welcomes an invitation to a second interview, because it signals a company’s interest. A third interview might feel even more positive, or even be the precursor to an offer. But what happens when the process drags on to a fourth, fifth or sixth round – and it’s not even clear how close you are to the ‘final’ interview? \u003C\u002Fp\u003E\n\u003Cp\u003EThat’s a question Mike Conley, 49, grappled with earlier this year. The software engineering manager, based in Indiana, US, had been seeking a new role after losing his job during the pandemic. Five companies told him they had to delay hiring because of Covid-19 – but only after he’d done the final round of interviews. Another three invited him for several rounds of interviews until it was time to make an offer, at which point they decided to promote internally. Then, he made it through three rounds of interviews for a director-level position at a company he really liked, only to receive an email to co-ordinate six more rounds. \u003C\u002Fp\u003E\n\u003Cp\u003E“When I responded to the internal HR, I even asked, ‘Are these the final rounds?’,” he says. “The answer I got back was: ‘We don’t know yet’.” \u003C\u002Fp\u003E\n\u003Cp\u003EThat’s when Conley made the tough decision to pull out. He \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fposts\u002Fmike-t-conley_jobhunt2021-leadership-servantleadership-activity-6812003946253705217-VF5t\u002F\"\u003Eshared his experience in a LinkedIn post\u003C\u002Fa\u003E that’s touched a nerve with fellow job-seekers, who’ve viewed it 2.6 million times as of this writing. Conley says he’s received about 4,000 public comments of support, and “four times that in private comments” from those who feared being tracked by current or prospective employers. \u003C\u002Fp\u003E\n\u003Cp\u003E“So many people told me that, when they found out it was going to be six or seven interviews, they pulled out, so it was a bigger thing than I ever thought it was,” he says. Of course, Conley never expected his post would go viral, “but I thought that for people who had been on similar paths, it was good to put it out there and let them know that they’re not alone”. \u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, the internet is awash with similar stories jobseekers who’ve become frustrated with companies – particularly in the tech, finance and energy sectors – turning the interview process into a marathon. That poses the question: how many rounds of interviews should it take for an employer to reasonably assess a candidate before the process veers into excess? And how long should candidates stick it out if there’s no clear information on exactly how many hoops they’ll have to jump through to stay in the running for a role? \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe importance of streamlined hiring\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ETrial and error is bad and costly for companies who are hiring, so they often compensate by making the recruitment process more and more forensic. This means conducting multiple interviews to gather valuable information to help them more clearly determine which candidate has the most potential. In the best-case scenario, this is a great investment for all involved: it ensures that the candidate won’t struggle in the job, and that the company won’t have to repeat the process all over again.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Mike Conley","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECompanies tend to build in several interviews and assessments to check credentials, determine job capabilities, get additional opinions and learn about a candidate’s personality. Jenny Ho, who runs the Singapore-based recruiting agency International Workplace Consulting, says the number of required interviews should always be in line with the level of the position. “Preferably, it’s three to four rounds, maximum,” she says. “For positions below director level, it’s a maximum of three; preferably two.” \u003C\u002Fp\u003E\n\u003Cp\u003EA streamlined hiring process gives a company an edge in a competitive employment market. Google, for example, recently examined its past interview data and determined that \u003Ca href=\"https:\u002F\u002Frework.withgoogle.com\u002Fblog\u002Fgoogle-rule-of-four\u002F\"\u003Efour interviews was enough to make a hiring decision with 86% confidence\u003C\u002Fa\u003E, noting that there was a diminishing return on interviewer feedback thereafter. Previously, candidates applying for a job at Google could be subjected to more than a dozen interviews. The number of people involved in the process has also been reduced, because Google found that four interviewers could make the same hiring decisions that a larger number of interviewers had in the past. \u003C\u002Fp\u003E\n\u003Cp\u003EHo says the key people who should be involved in the hiring process include the person who would be the employee’s direct manager, their supervisor and human resources. If it’s a C-suite position, it may include other C-suite executives and, possibly, some tenured employees. Yet, it’s important not to get too many people involved. \u003C\u002Fp\u003E\n\u003Cp\u003E“There is this concept that there must be a better candidate out there, so [companies] get more interviewers involved and, sometimes, they just end up more confused,” Ho says, noting that too many interviewers can create a lack of focus in the questioning as well as \u003Ca href=\"https:\u002F\u002Fwww.seek.com.au\u002Femployer\u002Fhiring-advice\u002Fhow-many-interviews-are-too-many-we-reveal-the-ideal-interview-process\"\u003Eunease for the candidate\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHire – or risk losing candidates\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EJohn Sullivan, a Silicon Valley-based HR thought leader, says companies should nail down \u003Ca href=\"https:\u002F\u002Fwww.ere.net\u002Ftop-candidates-are-gone-within-10-days-so-assign-each-a-hire-by-date\u002F\"\u003Ea hire-by date\u003C\u002Fa\u003E from the start of the recruitment process, because the best candidates only transition the job market briefly. And, as Conley’s experience shows, drawn-out interview processes can impact negatively on candidates’ interest in the role.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Knees, at a job interview","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAccording to a survey from global staffing firm Robert Half, \u003Ca href=\"https:\u002F\u002Frh-us.mediaroom.com\u002F2021-02-10-How-To-Lose-A-Candidate-In-10-Business-Days\"\u003E62% of US professionals say they lose interest in a job\u003C\u002Fa\u003E if they don’t hear back from the employer within two weeks – or 10 business days – after the initial interview. That number jumps to 77% if there is no status update within three weeks. \u003C\u002Fp\u003E\n\u003Cp\u003EPaul McDonald, a Los Angeles-based senior executive director at Robert Half, says that the average time-to-hire in the US has ebbed and flowed in recent months. It was elongated for much of 2020 and early 2021 due to the pandemic when companies were often “breadcrumbing” – or stringing along – candidates. Now, he says, it’s become more consolidated: If anyone is still breadcrumbing today, “they’re risking losing candidates because there are so many opportunities [for them]”. \u003C\u002Fp\u003E\n\u003Cp\u003ENot only that, they may also be tarnishing their reputation. Some 26% of respondents to the Robert Half survey said they would leave a negative comment anonymously on review sites if they felt like they were being strung along, potentially harming the chances for the company to attract top talent down the road. \u003C\u002Fp\u003E\n\u003Cp\u003EOf course, companies may not be stringing candidates along on purpose. Final approval for recruitment may be delayed because of shifting bottom lines or unforeseen circumstances beyond the company’s control – potentially moving the recruitment goalposts. If valid reasons aren’t communicated clearly, however, that may be a red flag for jobseekers.   \u003C\u002Fp\u003E\n\u003Cp\u003EMcDonald says that if a company is indecisive, it can provide a candidate with crucial insight into its culture. “If the decision-making process is this difficult for the organisation – if they’re not able to pull the trigger after three or four interviews and you’ve done everything asked of you and they’re still unsure – then that’s a key indicator of what it might be like to work for that organisation and those managers,” he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"These complicated processes are actually making quality candidates go elsewhere – Mike Conley","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EInterview fatigue affects both candidates and managers, so McDonald says candidates shouldn’t be afraid to ask for more details about the motivation for additional rounds, especially if it will be tricky for them to take more time off from their current job. “If you have to bow out, bow out gracefully,” he adds. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Building bad processes’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThat’s exactly what Conley, the job-seeker in Indiana, did. He never published the name of the company on his LinkedIn post, and his considerate commentary ultimately paved the way for a silver lining. \u003C\u002Fp\u003E\n\u003Cp\u003EA LinkedIn user who saw the post referred him to the CEO of a start-up helping students enter the workforce. After four interviews, he landed a job in early July as its VP of Software Engineering (both a higher position and pay grade than he’d targeted just a few weeks prior). Thanks to the attention, Conley is also making a podcast about hiring practices and has been offered some consulting gigs to help companies avoid interview processes like the ones he experienced.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EConley says he wishes he had been bold enough to take a stand earlier in his job search, “but it took me a while to value myself to get to the point I’m at now”. After all the hoops he’s jumped through in recent months, however, he still believes companies are trying their best. \u003C\u002Fp\u003E\n\u003Cp\u003E“They’re really worried about picking the right candidates, but in building in that worry, they’re building a process that doesn’t allow them to get to the candidates they thought they were going after,” he says. “These complicated processes are actually making quality candidates go elsewhere.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-08-02T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The rise of never-ending job interviews","headlineShort":"The rise of extreme job interviews","image":[],"imageAlignment":"centre","imageAltText":"Job interview","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Some companies are asking candidates to attend multiple interviews. But too many rounds could be a red flag – and even drive candidates away.","summaryShort":"Seven? Eight? Nine? How many interviews is too many for a job?","tag":[],"textToSpeech":false,"creationDateTime":"2021-08-01T20:00:57.452084Z","entity":"article","guid":"15fc6d53-7508-4c42-8bae-e91372e3db63","id":"worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews","modifiedDateTime":"2021-09-02T05:26:59.679508Z","project":"worklife","slug":"20210727-the-rise-of-never-ending-job-interviews","cacheLastUpdated":1634592730248},"worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men","_id":"615a057245ceed2fe810cec6","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fjosie-cox"],"bodyIntro":"Statistics show that stress and burnout are affecting more women than men en masse. Why – and what happens next?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Jia, a Manhattan-based consultant, read Sheryl Sandberg’s bestselling book Lean In in 2014, she resolved to follow the advice espoused by the chief operating officer of Facebook. \u003C\u002Fp\u003E\n\u003Cp\u003E “I’d just graduated from an Ivy League business school, was super pumped up and loved the idea of leaning in,” says Jia, whose last name is being withheld to protect her professional reputation. “Learning to self-promote felt so empowering, and I was 100% ready to prove that I was the woman who could have it all: be a high-powered career woman and a great mother.” \u003C\u002Fp\u003E\n\u003Cp\u003EBut today, the 38-year-old strikes a different tone. For years, she says, she feels like she’s been overlooked for promotions and pay rises at work on account of her gender, particularly after becoming a mother in 2018. Since then, she’s picked up the brunt of childcare responsibilities because her husband, who is a banker, has tended to travel more frequently for work. That, she adds, has given her a misguided reputation among her colleagues and managers – the majority of whom are male – for not being professionally driven.  \u003C\u002Fp\u003E\n\u003Cp\u003EThen when Covid-19 hit, it was as if all the factors already holding her back were supercharged. When her daughter’s day care closed in March 2020, Jia became the default caregiver while trying to stay afloat at work. “I was extremely unmotivated because I felt like I was spending all hours of the day trying not to fall off an accelerating treadmill,” she explains. “But at the same time, I felt like I was being trusted less and less to be able to do a good job. I could feel my career slipping through my fingers and there was absolutely nothing I could do about it.” \u003C\u002Fp\u003E\n\u003Cp\u003EIn early 2021, Jia’s therapist told her she was suffering from burnout. Jia says she’d never struggled with her mental health before. “But now I’m just trying to get through each week while staying sane,” she says. \u003C\u002Fp\u003E\n\u003Cp\u003EJia’s story is symptomatic of a deeply ingrained imbalance in society that the pandemic has both highlighted and exacerbated. For multiple reasons, women, particularly mothers, are still more likely than men to manage a more complex set of responsibilities on a daily basis – an often-unpredictable combination of unpaid domestic chores and paid professional work. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I could feel my career slipping through my fingers and there was absolutely nothing I could do about it – Jia","id":"worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThough the mental strain of mastering this balancing act has been apparent for decades, Covid-19 has cast a particularly harsh light on the problem. Statistics show that stress and burnout are affecting more women than men, and particularly more working mothers than working fathers. This could have multiple impacts for the post-pandemic world of work, making it important that both companies and wider society find ways to reduce this imbalance. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EUnequal demands\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ERecent data looking specifically at burnout in women is concerning. According to a survey by LinkedIn of almost 5,000 Americans, \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fso-stressed-women-report-bigger-burdens-see-lot-more-escapes-anders\u002F\"\u003E74% of women said they were very or somewhat stressed for work-related reasons\u003C\u002Fa\u003E, compared with just 61% of employed male respondents.  \u003C\u002Fp\u003E\n\u003Cp\u003EA separate analysis from workplace-culture consultancy a Great Place to Work and health-care start-up Maven found that \u003Ca href=\"https:\u002F\u002Finfo.mavenclinic.com\u002Fpdf\u002Fparents-at-the-best-workplaces?submissionGuid=5ac95855-8079-46ac-9ba5-f8b11c2ae5c5\"\u003Emothers in paid employment are 23% more likely to experience burnout\u003C\u002Fa\u003E than fathers in paid employment. An estimated 2.35 million working mothers in the US have suffered from burnout since the start of the pandemic, specifically “due to unequal demands of home and work”, the analysis showed.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09x4mrl"],"imageAlignment":"centre","imageAltText":"A woman hugs a child","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EExperts generally agree that there’s no single reason women burn out, but they widely acknowledge that the way societal structures and gender norms intersect plays a significant role. Workplace inequalities, for example, are inextricably linked to traditional gender roles. \u003C\u002Fp\u003E\n\u003Cp\u003EIn the US, women still \u003Ca href=\"https:\u002F\u002Fwww.census.gov\u002Flibrary\u002Fstories\u002F2020\u002F03\u002Fequal-pay-day-is-march-31-earliest-since-1996.html\"\u003Eearn an average of about 82 cents\u003C\u002Fa\u003E for each dollar earned by a man, and the gap across many countries in Europe is similar. Jia’s firm does not publish its gender pay-gap data, but she suspects that it’s significant. Moreover, she thinks many of her male peers earn more than her, something that causes her a huge amount of stress. \u003C\u002Fp\u003E\n\u003Cp\u003E“The idea that I might be underselling myself is extremely frustrating, but I also don’t want to make myself unpopular by asking for more money when I’m already pushing the boundaries by asking my company to make accommodations for me having to care for my daughter,” she says. “It’s a constant internal battle.” \u003C\u002Fp\u003E\n\u003Cp\u003EResearch links \u003Ca href=\"https:\u002F\u002Fwww.shrm.org\u002Fresourcesandtools\u002Fhr-topics\u002Fbenefits\u002Fpages\u002Fshrm-study-greater-mental-health-challenges.aspx\"\u003Elower incomes to higher stress levels\u003C\u002Fa\u003E and worse mental health in general. But several studies have also shown more specifically that incidences of burnout among women are greater because of differences in job conditions and the impact of gender on progression. \u003C\u002Fp\u003E\n\u003Cp\u003EIn 2018, researchers from University of Montreal published a study tracking 2,026 workers over the course of four years. The academics concluded that \u003Ca href=\"https:\u002F\u002Facademic.oup.com\u002Fannweh\u002Farticle\u002F62\u002F4\u002F426\u002F4870017?login=true\"\u003Ewomen were more vulnerable to burnout than men\u003C\u002Fa\u003E because women were less likely to be promoted than men, and therefore more likely to be in positions with less authority which can lead to increased stress and frustration. The researchers also found that women were more likely to head single-parent families, experience child-related strains, invest time in domestic tasks and have lower self-esteem – all things that can exacerbate burnout.  \u003C\u002Fp\u003E\n\u003Cp\u003ENancy Beauregard, a professor at University of Montreal and one of the authors of that study, said that reflecting on her work back in 2018, it’s clear that Covid-19 has amplified the existing inequalities and imbalances that her team demonstrated through their research. “In terms of [the] sustainable development of the human capital of the workforce,” she says, “we’re not heading in a good direction.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA pandemic catalyst\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBrian Kropp, chief of human resources research at Gartner, a global research and advisory firm headquartered in Connecticut, US, agrees that while many of the factors fueling women’s burnout were in play before the pandemic, Covid-19 notably exacerbated some as it forced us to dramatically overhaul our living and working routines.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09x4mwd"],"imageAlignment":"centre","imageAltText":"A woman washes up while on the phone","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EStructures supporting parents’ and carers’ lives closed down, and in most cases, this excess burden fell on women. One study, conducted by academics from Harvard University, Harvard Business School and London Business School, evaluated survey responses from 30,000 individuals around the world and found that women – especially mothers – had spent significantly \u003Ca href=\"https:\u002F\u002Fwww.pnas.org\u002Fcontent\u002F118\u002F12\u002Fe2018494118\"\u003Emore time on childcare and chores during Covid-19\u003C\u002Fa\u003E than they did pre-pandemic, and that this was directly linked to lower wellbeing. Many women had already set themselves up as the default caregiver within their households, and the pandemic obliterated the support systems that had previously allowed them to balance paid employment and domestic work. \u003C\u002Fp\u003E\n\u003Cp\u003EThat’s exactly what Sarah experienced in March 2020, when schools across New York first closed. “Initially the message was that schools would stay closed until the end of April, so that was my target: ‘Get to that point and you’ll be fine’,” recalls the Brooklyn-based 40-year-old. Now, more than 18 months into the pandemic, her two sons, aged 6 and 9, are only just reacquainting themselves with in-person learning, and Sarah’s life has changed dramatically.  \u003C\u002Fp\u003E\n\u003Cp\u003EIn April 2020, for the first time ever, she started suffering from anxiety. The pressures of home-schooling her children while working as marketing executive for a large technology company overwhelmed her. She couldn’t sleep, worried constantly and felt depressed. Worst of all, she felt like whatever she did was inadequate because she didn’t have enough time to do anything well. \u003C\u002Fp\u003E\n\u003Cp\u003ESix months into the pandemic, it was clear something had to change. Sarah’s husband, a lawyer, was earning much more than her, and had done so since they got married in 2008. So, in August 2020 the couple jointly decided that Sarah would leave her job to become a stay-at-home mother. “Before this, I never really knew what being burned out meant,” she says. “Now I know beyond a shadow of a doubt.” \u003C\u002Fp\u003E\n\u003Cp\u003ESarah’s experience is emblematic of a much broader trend. In September last year, just as the pandemic was gaining pace, more than 860,000 women \u003Ca href=\"https:\u002F\u002Fnwlc.org\u002Fwp-content\u002Fuploads\u002F2020\u002F10\u002Fseptember-jobs-fs1.pdf\"\u003Edropped out of the US workforce\u003C\u002Fa\u003E, compared with just over 200,000 men. \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F10\u002F29\u002Fupshot\u002Fmothers-leaving-jobs-pandemic.html\"\u003EOne estimate\u003C\u002Fa\u003E put the number of mothers who had quit the US workforce between February and September last year at 900,000, and the number of fathers at 300,000. \u003C\u002Fp\u003E\n\u003Cp\u003EAs women lost crucial social lifelines during lockdown which may have been emotional and physical outlets for stress, it’s clear that the abrupt avalanche of extra domestic responsibilities pushed many who were already busily juggling home and work life further than they could go. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘What’s the cost?’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EOne of the greatest concerns workplace experts harbour is that poor mental health among women in the workplace could discourage future generations from setting ambitious professional goals, particularly if they want to start a family. That could exacerbate the gender inequalities that already exist in terms of pay and seniority in the labour market. \u003C\u002Fp\u003E\n\u003Cp\u003EData indicate that this is indeed a legitimate concern; statistics collected by CNBC and polling company SurveyMonkey earlier this year showed that the number of women describing themselves as “very ambitious” in terms of their careers \u003Ca href=\"https:\u002F\u002Fwww.surveymonkey.com\u002Fcuriosity\u002Fcnbc-women-at-work-2021\u002F\"\u003Edeclined significantly during the pandemic\u003C\u002Fa\u003E. Data from the US Census Bureau shows that over the first 12 weeks of the pandemic, the percentage of mothers between the ages of 25 and 44 not working due to Covid-19-related childcare issues \u003Ca href=\"https:\u002F\u002Fwww.census.gov\u002Flibrary\u002Fstories\u002F2020\u002F08\u002Fparents-juggle-work-and-child-care-during-pandemic.html\"\u003Egrew by 4.8 percentage points\u003C\u002Fa\u003E, compared to no increase for men in the same age group.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In terms of [the] sustainable development of the human capital of the workforce, we’re not heading in a good direction – Nancy Beauregard","id":"worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEqually, there are concerns about how new ways of working such as hybrid could impact on workplace gender equality. Research shows that women are more likely than men to work from home in a post-pandemic world, but there’s evidence that people who work from home are \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210305-why-in-person-workers-may-be-more-likely-to-get-promoted\"\u003Eless likely to get promoted\u003C\u002Fa\u003E than those who have more face-time with managers. “Women are saying, I’m working just as hard and doing just as much, but because I’m working from home, I’m less likely to get promoted,” says Kropp. “That’s extremely demotivating.” \u003C\u002Fp\u003E\n\u003Cp\u003EDean Nicholson, head of adult therapy at London-based behavioural health clinic The Soke, suggests that perceptions of fairness – or otherwise – could impact on women’s workplace participation. “When the balance of justice is skewed against us in the workplace, then it's invariably going to lead to negative feelings, not just towards the organisation, but in the way that we feel about ourselves and the value of our contribution, as well as where we're positioned on a hierarchy of worth.”  \u003C\u002Fp\u003E\n\u003Cp\u003ETo prevent an exodus of female talent, says Kropp, organisations must appreciate that old workplaces practices are no longer fit for purpose. Managers need to fundamentally rethink how companies must be structured in order to promote fairness and equality of opportunity, he says. That means pay equality and equal opportunities for promotion, as well as creating a culture of transparency where everyone – mothers, fathers and employees who are not parents – feels valued and can reach their professional potential while also accommodating what’s going on at home. \u003C\u002Fp\u003E\n\u003Cp\u003ESteve Hatfield, global future of work leader for Deloitte, notes that mothers, especially those in senior leadership roles, are extremely important role models. “The ripple effect of what they’re seen to be experiencing right now has the potential to be truly profound on newer employees, and so it's up to organisations to prove that they can accommodate and cater to the needs of all employees,” he says. \u003C\u002Fp\u003E\n\u003Cp\u003EAs such, Hephzi Pemberton, founder of the Equality Group, a London-based consultancy that focuses on inclusion and diversity in the finance and technology industry, emphasises the need for managers to be trained formally and to understand that the initiative to create a workplace that’s fit for purpose must come from the employer rather than the employee. “That’s absolutely critical to avoid the risk of burnout,” she says. \u003C\u002Fp\u003E\n\u003Cp\u003EBut Jia, who says she’s now on the brink of quitting her job, insists that notable changes need to happen in the home as well as the workplace. “What’s become abundantly clear to me through the pandemic is that we all have a role to play in understanding the imbalances that are created when stereotypical gender roles are blindly adhered to,” she says. “Yes, of course it sometimes makes sense for a woman to be the default caregiver or to take a step back from paid work, but we need to appreciate at what cost. This is 2021. Sometimes I wonder if we’re in the 1950s.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-10-04T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why women are more burned out than men","headlineShort":"Why women are so burned out","image":["p09x4mh9"],"imageAlignment":"centre","imageAltText":"Woman in hall","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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead","worklife\u002Farticle\u002F20210921-why-companies-dont-post-salaries-in-job-adverts","worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews"],"relatedTag":null,"summaryLong":"Statistics show that stress and burnout are affecting more women than men en masse. Why – and what happens next?","summaryShort":"Compared to men, women are suffering burnout at higher levels","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-10-03T19:32:58.820623Z","entity":"article","guid":"fc556382-4e85-4ac4-8b48-1db2deb3d3f9","id":"worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men","modifiedDateTime":"2021-10-03T19:32:58.820623Z","project":"worklife","slug":"20210928-why-women-are-more-burned-out-than-men","cacheLastUpdated":1634592730237},"worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout","_id":"6165e86b45ceed13963dbe8a","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmark-johanson"],"bodyIntro":"Long days and low pay already hurt service-sector workers. But since the pandemic, angry customers and staff shortages have made things even harder.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen two Category 5 hurricanes hit the US Virgin Island of Saint John in quick succession in 2017, it was the most devastating thing to happen to restaurant owner Karen Granitz in her 50 years in the service industry. But then the 65-year-old picked up the pieces, reopened her business and carried on. “I could see a light at the end of the tunnel,” she recalls. \u003C\u002Fp\u003E\n\u003Cp\u003ECovid-19 has been another beast entirely. “There’s no end in sight and we’re not in control, which is very unnerving,” says Granitz. The unprecedented circumstances created by the pandemic ultimately forced her out of business. “I closed the restaurant this past February, not because of a desire to be secluded from Covid, not because we weren’t busy enough, not because I couldn’t get supplies and not because of the shocking misbehaviour of the minority of the masses of tourists we got,” she says. The problem: staff were so burnt out they stopped showing up to work. \u003C\u002Fp\u003E\n\u003Cp\u003E“Rude customers were causing tension in house, wearing masks was exhausting and my people were scared, whether they admitted it or not,” she says. When staff didn’t show up for work, Granitz was left to pick up the slack. “I am too old to be carrying on working 16-hour days and doing the work, physically, of six people, so I said I would walk out at the top of my game before a stretcher had to carry me out.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe World Health Organization recognised burnout as an “\u003Ca href=\"https:\u002F\u002Fwww.who.int\u002Fnews\u002Fitem\u002F28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases\"\u003Eoccupational phenomenon\u003C\u002Fa\u003E” in 2019. While it’s often discussed in reference to office workers, studies show service-sector workers are uniquely affected by burnout, thanks to a combination of factors including long workdays, odd hours and a lack of regular time off. In many nations, including the United States, they are often under-paid, under-resourced and undervalued, with no sick pay or holiday-pay provision. \u003C\u002Fp\u003E\n\u003Cp\u003ERight now, service-industry burnout \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Funderstaffed-companies-give-employees-additional-work-burnout-labor-shortage-2021-9?r=US&IR=T\"\u003Ecould be worse than ever\u003C\u002Fa\u003E, due to a volatile mix of added stressors brought on by the pandemic, including unruly customers and dire staff shortages. It’s possible these high levels of burnout could play an important role in helping companies better understand the phenomenon and make changes that could lead to better workplaces. Yet that will be of little comfort to those experiencing daily hardship in customer-facing roles.   \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09xz6k3"],"imageAlignment":"centre","imageAltText":"Difficult customers interacting with a waitress","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E'Roll-your-eyes horrible’ customers\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EMany service-industry workers can hardly remember the early days of the pandemic, when they were lauded for their labour as essential workers. These days, people are more likely to come across news of attacks on workers in \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2021\u002F09\u002F17\u002Fnyregion\u002Fcarmines-nyc-hostess-attacked.html\"\u003Erestaurants\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.newsweek.com\u002Fbank-manager-beaten-after-work-client-angry-about-request-wear-mask-he-laid-wait-1628157\"\u003Estores\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-whats-driving-the-us-air-rage-spike\"\u003Eairplanes\u003C\u002Fa\u003E – often as a result of their new role as enforcers of Covid-era health rules. Of course, one of the quintessential tasks of a customer-facing job is dealing with problems, making these workers uniquely positioned to have hostile interactions during the pandemic. \u003C\u002Fp\u003E\n\u003Cp\u003EGranitz says the past few months on Saint John have been the most volatile she can remember, with tourists fighting to get on ferries, misbehaving on tours and putting restaurant staff on edge each shift. “You’d have 100 fabulous, amazing people and then five would show up that were unbelievably, roll-your-eyes horrible,” she says. \u003C\u002Fp\u003E\n\u003Cp\u003EIn a recent survey of UK retail workers, \u003Ca href=\"https:\u002F\u002Fwww.retail-week.com\u002Fpeople\u002Fdata-84-of-retail-staff-say-pandemic-has-damaged-their-mental-health\u002F7040018.article?authent=1\"\u003E91% of managers said they’d noticed an increase in mental-health issues\u003C\u002Fa\u003E among staff. Chief among the reasons: 88% of frontline retail respondents said they had experienced verbal abuse in 2020, and 60% reported being threatened by customers.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I am too old to be carrying on working 16-hour days and doing the work, physically, of six people, so I said I would walk out at the top of my game before a stretcher had to carry me out – Karen Granitz","id":"worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EJennifer Moss, author of new book The Burnout Epidemic, says this is likely the result of 20 months of being in a state of crisis, where workers are stressed out and, when they interact with the public, are being met with high levels of stress in return. “We’re always sort of at the edge right now and we’re not taking moments of pause before we react,” the Ontario, Canada-based expert explains. “So, there is just a level of volatility that those in the service sector haven’t necessarily dealt with before.” \u003C\u002Fp\u003E\n\u003Cp\u003EMoss says this increased friction can lead to heightened levels of cynicism and hopelessness among service-industry workers as well as a sense that things are out of control. As a result, they may become disengaged, anxious or experience a negative personality change – all symptoms of burnout that are often misconstrued as poor performance. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe cycle of burnout and staff shortages\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EStudies show \u003Ca href=\"https:\u002F\u002Fwww.frontiersin.org\u002Farticles\u002F10.3389\u002Ffpsyg.2020.00036\u002Ffull\"\u003Eburnout is a key driver of employee turnover\u003C\u002Fa\u003E. So, it’s perhaps no surprise that the service industry has been among the hardest-hit by the Great Resignation. \u003C\u002Fp\u003E\n\u003Cp\u003EHospitality workers in the US have \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fjolts.t04.htm\"\u003Eleft their jobs\u003C\u002Fa\u003E in droves since shutdowns began in early 2020. Job vacancies in the UK hospitality industry are at \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-57817775\"\u003Ethe highest levels\u003C\u002Fa\u003E since records began, with many leaving the workforce \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-57400560\"\u003Eto study or re-train in a new field\u003C\u002Fa\u003E. A lack of service industry workers in Australia has led to \u003Ca href=\"https:\u002F\u002Fwww.abc.net.au\u002Fnews\u002F2021-07-03\u002Fworker-accommodation-shortage-victoria-sees-businesses-suffer\u002F100257026\"\u003Ebidding wars\u003C\u002Fa\u003E in which chefs offered up to AU$200,000 ($143,520; £106,911) salaries just to accept a gig.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09xz6s8"],"imageAlignment":"centre","imageAltText":"Waitress at an outdoor cafe","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs a consequence of these worker shortages, many businesses in the US have attempted to \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fempsit.t24.htm\"\u003Eraise wages\u003C\u002Fa\u003E to lure them back. Studies show they aren’t interested. According to a Joblist report, \u003Ca href=\"https:\u002F\u002Fwww.joblist.com\u002Fjobs-reports\u002Fq2-2021-united-states-job-market-report\"\u003Eformer hospitality workers are transitioning out of the industry\u003C\u002Fa\u003E in search of a different work setting (52%), higher pay (45%), better benefits (29%) and more schedule flexibility (19%). Meanwhile, half of former hospitality workers looking for other work say no pay increase or incentive would make them return to their old restaurant, bar or hotel job. \u003C\u002Fp\u003E\n\u003Cp\u003EKevin Oliver is the manager of a variety store in the US state of South Carolina, who has lived the consequences of severe staff shortages. The 54-year-old, who has worked in retail since he was 21, says he’s logged an average of 60 to 70 hours each week this past year. There was a period of nearly eight months during which the only way he could take a day off was to ask the other manager-level employee to work a 16-hour shift. \u003C\u002Fp\u003E\n\u003Cp\u003E“With those kinds of occurrences becoming more and more common, it’s no wonder some of us have been burnt out,” he says. Instead of having work-life balance, “for the bulk of the pandemic it's been mostly work, pretty unbalanced”. Oliver is leaving his job this month to take on a new position with a non-profit that he says offers fewer hours and higher pay. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EIndustry exodus\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EMoss says the pandemic has made it easier for burnt-out workers like Oliver to make career changes. “We’ve all gone through 20 months of facing our own mortality,” she says. “We have questioned, intentionally, what we want to do with our lives, what we want to do with work. We’ve also learned high levels of emotional flexibility, which makes you much more open to change.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Half of former hospitality workers looking for other work say no pay increase or incentive would make them return to their old restaurant, bar or hotel job","id":"worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIf companies in the service industry want to keep their employees, they may need to start playing a major role in combatting burnout. Among entry-level staff, Moss says the relationship has long been transactional. “There is an expectation that they are going to leave, and we need to stop thinking like that,” she explains. “That means changing the way that we support those employees.” \u003C\u002Fp\u003E\n\u003Cp\u003EThis could be allowing workers to share their gripes openly without fear of repercussions, ensuring all assigned workloads are sustainable, checking in with employees to gauge their wellbeing and making workers aware of clear steps for career advancement. \u003C\u002Fp\u003E\n\u003Cp\u003E“We’re in a paradigm-shifting moment in our workforce right now,” adds Moss. “Those companies that did a good job of listening to people, caring about their mental health, providing them with the support they needed, developing trust, building two-way communication and feedback – those types of organisations are the ones that will see their employees stay.” \u003C\u002Fp\u003E\n\u003Cp\u003EMoss hopes the current situation may serve as a wake-up call, heightening awareness of burnout and its effects not just in office cubicles and hospital wards but also behind café counters and store registers. And with more attention to the problem, perhaps all of us can begin to reflect on our own interactions with service industry workers and start the process of de-normalising the poor behaviour reported in recent months, too.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-10-13T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why service workers are so burned out","headlineShort":"Why service workers are quitting","image":["p09xz62d"],"imageAlignment":"centre","imageAltText":"Demoralised man in 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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point","worklife\u002Farticle\u002F20210629-whats-driving-the-us-air-rage-spike","worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men"],"relatedTag":null,"summaryLong":"Long days and low pay already hurt service-sector workers. But since the pandemic, angry customers and staff shortages have made things even harder.","summaryShort":"How the pandemic pushed customer-facing workers over the edge","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-10-12T19:33:39.642847Z","entity":"article","guid":"58ecd08c-9ef9-4cfc-9aa2-3a7a64bdbc41","id":"worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout","modifiedDateTime":"2021-10-13T14:22:05.517824Z","project":"worklife","slug":"20211007-the-service-roles-that-lead-to-burnout","cacheLastUpdated":1634592730236},"worklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity","_id":"6153603c45ceed72c741ce35","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Since the pandemic hit, we’ve been using more digital tools to work longer hours, creating a cognitive load that’s tough on our brains. How do we fix that?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELate last year, a \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fdelia_cai\u002Fstatus\u002F1330597127131684870\"\u003Etweet\u003C\u002Fa\u003E from BuzzFeed trends editor Delia Cai went viral: “Another day of staring at the big screen while scrolling through my little screen so as to reward myself for staring at the medium screen all week,” she joked. \u003C\u002Fp\u003E\n\u003Cp\u003EIt seems right on. More than a year into the pandemic, we are glued to our screens. And it’s not only about binging movies and scrolling through TikTok. As remote work has set in, we’re relying entirely on digital tools to keep in touch with each other and get our work done. \u003C\u002Fp\u003E\n\u003Cp\u003EThis all-virtual-all-the-time nature of our everyday has led to a worrisome spike in ‘digital intensity’. It’s not just that we’re increasingly using digital tools to work; it’s that we’re also using digital tools more to \u003Cem\u003Ework more. \u003C\u002Fem\u003EA new survey from Microsoft \u003Ca href=\"https:\u002F\u002Fwww.microsoft.com\u002Fen-us\u002Fworklab\u002Fwork-trend-index\u002Fhybrid-work\"\u003Etracked the habits of more than 30,000 users in 31 countries\u003C\u002Fa\u003E over the last year, and the results are alarming. \u003C\u002Fp\u003E\n\u003Cp\u003E“People spend 148% more minutes in weekly Teams meetings,” says Jared Spataro, Microsoft corporate vice-president. “An average user is sending 42% more chats after hours, and 200% more chats on weekends. Our customers received 40 billion more emails in February of 2021 than in February of 2020.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe numbers track with Spataro’s personal experience. He and his team are certainly spending more time in front of their screens. Employees, he says, are attending more and more meetings – sometimes unnecessarily – just to demonstrate they’re present and engaged. Spataro says he’s also “having more one-on-ones than I’ve ever had in my life”, which he attributes to “a base principle: humans crave connection”. \u003C\u002Fp\u003E\n\u003Cp\u003EAll this plugged-in time is creating a cognitive load that’s tough on our brains. There are some short-term fixes that can help alleviate this digital intensity, but the issue is also driving a larger conversation about what communication – and our jobs in general – should look like in a whole new world of work.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Huge cognitive overhead’\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, it makes sense that the shift to remote work has meant more time in front of screens. Meetings used to take place in person; now our only option is virtual interaction. \u003C\u002Fp\u003E\n\u003Cp\u003EKate Lister, president of Global Workplace Analytics, a San Diego-based remote work consultancy, cautions that some of the numbers in the Microsoft study should be taken with a pinch of salt. “The criticism is: of course, Teams is being \u003Ca href=\"https:\u002F\u002Fwww.businessofapps.com\u002Fdata\u002Fmicrosoft-teams-statistics\u002F\"\u003Eused more now;\u003C\u002Fa\u003E nobody was using it before,” she says. Working from home naturally requires virtual tools, so the increased usage of Microsoft’s video conferencing app (or similar increases for platforms such as Zoom) is to be expected.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In real life, our brains aren’t wired to look at a flat image of a person on a grid – Michael Bohan","id":"worklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut that’s not to say other data in the study isn’t concerning. The report also showed that the workday has lengthened by an hour in many countries, and the average meeting is a full 10 minutes longer. \u003C\u002Fp\u003E\n\u003Cp\u003E“The overworking is real,” says Lister, “and it stems from your screen being right there in front of you, all the time. You don’t have the social cues you had in the office, around getting up and going to lunch, or quitting at the end of the day, so you just keep working.” \u003C\u002Fp\u003E\n\u003Cp\u003EFeeding into these longer working hours is the fact that we’re pinging colleagues more with chats, sending more emails and scheduling more meetings to replace the casual interactions we used to have passing in the office corridor, or leaning over to ask a desk-mate a question.   \u003C\u002Fp\u003E\n\u003Cp\u003EAnd although before the pandemic we might have put aside our digital platforms for an in-person team meeting, a lunch-break or a commute, now these online tools are constant companions. Switching between them, moving from email to internet browsers to Slack, for example, taxes our cognitive processes. Toss in constant video chats, and things get even worse. \u003C\u002Fp\u003E\n\u003Cp\u003E“In real life, our brains aren’t wired to look at a flat image of a person on a grid,” says Dr Michael Bohan, the director of Microsoft’s Human Factors Engineering Lab. “Brains are wired in the real world, and designed to use body cues, and all this other subtle stuff in order to process and communicate.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Man on work video chat with multiple participants","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EDuring a virtual meeting, with multiple participants in little boxes, our brains try to process each participant individually, listen, comprehend and take in visual cues. Even before you start trying to focus on the meeting’s agenda, your brain is working overtime. “You might not be aware of it consciously,” says Bohan, “but just working on a screen puts this huge cognitive overhead on your brain.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe more meetings there are, the worse it gets. In one study, Bohan and his research team \u003Ca href=\"https:\u002F\u002Fwww.microsoft.com\u002Fen-us\u002Fworklab\u002Fwork-trend-index\u002Fbrain-research\"\u003Eobserved people’s brain activity during a series of simulated virtual meetings\u003C\u002Fa\u003E. They tracked how often the participants produced alpha waves – which appear in brains at rest – and beta waves, which appear when the brain is hard at work. What they saw was a nearly endless string of beta waves over the course of a day of meetings. “At the end of the day, that build-up of beta waves was strongly associated with people feeling exhausted and anxious,” says Bohan. \u003C\u002Fp\u003E\n\u003Cp\u003EMeetings aren’t the only problem, however. Your brain produces beta waves anytime you’re processing a lot of information at once – in other words, almost anytime you’re staring at a screen. And after a period of sustained beta-wave production, your brain’s processing starts to slow down. The more you try to push through to get all the work done, the harder that becomes to do. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EShort-term fixes\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe good news is that something as simple as a 10-minute break, if used correctly, can help mitigate the effects of digital intensity. Breaking up long stretches of meetings or on-screen work can help with beta wave build-up. \u003C\u002Fp\u003E\n\u003Cp\u003E“If you give yourself a break, and do something like meditation, reading, sketching, doodling – anything that turns your brain to something more relaxing,” says Bohan, it will begin to produce alpha waves. After the break, “you’ll be more engaged and focused”, he adds. “Taking breaks lets you reset, and maintain better brain health across the day.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Couple on the sofa, watching multiple devices","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EA daunting workload – exacerbated by the fact that working virtually is often more difficult and time consuming – may make a meditation break seem like an impossible luxury. But there are substantial benefits; a period of alpha waves restores cognitive function, and can make you more productive. \u003C\u002Fp\u003E\n\u003Cp\u003ESpataro says Microsoft is trying to address video chat’s cognitive overload issue by developing new software features. He points to “together mode”, a virtual filter in Teams that puts meeting participants on a shared background (Zoom has introduced a similar option, called Immersive Scenes). By eliminating participants’ individual boxes and backgrounds, the filters strive to reduce some of the subconscious processing taking up cognitive space. \u003C\u002Fp\u003E\n\u003Cp\u003EBut reducing our digital intensity problem is not just about tweaking video-chat platforms. Part of the problem, says Spataro , is that a year into the pandemic, we’re still trying to replicate our old work patterns in a radically new at-home environment. \u003C\u002Fp\u003E\n\u003Cp\u003E“It’s not working. We’ve entered a new era,” he says. “We need new habits, new practices, new cultural understandings. We need to learn new skills and patterns, and create new cultural norms.” Instead of seeing workers as “robots in a factory”, we should be building a new culture that sees workers as “elite athetes”. “Everything we know about athletic training applies; we need intense sessions of work, then recovery. And the recovery is just as important.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Let’s do it better’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ELister believes this kind of change begins with re-assessing how we communicate at work. “A video meeting is not the answer every time we need to talk to someone. Long meetings with one person talking, and everyone else listening? That should be a memo.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We need to look at every process and ask: why are we doing this? – Kate Lister","id":"worklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EShe believes that most meetings – in person or in the virtual world – are “wasteful”. Now, when they’re happening on screen, “many people sit and multi-task, which is a whole other cognitive-load issue. They’re doing that because they shouldn’t be in the meeting in the first place. Meetings have been broken for a long time… why should we replicate that in the virtual world?” \u003C\u002Fp\u003E\n\u003Cp\u003ETo reduce overworking, Lister says companies have to communicate policies and expectations to workers clearly. “Some people work best at 0300, but if I get a note from my manager at 0300 and don’t see it until 0800, I’m going to feel like I’m behind the curve,” she says. “Companies have to be intentional about saying, ‘You are not expected to answer that email at 0300’.” \u003C\u002Fp\u003E\n\u003Cp\u003EBut micromanagement should be avoided, adds Lister. “Management by presence”, as she calls it, is what leads to people spending far too much time on video calls and in chats – suffering from digital intensity. Ending presenteeism means creating a culture where workers know they can – and \u003Cem\u003Eshould \u003C\u002Fem\u003E– be logging off. \u003C\u002Fp\u003E\n\u003Cp\u003EFinding new ways to connect with our colleagues, and reducing the number of daily meetings, emails and virtual check-ins will do more than lessen the digital load. It will also pave the way for a reinvented post-pandemic workplace, which most expect to be a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200824-why-the-future-of-work-might-be-hybrid\"\u003Ehybrid\u003C\u002Fa\u003E of old and new. \u003C\u002Fp\u003E\n\u003Cp\u003E“We need to look at every process,” says Lister, “and ask: why are we doing this? Is there a way to do this more effectively? Let’s not replicate what we’ve always done virtually. Let’s figure out how to do it better.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-04-26T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Is there an antidote to 'digital intensity'?","headlineShort":"How 'digital intensity' is hurting us","image":[],"imageAlignment":"centre","imageAltText":"Tired woman staring at laptop","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"Tired man staring at laptop","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Since the pandemic hit, we’ve been using more digital tools to work longer hours, creating a cognitive load that’s tough on our brains. How do we fix that?","summaryShort":"Virtual work is taxing our brains – so how do we fix it?","tag":[],"textToSpeech":false,"creationDateTime":"2021-04-25T19:03:22.134518Z","entity":"article","guid":"9676351d-4936-44a2-9ce3-bb9b73356ba2","id":"worklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity","modifiedDateTime":"2021-09-02T05:22:17.193222Z","project":"worklife","slug":"20210423-is-there-an-antidote-to-digital-intensity","cacheLastUpdated":1634592730232},"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time","_id":"615361be45ceed290170e629","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmaddy-savage"],"bodyIntro":"Even before Covid-19, the lines between our work and private lives were blurring. As we edge out of the pandemic, why does setting better boundaries still feel so tough?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOne of my most vivid pandemic memories involves hurtling angrily down a hill on my bike. I was desperately late to meet friends for a run because I’d been caught up chatting to a colleague on a messaging app. It was a Saturday morning. He’d pinged me to ask questions about a project the following week, and I’d responded. \u003C\u002Fp\u003E\n\u003Cp\u003EAccording to psychotherapists including Alivia Rose, a spokesperson for the UK Council of Psychotherapy, many people have been struggling with defining boundaries between home and work, especially as the pandemic has raged on. After years of being “already very attached to our phones”, she believes lockdowns, office closures and more limited social lives added fuel to the norm that we’re “always available”. “It’s been building... and I think the pandemic brought something to a head.” \u003C\u002Fp\u003E\n\u003Cp\u003EA poll from UK professional trade union Prospect showed more than 30% of remote workers say they have found it \u003Ca href=\"https:\u002F\u002Fprospect.org.uk\u002Fnews\u002Ftwo-thirds-of-uk-home-workers-back-a-right-to-disconnect-poll-shows\u002F\"\u003Eharder to switch off from work during the pandemic,\u003C\u002Fa\u003E and a similar proportion are working more unpaid hours than in pre-Covid-19 times. According to one global study, the \u003Ca href=\"https:\u002F\u002Fwww.atlassian.com\u002Fblog\u002Fteamwork\u002Fdata-analysis-length-of-workday-covid\"\u003Eaverage daily working time increased by 30 minutes a day\u003C\u002Fa\u003E in 2020, compared to 2019. \u003C\u002Fp\u003E\n\u003Cp\u003EAs we transition into a new post-pandemic working world, there’s no shortage of discussion about the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fexplainers-55957105\"\u003Eimpact all this has had on our mental health\u003C\u002Fa\u003E. But although most of us are increasingly aware of the dangers of blurred boundaries, figuring out how to create healthier ones seems to be much trickier. Psychologists and career coaches alike say understanding why it’s so hard is a vital step toward a more balanced future. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETechnological convergence\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMaya Middlemiss, who’s written books about remote working, says it’s important to take a step back to acknowledge just how much technology has normalised the lack of boundaries in our lives. As recently as 15 years ago, commuter trains were typically packed with people reading books and newspapers, rather than checking their mobiles, while fewer people took their work computers or phones home. \u003C\u002Fp\u003E\n\u003Cp\u003E“It’s only in the last four or five years that there’s been this technological convergence where every messaging application is available to every device,” says the British writer, who’s based in Valencia, Spain. This, she argues, has obviously created more freedom and flexibility around where and when we work. But it’s also “really blurred the boundaries for knowledge workers in every location”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Work is never ‘done’, [so] it's really difficult often to know when you're finished for the day, when you've done enough – Maya Middlemiss","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs we all know, this situation became more exaggerated as millions of people \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210217-is-it-bad-to-you-work-from-your-bed-for-a-year\"\u003Ebegan working from bedrooms\u003C\u002Fa\u003E and kitchen tables on a daily basis last year. \u003C\u002Fp\u003E\n\u003Cp\u003EAnna Vogel, a career coach from Stockholm, argues that even before the pandemic, having our work phones next to us on the sofa in the evenings, or even choosing to check office email on our personal devices, was an automatic reflex that had “crept up” on many people. “Just having the access [to technology] like that, the feeling that ‘we can do it’, made it easier for people to accept that ‘we are going to do it’,” she says. “And now we're kind of there and we don't really know how to get back.” \u003C\u002Fp\u003E\n\u003Cp\u003EMeanwhile, digitalisation itself has shifted and sped up the nature of our work, with many of us tackling a quicker and more constant flow of new tasks and information, in contrast to the analogue era, says Middlemiss. This means “that work is never ‘done’, [so] it's really difficult often to know when you're finished for the day, when you've done enough.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe challenge of corporate norms\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESome businesses and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210517-can-the-right-to-disconnect-exist-in-a-remote-work-world\"\u003Eeven national governments\u003C\u002Fa\u003E are starting to tackle these challenges head on with specific policies, for example banning emails out-of-hours, or encouraging staff to turn off notifications at weekends. But in many workplaces, says Vogel, the shift towards “limitless, boundaryless” communication possibilities has created strong corporate norms that are tricky to untangle for those craving a better balance. \u003C\u002Fp\u003E\n\u003Cp\u003EThat was the case for Angelica Sykes, 28, who, until recently, had worked in marketing for tech and finance firms in Europe and Asia since leaving school. “One boss would call me at 5 a.m. and I would be expected to answer. I worked during my annual leave, and there were always emails coming in,” she reveals.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09m6bm0"],"imageAlignment":"centre","imageAltText":"Anna Vogel","imageOrientation":"square","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWith many colleagues working similarly hard, she describes the situation as “very normalised to the point I didn’t see an issue with it”. It was only after she switched to a job at a consultancy firm with a much bigger focus on boundary setting that she realised how “bonkers” and “unhealthy” her routines had become. She still sometimes gets messages outside standard working hours, because her team is encouraged to work flexibly, but knows she’s no longer expected to respond immediately. “When I see an email now, I'm not filled with dread.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EEconomic insecurity\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EMiddlemiss says a core problem at companies where ‘always-on’ has become the norm, is that staff can be too worried to speak up in case of potential repercussions. Some are concerned about being viewed as less hard-working. Others – especially during the pandemic – daren’t speak up due to a more “general insecurity about the future of the job or their organisation”. \u003C\u002Fp\u003E\n\u003Cp\u003E“I was so scared of losing my job,” agrees Sykes. “The pandemic made that so much worse because the market was so volatile, particularly for people in marketing.” \u003C\u002Fp\u003E\n\u003Cp\u003EMiddlemiss’ advice for those working for companies without a clear strategy for how and when it’s appropriate to unplug is to “start modelling the behaviour that you think would be ideal to iterate towards”. For example, using public channels like Slack to over-communicate what you’re working on, when you’ll be available and when you’re planning to go offline. She accepts, however, that this may be easier said than done. “I do appreciate that if you're not in that [managerial] position, it's much harder to initiate it and be the changemaker,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"One boss would call me at 5 a.m. and I would be expected to answer – Angelica Sykes","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIf shifting your own communication style doesn’t help the situation, Vogel advises discussing your concerns directly with other colleagues and identifying whether there are common concerns that you can share with your manager as a group. “When we come together, that’s when we can make a change,” she argues. In 2021, “most people know” that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190912-what-wartime-munitionettes-can-teach-us-about-burnout?\"\u003Eunrested, stressed employees aren’t likely to perform at their best\u003C\u002Fa\u003E, she argues, but it might be worth reminding bosses of the evidence. That said, the Swedish career coach acknowledges that these kinds of open conversations might go down better in countries like hers, which have a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20151124-the-best-city-for-working-families\"\u003Elong history of celebrating balance\u003C\u002Fa\u003E, than in parts of Asia or the US which have “a longer way to go” when it comes to embracing boundaries and flexible working. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow we think about work\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile external factors like technologies, managers, business culture and even national norms clearly have a major impact, experts agree that the way we approach boundaries also has a lot to do with how we think and act as individuals. \u003C\u002Fp\u003E\n\u003Cp\u003EAlivia Rose at the UK Council of Psychotherapy says some of us simply feel more guilty than others about logging off and embracing our free time. That can make it harder to ignore notifications or postpone tasks, even if we know they’re not urgent, like I did when I spent that Saturday morning messaging a colleague. \u003C\u002Fp\u003E\n\u003Cp\u003E“People just immediately ‘become’ guilty and then act on it,” says Rose. “But the key is to start bringing some awareness to the situation.” She advises asking ourselves why we’re feeling guilty in that moment and who exactly is pushing us to react. “We tend to find out there isn’t anybody doing it, that is our own quite pushy boss that we have inside ourselves saying ‘work, work, work’ endlessly, and we have to interrupt that by questioning ourselves, how rational is this?” \u003C\u002Fp\u003E\n\u003Cp\u003EThe next step, advises Vogel, is to “stay with the feeling of guilt without acting on it”. So, even if your colleagues have got used to you responding to messages late at night, “experiment and see what happens if you answer at nine o'clock next morning. In many cases, nothing will happen.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09m6cd4"],"imageAlignment":"centre","imageAltText":"Woman on her laptop in bed","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESetting healthy boundaries is also strongly connected to how we value work, says Vogel. People who enjoy their jobs or \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210409-why-we-define-ourselves-by-our-jobs\"\u003Esee them as a core part of their identities\u003C\u002Fa\u003E can often be tempted to work harder and put in longer hours, and put less value on “rest, play, breaks, good sleep and exercise”. \u003C\u002Fp\u003E\n\u003Cp\u003EDuring the pandemic, she says, some of us also ended up with a skewed balance because we lost other aspects of our lives that added meaning and value. “I hear a lot from coaching clients that they don't find a place to really ‘refill’ outside of work because they don’t see people in the same way as before,” she says. “It’s like ‘why am I going to close the computer?’, ‘what am I going to do?’ ‘I don’t feel like watching Netflix so, okay, I might as well work’.” \u003C\u002Fp\u003E\n\u003Cp\u003EWith mass vaccination programmes around the world now nudging many of us into a new normal and helping to bring back more options for how we spend our leisure time, her best advice is simply to keep reminding ourselves that creating – and enjoying – boundaries is good for us. “How (and what time) you re-charge and rest is very individual, the most important thing is that we get it in one way or another,” says Vogel. “It’s about allowing yourself to do that. To see that this is just as important as being productive.” \u003C\u002Fp\u003E\n\u003Cp\u003EAs for me, I still sometimes struggle to take a breath before responding to every work message. But I’ve asked my clients to help me, by sticking to emails instead of the online platforms I also use for private socialising. Truth be told, I’m still sometimes in a rush for my Saturday runs, but these days that’s usually down to lingering over my morning tea, rather than responding to pings from my colleagues.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-06-28T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why it’s so hard to put boundaries on our time","headlineShort":"How to claw back your personal time","image":["p09m6c7k"],"imageAlignment":"centre","imageAltText":"Man checks his phone while riding a bike","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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p09m6cd4"],"relatedStories":["worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office","worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity","worklife\u002Farticle\u002F20210423-is-there-an-antidote-to-digital-intensity"],"relatedTag":null,"summaryLong":"Even before Covid-19, the lines between our work and private lives were blurring. As we edge out of the pandemic, why does setting better boundaries still feel so tough?","summaryShort":"Work is creeping into personal time more than ever. How do we draw red lines?","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-06-27T20:02:56.676036Z","entity":"article","guid":"a16b8cd2-c003-450f-8d28-317c05757c70","id":"worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time","modifiedDateTime":"2021-10-14T08:25:23.172112Z","project":"worklife","slug":"20210622-why-its-so-hard-to-put-boundaries-on-our-time","cacheLastUpdated":1634592730231},"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":"6153603d45ceed7c2c483b91","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":"2021-09-02T05:21:21.209495Z","project":"worklife","slug":"20210330-why-toxic-workplace-cultures-follow-you-home","cacheLastUpdated":1634592730232},"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy","_id":"61535fd445ceed4b203ddd67","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"More employers are providing mental-health benefits to employees. But is this what workers want – and can they actually help keep people well?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Eliza, 31, first went to work at a large US investment firm six years ago, it was a “’we don’t talk about our feelings at work’ kind of place”, says Eliza, who is withholding her surname for job-security concerns. “It’s money, so it’s all about numbers, numbers, numbers. There was no place for a compassionate work culture. That’s what I felt like I worked in for years.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhile the job came with benefits – gym access, catered lunches, happy hours – “it was never like, ‘oh, we have to actually care for people in their lives’”, she says. But two or three years ago, Eliza noticed things beginning to change. “The company started hosting workshops and classes on how to take care of yourself, improve your sleep hygiene, that kind of thing. They were creating a forum to talk about mental health.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere is a growing expectation, experts say, for companies to take responsibility for supporting employees’ emotional stability. And although a shift towards mental health benefits began before the pandemic, the challenges of the past year have made mental health at work a more pressing concern than ever.\u003C\u002Fp\u003E\n\u003Cp\u003E“Workplace mental health was at an inflection point prior to the pandemic,” says Kelly Greenwood, CEO of Mind Share Partners, a San Francisco-based workplace training firm. “I think because of the pandemic, and the dire need to support people through its challenges, that has accelerated.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn theory, the support is long overdue. But it’s not as straightforward as workers receiving new benefits, then easily finding improved mental health. As these programmes roll out across companies, the reality is that it’s more complicated to address wellness with employees, and that these adjustments may simply be the tip of the iceberg for keeping employees safe, healthy and happy.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003ENew benefits, old fears?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn recent years, and across industries, an increasing number of companies have begun adding wellness and mental health care resources to employee benefit packages.\u003C\u002Fp\u003E\n\u003Cp\u003EDuring the pandemic, those offerings have increased exponentially. According to the 2021 Employee Wellness Industry Trends report from Wellable, a company that designs corporate wellness programmes, \u003Ca href=\"https:\u002F\u002Fblog.wellable.co\u002F2021-employee-wellness-industry-trends-report\"\u003E88% of companies in the United States are investing more in mental health\u003C\u002Fa\u003E. More than 80% are spending more on stress-management and resilience resources, and more than half of the companies surveyed are offering new \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety\"\u003Emindfulness and meditation\u003C\u002Fa\u003E programmes . The report indicates that: “These programmes have been growing in popularity in recent years, and the unique challenges created by COVID-19 have only accelerated the demand. Bereavement, isolation, loss of income, and fear are triggering mental health conditions or exacerbating existing ones. Encouragingly, employers are taking notice.”\u003C\u002Fp\u003E\n\u003Cp\u003EEliza, who’s seen an increase in the number of wellness programmes, classes and workshops at her investment firm, feels “the pandemic forced this urgency, like, we’re literally going to lose people quickly if we don’t do something”, she says. “We’ve seen more policy changes this year than in the last six years that I’ve worked here. They’ve added a ton of benefits. They’ve added childcare benefits, increased leave policies. Parents were saying, ‘it is impossible for me to work from home. The company swiftly answered that with, ‘our benefits have increased: we will cover up to 80% of in-home childcare’.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut, while companies are recognising the need, and increasingly providing benefits like access to wellness apps, telehealth therapy sessions and mindfulness programmes, there’s no guarantee workers will take advantage.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Do I want classes on meditation? Yes. But do they move the needle on the stuff that matters, that will actually change the way an employee feels? No – Eliza","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn many workplaces, a more traditional divide between the personal and professional persists, and lingering stigma keeps many people from even bringing up mental health with their colleagues or bosses. “People are still afraid they won’t get the job or get promoted if they talk about it,” says Barbara Harvey, global lead for inclusion and diversity research at the UK’s Accenture Research. Workers may be concerned that even ostensibly private resources, like virtual access to a therapist, won’t remain totally under wraps if they’re governed by management. And many are uncomfortable engaging authentically in workshops or seminars with their colleagues and bosses listening in.\u003C\u002Fp\u003E\n\u003Cp\u003ELaura, a 32-year-old working at a start-up, who has similarly asked to withhold her surname, agrees. “Leadership thinks what people want is to have the forum to break down or talk,” she says, “but that’s backward. People don’t want to really open up to their colleagues, and if they did, they probably wouldn’t do it at a company workshop.”\u003C\u002Fp\u003E\n\u003Cp\u003ESimply, employees may not want to opt into corporate wellness programmes because these resources are not entirely the right kind of help. “Do I want classes on meditation? Yes. But do they move the needle on the stuff that matters, that will actually change the way an employee feels? No,” says Eliza.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"right","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EAn environmental adjustment\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EStill, Harvey says any mental health resources are a net positive: “I won’t disparage the apps, or the mindfulness programmes.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut while those are nice extras, she says that what employees really require are measures that address the root causes of their need for mental health help in the first place. It’s well intentioned, but not good enough, says Harvey, for companies to provide resources that are reactive, designed to help someone already in distress. “If you’re not doing that alongside creating a supportive work environment, then you’re not resolving the problem, you’re just putting a plaster on it,” she says. “The two have to go hand-in-hand.”\u003C\u002Fp\u003E\n\u003Cp\u003EThis means instituting proactive policies like flexible hours and schedules as well as investing in relationship building among teams and between managers and employees. These, plus regular assessment of whether there’s balance between job loads and the resources workers have to complete them, all contribute to meaningfully lower levels of stress, anxiety and burnout.\u003C\u002Fp\u003E\n\u003Cp\u003E“We have mental-health days, but everything’s reactive, not proactive. When you offer a mental-health day because you can see someone’s burnt out, but you don’t lighten the workload, it makes the stress worse,” says Laura. “It’s a noble start, but it’s not a lot of putting your money where your mouth is. I think fundamentally that would start with truly lightening the workload.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If you’re not doing that alongside creating a supportive work environment, then you’re not resolving the problem, you’re just putting a plaster on it – Barbara Harvey","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn a recent study, Harvey’s research team found\u003Ca href=\"https:\u002F\u002Fwww.accenture.com\u002F_acnmedia\u002FPDF-112\u002FAccenture-Its-Not-1-4-Brochure.pdf\"\u003E the six criteria that make a supportive organisation\u003C\u002Fa\u003E, ranging from work-life balance to how safe employees would feel disclosing a mental-health condition to colleagues and leadership. “In supportive organisations, the incidence of mental-health issues dropped by 40%, and workers there felt almost twice as likely to be able to cope with the everyday stresses of work,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd employers that focus on creating a more supportive overall culture may find their employees more willing to take advantage of the other wellness benefits the company is investing in. In supportive organisations, Harvey’s team found, people found it easier to talk about mental health, and were more likely to know where to go for help and advice.\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, although some workers are grateful for the extra corporate support with wellness benefits, many experts and workers alike feel there’s an extra step necessary: structural change. So, what actually may make the biggest impact is building work cultures that aren’t just \u003Cem\u003Enot bad\u003C\u002Fem\u003E for mental health, but that actively promote and contribute to wellbeing.\u003C\u002Fp\u003E\n\u003Cp\u003E“In the most supportive workplaces,” says Harvey, “individuals were four times more likely to say, ‘work is good for my mental health’. So much of what work offers is good for our mental state. It gives us a sense of purpose, camaraderie, connection, a feeling we’re achieving something. If you can manage the stress, and you’re given the resources you need, you get these places that are actually really good for you.”\u003C\u002Fp\u003E\n\u003Cp\u003EEliza agrees that resources are nice, but change is really the answer. “All you have to do is ask your employees what they need. And they’ll say, ‘I need to work less hours. I need to be compensated enough to pay for childcare and groceries and to meet my needs. I need more resources at work to do my job. I need to feel safe when I need time off. I need to not be afraid that I’ll fall behind’.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-03-24T12:08:41Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Can companies actually help workers stay happy and healthy?","headlineShort":"Can companies help workers stay happy?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"More employers are providing mental-health benefits to employees. But is this what workers want – and can they actually help keep people well?","summaryShort":"Many employers think they give employees good resources – but it's not so simple","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-23T20:58:50.739502Z","entity":"article","guid":"d053b979-1177-4456-bd95-2a7de86eb49c","id":"worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy","modifiedDateTime":"2021-09-02T05:20:37.631221Z","project":"worklife","slug":"20210319-can-companies-actually-help-workers-stay-happy-and-healthy","cacheLastUpdated":1634592730239},"worklife\u002Farticle\u002F20210208-why-relying-on-productivity-tools-can-backfire":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210208-why-relying-on-productivity-tools-can-backfire","_id":"615361c845ceed14827596cd","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The explosion in productivity tech means we can track everything from our steps to our to-do list. But should we?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEvery day, Alex Donohue wakes up and checks how well he slept using the smartwatch that his wife brought him as an anniversary present. On work calls, he paces around the car park of his office to make sure that he fits in 10,000 steps a day. He describes tracking his screen time as a “ritual”.\u003C\u002Fp\u003E\n\u003Cp\u003EDonohue, a 31-year-old founder of a London-based PR agency, is a self-professed productivity addict. He’s one of a growing number of people who see optimising their time using technology as an increasingly important part of their lives.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd there’s certainly no shortage of tools to help him out. While we once might have scribbled our to-do list down on a Post-it or used email flags to prioritise tasks, the last few years have ushered in a boom in apps promising to help us organise our time better and maximise our output. In a world in which everything seems trackable, and workplace ideas about time-management have comprehensively crossed over into our personal lives, these tools can seem irresistible.\u003C\u002Fp\u003E\n\u003Cp\u003EYet the technologies we use to optimise our days can also start to control them. Since the pandemic hit and time has taken on a new meaning, it may be time to rethink our buy-in, and question whether logging, tracking and uploading tasks into various apps is really the path to success. Despite the raft of productivity products to choose from, perhaps the old methods of assessing what you’d accomplished in a day weren’t really so inadequate after all.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy productivity boomed\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe desire to keep on top of your task list is hardly a new phenomenon. Leonardo da Vinci was \u003Ca href=\"https:\u002F\u002Fwww.zmescience.com\u002Fother\u002Ffeature-post\u002Fleonardo-da-vinci-todo-list\u002F\"\u003Ewriting to-do lists\u003C\u002Fa\u003E as far back as 1490, while Benjamin Franklin famously created \u003Ca href=\"https:\u002F\u002Fwww.fastcompany.com\u002F3021379\u002Fthe-amazing-history-of-the-to-do-list-and-how-to-make-one-that-actually-worksw-to-be-a-better-person-and-get-shit-done-738cbcce3b6a\"\u003Ea 13-week plan for self-improvement\u003C\u002Fa\u003E in the early 1700s. A few decades later, publishers were printing the first examples of \u003Ca href=\"https:\u002F\u002Fwww.bostonglobe.com\u002Fideas\u002F2013\u002F06\u002F01\u002Fthe-daily-planner-american-history\u002FWncDRG5hq7B9m0w3cE5jkM\u002Fstory.html\"\u003Edaily planners\u003C\u002Fa\u003E, as people in industrialising nations grew interested in how to make more money.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210208-why-relying-on-productivity-tools-can-backfire-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Alex Donohue","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210208-why-relying-on-productivity-tools-can-backfire-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession\"\u003Ecultural obsession with personal productivity\u003C\u002Fa\u003E has been a relatively recent phenomenon as society digitalised and time-saving technology became a modern fixation. In the 1990s and early 2000s, technology that we now take for granted was promoted as a time-saving tool – shared calendars could eliminate complicated discussions to line up meetings, while search engines could save us hours digging up information.\u003C\u002Fp\u003E\n\u003Cp\u003EWith the opportunity to produce more with potentially less work, it’s no wonder so many embraced a lifestyle that beckons more output through optimisation.\u003C\u002Fp\u003E\n\u003Cp\u003EPlus, there’s a template for why maximum productivity is so desirable: success. High-profile individuals – particularly those working for the tech companies that designed some of these tools – began to attract attention for their personal productivity habits. Who could forget Twitter and Square CEO Jack Dorsey’s \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fkevinkruse\u002F2015\u002F10\u002F12\u002Fjack-dorsey-productivity-secret\u002F?sh=64fc87f136ad\"\u003E16-hour work days\u003C\u002Fa\u003E (including 0500 hydrotherapy sessions), or Google employee Marissa Mayer’s \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Ffeatures\u002F2016-marissa-mayer-interview-issue\u002F\"\u003E130-hour work weeks\u003C\u002Fa\u003E? With the routines of high-achieving individuals increasingly fetishised, the digital productivity industry boomed, making its way into our offices, our leisure time and our homes.\u003C\u002Fp\u003E\n\u003Cp\u003ENow, it’s estimated that global sales of wearable devices that track daily activity and allow users to get notifications on the go will reach \u003Ca href=\"https:\u002F\u002Fwww.statista.com\u002Fstatistics\u002F487291\u002Fglobal-connected-wearable-devices\u002F#:~:text=The%20number%20of%20connected%20wearable,than%20one%20billion%20by%202022.\"\u003E$1bn (£730m) by 2022\u003C\u002Fa\u003E. Companies continue to innovate; apps such as\u003Cspan\u003E \u003C\u002Fspan\u003EForest, which encourages users to plant a virtual ‘tree’ that only thrives when the user is doing a focused task, have become increasingly commonplace.\u003C\u002Fp\u003E\n\u003Cp\u003EClaire Wu, a neuroscientist, says that part of the attraction for users is the way many of these apps ‘reward’ users. “When you tick off an item on your to-do list, or see your step count or sleep hours go up in an app, it creates a feedback loop where you experience an immediate reward,” she says. “Without these tools, goals can also seem quite faraway and intangible. Productivity and optimisation tools help people to break down goals, and incorporate the same addictive and reward-based elements that you might find in a mobile game or social media app.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210208-why-relying-on-productivity-tools-can-backfire-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Claire Wu","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210208-why-relying-on-productivity-tools-can-backfire-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhile ticking off an item on an old-fashioned to-do list might give us some level of satisfaction, technology games our desire to do more and rewards us in more overt ways. “A common theme in many apps is a representation of progress, such as badges or hitting a certain number,” explains Wu. “But these can start to become more important than the outcome itself – for example, a person might do a workout but don’t get the expected badge or points, and feel like the whole effort was a waste of time. But really, the workout is much more important than some arbitrary points.”\u003C\u002Fp\u003E\n\u003Cp\u003EWu, who founded an app that helps people achieve long-term health optimisation goals, believes that some productivity tools can place pressure on users. She thinks that people may use metrics, and by extension their personal productivity, as a measure of how “good or bad they are as a person”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWorking harder, not smarter?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere’s also the question of whether we can really assess how much these apps are contributing to our output. \u003C\u002Fp\u003E\n\u003Cp\u003E“Our lives and work are increasingly digital,” says Almuth McDowall, professor of organisational psychology at Birkbeck, University of London. “But it’s a complex world, and there is an information overload. Good apps, well used, can help us to negotiate this. But there is still a question of whether we’re really interested in becoming more productive, or simply ‘doing more to seem effective’.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210208-why-relying-on-productivity-tools-can-backfire-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Why are we not getting better at managing the quality of our output? - Almuth McDowall","id":"worklife\u002Farticle\u002F20210208-why-relying-on-productivity-tools-can-backfire-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EData certainly suggests that employees are struggling with a software overload. \u003Ca href=\"https:\u002F\u002Fwww.techrepublic.com\u002Farticle\u002Femployees-switch-apps-more-than-1100-times-a-day-decreasing-productivity\u002F\"\u003EResearch conducted\u003C\u002Fa\u003E in 2018 showed that the average operational support worker \u003Ca href=\"https:\u002F\u002Fwww.techrepublic.com\u002Farticle\u002Femployees-switch-apps-more-than-1100-times-a-day-decreasing-productivity\u002F\"\u003Eswitched among 35 different applications more than 1,100 times\u003C\u002Fa\u003E during their working day. Yet despite the deluge of apps and tools, productivity is \u003Cspan\u003Ein decline\u003C\u002Fspan\u003E in most highly industrialised countries, while \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201021-does-burnout-recovery-always-require-radical-change\"\u003Eburnout\u003C\u002Fa\u003E is on the rise.\u003C\u002Fp\u003E\n\u003Cp\u003E“Evidence shows that working hours and the time that we spend in online meetings is increasing, so it may be that we are working harder, not smarter,” suggests McDowall. “Why are we not getting better at managing the quality of our output?”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA step back, to think\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EInto this mix, of course, has come Covid-19, disrupting our lives, working patterns and habits – and for some, it’s been an opportunity to recalibrate how they assess performance. \u003C\u002Fp\u003E\n\u003Cp\u003E“I have always worked in a digital environment where utilising the latest tools has been par for the course,” says Rob Weatherhead, a 39-year-old advertising and technology consultant based in Bolton, UK. “Trello, Jira, smart watches, fitness trackers, food trackers. You name it, I’ve tried it.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210208-why-relying-on-productivity-tools-can-backfire-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Rob Weatherhead","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210208-why-relying-on-productivity-tools-can-backfire-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet in the last year, since he’s been responsible for his own remote work efficiency, Weatherhead has found himself discarding most of these technologies and “reverting back to a good old-fashioned task list”, using a pen and paper. “I realised that some of the tools were actually unproductive. I was breaking tasks down into minutiae just so that there were more things to move into the ‘done’ column. I’ve sold my Apple watch and ditched all of my life trackers. I know whether I’ve had an efficient or effective day, and I don’t need technology to tell me.”\u003C\u002Fp\u003E\n\u003Cp\u003ESandra Bond Chapman, a cognitive neuroscientist at the \u003Ca href=\"https:\u002F\u002Fbrainhealth.utdallas.edu\u002Fprograms\u002Fthe-brainhealth-project\u002F\"\u003ECenter for BrainHealth\u003C\u002Fa\u003E at the University of Texas, Dallas, believes that the fundamental shifts caused by the pandemic could permanently change the way people like Weatherhead view productivity.\u003C\u002Fp\u003E\n\u003Cp\u003E“Before the pandemic people were 24\u002F7 non-stop on the go,” she says. “People are now stepping back and thinking about the qualitative aspects of being productive over the quantitative... Instead of how many things we have done, we now have an opportunity to shift towards the measures that matter most – was I more innovative? Was I more purpose-driven? Was I more socially-driven?”  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBack to discipline?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ECertainly for Weatherhead, a year away from the office has given him the chance to tune back into his instincts, understanding when technology is really helping and where it’s costing more time than it’s saving.\u003C\u002Fp\u003E\n\u003Cp\u003EProductivity app enthusiast Donohue, meanwhile, still tracks everything from his calorie intake to his workload – but he says it is important to be realistic about what technology offers. While it can help motivate us to stay organised and on track, he’s aware that productivity also relies on our innate drive and built-in toolkit. Many apps, he reflects, propose what appear to be easy solutions to life problems; they appear helpful initially but sometimes can compound the problem.\u003C\u002Fp\u003E\n\u003Cp\u003E“It's easier said than done but perhaps some of the solutions are linked to discipline, efficiency and ability to concentrate – which can be solved without technology,” he says.\u003C\u002Fp\u003E\n\u003Cp\u003EFor now, he’s started to block out time to work on tasks based on deadlines that he’s set for himself rather than relying only on tools to control his day. Whilst apps and technology can take us so far, it seems that our own judgement could remain one of our most valuable productivity tools.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210208-why-relying-on-productivity-tools-can-backfire-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-02-10T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why relying on productivity tools can backfire","headlineShort":"Is the productivity tool 'ritual' over?","image":[],"imageAlignment":"centre","imageAltText":"File image of a man looking at his phone in front of his laptop","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":[],"summaryLong":"The explosion in productivity tech means we can track everything from our steps to our to-do list. But should we?","summaryShort":"On the quest for maximum productivity, we may be making our lives harder","tag":[],"textToSpeech":false,"creationDateTime":"2021-02-09T21:00:31.764478Z","entity":"article","guid":"af21626d-c428-46d0-afd0-711b062f2978","id":"worklife\u002Farticle\u002F20210208-why-relying-on-productivity-tools-can-backfire","modifiedDateTime":"2021-09-02T05:18:24.375095Z","project":"worklife","slug":"20210208-why-relying-on-productivity-tools-can-backfire","cacheLastUpdated":1634592730232},"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong","_id":"6153601345ceed693270c021","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkate-morgan"],"bodyIntro":"The pandemic has pushed many to the brink. But although we're exhausted and overwhelmed, some experts say we're not actually as burned out as we may think.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOn lots of occasions, I’ve told myself – and my friends and colleagues – that I’m experiencing burnout. Making a living as a freelancer can often mean working long hours, and trying to keep a lot of very different plates spinning at once. A few times a year, I hit what feels like a creative wall: I’m fresh out of good ideas, and I just really need to nap. For a long time, I’ve been calling that burnout. But I’ve been wrong.\u003C\u002Fp\u003E\n\u003Cp\u003EWe tend to think of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190610-how-to-tell-if-youve-got-pre-burnout\"\u003Eburnout\u003C\u002Fa\u003E as an intangible – one of those things we can’t define, and we just know when we feel it. Right now, more of us may be feeling it than ever. In this stage of the pandemic, after more than a year spent trying to navigate its challenges, the general feeling is that we’ve all hit the wall.\u003C\u002Fp\u003E\n\u003Cp\u003EBut there \u003Cem\u003Eis\u003C\u002Fem\u003E a scientific definition of burnout, and standards by which to measure it. And based on that criteria, a lot of folks who think they’re burnt out – myself included – really aren’t. That doesn’t mean we aren’t on the way there, though, and understanding how to really measure burnout can help individuals and organisations change course before it’s too late.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat burnout is – and isn’t\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn 1981, Christina Maslach, a professor of psychology at the University of California, Berkeley, developed the \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1002\u002Fjob.4030020205\"\u003EMaslach Burnout Inventory\u003C\u002Fa\u003E (MBI), to define and measure the condition.\u003C\u002Fp\u003E\n\u003Cp\u003E“The challenge is people use the term to mean different things,” says Maslach. “It’s a catchy term, so people apply it to all kinds of stuff. So, are we all speaking the same language?”\u003C\u002Fp\u003E\n\u003Cp\u003EThe MBI attempts to clarify the subject by evaluating burnout based on three criteria: exhaustion or total lack of energy, feelings of cynicism or negativity toward a job and reduced efficacy or success at work. Respondents get scores in all three areas along a continuum, from more positive to more negative. A burnout profile requires a negative score in all three.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People use burnout as a synonym for tired, and they’re missing the point that there’s a world of difference between those two states – Michael Leiter","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“There’s a tendency to think if you score negatively on one measure, you’re burnt out,” says Maslach, but that’s an incorrect usage of the MBI. The biggest misconception about burnout, adds Michael Leiter, a Nova Scotia-based organisational psychologist and the co-author, with Maslach, of The Truth About Burnout, is that it’s the same as exhaustion.\u003C\u002Fp\u003E\n\u003Cp\u003E“People use burnout as a synonym for tired, and they’re missing the point that there’s a world of difference between those two states,” says Leiter. He gives the example of obstetricians, who often work chaotic schedules. “They’re delivering babies at all hours of the night, and they’re totally exhausted, but they’re bringing new life into the world, and making people’s lives better, and they care about that work. That’s overextended and exhausted, but it’s not burnout.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere are plenty of others who meet one of the MBI criteria. “The second largest group, after people who are just exhausted, is people who aren’t fully engaged,” says Leiter. “They’re going to work and it’s not exciting, it just pays the bills. There’s another group that are just cynical. They don’t care about the clientele, or the work.” Still others may have low efficacy, with careers that are stalled for one reason or another.\u003C\u002Fp\u003E\n\u003Cp\u003EBut fewer people can report that all three conditions apply. I can’t. While I’ve definitely experienced exhaustion, and even some disengagement, I still love what I do and haven’t become cynical about my work. It takes all three – exhaustion, cynicism and lack of efficacy – to get what’s scientifically defined as burnout. The majority of us aren’t there.\u003C\u002Fp\u003E\n\u003Cp\u003E“It’s not an epidemic; it’s over-diagnosed,” says Leiter. But that doesn’t mean there isn’t a problem, or that conversations around burnout aren’t increasing for a reason. “Qualities of burnout \u003Cem\u003Eare\u003C\u002Fem\u003E on the rise,” concedes Leiter. “Certainly, more people are heading in that direction.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBurnout isn’t black and white \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBurnout is a spectrum, and most of us are on it. Early this year, when job search site Indeed surveyed 1,500 US workers across ages and industries, more than \u003Ca href=\"https:\u002F\u002Fwww.indeed.com\u002Flead\u002Fpreventing-employee-burnout-report\"\u003Ehalf reported that they’re experiencing burnout\u003C\u002Fa\u003E. And more than two-thirds said the pandemic had made burnout worse.\u003C\u002Fp\u003E\n\u003Cp\u003EThat survey did not use the MBI, and chances are most of those respondents were using the colloquial definition of burnout, not the scientific one. But while burnout – the kind defined by three negative MBI scores – is a profile that Maslach says typically applies to 10% to 15% of people, that doesn’t mean everyone else is all the way on the other end of the spectrum.\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, Maslach and Leiter’s newer research identifies three profiles in between: \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fpii\u002FS2213058615300188\"\u003Eoverextended, ineffective and disengaged\u003C\u002Fa\u003E. Evidence suggests more than half of employees fall into one of these profiles, with a strong negative score in exhaustion, efficacy or cynicism. They’re not yet burnt out – but they’re on the way.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09ftfy7"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor people in many professions, says Leiter, things have only got worse as a result of the pandemic, with efficacy issues especially becoming overwhelming.\u003C\u002Fp\u003E\n\u003Cp\u003E“Schoolteachers have struggled to continue teaching, and haven’t felt accomplished,” he says. “They just know they’re not being the teacher they were before, and that’s discouraging. It’s the same for physicians. It’s improved, but early in the game there were no protocols for dealing with Covid, and everything they were doing was wrong.”\u003C\u002Fp\u003E\n\u003Cp\u003EThose issues have shifted the data on burnout. A study conducted between March and June of 2020 administered a series of tests, including a burnout inventory similar to the MBI, to more than 3,500 healthcare workers in the UK, Poland and Singapore. Just under \u003Ca href=\"https:\u002F\u002Fjournals.plos.org\u002Fplosone\u002Farticle?id=10.1371\u002Fjournal.pone.0238666\"\u003E67% measured as burnt out\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile historically the true burnout profile for employees in all professions hovers just above 10%, Maslach says “that’s clearly gone up” in light of the pandemic. Now, she believes, it may be closer to 20%.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd that’s a huge problem, because true burnout can’t be fixed with a vacation or a wellness retreat.\u003C\u002Fp\u003E\n\u003Cp\u003E“When people really get to the extreme, the vast majority can’t go back to the same employer or the same kind of work,” says Leiter. “They have to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201112-has-the-meaning-of-work-changed-forever\"\u003Echange careers\u003C\u002Fa\u003E. Burnout runs so deep – just even the feel of going into that building, or that \u003Cem\u003Esort \u003C\u002Fem\u003Eof building can be a trigger. It very often prompts career change.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy measurement matters \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAvoiding true burnout on a wide scale is vital, especially because it could mean a drain of qualified people from skilled professions. That’s where the MBI, and tests like it, become invaluable tools.\u003C\u002Fp\u003E\n\u003Cp\u003ELearning that I was not, in fact, experiencing real burnout was helpful. I was able to evaluate what I was actually feeling (overextension), and start thinking about what was causing that and what changes I could make. That is the point of a burnout inventory; it’s not really about diagnosing or ruling out burnout. In fact, says Maslach, “it’s not a diagnostic tool at all. People have misused it that way, but it’s a research measure.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s not an epidemic; it’s over-diagnosed – Michael Leiter","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThough it’s administered to individuals, what the MBI is really designed to measure is their environment. “If there are negative scores, it doesn’t mean the problem is the individual. It’s what they’re responding to,” says Maslach. “You’re not trying to figure out who it’s happening to, you’re trying to figure out whyit’s happening. You don’t use it by itself, you use it with other data to say \u003Cem\u003Ewhy \u003C\u002Fem\u003Eis the pattern of scores the way it is? Those scores should be used as warning signals.”\u003C\u002Fp\u003E\n\u003Cp\u003EAn organisation seeing scores on the negative end of the spectrum should be acting quickly, says Maslach, and that doesn’t mean \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy\"\u003Eoffering yoga classes or mindfulness seminars\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“Work is getting tougher, longer and harder to do. People are working more hours because they’re scared they won’t get a promotion, or will lose their job. Doing more with less is at the heart of corporate culture, and that’s not how people do the best work,” she says. “There’s this gigantic self-care industry out there all focused on how to cope with that stress; but to prevent, or reduce, or eliminate burnout, it’s not about fixing the people. It’s about fixing the job.”\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s not actually about measuring how many workers are or are almost burnt out, says Maslach. It’s about identifying workplaces with unmanageable workloads, and using that information to give employees more control, better tools and the discretion to figure out how to do their jobs better – without burning out.\u003C\u002Fp\u003E\n\u003Cp\u003E“There’s that old saying, ‘if you can’t stand the heat, get out of the kitchen,’” says Maslach. “The thrust of our argument is, why don’t you change the heat? How about redesigning the kitchen?”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-04-29T14:27:13Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why we may be measuring burnout all wrong","headlineShort":"The three components of burnout","image":["p09ftfz4"],"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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home","worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy","worklife\u002Farticle\u002F20210208-why-relying-on-productivity-tools-can-backfire"],"relatedTag":null,"summaryLong":"The pandemic has pushed many to the brink. But although we're exhausted and overwhelmed, some experts say we're not actually as burned out as we may think.","summaryShort":"There's a scientific definition for burnout – and most don't actually meet it","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-04-28T20:01:08.093072Z","entity":"article","guid":"e108dc11-1d63-4bab-bafc-ce192141729f","id":"worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong","modifiedDateTime":"2021-09-02T05:22:25.964226Z","project":"worklife","slug":"20210426-why-we-may-be-measuring-burnout-all-wrong","cacheLastUpdated":1634592730232},"worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office","_id":"615361d645ceed33882bf01d","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fpeter-yeung"],"bodyIntro":"We assume remote work is here to stay – but some of the loudest voices in the corporate world are rallying to get employees back in offices.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs populations get vaccinated, and many countries prepare for something of a return to normality, companies that have been forced into remote-work arrangements for the past year now face a complicated decision. Should bosses let workers stay at home, bring everyone back to the office or find a solution in between?\u003C\u002Fp\u003E\n\u003Cp\u003EBusinesses are answering in different ways. Some have been quick to herald a completely new world of work, like file-hosting service Dropbox, which \u003Ca href=\"https:\u002F\u002Fblog.dropbox.com\u002Ftopics\u002Fcompany\u002Fdropbox-goes-virtual-first?utm_source=newsletter&utm_medium=email&utm_campaign=newsletter_axioslogin&stream=top\"\u003Ewent “virtual first”\u003C\u002Fa\u003E, in 2020, pointing to the benefits of “non-linear workdays” and “employee experience”. But others, like tech giant \u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002Fzuck\u002Fposts\u002F10111936543502931\"\u003EFacebook\u003C\u002Fa\u003E and insurance company \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fuk-england-norfolk-55738780\"\u003EAviva\u003C\u002Fa\u003E\u003Cspan\u003E,\u003C\u002Fspan\u003E are opting for a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200824-why-the-future-of-work-might-be-hybrid\"\u003E“hybrid\u003C\u002Fa\u003E\u003Cspan\u003E”\u003C\u002Fspan\u003E model, offering greater flexibility and independence for workers while maintaining certain structures.\u003C\u002Fp\u003E\n\u003Cp\u003EYet some employers, particularly within the finance industry, suggest the long-term role of remote work has been overstated, and that the office will continue to serve as an important hub. “It’s not a new normal,” Goldman Sachs CEO \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-56192048\"\u003EDavid Solomon said at a Credit Suisse Group AG conference\u003C\u002Fa\u003E in February. “It’s an aberration that we are going to correct as quickly as possible.” Jes Staley, chief executive of Barclays, voiced similar sentiments in January, describing remote working as \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2021-01-26\u002Fstaley-erdoes-sound-alarm-that-remote-work-is-starting-to-grate\"\u003Ea short-term measure that was not sustainable\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EThe structure of the post-pandemic work world therefore remains up in the air, despite some workers’ assumptions that office life has changed forever. It may be hard to know exactly what set-up an individual employer may choose when the time comes, but understanding why opinions are so diverse – and why some sectors are keen to have employees back in house – may help workers prepare for a future that may look different than they anticipated.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09bl4n5"],"imageAlignment":"centre","imageAltText":"Goldman sachs CEO david solomon","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘Not ideal for us’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe pushback from the finance sector has noticeably emerged in the last few months.\u003C\u002Fp\u003E\n\u003Cp\u003ESolomon said the investment bank, which is \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-56452494\"\u003Ecurrently in the spotlight for its working culture\u003C\u002Fa\u003E, had operated throughout 2020 with “less than 10% of our people” in the office. But although admitting the pandemic had helped push digitalisation, creating more efficient ways of business, the Goldman Sachs CEO raised fears over the impact on collaboration and the company’s 3,000 \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world\"\u003Enew starters\u003C\u002Fa\u003E. “I do think for a business like ours, which is an innovative, collaborative apprenticeship culture, this is not ideal for us,” he explained.\u003C\u002Fp\u003E\n\u003Cp\u003EBarclays’s Staley said it was “remarkable” that remote working had worked as well as it had. But at a meeting at the World Economic Forum (WEF), Staley said that going forward, \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fdavos-meeting-finance-erdoes-idUSL1N2K12DG\"\u003Ehe had concerns\u003C\u002Fa\u003E. “It will increasingly be a challenge to maintain the culture and collaboration that these large financial institutions seek to have and should have.”\u003C\u002Fp\u003E\n\u003Cp\u003EMary Erdoes, head of asset and wealth management for JPMorgan Chase & Co, voiced concerns over the long-term impact of remote working at the same meeting. “It is fraying. It is hard,” she said. “It takes a lot of inner strength and sustainability without the energy that you get from being around other people.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It will increasingly be a challenge to maintain the culture and collaboration that these large financial institutions seek to have and should have – Jes Staley","id":"worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhat’s clear is that employers and employees now know far more about remote working than they did at the start of the pandemic. Although all recognise there are positives, such as more flexibility for workers and potentially lower overhead for employers, concerns also abound about the impact remote work could have on \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210315-why-remote-work-has-eroded-trust-among-colleagues\"\u003Etrust\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2021\u002F02\u002Fwfh-doesnt-have-to-dilute-your-corporate-culture\"\u003Ecompany culture\u003C\u002Fa\u003E, how \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world\"\u003Eyoung people\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world\"\u003E’s careers\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world\"\u003E progress\u003C\u002Fa\u003E and how employees \u003Ca href=\"https:\u002F\u002Ffortune.com\u002F2021\u002F03\u002F21\u002Fcollaboration-remote-work-from-home-covid\u002F\"\u003Ecollaborate\u003C\u002Fa\u003E\u003Cspan\u003E.\u003C\u002Fspan\u003E Each company is carefully assessing the best path for them.\u003C\u002Fp\u003E\n\u003Cp\u003EThe more generalised opposition to remote working stems from “old-school” perspectives from “older, greyer, C-suite executives”, according to Kate Lister, president of Global Workplace Analytics (GWA), a research and consulting firm focused on the future of work. “They have a mentality of ‘butts in seats’,” she says. “Managers don’t trust employees to work untethered. Especially in investment, which is very metrics-orientated – it can be a worry that workers aren’t working.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut Lister adds that the role of mentorship is more important in finance – compared with the more laissez-faire approach of tech – which could be a factor. “It’s very difficult to onboard new employees or cultivate young employees who need mentoring in the hallways and elevators,” she says. “We haven’t found a way to replicate that virtually.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09bl42x"],"imageAlignment":"centre","imageAltText":"Facebook HQ","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENicholas Bloom, a management expert and economics professor at Stanford University, believes the mindset in the finance industry is based on the goal of preserving company culture as well as employees’ job motivation. This emphasis on working culture, he adds, is due to the “top-down” hierarchies more common in legacy organisations. “They don’t want gig workers,” he says. “And they don’t want employees checking in from a Greek café or Thai beach resort.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut Bloom says, since the pandemic struck, other more legitimate fears about remote working have surfaced: reduced productivity, due to the current lack of space and privacy and, for parents, the presence of children; loss of informal interactions that allow creativity; and the mental burden of employees always having to be switched on digitally.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Practising what they are preaching’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ELeading voices in the tech industry have been backing remote work and the advantages that it brings since fairly early on in the pandemic, however. They cite evidence that \u003Ca href=\"https:\u002F\u002Fscholar.harvard.edu\u002Ffiles\u002Feharrington\u002Ffiles\u002Fharrington_jmp_working_remotely.pdf\"\u003Eworking from home can result in increased productivity\u003C\u002Fa\u003E as well as providing better work-life balance, a wider workforce talent pool for hiring and greater employee inclusivity and retention.\u003C\u002Fp\u003E\n\u003Cp\u003EMark Stuart, co-director of Leeds University’s Digital Futures at Work Research Centre, says part of the reason for the tech industry’s early support for remote working was that many companies were already experimenting with it. “Tech companies were doing it anyway,” he says, “while for other sectors like finance, there is more effort needed to bring about those changes” because companies are often larger and older.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"They don’t want gig workers. And they don’t want employees checking in from a Greek café or Thai beach resort – Nicholas Bloom","id":"worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EComputer manufacturer Dell’s workforce was already 25% remote pre-pandemic, and that is set to continue further. “Yes, [remote working] is absolutely here to stay,” CEO Michael Dell \u003Ca href=\"https:\u002F\u002Fwww.crn.com\u002Fslide-shows\u002Fmobility\u002Fmichael-dell-yes-remote-working-is-absolutely-here-to-stay-\u002F1\"\u003Etold CRN in March\u003C\u002Fa\u003E. “We’re not going to dictate the answer for other companies, but what we definitely see is this hybrid, work from anywhere situation is going to continue.”\u003C\u002Fp\u003E\n\u003Cp\u003EFacebook’s Mark Zuckerberg, meanwhile, has been keen to point out that his confidence in the shift to remote working is \u003Ca href=\"https:\u002F\u002Fwww.theverge.com\u002F2020\u002F5\u002F21\u002F21265780\u002Ffacebook-remote-work-mark-zuckerberg-interview-wfh\"\u003Ebased on technology already in development\u003C\u002Fa\u003E. “We’re working on a lot of remote presence technology and products,” he told The Verge in May. “So, if you’re long on VR and AR and video chat, you have to believe in some capacity that you’re helping people be able to do whatever they want from wherever they are. I think that that suggests a worldview that would lead to allowing people to work more remotely over time.”\u003C\u002Fp\u003E\n\u003Cp\u003EAlan Felstead, a professor at Cardiff University, who led a report into homeworking commissioned by the Welsh parliament, says that besides the widely touted arguments for remote working, the tech industry has another very obvious motive: profit. “Tech companies obviously have a vested interest in this,” he says. “Unlike in other sectors, vocally supporting remote working is helping them to sell their products. Tech companies are practising what they are preaching.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut Stanford’s Bloom also argues the typical employee for a tech company is much more inclined to want to work remotely – one of the reasons why he believes the industry has gone ahead with working from home. “You can imagine who they employ,” he says. “They are techy men in their 20s and 30s who are happy to do it.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09bl4fr"],"imageAlignment":"centre","imageAltText":"workers back at desks","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EExpect some nuance\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere’s certainly widespread demand for flexibility in the workforce. According to software company Buffer’s 2021 State of Remote Work report, 97.6% of those surveyed would \u003Ca href=\"https:\u002F\u002Fbuffer.com\u002F2021-state-of-remote-work\"\u003Elike to work remotely at least some of the time for the rest of their career\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EBut whether workers will return to public transport and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20180110-what-workers-around-the-world-do-for-lunch\"\u003Eal-desko lunches\u003C\u002Fa\u003E, or transition to a new world of weekly virtual work socialising nights, very much depends on the sector you work in, your job role and, more arbitrarily, what your boss wants, according to experts.\u003C\u002Fp\u003E\n\u003Cp\u003EDespite opposition to remote work in the majority of the finance industry, some executives have expressed a midway view. “Going back to the office with 100% of the people 100% of the time, I think there is zero chance of that. As for everyone working from home all the time, there is also zero chance of that,” Daniel Pinto, COO of JPMorgan Chase & Co, \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2021\u002F02\u002F09\u002Fjpmorgans-call-for-the-stock-market-spacs-fintech-rivals-and-ceo-succession.html\"\u003Etold CNBC in February\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EAt the same time, even tech chiefs are taking a more balanced approach. In March, Alphabet CEO Sundar Pichai said that Google \u003Ca href=\"https:\u002F\u002Fblog.google\u002Finside-google\u002Fcompany-announcements\u002Finvesting-america-2021\u002F?_ga=2.136105465.990308983.1616077969-1362956889.1616077969\"\u003Eplans to invest more than $7bn (£5.07bn) in offices and data centres in the US\u003C\u002Fa\u003E this year. “Coming together in person to collaborate and build community is core to Google's culture, and it will be an important part of our future,” he said in a blog post. The company also expects employees to work in-person for at least three days a week after the \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F12\u002F14\u002Ftechnology\u002Fgoogle-delays-return-to-office-and-eyes-flexible-work-week.html\"\u003Eplanned return to offices on 1 September\u003C\u002Fa\u003E, The New York Times \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F12\u002F14\u002Ftechnology\u002Fgoogle-delays-return-to-office-and-eyes-flexible-work-week.html\"\u003Ereported\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“Newspaper headlines are written on key companies and there’s a tendency to generalise,” says Stuart. “Differences have been overstated. The reality is much more nuanced and rather than sector it will depend more on the nature of work people do, the working patterns they have, their occupational profiles.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe message: don’t assume that remote work is going to stay – or go. But there are unlikely to be hard-and-fast rules.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-03-25T15:16:51Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The bosses who want us back in the office","headlineShort":"The bosses who want us back at work","image":["p09bl4jj"],"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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p09bl4n5"],"relatedStories":["worklife\u002Farticle\u002F20210315-why-remote-work-has-eroded-trust-among-colleagues","worklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world","worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter"],"relatedTag":null,"summaryLong":"We assume remote work is here to stay – but some of the loudest voices in the corporate world are rallying to get employees back in offices.","summaryShort":"Some companies want employees in the office – so don't assume you'll stay home","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-03-24T20:01:26.037007Z","entity":"article","guid":"eb35f57d-a770-41e6-95fb-3a9ae8885d2e","id":"worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office","modifiedDateTime":"2021-09-02T05:20:53.098042Z","project":"worklife","slug":"20210323-the-bosses-who-want-us-back-in-the-office","cacheLastUpdated":1634592730240},"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us","_id":"615360f145ceed4aea1e834e","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":"2021-09-02T05:23:27.735278Z","project":"worklife","slug":"20210518-how-overwork-is-literally-killing-us","cacheLastUpdated":1634592730233},"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards","_id":"615360dc45ceed450d7156e1","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Aspiring young workers in top-tier jobs know they’re signing up for gruelling, startlingly long hours. Are the rewards in jobs like these worth the \"crushing\" toil?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAcross entry-level positions at many top-tier global financial institutions and consulting firms, there are no illusions of nine-to-five schedules or summer holidays with phones left back at the hotel room. From the start, junior employees are aware that they’re entering a trial-by-fire – and it’s up to them to survive the flames.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, just because these entry-level workers have some sense of what they’re going to be up against, it doesn’t always mean they’re adequately prepared, or that their expectations match their eventual reality.\u003C\u002Fp\u003E\n\u003Cp\u003EIn March, 13 first-year Goldman Sachs analysts – the group lowest on the corporate totem pole – put together a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-56452494\"\u003E‘survey’ on their working conditions\u003C\u002Fa\u003E at the esteemed, multi-national bank, in a document seen by the BBC. The survey, mocked up on Goldman Sachs’s official pitchbook template, detailed the group’s more than 95-hour workweeks, precarious mental and physical health, deteriorating personal relationships and conditions one respondent called “inhumane”.\u003C\u002Fp\u003E\n\u003Cp\u003EThe contents of the survey were, in some ways, shocking. But, in others, some of the results weren’t wholly unexpected. For many name-brand jobs, this is how things can operate for the those at the most junior levels – and have for a long time.\u003C\u002Fp\u003E\n\u003Cp\u003EThe prevailing narrative: that’s just the price you pay for a longer-term reward of power and prestige in big-name, big pay-cheque institutions. But for young people just jumping into the workforce, is the toil worth the epic reward, even if it may come with some worrying side effects? Some say maybe so.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘A boot-camp mentality’ \u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EThis nose-to-the-grindstone culture within these types of jobs has existed in some form for years, says William D Cohan, author of a best-selling book on the history of Goldman Sachs, Money and Power, and who also worked on Wall Street for 17 years.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EFor example, in finance, when major banks went public, the amount of work employees had to do “increased exponentially”, says Cohan. “Demand for what they did skyrocketed, and the demand on the employees then skyrocketed.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Wall Street New York","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"xmsolistparagraph\"\u003EIn general, he believes “senior people don’t really want to do that much work. They do the important work of bringing in clients, but once the client is brought in, they push that work down to junior people”. And, often, there aren’t enough lower-level workers; compensation is the biggest expense for financial institutions, so generating profits means hiring fewer people, which can compound the amount of work that trickles down, adds Cohan.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EHe thinks many prospective employees have a sense of the workload they have to take on if they’re able to land one of these competitive jobs. Cohan cites motivating factors that make some workers accept the conditions: a substantial pay cheque as well as prestige, “bragging rights” of working at a household-name company and opportunities for advancement if minted by one of these institutions.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s a boot-camp mentality – William D Cohan","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"xmsolistparagraph\"\u003E“It’s a boot-camp mentality,” says Cohan – simply part of the process of succeeding at a high level.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EThese prospective employees do mostly understand the impending workload, agrees Christopher R Di Fronzo, associate director of the Tufts Finance Initiative at Tufts University in Massachusetts, US, which helps place students in finance, consulting and entrepreneurial jobs. However, as graduates across these fields reconnect as alumni, he’s noticed some have underestimated the hours. “Once you live it,” says De Fronzo, “some find out it’s a really hard life to live.”\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003E\u003Cstrong\u003EJumping through hoops\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EBill Keenan joined Deutsche Bank, a major international investment bank in New York City, straight out of business school, following a professional ice-hockey career. He says he pursued the job due to his own “insecurity”. “I wanted to prove to myself I could do it, because all I had heard was how this is the hardest thing in the world,” he says.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EKeenan, who got a job as an associate in 2016, did have a sense that he’d be heading into a difficult situation. “You know what you're getting into, and like most jobs, if you want to reap rewards you’re probably going to have to jump through hoops and do some stuff that’s painful along the way.”\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EKeenan says he pulled many anxious late nights feeling “crushed”, and some of his experiences do chime with the current points cited in the Goldman Sachs survey. (“There were a lot of sweaty shirts, crying and not knowing what I was doing.”). However, he caveats that the conditions outlined by the 13 analysts who put together the notes aren’t necessarily representative of every experience – it’s a small sample size.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EYes, says Keenan, the environment was hard. No, he adds, “I was never abused. I would never use that word”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Bill Keenan","imageOrientation":"square","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERegardless, Keenan believes there’s opportunity to take the stress off younger workers; he says the long hours and the feeling that “your life is over for six months” if you get staffed on a project isn’t necessary. He suggests part of ameliorating conditions may be better time management on the part of those higher up the chain: condensing project timelines, for instance, since there’s actually a lot of “sitting in your cube”, waiting for your email to ping. Another element boils down to respect. “I certainly think that being more in touch with the human side of these people [will help]… You get more out of people if you treat them better.”\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003E“I don’t think there’s a silver bullet to this,” continues Keenan. He’s quick to add, however, that “the answer \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2021-03-18\u002Fjefferies-offers-junior-bankers-a-peloton-bike-apple-perks?sref=lgADY7dy\"\u003Eisn’t giving junior bankers a Peloton\u003C\u002Fa\u003E”, a reward Jefferies Financial Group recently offered to hard-working junior bankers.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003E\u003Cstrong\u003EMoving the needle?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s not necessarily a coincidence that this group of Goldman Sachs analysts chose the current moment in which to speak up, bucking the grin-and-bear-it culture.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EThere are a mix of factors at play: the ubiquity of social media, where the survey initially appeared; the rise of a generation more\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210226-the-unlikely-place-young-workers-fight-mental-health-taboos\"\u003E conscious of workplace toxicity and mental health\u003C\u002Fa\u003E; and a general sentiment of activism for equity.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsolistparagraph\"\u003EThe pandemic may have become a factor, too. Keenan notes that, from his experience, office camaraderie was one of the things that buoyed him through the worst days. In isolation during forced remote work, many of these tough experiences may be made even tougher, exacerbating their effects.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There were a lot of sweaty shirts, crying and not knowing what I was doing – Bill Keenan","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESo, could this uncharacteristic boldness – even if led by only a few employees, all protected by anonymity – mark the start of meaningful transformation? Perhaps a new cohort of values-centric workers could pressure a seemingly ingrained culture to budge – something that Di Fronzo says his graduates increasingly desire.\u003C\u002Fp\u003E\n\u003Cp\u003EUnfortunately, it may not be that simple. Despite an environment that may be riper for status-quo disruption than ever, change driven by this most junior tier of the workforce may not be on the horizon anytime soon – or, perhaps, even realistic to expect.\u003C\u002Fp\u003E\n\u003Cp\u003EDeloitte researchers suggest that these \u003Ca href=\"https:\u002F\u002Fwww2.deloitte.com\u002Fcontent\u002Fdam\u002FDeloitte\u002Flu\u002FDocuments\u002Ffinancial-services\u002Flu-culture-financial-services.pdf\"\u003Edeeply ingrained work cultures may be difficult to shift\u003C\u002Fa\u003E, in part due to how many years they’ve spent taking root. And in order for meaningful change to take place, one-off initiatives or reactive responses may not help; rather, long-term programmes, grounded in “realistic expectations” and supported by senior staff are required to move the needle. These changes also depend on communication from more junior members of staff – but when cut-throat environments traditionally don’t encourage pushback or feedback, bad culture easily perpetuates. That may make it particularly hard for a new class of workers to revolutionise much of anything – no matter how much their values diverge from those who came before them.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"finance graduates at london financial district","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFrom his vantage point, Keenan also remains sceptical that change is possible. It’s simple economics, he says: supply and demand. As long as there more are driven, hungry graduates than there are positions for them, Keenan believes there may not be enough incentive to change culture, no matter how public complaints become.\u003C\u002Fp\u003E\n\u003Cp\u003ECohan agrees. Even though Goldman Sachs responded quickly, including \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2021\u002F03\u002F18\u002Fgoldman-sachs-junior-bankers-complain-of-crushing-work-load-amid-spac-fueled-boom-in-wall-street-deals.html\"\u003Erolling out some changes\u003C\u002Fa\u003E, he doesn’t see these actions as a bellwether for progress in these organisations. “I think [these banks] view the grievances like the Goldman presentation as the price of doing business… But the reality is it’s harder to get a job at Goldman Sachs [in the US] than it is to get into Harvard.” (\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-56452494\"\u003EGoldman Sachs provided an earlier statement\u003C\u002Fa\u003E, but did not respond to BBC Worklife requests for additional comment by time of going to press.)\u003C\u002Fp\u003E\n\u003Cp\u003EAnd it’s likely that some young workers will continue to willingly put themselves into these environments because they want the validation Keenan craved – the ability to say, \u003Cem\u003EI got out alive. \u003C\u002Fem\u003EOf course, the career springboard and promise of increasingly voluminous compensation in an upwardly mobile environment doesn’t hurt, either. If you survive the right of passage, the pot of gold on the other side is, indeed, substantial.\u003C\u002Fp\u003E\n\u003Cp\u003EKeenan stuck around in his job for about two years, but no longer works in investment banking. His finance-career coup de grâce was a memoir, 2020’s Discussion Materials, detailing his experiences. Instead, Keenan now works in media – a far cry from 0300 mornings at a cube in a Financial District skyscraper.\u003C\u002Fp\u003E\n\u003Cp\u003EBut, knowing what he knows now, and having ended up somewhere he’s happy to be, would Keenan have taken the same path? “I would,” he says. “I think I would do it again.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-04-27T11:13:18Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Is extreme working culture worth the big rewards?","headlineShort":"The jobs 'crushing' young workers","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Aspiring young workers in top-tier jobs know they’re signing up for gruelling, startlingly long hours. Are the rewards in jobs like these worth the crushing toil?","summaryShort":"\"There were a lot of sweaty shirts, crying and not knowing what I was doing\"","tag":[],"textToSpeech":false,"creationDateTime":"2021-04-26T19:58:11.30861Z","entity":"article","guid":"32cc8401-be3e-459d-81ae-e793087a93ef","id":"worklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards","modifiedDateTime":"2021-09-02T05:22:21.281217Z","project":"worklife","slug":"20210426-is-extreme-working-culture-worth-the-big-rewards","cacheLastUpdated":1634592730233},"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job","_id":"616dd3e245ceed500d500db1","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Falex-christian"],"bodyIntro":"We're working more hours than ever, whether a late-night email or an early call. How did all these unpaid hours become part of the job?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Erik took his first job as a junior associate at an international law firm, he knew the normal rules of nine-to-five didn’t apply. Based in Hong Kong, his employer was as prestigious as it was notorious for running new recruits into the ground. Monstrous workloads and late nights were non-negotiable. \u003C\u002Fp\u003E\n\u003Cp\u003E“It’s simply a given in the legal industry,” explains Erik. “Generally, lawyers don’t get paid overtime. Very occasionally, I’d have to pull an all-nighter.” \u003C\u002Fp\u003E\n\u003Cp\u003ENow working in Beijing, Erik has moved up the corporate ladder. Further into his career, there are fewer workdays that bleed into the following morning. A conventional working week, however, remains elusive. “Working towards 40 hours a week would be a light week for me,” he says. “My hours depend on my clients’ needs – I don’t have the option of working fewer.”  \u003C\u002Fp\u003E\n\u003Cp\u003EDrawn-out days at the desk quickly rack up. In the UK, pre-pandemic, more than five million workers averaged an extra 7.6 hours a week, \u003Ca href=\"https:\u002F\u002Fwww.tuc.org.uk\u002Fnews\u002Fworkers-uk-put-more-ps35-billion-worth-unpaid-overtime-last-year-tuc-analysis\"\u003Econtributing to £35bn in unpaid overtime\u003C\u002Fa\u003E. Now, according to global figures from the ADP Research Institute, \u003Ca href=\"https:\u002F\u002Fwww.adpri.org\u002Fwp-content\u002Fuploads\u002F2021\u002F04\u002F23084556\u002FWFV-Global_2021_US_Screen_697691_162389_FV.pdf\"\u003Eone in 10 people say they work at least 20 hours a week for free\u003C\u002Fa\u003E. On average, workers are posting 9.2 hours of unpaid overtime every week. Across the world, overwork figures have sharply risen in the wake of Covid-19 – with free hours more than doubling in North America, particularly.  \u003C\u002Fp\u003E\n\u003Cp\u003ERemote working has intensified the problem. The \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fbusiness\u002F2021\u002Ffeb\u002F04\u002Fhome-workers-putting-in-more-hours-since-covid-research\"\u003Eaverage global workday has lengthened by nearly two hours\u003C\u002Fa\u003E, and research has shown that most UK employers acknowledge \u003Ca href=\"https:\u002F\u002Fworkplaceinsight.net\u002Fover-half-of-uk-employers-say-their-staff-work-additional-unpaid-hours-every-day\u002F\"\u003Estaff work additional, unpaid hours every day\u003C\u002Fa\u003E. Workers can attribute the uptick in overtime to a loss of work-life boundaries; as commutes, offices and lunch breaks have disappeared for many knowledge workers, so too has the hard line between signing on and off. Inboxes fill over breakfast. Deadlines spill into the evenings. \u003Ca href=\"https:\u002F\u002Fwww.motherjones.com\u002Fpolitics\u002F2021\u002F09\u002Fmy-bosses-at-mckinsey-made-us-get-on-2-a-m-zoom-calls\u002F\"\u003EZoom meetings\u003C\u002Fa\u003E run into the early hours. \u003C\u002Fp\u003E\n\u003Cp\u003EFor many workers, keeping switched on beyond closing time has become the expectation rather than an exception. But it’s rarely explicitly spelled out verbally, let alone in writing. Rather, it’s a tacit understanding between employer and employee: forget contracted hours, you can only log off once you’re done for the day.  \u003C\u002Fp\u003E\n\u003Cp\u003EBut how did it get this way – and what happens next?\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe root of the problem\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ECovid-19 may have exacerbated the problem, but unpaid overtime has been part of many jobs for decades. In industrial times, employees had weekly fixed hours; working beyond closing time meant reimbursement. But by the mid-20th Century, office culture boomed, swelling ranks of salaried, middle-class professionals. The number of jobs measured by tangible output shrank. In the modern workplace, tasks could no longer be neatly delineated like on the factory floor; ambiguity over when work was ‘finished’ gave rise to unpaid overtime. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Fundamentally, it comes down to a mix-up of signals that longer hours are linked to productivity – Grace Lordan","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe fact that businesses based their office hours on industry’s eight-hour workday meant that knowledge workers were already spending too long at their desks. “The type of labour many of us do today, intensive work in front of a computer, can’t cognitively be done for more than \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0927537116302445\"\u003Efive hours\u003C\u002Fa\u003E a day,” says Abigail Marks, professor of the future of work at Newcastle University Business School, UK. Yet despite this, workdays gradually got longer and longer. \u003C\u002Fp\u003E\n\u003Cp\u003EGrace Lordan, associate professor in behavioural science at the London School of Economics, highlights the 1980s as a turning point. In the UK and the US, Thatcherism and Wall Street popularised the idea of increasingly long hours. If you wanted that big promotion, you had to devote yourself to the workplace – working overtime became a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003Estatus symbol\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003E“Fundamentally, it comes down to a mix-up of signals that longer hours are linked to productivity,” explains Lordan. “In the 1950s, office workers would see their families for dinner. By the 1990s, they’d \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office\"\u003Ebe lucky to see them on weekends\u003C\u002Fa\u003E.” \u003C\u002Fp\u003E\n\u003Cp\u003EAs economies globalised, working hours were only going one way. But then technology hit the accelerator. By the 2010s, everyone had a digital tether that connected them to their work morning, noon and night. Inboxes were ever-present; work-related calls and messages invaded the same communication tools people used for socialising. “The smartphone was the death knell for working hours,” says Marks. “As soon as you put work email on your phone, people will take advantage. Then, you get into the habit of always being available.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow we normalised overwork\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESince the pandemic hit, office \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Epresenteeism\u003C\u002Fa\u003E has become even more digitised. Remote work has created an environment in which managers can call on staff around the clock. “I’m expected to respond to clients’ requests,” explains Erik. Although that may no longer necessitate all-nighters, working into the early hours continues. “Most of the time, I manage to coordinate with clients in different time zones. But if we’re closing a transaction, I may need to stay late.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09yjllv"],"imageAlignment":"centre","imageAltText":"A woman working late at home","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn some countries, cultural expectations feed into excessive office hours. In Japan, for instance, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190718-karoshi\"\u003Eoverwork is important professional currency\u003C\u002Fa\u003E. “Here, hard work demonstrates that you’re a loyal employee,” explains Jeff Kingston, director of the Asian Studies major at Temple University’s Tokyo campus. “And it means your boss is more likely to accelerate your climb up the corporate ladder. Working hard, and spending long hours to impress your boss, is seen as a real virtue.” \u003C\u002Fp\u003E\n\u003Cp\u003EElsewhere working long hours can be the product of peer pressure, a desire to get ahead or reacting to our environment. “We like to follow others,” says Lordan. “On your first day at your new job, you look for non-verbal social cues to fit in. If there are people working late or into the weekend, you’re more likely to copy that behaviour.”  \u003C\u002Fp\u003E\n\u003Cp\u003EWe also hate saying no. If the boss emails after hours, we reply. If there’s a 0600 Zoom call, we dial in. If we need to work late, we’d rather do it than kick up a fuss – even if such commitment isn’t reflected in our salary. “It’s embedded in employees,” says Marks. “People are always scared of losing their jobs, and that someone will do a better job than them. If everyone else is doing it, you have to do it as well.” \u003C\u002Fp\u003E\n\u003Cp\u003EThere are sector-specific pressures, too. Employees in some creative jobs are meant to feel ‘lucky’, so \u003Ca href=\"https:\u002F\u002Fwww.fuqua.duke.edu\u002Fduke-fuqua-insights\u002Fkay-passion-exploitation\"\u003Eworking a few extra hours is assumed\u003C\u002Fa\u003E. In finance, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-is-extreme-working-culture-worth-the-big-rewards\"\u003Epulling an all-nighter is a rite of passage\u003C\u002Fa\u003E on the way to becoming a partner. Challenging such social norms in the workplace is seen as taboo. “As humans, we want to be seen as being nice and amenable,” says Lordan. “It all fits into our narrative that we’re hard workers and collaborative. Long hours traditionally measure hard work and productivity – and so we work unpaid overtime.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy change isn’t so easy\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYet there are signs that the workforce has had enough of long working weeks and midnight calls. Millions of people around the world are quitting their jobs as part of what’s being called the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003EGreat Resignation\u003C\u002Fa\u003E. Optimists might suggest that, with the labour market thriving, employees can finally call the shots and demand an end to unpaid overtime. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If everyone else is doing it, you have to do it as well - Abigail Marks","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe reality, however, is different. “The group voting with their feet are typically those in their later career – the ones who can afford to go,” says Lordan. “Younger generations don’t have that luxury. Competition for jobs at firms which demand long hours remains fierce. It comes down to people wanting to fit in with a working culture established long before they walked through the office doors – it’s very difficult to break that.” \u003C\u002Fp\u003E\n\u003Cp\u003EWorking extended hours is also so baked into office culture that many businesses rely on overtime. It’s why, even amid a pandemic, familiar practices have returned: big financial firms notorious for long-hours working culture \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office\"\u003Ehave already demanded staff return\u003C\u002Fa\u003E to the office five days a week. If bosses mandate long office-based days and unpaid overtime, it’s hard for employees to take a stand and say no. “It’s those at the top who are the gatekeepers for opportunities and promotion,” says Lordan. “If they believe in presenteeism, those beneath them will find it hard to not work that extra hour.” \u003C\u002Fp\u003E\n\u003Cp\u003ERobust government legislation could help bring change, says Marks. The current trend is for \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210819-the-case-for-a-shorter-workweek\"\u003Efour-day working weeks\u003C\u002Fa\u003E, with trials in the likes of Iceland, Spain and Ireland. She has doubts on whether the idea will succeed. \u003C\u002Fp\u003E\n\u003Cp\u003E“Organisations do very well out of free labour. But many employers aren’t in a place to suddenly reduce workloads, so employees will probably have to cram five days’ worth of work into four.” And even when governments issue directives on working hours, it’s bosses – not ministers – who ultimately set the tone. In Japan and South Korea, for example, it’s clear that \u003Ca href=\"https:\u002F\u002Fwww.insider.com\u002Fjapanese-probe-reveals-37-percent-investigated-offices-illegal-overtime-2021-8\"\u003Ecultural pressures still override legislative efforts\u003C\u002Fa\u003E at many firms. \u003C\u002Fp\u003E\n\u003Cp\u003EThere is, of course, a body of research showing that working fewer hours boosts \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210819-the-case-for-a-shorter-workweek\"\u003Eproductivity\u003C\u002Fa\u003E. But for knowledge work, the difficulty lies with how we measure output. Clearly, that marker shouldn’t be time. Lordan says it has to be task-based – it’s the only way of keeping unpaid overtime in check. \u003C\u002Fp\u003E\n\u003Cp\u003EBut this will require a new perspective from senior leaders. “Ultimately, managers need to define what has to be done and allow their employees to do it. If you want positive change, you need to get more managers, who aren’t as controlling, in key roles.” \u003C\u002Fp\u003E\n\u003Cp\u003EEven if overtime is hard to eradicate, the pandemic has magnified conversations around working culture. It’s increasingly leading to employee activism. Lordan cites the recent case of Goldman Sachs: young bankers \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-58054983\"\u003Ewere given a pay rise\u003C\u002Fa\u003E following their complaints of working 95-hour weeks. It could, perhaps, be the start of a shift. \u003C\u002Fp\u003E\n\u003Cp\u003E“As long as there are high-paying companies with senior management that hold the belief that hours equal productivity, you will always have professional workers sacrificing self and wellbeing to make the cut,” says Lordan. “Over time, those who care more about their work-life balance will choose the companies that offer greater flexibility.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-10-19T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How working unpaid hours became part of the job","headlineShort":"How unpaid hours became part of the job","image":["p09yjlp5"],"imageAlignment":"centre","imageAltText":"A woman working late","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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210622-why-its-so-hard-to-put-boundaries-on-our-time","worklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong","worklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity"],"relatedTag":null,"summaryLong":"We're working more hours than ever, whether a late-night email or an early call. How did all these unpaid hours become part of the job?","summaryShort":"Why we accept unpaid overtime as a given when we take a job","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-10-18T20:06:41.19725Z","entity":"article","guid":"10610c84-d925-43ba-8d1a-6c347ab71fd8","id":"worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job","modifiedDateTime":"2021-10-18T20:07:10.869738Z","project":"worklife","slug":"20211013-how-working-unpaid-hours-became-part-of-the-job","cacheLastUpdated":1634592730231},"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children":{"urn":"urn:pubpipe:wwverticals:article:future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children","_id":"6153608b45ceed1e2b623b97","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"From their academic success to their social skills and mental health, the pandemic is a crisis for today’s children – and the fallout may follow them for the rest of their lives.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen today’s children and adolescents grow up, will they see themselves as a “\u003Ca href=\"https:\u002F\u002Fen.wikipedia.org\u002Fwiki\u002FLost_Generation\"\u003Elost generation\u003C\u002Fa\u003E”, whose lives will forever fall in the shadow of a global pandemic?\u003C\u002Fp\u003E\n\u003Cp\u003EThe school closures are one of the most visible – and controversial – means by which Covid-19 is affecting young people. According to Unesco, \u003Ca href=\"https:\u002F\u002Fen.unesco.org\u002Fnews\u002Freopening-schools-when-where-and-how\"\u003Ethe education of nearly 1.6 billion pupils in 190 countries has so far been affected\u003C\u002Fa\u003E – that’s 90% of the world’s school-age children. And at the time of writing, there are still no definite plans for opening the schools of around half of these children.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThere has been much \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fpii\u002FS2468266720300827\"\u003Edebate\u003C\u002Fa\u003E over the exact role that school closures have played containing the overall spread of the virus. It is just over five months since the novel coronavirus was first reported in Wuhan, meaning that the data describing its transmission and the effects of any particular measure are still patchy.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBut according to Richard Armitage, in the division of public health and epidemiology at the University of Nottingham, those legitimate scientific questions about the effectiveness of school closures \u003Ca href=\"https:\u002F\u002Fwww.thelancet.com\u002Fjournals\u002Flanglo\u002Farticle\u002FPIIS2214-109X(20)30116-9\u002Ffulltext\"\u003Eshould not be taken as a justification\u003C\u002Fa\u003E for re-opening them prematurely. “An absence of evidence is not necessarily evidence of absence,” he says.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWe know, after all, that transmission is higher in densely-packed, indoor spaces, and although the danger to children may not be as high as the risk to the adults teaching them, the virus does seem to evoke an \u003Ca href=\"https:\u002F\u002Fwww.who.int\u002Fnews-room\u002Fcommentaries\u002Fdetail\u002Fmultisystem-inflammatory-syndrome-in-children-and-adolescents-with-covid-19\"\u003Eextreme reaction in a very small number of paediatric cases\u003C\u002Fa\u003E. Crucially, children may become carriers who transmit the virus to the most vulnerable members of society, such as their grandparents. After all, they’re not exactly known for their fastidious hygiene.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAll of which may make a full return to normality unlikely for most children in the next few months. And when that is combined with the other stresses of living in isolation under quarantine, it may have some serious consequences – delaying their cognitive, emotional and social development. For those in the most critical periods of adolescence, it may even increase the risk of mental illness.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESince the poorest will be hardest hit by all of these effects, lockdowns are expected to widen the existing inequalities across the globe, with repercussions for years to come. “It’s disadvantaged children who pay the greatest price here, as they will fall the furthest behind, and have the fewest resources available to ‘catch up’ once the pandemic threat has passed,” says Armitage.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Children wearing plastic face visors attend a class in Japan. (Credit: Getty Images)","imageOrientation":"landscape","id":"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESome experts, such as Wim Van Lancker, a sociologist at the University of Leuven in Belgium, go as far as to describe it at as “\u003Ca href=\"https:\u002F\u002Fwww.thelancet.com\u002Fjournals\u002Flanpub\u002Farticle\u002FPIIS2468-2667(20)30084-0\u002Ffulltext\"\u003Ea social crisis in the making\u003C\u002Fa\u003E”.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESo what are the facts? And what can be done to mitigate these problems before it is too late?\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe attainment gap\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ELet’s first consider the consequences for the child’s intellectual development.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESome clues to these effects come from studies of \u003Ca href=\"http:\u002F\u002Fftp.iza.org\u002Fdp2923.pdf\"\u003Eshort-term school closures due to snow\u003C\u002Fa\u003E. In 2007, Dave Marcotte, a professor in public affairs at American University in Washington DC, examined the standardised test scores of third, fifth and eighth graders in Maryland. The effects of school closures were greatest for the youngest children, with each lost day resulting in around 0.57% fewer children reaching the expected grades in reading and maths. The average school lost around 5 days, in total, due to bad weather – resulting in around a 3% drop in the overall pass rate – equivalent to roughly one child in a classroom of 30.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EYou might also like:\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cul\u003E\n\u003Cli\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20200527-coronavirus-how-covid-19-could-redesign-our-world\" target=\"_blank\"\u003EHow Covid-19 could redesign our world\u003C\u002Fa\u003E\u003C\u002Fli\u003E\n\u003Cli\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20200520-why-lockdown-life-feels-like-its-going-faster\" target=\"_blank\"\u003EWhy time seems to be going faster while we are in lockdown\u003C\u002Fa\u003E\u003C\u002Fli\u003E\n\u003Cli\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20200528-why-most-covid-19-deaths-wont-be-from-the-virus\" target=\"_blank\"\u003EWhy most Covid-19 deaths won't be from the virus\u003C\u002Fa\u003E\u003C\u002Fli\u003E\n\u003C\u002Ful\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EClearly, even relatively brief periods of time out of education can have a lasting impact. It’s not just the missed opportunities for learning that need to be considered during the current crisis, however. The more serious concern is that, when schools are closed for long periods, many children will begin to forget what they already know – a regression that will be much harder to remedy.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EMarcotte points to studies of children’s progress over the school year. As you might expect, most children show steady improvements throughout the terms, but \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.3102\u002F00346543066003227\"\u003Ethis can regress – sometimes radically – during the long summer school holiday\u003C\u002Fa\u003E, particularly in subjects such as maths. “In the United States, about 25% of what is gained during the academic year is lost over the course of the summer,” Marcotte says.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIf schools don’t reopen until September, many children will have spent more than 20 weeks in a row away from school – an unprecedented amount of time away from education, meaning we can’t simply extrapolate from the existing data. “We just don't know if it's a linear increase in learning loss, or if it may be something even larger that sort of compounds on itself,” says Marcotte. Given that \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fhealth-16320306\"\u003Etime spent in education appears to shape adult IQ\u003C\u002Fa\u003E – this could result in serious, lifelong effects on their cognitive ability.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EMarcotte hopes that attempts at remote learning may help to prevent that set-back, but he is sceptical that it can fully make up the difference. “Making real-world connections and spending time with peers, and focusing on lessons, is so much easier when you're in the same room and engaged,” he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"A seesaw covered in official tape at a closed playground in Moscow (Credit: EPA)","imageOrientation":"landscape","id":"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the worst-case scenario, some students may actually regress even more than they would during a normal school break, he says, since they will also lack the opportunity for intellectually nourishing activities like music lessons, trips to the museum and library, or summer camps. Children will be missing the regular reinforcement of what they’ve learned at school and all these chances to expand their general knowledge and understanding of the world.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWidening inequalities\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ENot all children will be affected in the same way – leading some experts to fear that this will widen the (already highly significant) gap in educational achievement between richer and poorer families.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWe know, for example, that the learning loss during the US summer vacations depends on the child’s background. Some studies have found that richer children actually \u003Cem\u003Eimprove\u003C\u002Fem\u003E their reading performance over the period, while it is the poorer families who tend to show the greater losses, since they have fewer educational resources over the holidays.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWhile governments are trying to encourage home schooling, it relies on a good computer and reliable internet connection to be able to access the school’s resources, and a quiet room to study. Home schooling also assumes that the parents themselves are sufficiently educated, and have enough time, to be able to help with the lessons. “This assumption unfortunately does not [always] hold, meaning many children’s academic development will grind to a halt during school closures, especially those from underprivileged backgrounds, further widening the attainment gap,” says Armitage. A recent study from the UK found that \u003Ca href=\"https:\u002F\u002Fwww.ifs.org.uk\u002Fpublications\u002F14848\"\u003Echildren from richer families are spending about 30% more time on home learning than those from poorer families\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EVan Lancker agrees that access to a quiet study area, with an internet connection, is a huge issue for many people. “Those are the circumstances which are not very likely for children living in poverty and over-crowded households,” he says. “We're facing a very, very long period of several months in which groups of disadvantaged children may not have been able to learn very much, and so the gap will have widened when school starts again next term.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe lockdown may disproportionately affect the children of first-generation immigrants, since they may have fewer opportunities to learn and practice their second language outside of the home.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ENor will these inequalities end once the schools start to re-open. Research by Alison Andrew, Sarah Cattan, Monica Costa Dias and colleagues at the Institute for Fiscal Studies, a think tank in London, UK, shows that \u003Ca href=\"https:\u002F\u002Fwww.ifs.org.uk\u002Fpublications\u002F14848\"\u003Epoorer families are less willing to allow their children to return to education\u003C\u002Fa\u003E. “We know from the evidence that’s coming out, on who’s been most affected health-wise by the coronavirus, that individuals from poorer backgrounds are more likely to have been exposed,” says Alison Andrew. “And this might be increasing concern among individuals in poorer households.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"A student having a virtual lesson using a tablet (Credit: EPA)","imageOrientation":"landscape","id":"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt’s worth bearing in mind that the economic effects of the virus – such as job losses – are expected to increase poverty in general. If nothing is done to make up these amplified class divides, the effects may linger for years. “The younger you are, the more likely it is that there will be consequences well into your adult life,” says Van Lancker. “We know these effects accumulate over time.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMental health\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile the child’s intellectual development may be the most obvious victim of these shutdowns, it’s by no means the only thing at risk. Teachers are often the first people to notice deteriorating mental health among their students and to encourage them to seek treatment, and many schools provide counselling and psychotherapy on site. In the US, for instance, around \u003Ca href=\"https:\u002F\u002Fjamanetwork.com\u002Fjournals\u002Fjamapediatrics\u002Ffullarticle\u002F2764730\"\u003E13% of adolescents receive mental healthcare from their schools\u003C\u002Fa\u003E. Indeed, for a sizeable chunk – 35% – of vulnerable adolescents being treated for mental health issues, schools are the \u003Cem\u003Eonly \u003C\u002Fem\u003Esource of support for their problems.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In general, children with more siblings appear to develop social skills at a quicker rate, so it may be that it’s only children who are worst affected.","id":"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt is possible to provide some help remotely, but so-called “telemental health services” are far from ideal – since they face exactly the same barriers that make distance learning difficult. “Mental health services also involve a degree of privacy, and not all families have the living arrangements to allow for that,” explains Ezra Golberstein at the University of Minnesota’s School of Public Health. Once again, it will probably be the poorest families who suffer the most.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWithout regular contact with students, teachers and counsellors will also be unable to report suspected cases of abuse. “For many children, home is an unpleasant, undesirable, and unsafe place to be, and school provides a much-needed shelter,” says Armitage.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EGolberstein pointed me to one recent analysis of data from Florida, which found a \u003Ca href=\"https:\u002F\u002Fpapers.ssrn.com\u002Fsol3\u002Fpapers.cfm?abstract_id=3601399\"\u003E27% \u003Cem\u003Ereduction\u003C\u002Fem\u003E in alleged cases of abuse during March and April 2020\u003C\u002Fa\u003E. It seems highly unlikely that abusers have mended their ways during this period, suggesting that a large number of cases are going unreported as a result of the closures.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe sad truth is that the amount of child abuse – and indeed all kinds of domestic abuse – will have probably increased throughout the pandemic. “If people are confined to overcrowded households and living in deprived circumstances, this is already associated with the high likelihood for domestic abuse,” says Van Lancker. And at least for the moment, many of these crimes can be hidden by the pandemic.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"A demonstration in NYC for equality in all schools (Credit: Alamy)","imageOrientation":"landscape","id":"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAdolescence is considered to be a critical period for the development and treatment of mental health issues – and if those problems are left untreated, they may be much harder to remedy in later life.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EArrested development\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe broader consequences of the outbreak – including the anxiety of growing up during a global pandemic, and the fear for family members – remain to be seen. But children are highly perceptive of their parents’ and carers’ worries and it \u003Ca href=\"https:\u002F\u002Fwww.thelancet.com\u002Fjournals\u002Flanchi\u002Farticle\u002FPIIS2352-4642(20)30097-3\u002Ffulltext\"\u003Eseems likely that they will absorb some of this angst\u003C\u002Fa\u003E – whether it’s worry about the disease itself, the job losses, or the strains of isolation.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAs a comparison, Louise Dalton and Elizabeth Rapa in the department of psychiatry at the University of Oxford point to research on the children of people with HIV or cancer. Often, young children engage in “magical thinking” – believing that their own thoughts or behaviours are the cause of the event. “They end up blaming themselves unnecessarily, and sometimes feel incredibly guilty,” Dalton says – which may also happen during this crisis. For children or adolescents of any age, the uncertainty and the loss of their own freedom will be hard to process and could lead to long-term behavioural problems.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EUnfortunately, Dalton and Rapa feel that parents have not been given enough information about these issues and the way to deal with them. “Children's emotional needs are completely being neglected at the moment,” Rapa says. So although children have been given abundant material on the physical effects of the disease and the ways to avoid contagion, government health campaigns have provided very little guidance on how to cope with the stress. “[Children] are now experts on viral transmission, but they're not being taught how we can talk about this and deal with such important things.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIt’s also unclear how the isolation and physical distancing may influence the development of socioemotional skills, like regulating your feelings, exercising self-control and managing conflicts with your peers. It’s now known that time in education is essential for helping children to mature – particularly if their parents aren’t modelling those skills at home – and the time out may delay their progress. In general, \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0265407502193001\"\u003Echildren with more siblings appear to develop social skills at a quicker rate\u003C\u002Fa\u003E, so it may be that it’s only children who are worst affected. (Though only children may benefit in other ways – their parents can probably spend more time helping them personally with home schooling, for instance.)\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children-10"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"A group of Japanese students walking into a museum (Credit: Alamy)","imageOrientation":"landscape","id":"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“We don't have any truly similar experience that we can look to in the past to try to see what happened,” says Golberstein. “But kids are sensitive and responsive to their environments, and stressors early in life have consequences for child development, mental health, and human capital development, so I am quite concerned.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ENo easy answers\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThere are no easy solutions for these issues. To prevent the widening inequalities in education, teachers need to provide alternatives for work that requires a computer or internet connection, for example. “Teachers need to be sure that children are able to fulfil their tasks, even in deprived conditions,” says Van Lancker.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EGovernments can also implement schemes like mobile libraries that will ensure children can get the reading materials they need. “These are small things, but they can really make a difference in keeping the learning going,” he adds. In the long term, schools will need to look carefully at the children who have been hit hardest by the crisis and consider special measures that could help to make up for the losses.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EMore generally, Rapa and Dalton argue that parents and carers need to have open and honest conversations with their children about the emotions the whole family are feeling as a result of the pandemic. The temptation may be to put a brave face on the situation, but simply ignoring the underlying tensions will only backfire, they say. For this reason, they’ve recently created a video \u003Ca href=\"https:\u002F\u002Fblackpoolbetterstart.org.uk\u002Fcovid19-update\u002F\"\u003Eoutlining the most constructive ways to have those conversations\u003C\u002Fa\u003E.  “Once everyone starts talking about [the stresses], things do get better,” says Rapa.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EOnly with a concerted effort from parents, teachers, social workers, psychiatrists and politicians can we be sure that children of all classes can emerge from the crisis ready to cope and thrive in the post-Covid-19 world.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003E* David Robson is the author of \u003C\u002Fem\u003E\u003Cem\u003E\u003Ca href=\"http:\u002F\u002Fwww.davidrobson.me\u002Fthe-intelligence-trap\"\u003EThe Intelligence Trap: Revolutionise Your Thinking and Make Wiser Decisions\u003C\u002Fa\u003E\u003C\u002Fem\u003E\u003Cem\u003E, which examines evidence-based ways to improve learning, creativity and problem solving. He is \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fwww.twitter.com\u002Fd_a_robson\"\u003E\u003Cem\u003E@d_a_robson\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E on Twitter.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E--\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EAs an award-winning science site, BBC Future is committed to bringing you evidence-based analysis and myth-busting stories around the new coronavirus. You can read more of our \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ftags\u002Fcovid-19\"\u003E\u003Cem\u003ECovid-19 coverage here\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E--\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EJoin one million Future fans by liking us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002FBBCFuture\u002F\"\u003E\u003Cstrong\u003E\u003Cem\u003EFacebook\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, or follow us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FBBC_Future\"\u003E\u003Cstrong\u003E\u003Cem\u003ETwitter\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E or \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fbbcfuture_official\u002F\"\u003E\u003Cstrong\u003E\u003Cem\u003EInstagram\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EIf you liked this story, \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fpages.emails.bbc.com\u002Fsubscribe\u002F?ocid=fut.bbc.email.we.email-signup\"\u003E\u003Cstrong\u003E\u003Cem\u003Esign up for the weekly bbc.com features newsletter\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, called “The Essential List”. A handpicked selection of stories from BBC \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Ffuture\"\u003E\u003Cstrong\u003E\u003Cem\u003EFuture\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fculture\"\u003E\u003Cstrong\u003E\u003Cem\u003ECulture\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fworklife\"\u003E\u003Cstrong\u003E\u003Cem\u003EWorklife\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, and \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Ftravel\"\u003E\u003Cstrong\u003E\u003Cem\u003ETravel\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, delivered to your inbox every Friday.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children-12"}],"collection":null,"disableAdverts":false,"displayDate":"2020-06-04T01:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How Covid-19 is changing the world’s children","headlineShort":"How Covid-19 is changing children","image":[],"imageAlignment":"centre","imageAltText":"A girl on a balcony poses with a picture she drew (Credit: Reuters)","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"future","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":[],"summaryLong":"From their academic success to their social skills and mental health, the pandemic is a crisis for today’s children – and the fallout may follow them for the rest of their lives.","summaryShort":"We may witness the consequences for years to come","tag":[],"textToSpeech":false,"creationDateTime":"2020-06-04T02:22:32.619974Z","entity":"article","guid":"cdf9cdb9-946d-4636-8dd1-24babcb18668","id":"future\u002Farticle\u002F20200603-how-covid-19-is-changing-the-worlds-children","modifiedDateTime":"2021-09-01T17:22:02.509855Z","project":"future","slug":"20200603-how-covid-19-is-changing-the-worlds-children","cacheLastUpdated":1634592730249},"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains":{"urn":"urn:pubpipe:wwverticals:article:future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains","_id":"6153600e45ceed675d356222","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The toys we give to children and the traits they are assigned can have lasting impacts on their lives, writes Melissa Hogenboom.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMy daughter is obsessed with all things girly and pink. She gravitated to pink flowery dresses that are typically marketed for girls before she even turned two. When she was three and we saw a group of children playing football, I suggested she could join in when she was a bit older. \"Football is not for girls,\" she replied, firmly. We carefully pointed out that girls, though in the minority, were playing too. She was unconvinced. However, she's also boisterous and loves to climb and jump, attributes often described as boyish.\u003C\u002Fp\u003E\n\u003Cp\u003EHer overt ideas about what girls and boys should do were somewhat unexpected so early on, but considering how gendered many children's worlds are from the outset, it's easy to see how this occurs.\u003C\u002Fp\u003E\n\u003Cp\u003EThese initial divisions may seem innocent, but over time our gendered worlds have lasting effects on how children grow up to understand themselves and the choices they make – as well as how to behave in the society they inhabit. Later, gendered ideas continue to influence and perpetuate a society which unknowingly promotes values linked to toxic masculinity, which is bad news for all of us, however we identify. So how exactly does our obsession with gender have such a lasting impact on our world? \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe idea that women were intellectually inferior to men was regarded as fact several centuries ago. Science has long sought to find the differences that underlined this assumption. Slowly, numerous studies have now debunked many of these proposed differences, and yet our world remains stubbornly gendered.\u003C\u002Fp\u003E\n\u003Cp\u003EWhen you think about it, this is wholly unsurprising due to the way we are socialised as infants. Parents and caregivers don't mean to treat boys and girls differently, \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Fbuy\u002F2005-02259-007\"\u003Ebut evidence shows they clearly do.\u003C\u002Fa\u003E It starts before birth, with mothers describing their baby's movements differently \u003Ca href=\"https:\u002F\u002Flibrarysearch.lse.ac.uk\u002Fprimo-explore\u002Ffulldisplay?vid=44LSE_VU1&docid=44LSE_ALMA_DS21141245400002021&lang=en_US&context=L\"\u003Eif they know they are having a boy\u003C\u002Fa\u003E. Male babies were more likely to be described as \"vigorous\" and \"strong\", but there was no such difference when mothers did not know the sex.\u003C\u002Fp\u003E\n\u003Cp\u003EEver since it was possible to identify biological sex from a scan, one of the first questions asked of prospective parents is whether they are having a boy or a girl. Before then, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20120320-can-babys-bump-predict-gender\"\u003Ethe shape and size of a bump\u003C\u002Fa\u003E has been used to guess the sex, despite there being no evidence this works. More subtle are the different words we use to describe boys and girls, even for the exact same behaviour. Throw gendered toys into the mix and this reinforces the subtle traits and hobbies that are already assigned to male and female.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EYou might also like:\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cul\u003E\n\u003Cli\u003E\u003Cstrong\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20191001-the-word-gap-that-affects-how-your-babys-brain-grows\"\u003EWhy the way we talk to children really matters\u003C\u002Fa\u003E\u003C\u002Fstrong\u003E\u003C\u002Fli\u003E\n\u003Cli\u003E\u003Cstrong\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20190930-the-sexist-myths-about-gender-stereotypes-that-wont-die\"\u003EThe sexist myths that won't die\u003C\u002Fa\u003E\u003C\u002Fstrong\u003E\u003C\u002Fli\u003E\n\u003Cli\u003E\u003Cstrong\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20160907-clues-to-your-personality-appeared-before-you-could-talk\"\u003EThe early clues to your personality\u003C\u002Fa\u003E\u003C\u002Fstrong\u003E\u003C\u002Fli\u003E\n\u003C\u002Ful\u003E\n\u003Cp\u003EThe way children play is a hugely important part of development. It's how children first develop skills and interests. Blocks encourage building whereas dolls can encourage perspective taking and caregiving. A range of play experiences is clearly important. \"When you only funnel one type of skill building toys to half of the population, it means that half of the population are going to be the ones developing a certain set of skills or developing a certain set of interests,\" says Christia Brown, a professor of psychology at the University of Kentucky.\u003C\u002Fp\u003E\n\u003Cp\u003EChildren are also like little detectives, working out what category they belong to by constantly learning from those around them. As soon as they understand what gender they fit into, they will naturally gravitate towards the categories that have been thrust upon them from birth. That's why from the age of about two, \u003Ca href=\"https:\u002F\u002Fbpspsychub.onlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fj.2044-835X.2011.02027.x\"\u003Egirls tend to navigate more to pink\u003C\u002Fa\u003E things while boys will avoid them. I witnessed this first-hand when my then two-year old stubbornly refused to wear anything she perceived as slightly boyish, despite my futile attempts not to overtly gender her clothing early on.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt's no surprise then that pre-school children learn to identify with their gender so young, especially as \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F2018-05827-007\"\u003Eparents and friends tend to give children toys associated with their gender\u003C\u002Fa\u003E early on. Once children understand which \"gender tribe\" they belong to, they become more responsive to gender labels, explains Cordelia Fine, a psychologist at the University of Melbourne. This then influences their behaviour. For instance, even how a toy is presented \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0193397314000689\"\u003Ecan change a child's interest in it\u003C\u002Fa\u003E. Girls have been found to be more interested in typically boyish toys if they were pink, for instance.\u003C\u002Fp\u003E\n\u003Cp\u003EThis has consequences though. If we only give girls and not boys dolls or beauty sets, it primes them to associate themselves with these interests. Boys can be primed to like more active pursuits by toy tools and cars.\u003C\u002Fp\u003E\n\u003Cp\u003EYet \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F0891243205284276\"\u003Eboys clearly enjoy playing with dolls and buggies too\u003C\u002Fa\u003E, but these are not as typically bought for them. My son cradles a toy baby just as his sister did and likes to push it around in a toy buggy. \"Boys in the first years of life are also nurturing and caring. We just teach them really early that that's a 'girl skill', and we punish boys for doing it,\" says Brown.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Parents of boys often talk about how they are more boisterous and enjoy rougher play, while girls are more gentle and meek","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIf from infancy, boys are discouraged from playing with toys we might associate as feminine, then they may not develop a skill set that they might need later in life. If they are discouraged by their peers from playing with dolls, while at the same time they see their mother doing most of the childcare, what does that say about whose role it is to care? And so we enter the realm of \"biological essentialism\", where we ascribe an innate basis to a behaviour that is, when you delve a bit deeper, highly likely to be learned.\u003C\u002Fp\u003E\n\u003Cp\u003EToys are one thing, but traits are also prone to gendered stereotyping. Parents of boys often talk about how they are more boisterous and enjoy rougher play, while girls are more gentle and meek. The evidence suggests otherwise.\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, studies show that our own expectations tend to frame how we view others and ourselves. Parents \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F26168009\u002F\"\u003Ehave attributed gender neutral angry faces as boys\u003C\u002Fa\u003E while happy and sad faces are labelled as girls. Mothers are more likely to emphasise their boys' physical attributes – even setting more adventurous targets for boys than for girls. They also \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0022096500925979\"\u003Eover-estimate crawling abilities\u003C\u002Fa\u003E for their sons compared to daughters, despite there being no reported physical difference. So, people's own biases could be influencing their children, and so reinforcing these stereotypes.\u003C\u002Fp\u003E\n\u003Cp\u003ELanguage plays a powerful role too – girls reportedly speak earlier, a small but identifiable effect but this could be due to the fact that \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F25367542\u002F\"\u003Eresearch also shows\u003C\u002Fa\u003E that mothers speak more to their baby girls than to baby boys. They speak \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F9471001\u002F\"\u003Emore about emotions to girls too\u003C\u002Fa\u003E. In other words, we unknowingly socialise girls to believe they are more talkative and emotional, and boys aggressive and physical.\u003C\u002Fp\u003E\n\u003Cp\u003EBrown explains that it's clear why these misconceptions then continue later in life. We disregard the behaviours that do not conform to the stereotypes we expect. \"So you overlook all the times the boys are sitting there quietly reading a book or all the times that girls are running around the house loudly,\" she says. \"Our brains seem to skip over what we call stereotype inconsistent information.\"\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"square","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EParents will also buy their girls toys and clothes typically marketed for boys but rarely the reverse, often in an attempt to be gender neutral. This in itself gives an interesting insight into how we view gender. Males have always been viewed as the dominant and powerful sex, meaning parents, whether overtly or not, will discourage boys from liking girly things. As Fine explains, \"we start to see manifestations of the gender hierarchy – boys seemingly starting to \u003Ca href=\"https:\u002F\u002Fbpspsychub.onlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fj.2044-835X.2011.02027.x\"\u003Erespond\u003C\u002Fa\u003E to the 'stigma' of femininity even in this early period [of childhood].\"\u003C\u002Fp\u003E\n\u003Cp\u003EIt reveals why parents are much more comfortable with girls in boys clothes than boys in girls clothes. Or why growing up as a tomboy attracted positive comments for me – I never liked dolls and loved climbing trees. The opposite occurs for boys who dress or act girly. To be seen as girly or exhibiting feminine traits diminishes status for men – \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F2011-27429-001\"\u003Ethose who do so even earn less\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EGender scholars agree that these preferences are highly socially conditioned – but there remains disagreement about \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Farticle\u002F10.1007\u002Fs10508-008-9430-1\"\u003Ewhether any gendered behaviour is innate\u003C\u002Fa\u003E, for instance, there is evidence that girls who have been exposed to higher levels of androgens in the womb,\u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fj.1467-9280.1992.tb00028.x\"\u003E prefer toys\u003C\u002Fa\u003E we typically categorise as for boys. Even here\u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fhow-we-inherit-masculine-and-feminine-behaviours-a-new-idea-about-environment-and-genes-82524\"\u003E Fine points out it could be the environment shaping their preferences\u003C\u002Fa\u003E. These girls do not consistently show \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fj.1467-9280.1992.tb00028.x\"\u003Ebetter spatial ability\u003C\u002Fa\u003E either – \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fbooks\u002F2019\u002Fmar\u002F11\u002Fbooks-that-explode-the-myths-about-gender\"\u003Ea skill that is often said to be better in men\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EWe also know that babies are \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fs41598-020-66576-8\"\u003Eextremely sensitive to social cues\u003C\u002Fa\u003E around them, they can spot differences early on. Regardless of how these preferences develop, it is adults as well as peers who continue to condition and expect certain behaviours, creating a gendered world with worrying consequences.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Women will also do worse on a test if they are first told that their sex typically does worse","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor instance, when girls first enter pre-school – a gender gap in maths \u003Ca href=\"https:\u002F\u002Fwww.aeaweb.org\u002Farticles?id=10.1257\u002Fapp.2.2.210\"\u003Edoes not exist\u003C\u002Fa\u003E, but \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F2332858416673617#abstract-1\"\u003Eit later begins to widen\u003C\u002Fa\u003E as their teacher and self-expectations come into play. This is especially problematic because these reinforced gender stereotypes are \"at odds with the contemporary gender egalitarian principle that your sex shouldn't determine your interests or future\", says Fine.\u003C\u002Fp\u003E\n\u003Cp\u003EWhen specific toys are marketed to boys it could also be changing the brain to strengthen the connections that are involved in, for instance, spatial recognition. Indeed, when one group of girls played the game Tetris for three months\u003Ca href=\"https:\u002F\u002Fbmcresnotes.biomedcentral.com\u002Farticles\u002F10.1186\u002F1756-0500-2-174\"\u003E, the brain area involved in visual processing was larger\u003C\u002Fa\u003E than for those who did not play the game. If girls and boys are presented with different types of hobbies, brain changes could naturally follow suit. \u003C\u002Fp\u003E\n\u003Cp\u003EAs neuroscientist and author Gina Rippon of Aston University explains, the fact that we live in a gendered world itself creates a gendered brain. It creates a culture of boys who feel conditioned to behave in more typically masculine traits – they may get excluded by peers if they do not. If we focus on differences, it also means, as Rippon says, we begin to accept myths such as boys being better at science and girls at caring.\u003C\u002Fp\u003E\n\u003Cp\u003EThis continues as adults. Women have been shown to underestimate their abilities when asked how well they scored on maths tasks, \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Farticle\u002F10.1007\u002Fs11199-015-0486-9\"\u003Ewhereas men will overestimate their scores\u003C\u002Fa\u003E. Women will also do worse on a test if they are \u003Ca href=\"https:\u002F\u002Fjournals.plos.org\u002Fplosone\u002Farticle?id=10.1371\u002Fjournal.pone.0114802\"\u003Efirst told that their sex typically does worse\u003C\u002Fa\u003E. Of course this could and does affect school, university and career choices.\u003C\u002Fp\u003E\n\u003Cp\u003EEven more concerning is the idea that the way some masculine traits are emphasised early on and then conditioned, is linked to male sexual violence against women. We know for instance that the individuals who perpetrate sexual violence \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1002\u002F9781118574003.wattso003\"\u003Etend to be high in \"hostile masculinity\"\u003C\u002Fa\u003E, says psychologist Megan Maas of Michigan State University. These are the beliefs that men are naturally violent, need to have sexual fulfilment, and that women are naturally submissive.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-10"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EStudies also show that girls who are heavily into princesses \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0272431618776132\"\u003Eare more concerned with their appearance\u003C\u002Fa\u003E and more likely to \"self-objectify – so they think of themselves as a sexual object,\" says Maas. The girls that scored highest on \"sexualised gender stereotypes\" also downplayed traits associated with intelligence. Early on, both girls and boys have been shown to view attractiveness as \"\u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0165025419862361\"\u003Eincompatible with intelligence and competence\u003C\u002Fa\u003E\" a study found.\u003C\u002Fp\u003E\n\u003Cp\u003EBrown and colleagues \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F1089268020954363\"\u003Ehave now also argued in a 2020 paper \u003C\u002Fa\u003Ethat sexual assault by men against women is so common precisely because of the values we condition onto children. This socialisation comes from a combination of parents, schools, the media and peers. \"Sexual objectification for girls starts really early,\" says Brown.\u003C\u002Fp\u003E\n\u003Cp\u003EOne reason that these gendered ideas and self-assumptions continue to exist is, in part, because \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20190930-the-sexist-myths-about-gender-stereotypes-that-wont-die\"\u003Ethere are still regular reports of innate brain differences between men and women\u003C\u002Fa\u003E. However, most brain imaging studies that do not find any gender differences don't mention gender at all. Or still others are unpublished. This is known as the \"\u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F1979-27602-001\"\u003Efile drawer\" problem\u003C\u002Fa\u003E – when no effects are found, they are simply not mentioned or scrutinised.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-12"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When we consider situations that might invoke empathy, women and men respond the same, it's just that from an early age, women have been socialised to act upon this apparently feminine emotion more","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-13"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd of those that do find small differences, it's hard to truly show how much culture or stereotyped expectations play a role. Adult brains cannot be neatly categorised into male brains and female brains either. In a study analysing 1,400 brain scans, neuroscientist Daphna Joel and colleagues found \"\u003Ca href=\"http:\u002F\u002Fwww.pnas.org\u002Fcontent\u002F112\u002F50\u002F15468\"\u003Eextensive overlap between the distributions of females and males for all grey matter, white matter, and connections assessed\u003C\u002Fa\u003E\". That is, overall we are \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F2005-11115-001\"\u003Emore similar to each other than different\u003C\u002Fa\u003E. One study even showed that \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F1994-25279-001\"\u003Ewomen acted just as aggressively as men\u003C\u002Fa\u003E in a video game when they were told their gender would not be disclosed, but less so when told the experimenter knew if the participants were male or female.\u003C\u002Fp\u003E\n\u003Cp\u003EIt follows that women tend to be considered as less aggressive and more empathetic.\u003C\u002Fp\u003E\n\u003Cp\u003EWhen we consider physiological responses to situations that might invoke empathy, women \u003Ca href=\"https:\u002F\u002Fasu.pure.elsevier.com\u002Fen\u002Fpublications\u002Fsex-differences-in-empathy-and-related-capacities\"\u003Eand men actually respond the same\u003C\u002Fa\u003E, it's just that from an early age, women have been socialised to act upon this apparently feminine emotion more.  \u003C\u002Fp\u003E\n\u003Cp\u003EThis means that in order for there to be any significant change, people have to first understand their biases and be mindful of when their preconceptions don't fit into the behaviours they see. Even small differences of what they expect of girls versus boys can build up over time.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-14"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-15"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt's therefore worth remembering \u003Cem\u003Ewhy\u003C\u002Fem\u003E people are conditioned to think that boys are more boisterous and take note of the times this is not true. My daughter is certainly just as loud – if not more so – as her brother, while he also loves pretending to cook. While these are not necessarily representative examples, they also don't fit into our ideas of what boys and girls like. It would be easy for me to otherwise have highlighted my son's propensity to climb on everything and my daughter's preference for pink, glossing over the numerous times she plays with cars and he with dolls.\u003C\u002Fp\u003E\n\u003Cp\u003EWhen our children do inevitably start pointing out gendered divisions we can help by revising stereotypes with other examples, such as explaining girls can and do play football and that boys can have long hair too. We can also encourage a diverse range of toys regardless of what gender they are intended for. We need to provide as many opportunities as possible \"for them to have experiences that go against this sort of avalanche of gendered play\", says Maas.\u003C\u002Fp\u003E\n\u003Cp\u003EIf we fail to understand that we are more alike from birth than we are different and treat our children accordingly, our world will continue to be gendered. Undoing these assumptions is not easy, but perhaps we can all think twice before we tell a little boy how brave he is and a little girl how kind or perfect she is.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EMelissa Hogenboom is the editor of BBC Reel. Her upcoming book, \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fmelissahogenboom.com\u002Fbook\u002F\"\u003E\u003Cem\u003EThe Motherhood Complex\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E, is out 27 May 2021. She is \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fmelissasuzanneh\"\u003E\u003Cstrong\u003E@melissasuzanneh\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E on Twitter.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003E--\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EJoin one million Future fans by liking us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002FBBCFuture\u002F\"\u003E\u003Cem\u003E\u003Cstrong\u003EFacebook\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E, or follow us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FBBC_Future\"\u003E\u003Cem\u003E\u003Cstrong\u003ETwitter\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E or \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fbbcfuture_official\u002F\"\u003E\u003Cem\u003E\u003Cstrong\u003EInstagram\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EIf you liked this story, \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fpages.emails.bbc.com\u002Fsubscribe\u002F?ocid=fut.bbc.email.we.email-signup\"\u003E\u003Cem\u003E\u003Cstrong\u003Esign up for the weekly bbc.com features newsletter\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E, called “The Essential List”. A handpicked selection of stories from \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002F\" target=\"_blank\"\u003E\u003Cem\u003E\u003Cstrong\u003EBBC Future\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E, \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fculture\u002F\" target=\"_blank\"\u003E\u003Cem\u003E\u003Cstrong\u003ECulture\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E, \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002F\" target=\"_blank\"\u003E\u003Cem\u003E\u003Cstrong\u003EWorklife\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E, and \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ftravel\u002F\" target=\"_blank\"\u003E\u003Cem\u003E\u003Cstrong\u003ETravel\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E, delivered to your inbox every Friday.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains-16"}],"collection":null,"disableAdverts":false,"displayDate":"2021-05-25T01:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The gender biases that shape our brains","headlineShort":"The lasting impact of children's toys","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"future","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":null,"relatedTag":null,"summaryLong":"The toys we give to children and the traits they are assigned can have lasting impacts on their lives, writes Melissa Hogenboom.","summaryShort":"Stereotypes we experience as children have lasting effects on how we behave","tag":[],"textToSpeech":false,"creationDateTime":"2021-05-25T00:00:22.249522Z","entity":"article","guid":"d9d92b83-8401-41a2-9875-422bec9ba58f","id":"future\u002Farticle\u002F20210524-the-gender-biases-that-shape-our-brains","modifiedDateTime":"2021-09-01T17:41:45.654523Z","project":"future","slug":"20210524-the-gender-biases-that-shape-our-brains","cacheLastUpdated":1634592730249},"future\u002Farticle\u002F20210625-the-riddle-of-how-humans-evolved-to-have-fathers":{"urn":"urn:pubpipe:wwverticals:article:future\u002Farticle\u002F20210625-the-riddle-of-how-humans-evolved-to-have-fathers","_id":"615361de45ceed393c66570a","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Few other mammalian dads invest as much time and care in rearing their offspring – or even the children of others – compared to human fathers.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELee Gettler is hard to get on the phone, for the very ordinary reason that he's busy caring for his two young children. Among mammals, though, that makes him extraordinary.\u003C\u002Fp\u003E\n\u003Cp\u003E\"Human fathers engage in really costly forms of care,\" says Gettler, an anthropologist at the University of Notre Dame. In that way, humans stand out from almost all other mammals. Fathers, and parents in general, are Gettler's field of study. He and others have found that the \u003Ca href=\"https:\u002F\u002Fwww.journals.uchicago.edu\u002Fdoi\u002Ffull\u002F10.1086\u002F686149\"\u003Erole of dads varies widely between cultures\u003C\u002Fa\u003E — and that some other animal dads may give helpful glimpses of our evolutionary past.\u003C\u002Fp\u003E\n\u003Cp\u003EMany mysteries remain, though, about how human fathers evolved their peculiar, highly invested role, including the hormonal changes that accompany fatherhood. A deeper understanding of where dads came from, and why fatherhood matters for both fathers and children, could benefit families of all kinds.\u003C\u002Fp\u003E\n\u003Cp\u003E\"If you look at other mammalian species, fathers tend to do nothing but provide sperm,\" says Rebecca Sear, an evolutionary demographer and anthropologist at the London School of Hygiene and Tropical Medicine. Mothers carry the burden in most other animals that care for their children, too. (Fish are an exception – most don't tend their young at all, but the caring parents are usually dads. And bird couples are famous for co-parenting.)\u003C\u002Fp\u003E\n\u003Cp\u003EEven among the other apes, our closest relatives, most dads don't do much. That means mums are stuck with all the work and need to space out their babies to make sure they can care for them. Wild chimps, for example, give birth every four to six years. Orangutans wait as long as six to eight years between young.\u003C\u002Fp\u003E\n\u003Cp\u003EThe ancestors of humans, though, committed to a different strategy. Mothers got help from their community and their kin, including fathers. This freed them up enough to have more babies, closer together – about every three years, on average, in today's nonindustrial societies. That strategy \"is part of the evolutionary success story of humans\", Gettler says.\u003C\u002Fp\u003E\n\u003Cp\u003ESome clues about the origin of doting fatherhood come from our close primate relatives.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"future\u002Farticle\u002F20210625-the-riddle-of-how-humans-evolved-to-have-fathers-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"future\u002Farticle\u002F20210625-the-riddle-of-how-humans-evolved-to-have-fathers-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EStacy Rosenbaum, a biological anthropologist at the University of Michigan, studies wild mountain gorillas in Rwanda. These gorillas provide intriguing hints about the \u003Ca href=\"https:\u002F\u002Fwww.annualreviews.org\u002Fdoi\u002F10.1146\u002Fannurev-anthro-102218-011216\"\u003Eorigins of ape dads\u003C\u002Fa\u003E, as Gettler and co-authors Rosenbaum and Adam Boyette argue in the 2020 \u003Cem\u003EAnnual Review of Anthropology\u003C\u002Fem\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EMountain gorillas are a type of eastern gorilla. They differ from western gorillas — a separate species more often seen in zoos — in their habitat and diet. Rosenbaum is more interested in another thing that sets mountain gorillas apart: \"Kids spend a ton of time around males,\" she says.\u003C\u002Fp\u003E\n\u003Cp\u003EThose males may or may not be their dads. Male mountain gorillas don't seem to know or care which young are theirs. But nearly all males tolerate the company of the youngsters. Unlike any other great ape that's been studied in the wild, these males – bruisers twice the size of females, with huge muscles and teeth – are essentially babysitters. Some pick up the youngsters, play with them and even sleep cuddled together.\u003C\u002Fp\u003E\n\u003Cp\u003EThis male company can protect very young gorillas against predators, and it keeps the young from being killed by intruding males. Another important benefit might be social, Rosenbaum speculates.\u003C\u002Fp\u003E\n\u003Cp\u003EThe young gorillas mingling around an adult male might pick up social skills like human toddlers do from their peers at day care. Additionally, research has shown that the relationships between young gorillas and adult males persist as they grow up.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20210625-the-riddle-of-how-humans-evolved-to-have-fathers-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Babysitting may benefit male gorillas in another way, too: by making them more attractive","id":"future\u002Farticle\u002F20210625-the-riddle-of-how-humans-evolved-to-have-fathers-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnother tantalising hint about how male gorillas benefit the young in their group comes from a recent paper on young mountain gorillas whose mothers died. Losing their mothers didn't make these orphans more likely to die themselves, the researchers found. Nor did they experience other costs, such as a longer wait before having their own young. The orphans' relationships with others in their group, especially dominant males, seemed to \u003Ca href=\"https:\u002F\u002Felifesciences.org\u002Farticles\u002F62939\"\u003Eprotect them from ill effects\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EMountain gorilla males aren't the only primates to ally with kids. Adult male macaques also spend time with young. And baboon males form \"friendships\" with females and their young, which are often (but not always) their own offspring. These behaviours cost the male primates almost nothing. So, while the males may give their own offspring a survival boost, it's not a big deal if they spend time with some unrelated youngsters too.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EYou might also like:\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cul\u003E\n\u003Cli\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20210222-the-unusual-ways-western-parents-raise-children\"\u003EIs the Western way of raising children odd?\u003C\u002Fa\u003E\u003C\u002Fli\u003E\n\u003Cli\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20190606-how-to-be-a-good-father-to-a-newborn-son-or-daughter\"\u003EThe secret of being a good father\u003C\u002Fa\u003E\u003C\u002Fli\u003E\n\u003Cli\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20161014-why-billionaires-have-more-sons\"\u003EWhy billionaires have more sons\u003C\u002Fa\u003E\u003C\u002Fli\u003E\n\u003C\u002Ful\u003E\n\u003Cp\u003EBut babysitting may benefit male gorillas in another way, too: by making them more attractive. \"One of our speculations is that females actually prefer mating with males who do a lot of interacting with kids,\" Rosenbaum says. She's found that male gorillas who do more babysitting earlier in life go on to father \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fs41598-018-33380-4\"\u003Emany more children\u003C\u002Fa\u003E when they're older. Macaques, too, seem to be \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS1090513819301199\"\u003Emore attractive to females\u003C\u002Fa\u003E if they've spent more time hanging out with kids.\u003C\u002Fp\u003E\n\u003Cp\u003EAnthropologists used to assume that fatherly behaviour could evolve only in monogamous animals, Rosenbaum says. Species like the mountain gorillas undermine that assumption. They also show that, despite what scientists have long thought, male animals don't have to choose between spending their energy on mating or parenting. It seems taking care of kids can be a way of getting mates.\u003C\u002Fp\u003E\n\u003Cp\u003EStudies of human dads and stepdads have hinted at the same idea. \"A lot of guys will willingly enter into relationships with kids they know aren't theirs,\" says Kermyt Anderson, a biological anthropologist at the University of Oklahoma. That investment might seem paradoxical from an evolutionary perspective. But Anderson's research suggests that men invest in stepchildren and even their own biological children partly as an investment in their relationship with the mother. When that relationship ends, fathers tend to \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS1090513899000239\"\u003Ebecome less involved\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EA human dad who cares for his children or stepchildren is different, of course, from an ape or monkey who just lets youngsters hang around. But Gettler and Rosenbaum wonder whether our own ancestors had similar habits to mountain gorillas or macaques. Under the evolutionary pressures they faced, these friendly tendencies toward children could have ratcheted up into devoted fatherhood.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20210625-the-riddle-of-how-humans-evolved-to-have-fathers-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"future\u002Farticle\u002F20210625-the-riddle-of-how-humans-evolved-to-have-fathers-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESome clues to the evolutionary history of fatherhood are also written in the molecules of men's bodies. \u003C\u002Fp\u003E\n\u003Cp\u003EGettler worked on a \u003Ca href=\"https:\u002F\u002Fwww.pnas.org\u002Fcontent\u002F108\u002F39\u002F16194\"\u003Elong-term study\u003C\u002Fa\u003E of men in the Philippines, gathering biological data from them in their early 20s and following up five years later. He and his colleagues found that men with higher testosterone in their early 20s were more likely to have partners and children later on, when researchers followed up. But those new dads no longer had high testosterone — it had dropped dramatically, especially if they had a newborn at home. Once a man's youngest child was a toddler, his testosterone began to creep back upward.\u003C\u002Fp\u003E\n\u003Cp\u003ETestosterone is linked to mating and competitive behaviour in male animals. Suppressing it might be nature's way of preparing fathers to cooperate with their partners and care for children, the researchers say. Although caring fathers are rare among mammals and most other animals, many can be found among birds — and those bird fathers \u003Ca href=\"https:\u002F\u002Fwww.jstor.org\u002Fstable\u002F2462170?seq=1#metadata_info_tab_contents\"\u003Ealso experience testosterone dips\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EProlactin is another hormone linked to paternal behaviour in birds — this time, doting bird dads have more of it — and some studies have hinted at a similar effect in humans. Although we're only distantly related to birds, evolution may have used the same mechanisms to encourage fatherly behaviour in both animals. Understanding those mechanisms better might help us learn how fatherhood evolved. \u003C\u002Fp\u003E\n\u003Cp\u003E\"If we understand the physiological pathways that underpin care in those other species, we can look to see if the same signatures occur in human fathers,\" says Gettler.\u003C\u002Fp\u003E\n\u003Cp\u003EIt's clear human fathers are unusual in their attention to their children. \"However, it's also clear that fatherhood in humans is quite variable,\" Sear says. Not all dads are doting, or even present.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20210625-the-riddle-of-how-humans-evolved-to-have-fathers-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Research has shown that fathers can have important roles in directly caring for their children, for example, and teaching children language and social skills","id":"future\u002Farticle\u002F20210625-the-riddle-of-how-humans-evolved-to-have-fathers-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut that doesn't necessarily affect basic survival. In a \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS1090513807001055\"\u003E2008 paper\u003C\u002Fa\u003E, Sear and co-author Ruth Mace asked whether children with absent fathers are likelier to die. They reviewed data on child survival from 43 studies of populations around the world, mostly those without access to modern medical care. They found that in a third of the studies looking at fathers, children were more likely to survive childhood when their dad was around. But in the other two-thirds, fatherless kids did just as well. (By contrast, every study of children without mothers found they were less likely to survive.)\u003C\u002Fp\u003E\n\u003Cp\u003E\"That is not what you would expect to see if fathers are really vital for children to thrive,\" Sear says. Rather, she suspects that what's vital are the jobs fathers perform. When a father is missing, others in the family or community can fill in. \"It may be that the fathering role is important, but it's substitutable by other social group members,\" she says.\u003C\u002Fp\u003E\n\u003Cp\u003EWhat is that role? Historically, Gettler says, anthropologists have viewed fatherhood as all about \"provisioning\" — bringing home the bacon, literally. In some foraging communities, more successful hunters also father more kids. But Gettler hopes to help expand the definition of a father. Research has shown that fathers can have important roles in directly caring for their children, for example, and teaching children \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC4114767\u002F\"\u003Elanguage\u003C\u002Fa\u003E and social skills.\u003C\u002Fp\u003E\n\u003Cp\u003EFathers may also help their children by cultivating relationships in their communities, Gettler says. When it comes to survival, \"Networking can be everything.\"\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20210625-the-riddle-of-how-humans-evolved-to-have-fathers-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"future\u002Farticle\u002F20210625-the-riddle-of-how-humans-evolved-to-have-fathers-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EA dad's job also varies culturally. For example, in the Republic of the Congo, Gettler works with two neighbouring communities. The Bondongo are fishers and farmers – they value fathers who take risks to gain food for their own families. Their neighbours, the BaYaka, are foragers who value fathers who share their resources outside their families.\u003C\u002Fp\u003E\n\u003Cp\u003E\"In the West we have this idealisation of the nuclear family,\" says Sear: a self-reliant, heterosexual couple in which dad does all the provisioning and mum all the childcare. But worldwide, she says, families like this are very rare. A child's biological parents may not live together exclusively, for life or at all, Sear \u003Ca href=\"https:\u002F\u002Froyalsocietypublishing.org\u002Fdoi\u002F10.1098\u002Frstb.2020.0020\"\u003Ewrites\u003C\u002Fa\u003E in a recent paper. Childcare and food can come from either parent — or neither. Among the Himba of Namibia, for instance, children \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Farticle\u002F10.1007%2Fs12110-014-9211-6\"\u003Eare often fostered\u003C\u002Fa\u003E by extended family.\u003C\u002Fp\u003E\n\u003Cp\u003E\"Possibly the key defining feature of our species is our behavioural flexibility,\" Sear says. Assuming that certain roles are \"natural\" for fathers or mothers can make parents feel isolated and stressed, Sear writes. She hopes research can broaden our understanding of what fathers are for, and what a human family is. That might help societies to better support families of all kinds — whether they have dads like Gettler who are busy chasing the children around, or dads who are away fishing, or no dads at all. \u003C\u002Fp\u003E\n\u003Cp\u003E\"I think we need to take a much more non-judgmental view of the human family, and the kinds of family structures in which children can thrive to improve the health of mothers, fathers and children,\" says Sear.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003E* This article \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fknowablemagazine.org\u002Farticle\u002Fliving-world\u002F2021\u002Fevolution-dad\"\u003E\u003Cstrong\u003E\u003Cem\u003Eoriginally appeared\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E in Knowable Magazine, and is republished under a Creative Commons licence.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003E--\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EJoin one million Future fans by liking us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002FBBCFuture\u002F\"\u003E\u003Cstrong\u003E\u003Cem\u003EFacebook\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, or follow us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FBBC_Future\"\u003E\u003Cstrong\u003E\u003Cem\u003ETwitter\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E or \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fbbcfuture_official\u002F\"\u003E\u003Cstrong\u003E\u003Cem\u003EInstagram\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EIf you liked this story, \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fpages.emails.bbc.com\u002Fsubscribe\u002F?ocid=fut.bbc.email.we.email-signup\"\u003E\u003Cstrong\u003E\u003Cem\u003Esign up for the weekly bbc.com features newsletter\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, called \"The Essential List\". A handpicked selection of stories from \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002F\" target=\"_blank\"\u003E\u003Cstrong\u003E\u003Cem\u003EBBC Future\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fculture\u002F\" target=\"_blank\"\u003E\u003Cstrong\u003E\u003Cem\u003ECulture\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002F\" target=\"_blank\"\u003E\u003Cstrong\u003EWorklife\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E, and \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ftravel\u002F\" target=\"_blank\"\u003E\u003Cstrong\u003E\u003Cem\u003ETravel\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, delivered to your inbox every Friday.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20210625-the-riddle-of-how-humans-evolved-to-have-fathers-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-06-28T01:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The riddle of how humans evolved to have fathers","headlineShort":"Why human dads are unusual","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":false,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":[],"primaryVertical":"future","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":null,"summaryLong":"Few other mammalian dads invest as much time and care in rearing their offspring – or even the children of others – compared to human fathers.","summaryShort":"Compared to other mammals, human fathers play a huge role in raising children","tag":[],"textToSpeech":false,"creationDateTime":"2021-06-28T04:49:45.163337Z","entity":"article","guid":"8b377402-8987-4043-8e1f-dcd95a4fa899","id":"future\u002Farticle\u002F20210625-the-riddle-of-how-humans-evolved-to-have-fathers","modifiedDateTime":"2021-09-14T15:07:41.551762Z","project":"future","slug":"20210625-the-riddle-of-how-humans-evolved-to-have-fathers","cacheLastUpdated":1634592730249},"worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes","_id":"615361b045ceed23624ef058","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmaddy-savage"],"bodyIntro":"Millennial divorcees are increasingly keeping their kids in their former family home, while rotating in and out of the property themselves.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESplitting up from a partner is always hard, especially if children are caught up in the process. And with reams of international research suggesting how \u003Ca href=\"https:\u002F\u002Fwww.psychologytoday.com\u002Fus\u002Fblog\u002Fbetter-divorce\u002F201912\u002Funderstanding-the-effects-high-conflict-divorce-kids\"\u003Eunsettling divorce can be for young people\u003C\u002Fa\u003E, some parents are turning to an innovative solution to try and help ease the process. \u003C\u002Fp\u003E\n\u003Cp\u003E‘Birdnesting’ or ‘nesting’ is a way of living that enables children to remain in the family home and spend time with each parent there. Each legal guardian stays at the home during their agreed custody time, then elsewhere when they’re ‘off duty’. The concept gets its name from bird parents, who keep their chicks safe in a nest and alternately fly in and out to care for them.  \u003C\u002Fp\u003E\n\u003Cp\u003E“We wanted to keep stability for the kids, and not just tear up everything all at once,” says 38-year-old Niklas Björling from Stockholm, whose young family nested for eight months after he and his wife separated. “The children could keep their home, school and friends as before,” he explains, plus they’d avoid the stress of shuttling between two properties. \u003C\u002Fp\u003E\n\u003Cp\u003EAlthough still a relatively unknown concept globally, nesting seems to be on the rise in Western countries, largely among middle-class families. Divorce lawyers have reported an increase in birdnesting in places including the \u003Ca href=\"https:\u002F\u002Fwww.petrellilaw.com\u002Fbird-nesting-possible\u002F\"\u003EUS\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.hogglawyers.com.au\u002Fblog\u002Fbird-nesting\"\u003EAustralia\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.scheidingsprofs.nl\u002Fblog\u002Fbirdnesting-hoeveel-offer-jij-jezelf-op-voor-de-kinderen-na-een-scheiding\u002F\"\u003EThe Netherlands\u003C\u002Fa\u003E. A recent UK study by Coop Legal Services suggested that \u003Ca href=\"https:\u002F\u002Fwww.co-oplegalservices.co.uk\u002Fmedia-centre\u002Fnews-jan-apr-2016\u002Fbirds-nest-custody-takes-off-in-the-uk\u002F\"\u003E11% of divorced or separated parents have tried it\u003C\u002Fa\u003E. In Sweden, where \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Ffull\u002F10.1080\u002F10502556.2018.1454198\"\u003Eequally shared child custody has been commonplace\u003C\u002Fa\u003E for decades, some divorced parents have rotated homes as far back as the 1970s. (Official statistics are hard to come by, since there isn’t a tick box for this kind of living on census or residency surveys.) \u003C\u002Fp\u003E\n\u003Cp\u003EBjörling stayed in his mum’s spare room during his child-free time, while his ex rented a room in a shared house. Wealthier nesters may choose to buy individual apartments, invest in a shared second property or convert part of the main household into an off-duty annexe, says Dr Ann Buscho, a California-based therapist who has written a book about nesting. For many, it’s a “transitional or temporary arrangement”, but some of her clients have nested for years. \u003C\u002Fp\u003E\n\u003Cp\u003EYet as more families start to embrace the concept, experts are divided on its impact on both children and parents. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat’s behind the birdnesting trend?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBuscho says it’s important to understand the context behind the trend, including the influence of non-traditional celebrity parenting plans on millennial divorcees. Mad Men’s Anne Dudek and Matthew Heller \u003Ca href=\"https:\u002F\u002Fwww.tmz.com\u002F2016\u002F03\u002F12\u002Fanne-dudek-divorce-child-custody\u002F\"\u003Ewent public about nesting\u003C\u002Fa\u003E after their divorce in 2016, and actor Gwyneth Paltrow is reported to have \u003Ca href=\"https:\u002F\u002Fnypost.com\u002F2016\u002F04\u002F28\u002Fis-birdnesting-the-stupidest-or-smartest-divorce-trend-yet\u002F\"\u003Estayed frequently\u003C\u002Fa\u003E at the home she used to share with musician Chris Martin, long after they broke up.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09r8k3s"],"imageAlignment":"centre","imageAltText":"Niklas Björling","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“I think Gwyneth Paltrow’s ‘\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fblogs-magazine-monitor-26749152\"\u003Econscious uncoupling\u003C\u002Fa\u003E’ had a big effect here. They did a sort of modified nesting. And just the notion of divorcing with respect and more kindly, I think that had a big impact on people,” says Bushco. \u003C\u002Fp\u003E\n\u003Cp\u003ERecent TV programmes may also have had an impact. US TV show \u003Ca href=\"https:\u002F\u002Fwww.imdb.com\u002Ftitle\u002Ftt6492236\u002F\"\u003ESplitting Up Together\u003C\u002Fa\u003E depicted a family nesting by using a garage as the parents’ off-duty home, and there’s been a nesting plot in financial drama series Billions. “There's just more awareness around the fact that it is an option available to people,” adds Ben Evans, a senior family law solicitor for Coop Legal Services in south-west England. \u003C\u002Fp\u003E\n\u003Cp\u003ESome couples are also drawn to nesting because it can be a \u003Ca href=\"https:\u002F\u002Fwww.ashtonslegal.co.uk\u002Finsights\u002Flegal-news\u002Frising-costs-of-divorce-encourage-couples-to-nest-together\u002F\"\u003Emore cost-effective solution\u003C\u002Fa\u003E, for example by cutting court fees or delaying taxes linked to house sales, according to Stephen Williams, a family law partner at another British firm, Ashtons Legal. But he believes the main driver is a more general increase in awareness about children’s mental health, which has led more parents to consider the potential of alternative custody arrangements. \u003C\u002Fp\u003E\n\u003Cp\u003E“People have become far more savvy about needing to think about their children's development,” he says. “I think that is a really, really good progression, basically, because often those issues were pushed to the background, and it was the parents’ often problematic separations which came to the fore.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EIs birdnesting actually better for children?\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhatever the reasons ex-couples are getting into birdnesting, judging its effectiveness is tricky. Since it’s a fairly new trend in most places, there is no comparative data on the wellbeing of children in these kinds of families compared to other domestic set-ups. \u003C\u002Fp\u003E\n\u003Cp\u003EBuscho has interviewed dozens of nesting families for her research, and did a 15-month stint of it with her ex-husband and three children in the 1990s. She strongly believes it’s healthier for children, by enabling them to retain existing routines and adapt more slowly to changes in the family. “If you ask the kids, they'll always tell you divorce is no fun. They don't know what it's like to divorce without nesting,” she says. “But what they will say is that our parents carried the burden of the divorce and we didn't have to.” \u003C\u002Fp\u003E\n\u003Cp\u003EThat’s a perspective shared by Linnea Andersdotter, who’s now 36. She lived in a birdnesting set-up in Stockholm for several years, after her parents separated when she was 11. “It felt like a very dramatic thing when they first let me know that they were going to split up, and when I found out I didn’t have to move, that really helped me not freak out about the situation,” she says. “I was kind of kept in a safe little bubble whilst they were sorting out the break-up thing.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09r8k5k"],"imageAlignment":"centre","imageAltText":"Eline Linde","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut critics argue it can create a “halfway house” situation which doesn’t help children process the reality of their parents' separation. Eline Linde, who lived in a nesting household near Oslo when she was a teenager, says she found the experience “strange and confusing”. “I didn’t know if it was mum or dad’s house, or if they were working out if they were getting back together,” recalls the 28-year-old. \u003C\u002Fp\u003E\n\u003Cp\u003E“I think we should really be careful about hyping the idea,” agrees Malin Bergström, a child psychologist and scientist at the Karolinska Institute in Stockholm. “This is a type of protecting children and sheltering them from reality, basically. I think that is a threat to mental health.” By contrast, she says “facing challenges together” with parents, such as moving out of the family home, can give children the tools “to become a resilient adult who can handle things in future”. \u003C\u002Fp\u003E\n\u003Cp\u003EBergström also casts doubt on the assumption that birdnesting is less stressful for children than commuting between two parental homes. She was involved in several large studies by Centre for Health Equity Studies in Stockholm, which suggested there was \u003Ca href=\"https:\u002F\u002Fwww.forskning.se\u002F2017\u002F01\u002F12\u002Fvaxelvist-boende-bast-for-skilsmassobarnen\u002F\"\u003Every little difference in the mental health of children in typical joint custody arrangements\u003C\u002Fa\u003E, compared with those who lived in a traditional nuclear family with two parents. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat about the impact on parents?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe impact of birdnesting on parents is also disputed. Family-law solicitor Ben Evans believes it works for some couples because it can help “buy them a bit of time and ease the pressure on them”. Both parties can mull over future steps, he argues, and avoid knee-jerk or costly decisions. Buscho says a nesting period also provides “breathing space” to help former partners figure out what they want their long-term co-parenting plan to look like, or could even facilitate a reconciliation.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"You're stuck in some kind of bubble or something, you cannot do anything, you cannot go forward – Åse Levin","id":"worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut Bergström argues that nesting can have a negative psychological impact on divorced parents, by stalling their ability to get over the break-up. “The natural urge after a divorce as a parent is to create your own life, to cope, to move on,” she argues. “And I think that birdnesting works against that urge.” \u003C\u002Fp\u003E\n\u003Cp\u003EÅse Levin, a 50-year-old graphic designer from Stockholm, says that happened to her when she tried nesting for six months after she and her partner split. The pair bounced between the same one-bedroom rental when they were away from their two kids. “I know that both of us had real anxiety being in that apartment... you didn’t have your things, so it wasn’t a cosy place to go to,” she recalls. “You're stuck in some kind of bubble or something, you cannot do anything. You cannot go forward.” In the end, her partner stayed in their old apartment and her father helped her buy a small place within walking distance. \u003C\u002Fp\u003E\n\u003Cp\u003EWhile nesting may cut down on changes in children’s lives, it also creates fresh logistical challenges for the adults, from figuring out new routines for household chores to navigating what happens if someone starts dating. “A client came home and found a used condom in the bedroom when she came on duty. That didn't go so well,” says Buscho. “There need to be very spelled-out agreements.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09r8k94"],"imageAlignment":"centre","imageAltText":"Bodil Schwinn","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“You need to have a good relationship with your ex,” agrees Bodil Schwinn, from Sollentuna, Sweden, who says she’s enjoyed nesting for two years and is planning to maintain the arrangement for at least another 18 months. She and her former partner split the cost of a cleaner for the family home and restock the fridge on an ad-hoc basis. “We never discuss things like, ‘you bought meat’ or ‘you ate my meat or my cheese’, we just deal with it,” says Schwinn. She did draw the line at her ex’s new girlfriend sleeping in their shared bi-weekly bed, so they agreed to convert their home office into a new bedroom. “A lot of people think this is really weird, but I am fine with it. I'm just happy he's happy, and he found someone.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe future of nesting\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EFamily lawyer Stephen Williams believes that birdnesting isn’t a one-size-fits-all solution, and says newly separated parents shouldn’t feel pressured to jump on the bandwagon. For a start, some couples will lack the financial resources or support networks to find alternative accommodation during ‘off-duty’ time. He also says it won’t be the right option if there’s still a high level of conflict, if one of the parents can’t commit to the arrangement or if it simply doesn’t feel like the right fit. “The way I see it is that birdnesting is just one of a number of positive interventions which might assist parents in caring for their children post-separation,” he says. \u003C\u002Fp\u003E\n\u003Cp\u003EBut supporters of the nesting trend hope it will become more commonplace. Buscho points out that co-parenting between divorced parents seemed radical in the 1950s but is now widely accepted as a positive option for many families, so observers shouldn’t dismiss birdnesting taking off, even if it currently seems like a niche idea. “My hope is that in the future, as the awareness grows of nesting, that it will become routine, that people will start their separation process with a nesting period of some months or even longer.” \u003C\u002Fp\u003E\n\u003Cp\u003EIn Stockholm, Niklas Björling is enjoying a new chapter in a small rental apartment a short drive from his ex-partner, which he shares with his children every other week, and with his new girlfriend when they’re not around. Reflecting back on his nesting experience he says, “I don’t regret doing it... But you want to get fully free after a while.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-08-06T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Birdnesting: The divorce trend where parents rotate homes","headlineShort":"Birdnesting: A better way to divorce?","image":["p09r8jp0"],"imageAlignment":"centre","imageAltText":"Father carries his daughter out of the house","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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out","worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men","worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce"],"relatedTag":null,"summaryLong":"Millennial divorcees are increasingly keeping their kids in their former family home, while rotating in and out of the property themselves.","summaryShort":"The divorce trend where kids stay in the house and parents rotate","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-08-05T22:02:22.015195Z","entity":"article","guid":"bd0157ea-8331-4090-8e0b-0784672a707c","id":"worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes","modifiedDateTime":"2021-09-02T05:27:21.171108Z","project":"worklife","slug":"20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes","cacheLastUpdated":1634592730251},"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19":{"urn":"urn:pubpipe:wwverticals:article:future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19","_id":"615360d445ceed3e1243ee30","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The evidence so far suggests that children are less vulnerable to the effects of the coronavirus, but they can still be infected. Why does the virus seem to affect children differently?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThere is much debate about the credibility of a \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Ftechnology-51975377\"\u003Erecent tweet\u003C\u002Fa\u003E by entrepreneur Elon Musk suggesting children are \"essentially immune\" to the coronavirus. So far, the narrative has been that while the coronavirus may cause severe, or even fatal, disease in the elderly, the outcomes for children are reassuring.\u003C\u002Fp\u003E\n\u003Cp\u003ENevertheless, there have been a few concerning reports of young people being seriously affected by the virus. These, together with school closures implemented last week in many countries around the world alongside strict social distancing measures, have made many parents worry about the effect it could have on their children.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECan children be infected with the coronavirus?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYes. Just as with adults, children exposed to the coronavirus can be infected with it and display signs of Covid-19. “At the beginning of the pandemic, it was thought that children are not getting infected with the coronavirus, but now it is clear that the amount of infection in children is the same as in adults,” explains Andrew Pollard, professor of paediatric infection and immunity at the University of Oxford. “It’s just that when they do get the infection they get much milder symptoms.”\u003C\u002Fp\u003E\n\u003Cp\u003EData from the Chinese Center for Disease Control and Prevention reported that children under 19 years of age comprised \u003Ca href=\"https:\u002F\u002Fjamanetwork.com\u002Fjournals\u002Fjama\u002Ffullarticle\u002F2762130\"\u003E2% of the 72,314 Covid-19 cases\u003C\u002Fa\u003E logged by February 20th, while \u003Ca href=\"https:\u002F\u002Fwww.cdc.gov\u002Fmmwr\u002Fvolumes\u002F69\u002Fwr\u002Fmm6912e2.htm?s_cid=mm6912e2_w\"\u003Ea US study of 508 patients\u003C\u002Fa\u003E, reported no case fatalities among children, with this group accounting for less than 1% of the patients in hospital.\u003C\u002Fp\u003E\n\u003Cp\u003E“It could be that the virus has preferentially affected adults at the moment because there has been workplace transmission and transmission during travel,” says Sanjay Patel, a paediatric infectious diseases consultant at Southampton Children’s Hospital. “Now that adults are spending more time with their children we might see a rise in infection in children, but we might not.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EYou might also like:\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E• \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20200317-covid-19-how-long-does-the-coronavirus-last-on-surfaces\" target=\"_blank\"\u003EHow long does coronavirus last on surfaces?\u003C\u002Fa\u003E\u003Cbr \u002F\u003E• \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20200324-covid-19-how-social-distancing-can-beat-coronavirus\" target=\"_blank\"\u003EWhy social distancing might last for some time\u003C\u002Fa\u003E\u003Cbr \u002F\u003E• \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20200323-coronavirus-will-hot-weather-kill-covid-19\" target=\"_blank\"\u003EWill hotter weather kill the coronavirus?\u003C\u002Fa\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOverall global trends seem to suggest children are less likely to be infected than adults, especially older adults, but it is very possible the data is biased by the fact that, in some countries, testing is only offered to those who show up in hospital with severe symptoms of Covid-19, very few of whom are children.\u003C\u002Fp\u003E\n\u003Cp\u003E“Clearly, more children are infected than we think,” says Patel. “We are not testing every child in the country.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow does the coronavirus affect children differently from adults?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“It is a remarkable observation, in the global literature that we have for coronavirus already, that even children with very serious medical conditions, who are on immunosuppressive therapies or on cancer treatments, are much less affected than adults, especially older adults,” says Andrew Pollard, head of the Oxford Vaccine Group, whose researchers have recently identified a \u003Ca href=\"https:\u002F\u002Fwww.ovg.ox.ac.uk\u002Fnews\u002Fcovid-19-vaccine-development\"\u003Evaccine candidate for Covid-19\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIn general, children with Covid-19 experience milder symptoms than adults. But a \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Flive\u002Fworld-52101615?ns_mchannel=social&ns_source=twitter&ns_campaign=bbc_live&ns_linkname=5e833bd26d8c9806657fed4e%26Girl%20of%2012%20is%20%27Europe%27s%20youngest%20victim%27%262020-03-31T12:53:06.279Z&ns_fee=0&pinned_post_locator=urn:asset:dddb2af2-c6c4-44e0-8ed8-84dc9d7131b7&pinned_post_asset_id=5e833bd26d8c9806657fed4e&pinned_post_type=share\" target=\"_blank\"\u003E12-year-old girl from Belgium\u003C\u002Fa\u003E and a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fuk-52114476\" target=\"_blank\"\u003E13-year-old boy from London\u003C\u002Fa\u003E, UK, have both died in recent days, making them the youngest victims in Europe. A 14-year-old in China has also been reported to have died after being infected with the virus. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EData from a \u003Ca href=\"https:\u002F\u002Fpediatrics.aappublications.org\u002Fcontent\u002Fpediatrics\u002Fearly\u002F2020\u002F03\u002F16\u002Fpeds.2020-0702.full.pdf\"\u003EChinese study of Covid-19 in children\u003C\u002Fa\u003E confirmed slightly more than half showed mild symptoms of fever, cough, sore throat, runny nose, body aches and sneezing; while around a third showed signs of pneumonia, with frequent fever, a productive cough and wheeze but without the shortness of breath and difficulty breathing seen in more severe cases.\u003C\u002Fp\u003E\n\u003Cp\u003EGraham Roberts, an honorary consultant paediatrician at the University of Southampton, explains: “Children (with Covid-19) are predominantly affected in their upper airways (nose, mouths, and throats) so they get cold-like features rather than the virus managing to access their lower airways, ie lungs, and giving the pneumonia and life-threatening Sars picture that we see with adult patients.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe proportion of children who went on to develop severe or critical Covid-19 illness with breathlessness, acute respiratory distress syndrome (ARDS), and shock was much lower (6%) than \u003Ca href=\"https:\u002F\u002Fjamanetwork.com\u002Fjournals\u002Fjama\u002Ffullarticle\u002F2762130\"\u003Eamong Chinese adults\u003C\u002Fa\u003E (19%) – especially older adults with chronic cardiovascular or respiratory conditions. A small proportion of children (1%) did not show any signs of infection at all, despite harbouring the virus. In comparison, only 1% of infected adults remained asymptomatic.\u003C\u002Fp\u003E\n\u003Cp\u003E“The million dollar question is whether the majority of infected children just have very mild symptoms, or whether children are actually not getting infected with the virus, certainly not as much as adults are,” says Patel.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy do children infected with the coronavirus fare better than adults?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“The virus is so new that we don’t really know”, says Roberts, who is also director of the David Hide Asthma and Allergy Research Centre, in Newport, UK.\u003C\u002Fp\u003E\n\u003Cp\u003E“One of the likely reasons is that the virus needs a protein on the surface of a cell (a receptor) to get into the inside of a cell and start causing problems,” he says. “The coronavirus seems to use the Angiotensin converting enzyme II (ACE-2) receptor for this purpose. It may be that children have less ACE-2 receptors in their lower airways (lungs) than in their upper airways, which is why it is their upper airways (nose, mouths and throats) that are predominantly affected.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It is not so much that children are not being as affected, but that something changes as a person gets much older that makes one more likely to be affected – Andrew Pollard","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis may explain why children infected with the coronavirus seem to get more of a cold rather than a pneumonia or the life threatening Sars picture that is seen in adults. The coronavirus’s affinity for the ACE-2 receptor was demonstrated in cell lines and in mouse models in \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fnm1267\"\u003Elaboratory studies\u003C\u002Fa\u003E as early as 2003, and in \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fnature12711\"\u003Egenome studies\u003C\u002Fa\u003E of novel coronaviruses RsSHC014 and Rs3367 (related, but not identical, to the SARS coronavirus) isolated from Chinese horseshoe bats in 2013.\u003C\u002Fp\u003E\n\u003Cp\u003EPollard says there may be another explanation. “It is not so much that children are not being as affected, but that something changes as a person gets much older that makes one more likely to be affected.”\u003C\u002Fp\u003E\n\u003Cp\u003EHe puts this down to the ageing of the immune system (immunosenescence), which makes the body less able to fight off new infections. “However, we don’t see immunosenescence in young adults, and it’s very clear that even young adults have a higher risk of severe disease than children do so that is probably not the whole answer,” adds Pollard.\u003C\u002Fp\u003E\n\u003Cp\u003EThere are many ways in which the immune system of a child differs from that of an adult, not least because the immune system of children is still very much a work in progress: children, especially those in nursery or school, are exposed to a large number of novel respiratory infections and this might result in them having higher baseline levels of antibodies against viruses than adults.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Children seem to mount more intense responses (to viral infections) than adults, such as high fevers that you just don’t see very often in adults,” says Roberts. “It is very possible that the children’s immune systems are better able to control the virus, localise it to their upper airways without it causing too many other problems and eliminate the virus”. \u003C\u002Fp\u003E\n\u003Cp\u003E“It might also be that children previously infected with the other four types of coronavirus might experience cross protection from previous infections,” adds Patel.\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, the authors of the study of childhood cases in \u003Ca href=\"https:\u002F\u002Fwww.medrxiv.org\u002Fcontent\u002F10.1101\u002F2020.03.19.20027078v1.full.pdf\"\u003EChina\u003C\u002Fa\u003E suggest that because children have fewer chronic cardiovascular and respiratory conditions, they are more resilient to severe coronavirus infection than elderly adults.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Children, with immature immune systems, appear to be less capable of mounting cytokine storms to fight off viral infections","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Very few children have severe Covid-19 infection,” says Pollard. “That does suggest that there is something fundamentally different about the way they are handling the virus.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere is a third reason as to why children don’t seem to be getting severely ill with Covid-19. In critically ill adults, an overzealous immune response to fight off the virus – termed a \u003Ca href=\"https:\u002F\u002Fwww.thelancet.com\u002Fjournals\u002Flancet\u002Farticle\u002FPIIS0140-6736(20)30628-0\u002Ffulltext\"\u003Ecytokine storm\u003C\u002Fa\u003E – appears to do more harm than good, causing multi-organ failure. Children, with immature immune systems, appear to be less capable of mounting cytokine storms to fight off viral infections.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile this hypothesis is yet to be proved in Covid-19, \u003Ca href=\"https:\u002F\u002Fpediatrics.aappublications.org\u002Fcontent\u002F113\u002F1\u002Fe7.long\"\u003Estudies of immune responses in children during the 2003 Sars outbreak\u003C\u002Fa\u003E proved that, unlike adults, children did not mount an overtly elevated cytokine response.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECan children, with mild or no illness, transmit the Coronavirus to others?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYes, they can.\u003C\u002Fp\u003E\n\u003Cp\u003E“This is the big issue,” says Roberts. “Many think that children are at low risk and we don’t need to worry about them, and yes, that is true for children who don’t have chronic medical conditions like immunodeficiencies. What people are forgetting is that children are probably one of the main routes by which this infection is going to spread throughout the community.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe coronavirus is transmitted from an infected person to a non-infected person through direct contact with the respiratory droplets of an infected person (generated through coughing and sneezing), and touching surfaces contaminated with the virus. This means that children infected with the coronavirus, with very mild or no illness, can transmit the infection to others, especially family members and elderly relatives.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Children with very mild disease are probably going to be one of the major contributors to spreading the virus across the population,” says Roberts. “This is why schools closing are crucial to reducing the rate at which the pandemic spreads across the UK.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHave we seen a similar pattern, with other viruses, where children experience milder illness than adults but are important spreaders of the infection?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYes, influenza is one such virus that most of us are familiar with.\u003C\u002Fp\u003E\n\u003Cp\u003E“Influenza is often just a runny nose in a child, in the older members of the population it can lead to hospitalisation, intensive care, or can be fatal,” says Roberts. He has an important message: “A few years ago the government (in the UK) brought in flu vaccinations for children. That wasn’t particularly to protect children in the population, that was to stop children from passing influenza to their elderly relatives who can be much more affected by it.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe principle holds true for the coronavirus. The risk of Covid-19 to children themselves is low, the risk of them transmitting it to vulnerable elderly or ailing relatives, is high.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-10"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Chinese data suggests that young children, particularly infants, are more vulnerable to Covid-19 than other age groups","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnother example is the swine flu (H1N1) virus, responsible for the flu pandemic of 2009 and 2010. “H1N1 infection was preferentially much worse in pregnant women and the elderly, with children having some tummy symptoms but much milder than in adults,” says Patel.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDoes Covid-19 affect children of different ages differently?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt appears so. The Chinese data suggests that young children, particularly infants, are more vulnerable to Covid-19 than other age groups. While severe or critical illness was reported in one in 10 infants, these rates decreased dramatically as children grew older so that in children aged five years or older, only three or four in 100 developed severe or critical illness.\u003C\u002Fp\u003E\n\u003Cp\u003E“There is a predilection for preschoolers,” says Roberts. “They have small airways, and they are less robust that older children in fighting off the infection. They are also more likely to be admitted to hospital because they are so young.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat about teenagers? \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“At some stage children turn into adults,” says Roberts. “In teenagers, we see a maturation in the immune system into a more adult pattern, which may be less effective at controlling this virus. It is important to remember, however, that we know very little about this virus, we are really speculating in terms of trying to understand why we are seeing the epidemiology that we are seeing.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fjamanetwork.com\u002Fjournals\u002Fjama\u002Ffullarticle\u002F2762130\"\u003EIn the Chinese study\u003C\u002Fa\u003E, no deaths were reported among children aged nine years and younger, while the \u003Ca href=\"https:\u002F\u002Fpediatrics.aappublications.org\u002Fcontent\u002Fpediatrics\u002Fearly\u002F2020\u002F03\u002F16\u002Fpeds.2020-0702.full.pdf\"\u003Eonly death in children under 19\u003C\u002Fa\u003E occurred in a 14-year-old. On 23 March, the UK also reported a Covid-19 related death in an 18-year-old with an underlying health condition before a 13-year-old was reported to have died on 1 April in London.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECan Covid-19 affect newborns?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYes.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile the pandemic is still unfolding in many parts of the world, there are at least two cases of confirmed infection in newborns – \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fworld-asia-china-51395655\"\u003Eone in Wuhan, China\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fworld\u002F2020\u002Fmar\u002F14\u002Fnewborn-baby-tests-positive-for-coronavirus-in-london\"\u003Eone in London in the UK\u003C\u002Fa\u003E. It is not yet known whether these babies contracted the infection in the womb, or after being born. In both cases, their mothers tested positive for the virus.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat do we know about how the coronavirus affects babies in the womb?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ENot much.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile coronaviruses responsible for severe acute respiratory syndrome (Sars) and Middle East respiratory syndrome (Mers) can affect the pregnant woman as well as her baby, causing miscarriages, premature delivery, and poor growth of the baby, similar patterns have as yet not been reported for mothers with Covid-19.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-12"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-13"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHowever, these findings are based on \u003Ca href=\"https:\u002F\u002Fwww.thelancet.com\u002Fjournals\u002Flaninf\u002Farticle\u002FPIIS1473-3099(20)30192-4\u002Ffulltext\"\u003Etwo small studies\u003C\u002Fa\u003E and national guidelines about the risks of Covid-19 in pregnancy, to the mother and to the baby, are being constantly updated. Nevertheless, \u003Ca href=\"https:\u002F\u002Fwww.gov.uk\u002Fgovernment\u002Fpublications\u002Fcovid-19-guidance-on-social-distancing-and-for-vulnerable-people\u002Fguidance-on-social-distancing-for-everyone-in-the-uk-and-protecting-older-people-and-vulnerable-adults\"\u003EPublic Health England\u003C\u002Fa\u003E advises that pregnant women are at increased risk of severe illness from coronavirus (Covid-19) and recommends them to be particularly stringent in following social distancing measures for up to 12 weeks.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow can families protect children from being infected with the coronavirus?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EGood hand washing, social distancing and disinfecting surfaces and objects which may harbour germs are the cornerstones of limiting the spread of the virus. The “catch it, bin it, kill it” practise is as important to decreasing the spread of Covid-19 as flu. “Do the basics properly,” says Patel. “If you’re in a communal area, if you touch anything, don’t touch your face before washing your hands well.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe NHS website contains \u003Ca href=\"https:\u002F\u002Fwww.nhs.uk\u002Fconditions\u002Fcoronavirus-covid-19\u002F\"\u003Einformation about the measures families can take to protect themselves\u003C\u002Fa\u003E from Covid-19. Unicef has produced guidance for parents on \u003Ca href=\"https:\u002F\u002Fwww.unicef.org\u002Fstories\u002Fnovel-coronavirus-outbreak-what-parents-should-know\"\u003Ehow to protect their children\u003C\u002Fa\u003E from catching the coronavirus.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECan families protect elderly and vulnerable relatives from being infected by children?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYes, but it will not be easy. Of the three measures – good hand-washing, social distancing and disinfecting surfaces and objects – distancing is the only failsafe method to protect elderly and vulnerable relatives from being infected, either by children or by anyone else.\u003C\u002Fp\u003E\n\u003Cp\u003E“Looking at family interactions on mother’s day, I saw loads of families with grandparents, parents and children together,” says Patel. “I think that is absolutely terrifying – the data is very clear about the high risk for severe disease in the elderly, especially those with preexisting medical conditions. Keeping children away from grandparents is just the right thing to do – why take the risk.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-14"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In almost all circumstances, children are safe from severe Covid-19 disease – Andrew Pollard","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-15"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe separation of apparently healthy children from elderly relatives may seem an unnecessarily stoic measure, however it is important to remember that while most children infected with the coronavirus show only mild signs of illness, or no signs at all, they can still transmit the virus to others.\u003C\u002Fp\u003E\n\u003Cp\u003ELimiting the spread of the coronavirus and containing the Covid-19 pandemic will depend as much on the success of social and behavioural changes, as on modern medicine and scientific advances.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy it’s important to talk to children about Covid-19\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“With so much of the narrative about Covid-19 taking place at the societal level, one thing we really need parents to do is reassure their children that children are not going to die from Covid-19. It’s really important that we get this message out,” says Patel. “We know, as paediatricians, that children fear the worst but they don’t often articulate that with us.”\u003C\u002Fp\u003E\n\u003Cp\u003EPollard agrees. He suggests that parents should reassure their children that “in almost all circumstances, children are safe from severe Covid-19 disease”.\u003C\u002Fp\u003E\n\u003Cp\u003E“Children and teenagers are worried for their families,” says Linnea Karlsson, a professor and child psychiatrist at the University of Turku, Finland. “We need to explain to children and teenagers that these are exceptional circumstances, and that we wouldn’t be asking them to make exceptions to their normal routines if it wasn’t.\u003C\u002Fp\u003E\n\u003Cp\u003E“We need to explain to them that in situations like these we need to think about taking care of everyone, not just ourselves and our families.”\u003C\u002Fp\u003E\n\u003Cp\u003E* \u003Cem\u003EThe \u003Ca href=\"https:\u002F\u002Fwhat0-18.nhs.uk\u002Fpopular-topics\u002Fcoronavirus\"\u003EHealthier Together\u003C\u002Fa\u003E\u003C\u002Fem\u003E\u003Cem\u003E network contains advice for parents on how to talk to children about COVID-19.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E--\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EAs an award-winning science site, BBC Future is committed to bringing you evidence-based analysis and myth-busting stories around the new coronavirus. You can read more of our \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ftags\u002Fcovid-19\"\u003E\u003Cstrong\u003E\u003Cem\u003ECovid-19 coverage here\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E--\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EJoin one million Future fans by liking us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002FBBCFuture\u002F\"\u003E\u003Cstrong\u003E\u003Cem\u003EFacebook\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, or follow us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FBBC_Future\"\u003E\u003Cstrong\u003E\u003Cem\u003ETwitter\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E or\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fbbcfuture_official\u002F\"\u003E\u003Cstrong\u003E\u003Cem\u003EInstagram\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EIf you liked this story, \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fpages.emails.bbc.com\u002Fsubscribe\u002F?ocid=fut.bbc.email.we.email-signup\"\u003E\u003Cstrong\u003E\u003Cem\u003Esign up for the weekly bbc.com features newsletter\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E, called “The Essential List”. A handpicked selection of stories from BBC Future, Culture, Worklife, and Travel, delivered to your inbox every Friday.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19-16"}],"collection":null,"disableAdverts":false,"displayDate":"2020-04-01T01:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why children are not immune to Covid-19","headlineShort":"Why children are not immune to Covid-19","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"future","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":[],"summaryLong":"The evidence so far suggests that children are less vulnerable to the effects of the coronavirus. But they can still be infected by the virus.","summaryShort":"Most young people are less severely affected, but they can still catch the virus","tag":[],"textToSpeech":false,"creationDateTime":"2020-04-01T00:00:08.7298Z","entity":"article","guid":"4d25a3ec-a3b0-4c1b-b236-408e67ba5514","id":"future\u002Farticle\u002F20200330-coronavirus-are-children-immune-to-covid-19","modifiedDateTime":"2021-09-01T17:17:21.573847Z","project":"future","slug":"20200330-coronavirus-are-children-immune-to-covid-19","cacheLastUpdated":1634592730249},"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting","_id":"6153604f45ceed72e957a03e","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Many parents downplay caring responsibilities at work to show commitment. Covid-19 has exposed the challenges that parents face – but will it change anything?","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\u003ESix months after my daughter was born, I was back in the office, bleary eyed but eager to prove myself in a new position. A few weeks later, when I needed a few days off because of chickenpox at her day-care, I dreaded having to tell my team. Despite supportive colleagues, I felt intense pressure to act like nothing had changed. \u003C\u002Fp\u003E\n\u003Cp\u003EBefore, the job had always come first, something that had been key to getting ahead. Back at work as a mother, I was stressed because I couldn’t control my time, worried I now seemed more unreliable and anxious about the next time this might happen. I barely mentioned my daughter in the office; I would never have included an anecdote like this in my writing at that time. \u003C\u002Fp\u003E\n\u003Cp\u003EThree years on, I realise it’s important to do so because this stress isn’t unique to me. Many people face the same pressure, because living up to workplace ideals is often not compatible with caring responsibilities, children or otherwise. This harms caregivers, who are statistically more likely to be women. Many of us respond by downplaying these responsibilities or convincing colleagues we can do just as much overtime as before, because we know that if we don’t, we risk falling victim to the numerous biases that hold mothers back. \u003C\u002Fp\u003E\n\u003Cp\u003EWelcome to the world of “secret parenting”. Economist Emily Oster coined this relatable phrase \u003Ca href=\"https:\u002F\u002Fwww.theatlantic.com\u002Fideas\u002Farchive\u002F2019\u002F05\u002Fnormalize-parenthood-workplace-dont-hide-it\u002F589822\u002F\"\u003Ein a 2019 article\u003C\u002Fa\u003E in which she urged parents to “come clean” about the nature of their lives. And while the pandemic – and our abrupt shift to home working – has forced many of our hands, it’s not clear whether unveiling the responsibilities we have outside the office will bring meaningful change.   \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EGender perceptions and workplace culture\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESecret parenting can start as early as pregnancy. Research shows that \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F249667888_Gender_Shows_First-Time_Mothers_and_Embodied_Selves\"\u003Esome women hide their pregnancies\u003C\u002Fa\u003E, especially in roles in which they feel they have to compete with men and don’t want to reveal anything that might “get in the way” of work. Working women often feel the need to go “above and beyond” normal standards during pregnancy, \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fj.1468-0432.2009.00485.x\"\u003Eanother study showed\u003C\u002Fa\u003E, as well as hide any sickness for fear of appearing unreliable.   \u003C\u002Fp\u003E\n\u003Cp\u003EIt continues after birth. \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0277953607001487\"\u003EWomen report wanting to hide their breastfeeding\u003C\u002Fa\u003E at work because it is taboo, and doing so is such an obvious gendered difference that highlights their new status as mothers. There are \u003Ca href=\"https:\u002F\u002Fwww.mother.ly\u002Fwork\u002Fwhy-are-women-expected-to-work-like-they-dont-have-children-and-mother-like-they-dont-work\"\u003Eplenty of anecdotes\u003C\u002Fa\u003E about women feeling forced to prove they can still work overtime and offering to work even when their children are ill as well as those who purposely don’t share photos of their children \u003Ca href=\"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002FIJGE-07-2017-0032\u002Ffull\u002Fhtml\"\u003Eor talk about them at all\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The evidence tells us that motherhood is one of the major sources of weakness in career trajectories - Shireen Kanji","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThat women feel the need to behave this way is no surprise. Mothers have long been seen as \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Ffact-tank\u002F2019\u002F09\u002F12\u002Fdespite-challenges-at-home-and-work-most-working-moms-and-dads-say-being-employed-is-whats-best-for-them\u002F\"\u003Eless committed\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2004\u002F10\u002Fthe-maternal-wall\"\u003Eless competent\u003C\u002Fa\u003E in a work environment. They are passed over for promotions \u003Ca href=\"https:\u002F\u002Fwww.hrmagazine.co.uk\u002Farticle-details\u002Ffathers-twice-as-likely-to-be-promoted-as-mothers\"\u003Ewith greater frequency than fathers\u003C\u002Fa\u003E, and are \u003Ca href=\"https:\u002F\u002Fwww.aauw.org\u002Fissues\u002Fequity\u002Fmotherhood\u002F\"\u003Eless likely to be hired than non-mothers\u003C\u002Fa\u003E. When flexibility is available, \u003Ca href=\"https:\u002F\u002Fspssi.onlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fjosi.12012\"\u003Ethose who use it face bias\u003C\u002Fa\u003E and are \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F0018726714557336\"\u003Emore likely to be pigeon-holed\u003C\u002Fa\u003E into roles with less responsibility. We know the gender pay gap \u003Ca href=\"https:\u002F\u002Fwww.economist.com\u002Fgraphic-detail\u002F2019\u002F01\u002F28\u002Fhow-big-is-the-wage-penalty-for-mothers\"\u003Ewidens after childbirth\u003C\u002Fa\u003E; wages of working mothers \u003Ca href=\"http:\u002F\u002Fww.w.jthomasniu.org\u002Fclass\u002F781\u002FAssigs\u002Fbudig-wage.pdf\"\u003Edrop for each child a woman has\u003C\u002Fa\u003E. “The evidence tells us that motherhood is one of the major sources of weakness in career trajectories,” says Shireen Kanji, professor of work and organisation at Brunel University London. \u003C\u002Fp\u003E\n\u003Cp\u003EOf course, some women change jobs or leave the workforce because of these pressures. When Kanji interviewed women who had left high-profile careers, many gave examples of secret parenting, including taking sick days to avoid telling colleagues their children were ill. Women needing time off to care for children served as a “particularly unwelcome reminder that employees care about their children and by implication not enough about the organisation”, her \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fgwao.12011\"\u003E2013 study\u003C\u002Fa\u003E showed. One respondent was told to ask family to watch her child, rather than take a day off. Another, a freelancer working in TV, was told never to mention her children, and felt that doing so affected how much work she got.  \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of people working late in a big-city office","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis is because, as sociologists have long pointed out, \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F089124390004002002\"\u003Eworkplaces are structured around men rather than women,\u003C\u002Fa\u003E and still have an ingrained image of the “ideal worker”; an employee who always puts work first. “Anything that signals otherwise diminishes you in the eyes of your employers,” says Daniel Carlson of the University of Utah. “This notion that women are going to be distracted is presumed... The whole notion of secret parenting stems from the desire to hide this to save one’s career.” \u003C\u002Fp\u003E\n\u003Cp\u003EThis structural issue is in some ways a legacy of beliefs still prevalent in individualistic countries like the US that good fathers provide for the family and good mothers stay at home.  Surveys show \u003Ca href=\"https:\u002F\u002Fwww.pewsocialtrends.org\u002F2009\u002F10\u002F01\u002Fthe-harried-life-of-the-working-mother\u002F#public-views-on-the-changing-role-of-women\"\u003Ethese social attitudes still exist\u003C\u002Fa\u003E: both women and men \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Ffact-tank\u002F2019\u002F09\u002F12\u002Fdespite-challenges-at-home-and-work-most-working-moms-and-dads-say-being-employed-is-whats-best-for-them\u002F\"\u003Ereport that working makes it more difficult to be a good parent\u003C\u002Fa\u003E. Only a third of respondents in the same Pew Research Center survey thought that working full time was best for mothers, while 21% agreed that women with very young children shouldn’t work for pay at all.  \u003C\u002Fp\u003E\n\u003Cp\u003EThen there’s the enduring stereotype that women are more capable in the domestic sphere, men in the office, which despite being dispelled by research still has a significant impact on how we frame paid work and family life. “It’s understandable that women feel this relentless work\u002Ffamily conflict because we’re asking the impossible. Women have entered the paid labour force, but we have not seen the changes in men at home to pick up more of the domestic work,” says sociologist Caitlyn Collins of Washington University in St Louis.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Once caregiving duties are identified and made salient, they are seen as less devoted to the job - Elizabeth Hirsh","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThese gendered perceptions still heavily influence workplace culture; historic legal cases are as illuminating as they are sobering. \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0891243220946335#.X1KdB6yVkh0\"\u003EIn her 2020 analysis of carer discrimination in Canada over 30 years\u003C\u002Fa\u003E, researcher Elizabeth Hirsh at the University of British Columbia found that while cases in general were on the rise, they played out differently for men and women. Because pregnancy made it harder for women to hide the fact that they were mothers, the workplace disputes they experienced – over job assignments or contract terminations – were often based on presumptions about their commitment. “Once caregiving duties are identified and made salient, they are seen as less devoted to the job,” says Hirsh. Men, however, didn’t have their fatherhood exposed by pregnancy, and generally gave reasons other than parenting to explain requests for flexibility – something that had unexpected consequences in court. Men found it harder than women to win against employers because they had mentioned their caring responsibilities less; they had been caring ‘in secret’ even more than women. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Normalising care work’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ERight now, as many of us work from home amid Covid-19, parenting is more visible than it’s ever been. The pandemic has blurred lines between family and work, causing unprecedented stress to parents who have been forced to combine jobs and childcare. The juggle has been obvious, with children popping up on work video calls, meetings being rescheduled around them and parents promising speedy work responses – once the kids are in bed. Yet although the pandemic has gone a long way toward normalising something previously hidden, the associated biases against mothers have not gone away.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of a mother working from home with her child","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn fact, childcare being more evident could simply \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women\"\u003Ereinforce negative attitudes\u003C\u002Fa\u003E toward caring responsibilities. The strain of working while parenting could make judgement and discrimination more likely; in the US, the Center for WorkLife Law has found \u003Ca href=\"https:\u002F\u002Fwww.uchastings.edu\u002F2020\u002F06\u002F11\u002Fworklife-caregiver-legislation\u002F\"\u003Ediscrimination against caregivers has been increasing\u003C\u002Fa\u003E. There have also been \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F09\u002F05\u002Ftechnology\u002Fparents-time-off-backlash.html\"\u003Ereports of resentment\u003C\u002Fa\u003E from workers who don’t have children about perceived special favours for parents. And while \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fus-news\u002F2020\u002Fjun\u002F17\u002Fgender-roles-parenting-housework-coronavirus-pandemic\"\u003Ereports suggest\u003C\u002Fa\u003E fathers in some nations are increasing their share of caring work, working mothers have left jobs or reduced their hours in \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives\"\u003Egreater numbers than fathers\u003C\u002Fa\u003E. Experts are worried that the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women\"\u003Eimpacts on women\u003C\u002Fa\u003E from the crisis could \u003Ca href=\"https:\u002F\u002Fwww.ilo.org\u002Fglobal\u002Fabout-the-ilo\u002Fnewsroom\u002Fnews\u002FWCMS_749398\u002Flang--en\u002Findex.htm\"\u003Eerase years of progress on gender equality.\u003C\u002Fa\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThere is a glimmer of positivity in all this gloom; the pressures that compel parents to downplay caring responsibilities do not happen everywhere. In Sweden, for instance, both parents can take advantage of family-friendly policies without any stigma attached. Collins, who spoke to numerous Swedish mothers for her research, found that family life is openly welcomed as a priority, creating a “culture of support” in which both men and women can be upfront about balancing work and childcare. She cites an intriguing clash of cultures in a case where Swedish employees worked for an Australian firm. When one mother declined a meeting late in the afternoon, her Swedish boss suggested she should hide her reason for doing so, since their Australian CEO would find leaving early for childcare duties unacceptable.\u003C\u002Fp\u003E\n\u003Cp\u003EIn his research, Carlson has found that it is the combination of two factors that could create real change : making caring responsibilities more public, and passing more of the load onto fathers. “The more we normalise care work and other obligations, especially for fathers, [the more] it starts to diminish the penalties to take on those responsibilities, and certainly lowers gaps and discrimination due to sexism,” he says. In certain circles, “working from home has laid bare that so many of us have family obligations, and people are becoming far more understanding of this”.   \u003C\u002Fp\u003E\n\u003Cp\u003EPerhaps that means that one day I will stop disguising the fact that I’m dialling into a video call from outside in the rain because I’m hoping my daughter will take a nap instead of interrupting the meeting. And maybe we will stop cringing each time a company highlights that paid time off will probably largely benefit parents – inadvertently signalling that they cannot put in as much dedicated time as everyone else. Supportive policies are important, but even where leave is available, fathers in particular \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F04\u002F17\u002Fparenting\u002Fpaternity-leave.html\"\u003Eoften don’t take it for fear of being stigmatised.\u003C\u002Fa\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EUntil policies recognise this, bosses set examples and work cultures change their perception of the “ideal worker”, aspects of parenting will likely remain secretive, even if children keep interrupting video calls. We shrug it off and agree that yes, they’re quite cute, masking the stress bubbling away under the surface.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EMelissa Hogenboom is the editor of BBC Reel. She is \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fmelissasuzanneh\"\u003E\u003Cstrong\u003E@melissasuzanneh\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E on Twitter. Her upcoming book, The Motherhood Complex, is out in May 2021.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting-8"}],"collection":[],"disableAdverts":false,"displayDate":"2020-11-23T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The corporate ideals driving ‘secret parenting’","headlineShort":"What's driving 'secret parenting'?","image":[],"imageAlignment":"centre","imageAltText":"File image of the silhouettes of a mother and child","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":[],"summaryLong":"Many parents downplay caring responsibilities at work to show commitment. Covid-19 has exposed the challenges that parents face – but will it change anything?","summaryShort":"Why some people never mention their children at work","tag":[],"textToSpeech":false,"creationDateTime":"2020-11-23T02:50:33.735466Z","entity":"article","guid":"258ec2b1-bf6a-4de8-bf86-a3b53975eed4","id":"worklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting","modifiedDateTime":"2021-09-02T05:14:53.580509Z","project":"worklife","slug":"20201113-the-corporate-ideals-driving-secret-parenting","cacheLastUpdated":1634592730249},"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year","_id":"6153611145ceed5cb07b8232","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fchristine-ro"],"bodyIntro":"Walking out of a job in anger can seem extreme – but there are often powerful motivations for doing it.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EIt was sweltering inside the nightclub where Alexander was DJing, in the US state of Virginia. Though it was more than 40°C outside, the club’s air conditioning was broken. It felt extra sticky and humid because the club was hosting a special event: a Pokemon-themed foam party, where upwards of 400 clubbers were frolicking in suds. \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003E“I literally had ice packs on my neck in order to not pass out,” remembers Alexander, now 35, of the 2016 event. The heat was also damaging his gear, and he’d had enough. Over the microphone, so everyone could hear, he berated the club owner for lying about fixing the air conditioning and for the equipment-frying conditions. “I’m done,” he said, then stormed out. \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EMany of us have fantasised about leaving a bad job in a similarly dramatic fashion. Yet far from throwing a temper tantrum, 'rage quitting' is a sign of serious flaws in a workplace: from lax health and safety standards to exploitative working conditions and abusive managers. The Covid-19 pandemic has only intensified the stressors that can lead employees to quit on the spot. But as rage quitting tends to be the culmination of a series of work issues, employers can avoid being left in the lurch by paying attention to the warning signs – before an employee drops the mic on their way out the door. \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003E\u003Cstrong\u003EWhat a ‘rage quit’ looks like\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EThe idea of angrily walking out of a job has been around since long before the phenomenon became celebrated in pop culture, like the 1970s country music anthem Take This Job and Shove It; and before \u003Ca href=\"https:\u002F\u002Fwww.inverse.com\u002Fentertainment\u002Frage-quit-definition-meaning-explained-origins-coined\"\u003Evideo gamers\u003C\u002Fa\u003E started using the term ‘rage quitting’ in the 1980s to refer to angrily exiting a frustrating game. \u003C\u002Fp\u003E\n\u003Cp\u003EThough rage quitting can look and feel impulsive, dissatisfaction with a job tends to build up over time, until an incident triggers the actual resignation. And having a safe space to land – such as an abundance of job options, another source of income (like unemployment insurance) or an upcoming opportunity (like graduate school) – can make it easier to pull that trigger.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09tygjs"],"imageAlignment":"centre","imageAltText":"Cross man","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThese patterns exist in some form across job roles and industries, but will take different shape in different contexts. There’s a lack of statistics about rage quitting, but Peter Hom, a turnover expert at Arizona State University in the US, points out that in Germany, for instance, employees of large companies get penalised for quitting without notice. The US has more \u003Ca href=\"https:\u002F\u002Fwww.ncsl.org\u002Fresearch\u002Flabor-and-employment\u002Fat-will-employment-overview.aspx\"\u003Eat-will employment\u003C\u002Fa\u003E, so it would make sense for rage quitting to be more common there. \u003C\u002Fp\u003E\n\u003Cp\u003ESajeet Pradhan, who researches organisational behaviour at the Indian Institute of Management Tiruchirappalli, says compared to the US and Europe, India “is more culturally tolerant (unfortunately) towards abuse at work”, due to “power distance or the upbringing which has conditioned us to respect people in authoritative positions”. In India, according to Pradhan, “rage quitting is generally witnessed among highly-skilled jobs and the millennials”. \u003C\u002Fp\u003E\n\u003Cp\u003EIn general, says Nita Chhinzer, who researches strategic human-resource management at the University of Guelph in Canada, “higher-educated people are more likely to quit, because they think that their skills are highly transferrable and generalisable”. Yet those in lower-skilled, precarious employment can often quit with little notice. Peter Hom refers to people working for export-driven factories in China and Mexico: “It’s like musical chairs – they jump from job to job.” \u003C\u002Fp\u003E\n\u003Cp\u003EAnd although young workers are sometimes perceived as flaky, “the truth is that before they have a sunk cost, for a sunk investment in the organisation, they’re making a decision about what’s best for them”, adds Chhinzer. It makes sense that they would quit an ill-fitting job more spontaneously. \u003C\u002Fp\u003E\n\u003Cp\u003EThis doesn’t mean that leaving in the heat of the moment is always logical. Chhinzer says that with “rage quitting, they’re not really stopping to make those rational decisions about something and just thinking about what are their options”. Fed-up employees might overestimate their ability to secure another job.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003E\u003Cstrong\u003EWhat lies beneath a rage quit\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EThough there are many reasons to leave an unsatisfying job, there are certain recurrent patterns that lead to spontaneous resignations. \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EOne of the most common reasons is poor management. Abusive supervision can \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F352796424_Work_stressors_and_job_outcomes_an_empirical_investigation_of_frontline_service_employees_in_the_Indian_hospitality_industry\"\u003Elead to emotional exhaustion\u003C\u002Fa\u003E. When managers fail to address employees’ repeated concerns, the explosive result may be those employees quitting in outrage. Bad management is often linked to other reasons people rage quit, like scope creep, harsh schedules, overwork and dismissal of safety concerns.  \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09tygnd"],"imageAlignment":"centre","imageAltText":"Unhappy barista","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003ESarah experienced all of these in a recent three-month stint as a cashier at a small grocery store in Michigan, US. The 24-year-old had moved in with her parents for the summer. She’d intended to work only part time as she prepared to leave for graduate school in Toronto, but the short staffing and intense manager demands soon had her working full time. \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EIt was also clear that employee safety wasn’t a priority. The only young woman on staff, Sarah felt unsafe in multiple ways: drunk customers were sometimes belligerent, most people refused to wear masks and she was usually the sole employee in the shop. \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EThe final straw was when a customer began to stalk her. Sarah asked her manager to move the employee rota from its public position in the shop, where any customer could see when she would be working, to a private space. Not only did the manager refuse, but she also shouted at Sarah for mentioning the stalker. “My boss just immediately went for the gut. She was just like, ‘You need to be an adult. Why aren’t you being an adult about this?’ She repeated that so many times,” says Sarah.   \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EShe quit in that phone call, a month before the job would have come to an end. “I felt so bad because I really wanted to put two weeks [notice] in … But then the more I thought about it, and how little they had helped me and worked on the situation, I was just like, this is not worth my time or my safety.” \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003ESarah had seen the role as a temporary job and, while she was shaken up after rage quitting, she wasn’t in dire financial need. “I definitely think if it had been my dream job, I would have taken different steps,” reflects Sarah. She says that she would have been less likely to quit spontaneously “if it was a job that was already valuing me… if it was a job that was actually like a career”. \u003C\u002Fp\u003E\n\u003Cp\u003EWith rage quitters, ill treatment on one side breeds ill treatment on the other. After her manager failed to consider her safety, Sarah decided against serving out a notice period. Chhinzer refers to social exchange theory: “The way you treat me dictates the way I treat you.” If a manager is switching schedules at the last minute, insisting that employees work extra hours or refusing to allow time off for bereavement, then employees are more apt to reciprocate with limited communication and little notice as well. \u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003E\u003Cstrong\u003EThe Covid intensifier\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESome of these employee pressures have been magnified during the Covid-19 pandemic. Chhinzer says that in 2020, quit rates generally went down as people held onto jobs. But resignations have surged in 2021, so that “managers and organisations and HR departments are really worried about retaining talent”. Yet as Sarah’s experience shows, that worry doesn’t always translate into better safeguarding of employees, particularly in low-paid roles.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Safety has been a common catalyst for client-facing employees to quit in a rage","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIndeed, safety has been a common catalyst for client-facing employees to quit in a rage. A \u003Ca href=\"https:\u002F\u002Fwww.reddit.com\u002Fr\u002FAskReddit\u002Fcomments\u002Foyn6hy\u002Fwhat_made_you_quit_a_job_on_the_spot\u002Fh7vhuil\u002F?context=3\"\u003Enurse\u003C\u002Fa\u003E whose colleagues spread misinformation about vaccines; a \u003Ca href=\"https:\u002F\u002Fwww.reddit.com\u002Fr\u002FAskReddit\u002Fcomments\u002Foyn6hy\u002Fwhat_made_you_quit_a_job_on_the_spot\u002Fh7voz37\u002F?context=3\"\u003Erestaurant worker\u003C\u002Fa\u003E whose managers hide the fact that Covid has been spreading among staff; or a \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Fworkers-rage-quitting-jobs-in-a-tightening-labor-market-2021-5?r=US&IR=T\"\u003Eretail worker\u003C\u002Fa\u003E worried about transmitting the virus to a vulnerable relative – all have left jobs semi-impetuously during the pandemic. \u003C\u002Fp\u003E\n\u003Cp\u003EBusiness researchers were already exploring \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F211386783_The_hot_and_cool_of_death_awareness_at_work_Mortality_cues_aging_and_self-protective_and_prosocial_motivations\"\u003E‘death awareness at work’\u003C\u002Fa\u003E before the pandemic. But Covid-19 has brought another dimension to this workplace anxiety. For those who rage quit, especially those with high ‘death anxiety’, the ‘rage’ component “may be more likely to be triggered by the fact that employers fail to provide enough safety measures to protect their employees’ health”, notes Rui (Hammer) Zhong, a PhD student at the University of British Columbia in Canada, who researches the dark side of workplaces. (This impassioned rage response is in contrast to another form of death awareness that Zhong and his colleagues \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F2021-56704-004\"\u003Ehave researched\u003C\u002Fa\u003E – death reflection, or ‘calm quitting’ on realising how short life is.) \u003C\u002Fp\u003E\n\u003Cp\u003EAs Chihinzer comments, “People are exiting not just based on poor treatment at work from managers and co-workers; they’re also exiting based on the situation at work,” such as a requirement to return to the workplace. “Those weren’t considerations before.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAlternatives to rage quitting\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor someone tempted to rage quit, it can be useful to gain perspective on \u003Ca href=\"https:\u002F\u002Fwww.huffingtonpost.co.uk\u002Fentry\u002Ffeel-like-rage-quitting-job_l_60897f4be4b0ccb91c2cf67a\"\u003Ewhat lies beneath the anger\u003C\u002Fa\u003E, beyond the immediate gratification of socking it to a bad boss.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EIt’s also useful to consider why more people don’t rage quit. Stories of overworked employees thumbing their noses at poor bosses are satisfying and sometimes inspiring. But of course it’s distressing to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard\"\u003Equit without a back-up plan\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09tygsc"],"imageAlignment":"centre","imageAltText":"Sad woman","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"1qeiagb0cpwnlhdf9xsijm\"\u003EAlexander was lucky to not depend on his DJ gig, as his main job was as a scientist. “It would have definitely been more difficult to walk away if I didn’t have another job already,” he notes. And not everyone can afford to leave a soul-crushing job, or to depart with the final pay cheque in limbo, so it’s not always helpful for those who’ve landed on their feet to urge others to quit a terrible job immediately. \u003C\u002Fp\u003E\n\u003Cp\u003EAlibel sees this all too often among her fellow Venezuelan migrants in Argentina, who don’t always have the legal or financial status to easily switch jobs. When she arrived in Buenos Aires in 2019, the first job she took was selling cars over the phone. It didn’t take long to realise that this was an illegal operation and Alibel, now 28, quit straight away. She didn’t lose any pay because the job was entirely commission-based: “If you didn’t sell anything, you didn’t gain a cent.” Yet while there are plenty of accounts of people rage quitting other shady jobs, not everyone can afford to take a moral stand. \u003C\u002Fp\u003E\n\u003Cp\u003EOverall, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard\"\u003Equitting stigma may be diminishing\u003C\u002Fa\u003E due to the Great Resignation – although the departures of some employees with back-up options \u003Ca href=\"https:\u002F\u002Fwww.thecut.com\u002F2021\u002F08\u002Fworkers-left-behind-by-the-great-resignation.html\"\u003Ecan make the situation harder for colleagyes left behind\u003C\u002Fa\u003E. Ultimately, though, it’s up to employers to improve working conditions. “If employers pay decent wages and good benefits, that inhibits leaving,” says Hom. \u003C\u002Fp\u003E\n\u003Cp\u003EChhinzer says that among organisations focused on retention, it helps to be proactive, for example with weekly check-ins, perks like tuition subsidies or Fridays off in the summer. Hom and his colleagues recommend that employers \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2016\u002F10\u002F13-signs-that-someone-is-about-to-quit-according-to-research\"\u003Epay more attention to ‘pre-quitting behaviours’\u003C\u002Fa\u003E, for instance by implementing stay interviews with existing employees (and not just exit interviews with departing employees). \u003C\u002Fp\u003E\n\u003Cp\u003EIf an employee does rage quit, this should be a wake-up call to the employer. Six months after Alexander left the overheated club clutching his DJ equipment, he reconciled with the owner and went back. But the next year he walked out again, following more broken promises and unsafe working conditions. “That was the last time I DJed outside of my own house. Just was fed up with the whole thing.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-09-08T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why 'rage quitting' is all the rage","headlineShort":"The people 'rage quitting' their jobs","image":["p09tygbl"],"imageAlignment":"centre","imageAltText":"Angry truck 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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p09tygnd"],"relatedStories":["worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs","worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard","worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews"],"relatedTag":null,"summaryLong":"Walking out of a job in anger can seem extreme – but there are often powerful motivations for doing it.","summaryShort":"How workplace tensions are leading to angry resignations","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-09-07T19:59:25.575776Z","entity":"article","guid":"e81c965f-4fac-4840-8508-8fa3b46f655b","id":"worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year","modifiedDateTime":"2021-09-08T13:51:34.493237Z","project":"worklife","slug":"20210903-why-rage-quitting-is-all-the-rage-this-year","cacheLastUpdated":1634592730235},"worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation","_id":"6153604745ceed7ae577593e","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"When key employees resign or are fired, this can set off a chain reaction known as 'turnover contagion'. This may especially be the case during the pandemic and Great Resignation.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt’s been years since I last quit a job, but I remember it well. When our boss announced abruptly that she was leaving our small non-profit, the meeting room was full of shocked, unhappy expressions. She’d transformed the organisation into a more efficient yet inspiring place to work, and we were all sorry to see her go.\u003C\u002Fp\u003E\n\u003Cp\u003ESoon after the arrival of her successor – who had a very different style – I resigned as well. My closest colleague followed suit a week later. Another colleague left as soon as she had another job lined up. This meant that nearly half the employees had left in the span of a few months.\u003C\u002Fp\u003E\n\u003Cp\u003EThis type of mass departure – which management experts dub ‘turnover contagion’ – is all too common. It can involve multiple employees independently reacting to the same change in personnel in policy (like the fashion subscription company that \u003Ca href=\"https:\u002F\u002Fwww.buzzfeednews.com\u002Farticle\u002Fcarolineodonovan\u002Fstitch-fix-employees-quitting\"\u003Elost one-third of its stylists\u003C\u002Fa\u003E after scrapping its flexible-work policy). But there’s also a powerful psychological effect of seeing your peers leave, which can motivate you to start wondering if the grass is greener on their side.\u003C\u002Fp\u003E\n\u003Cp\u003EThe strength of turnover contagion depends on which employees leave, and the kind of circumstances they leave under. So, especially in today’s uncertain labour market, good managers should be strengthening employee retention and recruitment, to avoid being left captaining a ship without a crew. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESocial animals\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAs with so much of human behaviour, turnover is socially influenced. “A core idea behind our turnover-contagion research is that people are herd animals. We take our cues from others,” explains Will Felps, a management professor at the University of New South Wales in Sydney. “It’s like in the wildlife documentaries, where a herd of water buffalo will bunch up at the edge of a river they are collectively considering crossing. They’ll wait for a few brave ones to jump in and make it across before doing so themselves.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThese social cues are especially strong when the water buffalo – or colleague – is a leader, work buddy or counterpart. People in ‘structurally equivalent’ roles are \u003Ca href=\"https:\u002F\u002Fbooks.google.co.uk\u002Fbooks?id=j4SrDwAAQBAJ&pg=PT205&lpg=PT205&dq=structurally+equivalent+roles+turnover&source=bl&ots=9IawE5Ve_c&sig=ACfU3U1QWJQT1uXpDto8iPyeRlppjDDN5w&hl=en&sa=X&ved=2ahUKEwiNzpqxiPDyAhURhlwKHQgXARMQ6AF6BAgwEAM#v=onepage&q=structurally%20equivalent%20roles%20turnover&f=false\"\u003Eoften influenced by each other\u003C\u002Fa\u003E: “If you notice that somebody in the same job is leaving, you may not know them personally, but if they’re in the same role as you are, that might be contagious,” says Peter Hom, a management professor at Arizona State University, US. \u003C\u002Fp\u003E\n\u003Cp\u003EThe social signal is intensified if the exiting employee is openly criticising the workplace, or bragging about a new prospect. A demoralised, unstable, fragmented workforce is one that’s likely to be looking around for new opportunities. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd if a good boss leaves, that can trigger worker resignations on the spot (like the struggling restaurant where \u003Ca href=\"https:\u002F\u002Fwww.reddit.com\u002Fr\u002Fantiwork\u002Fcomments\u002Fotnmtn\u002Fhalf_of_the_staff_at_work_quit_today\u002F\"\u003Ehalf the staff quit\u003C\u002Fa\u003E alongside a beloved manager) or ones that cascade for months (like the hospitality company where the resignations of general managers \u003Ca href=\"https:\u002F\u002Fbooks.google.co.uk\u002Fbooks?id=j4SrDwAAQBAJ&pg=PT202&lpg=PT202&dq=li+et+al.+2018+months+turnover+hospitality&source=bl&ots=9IawE5W9Xk&sig=ACfU3U3yR5iWHbEeM3A-dES0G-SCvZV-Fg&hl=en&sa=X&ved=2ahUKEwi9rYKVivDyAhUIRkEAHcG5BcEQ6AF6BAguEAM#v=onepage&q=li%20et%20al.%202018%20months%20turnover%20hospitality&f=false\"\u003Eincrease turnover of core employees\u003C\u002Fa\u003E).\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"They know it’s one thread that can really take apart their talent management efforts that they’ve been investing in for years – Nita Chhinzer","id":"worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“It really does cause a mass exodus. The higher up we are, the more likely we are to have almost a wave effect between levels,” according to Nita Chhinzer, a human resources professor at the University of Guelph, Canada. “That’s where a lot of HR folks that I know are actually shaking in their boots… they know it’s one thread that can really take apart their talent management efforts that they’ve been investing in for years.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere’s also a contagious effect to star employees leaving (like in \u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fis-quitting-contagious-depends-on-who-else-leaves-and-whos-in-charge-163146\"\u003Ethe car dealerships\u003C\u002Fa\u003E where strong salespeople leaving motivates other salespeople to move on as well). “Some of my research shows that when the strongest performers on a team leave the employment environment, then others would suddenly start to re-evaluate the relationship with the workplace and think about leaving,” says Chhinzer. It’s less contagious when a poor performer leaves, because “we think to ourselves that the exit of poor performance is actually \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210608-why-a-revolving-door-of-team-members-is-fuel-for-success\"\u003Equite functional for the organisation and quite desirable\u003C\u002Fa\u003E”.\u003C\u002Fp\u003E\n\u003Cp\u003EChhinzer says that this is a universal pattern. “Collectivist cultures will still be more heavily influenced by the perceptions of others because they’re in a collectivist society; they believe that they all belong to the same group. And individualistic cultures are impacted by the exit of others, because we’re trying to maximise our own individual benefit. So, it makes us think about our cost–benefit equation at work and wonder if we missed something.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOne pandemic trend has been social media posts by employees at \u003Ca href=\"https:\u002F\u002Fwww.fox5ny.com\u002Fnews\u002Ffamily-dollar-employees-at-nebraska-store-walk-off-job-cite-low-pay-and-long-shifts\"\u003Ediscount shops\u003C\u002Fa\u003E or \u003Ca href=\"https:\u002F\u002Fwww.indy100.com\u002Fviral\u002Fmcdonalds-staff-quit-viral-tiktok-b1875432\"\u003Efast-food restaurants\u003C\u002Fa\u003E announcing that the business has closed because nearly all the staff have quit. These workers aren’t just individually fed up with low pay and tough working conditions during the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003EGreat Resignation\u003C\u002Fa\u003E. They’re fed up en masse.\u003C\u002Fp\u003E\n\u003Cp\u003ETo Felps, this makes sense, because resignations can be \u003Ca href=\"https:\u002F\u002Fleeds-faculty.colorado.edu\u002Fdahe7472\u002FHekman%20turnover%20AMJ%20final.pdf\"\u003Eparticularly infectious during times of uncertainty\u003C\u002Fa\u003E. The ‘social proof’ that lets us know that quitting is acceptable is especially important “when faced with novel, risky or ambiguous situations. Covid ticks all three boxes”.\u003C\u002Fp\u003E\n\u003Cp\u003E“So, in the current circumstances, if just a few people choose to leave an organisation, it is likely to prompt a number of other people to start seriously looking for other employment,” continues Felps. “This can domino, causing a tsunami of people to quit over a short period of time. So, I’d expect a lot of turnover contagion to be happening at the moment.” \u003C\u002Fp\u003E\n\u003Cp\u003EF Ali, 25, and several of her colleagues recently quit on the same day amid a perfect storm of Covid-era instability, poor management, harsh conditions and the sacking of a key colleague. \u003C\u002Fp\u003E\n\u003Cp\u003EF Ali (whose full name has been withheld) had been working as a Covid screener and receptionist for a for-profit medical facility in Ottawa, Canada’s capital. In her few months on the job, many things troubled her: the differential treatment between white employees and racial minorities like her; management’s hostility to staff unionisation efforts; and the short staffing that meant that patient care was compromised.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If just a few people choose to leave an organisation, it is likely to prompt a number of other people to start seriously looking for other employment – Will Felps","id":"worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“There were days when we had two nurses on the entire floor of 40 patients,” she reports. “It was not unusual to be outside the building and see staff who work directly with patients crying or frustrated or angry, you know, unable to deal with the consequences of seeing their patients suffer.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe final straw was when a fellow receptionist and friend, whom F Ali describes as an extremely dedicated employee, was fired suddenly under the pretext that she was using her phone too much (although it was necessary to use phones to communicate with colleagues on different floors). “That really broke me,” F Ali remembers. She suspects that management were firing receptionists in order to replace them with lower-paid Covid screeners. \u003C\u002Fp\u003E\n\u003Cp\u003EF Ali immediately sent an angry email to several executives slamming their poor treatment of staff, and announcing her resignation. Two other receptionists quit on the same day. These were partly \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year\"\u003Erage quit\u003C\u002Fa\u003Es, and as F Ali remembers, “It was very gratifying to come in the next day and see one of the upper admin having to work the desk.”\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESignificantly, though, these quits were triggered by the dismissal of a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20171106-popularity-at-work-still-matters-whether-we-like-it-or-not\"\u003Ewell-liked\u003C\u002Fa\u003E, reliable colleague, whose absence would have made things harder on the remaining staff in addition to feeling searingly unfair. She may not have been a star performer in the sales sense, but she was key to the morale of a company where staff worked closely together. This aligns with Chhinzer’s research showing that employees who create a pseudo-family at work are more likely to be affected by turnover contagion than employees who work fairly independently.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EHow to stem the tide\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAn employer desperate to curb an exodus might try to stop employees from telling each other about their exit plans, but this \u003Ca href=\"https:\u002F\u002Fleeds-faculty.colorado.edu\u002Fdahe7472\u002FHekman%20turnover%20AMJ%20final.pdf\"\u003Ewould be counterproductive\u003C\u002Fa\u003E. So would \u003Ca href=\"https:\u002F\u002Fbooks.google.co.uk\u002Fbooks?id=knatDwAAQBAJ&pg=PA115&lpg=PA115&dq=%E2%80%9Cthe+more+monitoring+present,+the+higher+the+turnover+rate%E2%80%9D&source=bl&ots=ZKQun-bBXW&sig=ACfU3U1yJHwcgzriUU3Mj8-gQNKmmhoBxA&hl=en&sa=X&ved=2ahUKEwiLh-qmk_DyAhWTasAKHWsGB1AQ6AF6BAgCEAM#v=onepage&q=%E2%80%9Cthe%20more%20monitoring%20present%2C%20the%20higher%20the%20turnover%20rate%E2%80%9D&f=false\"\u003Eusing surveillance to monitor workers’ intentions to leave\u003C\u002Fa\u003E. These kinds of strong-arm tactics are likely to breed more distrust and animosity, only making the open door seem more appealing to employees.\u003C\u002Fp\u003E\n\u003Cp\u003EInstead of shutting down conversation, being \u003Ca href=\"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002FLODJ-12-2020-0548\u002Ffull\u002Fhtml\"\u003Emore open about why staff are leaving\u003C\u002Fa\u003E will help dampen rumours. For example, if someone resigns for family reasons, that’s less likely to lead to turnover contagion than quitting due to job dissatisfaction. But if there’s a mysterious hush around  a departure, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210818-why-gossiping-at-work-is-good-for-you\"\u003Epeople will speculate\u003C\u002Fa\u003E and potentially assume the worst. “One of the cautionary notes we have for managers is that they need to be very clear as to why that person left, if it’s a non-work-related reason,” says Chhinzer. “We can turn off turnover contagion when we see that it was a non-work-related reason why a person left.”\u003C\u002Fp\u003E\n\u003Cp\u003EFelps encourages executives to take more positive practical steps to “nip quitting in the bud”, even if doing so seems like a big expense now. “The most obvious ways to build up barriers to leaving include financially and symbolically expressing your appreciation for employees’ remarkable efforts during this difficult time. And while pay increases might cut into profit margins in the short run, I would predict that it is better than risking the kinds of implosions that can happen when turnover contagion gets out of control.”\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe departure of key employees is a critical time to invest in the remaining employees, and in recruiting new staff. Yet too many employers do the exact opposite: try to save money by burdening the existing employees with more work, which \u003Ca href=\"https:\u002F\u002Fwww.reddit.com\u002Fr\u002FAskReddit\u002Fcomments\u002Fnm7u3r\u002Fwhat_happened_at_your_job_that_caused_a_mass\u002Fgzmxb4i\u002F?context=3\"\u003Ecreates a vicious cycle of stress and resignations\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EUnfortunately, F Ali isn’t confident that the collective quitting in the for-profit healthcare sector has led executives to reconsider their approach to retention. “They’re giving bonuses, but they’re not increasing the pay for the existing nurses,” says F Ali. Most of her nurse friends “are quitting their jobs for other jobs that are giving them bonuses and higher wages because their own employers aren’t willing to keep them on at a higher wage”. \u003C\u002Fp\u003E\n\u003Cp\u003EIf a workplace doesn’t address the underlying factors that make turnover contagion more likely among its staff, it may find itself the subject of the next viral TikTok video or Twitter photo after its employees leave in droves. Surely no company wants to be \u003Cem\u003Ethat\u003C\u002Fem\u003E one.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-09-16T16:24:19Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"'Turnover contagion': The domino effect of one resignation","headlineShort":"Why quitting spurs a domino effect","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"When key employees resign or are fired, this can set off a chain reaction known as 'turnover contagion'. This may especially be the case during the pandemic and Great Resignation.","summaryShort":"'Turnover contagion': Why one resignation sparks off others","tag":[],"textToSpeech":false,"creationDateTime":"2021-09-15T20:02:00.797076Z","entity":"article","guid":"962c5e3b-bda4-4c70-be80-b4c86369f659","id":"worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation","modifiedDateTime":"2021-09-15T20:02:00.797076Z","project":"worklife","slug":"20210915-turnover-contagion-the-domino-effect-of-one-resignation","cacheLastUpdated":1634592730235},"worklife\u002Farticle\u002F20210924-are-office-perks-obsolete":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210924-are-office-perks-obsolete","_id":"6154eca245ceed052d014833","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fanna-jones"],"bodyIntro":"Ten years ago, workplaces were all about tangible perks. But now workers want something different from their employers.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor the past decade or so, it has sometimes felt like companies have been in a perks arms race to attract talent. Free snacks, break-room pool tables or in-house gyms: the more ‘fun’ the space and the better the freebies, the thinking went, the more likely people were to want to dedicate their working hours (and then some) to the organisation. \u003C\u002Fp\u003E\n\u003Cp\u003EAs pandemic restrictions ease and bosses try to entice staff back to offices, some companies are turning once again to these kinds of special incentives. Goldman Sachs is giving workers \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fbusiness\u002F2021\u002Fsep\u002F06\u002Fsweet-deal-uk-workers-lured-back-to-office-with-bonuses-and-ice-cream\"\u003Efree ice cream\u003C\u002Fa\u003E; investment company Nuveen has put in new rooftop gardens for employees, \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2021\u002F08\u002F25\u002Fbusiness\u002Freturn-to-office.html\"\u003Ecomplete with beehives\u003C\u002Fa\u003E; while PwC is giving all staff a \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fbusiness\u002F2021\u002Fsep\u002F06\u002Fsweet-deal-uk-workers-lured-back-to-office-with-bonuses-and-ice-cream\"\u003Ecash bonus of £1,000\u003C\u002Fa\u003E as their way of “helping everyone adjust”.  \u003C\u002Fp\u003E\n\u003Cp\u003EYet in recent months, study after study has shown that employees are thinking \u003Ca href=\"https:\u002F\u002Fwww.myhrtoolkit.com\u002Fblog\u002Fbest-workplace-perks\"\u003Efar more holistically\u003C\u002Fa\u003E about potential jobs. \u003C\u002Fp\u003E\n\u003Cp\u003E“I think nowadays people are beginning to see beyond ‘come and work in our jazzy office’, or ‘Fruit Fridays’,” says Zofia Bajorek, senior research fellow at the Institute for Employment Studies in Brighton, UK. Rather than gimmicky perks, people are now looking for workplaces that accommodate their changing, individualised needs. And potential employees are more prepared than ever to \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2021\u002F05\u002Fwhat-your-future-employees-want-most\"\u003Eprioritise these requirements \u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2021\u002F05\u002Fwhat-your-future-employees-want-most\"\u003Eover job status or pay\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003ESo, does that mean the office perk as we know it is redundant as an incentive – or is it simply evolving into something that looks very different? If so, what \u003Cem\u003Ecan\u003C\u002Fem\u003E companies offer their staff to entice them on board, or even back to their desks? \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe ‘nice to haves’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIt’s widely known the pandemic has made many people re-evaluate their working lives. Much has been written about the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003EGreat Resignation\u003C\u002Fa\u003E, as workers consider leaving their jobs, rather than return to commuting and long – and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Eoften performative\u003C\u002Fa\u003E – office-based hours. Employers are well aware, and many are scrambling for new ways to retain employees. \u003C\u002Fp\u003E\n\u003Cp\u003EOne technique for those companies who want to lure their people back is to promise them a more enticing workplace. But Linda Morey-Burrows, principal director of London-based interior design firm MoreySmith, says they cannot just rely on the sort of in-office attractions they offered before. \u003C\u002Fp\u003E\n\u003Cp\u003EPeople working at home have managed just fine – and remained productive – without free coffee and massages. Many are also less stressed. But the downside of homeworking, for some, has been the isolation, or juggling work around family duties or housemates. So, a tempting office will be one that is “an extension of your home, but without the chaos”, says Morey-Burrows, offering an environment, social atmosphere or technological provision that can’t be found elsewhere.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210924-are-office-perks-obsolete-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09wwf4r"],"imageAlignment":"centre","imageAltText":"Two workers in a nice office","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210924-are-office-perks-obsolete-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EA recent MoreySmith survey showed Covid-conscious \u003Ca href=\"https:\u002F\u002Fwww.moreysmith.com\u002Fthe-evolving-normal\u002F\"\u003Eemployees now want office provisions\u003C\u002Fa\u003E like good-quality showers and bike racks (so they can avoid crowded public transport), as well as access to open spaces and windows that actually open. But Morey-Burrows says the major practical perk companies can offer is “a feeling of safety and comfort” in which to work. “The workplace is so important to be able to create either a sanctuary for some, where they can have peace and quiet, and for others to have the sense of energy, belonging and social interaction,” she says. \u003C\u002Fp\u003E\n\u003Cp\u003ESome companies are also hoping that a revamp of their wellbeing packages will appeal to workers. But Bajorek, who has studied such schemes, is fairly cynical about whether these kind of perks – or indeed the provision of more people-centric offices – can really benefit recruitment and retention. \u003C\u002Fp\u003E\n\u003Cp\u003EWhile they might be the “nice to haves”, she says, they’re pointless if employees are feeling overworked, burned out, over-monitored or undermined. She believes companies instead need to focus on the elements workers increasingly see as valuable; training, progression, some autotomy and, perhaps most importantly, flexibility.  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EEmployee-specific flexibility\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIndeed, ‘flexibility’ has become one of the corporate buzzwords of the pandemic. Future Forum, Slack’s consortium researching the future of work, recently surveyed 10,000 knowledge workers worldwide to ask what mattered to them most in a job. “Flexibility is very important to people,” says Brian Elliott, vice-president at Slack and executive leader of Future Forum. “In terms of a benefit and a perk, after compensation it’s the second-most important thing in our \u003Ca href=\"https:\u002F\u002Ffutureforum.com\u002F2021\u002F06\u002F15\u002Ffuture-forum-pulse\u002F\"\u003Eresearch results\u003C\u002Fa\u003E.” \u003C\u002Fp\u003E\n\u003Cp\u003EElliott says for a communication company, Slack itself used to be remarkably office-based, with only 5% of staff working off site, and those on site benefiting from in-house baristas, snacks bars and sweeping views. But as Covid-19 spread and employees were stuck at home, the company quickly introduced perks that reflected this new demand for flexibility.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210924-are-office-perks-obsolete-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In terms of a benefit and a perk, after compensation [flexibility is] the second-most important thing in our research results – Brian Elliott","id":"worklife\u002Farticle\u002F20210924-are-office-perks-obsolete-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThese included “Friyays”, a once-a-month company-wide Friday off where “everything goes quiet” so no-one fears missing out, as well as no-question emergency leave, where “if you needed time off, we gave you time off”. To counter fears remote working would mean losing \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210804-hybrid-work-how-proximity-bias-can-lead-to-favouritism\"\u003Ecareer-enhancing face-time\u003C\u002Fa\u003E with colleagues or bosses, the company introduced a “one dials in, all dial in” policy for meetings to “level the playing field”. \u003C\u002Fp\u003E\n\u003Cp\u003EBut the company also recognises that working from home has been a fairly miserable experience, rather than a perk, for some staff. So, it has partnered with WeWork to give all staff on-demand access to a coworking space. Elliott says it’s been “a huge relief” to the people who really need to get out of the space they were working in. \u003C\u002Fp\u003E\n\u003Cp\u003EElliott sees this sort of employee-specific flexibility as central to the future of workplace perks, particularly as flexibility has proved so beneficial to previously disadvantaged groups in the workplace, like working mothers and caregivers. But in the battle for talent, he adds, employers will also need to demonstrate very clearly how they are giving their staff “self-determination” over their careers, clarity over their responsibilities and transparency over performance evaluation. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EValues and purpose\u003C\u002Fstrong\u003E\u003Cstrong\u003E\u003Cbr \u002F\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EExperts also point to other important factors employees are now weighing in their post-pandemic choice of workplace. These are factors that employees connect with on a deeper, values-driven level, instead of obvious perks. Rather than focusing on decked-out offices or corporate retreats, they say, people want to feel that they’re working at a place they care about. \u003C\u002Fp\u003E\n\u003Cp\u003EElliott believes many of Slack’s employees were drawn to the company’s mission to “make people’s working lives simpler”. He believes it’s important for employers to recognise that the need for purpose goes even deeper than that for many. \"People are looking for places where they feel like they not only belong with the company, but they have the opportunity to make a difference in the world,” he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210924-are-office-perks-obsolete-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09wwfg3"],"imageAlignment":"centre","imageAltText":"A happy worker at an office desk","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210924-are-office-perks-obsolete-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBajorek, of the Institute for Employment Studies, agrees young people in particular “really value” contemporary issues like climate change and racial equality, and want to be seen to work for organisations that actively support these causes. While that might not be a perk, per se, research suggests that employers who give their staff the means – and time – to engage in activities that speak to their morals and values may well have an upper hand in \u003Ca href=\"https:\u002F\u002Fwww.gartner.com\u002Fsmarterwithgartner\u002Fcorporate-advocacy-of-social-issues-can-drive-employee-engagement\"\u003Eemployee engagement\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EAll of this, of course, places fresh demands on already stretched management. It is, after all, far easier to buy a round of drinks or negotiate a deal with a local gym than it is to cater to potentially hundreds of dispersed employees with disparate needs and requests. And there’s also the risk that offering different perks to different people could create resentment, undermining all the benefits of the perks. \u003C\u002Fp\u003E\n\u003Cp\u003EElliott says the new demands hybrid working places on managers to monitor workers on their output rather than their presence is going to force many to develop an entirely new skill set.  Having a boss who can both articulate goals and objectives and anticipate their employees’ emotional and professional needs may well be \"the biggest perk\" for individuals, he says. \u003C\u002Fp\u003E\n\u003Cp\u003EBajorek says the pandemic has crystallised what 20 years of research into workplace dynamics has been saying: “If you want someone to do a good job, you don’t need to give them perks, you have to give them a good job to do.” So, as the world gradually re-opens, she says, employers should actively engage their staff in discussions about what perks they actually want, and will make use of, but also listen to what they want from their job overall. \u003C\u002Fp\u003E\n\u003Cp\u003E“What the pandemic has really highlighted is you want to have an organisation that trusts in you, that gives you voice, that listens to your concerns and actually values the work that you do,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210924-are-office-perks-obsolete-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-09-30T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Are office perks obsolete?","headlineShort":"Are office perks obsolete?","image":["p09wwdk4"],"imageAlignment":"centre","imageAltText":"An office worker playing table football","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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year","worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation","worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point"],"relatedTag":null,"summaryLong":"Ten years ago, workplaces were all about tangible perks. But now workers want something different from their employers.","summaryShort":"If companies want workers back in seat, it will take more than unlimited snacks","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-09-29T22:45:46.538918Z","entity":"article","guid":"4f28b3e9-dfb6-44eb-99fc-6b21a179ca96","id":"worklife\u002Farticle\u002F20210924-are-office-perks-obsolete","modifiedDateTime":"2021-09-29T23:17:21.17886Z","project":"worklife","slug":"20210924-are-office-perks-obsolete","cacheLastUpdated":1634592730234},"worklife\u002Farticle\u002F20210810-why-the-great-remote-work-experiment-may-have-been-flawed":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210810-why-the-great-remote-work-experiment-may-have-been-flawed","_id":"6153601345ceed693270c022","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"We've lived through a global remote-work experiment. But is our assessment of work-from-home flawed since we didn't have a choice?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESince the pandemic hit, people around the world have been taking part in a ‘Great Remote Work Experiment’. We’ve learned a lot, about things like productivity, communication and boundaries. We’ve proved we can do get our jobs done, something that has fueled global conversations about work structures once Covid-19 subsides.\u003C\u002Fp\u003E\n\u003Cp\u003EYet there’s one thing we keep forgetting. We weren’t just working from home – we were working from home during a pandemic. The experiment began almost overnight, with minimal preparation or support. We worked at our kitchen tables, sometimes watching our children, as we sheltered from a virus. Everyone was in the same boat, working remotely without choice.\u003C\u002Fp\u003E\n\u003Cp\u003EThat means that although we did work from home, our experiences were shaped within a very specific, unique and communal set of circumstances. When the world re-opens, these circumstances will change – meaning that remote work may feel rather different. Some experts suggest we need to reflect on which parts of our ‘experiment’ may have been unrepresentative of long-term remote work in a pandemic-free society. Others suggest that our pandemic ‘experiment’ taught us more about remote work than we could ever have imagined, and propelled work-from-home into the mainstream in a vastly accelerated manner.\u003C\u002Fp\u003E\n\u003Cp\u003EBoth good and bad effects have come from the great work-from-home experiment occurring during a global medical emergency. Experts say pinpointing these could better inform our future work practices.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy the pandemic isn’t the best guide\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOn one hand, we crash-landed into remote work because of the pandemic. This could mean we’re not best placed to judge how well or poorly it works under ‘normal’ circumstances.\u003C\u002Fp\u003E\n\u003Cp\u003E“There was this enormous uncertainty – the stress that we all felt of ‘what’s going to happen to society?’,” says Martha Maznevski, professor of organisational behaviour at the University of Western Ontario. The last 18 months have been tough for many of us; some have faced health-related anxiety, loneliness and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210216-how-boredom-can-be-a-force-for-good-or-bad\"\u003Eboredom\u003C\u002Fa\u003E, while others have been juggling children and homeschooling with professional responsibilities. And all of us had to rapidly adjust to new ways of working.\u003C\u002Fp\u003E\n\u003Cp\u003EWorkstations, for example, weren’t necessarily standing desks in home offices; they were stacks of books on kitchen tables, or even \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210217-is-it-bad-to-you-work-from-your-bed-for-a-year\"\u003Eour beds\u003C\u002Fa\u003E. Zoom made conversations – professional or personal – \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting\"\u003Efeel foreign and exhausting\u003C\u002Fa\u003E, but we couldn’t leave our homes for fear of contracting the virus. It’s fair to assume these factors will have shaped people’s ability to work, and their resultant view of remote work, in diverse ways – and some may never want to work away from the office again. \u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210810-why-the-great-remote-work-experiment-may-have-been-flawed-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210810-why-the-great-remote-work-experiment-may-have-been-flawed-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENot all of these ‘forced’ conditions were bad, however. Because knowledge workers went remote by necessity, regardless of company or industry, everyone was facing the same challenges, and people pulled together to find solutions. Yet this benefit may have been unique to the pandemic; once we return to a world in which people have different working situations, our ways of working will begin to diverge again, and integrating remote work may become more complicated. \u003C\u002Fp\u003E\n\u003Cp\u003E“The all-remote was fine; now we’re getting into the mix [of remote and non-remote], and that takes a lot more thought,” says Anita Woolley, associate professor of organisational behaviour and theory at Carnegie Mellon University, US. Now, as some firms begin \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fhello-hybrid\"\u003Ehybrid working\u003C\u002Fa\u003E, employees may soon realise that it’s going to be harder to pull off remote work when some people are at home while others are in the office, where it’s easier to build relationships, collaborate and even \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210305-why-in-person-workers-may-be-more-likely-to-get-promoted\"\u003Eadvance in the company\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, the working hours we put in while remote were linked to the fact that we were stuck at home. While there’s data to suggest that \u003Ca href=\"https:\u002F\u002Fwww.fastcompany.com\u002F90601567\u002Fhow-covid-19-has-us-doing-more-in-less-time\"\u003Ewe were more productive\u003C\u002Fa\u003E during the pandemic, and that some companies \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2020\u002F12\u002Fthe-pandemic-is-widening-a-corporate-productivity-gap\"\u003Ewere more productive than others\u003C\u002Fa\u003E, that could be due to \u003Ca href=\"https:\u002F\u002Fwww.economist.com\u002Fgraphic-detail\u002F2020\u002F11\u002F24\u002Fpeople-are-working-longer-hours-during-the-pandemic\"\u003Epeople working longer hours each day\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2021\u002F02\u002Fbeyond-burned-out\"\u003Eto the point of burnout\u003C\u002Fa\u003E. There were few leisure options available, plus we were worried about our jobs, which meant many people defaulted to working longer hours. We can’t necessarily conclude that widespread remote work makes people more productive, even if we do save time on things like daily commutes.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, does that all mean that we’ve conditioned companies and workers to think of remote work in a certain way that isn’t necessarily indicative of the future? We’ve developed preferences about working from home that might be based on experiences that aren’t necessarily representative of what remote work is supposed to look like – we’re not going to be glued to Zoom during lockdowns forever, after all.\u003C\u002Fp\u003E\n\u003Cp\u003EIt could be that we’re in for a surprise – unpleasant or otherwise – when we experience remote work after the pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210810-why-the-great-remote-work-experiment-may-have-been-flawed-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The all-remote was fine; now we’re getting into the mix [of remote and non-remote], and that takes a lot more thought - Anita Woolley","id":"worklife\u002Farticle\u002F20210810-why-the-great-remote-work-experiment-may-have-been-flawed-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EDon’t pull the alarm yet\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYet not all experts are concerned about whether our pandemic work-from-home experiences could distort our view of remote work. Some argue that the context in which we worked shouldn’t discount our experiment – if anything, it should help guide how we roll out long-term remote work policies going forward.\u003C\u002Fp\u003E\n\u003Cp\u003E“In what ways can we use this dataset and generalise from it, and in what ways can we not?” says Maznevski. “Not that we throw it all out – but what parts of it are going to generalise to a non-pandemic situation?”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210810-why-the-great-remote-work-experiment-may-have-been-flawed-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210810-why-the-great-remote-work-experiment-may-have-been-flawed-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENicholas Bloom, professor of economics at Stanford University in California, points to “three golden rules” that, pre-pandemic, were believed to be crucial for successful remote work. First, having a working space that wasn’t the same room as where you slept; second, having high-speed broadband; third, six or more months of experience on the job so that you knew what you were doing.\u003C\u002Fp\u003E\n\u003Cp\u003EThe pandemic proved all three were, in fact, not required – and if it weren’t for the unique nature of the pandemic, we never would have been able to figure that out, says Bloom. Now, moving forwards, we can look at the difficult remote-work conditions during the pandemic, and use what we’ve learned to improve our set-ups. Bloom says he thinks it’s “incredibly positive” that pandemic remote work has been “more successful than anyone ever predicted”.\u003C\u002Fp\u003E\n\u003Cp\u003EHe suggests that the forced remote-work experiment is like comparing two versions of a smartphone. Say you bought an original smartphone years ago, and thought it was convenient at the time, but then one day you buy the newest, shiniest model, and suddenly realised how much \u003Cem\u003Emore\u003C\u002Fem\u003E convenient it is than the original. That’s what remote work after Covid-19 could be like – we’ll only be able to improve and iterate on what was surprisingly successful during the pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003EBloom also believes that, without the unique pressure-cooker environment of the pandemic, there wouldn’t have been as many leaps in remote-work technological innovation. He and his colleagues point out in a 2021 working paper that the number of US patent applications for technologies supporting telework, video conferencing and working from home \u003Ca href=\"https:\u002F\u002Fbfi.uchicago.edu\u002Fwp-content\u002Fuploads\u002F2020\u002F09\u002FBFI_WP_2020133.pdf\"\u003Edoubled between January and September 2020\u003C\u002Fa\u003E. Even “Zoom is a lot better now than a few months ago”, says Bloom.\u003C\u002Fp\u003E\n\u003Cp\u003EKevin Johnson, associate professor of management at HEC Montréal business school, says that the pandemic gave remote work a wave it wouldn’t have had otherwise. “We’ve got the momentum to use in the coming months, weeks, to try and build something more integrated in our management system and our leadership styles,” he says.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the end, we can acknowledge both perspectives; that while working remotely during the pandemic distorted many people’s views of what long-term remote work would look like, the unusual ways the pandemic affected the telework experience can serve as learning points for the future.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s important to identify the pieces of the Great Remote Work Experiment that were unique to the pandemic. After all, we might be tempted to look at those elements, and assume that they’ll always be a part of remote work. That’s why we need to pay attention to the parts of the day-to-day that pan out better or worse than we think, and flag it with a manager early. Communication and flexibility will be key. Just because certain factors helped remote work spread more quickly than it would otherwise, doesn’t mean those factors will stick around forever.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210810-why-the-great-remote-work-experiment-may-have-been-flawed-6"}],"collection":[],"disableAdverts":false,"displayDate":"2021-08-12T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why the 'Great Remote Work Experiment' may have been flawed","headlineShort":"Are our views on remote work distorted?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"We've lived through a global remote-work experiment. But is our assessment of work-from-home flawed since we didn't have a choice?","summaryShort":"What if being forced to work from home isn't the same as choosing it?","tag":[],"textToSpeech":false,"creationDateTime":"2021-08-11T19:57:02.863638Z","entity":"article","guid":"6cb86233-dd31-47c1-a693-452625f760ab","id":"worklife\u002Farticle\u002F20210810-why-the-great-remote-work-experiment-may-have-been-flawed","modifiedDateTime":"2021-09-02T05:27:41.007354Z","project":"worklife","slug":"20210810-why-the-great-remote-work-experiment-may-have-been-flawed","cacheLastUpdated":1634592730235},"worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs","_id":"61535ff145ceed53723cb860","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkate-morgan"],"bodyIntro":"For many, the pandemic has deteriorated our relationship with our jobs. Can you re-ignite the spark – and should you even try?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EIt wasn’t long into the pandemic that Danielle, a 31-year-old public-school teacher in New Jersey, US, realized almost everything she loved about her job had disappeared.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“I still loved teaching, but the circumstances didn’t allow me to do my job the way I wanted to do it,” she says. “The way I think students learn best is through talking to each other and asking questions, and we couldn’t do any of that. They weren’t allowed to work in groups, they barely talked. I felt like Charlie Brown’s teacher from Peanuts: ‘wah waah waaah wah...’ It was awful.”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EShe never doubted teaching was her calling before the pandemic, but Danielle began to dread going to work.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThroughout the past year and a half, many employees have similarly felt their relationships to their once-loved jobs deteriorate, as work has become remarkably different. Some found pre-existing disinterest amplified, while others discovered a new level of distaste for their positions or entire fields. And although not every worker has to \u003Cem\u003Elove \u003C\u002Fem\u003Etheir position, keeping the relationship positive – or at least neutral – is key for many to get through the day.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EMillions of workers now at odds with their professions are in tough situations: it can be unnerving to be in a job you no longer feel connected to, especially if you don’t have an alternative on the horizon; and difficult to know whether you’re just going through a phase of disinterest, or if your spark is permanently out.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ESo, what next? Is there a way to re-ignite your passion for a job you once felt good doing – and should you even\u003Cem\u003E try?\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EWaning interest\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThere’s a very clear and current phenomenon of people experiencing a waning interest in their work, says Jon M Jachimowicz, assistant professor of organizational behavior at Harvard Business School.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“Particularly in the beginning of Covid, people started spending a lot more time at home and that gave them a lot more downtime,” he says. “When you’re in the office and it’s hectic, you don’t have as much space and time to think. It’s hard to zoom out and think about the next month, year or five years of your life. Being at home kind of forces that on you, for better or worse. It made people start to question: how can I live a life or have a career that’s in line with what I’m actually interested in?”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09t8js8"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EIn addition to increased worker introspection, Stacey Lane, an Oregon, US-based career coach and consultant, says a drop in interest could be because many jobs were stripped down to their most essential components. Workers who may have said they enjoyed their jobs before going remote realized it wasn’t the work itself they liked.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“Suddenly, people were no longer going into a workplace, and they no longer had those social connections. And for a lot of people, that’s what ties them to their job, whether they realize it or not,” she says. “It wasn’t the actual job they were doing – it was the culture, the people, and you just can’t translate that into remote work. It’s all really a package, until it’s not, and then you’re like, ‘eh, I’m actually not interested in this at all’.” \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EStill, others lost interest, says Jachimowicz, because doing their jobs during the pandemic became unusually tough, and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003Eemployers didn’t do enough to help\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“We’re seeing it a lot in people who don’t feel supported, or who feel overworked,” he says. “The most common thing I hear these days is that employees are burned out, either because the workload has increased, or because this thing we call a psychological contract – all the unwritten trust that exists between organization and employee – has been breached. People react with a loss of interest and a desire to leave their jobs.”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThis is especially evident, adds Jachimowicz, in professions people tend to enter largely because of an interest in the work, be it the field or the company itself. Nursing and teaching, he says, are examples of jobs that have seen an exodus of formerly passionate people. “There’s been a lot more early retirements from teachers,” he says. “Would this have happened in non-Covid years? Probably not.” \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EQuit\u003C\u002Fstrong\u003E\u003Cstrong\u003E or re-kindle?\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EStaying at a job while your interest in work wanes is difficult, especially if that disinterested feeling has popped up suddenly.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There may be ways to fire up a positive relationship with your job – even if it means simply making it more palatable for now","id":"worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EThe most obvious solution, of course, is to leave. This is what Lane has seen happen on a mass scale during \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003E“the Great Resignation”.\u003C\u002Fa\u003E Lane has observed many with poor relationships to their jobs choose to quit in the past several months, including clients who “hated their jobs before the pandemic, but for one reason or another wouldn’t quit”. The “major disruption” of the pandemic has opened a door for change for many workers – and many people who don’t like their jobs are choosing to walk through it.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EBut, adds Lane, losing interest in a job is a normal reaction to the pandemic shake-up. It doesn’t necessarily mean you need to quit or change careers. There may be ways to fire up a positive relationship with your job – even if it means simply making it more palatable for now, while you look for an alternative.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EShe suggests it can help to take stock of the things you like most about your work, even if you haven’t gotten to experience them for a while. Reminding yourself of what captured your interest in the first place can motivate you to rediscover those things about your job. “It’s getting clarity about what you liked, and what you’re missing now,” she says, and “using that information for self-reflection.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09t8jr9"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EIf what you enjoyed was collaboration, for instance, you could ask to be assigned to more group projects. If it was face time with a mentor or mentee, you can work to make more time for that. And even if the ongoing pandemic means it’s not possible yet, simply recalling what you once loved can rekindle the feeling.  \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThis was a huge component of what saved Danielle’s relationship with her teaching job. At first, Danielle felt detached and checked out, but as the pandemic wore on, she says, taking stock of her feelings helped her become more passionate than ever. “It made me feel like, wow, this year is terrible, but I love my job so much,” she says. Pining for what previously seemed routine – working with students in small groups, talking and laughing during class, even the ability to teach in person, rather than online – helped her realize the joy she derives from even the mundane aspects of work. “Thinking about all of the things I missed, all of the time, made me realize how much I do love my job in a regular time.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Is it good for people to be passionate about their work? Of course. But is it necessary? Of course not – Jon M Jachimowicz","id":"worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003ERe-lighting the spark might also require switching up your routine, and finding something to get excited about. That might take the form of a side project, or a new collaborative effort with your colleagues. \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“Working toward a shared vision and goal is really motivating,” says Lane. “Stretch projects and new initiatives are where I think most people find the most interest. That’s when innovation happens, because you get a bunch of engaged employees who are just, like, on fire about something.”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EGiving yourself permission\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThere’s quite a bit of grey area in between a job worth quitting and a job with which you could fall back in love. Realistically, some workers who’ve become disinterested in their jobs are going to remain that way, and still work, anyway. And that’s not necessarily a bad thing.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“I have friends who realized throughout this year that your job doesn’t necessarily have to be your passion,” says Danielle. “They’ve realized, ‘I can just kind of phone in my job, and it’s funding all the things I \u003Cem\u003Ewant\u003C\u002Fem\u003E to do, so as long as I keep getting a paycheck every two weeks, that’s fine.’”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EIt’s perfectly acceptable, agrees Jachimowicz, and for some people, it may be preferable.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“Is it good for people to be passionate about their work? Of course,” he says. “But is it necessary? Of course not. Some people don’t want to pursue their passion at work. Others don’t have the opportunity. And let’s be real: there are plenty of things for people to be passionate about other than work.”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EIf your interest in work has waned, it’s time to have an honest conversation with yourself about your needs, says Jachimowicz. “What needs is your job meant to fulfill? Just financial needs? Then great,” he says. “Do you need it to fill your need for connection? Aspirational needs? Your values?” One thing Covid is helping to clarify, says Jachimowicz, is that certain jobs can meet all these needs, and “people either want one, or realize they don’t need one.” You just have to make the distinction, and then make a decision.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-08-31T16:24:02Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why so many workers have lost interest in their jobs","headlineShort":"Why it's OK to lose passion for a job","image":["p09t8jqv"],"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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210701-the-damaging-effects-of-boreout-at-work","worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point","worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard"],"relatedTag":null,"summaryLong":"For many, the pandemic has deteriorated our relationship with our jobs. Can you re-ignite the spark – and should you even try?","summaryShort":"Why the pandemic has deteriorated our relationship with our jobs","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-08-30T20:04:34.730372Z","entity":"article","guid":"e8f890c5-5646-4e83-90c6-98ce3239d05d","id":"worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs","modifiedDateTime":"2021-09-02T05:28:31.457207Z","project":"worklife","slug":"20210826-why-so-many-workers-have-lost-interest-in-their-jobs","cacheLastUpdated":1634592730246},"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting","_id":"6153626345ceed1870361ca8","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkate-morgan"],"bodyIntro":"Workers are increasingly scrutinising benefits packages as they evaluate employment opportunities. What's reasonable to ask for?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe ‘Great Resignation’, which has seen millions of people leave their positions, has put US job vacancies at a 20-year high and left companies scrambling for recruits. The narrative around this mass exodus has largely been that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003Eemployers failed employees\u003C\u002Fa\u003E, so they’re going elsewhere to find better options. \u003C\u002Fp\u003E\n\u003Cp\u003EBut better doesn’t always mean more money; more often, it means a better benefits package. Employees are increasingly seeking a new set of perks to match their actual needs, and bargaining for the things that really matter to them, like improved leave policies and flexible working.   \u003C\u002Fp\u003E\n\u003Cp\u003EOf course, while companies have a vested interest in maintaining happy, healthy employees, the bottom line still reigns supreme. But in the wake of the pandemic – and the way it’s shaken up the employment market – companies and workers are finding themselves in a new kind of negotiation, as employees figure out what’s reasonable to ask for, and companies decide how much to give.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBenefits for individuals\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough workers are looking for additional support across the globe, this issue is especially crucial in the US, where many workers count on their employers for assistance and healthcare access that isn’t provided for on a government level.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile basic benefits, including things like health and dental coverage, remain foundational parts of American worker benefits, overall packages are getting more specific and individualised to single employees’ needs, says Tim Allen, CEO of benefit services site Care.com. “For years, benefit offerings have been determined en masse, catered to a group. Now, individuals are coming to the table and saying, ‘I need this for my life and my family’.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09wkwv5"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EToday, employees, both existing and new hires, are negotiating for benefits like mental-health and wellness services, flexible working and paid leave that best suit their daily lives. It’s a trend that’s been building over \u003Ca href=\"https:\u002F\u002Fwww.prnewswire.com\u002Fnews-releases\u002Fnew-decade-promises-expansion-and-diversification-of-voluntary-benefits-301002747.html\"\u003Eseveral years\u003C\u002Fa\u003E, says Allen, as talent recruitment and retention have become a top priority. The pandemic significantly accelerated things, he adds, and a side effect is workers being seen as the individuals they are, rather than just parts of a whole.\u003C\u002Fp\u003E\n\u003Cp\u003E“I think seeing people on Zoom at home has really individualised them,” he says. “I think that normalisation also really engendered people to go and say ‘Hey, I need this benefit or this thing’. And companies go, ‘I get it, I understand’.” \u003C\u002Fp\u003E\n\u003Cp\u003EThis new appreciation of employees’ individual circumstances is reflected in how companies provide things like mental-health benefits, says Alex Alonso, chief knowledge officer of the Society for Human Resource Management (SHRM). \u003C\u002Fp\u003E\n\u003Cp\u003ERight now, he says, one of the main perks people want is a mental-health benefit that’s effective and on-demand. “Covid caused alienation, loneliness, anxiety – there’s a massive group of employees that need really effective mental-health benefits that will actually produce results. And these benefits are being hammered out on a team-member level, versus the team as a whole.”\u003C\u002Fp\u003E\n\u003Cp\u003EMore and more companies are offering these kinds of provisions, he says, where in the past they might have been seen as fringe benefits lumped in with things like fitness programmes and transport subsidies.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Now, individuals are coming to the table and saying, ‘I need this for my life and my family’ – Tim Allen","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“I think the gap between mainstream [benefits] and fringe is shrinking,” says Allen. “The baseline benefits like healthcare and dental are things companies know they have to have to attract talent. Now the employers of choice are going, ‘OK, we need to expand the benefit package to encompass the other aspects of life. How do we provide subsidies for childcare? Senior care benefits?’” \u003C\u002Fp\u003E\n\u003Cp\u003EOne benefit that’s significantly expanding is flexibility. Traditional offerings like paid holiday and sick leave “are just a starting point”, says Jonathan Bennett, head of employee benefits at insurance company The Hartford. Increasingly, benefits are growing to include “paid time off for other purposes, like being able to take care of children, a partner, a parent. Those kinds of needs are becoming much more present”.\u003C\u002Fp\u003E\n\u003Cp\u003EDespite the continued \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210624-why-doesnt-the-us-have-mandated-paid-maternity-leave\"\u003Elack of a nationwide parental leave policy\u003C\u002Fa\u003E, that area has undergone one of the biggest shifts; nearly 40% of companies have increased their childcare-leave options. “In the last five years, that’s almost doubled in terms of the number of employers offering that paid maternity leave that’s beyond what’s provided by [disability or state] law,” says Alonso. “That’s now offered by \u003Ca href=\"https:\u002F\u002Fwww.shrm.org\u002Fabout-shrm\u002Fpress-room\u002Fpress-releases\u002Fpages\u002Fshrm-study-finds-employer-provided-benefits-have-dramatically-changed-and-expanded-during-covid-19-pandemic.aspx\"\u003E53% of employers\u003C\u002Fa\u003E.”\u003C\u002Fp\u003E\n\u003Cp\u003EHybrid- or remote work is another area where provisions are evolving. According to SHRM’s 2020 employee benefits report, 78% of employers have shifted and expanded their telework options since 2019. It’s perfectly reasonable, especially in light of the recent 18-month stretch that proved most of us can do our jobs effectively from anywhere, to ask for home working days. And it’s not just about whether you can be physically out of the office, but whether the company has benefits that help you thrive outside it.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09wkwvn"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Expanded telework options as a benefit are being enhanced,” says Alonso. “Companies are giving people access to remote work sites, remote work technology – a variety of tools.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EChanged expectations\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s important, says Alonso, to put the question of what constitutes a reasonable request into context. Decades ago, it may have seemed unreasonable to ask an employer for personalised benefits, but things are very different now. \u003C\u002Fp\u003E\n\u003Cp\u003E“We’re seeing a shift in the way employers are viewed by their employees,” Alonso says. “Fifty years ago, the protector of an employee’s rights and wellbeing was the government. Now, employers are the group most often cited as being responsible for employee’s wellbeing.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn other words, there’s an expectation that our companies will sustain us even when we’re not at work. That’s at least partly because the line between work and life has become so blurred. We’re working longer hours than ever and, for many of us, allowing our jobs to extend well into our ‘off’ hours and the other areas of our lives. As a result, says Alonso, “employees are entering into a partnership where the workplace is saying, ‘Hey, we’re not just going to take care of you in your work, but in your life’”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s not just about whether you can be physically out of the office, but whether the company has benefits that help you thrive outside it","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOf course, benefits like flexible working and paid time off don’t matter if company culture discourages you from taking advantage of them, says Bennett; that is the bigger shift employees are pushing for. “We found there still is a hesitancy to use some of this flexible paid time off. It’s not just about having the time; it’s about having a corporate culture that makes employees feel like they can \u003Cem\u003Euse\u003C\u002Fem\u003E the time.”\u003C\u002Fp\u003E\n\u003Cp\u003EEqually, people are still looking for a pay cheque, and capitalism isn’t going anywhere. But it’s far from the only thing that matters. Employees are asking for assurances, says Alonso, that companies will invest in them long-term. \u003C\u002Fp\u003E\n\u003Cp\u003EAsking companies to care for us is reasonable, particularly now. “Especially in this Great Resignation, people are changing jobs because they know they have choices,” says Allen. It’s the companies that recognise this, engage with employees over what will actually benefit them and do their best to provide that will recruit and retain the best talent. \u003C\u002Fp\u003E\n\u003Cp\u003EBenefit offerings, says Allen, “show you who you are to a company, and how they want to take care of you. People are looking around and going, ‘OK, you can match my salary and bonus, but if you can’t match these benefits, I’ll take the chance with someone who will’.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-09-24T16:00:40Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"What workers really want to keep from quitting","headlineShort":"The benefits workers really want","image":["p09wkwtw"],"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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation","worklife\u002Farticle\u002F20210810-why-the-great-remote-work-experiment-may-have-been-flawed","worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs"],"relatedTag":null,"summaryLong":"Workers are increasingly scrutinising benefits packages as they evaluate employment opportunities. What's reasonable to ask for?","summaryShort":"Amid the Great Resignation, employers need to rise to the occasion","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-09-23T20:53:22.850877Z","entity":"article","guid":"855e9100-9b55-4751-a33e-6dd0fa26a9ad","id":"worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting","modifiedDateTime":"2021-09-23T21:40:38.262189Z","project":"worklife","slug":"20210923-what-workers-really-want-to-keep-from-quitting","cacheLastUpdated":1634592730235},"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard","_id":"6153618b45ceed148d1da1c3","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Quitting – particularly without a job to go to – can be emotionally challenging and carry stigma. Can the Great Resignation change that?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs soon as gyms in the UK went into lockdown in 2020, personal trainer James Jackson quit his job. “I just knew that I had to transition to an online way of working,” says Jackson, 33, from Manchester. “The gym is a busy place, and I couldn't imagine it being as popular again. I felt that If I hung around too long, I'd miss out on a good opportunity.” \u003C\u002Fp\u003E\n\u003Cp\u003EBut making the decision to leave was difficult. Jackson had spent eight years building a thriving career and a loyal client base. “It was terrifying to quit,” he says. “Being a personal trainer was all I knew.” He also found other people’s opinions hard to handle. “My boss thought that I was making a rash decision and letting my emotions get the better of me,” he says. Most of his colleagues agreed. “They thought that I was rushing into a bad decision. I was already anxious at having quit and their remarks put more doubt in my head.” \u003C\u002Fp\u003E\n\u003Cp\u003EUnless you’re walking into a glossy, new, upgraded role, leaving a job to head in a different direction can be hard, upsetting and even leave people feeling like a failure. Faced with the prospect of quitting, Denver, Colorado-based organisational psychologist Melissa Doman, MA, says, “typically speaking, people still self-criticise. For many people, their job is \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210409-why-we-define-ourselves-by-our-jobs\"\u003Eheavily tied to their identity\u003C\u002Fa\u003E and their self-efficacy”.\u003C\u002Fp\u003E\n\u003Cp\u003EStill, despite these factors, indications are that many people want to leave their jobs. In fact, \u003Ca href=\"https:\u002F\u002Fwww.microsoft.com\u002Fen-us\u002Fworklab\u002Fwork-trend-index\"\u003E41% of all workers\u003C\u002Fa\u003E are thinking about handing in their notice, according to a recent global survey by Microsoft. In the US, \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fjolts.t04.htm\"\u003Ea record number of workers\u003C\u002Fa\u003E quit their jobs in April 2021, and similar waves are anticipated in nations including the \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?q=https:\u002F\u002Fwww.techrepublic.com\u002Farticle\u002Ftech-workers-are-getting-ready-to-quit-heres-what-is-pushing-them-to-leave-their-jobs\u002F&sa=D&source=editors&ust=1629054304493790&usg=AOvVaw33M_Tsdon_-Q1vJKImSBxV\"\u003EUK\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?q=https:\u002F\u002Fwww.techrepublic.com\u002Farticle\u002Ftech-workers-are-getting-ready-to-quit-heres-what-is-pushing-them-to-leave-their-jobs\u002F&sa=D&source=editors&ust=1629054304493790&usg=AOvVaw33M_Tsdon_-Q1vJKImSBxV\"\u003EIreland\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?q=https:\u002F\u002Fwww.gartner.com\u002Fen\u002Fnewsroom\u002Fpress-releases\u002F2021-04-29-gartner-hr-survey-shows-a-quarter-of-australian-emplo&sa=D&source=editors&ust=1629054304493876&usg=AOvVaw2Y_8OPa8RygX4htzYckfoJ\"\u003EAustralia\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?q=https:\u002F\u002Fwww.hays.net.nz\u002Fpress-release\u002Fcontent\u002Fkiwis-will-quit-their-jobs&sa=D&source=editors&ust=1629054304493936&usg=AOvVaw1WVBvHRHg4z9Shf2jMyM5K\"\u003ENew Zealand\u003C\u002Fa\u003E. There’s even a name for it: the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003EGreat Resignation\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EThere are multiple reasons for this trend, from people re-evaluating what they want from their careers during the pandemic, to the stress of juggling home and work life, or even discontent with employers. Whatever the motivator, many who choose to leave their current roles will find the process emotionally challenging. ‘Quitting’ often comes with negative connotations, both from the people around us and from ourselves, even if we have good cause.\u003C\u002Fp\u003E\n\u003Cp\u003EBut the upheaval caused by the pandemic – and the sheer number of potential quitters – could help us remove the stigma around resignation, and reframe it as a more positive choice.  \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"james jackson","imageOrientation":"square","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘Psychologically uncomfortable’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EDoman says social stigma around quitters fundamentally comes from “a very old school idea that when you get into a job or career it's for life – and that's something that just isn't true, or based in reality anymore”.  This idea plays into the popular narrative that the surest route to career success is hard work, persistence and even a willingness to suffer for a better end result. In other words, all qualities a quitter doesn’t seem to have.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch suggests that quitting stigma most affects people who leave a role without another job to go to. While people who quit for better opportunities benefit from staying on a recognised career trajectory, a 2018 study showed HR professionals and the broader public perceived people who had left employment as altogether \u003Ca href=\"https:\u002F\u002Fescholarship.org\u002Fuc\u002Fitem\u002F7nh039h1#main\"\u003Eless competent, less warm and less hireable\u003C\u002Fa\u003E from the moment they became jobless. The only way to mitigate this stigma was to offer proof that they left their job due to external factors, rather than quitting voluntarily.\u003C\u002Fp\u003E\n\u003Cp\u003EThese judgements can cause strain: quitting without a concrete plan also leaves people more likely to suffer feelings of emotional distress. The negative feelings the brain can cycle through after quitting can be significant, with shame, guilt, fear and a sense of failure all common reactions. On top of this, “if you quit a job and don't have something else lined up, that is very psychologically uncomfortable for the average person,” says Doman. “Emotionally and neurologically, the brain doesn't like uncertainty or ambiguity.” \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The negative feelings the brain can cycle through after quitting can be significant, with shame, guilt, fear and a sense of failure all common reactions","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETwo common responses are spiralling anxiety over whether quitting is the right decision, or freezing with fear at the thought of moving forward into an unknown future. Personal trainer Jackson fell into the first category. Quitting meant selling his car and moving back home with his parents as well as giving up the only job he knew. He was left with “crippling anxiety” that meant he couldn’t sleep for a week.\u003C\u002Fp\u003E\n\u003Cp\u003EComplex emotions are also common if there are difficult circumstances behind your decision to quit. Kristin White, 40, from North Carolina, US, went through a period of “grieving” after quitting her job as a health and wellness coach. “I remember saying to my husband, give me a month or two to get over this because I'm really sad. Work was my project, my pride, and then that was gone,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EWhite left a successful corporate career in 2015 to look after her mental health after she had her first child. She subsequently established her own wellness business, but when lockdown hit in April 2020, she faced the twin challenges of pivoting her business online at the same time as home-schooling her young children. She remembers feeling like she had “her tail between her legs” as she let stakeholders, professional contacts and even friends know her business was closing. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"kristin white","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe public aspect of quitting can be difficult to navigate for many people. “People will give feedback whether you like it or not,” says Doman. “And often the social perception when someone quits is ‘Oh, they couldn't hack it’.” White still remembers stinging comments from her wider social circle implying that she had to quit her corporate career because she wasn’t successful enough. “They have haunted me,” she says. “I felt immediately judged when I became a stay-at-home mom instead of a corporate, working woman.”\u003C\u002Fp\u003E\n\u003Cp\u003EAs anxiety set in, Jackson had to fight the instinct to ask for his old job back, but part of him knew his colleagues’ negative reactions were based on their own worries for the future. His boss, especially, found it hard to accept that Jackson was quitting to focus on online training. “I think he knew deep down that the way people work out and keep fit was about to change forever. He didn't want to lose the brick-and-mortar business that he'd worked so hard to build up,” he says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ENew opportunities?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor workers who want to quit, but feel hesitant about doing so, Doman advises focusing on personal reasons for quitting rather than the wider narrative about quitters, and keeping the decision in perspective. “You’re not deciding your role for the rest of your life – you're just deciding on the next job, or the next decision,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EAlso important is asking for advice from the right people at the right time. After making a decision personally, she advises speaking to other quitters who have found success through the process and are less likely to see the decision in a negative light. “Those are the people to ask because you're at the beginning of the journey, and they are on the other side,” she says. “Don't ask the people that haven't been through the process, because how can they help you?”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People will give feedback whether you like it or not. And often the social perception when someone quits is ‘Oh, they couldn't hack it’ – Melissa Doman","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERising numbers of quitters in recent months may mean there are more people who can offer informed advice than ever. HR expert David D’Souza, from the Chartered Institute of Personnel and Development (CIPD) based in London, UK, says this in itself may lessen stigma around quitting among hiring managers, as the pandemic has brought about such a period of economic and social upheaval that widespread changes in employment are inevitable. More broadly, he says “the idea that someone needs to stay in a job beyond the point of the organisation treating them well or meeting their needs is outdated”.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch also offers some hope that the unique circumstances of the health crisis could make the rarely acknowledged positive attributes of quitters more desirable. Business leaders ranked adaptability and flexibility the most essential workplace traits for the future in a 2021 study on resilience by Deloitte, for example.\u003C\u002Fp\u003E\n\u003Cp\u003EJackson’s instincts turned out to be right – eight weeks after quitting his job he was hired by an online training company. He feels his new job has better long-term prospects, and he prefers his office hours to the 60 hours a week he was doing as a personal trainer.\u003C\u002Fp\u003E\n\u003Cp\u003EHaving only been unemployed for a few weeks, Jackson was honest with his new employer about being a quitter, a decision he says helped them establish a more genuine working relationship. “It got us off on the right foot,” he says. In the end Jackson found quitting “strangely empowering”, but it is not an experience he is keen to repeat.\u003C\u002Fp\u003E\n\u003Cp\u003EWhite also feels that things may have worked out for the best. She is relaunching her business, “but this time, it's actually smarter and I have a better idea of what I want to do”, she says. Her husband continued working both times she quit, and she feels “privileged to have the choice” to stop working, even though doing so was personally painful.  \u003C\u002Fp\u003E\n\u003Cp\u003EThis is a message Doman agrees on – for many people, quitting is simply not a financial possibility. For those who can quit, but are hesitant, she advises: “Try to temper the fear and the uncertainty. The fact that you're making the decision that's right for your life and your career is a privilege. And it’s an opportunity.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-08-25T16:16:40Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why does quitting your job still feel so hard?","headlineShort":"Why quitting makes us feel guilty","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Quitting – particularly without a job to go to – can be emotionally challenging and carry stigma. Can the Great Resignation change that?","summaryShort":"Quitting can be very positive – so why does resigning feel so bad?","tag":[],"textToSpeech":false,"creationDateTime":"2021-08-24T19:57:54.051663Z","entity":"article","guid":"0999e9e1-582d-4ac9-838d-86c032bd1cbe","id":"worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard","modifiedDateTime":"2021-09-02T05:28:18.389592Z","project":"worklife","slug":"20210823-why-does-quitting-your-job-still-feel-so-hard","cacheLastUpdated":1634592730247},"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk","_id":"616c74d845ceed139576560c","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkatie-bishop"],"bodyIntro":"More companies are offering benefits that cover IVF, egg-freezing or surrogacy. Are these perks, which can be divisive, really the key to retaining staff?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn 2019, Caitlin, a 35-year-old living in New York City, was looking for a new job. Her contract as a content specialist was coming to an end, and Caitlin, who was a few months into IVF treatment, had a very specific idea about what she was looking for in her next role.\u003C\u002Fp\u003E\n\u003Cp\u003E“I Googled ‘companies with the best fertility treatments’ and applied to roles at those companies,” she says. “I applied to the companies with the best fertility and family benefits, and those companies only. Any position offering less than what I considered to be top-tier coverage fell out of contention.”\u003C\u002Fp\u003E\n\u003Cp\u003ECaitlin, who’s using one name for professional reasons, ended up interviewing at an accounting firm that would cover 100% of the cost of her treatments. The role was something of a career shift for her, but she had no doubt about accepting the job. “My mom thinks it was a miracle,” she says. “I started treatments shortly after I started my new job.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe company Caitlin joined is one of many now offering fertility-related benefits in a bid to attract new recruits. As companies \u003Ca href=\"https:\u002F\u002Fapnews.com\u002Farticle\u002Fhealth-coronavirus-pandemic-business-bb295afe6ec8d8b88b1b944f3eba7931\"\u003Estruggle to find enough workers\u003C\u002Fa\u003E, a \u003Ca href=\"https:\u002F\u002Fwww.ft.com\u002Fcontent\u002F0f5d078a-662f-4943-a380-3881ce6f1114\"\u003Egrowing number\u003C\u002Fa\u003E of businesses are offering innovative perks to attract and retain staff, especially in the US. The need to remain competitive has become particularly crucial at a time when a reported 41% of staff across the globe are \u003Ca href=\"https:\u002F\u002Fwww.microsoft.com\u002Fen-us\u002Fworklab\u002Fwork-trend-index\"\u003Econsidering quitting or changing their profession\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“Between 2019 and 2020 we’ve seen a 500% increase in employers adding family-building benefits,” says Peter Nieves, chief commercial officer for WINFertility, a US-based fertility benefits platform that partners with employers to provide family-planning perks. “Some employers are offering as much as a $200,000 limit to cover the cost of family-building.”\u003C\u002Fp\u003E\n\u003Cp\u003EFrom IVF to funded surrogacy, fertility-based perks are increasingly becoming something that workers expect from their employment packages. But will the trend towards family-planning benefits outlast the so-called Great Resignation? Experts seem to think so – and many believe that funding fertility care for their staff could aid diversity, boost employee engagement and foster a supportive workplace culture.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMore than just a Covid-related craze\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe rise in fertility-based benefits isn’t just a post-Covid-19 phenomenon. For several years, major US technology companies have been trailblazers in terms of offering innovative family-planning perks.\u003C\u002Fp\u003E\n\u003Cp\u003EIn 2014, both \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Ftechnology\u002F2014\u002Foct\u002F15\u002Fapple-facebook-offer-freeze-eggs-female-employees\"\u003EApple and Facebook\u003C\u002Fa\u003E announced that they would fund up to $20,000 worth of egg-freezing in an effort to attract more women to their workforce. Elsewhere, Snapchat, Salesforce and Spotify are offering to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190906-the-workplaces-that-will-pay-for-surrogacy\"\u003Efund surrogacy\u003C\u002Fa\u003E for their employees, with some companies spending up to $80,000 to support staff through the process.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09y2zkh"],"imageAlignment":"centre","imageAltText":"Two women looking at a sonogram scan","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-1"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis article is part of the BBC's\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003E Family 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.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-2"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet, while fertility perks were once viewed as the preserve of the tech sector, they are starting to be included in employment packages across other industries.\u003C\u002Fp\u003E\n\u003Cp\u003E“There’s now a broad diversity among the industries represented, including retail, education, finance, entertainment and law,” says Nieves. “The fertility benefit is increasingly being redefined to meet a growing number of employees in need. Benefits such as preconception planning and education, ovulation trackers, paternity leave and emotional support for parents are all becoming increasingly common as employers look to offer well-rounded family planning programmes.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhile universal healthcare services in in many European nations mean citizens are entitled to receive some fertility treatments free of charge, a lack of state support in the US leaves many individuals relying on employers for healthcare. That, combined with the fact that the US has some of the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190615-parental-leave-how-rich-countries-compare\"\u003Eworst parental-leave\u003C\u002Fa\u003E laws among rich countries, means creative and generous fertility packages can become the perfect way for companies to gain a competitive hiring advantage.\u003C\u002Fp\u003E\n\u003Cp\u003EBetween 2015 and 2020, the number of larger employers in the US offering IVF coverage rose \u003Ca href=\"https:\u002F\u002Fresolve.org\u002Fabout-us\u002Fnews-and-press-releases\u002Fnew-study-shows-companies-can-offer-competitive-fertility-benefits-without-increase-in-cost\u002F\"\u003Efrom an estimated 24% to 27%,\u003C\u002Fa\u003E and in a similar time period the percentage of employers offering paid parental leave \u003Ca href=\"https:\u002F\u002Fwww.bizjournals.com\u002Fbizwomen\u002Fnews\u002Flatest-news\u002F2019\u002F02\u002F40-percent-of-employers-nowoffer-paid-parental.html?page=all\"\u003Egrew by 15%\u003C\u002Fa\u003E. Fifty-one percent of employers covering fertility treatment cited staying competitive and recruiting top talent as the key motivator for providing these perks.\u003C\u002Fp\u003E\n\u003Cp\u003EYet even outside the US, post-pandemic recruitment problems have also pushed major firms to offer fertility treatment benefits. In the UK, Natwest, Centrica, Clifford Chance and Cooley \u003Ca href=\"https:\u002F\u002Fwww.ft.com\u002Fcontent\u002F0f5d078a-662f-4943-a380-3881ce6f1114\"\u003Eall launched\u003C\u002Fa\u003E schemes to cover up to £45,000 worth of fertility benefits in 2021. In Japan, the government announced that public employees would be given \u003Ca href=\"https:\u002F\u002Fwww.japantimes.co.jp\u002Fnews\u002F2021\u002F08\u002F14\u002Fnational\u002Finfertility-treatment-paid-leave\u002F\"\u003Epaid leave to receive fertility treatments\u003C\u002Fa\u003E, while in Germany Qunomedical \u003Ca href=\"https:\u002F\u002Fsifted.eu\u002Farticles\u002Fstartups-need-better-perks\u002F\"\u003Erecently started\u003C\u002Fa\u003E to offer fertility benefits to its employees, claiming to be one of the first European start-ups to do so.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAre fertility perks ‘enabling’ or ‘enclosing’ workers?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOne company that has introduced fertility benefits is Hootsuite, a social-media marketing company with offices across the globe. In late 2020, Tara Ataya, a chief people and diversity officer at Hootsuite, conducted a benefits review, which showed that in North America, fertility and family planning were top priorities for employees.\u003C\u002Fp\u003E\n\u003Cp\u003E“We introduced coverage for fertility treatments and support for family planning within our benefits offerings, with a lifetime maximum of $12,000 for fertility treatments,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EThe feedback for the new fertility benefits scheme, which covers \u003Ca href=\"https:\u002F\u002Fwww.verywellfamily.com\u002Fhow-much-does-ivf-cost-1960212\"\u003Ethe average cost\u003C\u002Fa\u003E of one round of IVF, was overwhelmingly positive. Hootsuite’s employee-engagement score leapt from 66% to 81%, and when workers were surveyed again in 2021 Ataya saw a 12% increase in individuals who agreed with the statement that “benefits were fair” within the company.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-3"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I believe employers are doubling down on benefits programmes that support their employees holistically – Tara Ataya","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-4"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“When people feel that the organisation that they work for is not only willing to support them but will invest in them, then naturally, employee engagement increases,” Ataya explains. The company are now in the process of rolling out a global parental leave top-up policy, and are extending their enhanced benefits plan to their Canadian and Mexican offices.\u003C\u002Fp\u003E\n\u003Cp\u003EYet Ataya adds challenges remain when it comes to fertility-related benefits. She points out that historically, many employees have avoided disclosing that they are undergoing fertility treatments, fearing that this could negatively impact their career. Her concern is echoed by Caitlin, who initially kept quiet about her fertility journey, even when her employer’s benefits provider were covering her treatments.\u003C\u002Fp\u003E\n\u003Cp\u003E“I didn’t want to disclose that I was undergoing fertility treatments before getting settled in and confident with my new team,” she recalls. “I spent a fortune on Ubers so that I could take calls en route to appointments. Once I had scheduled an implantation procedure, I told my boss.”\u003C\u002Fp\u003E\n\u003Cp\u003EFortunately, Caitlin’s manager was incredibly supportive. But Dr Lauren Kuykendall, an associate professor of industrial-organisational psychology at George Mason University, Virginia, US, points out that even though policies exist, employees might not always feel able to make use of them.\u003C\u002Fp\u003E\n\u003Cp\u003E“Employees who utilise policies that enable them to spend more time away from work – such as parental leave and remote work – often worry that they will be perceived as less devoted to their job,” she says. “When offering these policies, organisations must also create a climate in which employees are not fearful of their utilisation.”\u003C\u002Fp\u003E\n\u003Cp\u003EShe adds some policies that at first appear family-friendly can, in fact, have the opposite effect. “Egg-freezing allows employees to postpone having children, and thus decreases competing demands between work and family,” she says. “Employees who are considering having kids at an early career stage might fear that doing so will signal a lack of dedication to work, and offering egg freezing might exacerbate these fears. The policy itself could be interpreted as a suggestion that one should delay having children.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-5"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09y2zsw"],"imageAlignment":"centre","imageAltText":"Pregnant woman","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-6"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EKuykendall argues that it’s crucial to separate out so-called “enabling” benefits that allow employees to spend more time away from work (such as parental leave and IVF treatments) from “enclosing” benefits, which encourage more office time. Like \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190215-three-trendy-workplace-perks-and-three-boring-ones-that-work\"\u003Elate-night food deliveries and in-house gyms\u003C\u002Fa\u003E, egg-freezing could be viewed as a perk that keeps employees tied to their desks.\u003C\u002Fp\u003E\n\u003Cp\u003E“In this sense, egg-freezing benefits could function more as a family-unfriendly benefit that discourages some employees from having kids at the desired time than a family-friendly benefit that helps employees effectively manage work and family roles,” she says. “This is not to say that egg-freezing benefits are inherently problematic – just that organisations need to carefully consider the full range of possible consequences.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere’s also the problem of how to make family-planning perks truly equitable. Amy Spurling, CEO of US-based employee-stipend platform Compt, points out that in companies that offer fertility perks, take-up is usually very low. She says some businesses have experienced “outcry” from workers who feel certain employees are favoured by fertility benefits programmes.\u003C\u002Fp\u003E\n\u003Cp\u003E“In most companies that offer a specific perk take-up is, at most, 10%, and usually much, much less,” she points out. “HR departments have been tasked with figuring out how to make family benefits more equitable across their teams, regardless of whether you have a fertility issue or decide never to have children. Every employee has a family, but that may look very different across your employee base.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe future of fertility benefits\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAs more employers consider introducing or expanding fertility benefits, HR bosses like Ataya have a challenge on their hands. They must consider which perks will actually boost their workforce, without being divisive.\u003C\u002Fp\u003E\n\u003Cp\u003EAtaya says new hires are increasingly asking about fertility benefits in interviews, and she believes that perks such as egg-freezing and IVF will become a key aspect of diversity and inclusion initiatives in future. She points out that fertility benefits can be particularly impactful for \u003Ca href=\"https:\u002F\u002Fwww.wellandgood.com\u002Ffertility-treatment-disparities\u002F\"\u003EBIPOC\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.guttmacher.org\u002Farticle\u002F2020\u002F11\u002Fnot-debate-lgbtq-people-need-and-deserve-tailored-sexual-and-reproductive-health\"\u003ELGBTQ+ employees\u003C\u002Fa\u003E, who can face \u003Ca href=\"https:\u002F\u002Fwww.hrw.org\u002Freport\u002F2018\u002F07\u002F23\u002Fyou-dont-want-second-best\u002Fanti-lgbt-discrimination-us-health-care\"\u003Emedical discrimination\u003C\u002Fa\u003E and relatively \u003Ca href=\"https:\u002F\u002Fwww.americanbar.org\u002Fgroups\u002Fcrsj\u002Fpublications\u002Fhuman_rights_magazine_home\u002Fthe-state-of-healthcare-in-the-united-states\u002Fracial-disparities-in-health-care\u002F\"\u003Epoor health outcomes\u003C\u002Fa\u003E when navigating fertility and sexual healthcare.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-7"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"A company’s perks need to be inclusive and cover everyone, not exclusive and meeting the needs of a select few – Amy Spurling","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-8"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELooking forward, Ataya also stresses the importance of using data to understand employee needs, and to create more flexible systems for equitable benefits. “I believe employers are doubling down on benefits programmes that support their employees holistically – to foster a strong company culture, boost productivity and mitigate costs,” she says. “Fertility and family-forming benefits accomplish all of that, while also providing employees with a benefit they truly value and that will positively impact their lives for years to come.”\u003C\u002Fp\u003E\n\u003Cp\u003ESpurling is less convinced, suggesting that rather than seeing a big push towards fertility-focused benefits we may be about to notice more customisable systems emerge that support all kinds of family. “We have seen a huge trend towards companies offering stipends, giving their employees the choice to use it towards fertility treatments, childcare or eldercare,” she says. “Our world has moved towards personalisation, and HR is rapidly coming round to the idea that a company’s perks need to be inclusive and cover everyone, not exclusive and meeting the needs of a select few.”\u003C\u002Fp\u003E\n\u003Cp\u003EFor Caitlin, however, the fertility treatments she received through her job ended up being completely life changing. Now, more than two years after she Googled companies with fertility perks, she lives in Connecticut with her husband and the twin babies she became pregnant with just six months into her new role. The coverage for fertility treatments not only helped her to become a parent, but also meant that she was able to preserve her savings to use as a down payment on the house where her children will grow up.\u003C\u002Fp\u003E\n\u003Cp\u003EShe believes fertility perks aren’t just about financial security. They also demonstrate a company has a supportive culture – something that has been important to her as a new parent. “A career change is inherently risky, but so is taking on a large debt, potentially right before all the other baby-related expenses,” she says. “The money that we saved is important. But a company that covers fertility benefits also shows that it values its employees.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk-9"}],"collection":["future\u002Fpremium-collection\u002Ffamily-tree"],"disableAdverts":false,"displayDate":"2021-10-18T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How fertility became a workplace perk","headlineShort":"How fertility became a workplace perk","image":["p09y2yxs"],"imageAlignment":"centre","imageAltText":"Babies","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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210924-are-office-perks-obsolete","worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting","worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year"],"relatedTag":null,"summaryLong":"More companies are offering benefits that cover IVF, egg-freezing or surrogacy. Are these perks, which can be divisive, really the key to retaining staff?","summaryShort":"Can family benefits like IVF and egg-freezing be the key to attracting workers?","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-10-17T19:08:55.424812Z","entity":"article","guid":"6745fc40-3df8-4234-a38d-36aaad733d6d","id":"worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk","modifiedDateTime":"2021-10-17T19:08:55.424812Z","project":"worklife","slug":"20211008-how-fertility-became-a-workplace-perk","cacheLastUpdated":1634592730233},"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job","_id":"61535fc045ceed378b638ee4","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"It's natural to feel thankful that you're employed, especially when jobs are scarce. But is that gratitude actually a misguided emotion?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt's become a common refrain: “I’m just grateful to have a job”.\u003C\u002Fp\u003E\n\u003Cp\u003EThe last year has wreaked undeniable havoc on the working world. Globally, the \u003Ca href=\"https:\u002F\u002Fwww.ilo.org\u002Fwcmsp5\u002Fgroups\u002Fpublic\u002F@dgreports\u002F@dcomm\u002Fdocuments\u002Fbriefingnote\u002Fwcms_767028.pdf\"\u003Eworking hours and income lost in 2020\u003C\u002Fa\u003E added up to the equivalent of 255 million full-time jobs. Workplace closures, layoffs and a steep rise in unemployment are enough to make anyone who’s managed to hold onto their job feel some measure of gratitude – or, at least, \u003Cem\u003Epressure \u003C\u002Fem\u003Eto be grateful.\u003C\u002Fp\u003E\n\u003Cp\u003EThat pressure pre-dates the pandemic. One of the most pervasive conversations around jobs is that we should be thankful to be hired, especially when competition for a position is fierce. Candidates are even expected to express the sentiment if they want to be hired in the first place: it’s hard to imagine leaving an interview without saying how much you appreciate being considered, or sending a thank-you email. \u003C\u002Fp\u003E\n\u003Cp\u003EBut it’s possible some of that gratitude is misplaced. Perhaps it’s not quite appropriate to be thankful that an employer is ‘letting you’ work for them. And while gratitude can be objectively good for you – research consistently \u003Ca href=\"https:\u002F\u002Fggsc.berkeley.edu\u002Fimages\u002Fuploads\u002FGGSC-JTF_White_Paper-Gratitude-FINAL.pdf?_ga=2.251719817.1417553388.1616418965-979396278.1615862145\"\u003Eassociates giving thanks with increased happiness\u003C\u002Fa\u003E – it also has a darker side that can make you more willing to put up with a situation that makes you \u003Cem\u003Eun\u003C\u002Fem\u003Ehappy.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDiffering obligations\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESome workers may be much more inclined to feel grateful for their jobs than others.\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers who \u003Cem\u003Eexpect\u003C\u002Fem\u003E to be hired or promoted may express less gratitude than those without systemic advantages. This is often the case for white men, who \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity\"\u003Eexperience more upward mobility\u003C\u002Fa\u003E than other groups, and less bias that prevents them from securing jobs, or getting interviews in the first place. For instance, multiple studies have shown résumés with “white-sounding” names, and those that \u003Ca href=\"http:\u002F\u002Fwww-2.rotman.utoronto.ca\u002Ffacbios\u002Ffile\u002FWhitening%20MS%20R2%20Accepted.pdf\"\u003Edownplay racial cues\u003C\u002Fa\u003E, are significantly more likely to garner a response\u003C\u002Fp\u003E\n\u003Cp\u003EImposter syndrome may also play a part: workers who aren’t confident they deserve their roles may develop feelings of unworthiness, despite being qualified or skilled. \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder\"\u003EWomen are particularly vulnerable to imposter syndrome\u003C\u002Fa\u003E, and may find themselves giving outsize thanks for their jobs. And, in recent months, \u003Ca href=\"https:\u002F\u002Fapnews.com\u002Farticle\u002Fap-norc-poll-people-of-color-covid-19-economy-421f0582650c02a42508fb46aa461a7b\"\u003ELatino and black Americans were significantly more likely to be affected by pandemic-related lay-offs\u003C\u002Fa\u003E than white Americans. Those among these groups who have kept their jobs are likely feeling pressure to express gratitude – even if they have to force it, and even if their workplace doesn’t inspire much to be thankful for.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"left","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAlthough this forced-gratitude problem can happen anywhere, Alex Wood, Centennial Chair in Psychology at the London School of Economics and Political Science, believes Americans particularly feel the obligation. In an individualistic culture like the US, the smallest favours may be taken as a huge boon. Studies show that \u003Ca href=\"https:\u002F\u002Froyalsocietypublishing.org\u002Fdoi\u002F10.1098\u002Frsos.180391\"\u003EAmericans say “thank you” more often than people in other countries\u003C\u002Fa\u003E, and in situations others wouldn’t deem deserving of gratitude – like being employed.\u003C\u002Fp\u003E\n\u003Cp\u003E“In the US, it seems unacceptable to say one isn’t a grateful person,” says Wood. “In the UK, people would laugh and say, ‘what is there to be grateful for?’ It’s a fair day’s pay for a fair day’s work. If you manage to get people feeling grateful, things have maybe gone a bit wrong. It should be an equitable exchange.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe economic effects of the Covid-19 pandemic do alter the equation a bit, concedes Wood. It makes sense that an employer should be thankful for employees working more hours than usual to keep a suffering business afloat, and that employees would feel gratitude for a boss who didn’t let them go when profits fell.\u003C\u002Fp\u003E\n\u003Cp\u003E“If it’s been costly to the employer to employ you,” he says, “then, yes, you’re going to feel grateful.” In that case, the gratitude between employer and employee is warranted, adds Wood. Globally, the pandemic has created that dynamic in some workplaces.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe problem with gratitude\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough some gratitude is genuine and spontaneous, other expressions of thanks – like the kind many workers feel pressured to exhibit right now – aren’t similarly authentic. And this forced, phony gratitude can backfire.\u003C\u002Fp\u003E\n\u003Cp\u003E“If we’re asked to think about a time when we practiced forced gratitude, most of us can come up with one,” says Sarah Greenberg, a California-based psychotherapist and corporate mental-health consultant. “Like when we’re young and don’t want to eat our peas, and our parent says, ‘be grateful you have food!’. Well, we continue to do that to ourselves as adults. That forced gratitude becomes a social norm, and then it becomes our internal voice.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"An employee may start to think, “I really hate my boss”, then stifle that feeling by thinking, “but I’m so grateful just to have my job”","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs adults, in social situations and at work, we start telling ourselves not to complain, to appreciate what we have. And once we start forcing ourselves to be grateful, we may begin using a tactic Greenberg calls “gratitude bypassing” to avoid other, negative emotions. For instance, she says, an employee may start to think, “I really hate my boss”, then stifle that feeling by thinking, “but I’m so grateful just to have my job”.\u003C\u002Fp\u003E\n\u003Cp\u003ESuppressing or avoiding negative feelings isn’t healthy, says Greenberg. “If you’re calling emotional avoidance ‘gratitude’, you won’t see the positive effects of gratitude, and you will see the negative effects of emotion avoidance.”\u003C\u002Fp\u003E\n\u003Cp\u003EBypassing and avoidance only offer a temporary solution, she explains. Eventually, the negative emotions will catch up with us – and will likely be even more intense when they do. Rather than being annoyed or angry by something a manager said, then moving on, these feelings can build, and turn into resentment. But by masking those feelings, or substituting forced gratitude, we’re also missing out how those feelings can motivate us to improve our situations.\u003C\u002Fp\u003E\n\u003Cp\u003E“Emotions have function,” she says. “So, we don’t want to cut that off.” If you’re telling yourself you feel grateful, when “actually what you’re feeling is stress, fear, complete exhaustion or sadness”, you could be ignoring the emotions that alert you that something is wrong.\u003C\u002Fp\u003E\n\u003Cp\u003EIn other words, if you’re too focused on \u003Cem\u003Ewhy\u003C\u002Fem\u003E you should be grateful for your work, you may not realise that it’s become thankless. It’s a recipe, says Greenberg, for getting stuck in a job long after you should’ve left.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe employer advantage\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMisplaced gratitude, adds Wood, could lead to mistreatment from employers who know their workers won’t complain or leave, due to job-shortage concerns.\u003C\u002Fp\u003E\n\u003Cp\u003E“I have concerns with gratitude in the present climate,” says Wood. “In the time of Covid, one needs to be extra critical, because it might make us more exploitable. There are going to be many employers who will try to use it as an excuse to pay their workers less, or ‘cut down on expenses’ by having fewer employees doing more work. And if people are feeling grateful for having a job, that might dissuade them from standing up for their rights.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe pressure to be ‘grateful’ for employment is inherently odd, according to Greenberg. A job, after all, is essentially a service a person performs to help a company make money.\u003C\u002Fp\u003E\n\u003Cp\u003E“I think the old school of thought is, ‘well, I’m giving you a pay check, so you \u003Cem\u003Eowe\u003C\u002Fem\u003E me’. It’s amazing what employers have come to expect in exchange for that pay check,” she says. “We work such long hours. We’re working remotely more than ever before, and as a result people are just working endless hours; we’re always on. That has such \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy\"\u003Ea big toll on wellbeing\u003C\u002Fa\u003E and health. Still, we’re getting the message that we’re supposed to feel grateful just to get to keep going to work.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EEmbracing the ‘grey zone’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EGreenburg explains that while it’s OK – and natural – to feel genuinely thankful to be employed, especially right now, the same person is also allowed to have valid complaints about their job.  \u003C\u002Fp\u003E\n\u003Cp\u003E“We have these black-and-white ideas when it comes to emotions,” she says. “We might see it as these two poles: on the one hand is an ingrate curmudgeon. On the other is \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210302-tragic-optimism-the-antidote-to-toxic-positivity\"\u003Etoxic positivity\u003C\u002Fa\u003E. We don’t always know how to be in that grey area, when often it’s fairly simple. It’s really OK to have more than one emotion at the same time. So yes, you’re grateful to have a job, and that can be true. You’re grateful to have security at an insecure time. But you hate your boss, and that’s also true. Between those polarities, there’s a grey zone.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If you’re too focused on why you should be grateful for your work, you may not realise that it’s become thankless","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThat grey area is a good place for critically examining your gratitude, adds Wood. It’s only appropriate to feel grateful when a person or company is truly acting altruistically. And you can determine that using three basic criteria: “Ask yourself,” says Wood, “are they doing it for me? Is it valuable to me? Is it costly for them?”\u003C\u002Fp\u003E\n\u003Cp\u003EWhen you begin to use this system of appraisal, the list of things you’re truly grateful for may get a bit shorter, but Wood says that by eliminating misplaced gratitude, you’re more likely to feel the powerful benefits of the real thing.\u003C\u002Fp\u003E\n\u003Cp\u003E“Once you get your head around it, it’s a thing you can use practically,” he says. “Gratitude is extremely healthy if you’re correct in the appraisal. ”If your employer really \u003Cem\u003Edoes\u003C\u002Fem\u003E deserve your thanks, it’s likely to make you more content in your job overall. If they don’t, you’re in a better position to assess why not, and take steps to change your situation.\u003C\u002Fp\u003E\n\u003Cp\u003E“When you’re more accurate, you can express your gratitude more authentically,” says Wood, “and that’s the kind that actually makes you happier.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-03-31T18:41:35Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Should you be grateful for a job?","headlineShort":"Why you shouldn't be grateful for a job","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"It's natural to feel thankful that you're employed, especially when jobs are scarce. But is that gratitude actually a misguided emotion?","summaryShort":"Is it right to be thankful to your employer, even when jobs are scarce?","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-30T20:00:35.900793Z","entity":"article","guid":"124db68f-01a5-4e61-a30a-1c90863068f9","id":"worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job","modifiedDateTime":"2021-09-02T05:21:13.17997Z","project":"worklife","slug":"20210329-should-you-be-grateful-for-a-job","cacheLastUpdated":1634592730239},"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard","_id":"6153615845ceed6f47794393","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Time off from work – of any length – can shake your faith in your capability. Here's why you feel unsteady, and what you can do about it.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Shelly Nelson-Shore got pregnant with her first child in 2019, she and her husband came up with a plan. Nelson-Shore would take three months of parental leave from her non-profit fundraising job, then their son would go to day care and Nelson-Shore would go back to work full time.\u003C\u002Fp\u003E\n\u003Cp\u003E“I went on parental leave at the end of December 2019,” says Nelson-Shore, 30. “I was slated to come back at the end of March 2020. So, what happened was 100% the opposite of that plan.”\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough she went ‘back’ to work, her Manhattan office was shuttered and had already transitioned to remote work. She found herself on Slack and Zoom, trying to form connections with team members hired in her absence. In addition, she didn’t have any childcare available; Nelson-Shore and her husband live in a suburb near New York City – at the time, a Covid-19 hotspot – which meant that all facilities had closed. She was sleep deprived from caring for “a baby who would only sleep when he was actively being held”, while trying to do her full-time job, which had changed radically since she’d gone on maternity leave. \u003C\u002Fp\u003E\n\u003Cp\u003EAfter this 12-week gap from her job, Nelson-Shore’s confidence in her work had been shattered. And it showed. She was failing to live up to her manager’s expectations. Eventually, she was let go.\u003C\u002Fp\u003E\n\u003Cp\u003EUnder almost any circumstance, going back to work after a period away is hard. It can mean returning to new faces, policies and technologies, and it’s easy to feel like you’ve fallen hopelessly behind. That’s true whether it’s a short break, like Nelson-Shore’s three-month parental leave, or a span of a few years.\u003C\u002Fp\u003E\n\u003Cp\u003EMore than \u003Ca href=\"https:\u002F\u002Fnewscentre.vodafone.co.uk\u002Fapp\u002Fuploads\u002F2021\u002F05\u002FLost-Connections-2021-180521-Pages-Web-1-1.pdf\"\u003Ea third of all people returning to the workplace experience a dip in confidence\u003C\u002Fa\u003E, according to a new report from Vodafone UK. And a loss of confidence is nearly twice as prevalent in women, who are also generally much more likely to take career breaks, since childcare responsibilities tend to fall to them.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s an especially relevant issue now, as millions of global workers who were displaced by the pandemic – some of them for the better part of a year – look to return. This, too, has a disproportionate gender component. In the United States, the women’s labour force participation rate \u003Ca href=\"https:\u002F\u002Fnwlc.org\u002Fresources\u002Fjanuary-jobs-day-2021\u002F\"\u003Ehas dropped\u003C\u002Fa\u003E to just 57%; the lowest it’s been since 1988.\u003C\u002Fp\u003E\n\u003Cp\u003EMany of those who left will be wanting to get back in, but it’ll mean wrestling with insecurity.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EWhy stepping away can shake you\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt makes sense that time away – of any length – could deal a blow to your confidence, says Mary Shapiro, a professor of practise at Simmons University School of Business in Boston.\u003C\u002Fp\u003E\n\u003Cp\u003E“You’re out of practise, or at least feel like you are,” she says. “If you’ve been out a long time, a couple years or whatever, the industry has actually moved on. Take five years out, and maybe you’re coming back to an industry with new instruments, new laws, new ways of doing things. It’s appropriate not to go in feeling like, ‘I know everything, and I can pick up where I left off’.”\u003C\u002Fp\u003E\n\u003Cp\u003ENot being able to easily jump back in, especially to a position in which you once felt very capable, can quickly make you question your abilities.\u003C\u002Fp\u003E\n\u003Cp\u003EVarious factors feed into this loss of confidence. For instance, the Vodaphone report indicates some returners are concerned about “technological change and the fact that former contemporaries or younger colleagues may have been promoted”. “Technology moves on so quickly. I think that frightens people,” says Lisa Unwin, a partner at London-based hiring consultancy Inclusivity, and co-author of She’s Back: Your Guide to Returning to Work.\u003C\u002Fp\u003E\n\u003Cp\u003E“I think part of it is you just get left out,” continues Unwin. “When you’re working, your \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210409-why-we-define-ourselves-by-our-jobs\"\u003Eidentity is very much tied up with your job\u003C\u002Fa\u003E, and that gives us a lot of self-esteem. If you take that away and you are ‘just’ a stay-at-home mom, for instance, that isn’t valued economically by society, and you haven’t got the self-esteem that comes with a job title.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd when you do come back, it can be tough to reclaim that old identity, and feel like you belong. When Nelson-Shore was preparing to return to work three months after giving birth, she was struggling with her confidence even before she added a full-time job back to her plate. “I was managing a lot of this sense that I wasn’t doing a good job, that I wasn’t parenting well enough,” she says. “Very quickly, that pattern of thinking began to translate over to work.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s appropriate not to go in feeling like, ‘I know everything, and I can pick up where I left off’ – Mary Shapiro","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EDuring a break, other factors outside work, such as new home pressures or new relationships, can shape a new identity. That means it isn’t always seamless to snap back into the confident relationship with your job you held before, since who you are as a person may have changed. Even though she’d been extremely successful in the role before her leave, Nelson-Shore says she felt inefficient and sometimes almost incompetent – even when she was getting the work done.\u003C\u002Fp\u003E\n\u003Cp\u003EFor people of all genders, a lack of contact with the workplace can make you forget what you can achieve; you start to doubt yourself and forget past successes. The more recent struggles and failures are what stand out instead. But being reminded – or reminding yourself – of your capabilities can help.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow to get your groove back\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBeing let go was tough for Nelson-Shore, but after “taking some time to wallow”, she started to look back at her career before the break. Slowly, her confidence began to rebuild. Looking at old files reminded her she’d brought in more than $200,000 in just the few months before her leave.\u003C\u002Fp\u003E\n\u003Cp\u003E“In the mental-health world, we talk a lot about fact-checking negative thoughts,” she says. “My thought was, ‘I’m not good at my job, I’m not as skilled at this as I think I am’. But the data says no, your direct contributions are valuable. Then it’s like… ‘OK, actually, I think the quality of my work does stand on its own’.”\u003C\u002Fp\u003E\n\u003Cp\u003ENelson-Shore painstakingly reconstructed her confidence, and eventually launched her own, now successful, consultancy. But “it was work”, she says. “It wasn’t like, ‘oh, I’m going to look at this old spreadsheet and then I’ll feel good’. It was \u003Cem\u003Ework.\u003C\u002Fem\u003E I had to show up and dig in and get my hands dirty.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut Nelson-Shore’s tactic of revisiting past wins is something Unwin suggests anyone struggling with confidence should try. “It may mean going back to people you used to work with,” she says. “Reconnect with people who knew you in a previous life, who remember you as a professional person. Chatting with them about what working with you is like can remind you of that version of yourself.” \u003C\u002Fp\u003E\n\u003Cp\u003EConnecting with former colleagues can be helpful in other ways, too, adds Unwin, especially if you’re trying to find a route back into the business. “If they stayed in work, they’re probably more senior now in the sort of place you might go back to work,” she says. “They can make introductions, open doors, give you advice.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EShapiro also recommends looking to the past, but not just your past at work. “Look back at the gap,” she says. “What were some of the challenges you faced that had nothing to do with work? What skills allowed you to deal with them? Those are skills you may need when you’re back in that workplace.”\u003C\u002Fp\u003E\n\u003Cp\u003EIdentifying them can give you a confidence boost. For instance, those who took time off to raise kids may realise their time management skills have seriously improved. People who took time off to travel may come back better problem-solvers, and workers who were simply laid off – perhaps because of the pandemic – may find they’re now more resilient.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow companies can help\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s in a company’s best interest to foster a confident workforce. This means that many are making it easier for returners to get back into the office, and supporting them once they’re there.\u003C\u002Fp\u003E\n\u003Cp\u003E“They can actively look at their recruitment processes and find where there are steps that discriminate against anyone who’s not had a linear career,” says Unwin. “If the CV is being screened by young recruiters who are rewarded by how quickly they can fill a job, they’ll never look twice at someone without a linear CV.”\u003C\u002Fp\u003E\n\u003Cp\u003EAdjusting job listings themselves can help as workforce ranks grow post-pandemic. Confidence issues can keep people – especially women – \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2014\u002F08\u002Fwhy-women-dont-apply-for-jobs-unless-theyre-100-qualified?trk=BU-pros-ebook-2019-genderreport\"\u003Efrom even applying to open jobs\u003C\u002Fa\u003E, if they think there will be other, more qualified applicants, or fear they might waste an interviewer’s time. “One of the things organisations can do is be thoughtful around how crazy these job descriptions are. Women have a tendency not to apply to a job that lists 50 criteria when they only meet, say, 30,” explains Shapiro.\u003C\u002Fp\u003E\n\u003Cp\u003EShe points to a major pharmaceutical company she consulted for. “We decided to reduce the number of requirements for job listings, and divide them into absolute necessities, and nice-to-haves. The increase in women applicants and women who got the job was amazing.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd returners who might be worried about a prospective employer judging them for the break itself shouldn’t let that impact their confidence. Another benefit to the pandemic-driven work shakeup, says Shapiro, is that gaps on a resume are becoming normalised, and are less likely to count against a job seeker.\u003C\u002Fp\u003E\n\u003Cp\u003E“A gap on a resume no longer carries the suspicion it did as recently as a year or so ago,” she says. “Now, many people aren’t even batting an eye. And employers have to shift now: if they’re suspicious of everyone who changed their lives or circumstances during the pandemic, they’ll have a very small labour pool from which to draw.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-06-23T21:06:53Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why career breaks hit your confidence so hard","headlineShort":"Why CV gaps crush your confidence","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Time off from work – of any length – can shake your faith in your capability. Here's why you feel unsteady, and what you can do about it.","summaryShort":"Why time off from work – of any length – can shake your faith in your capability","tag":[],"textToSpeech":false,"creationDateTime":"2021-06-22T19:54:22.789276Z","entity":"article","guid":"79453d36-f51b-4a62-86d9-d3829134937f","id":"worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard","modifiedDateTime":"2021-09-02T05:25:05.150343Z","project":"worklife","slug":"20210617-why-career-breaks-hit-your-confidence-so-hard","cacheLastUpdated":1634592730239},"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit","_id":"615361df45ceed2f99159f6f","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkate-morgan"],"bodyIntro":"Since the pandemic, employees are leaving the workforce or switching jobs in droves. For many, employers have played a big part in why they're walking away.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen the pandemic began, Melissa Villareal was teaching history to middle schoolers at a private school in a wealthy California neighborhood. It was a job and a field she loved. Now, just over a year later, she’s left teaching entirely, to work in industrial design at a large beauty company.\u003C\u002Fp\u003E\n\u003Cp\u003EPeople like Villareal are leaving their jobs – or thinking about it – in droves. A Microsoft survey of more than 30,000 global workers showed that \u003Ca href=\"https:\u002F\u002Fwww.microsoft.com\u002Fen-us\u002Fworklab\u002Fwork-trend-index\"\u003E41% of workers were considering quitting or changing professions\u003C\u002Fa\u003E this year, and a study from HR software company Personio of workers in the UK and Ireland showed \u003Ca href=\"https:\u002F\u002Fhr.personio.de\u002Fhubfs\u002FEN_Downloads\u002F202104_HRStudy_UKI.pdf\"\u003E38% of those surveyed planned to quit in the next six months to a year\u003C\u002Fa\u003E. In the US alone, \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fjolts.nr0.htm\"\u003EApril saw more than four million people quit their jobs\u003C\u002Fa\u003E, according to a summary from the Department of Labor – the biggest spike on record.\u003C\u002Fp\u003E\n\u003Cp\u003EThere are a number of reasons people are seeking a change, in what some economists have dubbed the ‘Great Resignation’. For some workers, the pandemic precipitated a shift in priorities, encouraging them to pursue a ‘dream job’, or transition to being a stay-at-home parent. But for many, many others, the decision to leave came as a result of the way their employer treated them during the pandemic. \u003C\u002Fp\u003E\n\u003Cp\u003EThat was the case for Villareal, who found herself back in the classroom after only a short closure. (In the US, private schools, governed by different rules, were able to return to in-person learning much sooner than public schools.) Villareal was uncomfortable about her safety, and saw her stress and workload spike when she was juggling both in-person and remote learners concurrently. She felt her concerns weren’t being addressed, or even heard.\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, Villareal decided she’d rather quit and start over in a totally new industry than remain in a job where she felt she was being under-valued and unheard. It was a tough choice, she says, because “there’s guilt as a teacher. You don’t want to leave the students”. Still, Villareal continues, “it became so clear that this isn’t about my health, the health of the kids or the mental wellbeing of anybody. It’s a business and it’s about money. The pandemic ripped that veil from my eyes.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09mvsrb"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA predictable response\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EForemost, workers are taking decisions to leave based on how their employers treated them – or didn’t treat them – during the pandemic. Ultimately, workers stayed at companies that offered support, and darted from those that didn’t.\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers who, pre-pandemic, may already been teetering on the edge of quitting companies with existing poor company culture saw themselves pushed to a breaking point. That’s because, as evidenced by a recent Stanford study, many of these \u003Ca href=\"https:\u002F\u002Fprivpapers.ssrn.com\u002Fsol3\u002Fpapers.cfm?abstract_id=3829751\"\u003Ecompanies with bad environments doubled-down\u003C\u002Fa\u003E on decisions that didn’t support workers, such as layoffs (while, conversely, companies that had good culture tended to treat employees well). This drove out already disgruntled workers who survived the layoffs, but could plainly see they were working in unsupportive environments.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd although workers have always cared about the environments in which they work, the pandemic added an entirely new dimension: an increased willingness to act, says Alison Omens, chief strategy officer of JUST Capital, the research firm that collected much of the data for the study.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E“\u003C\u002Fstrong\u003EOur data over the years has always shown that the thing people care about most is how companies treat their employees,” says Omens. That’s measured by multiple metrics, she adds, including wages, benefits and security, opportunities for advancement, safety and commitment to equity.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The early days of the pandemic reminded us that people are not machines – Alison Omens","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the wake of the pandemic, “the intensity has increased in terms of that expectation; people are expecting more from companies. The early days of the pandemic reminded us that people are not machines”, says Omens. “If you’re worried about your kids, about your health, financial insecurity and covering your bills, and all the things that come with being human, you’re less likely to be productive. And we were \u003Cem\u003Eall \u003C\u002Fem\u003Eworried about those things.”\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers expected their employers to make moves to help alleviate, or at least acknowledge, those concerns – and companies that failed to do so have suffered. The Personio study also showed that more than half of the respondents who were planning to quit wanted to do so because of a reduction in benefits, a worsening work-life balance or a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210330-why-toxic-workplace-cultures-follow-you-home\"\u003Etoxic workplace culture\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“For almost everyone,” says Ross Seychell, chief people officer at Personio, “the pandemic put an acute focus on… how has this company I’ve given a lot to handled me or my health or happiness during this time?” Seychell says many workers considering that question are finding a lack of satisfying answers. “I’m hearing it a lot: ‘I’m going to go somewhere I’m valued’.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAn across-the-board exodus\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe mass departure is happening at all levels of work, and is especially evident in service and retail jobs.\u003C\u002Fp\u003E\n\u003Cp\u003E“Many of the stories have tended to focus on white collar jobs, but the biggest trends are really around traditionally low-wage roles and essential workers,” says Omens. “That’s a really interesting element of this.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, the American retail sector has seen more recent resignations than any other industry. Just fewer than \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Fbusiness\u002F2021\u002F06\u002F21\u002Fretail-workers-quitting-jobs\u002F\"\u003E650,000 retail workers\u003C\u002Fa\u003E quit in the month of April alone, according to data from the Labor Department. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09mvsf7"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThroughout the pandemic, \u003Ca href=\"https:\u002F\u002Fwww.thelancet.com\u002Fjournals\u002Flancet\u002Farticle\u002FPIIS0140-6736(20)31200-9\u002Ffulltext\"\u003Eessential workers\u003C\u002Fa\u003E – often in lower paid positions – have borne the brunt of employers’ decisions. Many were working longer hours on smaller staffs, in positions that required interaction with the public with little to no safety measures put in place by the company and, at least in the US, no guarantee of paid sick leave. It quickly burnt workers out.\u003C\u002Fp\u003E\n\u003Cp\u003ENow, major retailers are scrambling to fill open positions, and finding it difficult to get enough new, willing workers in the door. Companies including Target and Best Buy have raised wages, while McDonald’s and Amazon are offering hiring bonuses ranging from $200 to $1,000. Still, a survey by executive search firm Korn Ferry found that \u003Ca href=\"https:\u002F\u002Fwww.kornferry.com\u002Fabout-us\u002Fpress\u002Fkorn-ferry-retail-survey-finds-a-very-slow-movement-to-include-dei-incentive\"\u003E94% of retailers are having trouble filling empty roles\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EPart of the problem, says Omens, is that while financial incentives are a start, a major shift in priorities means it’s not just about the money. Many retail and service workers are departing in favour of entry-level positions elsewhere – in warehouses or offices, for instance – that actually pay less, but offer more benefits, upward mobility and compassion. With employers across the board looking for new hires, many have found it’s easy to find another job and make the transition.\u003C\u002Fp\u003E\n\u003Cp\u003E“We ask people would they take a pay cut to work for a company that aligns with their values,” she adds, “and across the board, people say yes.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA lasting change?\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ECould this Great Resignation bring about meaningful, long-term change to workplace culture and the way companies invest in their employees?\u003C\u002Fp\u003E\n\u003Cp\u003EOmens believes the answer is yes. The change was happening before the pandemic, she says, with a “real increase in what people are looking for in terms of their expectations of CEOs and companies”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Just fewer than 650,000 American retail workers quit in the month of April alone","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd the pandemic shifted that existing feeling into overdrive – even in the first few weeks. In late March 2020, billionaire entrepreneur and investor Mark Cuban appeared on a CNBC special titled Markets in Turmoil, and \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2020\u002F03\u002F25\u002Fcoronavirus-mark-cuban-warns-against-rushing-employees-back-to-work.html\"\u003Ewarned companies not to force employees back to work too soon\u003C\u002Fa\u003E. “How companies respond to that very question is going to define their brand for decades,” he said. “If you rushed in and somebody got sick, you were that company. If you didn’t take care of your employees or stakeholders and put them first, you were that company.” For many employees, cautioned Cuban, “that’s going to be unforgiveable”.\u003C\u002Fp\u003E\n\u003Cp\u003ENow, says Seychell, that’s proving true. For both people inside companies as well as those just entering the job market, how a company treated its people over the last year and a half will determine the course of the future.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s become compulsory for companies to make serious investments in their employees’ wages, opportunities, and overall wellbeing, if they weren’t doing so already, says Seychell, if for no other reason than it’s simply good for business.\u003C\u002Fp\u003E\n\u003Cp\u003E“When there’s a lot of people moving, that costs companies in terms of turnover and lost productivity,” he says. “It takes six to nine months to onboard someone to be fully effective. Companies that lose a lot of their workforce are going to struggle with this over the next 12 to 16 months, and maybe much longer. Companies that don’t invest in their people will fall behind.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-07-01T20:48:15Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The Great Resignation: How employers drove workers to quit","headlineShort":"Why so many people are quitting jobs","image":["p09mvsnh"],"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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210329-should-you-be-grateful-for-a-job","worklife\u002Farticle\u002F20210319-can-companies-actually-help-workers-stay-happy-and-healthy","worklife\u002Farticle\u002F20210617-why-career-breaks-hit-your-confidence-so-hard"],"relatedTag":null,"summaryLong":"Since the pandemic, employees are leaving the workforce or switching jobs in droves. For many, employers have played a big part in why they're walking away.","summaryShort":"One of the major driving factors behind the 'Great Resignation'","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-06-30T20:00:11.011323Z","entity":"article","guid":"9261dcef-0af1-4d48-9f45-e96a3dad6e0c","id":"worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit","modifiedDateTime":"2021-09-02T05:25:33.275441Z","project":"worklife","slug":"20210629-the-great-resignation-how-employers-drove-workers-to-quit","cacheLastUpdated":1634592730239},"worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work","_id":"6153627245ceed1870361d4c","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Paternity leave, which comes with multiple benefits, is more widely offered than ever before. So, why aren't more men taking it?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn summer 2018, Ricardo Duque was about to begin five months of paternity leave from the architecture firm where he worked in London. But, then, his grandmother in southern Portugal contracted a severe case of pneumonia.  \u003C\u002Fp\u003E\n\u003Cp\u003EDuque’s wife, who is Indian, had just resumed working at Samsung, after seven months of maternity leave. “I’d barely spent any time alone with our daughter,” the 42-year-old recalls. “But I had no choice. I took her to Portugal, and spent the next few weeks looking after my tiny baby and my grandma, with very little help from anyone else.”  \u003C\u002Fp\u003E\n\u003Cp\u003EFrom the moment Duque and his wife discovered they were expecting, he knew that he wanted to take a substantial amount of paternity leave, which his partner endorsed. Despite worrying that he was getting “looks” from colleagues and being “judged by managers” when he informed them of his plan – and even though his leave did not start exactly as envisioned –  the experience turned out to be extremely rewarding. \u003C\u002Fp\u003E\n\u003Cp\u003E“The time we spent together was invaluable and I wouldn’t change it for the world,” he says. “We now have such a special bond.” \u003C\u002Fp\u003E\n\u003Cp\u003EAcross the UK, US and many other parts of the world, however, non-birthing parents like Duque who take parental leave are a depressingly small minority. The number of countries where paternity leave is enshrined in law has \u003Ca href=\"https:\u002F\u002Fwww.ilo.org\u002Fwcmsp5\u002Fgroups\u002Fpublic\u002F---dgreports\u002F---dcomm\u002F---publ\u002Fdocuments\u002Fpublication\u002Fwcms_604882.pdf\" target=\"_blank\"\u003Emore than doubled\u003C\u002Fa\u003E to about 90 in the last 20 years; and globally, at least \u003Ca href=\"https:\u002F\u002Fwww.mercer.com\u002Four-thinking\u002Fprevalence-of-global-parental-leave-policies-infographic.html\" target=\"_blank\"\u003Efour out of every 10 organisations\u003C\u002Fa\u003E are thought to provide paid leave above the statutory minimum. Yet, the proportion of men who take more than a few days off work when their child is born is tiny. \u003C\u002Fp\u003E\n\u003Cp\u003EMost cite fears of being discriminated against professionally, missing out on pay rises and promotions, being marginalised or even mocked as reasons for not taking time off. Academics consider these concerns to be the effect of deeply ingrained and highly damaging stereotypes around gender – and suggest that changing this will require significant cultural shifts as well as better institutional provision of paid paternity leave.  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EInternalised stereotypes\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThekla Morgenroth, a research fellow in Social and Organisational Psychology at the University of Exeter, UK, says that gender stereotypes have persisted, even though gender roles at work have changed substantially in the last few decades, with much higher numbers of women entering and staying in the workforce. \u003C\u002Fp\u003E\n\u003Cp\u003E“Women are no longer seen as less competent than men, but women continue to be seen as more communal – warm, nurturing and caring – than men and, in turn, as more suitable for roles that require these attributes such as childcare,” they explain. “Men, on the other hand, continue to be seen as more agentic: decisive, assertive, competitive.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Men who do take parental leave can face backlash and be seen as weak, lacking work commitment – Thekla Morgenroth","id":"worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis, says Morgenroth, can affect decisions regarding parental leave in a multitude of ways. “First, women and men can internalise these stereotypes, meaning that men might think that they are not very communal and thus wouldn't be very good at taking care of a baby. Their female partners may of course also endorse gender stereotypes and discourage their male partners from taking parental leave because they don't think they're capable.” \u003C\u002Fp\u003E\n\u003Cp\u003EA key factor is that gender stereotypes are not only descriptive but also prescriptive; they signal what women and men shouldbe like – including the idea that men should prioritise work over family. \u003C\u002Fp\u003E\n\u003Cp\u003E“Men who do take parental leave can therefore face backlash and be seen as weak, lacking work commitment and so on, which can result in consequences at work such as being demoted or not taken seriously,” they say. “Men are, of course, aware of these potential consequences and this could definitely contribute to them deciding against taking parental leave even if it's offered.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ENo role models\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ECommunication is a prime factor that Sarah Forbes, lecturer and academic researcher at Birmingham University Business School, UK, identifies as another invisible barrier to men taking the leave that they are entitled to.  \u003C\u002Fp\u003E\n\u003Cp\u003EIn 2015, the UK introduced a shared parental leave policy allowing eligible parents to split up to 50 weeks of leave and up to 37 weeks of pay between them. But research in 2018 showed that of the more than 900,000 UK parents who were eligible to take advantage of the policy that year, \u003Ca href=\"https:\u002F\u002Fwww.birmingham.ac.uk\u002FDocuments\u002Fcollege-social-sciences\u002Fbusiness\u002Fresearch\u002Fwirc\u002Fspl-policy-brief.pdf\"\u003Eonly 9,200 parents – or about 1% – did\u003C\u002Fa\u003E. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"infographic","image":[],"imageAlignment":"centre","imageAltText":"Dad and baby looking out of an apartment window into the city","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERicardo Duque says that this might be partly a result of fathers simply not knowing their rights. “When I took paternity leave, I was shocked at how few other dads knew what they were entitled to,” he says. \u003C\u002Fp\u003E\n\u003Cp\u003EForbes believes it’s important to have visible “fatherhood champions” at companies, across different sections and departments both to inspire fathers to take leave and also improve their knowledge of leave provisions. “Also, if managers are knowledgeable of the organisation’s offering around paternity leave and shared parental leave, this will lead to parents being more aware of what their entitlements are.” \u003C\u002Fp\u003E\n\u003Cp\u003EThekla Morgenroth also considers role models to be of paramount importance. “If other men are taking parental leave at a specific company, it shows that taking parental leave is normal and acceptable for men to do,” they explain. “These effects are likely particularly pronounced when men in leadership positions take parental leave, because they can act as role models and demonstrate that you can be successful even if you take parental leave.” \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When I took paternity leave, I was shocked at how few other dads knew what they were entitled to – Ricardo Duque","id":"worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EUnfortunately, however, there’s evidence that it’s precisely these men, the ones at the highest echelons who are most visible, who tend to \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Farticle\u002F10.1007\u002Fs11199-017-0861-9\" target=\"_blank\"\u003Etake the least leave\u003C\u002Fa\u003E. Research conducted across Germany, Austria and Switzerland in 2017 showed that fathers without leadership responsibility were much more likely to take leave as planned than their peers who were managers. More responsibility, the researchers reasoned, simply equated to greater perceived pressure to be present at work. \u003C\u002Fp\u003E\n\u003Cp\u003E“That needs to change,” says Morgenroth. “It's of course great if companies offer extensive paid parental leave for fathers, and they absolutely should, but as long as leaders don't demonstrate that men won't be penalised for making use of such policies, not much will change.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EUnspoken norms\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWorkplace experts are warning that the immense uncertainty created by the Covid-19 pandemic – and specifically anxiety around job security – is only likely to have exacerbated workers’ concerns about taking time off.  \u003C\u002Fp\u003E\n\u003Cp\u003EIn one survey of over 500 US fathers conducted at the end of May, about two-thirds of respondents admitted \u003Ca href=\"https:\u002F\u002Fwww.media.volvocars.com\u002Fus\u002Fen-us\u002Fmedia\u002Fpressreleases\u002F283258\u002Fvolvo-cars-reveals-unspoken-workplace-stigma-for-american-dads-paternity-leave\"\u003Ethat there was an unspoken rule\u003C\u002Fa\u003E that men at their jobs should not take full paternity leave – and that taking as little as possible was “a badge of honour”. \u003C\u002Fp\u003E\n\u003Cp\u003ENinety percent of those surveyed reported their employer offered less than 12 weeks of paternity leave, but almost two-thirds said that they planned to take less than half of that. Fifty-eight percent admitted that they were afraid that taking even six weeks of paternity leave would set their careers back.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Dad playing with his child on a slide","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the US, although individual companies offer paternity leave, fathers are not legally entitled to any paid parental leave. In fact, the US is one of only a handful of countries \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210624-why-doesnt-the-us-have-mandated-paid-maternity-leave\"\u003Ewithout any mandated paid leave\u003C\u002Fa\u003E for birthing mothers, too. President Joe Biden has included expanded provision in his \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Fus-policy\u002F2021\u002F04\u002F28\u002Fwhat-is-in-biden-families-plan\u002F\" target=\"_blank\"\u003EAmerican Families Plan\u003C\u002Fa\u003E, but it’s not at all clear whether the legislation will pass. \u003C\u002Fp\u003E\n\u003Cp\u003EIn recent months, caring responsibilities have caused millions of women to leave jobs; the US women’s labour force participation rate, for example, slumped to its \u003Ca href=\"https:\u002F\u002Fnwlc.org\u002Fresources\u002Fjanuary-jobs-day-2021\u002F\"\u003Elowest level since 1988\u003C\u002Fa\u003E. Gender norms seem to have become even \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives\"\u003Emore entrenched\u003C\u002Fa\u003E by the pandemic – something which, combined with ongoing economic instability, could potentially make it even harder for fathers who want time off. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EUnappreciated upsides \u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EMany academics say what’s particularly frustrating about the low take-up of paternity leave, whether in the US or elsewhere, is the potential that it has to reduce the \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-42918951\"\u003Egender pay gap\u003C\u002Fa\u003E. “Gender inequality will continue in the workplace for as long as early-years parenting is primarily seen as women’s work,” says Emma Banister, professor at the University of Manchester’s Work and Equalities Institute. “The current policy framework doesn’t do enough to challenge this.” \u003C\u002Fp\u003E\n\u003Cp\u003EResearch has highlighted other important advantages of fathers taking leave, too. A \u003Cspan\u003Epaper published in 2019\u003C\u002Fspan\u003E showed that even nine years later, children whose fathers took at least two weeks of paternity leave after they were born \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Farticle\u002F10.1007\u002Fs11199-019-01050-y\"\u003Ereported feeling closer to their fathers than children with fathers who did not take leave\u003C\u002Fa\u003E. In a \u003Cspan\u003Eseparate paper\u003C\u002Fspan\u003E, academics found that for heterosexual married couples, the father taking any paternity leave after the birth of a child can also cause \u003Ca href=\"http:\u002F\u002Fpaa2019.populationassociation.org\u002Fuploads\u002F190145\"\u003Ethe divorce risk to drop for up to six years after the birth\u003C\u002Fa\u003E. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"As long as leaders don't demonstrate that men won't be penalised for making use of such policies, not much will change – Thekla Morgenroth","id":"worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESome countries have made strides when it comes to men taking more parental leave. Sweden offers parents 480 days of paid parental leave per child that they are entitled to share. Each parent can transfer part of their leave to the other, but 90 days have to be reserved specifically for each parent. From 2008 until 2017, as an incentive for fathers to take more time off, families were entitled to a monetary bonus determined by the number of days divided equally between parents. \u003C\u002Fp\u003E\n\u003Cp\u003EThe policy seems to be working: One study in 2019 showed that approximately \u003Ca href=\"https:\u002F\u002Fwww.leavenetwork.org\u002Ffileadmin\u002Fuser_upload\u002Fk_leavenetwork\u002Fannual_reviews\u002F2019\u002FSweden_2019_0824.pdf\"\u003E90% of eligible Swedish fathers claim\u003C\u002Fa\u003E paternity leave and that on average, they take 96% of the total amount of leave time allotted to them. Sweden is also a leader among advanced economies in terms of \u003Ca href=\"https:\u002F\u002Fstats.oecd.org\u002FIndex.aspx?DataSetCode=lfs_sexage_i_r\"\u003Efemale labour market participation\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESupporting a more equal society\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIn the absence of this kind of comprehensive legislation, however, Banister believes that employers should reduce barriers to taking paternity leave by “normalising employees taking leave during the first year of their child’s birth or adoption, regardless of the employees’ gender or sexual orientation”. \u003C\u002Fp\u003E\n\u003Cp\u003EThere are more specific considerations too, she says, like the timing of the leave. Company-subsidised parental leave, if offered, is often restricted to the first few months – when it may suit parents better for the mother to be at home, especially if she is breastfeeding. If employers gave all parents decent pay for a period of time, regardless of when they take it (and in addition to a period of fully-paid paternity leave around the time of the birth), this would give parents much more flexibility. \u003C\u002Fp\u003E\n\u003Cp\u003EBut ideally, says Banister, leave for fathers and financial support for that leave should be the state’s responsibility, because putting the onus on employers – as is the case in the US – can lead to a “two-tier system” where only certain sectors offer paternity leave. \u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, it seems, removing the barriers that deter fathers from taking time off begins with adequate provision, well-communicated, which can then start to reduce gender stereotypes and mainstream the practice. \u003C\u002Fp\u003E\n\u003Cp\u003E“The government should offer an appropriate minimum package which encourages behaviours that support a more gender equal society,” says Banister.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-07-13T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Paternity leave: The hidden barriers keeping men at work","headlineShort":"Why men don't take paternity leave","image":[],"imageAlignment":"centre","imageAltText":"Dad with two little kids crossing a city street","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Paternity leave, which comes with multiple benefits, is more widely offered than ever before. So, why aren't more men taking it?","summaryShort":"More nations and firms are offering paternity leave – so why is it so taboo?","tag":[],"textToSpeech":false,"creationDateTime":"2021-07-12T19:52:27.74085Z","entity":"article","guid":"ece1ab2b-8206-47d9-9176-d8846cc2103e","id":"worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work","modifiedDateTime":"2021-09-02T05:26:06.415772Z","project":"worklife","slug":"20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work","cacheLastUpdated":1634592730240},"worklife\u002Farticle\u002F20211005-is-modern-office-culture-unfair-to-non-parents":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211005-is-modern-office-culture-unfair-to-non-parents","_id":"615e026c45ceed7b4d1fd189","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fchristine-ro"],"bodyIntro":"Working parents are juggling a lot. But when non-parents have to work harder to compensate, tensions can arise.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELeo Ramirez’s passion job is editing Grubby Cat, a cat-care website. But his main job is very different: coordinating inspections for a crane company in Florida, US. It’s there that he sometimes feels frustrated as a 47-year-old employee without children. \u003C\u002Fp\u003E\n\u003Cp\u003E“It’s a very family-oriented workplace,” he explains, with frequent social events like employee picnics and parties. These are supposed to be fun occasions, but they can be dispiriting for him. “My co-workers will make me feel guilted – unintentionally I am sure – into staying [at work] those days later than everyone else… while everyone else has that ‘excuse’ to be unable to make it in because they have families and kids to prepare with.” \u003C\u002Fp\u003E\n\u003Cp\u003ERamirez reports that his colleagues say things like, “come on Leo, you know if you had kids or anything we would let you take the extra time you needed”. Yet when Ramirez and his lifelong best friend married earlier this year, his managers wouldn’t let him leave two hours early for last-minute wedding prep on the Friday before the wedding. \u003C\u002Fp\u003E\n\u003Cp\u003ERamirez is sympathetic to parents’ needs: “Me having to get my teeth worked on is never going to be as important as someone’s kid being hurt, I completely understand that.” He’s even happy to work on holidays so that his colleagues with kids can have uninterrupted family time at Christmas and Thanksgiving, for instance. But it can rankle that “I have been asked to pick up the ‘supervisor on call’ responsibility for others on multiple weekends when it should have been their turn to do so”. \u003C\u002Fp\u003E\n\u003Cp\u003EMany employees without kids have similar stories. They understand that it can be incredibly challenging for their colleagues to juggle paid work, parenting and other responsibilities – particularly \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200401-how-to-work-from-home-with-your-kids-during-coronavirus\"\u003Eduring a global pandemic\u003C\u002Fa\u003E, and especially in places without strong governmental support for parents. But they don’t want to be taken for granted. Ultimately, it’s up to employers to ensure balanced workloads and respect for everyone’s work-life balance, so that \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F264703753_Fragmented_Sisters_The_Implications_of_Flexible_Working_Policies_for_Professional_Women%27s_Workplace_Relationships\"\u003Eresentment doesn’t fester\u003C\u002Fa\u003E among people based on their parenting status. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMore child-free adults, but not necessarily more respect\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIn many countries, the share of people without kids is growing. In England and Wales, for instance, women who turned 45 in 2018 were \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Fpeoplepopulationandcommunity\u002Fbirthsdeathsandmarriages\u002Fconceptionandfertilityrates\u002Fbulletins\u002Fchildbearingforwomenbornindifferentyearsenglandandwales\u002F2018\"\u003Etwice as likely\u003C\u002Fa\u003E not to have children as their mothers’ generation (19% vs. 9%). There’s a \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Fsocial-trends\u002F2010\u002F06\u002F25\u002Fchildlessness-up-among-all-women-down-among-women-with-advanced-degrees\u002F\"\u003Esimilar pattern in the US\u003C\u002Fa\u003E. (It’s hard to come by comparable data for low-income countries, where most research has focused on involuntary infertility rather than choosing to be child-free.)\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211005-is-modern-office-culture-unfair-to-non-parents-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09xsgwr"],"imageAlignment":"centre","imageAltText":"Tired cook","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211005-is-modern-office-culture-unfair-to-non-parents-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EDespite their growing numbers, and the obvious advantage of having more time to devote to their careers, people without children still feel they face certain barriers at work. Some report being \u003Ca href=\"https:\u002F\u002Fwww.cbc.ca\u002Fnews\u002Fbusiness\u002Fchildless-employees-work-life-balance-1.4953036\"\u003Epromoted more slowly\u003C\u002Fa\u003E or \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20170814-how-to-say-no-at-work-when-you-dont-have-kids\"\u003Edenied raises\u003C\u002Fa\u003E because their managers think that only working parents needed extra money. \u003C\u002Fp\u003E\n\u003Cp\u003EFlexible work policies have often been applied to parents first, such as the UK’s right to request permanent flexible work. “Historically, all of these provisions were for parents and carers initially. And some people don’t know that that’s changed,” says Krystal Wilkinson, a lecturer on human resources management at Manchester Metropolitan University in the UK, who focuses on family and wellbeing at work, and has researched employees who live alone. This unfamiliarity with the law can make non-parents reluctant to request flexibility or other changes at work. \u003C\u002Fp\u003E\n\u003Cp\u003ELike Ramirez, many non-parents may be expected to work awkward shifts and holidays, travel more, log overtime and change work locations, because of the assumption that they have fewer important personal commitments. A recent discrimination lawsuit that was \u003Ca href=\"https:\u002F\u002Fwww.cityam.com\u002Fjudge-dismisses-lawyers-harassment-claim-warning-against-a-culture-of-hyper-sensitivity\u002F\"\u003Edismissed in August\u003C\u002Fa\u003E highlighted these issues. When a UK-based lawyer declined to relocate to her company’s Swiss head office, due to personal reasons, her manager responded, “What personal reasons? You are not married, you don’t have children and you do not have a boyfriend.” \u003C\u002Fp\u003E\n\u003Cp\u003EManagers like this may be demanding toward non-parents but understanding toward parents, if they respect that working parents might have to leave work early to pick up the kids from school, or take time off when they can’t arrange childcare. But still, “the work has to be done. Someone’s got to pick it up”, says Wilkinson.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211005-is-modern-office-culture-unfair-to-non-parents-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The implicit bias is that child-related reasons for being unavailable are more valid – Rachel","id":"worklife\u002Farticle\u002F20211005-is-modern-office-culture-unfair-to-non-parents-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESometimes this expectation is explicit. But other times the messaging and shifting of workloads are more subtle. “It wasn’t even sometimes that they were explicitly asked to do it,” Wilkinson says of some of her solo-living interviewees. “It was like, ‘Well, somebody’s got to lock up the shop at the pharmacy at the end of the day, and she’s got the girl, so I just end up doing it’.”\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe hidden pressures on non-parents working with parents\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe smaller things can often take a toll on non-parents, who are often treated as if their hobbies, relationships and responsibilities are trivial, compared to being a parent. This can lead many employees without kids to hide or feel ashamed about their lives outside work – despite many women without children, especially, using their time outside work to \u003Ca href=\"http:\u002F\u002Fwrap.warwick.ac.uk\u002F132633\u002F1\u002FWRAP_Theses_Griffiths_2018.pdf\"\u003Evolunteer or care for others\u003C\u002Fa\u003E. Even simple comments presuming that most people have families can sting, making non-parents feel invisible. \u003C\u002Fp\u003E\n\u003Cp\u003ERachel, a 33-year-old creative director in Barcelona who doesn’t have kids, works for a remote ad agency where she feels non-parents have generally been expected to make themselves more available. “The workload imbalance was most obvious in our team’s availability and personal hours. I noticed subtle biases, like meetings ending on time for a parent to pick up their child from school but going over when a childless employee had an obligation,” explains Rachel, whose surname is being withheld for professional concerns. “The implicit bias is that child-related reasons for being unavailable are more valid.” \u003C\u002Fp\u003E\n\u003Cp\u003EOne irony is that expecting non-parents to work long and late inhibits them from forming families, if that’s what they want. Wilkinson calls this “really, really problematic, especially for the people that were living alone but didn’t want to be living alone, and were trying to develop relationships, because that’s the stuff that gets in the way of being able to go on a date or to be developing partnerships”. It’s also hard on people undergoing complex fertility treatments, who might need flexibility for these but feel that their managers wouldn’t understand.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211005-is-modern-office-culture-unfair-to-non-parents-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09xsh2k"],"imageAlignment":"centre","imageAltText":"Man working late in the office","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211005-is-modern-office-culture-unfair-to-non-parents-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOne result of slights both big and small may be \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Ffull\u002F10.1111\u002F1748-8583.12181\"\u003E“family-friendly backlash”\u003C\u002Fa\u003E, or indignation at the perceived unfairness of workplace policies that favour parents. During the pandemic this backlash has been especially evident at tech companies like Facebook, where employees have been \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F09\u002F05\u002Ftechnology\u002Fparents-time-off-backlash.html\"\u003Etussling over policies\u003C\u002Fa\u003E such as generous leave for parents, and sometimes even naming-and-shaming working parents they believe are underperforming. But across sectors, people have been \u003Ca href=\"https:\u002F\u002Fqz.com\u002Fwork\u002F1946450\u002Fhow-to-help-working-parents-and-not-pit-them-against-co-workers\u002F\"\u003Egetting angrier\u003C\u002Fa\u003E about the parent\u002Fnon-parent divide. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EListening to those without kids\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIt can be challenging for employers to mediate between the \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Ffull\u002F10.1111\u002F1748-8583.12181\"\u003Edifferent perceptions of fairness\u003C\u002Fa\u003E that come up between parents and non-parents. One option is to remove the pressure on staff to justify their need for time off. That’s why Rachel’s ad agency decided to remove explanations from employees’ out-of-office messages. She explains, “If you need to be offline from 3pm to 4pm, great! It shouldn’t matter if it’s to take your kid to the doctor or yourself to a dinner party.” \u003C\u002Fp\u003E\n\u003Cp\u003ERowan Aust, a media researcher at the University of Huddersfield, UK, as well as co-director of Share My Telly Job (SMTJ), provides a counterpoint to this from her experience of the TV production industry, which demands long hours and short notice. Aust believes in “leaving loudly”: employees of all genders feeling comfortable leaving work at a reasonable hour without \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting\"\u003Ehiding their parenting status\u003C\u002Fa\u003E or, say, their exercise routines. \u003C\u002Fp\u003E\n\u003Cp\u003E“It should be up to employers to provide an environment where people can leave and go to a yoga class,” says Aust – for example, with managers setting the tone from the top. “It has to be allowed through the company culture… it shouldn’t really be down to individuals.” Aust also points to the need for \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20170814-how-to-say-no-at-work-when-you-dont-have-kids\"\u003Ecollective action\u003C\u002Fa\u003E to challenge unfairness, whether that’s freelancers sharing rates or staff unionising.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211005-is-modern-office-culture-unfair-to-non-parents-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I have been asked to pick up the ‘supervisor on call’ responsibility for others on multiple weekends when it should have been their turn to do so – Leo Ramirez","id":"worklife\u002Farticle\u002F20211005-is-modern-office-culture-unfair-to-non-parents-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EGood managers don’t overwork their staff, whatever their family circumstances. They find alternatives to piling the work onto solo-living employees. “During the pandemic, there were organisations that have realised that the workload of everyone is going to go up,” points out Wilkinson. “So can we get more resources in? Can we get more bodies in? Or strip away any non-essential\u002Fnon-urgent work?”\u003C\u002Fp\u003E\n\u003Cp\u003E“The tension is between non-parents and their employer,” she emphasises – not between non-parents and parents. “Consistently, in all my research, it’s not been the case that childless employees resent parental colleagues, they don’t think that parents deserve any less. They just think that their own psychological contract with the organisation is the issue.”\u003C\u002Fp\u003E\n\u003Cp\u003EIt may sound simplistic, but just listening properly is the beginning of everything. “This group are not being thought about,” Wilkinson says of workers without children, who are often grateful just to be asked about their experiences. As child-free cat-lover Ramirez comments, “It’s nice to vent about this for once without the fear of clashing with my co-workers about it.”\u003C\u002Fp\u003E\n\u003Cp\u003E“Maybe you can’t accommodate everything that they want, but kind of accommodate what you can and think about it and give them a reason if you can’t,” Wilkinson says of non-parents’ desire to be heard. “It’s about communications at the end of the day – and at the end, there seeming to be a fair process.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211005-is-modern-office-culture-unfair-to-non-parents-8"}],"collection":["future\u002Fpremium-collection\u002Ffamily-tree"],"disableAdverts":false,"displayDate":"2021-10-07T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Do companies lean harder on non-parents?","headlineShort":"Are non-parents expected to work more?","image":["p09xsggl"],"imageAlignment":"centre","imageAltText":"Man on phone at a restaurant","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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men","worklife\u002Farticle\u002F20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work","worklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point"],"relatedTag":null,"summaryLong":"Working parents are juggling a lot. But when non-parents have to work harder to compensate, tensions can arise.","summaryShort":"Some workers without children say they must compensate for colleagues with kids","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-10-06T20:09:14.495264Z","entity":"article","guid":"368c4071-ca22-445e-8dc6-8a84de6f5d9f","id":"worklife\u002Farticle\u002F20211005-is-modern-office-culture-unfair-to-non-parents","modifiedDateTime":"2021-10-07T11:52:19.665986Z","project":"worklife","slug":"20211005-is-modern-office-culture-unfair-to-non-parents","cacheLastUpdated":1634592730240},"worklife\u002Farticle\u002F20210315-why-remote-work-has-eroded-trust-among-colleagues":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210315-why-remote-work-has-eroded-trust-among-colleagues","_id":"615360eb45ceed40d1466e6d","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"After a year of remote work, we now trust our colleagues less than before. Here's what we can do to rebuild those bridges.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen the pandemic triggered mass workplace closures last spring, many companies were unprepared for what turned into an open-ended remote-work arrangement. For some, the extraordinary situation initially prompted a heightened sense of goodwill as workers juggled the demands of family and fine-tuned home-office setups. Yet as we now pass the one-year mark of virtual work, the shaky foundation of many company cultures is cracking to reveal a lack of trust among remote managers and employees.\u003C\u002Fp\u003E\n\u003Cp\u003EUnder better circumstances, trust begets trust; at the moment, experts are finding that \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2021\u002F02\u002Fwfh-is-corroding-our-trust-in-each-other\"\u003Ethe reverse is true\u003C\u002Fa\u003E. Without in-person interactions to bolster our professional relationships, there’s more room to make negative – often unfounded – assumptions about our colleagues’ behaviours. And, many supervisors haven’t been trained to manage a team remotely, causing them to fall into the trap of over-monitoring employees, which tends to backfire. All these factors are creating a cycle of virtual workplace distrust that’s exacerbated by \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 and the struggle to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201021-coronavirus-the-possible-long-term-mental-health-impacts\"\u003Esustain our mental health\u003C\u002Fa\u003E amid an extended period of uncertainty.\u003C\u002Fp\u003E\n\u003Cp\u003EThe dearth of trust isn’t something that will be magically fixed once the pandemic subsides, especially as businesses are considering adopting new models, from \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200824-why-the-future-of-work-might-be-hybrid\"\u003Ehybrid systems\u003C\u002Fa\u003E to a different kind of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210113-whats-the-best-plan-for-a-radical-new-workday\"\u003Ework week\u003C\u002Fa\u003E. The consequences of a culture of distrust are significant – including diminished productivity, innovation and motivation. But there are steps we can take to effectively build and repair trust, even from afar.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDistance breeds distrust\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBefore the pandemic, the seeds of trust were often planted at work without us even realising it – a greeting in the elevator, post-meeting small talk, complimenting a colleague’s haircut.\u003C\u002Fp\u003E\n\u003Cp\u003E“Trust is built by spending time together, not necessarily around work-related tasks,” says Scott Schieman, chair of the department of sociology at the University of Toronto’s St George campus. “We form and sustain social bonds this way, expressing verbal and nonverbal communication in ways that convey understanding, empathy and shared concern. There’s no way endless Zoom calls can replace the depth and quality of in-person human interaction.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210315-why-remote-work-has-eroded-trust-among-colleagues-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"colleagues in elevator","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210315-why-remote-work-has-eroded-trust-among-colleagues-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENot only is it harder to build strong connections through video and audio calls, email and instant messages, but misunderstandings are likelier to arise from these mediums due to their limitations. “You might see a supervisor’s or team member’s facial expression on a Zoom meeting and misinterpret or appraise it in a negative way,” says Schieman. “You might be completely misreading it – maybe their kid was in the background doing something that annoyed them. In a physical shared space, you could better read those cues and clear them up.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhen we don’t have all the context about a colleague’s behaviour, we’re prone to credit their actions or words to their character, rather than a situation beyond their control – a well-established phenomenon in social psychology known as \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Farticle\u002F20120628-playing-the-brains-blame-game\"\u003Efundamental attribution error\u003C\u002Fa\u003E, which has taken on new weight in an era of virtual interactions.\u003C\u002Fp\u003E\n\u003Cp\u003E“If you’re late for a meeting while working from home, it’s because your broadband wasn’t working, but if anyone else misses a meeting, you attribute it to their character,” says Heidi K Gardner, faculty chair of Harvard Law School’s Accelerated Leadership Program and author of Smart Collaboration: How Professionals and Their Firms Succeed by Breaking Down Silos. Gardner, who has studied trust attitudes among knowledge workers, adds: “[You think it must be] because that co-worker is lazy, doesn’t care about the work or isn’t holding up their end of the bargain. When we’re working separately, you can only see your own circumstances and excuse your behaviours but impugn others’ character when something goes wrong for them.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210315-why-remote-work-has-eroded-trust-among-colleagues-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If you’re late for a meeting while working from home, it’s because your broadband wasn’t working, but if anyone else misses a meeting, you attribute it to their character – Heidi K Gardner","id":"worklife\u002Farticle\u002F20210315-why-remote-work-has-eroded-trust-among-colleagues-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen a manager makes a negative assumption about an employee’s behaviour and decides to supervise them more closely as a result, it can cause \u003Ca href=\"https:\u002F\u002Fwww.siop.org\u002FResearch-Publications\u002FItems-of-Interest\u002FArtMID\u002F19366\u002FArticleID\u002F4555\u002FTripled-Levels-of-Poor-Mental-Health-But-There-Is-Plenty-Managers-Can-Do\"\u003Epsychological distress\u003C\u002Fa\u003E, which in turn can harm performance. “Monitoring is interpreted by employees as not being trusted to do their work, impinging on their sense of control over their work and their trust of their manager and organisation as a whole,” says Caroline Knight, research fellow at Curtin University’s Future of Work Institute in Perth, Australia, who is leading an ongoing study \u003Ca href=\"https:\u002F\u002Fwww.transformativeworkdesign.com\u002Fworking-from-home-survey\"\u003Eon the impact of Covid-19 on work, wellbeing and performance\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“When leaders start to monitor, employees are less motivated and feel less responsible for their work,” adds Anita Keller, assistant professor of behavioural and social sciences at the University of Groningen in the Netherlands, who is collaborating with Knight on the study. The increased autonomy that comes with working remotely can be a boon to productivity and morale, she explains, but only if supervisors trust their team to perform, “otherwise there are limited or no benefits for employees and organisations”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBuilding relationships remotely\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn order to shore up trust, it’s helpful to realise that trust building isn’t a one-size-fits-all process.\u003C\u002Fp\u003E\n\u003Cp\u003EGardner explains that there are two main types of trust: competence trust, which relates to pure professional ability; and interpersonal trust, which is based on human connection and integrity. “If you deliver quality work on time but are a jerk, that undermines personal trust,” says Gardner. “People need to send strong, clear, reliable signals of trustworthiness in both these dimensions.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere are also two different types of trust personalities: automatic trusters, who give the benefit of the doubt until trust is broken; and evidence-based trusters, who tend not to trust until they’ve been given adequate reason to do so. “If you don’t know which type a co-worker is, the safer bet is to assume they’re evidence-based,” suggests Gardner. Providing more communication and information than necessary to a new colleague will cover your bases until trust is established.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210315-why-remote-work-has-eroded-trust-among-colleagues-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210315-why-remote-work-has-eroded-trust-among-colleagues-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhile it helps to raise awareness of how trust works, companies must also play their part, says Bhushan Sethi, a principal and joint global leader in PwC’s New York-based People & Organisation practice, where he works with employees across 150 countries to shape culture-led change. “To build real trust, firms will need to upskill in inclusive leadership, especially in a remote environment, where people are likely to feel more disconnected,” says Sethi. “Leaders need to make people feel included, make sure their ideas are heard and empathise when they’re stressed, anxious or burned out.”\u003C\u002Fp\u003E\n\u003Cp\u003ELikewise, Knight and Keller emphasise the importance of empathy in promoting trust. Their research showed that \u003Ca href=\"https:\u002F\u002Fwww.siop.org\u002FResearch-Publications\u002FItems-of-Interest\u002FArtMID\u002F19366\u002FArticleID\u002F4600\u002FBoosting-Job-Performance-When-Working-from-Home-Four-Key-strategies?utm_source=Social&utm_medium=Posts&utm_campaign=RemoteWork\"\u003Emanagers who show employees support and appreciation will foster more trust\u003C\u002Fa\u003E, and be better trusted in return. In service of its mission to enhance the experience and value of work, The Future of Work Institute has created \u003Ca href=\"https:\u002F\u002Fwww.transformativeworkdesign.com\u002Fflexible-work\"\u003Efree downloadable resources\u003C\u002Fa\u003E – from time management tips to concrete communication strategies – to support managers and workers in a flexible work world.\u003C\u002Fp\u003E\n\u003Cp\u003EBut Knight says companies should also create their own resources. “Organisations could invest in training that focuses on education around the benefits of remote working, how to devolve autonomy of workers and how to manage by results,” she says. “This means not focusing on the number of working hours or whether they respond to messages instantly, but whether the broader goals of the job are being met.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘I trust you’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAll of these tactics can help workers make strides to rebuild a culture of trust – but the reality is that it’s inevitable that trust will still occasionally be broken. So, if you’ve missed a deadline or otherwise fallen short, don’t gloss over it – you have to own up to it before you can rebuild trust. “It’s essential to admit your mistakes, as that makes you vulnerable,” says Gardner. “When you do that, you’re implicitly saying, ‘I trust you not to take advantage of me’.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210315-why-remote-work-has-eroded-trust-among-colleagues-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There are also two different types of trust personalities: automatic trusters and evidence-based trusters","id":"worklife\u002Farticle\u002F20210315-why-remote-work-has-eroded-trust-among-colleagues-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen trust is breached from the top down, as when supervisors monitor employees’ every move, workers can try stepping up communication to assuage anxiety. “Proactively inform your supervisor how things are going, what you have accomplished and where things are difficult,” says Keller. “It’s also worth negotiating what performance is expected and how that is assessed.”\u003C\u002Fp\u003E\n\u003Cp\u003EStill feeling stifled? Keller suggests explaining to your boss that although you’re aware that some monitoring is important, doing so excessively is counterproductive to your morale and performance. As a last resort, consulting a third-party supervisor or HR representative may help. Regardless of the cause, any time trust is diminished, the goal is to reset the dynamic and cultivate good faith moving forward.\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough trust-building may seem like a soft skill in comparison to more technical or analytical ones, it’s a vital piece of a healthy work culture – and one that’s taken a big hit during the pandemic. Ultimately, our ability to prioritise and develop trust with colleagues will have a direct and immediate impact on the quality of our work – and the long-term outlook of our careers.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210315-why-remote-work-has-eroded-trust-among-colleagues-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-03-18T12:09:40Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why remote work has eroded trust among colleagues","headlineShort":"Why you trust your colleagues less now","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"After a year of remote work, we now trust our colleagues less than before. Here's what we can do to rebuild those bridges.","summaryShort":"Remote work is eroding our faith in those we work with – so what can we do?","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-17T20:58:49.254795Z","entity":"article","guid":"859d4cf7-3d1e-4bf1-a3bb-37923cc446b6","id":"worklife\u002Farticle\u002F20210315-why-remote-work-has-eroded-trust-among-colleagues","modifiedDateTime":"2021-09-02T05:20:29.978701Z","project":"worklife","slug":"20210315-why-remote-work-has-eroded-trust-among-colleagues","cacheLastUpdated":1634592730240},"worklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world","_id":"615361db45ceed18703619f4","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The pandemic quashed the experience of learning in a traditional office. Can younger workers grow in the same way while working at their kitchen tables?","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\u003EFour months after offices across the US went dark, 22-year-old Nicole Jao started her first job working as a cybersecurity risk consultant. She hadn’t expected to launch her career remotely from her apartment in West Los Angeles. \u003C\u002Fp\u003E\n\u003Cp\u003EWith little more than the constant ping of notifications vying for her attention throughout the day, Jao says she yearns for “that camaraderie of hanging out with your co-workers” and “spending time with them at happy hours afterwards... it’s kind of hard to engineer that [social atmosphere] by yourself”. Plus, learning the ropes of a new job in a remote environment means Jao has to advocate for herself in more overt ways than she’d like. “I’m more of an observant employee,” she says. She prefers to be discreet, rather than “being like, ‘S.O.S. I need help’ constantly”. \u003C\u002Fp\u003E\n\u003Cp\u003EWithout these foundations, Jao has had to adapt. She’s learned new ways to absorb information and cues vital to her job, saying, “when you’re remote, you need to be very vocal about the assistance you need and the help you’re looking for. As a new grad and new hire, it definitely affects the way I can learn”. \u003C\u002Fp\u003E\n\u003Cp\u003EAcross the country in Ann Arbor, in the US state of Michigan, 22-year-old Katie Dillon, a recent graduate and software engineer at the mobile-ticketing platform SeatGeek, says her working life is markedly different from the one she envisioned as a student. For one, she isn’t living near the company’s New York City headquarters. And, instead of a commute in which she imagined sipping coffee while getting prepared for the day ahead, Dillon says she rolls “out of bed 20 minutes before my stand-up meeting”. She usually fires up her computer still wearing pyjamas, fixing her hair to “hide the bed head”.   \u003C\u002Fp\u003E\n\u003Cp\u003EThe changes in lifestyle the pandemic has sparked extend far beyond frantic efforts to look presentable for a morning Zoom meeting. As the pandemic has rendered offices unsafe, the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200901-the-class-of-2020s-uncertain-present-and-future\"\u003Erecent graduate’s\u003C\u002Fa\u003E traditional career paradigm of moving to a city, commuting to a job and perhaps living with friends at a similar stage in life has suffered a dramatic, indefinite pause. Young workers have learned to temper their expectations, while companies have been forced to foster the development of greener employees without the convenience of human contact. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘It becomes harder to connect’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“When you’ve been working at an organisation for a long time and then you’re forced to work from home, you do have the benefit of those long-term relationships” with colleagues, says Amanda Jones, a senior lecturer in human resources management at King’s College, London. “People know you. People know what you’re capable of.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Colleagues chatting in an office","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut without the ability to interface, network, schmooze and even chat idly about the weather, some younger employees have started to feel adrift during this period of indefinite teleworking, especially at larger companies. “Part of the employee experience is [shared] space,” says Dan Schawbel, managing partner of the HR advisory firm Workplace Intelligence, and author of Back to Human. “There’s a certain energy and presence people have in person. Once you start to remove that, it becomes harder to connect.” \u003C\u002Fp\u003E\n\u003Cp\u003ERecent studies show that pandemic-wrought isolation and disconnectedness have been particularly hard on the new professionals of Generation Z. In July, \u003Ca href=\"https:\u002F\u002Fwww.metlife.com\u002Femployee-benefit-trends\u002Febts-mental-health-202\"\u003EMetLife’s 18th annual U\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.metlife.com\u002Femployee-benefit-trends\u002Febts-mental-health-202\"\u003ES\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.metlife.com\u002Femployee-benefit-trends\u002Febts-mental-health-202\"\u003E Employee Benefits Trends Study\u003C\u002Fa\u003E showed that Gen Z employees were three times more likely to have sought help for mental health issues like stress and burnout than their more seasoned counterparts. Researchers from the \u003Ca href=\"https:\u002F\u002Fwww.smartsheet.com\u002Fcontent-center\u002Fnews\u002Fover-90-young-workers-having-difficulty-working-home-survey-finds\"\u003Esoftware firm Smartsheet queried\u003C\u002Fa\u003E 1,000 US workers in April, finding that the youngest employees were struggling immensely: 82% of Gen Z workers said they feel “less connected” working remotely, while roughly half reported having communication issues at work and trouble getting the resources necessary to thrive.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Their soft skills are weakened because they’re not getting human contact - Dan Schawbel","id":"worklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAside from forging a career deep in the trenches of the coronavirus recession, which economists fear will have a lasting, negative \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fus-news\u002F2020\u002Fjul\u002F06\u002Fgen-z-covid-19-financial-crisis-lasting-scars\"\u003Eeffect on the economic fortunes of Gen Z\u003C\u002Fa\u003E, younger workers have reason to worry about separate, interpersonal issues related to work. “I think their soft skills are in danger,” says Schawbel, referring to communication skills learned through team environments. “Part of soft skills from a business perspective is the art of collaboration and connecting… their soft skills are weakened because they’re not getting human contact.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe technology avalanche\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIn response, companies large and small are engineering ways to make work feel familiar and team oriented. To an extent, however, that just means inundating employees with technology. \u003C\u002Fp\u003E\n\u003Cp\u003EDan Black, the global recruiting leader at international professional-services network EY, notes that all employees have routine touchpoints, such as video conferences, webinars and other digital communications that aim to promote “a sense of normalcy”. But these tools are the traditional bedrock of teleworking, rather than a spawn of Covid-19 response. \u003C\u002Fp\u003E\n\u003Cp\u003EAs far as onboarding is concerned, it’s more of the same digital barrage. At SeatGeek, new hires “spend time throughout the first two weeks participating in more than a dozen virtual onboarding sessions with teams across SeatGeek,” says Jamie Sterrett, the company’s director of talent acquisition. For recent graduates on the engineering team, the company revived its “onboarding buddy program” to help “new employees feel supported and have a friendly face who they can go to for everyday questions”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"A young man working from home","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis kind of tech-heavy – and sometimes tech-\u003Cem\u003Etoo\u003C\u002Fem\u003E-heavy – strategy is typical across the board, says Schawbel. “Because you’re not with your manager, you’re not meeting your team in person, the amount of touchpoints, the amount of video Zooms you’re doing is so much greater than it would normally be in a pre-Covid world.” \u003C\u002Fp\u003E\n\u003Cp\u003EFor SeatGeek’s Dillon, toggling between tech platforms hasn’t impaired her ability to get accustomed to her role. “While I can’t actually watch another programmer write code or be in the same room doing brainstorming on a whiteboard, there is a lot of support I can get from colleagues over video chat, Slack and by colleagues just pointing me to parts of our codebase that are relevant,” she says. \u003C\u002Fp\u003E\n\u003Cp\u003EBut, even for those who can find their way out of the tech avalanche, some still find all-digital communication can only go so far. Nicole Jao is stuck wondering how to cultivate strong relationships with her colleagues and make the interaction “feel organic”. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESilver linings\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAs entire workforces have migrated online, it’s quickly become clear that big, international companies can keep their business running without a centralised, physical hub. That reality has sunk in for recent graduates, many of whom only need an internet connection to perform a job and don’t need to be tied down to a cubicle. “This [younger] generation tends to be a little bit better at working with technology. They tend to be a lot better at working in a flexible way. Compared to their senior colleagues, they kind of demand that,” says King’s College’s Jones.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I’m trying to reimagine what I want to expect out of work - Nicole Jao","id":"worklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe flexibility can open new doors to thrive. Younger workers like Dillon have chosen to skirt the stereotypical career path of living in a big, expensive city in favour of a cheaper market. “I was excited to move to New York, meet new people and take in the energy of that city. On the other hand, I am grateful that I don’t have to be in a new and unfamiliar place trying to build community in the midst of a pandemic. Also, it doesn’t hurt to save on rent,” she says. \u003C\u002Fp\u003E\n\u003Cp\u003EThough the labour market has contracted significantly, recent grads who are lucky enough to find work have the benefit of attracting employers to come to them, rather than the other way around. “One of the most interesting implications [of remote work] is that talent and opportunity have been dispersed... if you live in [the more remote states of] Idaho or Nebraska, and you’ve always dreamed of working at Google or Facebook, now all these positions are remote positions,” says Schawbel. \u003C\u002Fp\u003E\n\u003Cp\u003EWorkers like Jao, however, had an internalised idea of early career life upended by the pandemic. Now, they’re changing their ideas of what work can ultimately provide in their greater lives – and adapting accordingly. “I’m trying to reimagine what I want to expect out of work,” she says. “I think that’s the only thing I have real control over, rather than wishing I could get what I dreamed about when I was in college.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world-8"}],"collection":[],"disableAdverts":false,"displayDate":"2020-10-28T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Can young people thrive in a remote-work world?","headlineShort":"Why young remote workers might struggle","image":[],"imageAlignment":"centre","imageAltText":"File image of a young woman working at home","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The pandemic quashed the experience of learning in a traditional office. Can younger workers grow in the same way while working at their kitchen tables?","summaryShort":"How do young employees learn office culture working at their kitchen tables?","tag":[],"textToSpeech":false,"creationDateTime":"2020-10-27T20:24:52.179977Z","entity":"article","guid":"bfd93034-c9bb-4f6b-8001-1bd10cc44e42","id":"worklife\u002Farticle\u002F20201023-can-young-people-thrive-in-a-remote-work-world","modifiedDateTime":"2021-09-02T05:13:48.357068Z","project":"worklife","slug":"20201023-can-young-people-thrive-in-a-remote-work-world","cacheLastUpdated":1634592730240},"worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter","_id":"615361f945ceed37d15b6946","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Office friendships are atrophying amid remote work. But you can reap tangible benefits by putting in the effort to keep up intimacy with your office mates.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThere was a time, in the not-so-distant past, when going out to lunch, day after day, with the same group of colleagues was as mundane a part of daily life as the morning meeting or evening commute. But after six months of eating sad desk salads alone, the idea of lunch with our work clique has never felt so exciting.\u003C\u002Fp\u003E\n\u003Cp\u003EAs we’ve been working from our kitchen tables, many of our relationships with colleagues have been atrophying.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s a phenomenon that has positives: the break-up of work cliques means the formerly left-out may have more opportunities to join the ‘in-crowd’ – or maybe there’s no longer an in-crowd at all. But there are drawbacks to drifting away from your work buddies, too. Experts suggest that, while our work-based friendships are generally our most delicate ones, they’re also some of the most impactful on our overall happiness.\u003C\u002Fp\u003E\n\u003Cp\u003ERemote work has changed the dynamic of our work relationships. We can – and, in many cases, should – be trying to keep those friendships going, or even spark new ones. But as our offices operate online, that’s easier said than done.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Friendships of convenience’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“Work is the number one place where people make friends,” says Shasta Nelson, author of The Business of Friendship: Making the Most of Our Relationships Where We Spend Most of Our Time. “It’s also the place where most friendships \u003Cem\u003Eend,\u003C\u002Fem\u003E because people change jobs.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECompared to friendships that begin outside work – which are often stronger and more sustainable, thanks to a foundation of common interests and deep personal knowledge – work friendships are often tenuous, because they tend to be built almost exclusively on shared circumstances and casual interactions. These relationships with colleagues are usually what Ho Kwan Cheung, an assistant professor of psychology at the University of Albany in New York, calls “friendships of convenience, for lack of a better term. It’s the person you talk to when you take a coffee break, or go to the pantry. The person who’s readily available when you have a problem because their desk is next to yours”.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd now, without those opportunities for interaction while we’ve been working from home, many have found work friendships fading; for many, finding other ways to maintain them virtually has not been a major priority while navigating the upheaval of recent months.\u003C\u002Fp\u003E\n\u003Cp\u003E“Work friendships die pretty quickly with a lack of shared experiences,” says Nelson. “Unless you work to create a new pattern and way of being together. Even six months in, a lot of people feel like the shift to remote work is temporary, so we’re not treating it with intention. I think a lot of people’s brains haven’t made that adjustment of, ‘OK, I have to be intentional if I want this friendship to continue’.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPleasure and productivity \u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere’s good reason to invest in your work friendships, especially now, according to Cheung, whose research centres on workplace discrimination and employee wellbeing. “They’re not a distraction,” she says. “A lot of us derive most of our social needs from those work relationships. They’re what give people a sense of belonging in their job. Sometimes, there’s an idea that when you’re spending time with friends at work you won’t get anything done, but the \u003Ca href=\"https:\u002F\u002Frepository.upenn.edu\u002Fcgi\u002Fviewcontent.cgi?article=1087&context=mapp_capstone\"\u003Eresearch\u003C\u002Fa\u003E says that employee happiness depends on social interactions.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Without opportunities for office interaction while we’ve been working from home, many have found work friendships fading","id":"worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESo, too, does productivity. In a \u003Ca href=\"https:\u002F\u002Fwww.bcg.com\u002Fen-us\u002Fpublications\u002F2020\u002Fvaluable-productivity-gains-covid-19\"\u003Esurvey of more than 12,000 workers\u003C\u002Fa\u003E in the US, Germany and India, management-consulting firm Boston Consulting Group found that more than half the respondents who transitioned to working remotely during the pandemic reported a drop in productivity when it came to collaborative tasks – things like working in teams and interacting with clients. The analysis showed a direct link between productivity and social connection. Among those who said they felt less connected to their colleagues since transitioning to remote work, 80% said they were also less productive.\u003C\u002Fp\u003E\n\u003Cp\u003EBeing a member of a work clique can also contribute to professional fulfilment. Results from a Gallup survey of US employees showed that more than half of respondents who said they had a work best friend \u003Ca href=\"https:\u002F\u002Fscholarworks.umass.edu\u002Fcgi\u002Fviewcontent.cgi?article=1053&context=gradconf_hospitality\"\u003Ealso reported\u003C\u002Fa\u003E feeling passionate about their job, with a strong connection to their company. Only 10% of people who didn’t have a close friend at work could say the same.\u003C\u002Fp\u003E\n\u003Cp\u003E“Work friendships are very important to job satisfaction,” says Cheung. And while “job satisfaction doesn’t always predict performance, the more relational-oriented your work is, the more it does. One example is creative work, or anything that involves creative problem-solving. When you’re satisfied with your work and you enjoy being with your co-workers, it makes you more creative and a better collaborator”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn a 2016 study published in \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Ffull\u002F10.1111\u002Fpeps.12109\"\u003EPersonnel Psychology\u003C\u002Fa\u003E, a group of professors headed by Jessica Methot of Rutgers University showed that groups of colleagues who thought of one another as friends scored higher on performance reviews. The researchers offered a number of possible explanations: people were more likely to ask for help and seek advice from colleagues they considered to be friends, informal networks made information-sharing more efficient and morale was high overall.\u003C\u002Fp\u003E\n\u003Cp\u003EIn short, a sense of belonging among your colleagues makes you better at your job, and letting those friendships lapse during the pandemic could make your work suffer.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EKilling the clique isn’t all bad\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere’s a reason the word “clique” summons memories of secondary-school mean girls, however. While the benefits of being a member of a group of work friends are well documented, such friendships can have downsides. After all, for a clique to exist, some people need to belong while others have to be left out.\u003C\u002Fp\u003E\n\u003Cp\u003EIn a 2018 study entitled \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F323220675_Friends_Without_Benefits_Understanding_the_Dark_Sides_of_Workplace_Friendship\"\u003EFriends Without Benefits: Understanding the Dark Sides of Workplace Friendship\u003C\u002Fa\u003E, researchers at the University of Pennsylvania’s Wharton School of Business wrote that, “anyone who has endured the social complexities of a school cafeteria can attest that close and exclusive friendship groups can lead to perceptions of exclusion. This awareness of others’ friendships can be detrimental to outsiders and can have negative consequences for organizational functioning.” So, while cliques are good for the people in them, those who are excluded or feel ostracised by them don’t experience the same benefits.\u003C\u002Fp\u003E\n\u003Cp\u003EThis is even more problematic when you consider the people who are most often left out. Cheung explains that cliques are often quicker to form between people of shared racial and cultural backgrounds, and if an office isn’t very diverse, that means people get marginalised. “We know that a lot of the relationship formation opportunities single out women and minorities, because you’re not invited to lunch or happy hour,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Remote work may be killing the clique, but that could also mean more opportunity for those who’ve been more socially isolated in the past to make in-roads","id":"worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERemote work may be killing the clique, but that could also mean more opportunity for those who’ve been more socially isolated in the past to make in-roads. “Now, it’s interesting because [lunches and happy hours] aren’t a thing anymore. Everyone’s at home and that has levelled the playing field.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EOf course, building those bridges from a home office isn’t simple, either. In transitioning to a remote work environment, we’ve lost many of the informal interactions and casual moments that lead to friendships, and while that means “no one is being ostracised, it’s also harder for relationships to form or continue”, adds Cheung.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘It’s going to feel a little awkward’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThis doesn’t mean that your work friendships are doomed, or that you’ll never be one of the most popular colleagues. But, like most things in a post-pandemic world, bonding with your colleagues now requires a slightly different approach.\u003C\u002Fp\u003E\n\u003Cp\u003EFriendships have a formula, says Nelson, based on three main factors: consistency, vulnerability and positivity. “You need all three to create a friendship,” she explains. “The workplace gave us the consistency piece. We didn’t have to invite each other to come to work, so the consistency of seeing each other every day was built-in. As long as we got to know people – that’s the vulnerability piece – and enjoyed it, which gave us the positivity, friendships formed.”\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s still possible to have a solid social life among your colleagues, adds Nelson, “but you have to be waymore intentional about it.” That means establishing consistency on your own, maybe by committing to daily lunchtime phone calls with your work buddy, or planning Monday morning Zoom catch-ups as a chance to chat about the weekend.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt can also be helpful, Cheung says, to look for the remote version of a casual moment by the office coffee pot. “Sometimes when you’re waiting for the rest of the people to sign onto a Zoom meeting, you can chit-chat a little,” she says. “It’s possible to find and create those kinds of informal situations, even when you’re working from home, like starting a separate Slack chat.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd as for taking the opportunity to join a clique, she adds, simply putting in the effort to connect with a colleague on an informal level can go a long way. “It’s a matter of creating new bonds, when people aren’t strictly on the clock,” she says. Interaction that feels personal – just striking up a conversation about pandemic baking or sharing links to funny TikToks, for instance – “makes people feel a sense of belonging”.\u003C\u002Fp\u003E\n\u003Cp\u003E“It might feel forced, but that’s fine,” she says. “When we start to open up, it helps people feel seen, increases our appreciation for one another and helps us enjoy each other. We have to realise friendships don’t just happen to us. You can’t just focus on work and expect to feel close to people down the road. Yes, it’s going to feel a little awkward, but relational health, work productivity and happiness comes on the other side of that awkwardness.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter-10"}],"collection":[],"disableAdverts":false,"displayDate":"2020-09-30T16:05:47Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why your in-office friendships still matter","headlineShort":"How remote work has changed the clique","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Office friendships are atrophying amid remote work. But you can reap tangible benefits by putting in the effort to keep up intimacy with your office mates.","summaryShort":"Staying close with your colleagues matters – and here’s why","tag":[],"textToSpeech":false,"creationDateTime":"2020-09-29T21:03:30.860522Z","entity":"article","guid":"6cbca206-24f8-4b2e-969a-4a149cb86e22","id":"worklife\u002Farticle\u002F20200925-why-your-in-office-friendships-still-matter","modifiedDateTime":"2021-09-02T05:12:30.832837Z","project":"worklife","slug":"20200925-why-your-in-office-friendships-still-matter","cacheLastUpdated":1634592730241},"worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office","_id":"6164950045ceed1b7c5e4b10","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fjosie-cox"],"bodyIntro":"Some companies want workers back in the office. But parents, who combined remote work with spending more time with their children, are not happy.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor Ellen, a 36-year-old mother-of-one living in Westchester County, north of New York City, an article that appeared online in May 2021 changed everything. That week, one of the most powerful men in the finance industry told a conference that remote working didn’t work for “\u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fus-jp-morgan-ceo-idUSKBN2CL1HQ\"\u003Ethose who want to hustle\u003C\u002Fa\u003E”, and signalled his intent to bring employees back to the office. \u003C\u002Fp\u003E\n\u003Cp\u003EEllen, who had spent her entire career working on Wall Street, almost choked on her coffee. “During the previous 18 months, I’d spent every single waking hour of the day doing nothing but hustle,” she explains. She was worried by what the comments implied for workers in her industry. “I didn’t want to go back to the office. I’d come to love working from home. I’d proved that it could work, and I didn’t want it to change.”  \u003C\u002Fp\u003E\n\u003Cp\u003EBut it did. In the weeks that followed, a handful of major financial-services companies, including Ellen’s employer, called \u003Ca title=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fjpmorgan-goldman-call-time-on-work-from-home-their-rivals-are-ready-to-pounce-11625563800\" href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fjpmorgan-goldman-call-time-on-work-from-home-their-rivals-are-ready-to-pounce-11625563800\"\u003Etime on allowing employees to choose where to work\u003C\u002Fa\u003E.  \u003C\u002Fp\u003E\n\u003Cp\u003EBefore the pandemic, Ellen had rarely seen her three-year-old son during the week. But since Covid-19 hit, she had become accustomed to having lunch with him and being around for bath and bedtime – which meant readjusting to office working was “devastating”. “Through all the pain of the pandemic, the one huge upside was that I’d had a chance to really bond with him,” she says of her son. “I was working, and we have a nanny, but I was at home and the opportunity to hang out with him between Zoom meetings and calls was priceless.”  \u003C\u002Fp\u003E\n\u003Cp\u003EFor years, parents have been calling for more autonomy to decide where and when they work, and to construct their working week around opportunities to care for their children. In March 2020, the pandemic granted those requests for many, as people were sent home to do their jobs. But now, amid signs the pandemic may be coming under control, and as a cautious transition back to pre-pandemic habits gathers pace, many employers are asking employees to come back into the office full time.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09xz458"],"imageAlignment":"centre","imageAltText":"Family sharing a meal at home","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EGenerally, workers are split on how they feel about going back in person. Some applaud the social advantages of being back in the office, while others are recoiling at the prospect. But parents are fighting back particularly hard, especially those who work long hours.  \u003C\u002Fp\u003E\n\u003Cp\u003EWorkplace experts – as well as the parents themselves – are warning employees now greater flexibility is possible; more than that, they’ve proved they can do their jobs outside the office. That means if employers can’t accommodate parents’ desire to spend more time with their children, they risk a talent drain as workers seek out new roles at firms that can. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA cross-industry problem \u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBeyond banking, one industry where the kick-back from parents has been particularly fierce is the legal world. Robert, a 43-year-old lawyer from the north of England, has a five-year-old son who is autistic.  \u003C\u002Fp\u003E\n\u003Cp\u003E“When hearings went from being in person to being video calls, it meant that I was able to cut out all of my travel and spent much more time with my family,” he explains. “I was able to support my wife, be a better husband and better father – particularly in the context of all the personal problems that having a child with special needs brings. Our whole family dynamic and bond was strengthened during the period, and [now that things are going back to in-person] I’m just really scared of that changing back and slipping away.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Through all the pain of the pandemic, the one huge upside was that I’d had a chance to really bond with him – Ellen","id":"worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERobert says that for financial and other reasons he’s not thinking about changing jobs any time soon, but says that many lawyers he’s spoken to, most notably young parents, are thinking about quitting due to the personal cost of going back to the old way of working.  \u003C\u002Fp\u003E\n\u003Cp\u003EAccording to a May 2020 survey by PwC, parents of children under the age of 18 were \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fus\u002Fen\u002Flibrary\u002Fcovid-19\u002Femployees-anxious-about-returning-to-workplace-1.html\"\u003Emore reluctant to return to the workplace than non-parents\u003C\u002Fa\u003E, and of all respondents who said they were hesitant to go back, more than a fifth cited their responsibilities as a parent or caregiver. Additional PwC research in January 2021 showed that \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fus\u002Fen\u002Flibrary\u002Fcovid-19\u002Fus-remote-work-survey.html\"\u003Emore than half of employees would prefer to be remote at least three days a week\u003C\u002Fa\u003E once pandemic concerns subside. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09xz49f"],"imageAlignment":"centre","imageAltText":"Mum and daughter working together","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EDan Cable, professor of organisational behaviour at London Business School, explains that in many cases, what’s frustrating so many people is that during the past 18 months, we’ve demonstrated just how well we can work remotely.   \u003C\u002Fp\u003E\n\u003Cp\u003E“Because we now know it often is possible [to work from home], it highlights the ‘wasted hours’ commuting and putting in face time in the office,” says Cable. “Highlighting this is probably most painful for those that work the most hours, since it puts a real premium on the conflict between, say work and family, or work and fitness, which people are able to balance better when saving the commute time and reinvesting it in these other activities.”  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘A longer-term view’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESarah Russell, an employment lawyer at Fox Whitfield, based in Manchester, UK, cites a recent case suggesting that there is momentum building in the push by parents for more flexible work. \u003C\u002Fp\u003E\n\u003Cp\u003EIn September, Alice Thompson, a UK estate agent, made headlines when she \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-58473802\"\u003Ewon an £185,000 ($254,478) pay-out\u003C\u002Fa\u003E from her former employer, who had denied her request for flexible working hours to pick up her daughter from nursery. Thompson quit in December 2019 after her boss refused the request, according to an \u003Ca href=\"https:\u002F\u002Fassets.publishing.service.gov.uk\u002Fmedia\u002F61323241e90e070442fbdd27\u002FMs_A_Thompson__vs_Scancrown_Ltd_-_Trading_as_Manors.pdf\"\u003Eemployment tribunal\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003ERussell says even though that case didn’t relate specifically to working from home or Covid-19, employers grappling with how to design the post-pandemic workplace should consider it a cautionary tale. “Arguing that there is a real business need for full-time office-based work will be very hard when many businesses have managed with staff full-time from home for 18 months without any apparent damage to their bottom line or reduced productivity,” she says.   \u003C\u002Fp\u003E\n\u003Cp\u003EBut even where forcing everyone back into the office full time does not lead to immediate legal action, “it will lead to working parents voting with their feet”, she adds, particularly women. “Law firms have typically been recruiting 50:50 [women and men] at graduate entry level, but they’re reducing their pipeline of potential partners when large numbers of staff exit after maternity leave, because the working practices are incompatible with family life. Employers need to take a longer-term view.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09xz4c4"],"imageAlignment":"centre","imageAltText":"Man looking at his phone in the office","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAsked about what companies can do to avoid a talent exodus linked to a disgruntled workforce or an exacerbation of gender inequality, Russell points to the model implemented by Baker McKenzie, the multinational law firm headquartered in Chicago, Illinois, and a handful of other legal companies. \u003C\u002Fp\u003E\n\u003Cp\u003EBaker McKenzie has mandated a minimum of two days and a maximum of three days a week in the office for all UK workers. The idea behind doing so is to provide parents and caregivers with some of the flexibility they have become accustomed to during the pandemic, while also safeguarding against some of the potential downsides of a fully hybrid setup. \u003C\u002Fp\u003E\n\u003Cp\u003E“This should help to prevent the outcome where men go back full-time and are visibly working long hours, whilst working mothers put in just as many hours at home, but aren’t physically in the room so the male employees bag the overwhelming share of the informal opportunities, promotion and bonuses,” explains Russell. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EForced change\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EFinding a way forward is important, because there is already plenty of evidence that employees who feel that their companies aren’t accommodating their needs are willing to resign.  A recent survey from job-search site FlexJobs showed 58% of people who had been working remotely during the pandemic \u003Ca href=\"https:\u002F\u002Fwww.flexjobs.com\u002Fblog\u002Fpost\u002Fmen-women-experience-remote-work-survey\u002F\"\u003Esaid that they would “absolutely” look for a new job\u003C\u002Fa\u003E if their employer did not allow them to continue working remotely.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I was able to support my wife, be a better husband and better father – Robert","id":"worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EJulia Lamm, a partner within PwC’s Financial Services People and Organisation practice, says there’s a real risk that anxieties parents feel about going back into the office – including the fear that commuting parents could bring the virus home to their children – could feed into what’s become known as the ‘\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003EGreat Resignation\u003C\u002Fa\u003E’ if employers don’t manage them effectively.  \u003C\u002Fp\u003E\n\u003Cp\u003E“There’s not one answer that works for everybody,” she says, when asked what employers should be doing to prevent parents from quitting. “But there’s power in looking at the work that each individual does on a day-to-day basis and deciding based on that what work arrangement is best for each person.” \u003C\u002Fp\u003E\n\u003Cp\u003EIn a sign that some employers are catching on to the fact that workplaces can’t simply go back to exactly how they were pre-pandemic, \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Femployers-catch-remote-job-posts-rise-457-tech-media-lead-anders\u002F\"\u003Epostings for entirely remote positions have rocketed\u003C\u002Fa\u003E during the past 18 months, according to data from LinkedIn.  \u003C\u002Fp\u003E\n\u003Cp\u003EFor people like Ellen and Robert, however, this offers little comfort. Robert says that the legal profession presents a unique set of challenges when it comes to re-evaluating the parameters of how we work: much of the work associated with criminal trials, for example, can’t be done remotely because of safety and logistical concerns.  \u003C\u002Fp\u003E\n\u003Cp\u003EEllen, meanwhile, says that it’s “unthinkable” that an industry like banking, in which so much value is still placed on face time, will change its culture and become significantly more flexible in the immediate future. But eventually, she says, it might have to. \u003C\u002Fp\u003E\n\u003Cp\u003E“There are other industries, like tech, that are embracing at least some elements of the pandemic ways of working,” she says. As early as May 2020, Twitter announced its employees would be allowed to \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Ftechnology\u002F2020\u002F05\u002F12\u002Ftwitter-work-home\u002F\"\u003Ework from home forever\u003C\u002Fa\u003E. Ellen says there’s no real reason why bankers would not start looking for opportunities in other industries if they’re unhappy. \u003C\u002Fp\u003E\n\u003Cp\u003E“The prestige of Wall Street is definitely one of the things that attracted me to my job in the first place and perhaps it’s one of the things that has helped me endure it for so long,” she admits. “But even prestige can only go so far. Eventually other considerations will take priority.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EBBC Worklife has withheld Ellen and Robert’s surnames due to job-security concerns\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office-10"}],"collection":["future\u002Fpremium-collection\u002Ffamily-tree"],"disableAdverts":false,"displayDate":"2021-10-12T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The parents who don't want to go back to the office","headlineShort":"The parents rejecting return-to-office","image":["p09xz3tn"],"imageAlignment":"centre","imageAltText":"Father and child working together","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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit","worklife\u002Farticle\u002F20211005-is-modern-office-culture-unfair-to-non-parents","worklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office"],"relatedTag":null,"summaryLong":"Some companies want workers back in the office. But parents, who combined remote work with spending more time with their children, are not happy.","summaryShort":"Now they've shown they can work remotely, parents are questioning office recalls","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-10-11T19:48:10.767872Z","entity":"article","guid":"a003a2db-2030-434e-8f09-6b8edb73e5d1","id":"worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office","modifiedDateTime":"2021-10-18T09:04:18.507997Z","project":"worklife","slug":"20211007-the-parents-who-dont-want-to-go-back-to-the-office","cacheLastUpdated":1634592730238},"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money","_id":"6153622345ceed1870361af6","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"It seems like the salaries of big-time CEOs just keep getting bigger. But why do they make so much, and has it always been this way?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAt around 1730 on Wednesday 6 January, about 34 office working hours into 2021, bosses of top British companies had earned the same amount that an average worker in the UK earns in an entire year.\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to research from the High Pay Centre, an independent think tank based in London, FTSE 100 chief executives earn \u003Ca href=\"https:\u002F\u002Fhighpaycentre.org\u002Fwp-content\u002Fuploads\u002F2020\u002F09\u002FFTSE_100_CEO_pay_in_2019_report_WEB.pdf\"\u003Ea median of £3.6m ($4.9m) a year\u003C\u002Fa\u003E – more than 100 times the \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Femploymentandlabourmarket\u002Fpeopleinwork\u002Fearningsandworkinghours\u002Fbulletins\u002Fannualsurveyofhoursandearnings\u002F2020\"\u003E£31,461 earned by full-time employees\u003C\u002Fa\u003E. At the top of the pile of those CEOs is Tim Steiner, chief executive of the online supermarket Ocado, who was \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fbusiness\u002F2021\u002Fjan\u002F06\u002Ftop-uk-bosses-are-paid-115-times-more-than-average-worker-analysis-finds\"\u003Epaid £58.7m in 2019\u003C\u002Fa\u003E. That's 2,605 times the company's staff on average. In one day, he earned seven times their annual salary.\u003C\u002Fp\u003E\n\u003Cp\u003EAcross the Atlantic, the picture is even more extreme. Analysis by the Economic Policy Institute, a Washington DC-based think tank, showed chief executives of the 350 largest US companies \u003Ca href=\"https:\u002F\u002Fwww.epi.org\u002F204513\u002Fpre\u002Fb386b67a729d085c4cd8a6b4ea771e0b294d6d09d5a7be2dc07c456d2a6b31d7\u002F\"\u003Eearned an average $21.3m (£16.9m) in 2019\u003C\u002Fa\u003E. This puts the CEO-to-worker pay ratio at 320 to 1 – more than five times the level in 1989.\u003C\u002Fp\u003E\n\u003Cp\u003EThese findings come as the coronavirus pandemic has \u003Ca href=\"https:\u002F\u002Fwww.imf.org\u002Fexternal\u002Fpubs\u002Fft\u002Ffandd\u002F2020\u002F09\u002FCOVID19-and-global-inequality-joseph-stiglitz.htm\"\u003Eworsened inequality\u003C\u002Fa\u003E across the world, \u003Ca href=\"https:\u002F\u002Fwww.brookings.edu\u002Fresearch\u002Ftackling-the-inequality-pandemic-is-there-a-cure\u002F\"\u003Eexposing\u003C\u002Fa\u003E low-income populations to greater health risks, job losses and declines in wellbeing. These divides have come into sharper focus than ever as awareness grows of the value of '\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fuk-52312038\"\u003Eessential' workers\u003C\u002Fa\u003E – who often have few employment rights and little pay.\u003C\u002Fp\u003E\n\u003Cp\u003EThe result is mounting confusion and anger over the extraordinarily high salaries that top bosses continue to earn. With these deep-set inequalities laid bare, the question for many is how these huge pay packets ever came about. By whom and how they are given the green light and, crucially, should they continue to have a place in post-pandemic society?\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Elon Musk","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe roots of 'price-driven salaries'\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe executive pay gap has its roots in the policies put forth in the 1980s by the Reagan administration in the US and the Thatcher government in the UK. Their political philosophies drove deregulation, privatisation of the public sector and free-market capitalism. Both also took a dim view on labour unions, which ultimately played a role in these organisations’ reduced capacity to advocate for workers.\u003C\u002Fp\u003E\n\u003Cp\u003E\"If you go back to the early part of that period, it was very common for executives' jobs to be part of a company's overall job-evaluation system. There was one system to evaluate everybody's pay,\" says Sandy Pepper, an expert in executive pay at the London School of Economics. This month, Pepper published a paper exploring \u003Ca href=\"http:\u002F\u002Feprints.lse.ac.uk\u002F103809\u002F\"\u003Ewhy the pay gaps have opened up\u003C\u002Fa\u003E between CEOs and the wider workforce.\u003C\u002Fp\u003E\n\u003Cp\u003EBut he says the previous system \"broke down\" when executive pay became connected with share prices, and \"asset-based rewards\" took off under the prevailing neoliberalism. Pepper's analysis of FTSE 100 data since 2000 showed that all-employee pay has increased about 3% a year on average, but CEO pay increased about 10% per year.\u003C\u002Fp\u003E\n\u003Cp\u003EPepper says the underlying logic was to pay the CEO according to a company's financial performance, since they were the most important factor of success. So, on top of basic salaries, CEOs were given performance-related bonuses and stock options allowing them to buy company shares for a set price. Ocado CEO Steiner's 2019 pay packet included a bonus of £54m for realising a five-year \"growth incentive plan\", which measured the company's share-price growth relative to the FTSE 100. (Ocado declined request for comment.)\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Companies rely on compensation committees, mostly made up of board members and executives from other companies that meet once a year","id":"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAt the same time, the proportion of UK businesses owned by individuals dropped precipitously. Shareholders grew in power, and their demand for booming stock prices led to booming pay packets for CEOs – in turn signed off by boards of directors eager to please their investors.\u003C\u002Fp\u003E\n\u003Cp\u003ERobin Ferracone, CEO of Farient Advisors, an international executive-pay consultancy, agrees with these \"price-driven\" salaries. \"If you have a good CEO, the multiplier effect can be huge,\" she says. \"So, in principle, median pay for median performance and high pay for high performance makes sense.\"\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWalking on eggshells\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, in reality, the system of calculating CEO remuneration is more complicated. Companies rely on compensation committees, mostly made up of board members and executives from other companies that meet once a year.\u003C\u002Fp\u003E\n\u003Cp\u003EBesides the more traditional measures of past experience and performance, committees use benchmarking as a key part of the process – working out how the CEO's compensation will compare to those at similar companies, according to Steven Clifford, a former CEO and author of The CEO Pay Machine. Often the sum will be in the 50th, 75th or 90th percentile, therefore constantly maintaining or increasing pay, he writes.\u003C\u002Fp\u003E\n\u003Cp\u003EA \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fjournal\u002Fjournal-of-financial-economics\u002Fvol\u002F96\u002Fissue\u002F2\"\u003Estudy in 2010 in the Journal of Financial Economics\u003C\u002Fa\u003E concluded this system of compensation committees is accelerating pay inflation \"because such peer companies enable justification of the high level of their CEO pay\".\u003C\u002Fp\u003E\n\u003Cp\u003EBonuses are then agreed as a way to measure performance, either increasing based on financial measures or provided in sum if specific goals are met.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"shareholder document","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBoth the process for base pay and for bonuses are seen by workers' representatives as problematic because boards, not wanting to upset the leader of their company who could leave or fire them, therefore push up pay.\u003C\u002Fp\u003E\n\u003Cp\u003EJanet Williamson, senior policy officer at the UK's Trades Union Congress, argues the system of compensation committees, who often report directly to the CEO, lacks impartiality and should be reformed. \"We need to move away from performance-related pay – that's what has led to these increases,\" she adds.\u003C\u002Fp\u003E\n\u003Cp\u003EIn fact, Pepper argues the empirical evidence shows the strongest correlation between pay and company financial measures is not financial performance, but rather the size of companies – there is simply more money to spend. \"The bigger the company, the more CEOs are paid,\" he says.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E'CEOs are key to success'\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhether CEO pay is justified remains subject to fierce debate. On one side, free-market economists argue high executive pay is justified if it aligns with the interests of executives and shareholders. If businesses are willing to pay these sums, they say, that is value that the market thinks the executives are worth.\u003C\u002Fp\u003E\n\u003Cp\u003E\"CEOs are key to success,\" says Daniel Pryor, head of programmes at the Adam Smith Institute, a neoliberal think tank. \"It's quite clear there are a limited number of people that have the skills, the personality and disposition to be the CEO of a top company, and those limited number of people are highly sought after.\"\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","image":[],"pullQuote":"Is their ability so rare? I think it's a con – David Bolchover","id":"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPryor points to the examples of Steve Jobs at Apple, Jeff Bezos at Amazon and Elon Musk with Tesla and SpaceX, exceptional talents who've forged revolutionary technologies from the ground up. Yet a number of researchers say that the role of the average CEO – a managerial type that hasn't founded the business and hasn't been a visionary – is overstated. Rather, other factors are more important in deciding the fortunes of a company.\u003C\u002Fp\u003E\n\u003Cp\u003E\"There are several reasons a company can perform well,\" says David Bolchover, a management-pay expert who wrote the book Pay Check: Are Top Earners Really Worth It?. \"Maybe the economy or their sector is buoyant, which has nothing to do with the CEO, maybe they operate in an oligopoly. It could be the contribution of workers. The impact of a CEO on company performance is not measurable, which is the nub of the issue. They have this 'talent ideology' to justify this. But is their ability so rare? I think it's a con.\"\u003C\u002Fp\u003E\n\u003Cp\u003EBolchover says the 2008 global financial crisis is a prime example of how performance and pay don't always align. \"The financial sector always defended their high pay on the basis of their rare abilities and their talent,\" he says. \"But a lot of these banks went bust during the crisis, and people started to ask questions – why were they paid so much and why did they continue to be paid so much even after the crisis?\"\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to Bolchover, the \"vortex of self-interest\" between shareholders, board members and executives is why CEO pay has not dipped – and, for him, that is why there is growing pressure from the general public.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E'A dramatic step forward'\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile top-brass pay keeps sailing on, employee rights seem to be on a downward trajectory – especially for front-line staff amid the pandemic. For many average workers, these huge numbers have become an increasingly bitter pill to swallow.\u003C\u002Fp\u003E\n\u003Cp\u003EWorkforce anger at this pay disparity \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fbusiness\u002F2021\u002Fjan\u002F07\u002Fbritish-gas-workers-strike-thursday-restructuring-talks\"\u003Espilled over\u003C\u002Fa\u003E earlier this month when thousands of employees at British Gas \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-55562904\"\u003Ewent on a five-day strike\u003C\u002Fa\u003E in response to plans to reduce the workforce and shift employees to new contracts with fewer rights. Tensions had already been boiling since 2018 after the chief executive of Centrica, the company which owns British Gas, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-47850775\"\u003Ereceived a 44% pay rise\u003C\u002Fa\u003E to £2.4m.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Amazon worker protest","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\"It's the greed and it's the grab,\" says John, a 32-year-old worker at British Gas, whose name has been changed due to job-security concerns. \"It's more than the prime minister gets paid. How can they justify it? When you're paying that much money, it doesn't mean you're getting quality, but you're getting a certain kind of person from a certain kind of background.\" (Via email, a Centrica spokesperson commented that the base salary of the company's current CEO is 19% less than the previous CEO, and that during 2020, neither the CEO nor executive directors received an annual bonus or any annual pay increases.)\u003C\u002Fp\u003E\n\u003Cp\u003EThere are signs, however, that the rise of CEO pay is at least slowing. Paul Lee, who has worked as an investment consultant for 20 years, says that CEO pay in the UK has \"plateaued\" in recent years, \"but the level has been around the £4-to-5 million mark for several years\".\u003C\u002Fp\u003E\n\u003Cp\u003ELee believes the changing mindset of institutional investors and sovereign wealth funds is behind this recent stalling in salaries. They invest in these high-paying companies, but are ultimately funded by the general public – through pension and investment funds – and are aware of the growing unease. \"Are those numbers justified? It's really hard to say objectively,\" he says. \"But there's a growing atmosphere of accountability. Partly because of a debate in the public, partly pressure from the government.\"\u003C\u002Fp\u003E\n\u003Cp\u003EFor instance, in the US, Senator Elizabeth Warren's draft \u003Ca href=\"https:\u002F\u002Fwww.warren.senate.gov\u002Fimo\u002Fmedia\u002Fdoc\u002FAccountable%20Capitalism%20Act%20One-Pager.pdf\"\u003EAccountable Capitalism Act \u003C\u002Fa\u003Eproposes time limits on company stock sales, in an attempt to shift the focus from short-term shareholder returns to the long-term goals of all stakeholders. There are also emerging initiatives like those in \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fus\u002Fen\u002Fservices\u002Ftax\u002Fstate-local-tax\u002Flibrary\u002Fnewsletters\u002Fsalt-insights\u002Fsan-francisco-proposes-tax-on-businesses-with-high-executive-pay.html#:~:text=This%20tax%20would%20be%20imposed,(San%20Francisco%20Initiative%20Ordinance.)\"\u003ESan Francisco\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.nbcnews.com\u002Fbusiness\u002Fbusiness-news\u002Fcan-ceo-tax-strike-blow-inequality-portland-answer-elusive-n1248484\"\u003EPortland\u003C\u002Fa\u003E, where businesses are taxed if their pay ratio is too high, creating an explicit economic incentive for greater equality.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money-10"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Improving those normal peoples' lives with relatively small increments of money could be transformational – Luke Hildyard","id":"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd, amid the pandemic, executives at some top companies including Boeing, Marriott International and PwC have \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fus-health-coronavirus-agms-analysis\u002Fnew-ceo-pay-limits-loom-as-investors-confront-coronavirus-crisis-idUSKBN21C286\"\u003Evoluntarily sacrifice\u003C\u002Fa\u003Ed some of their pay to save staff jobs in 2020 – though many \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F07\u002F29\u002Fbusiness\u002Feconomy\u002Fceo-pay-pandemic-layoffs.html\"\u003Ecriticise this as a token move\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ELuke Hildyard, director of the High Pay Centre, says companies can take further meaningful steps to reduce the pay gap, such as worker representation in boardrooms, and better reporting of company pay data to increase accountability. Company earnings could then instead be distributed more evenly across the workforce.\u003C\u002Fp\u003E\n\u003Cp\u003E\"Improving those normal peoples' lives with relatively small increments of money could be transformational,\" says Hildyard. \"That would be a dramatic step forward.\"\u003C\u002Fp\u003E\n\u003Cp\u003EFor Hildyard, the eye-watering CEO figures are \"startling\" evidence of a growing societal divide. \"The UK is one of the most unequal countries by income in the developed world, and that has risen in tandem with the rise of executive pay.\" He argues this is significant because research shows that \u003Ca href=\"https:\u002F\u002Fwww.equalitytrust.org.uk\u002Fabout-inequality\u002Fimpacts\"\u003Eunequal countries tend to do badly\u003C\u002Fa\u003E on measures including social cohesion, public health and wellbeing, crime levels and education. Higher levels of inequality mean society suffers.\u003C\u002Fp\u003E\n\u003Cp\u003EWith a global economic recession on the horizon as the pandemic rages on, Hildyard believes \"scrutiny of inequality\" will heighten. He says the growing role of the finance industry, the outsourcing of low-paid work and the \u003Ca href=\"https:\u002F\u002Fcep.lse.ac.uk\u002Fpubs\u002Fdownload\u002Fcp268.pdf\"\u003Edecline of trade unions\u003C\u002Fa\u003E are behind the widening inequality gap over recent decades. \"At the same time, those at the top have not only maintained their wealth – but seen it grow massively,\" he adds. \"If that trend continues, society will become even more divided and workers will suffer.\"\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EUpdate 27 January 2021: This story has been updated to include a comment from Centrica.\u003Cbr \u002F\u003E\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money-12"}],"collection":null,"disableAdverts":false,"displayDate":"2021-01-27T13:21:39Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why CEOs make so much money","headlineShort":"The reasons CEOs make so much money","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"It seems like the salaries of big-time CEOs just keep getting bigger. But why do they make so much, and has it always been this way?","summaryShort":"The staggering gap between executive and worker pay, explained","tag":[],"textToSpeech":false,"creationDateTime":"2021-01-26T23:11:10.334297Z","entity":"article","guid":"f0fd806d-3864-4474-b973-57f26a3572e1","id":"worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money","modifiedDateTime":"2021-09-02T05:17:48.028378Z","project":"worklife","slug":"20210125-why-ceos-make-so-much-money","cacheLastUpdated":1634592730241},"worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession","_id":"6153625c45ceed1870361c83","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Accelerated changes to work-life routines are leading some people to radically rethink their approach to productivity – and even change the quality of their lives.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003ECarol Tompkins’ weekdays used to look very different. Before the pandemic, the 38-year-old business-development consultant woke up around 0630, commuted to her job at an accounting software firm in London and worked 10-to-12 coffee-fuelled hours before going to bed after 0100.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“The pandemic helped me realise I was not as happy, fulfilled or healthy as I want to be,” says Tompkins. So, in the past nine months, Tompkins has halved her working hours, doubled her sleep, reduced her migraines – and even increased how much she accomplishes in a day.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EMany of us can probably see ourselves in Tompkins’ pre-pandemic life. We live in a society obsessed with productivity – increasing it, hacking it and pushing its limits. And, in ways, this push for productivity has gotten even worse since the onset of the pandemic as people fret over how they’re ‘making the most’ of their newfound time at home. (That \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F04\u002F01\u002Fstyle\u002Fproductivity-coronavirus.html\"\u003Epressure to finally \u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F04\u002F01\u002Fstyle\u002Fproductivity-coronavirus.html\"\u003Eget fit or finish that home-improvement\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F04\u002F01\u002Fstyle\u002Fproductivity-coronavirus.html\"\u003E project\u003C\u002Fa\u003E doesn’t help, either.) Additionally, as companies have shifted to remote work, ticking off every single to-do has become a way for employees to prove productivity for supervisors who no longer sit within eyeshot.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EAs the pandemic carries on, we’re not going to become \u003Cem\u003Eless \u003C\u002Fem\u003Eobsessed with productivity. However, we do have a rare opportunity to reassess what productivity actually means.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ETompkins is one of many redefining productivity as a result of the pandemic, finding that the old definition of nonstop grinding hasn’t served their health, wellbeing or even success at work. Now, some are taking a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201112-has-the-meaning-of-work-changed-forever\"\u003Ecritical look at their \u003C\u002Fa\u003Echoices, and rewriting productivity to include caring for their holistic selves. Taking a step back hasn’t only helped these workers slow down – it’s also opened up the potential for a better quality of life.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EChanging ‘internalised values’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EIf we feel programmed to be productive – in ways, we are. Our cultural obsession with productivity has deep roots.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“The importance accorded to ‘being productive’ goes back several centuries,” says Sally Maitlis, professor of organisational behaviour and leadership at Oxford’s Saïd Business School. “But [particularly] over the last 30 years, [advocates] relentlessly beseeched us to improve our personal productivity, strive to become more efficient and effective and to get more done, faster. Many people have so internalised these values that change is no simple matter.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"This push for productivity has gotten even worse since the onset of the pandemic as people fret over how they’re ‘making the most’ of their newfound time at home","id":"worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EThis means that even as conversations around work-life balance have increased over the years – and especially amid the transition to remote work – “the productivity discourse is still fantastically dominant in our society”, and it’s not easy to snap out of the mindset. “People resist trying new things because there’s comfort in the status quo,” says Grace Marshall, productivity coach and author of How to Be Really Productive: Achieving Clarity and Getting Results in a World Where Work Never Ends. “There’s a difference between knowing something is a good idea versus experiencing it.”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ENow, however, workers haven’t had to opt into change. The pandemic foisted it upon us. “More people are actually seeing what it’s like to have the autonomy to choose where and when we work, rather than have arbitrary commutes and office hours. For some, simply stepping off the treadmill and having time to think has resulted in shifts in values,” adds Marshall.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“Pre-pandemic, my definition of being productive was crossing as many things off my to-do list as possible,” says 44-year-old Steve Waters, an entrepreneur based in Washington, DC. “I had the sense that I was spreading myself too thin, but I’d also [become] too busy to figure out how to change. If it wasn’t for the forced pause brought on by the pandemic, I’d likely still be working that way.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003ETompkins was caught in a similar cycle until it was interrupted by the pandemic. She noticed the imbalance in her productivity focus: work far outranked other aspects of life. “Before, only my professional goals mattered, and everything else, including my health, was pushed to the side,” she says.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EBoth Waters and Tompkins have changed their relationship with the traditional definition of productivity. They’re among the workers realising that productivity isn’t just output, but that it also includes doing things that move them closer to overarching goals. Simply, the time spent outside of working on their careers – and instead working on themselves – is productive, too.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EFor Waters, the pandemic-induced closure of the market-intelligence firm he owned led to a bracing wake-up call, and a new approach to productivity. “At first I felt shocked by the rapid change, but once I embraced the discomfort, I found a deep sense of clarity,” he says. “This led me to implement essentialism into my daily routine: the idea of doing less, but better. I went from being focused on a variety of things to being laser-focused on the most important thing.” He launched a new business: CONTRACE Public Health Corps, the first American organisation to nationally recruit individuals for contact tracing. Now, Waters wakes up two hours earlier than he used to and works a full day by 1400. He’s cut down on email, calls, social media and news, and spends less time over-analysing his decisions and proactively disengages with toxic people.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Pre-pandemic, my definition of being productive was crossing as many things off my to-do list as possible – Steve Waters","id":"worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003ETompkins slashed her hours without slowing productivity by delegating more and limiting her availability for meetings. With more sleep, she brings fresh energy to her work, which has helped her make more impactful decisions and hit her targets, so her manager is happy, too. In her new-found leisure time, Tompkins can be with her family, head outside or meditate. (Pre-pandemic, she considered the latter “a complete waste of time”.) “I’m committed to sticking to these positive changes, even when life goes back to some kind of new normal,” she says.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EWill the door stay open?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThis new holistic perspective on productivity is improving many workers’ lives, giving them satisfaction, balance and success at once. However, even as employees may have found the key to a better place, they’re not the only factor in whether the door stays open.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ECompanies that employ these workers have to buy into the new framing of productivity, too or things will go back to the way they were. To adopt long-term changes, most need the sign off from their employers. And even though research shows \u003Ca href=\"http:\u002F\u002Fd1c25a6gwz7q5e.cloudfront.net\u002Freports\u002F2020-11-09-workplace-whitepaper-FINAL.pdf\"\u003Ecorporate productivity\u003C\u002Fa\u003E has, in many cases, increased since the onset of Covid-19, experts agree that even a global pandemic can’t reverse deeply ingrained corporate productivity paradigms in the span of a year.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“For organisations to make these shifts worldwide, we would need to see incentives change, increased regulation or enough leaders and companies exert social pressure and create norms,” explains Michael Parke, assistant professor of management at the Wharton School of the University of Pennsylvania, and supervisor of the remote-productivity study. “Otherwise, my concern is that once things ‘normalise’, we will return back to pre-pandemic times.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EIf that happens, it could lead to conflict between hiring companies and the talent pool. “The pandemic \u003Cem\u003Ehas\u003C\u002Fem\u003E accelerated a shift away from believing financial or productivity outcomes are the only outcomes that matter,” says Shoshana Dobrow, assistant professor of management at the London School of Economics and Political Science. “Yet change needs to happen at a systemic level, or we’ll see more mismatches between what individuals want and what organisations are willing to offer, and more people may choose to opt out [of the existing system].”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EAs a business owner himself, Waters agrees. “There will be a divergence between business owners who understand our new approach to productivity and are open to changes, and those who attempt to revert back to the pre-pandemic status quo,” he says. “Business leaders will have to empower employees that have discovered new mindsets that work better for them – or risk losing them to companies that do.”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EFor her part, Tompkins is looking to the future with a balance of optimism and realism. She plans to keep up her new approach, and foresees potentially returning to the office on a more flexible schedule. “My boss is happy because the work is still getting done right, milestones are being met and productivity has not faltered,” she says. “I have the sense that management is happy with how things have changed, but [nothing’s been decided yet].”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EAlthough it’s impossible to know what’s going to happen when work settles into its post-pandemic state, workers can always choose to tune into their relationships with productivity. The pandemic has provided a rare opportunity to re-evaluate what it means to ‘be productive’, and given workers the chance to reset for better selves – and, hopefully, better workplaces, too.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession-10"}],"collection":[],"disableAdverts":false,"displayDate":"2021-01-07T14:27:08Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How the pandemic could redefine our productivity obsession","headlineShort":"A new approach to productivity?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Accelerated changes to work-life routines are leading some people to radically rethink their approach to productivity – and even change the quality of their lives.","summaryShort":"How the pandemic could redefine our obsession with getting things done","tag":[],"textToSpeech":false,"creationDateTime":"2021-01-06T21:10:19.452752Z","entity":"article","guid":"eccca8d2-9212-4249-b060-b4e254f7c4d3","id":"worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession","modifiedDateTime":"2021-09-02T05:16:50.462345Z","project":"worklife","slug":"20201230-how-the-pandemic-could-redefine-our-productivity-obsession","cacheLastUpdated":1634592730241},"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated","_id":"6153600045ceed5d1c78c029","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fhannah-hickok"],"bodyIntro":"Young super-achievers both fascinate and frustrate us. This love-hate relationship tells us a lot about culture – and ourselves.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Amanda Gorman performed her poetry at US President Joe Biden’s inauguration, she ignited a media frenzy. Part of the reason was her powerful and poignant work, but there was also another factor: her age. At 22, Gorman is America’s youngest-ever inaugural poet, after becoming \u003Ca href=\"https:\u002F\u002Fwww.latimes.com\u002Fentertainment-arts\u002Fbooks\u002Fstory\u002F2021-01-17\u002Famanda-gorman-biden-inauguration-poet\"\u003Ethe first national youth poet laureate\u003C\u002Fa\u003E \u003Cspan\u003Eat 19\u003C\u002Fspan\u003E. Her much-praised performance led to \u003Ca href=\"https:\u002F\u002Fwww.latimes.com\u002Fentertainment-arts\u002Fbooks\u002Fstory\u002F2021-01-22\u002Famanda-gorman-books-bernie-meme-treatment\"\u003Eviral memes\u003C\u002Fa\u003E, multiple \u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2021\u002F01\u002F28\u002Fmedia\u002Famanda-gorman-penguin-books-one-million-trnd\u002Findex.html\"\u003Ebook deals\u003C\u002Fa\u003E and a \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fus-news\u002F2021\u002Fjan\u002F27\u002Famanda-gorman-img-models-youth-poet-laureate\"\u003Econtract\u003C\u002Fa\u003E with talent management agency IMG Models.\u003C\u002Fp\u003E\n\u003Cp\u003EGorman joins the ranks of other young super-achievers venerated by society, like Norwegian chess player Magnus Carlsen, who became a grandmaster aged 13; Argentine football player Lionel Messi, who joined Barcelona’s pro team at 17; classical-music prodigy Alma Deutscher, who at 10 was the youngest British composer signed by an agent; and Pakistani women’s education activist Malala Yousafzai, who at 17 was the youngest Nobel Peace Prize recipient. History books will record not only their talents, but the fact that their achievements came so young.\u003C\u002Fp\u003E\n\u003Cp\u003EYet it’s not just the most famous prodigies that Western culture idolises. We glorify young achievement across the board through media awards like \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fconsent\u002F?toURL=https:\u002F\u002Fwww.forbes.com\u002F30-under-30\u002F2021\u002F\"\u003EForbes\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.inc.com\u002F30-under-30\"\u003EInc\u003C\u002Fa\u003E.’s 30 Under 30 lists, Glamour’s \u003Ca href=\"https:\u002F\u002Fwww.glamour.com\u002Fabout\u002Fcollege-women-of-the-year\"\u003ECollege Women of the Year\u003C\u002Fa\u003E awards and Time’s recently-inaugurated \u003Ca href=\"https:\u002F\u002Ftime.com\u002F5916772\u002Fkid-of-the-year-2020\u002F\"\u003EKid of the Year\u003C\u002Fa\u003E awards. Such lists spotlight young people accomplishing impressive feats in art, science and business, many of which have a wider positive impact.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p096qs6d"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt’s clear that we’re fascinated by success that comes at an early age. In fact, we view young people’s achievements differently to those of older people because of our perceptions around innate talent as well as age-related stereotypes and media sensationalism. Yet while young achievements can certainly spark awe, they can also induce envy or negative comparison. Understanding how we respond to young brilliance could help us put aside our biases – and better appreciate the inspiration these young people offer. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Genius is effortless’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThere are several reasons why we’re primed to extol the accomplishments of the young, including attitudes toward giftedness, societal norms about life milestones and evolving cultural expectations of young people.\u003C\u002Fp\u003E\n\u003Cp\u003E A key factor is the misconception that \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fideas\u002Fvideos\u002Fis-innate-talent-a-myth\u002Fp086wjwk\"\u003Etalent is innate\u003C\u002Fa\u003E, rather than the result of years of labour. “There’s an idea that genius is effortless, and that hard work is somehow less fascinating or valuable,” says psychologist Tanja Gabriele Baudson, who researches giftedness, stereotypes and identity development at Mensa Germany and the Institute for Globally Distributed Open Research and Education. Research shows that effortless achievement is often equated with \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F267864357_%27Smart_students_get_perfect_scores_in_tests_without_studying_much%27_why_is_an_effortless_achiever_identity_attractive_and_for_whom_is_it_possible\"\u003E“authentic” intelligence\u003C\u002Fa\u003E in Western societies, while hard work can be seen as “boring” and a sign of a lack of intelligence, according to a 2014 study of British and Swedish students. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There’s an idea that genius is effortless, and that hard work is somehow less fascinating or valuable –Tanja Gabriele Baudson","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen young achievers emerge, we assume they must be unique talents because they haven’t had time to put in those years of effort. Yet they too have worked for their success; Gorman, for instance, had to overcome an auditory-processing disorder and speech impediment in childhood; Carlsen began playing chess at age five; and Messi started playing soccer at four. Their accomplishments aren’t just the result of natural talent, but years of practice. “Outstanding achievement in any domain requires both innate ability \u003Cem\u003Eand\u003C\u002Fem\u003E hard work,” emphasises Baudson.\u003C\u002Fp\u003E\n\u003Cp\u003EA contributing factor is how much each young star is disrupting what we perceive as the traditional life trajectory. “We tend to think of the life course and careers in stages, each with their own set of norms and milestones,” explains Hannah Swift, senior lecturer in social and organisational psychology at the University of Kent, who has researched ageism, equality and workplaces. “When one such milestone is met before these norms dictate, it can seem extraordinary.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p096qs90"],"imageAlignment":"left","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThat’s particularly true if achievements come early in certain fields. “We’re somewhat conditioned to seeing youthful poets and mathematicians, [whereas] novelists, philosophers and scientists [tend to be older],” says Jonathan Plucker, professor of educational psychology and talent development at Johns Hopkins University and president of the US National Association for Gifted Children. “Athletics offer similar examples, in that certain sports have superstars emerge in their teens, yet for other sports that is a rare exception.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn today’s society, a young mega-achiever reaching new heights tends to be a newsworthy event. “Because media platforms are youth-oriented, achievements of younger people can be propelled and celebrated,” says Swift. “This perpetuates a cycle that under-represents [the success of] older people.”\u003C\u002Fp\u003E\n\u003Cp\u003EYet this cycle is a relatively new one. “Most historical societies took youthful contributions and labour for granted,” says Mary Jo Maynes, professor of history at the University of Minnesota. “Children and youth – in farming and working-class communities, at least – were expected to take on a huge realm of activities that we now regard as adult. These young people, as valued as they were, were not singled out for doing what was expected of them.”\u003C\u002Fp\u003E\n\u003Cp\u003EWith the evolution of Western society, however, ideas of what children should focus on pivoted away from work and responsibility toward school and play. “Modern Western understandings of childhood and development infantilise young people to an extent that produces low expectations,” says Maynes. “We are pleasantly surprised by young people’s accomplishments perhaps because we have relatively low expectations for the young.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We love to laud people for amazing achievement – but only a little more than we like to take them down – Jonathan Plucker","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd in a world with no shortage of negative headlines, sometimes a gifted young person doing something brave, beautiful or incredible is just the feel-good news we need. According to a 2016 study, positive news stories – including those about people overcoming adversity to find success – made readers \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F303853684_Positive_News_Makes_Readers_Feel_Good_A_Silver-Lining_Approach_to_Negative_News_Can_Attract_Audiences\"\u003Efeel happier than negative stories\u003C\u002Fa\u003E. “It’s human nature to be surprised by very early – or very late – examples of extraordinary achievement in life,” says Plucker. “We love the unexpected.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe dark side of young success \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAs much as young go-getters’ triumphs can provide a vicarious thrill, however, they can also invite scrutiny and criticism. “I think most people have a love-hate relationship with precocity,” says Plucker. “In many Western societies, we love to laud people for amazing achievement – but only a little more than we like to take them down.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhen 21-year-old Tiger Woods won the US Masters Tournament in 1997, he skyrocketed to fame for being the youngest person and first African American to win the prestigious golf championship. Yet when news broke in 2009 of the then-33-year-old’s reported marital infidelities, the headlines veered ruthlessly from his success to his poor personal choices.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p096qsdf"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt’s not just salacious scandals that cause young achievers to disappoint. At age 14, US tennis player Jennifer Capriati was the youngest woman ever to win a match at Wimbledon, going on to win an Olympic gold medal at 16. But in the ensuing decade she struggled. Despite winning Grand Slam tournaments and hitting the top spot in the rankings toward the end of her career, much of the \u003Ca href=\"https:\u002F\u002Finews.co.uk\u002Fsport\u002Ftennis\u002Fmarta-kostyuk-jennifer-capriati-child-prodigy-119864\"\u003Emedia narrative around her\u003C\u002Fa\u003E centres on the idea that she didn’t live up to her young promise.\u003C\u002Fp\u003E\n\u003Cp\u003EWatching young prodigies fall from grace can trigger a feeling of schadenfreude among onlookers. “We love to see talented young people achieve impressive things, but there is also a sense of envy always lurking in the background,” says Plucker. Beyond jealousy, he says, negative emotions toward young achievers could be due to feeling that your own accomplishments are underappreciated by comparison.\u003C\u002Fp\u003E\n\u003Cp\u003ETaking satisfaction in seeing gifted youth fail also goes hand-in-hand with the misconception that they haven’t worked as hard as others to succeed, says Baudson. By that logic, their downfall “restores the balance and belief in a just, meritocratic world, where people get what they deserve for hard work”.\u003C\u002Fp\u003E\n\u003Cp\u003EBut success is not a zero-sum game, and there are a litany of factors that contribute to success beyond natural ability and hard work, including personality, environment and support system. Just like the challenges that come with every age, life stage and skill level, the success that accompanies each will always be unique to each person.\u003C\u002Fp\u003E\n\u003Cp\u003E“We should not make our own definition of success contingent on others’ success,” says Baudson. “We do not become better when others fail, and we do not become worse when others succeed. Bench-marking yourself against prodigies is unhelpful. “It makes more sense to apply a clear-cut criterion of what you want to achieve and focus on your personal progress.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn the meantime, when young talents like poet Gorman rise to the fore, we can recognise them as the rare gifts they are, instead of holding them to impossible standards or judging ourselves for being less exceptional. Just like the feel-good headlines they spark, young stars can inspire and brighten our world for as long as they shine.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-02-16T18:31:19Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why our relationship with young achievers is so complicated","headlineShort":"Our love-hate view of young achievers","image":["p096qs52"],"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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p096qs6d"],"relatedStories":["worklife\u002Farticle\u002F20210125-why-ceos-make-so-much-money","worklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession"],"relatedTag":null,"summaryLong":"Young super-achievers both fascinate and frustrate us. This love-hate relationship tells us a lot about culture – and ourselves.","summaryShort":"We venerate prodigies – but this can also inspire a complicated relationship","tag":["tag\u002Fhow-we-think"],"textToSpeech":false,"creationDateTime":"2021-02-15T21:16:49.797395Z","entity":"article","guid":"f869b476-165b-4f96-9e0d-17f700dc8649","id":"worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated","modifiedDateTime":"2021-09-02T05:18:44.176363Z","project":"worklife","slug":"20210211-why-our-relationship-with-young-achievers-is-so-complicated","cacheLastUpdated":1634592730241},"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out","_id":"6153609045ceed1a8a1023c3","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Recession, coronavirus and shifting demographics are intensifying the pressures on the ‘sandwich generation’ – those supporting both children and parents.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EJo Austin would love to have a PA. At home in Central England, the financial services worker, who’s in her late 40s, wakes up very early to drive her husband to the supermarket where he works. They don’t want to risk him catching coronavirus on public transport because of the disabilities of their son and his girlfriend, both in their early 20s. \u003C\u002Fp\u003E\n\u003Cp\u003EWhen Austin returns from the supermarket, she’ll log several hours of remote work. At some point her mother, who lives a few miles away and is in her early 80s, will call. They might talk about the online food shopping order she’s placing for her mum, or when her next medical appointment is. There might also be admin calls to make, for instance to her mother’s utilities companies. Every other day, Austin will go and visit her. \u003C\u002Fp\u003E\n\u003Cp\u003EShe takes a break from work at lunchtime to collect her husband from his job. At this point her son and his girlfriend might need some help filling in forms or doing other tasks associated with their supported employment programme. By the time she’s squeezed a full day of paid work in between all her unpaid work, Austin will be lucky to have an hour to sit in front of the TV to relax. “It’s a lot of juggling, it’s blooming hard work, it’s exhausting,” she admits. \u003C\u002Fp\u003E\n\u003Cp\u003EThere’s another word for it, too. Like so many people in her phase of life, Austin is sandwiched.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People who were already bearing intense loads are facing more strain, stress and precariousness","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the broadest sense, the “sandwich generation” is the \u003Ca href=\"https:\u002F\u002Fwww.cambridge.org\u002Fcore\u002Fjournals\u002Fageing-and-society\u002Farticle\u002Fcaught-in-the-middle-in-midlife-provision-of-care-across-multiple-generations\u002F5539D1998C15655F6955DAF902077DBB\"\u003E“caught in the middle”\u003C\u002Fa\u003E generation who have living parents and children. More specifically, the term often refers to middle-aged people who support both their parents and their children, whether financially, physically or emotionally. Multigenerational needs have become even more pressing during the Covid-19 pandemic, with record numbers of adult children moving back home and with elderly parents needing new forms of care. \u003C\u002Fp\u003E\n\u003Cp\u003EThe pandemic has put many in untenable positions; people who were already bearing intense loads are facing more strain, stress and precariousness. This pressure is only mounting on the sandwich generation, as support and vital resources are scarce. So, as more millennials become caught in the middle, there’s one major question: how, exactly, do we care for the carers? \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMultigenerational ‘squeeze’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ESandwiched individuals, who may or may not be living with the people they’re supporting, look a bit different around the world. In the Philippines, sandwiched women tend to be \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F12259276.2020.1847865?journalCode=rajw20\"\u003Eaged 30 to 35\u003C\u002Fa\u003E, whereas in England and Wales they’re typically \u003Ca href=\"https:\u002F\u002Fwww.cambridge.org\u002Fcore\u002Fjournals\u002Fageing-and-society\u002Farticle\u002Fcaught-in-the-middle-in-midlife-provision-of-care-across-multiple-generations\u002F5539D1998C15655F6955DAF902077DBB\"\u003Ebetween 45 and 54\u003C\u002Fa\u003E, like Austin. \u003C\u002Fp\u003E\n\u003Cp\u003EIn the UK, about 3% of the population is providing care for more than one generation, whether in the same home or across multiple homes, according to Athina Vlachantoni, a gerontologist at the University of Southampton. It sounds low. Yet while there are ethnic and class differences in life expectancy and household formation, the number of sandwich carers is rising as people generally have children later and live longer.  \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of grandmother looking after two children","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWe’re also seeing more “triple-decker sandwich” or \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0192513X20921520\"\u003E“double sandwich”\u003C\u002Fa\u003E individuals. This involves, for instance, people in their 60s helping to care for their grandchildren, which allows their adult children to work, as well as supporting their own parents in their 90s. \u003C\u002Fp\u003E\n\u003Cp\u003EPerhaps unsurprisingly, there are gendered differences in sandwiched pressures. “In general, we know women more likely to provide more intensive personal care to older relatives than men, with men providing support for practical tasks including finance and gardening,” explains Vlachantoni. Men are also more likely to provide support as part of a couple. \u003C\u002Fp\u003E\n\u003Cp\u003EOverall, terms like “squeezed” express the heavy pressure on people juggling duties in all directions. But being embedded within multigenerational responsibilities also carries benefits. In particular, healthy grandparents can be a huge boon to working parents. “The role of grandparents has significantly increased over the last decade or 15 years,” says Vlachantoni. “Older parents facilitating especially younger women to stay in the labour market and become more senior and progress is a very important dimension of the sandwich generation.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"You just have to get on with it, you just have to adapt – Jo Austin","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the US, \u003Ca href=\"https:\u002F\u002Fwww.pewsocialtrends.org\u002F2013\u002F01\u002F30\u002Fthe-sandwich-generation\u002F\"\u003Ehappiness rates are roughly the same\u003C\u002Fa\u003E between people in and out of the sandwich generation. In the UK, Austin enjoys her life, busy as it is. The family’s finances are stable and they have a three-bedroom house to spread out in. “It is what it is; I love to care for my family,” she says. “Yes, sometimes I’d just love to go and sit in a dark room for a few hours. You just have to get on with it. You just have to adapt. It makes you very resilient to things.” \u003C\u002Fp\u003E\n\u003Cp\u003EBut the positive effects of being sandwiched can’t be realised if the stress overpowers the ability to cope. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe Covid-19 effect\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIn the last year, the way Covid-19 has tested government resources and increased unemployment has made family support even more crucial. This is manifesting in increased strain on both time and finances for the sandwich generation. \u003C\u002Fp\u003E\n\u003Cp\u003EKatherine Wilson, head of employment at Carers UK, reports that of carers surveyed by the charity in October, “some have felt they have had no choice but to reduce their hours or give up work altogether without access to their usual formal and informal support”. Formal support includes things like day-care and eldercare facilities, while informal support might mean occasional help from friends, community or other family members. For Austin, pre-pandemic, meaningful support could be as simple as a coffee break with office colleagues when she was having a difficult day.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of a young graduate who has moved home with his parents","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESandwiched Americans, meanwhile, are feeling the financial pinch more. \u003Ca href=\"https:\u002F\u002Fwww.newyorklife.com\u002Fcontent\u002Fdam\u002Fnyl\u002Fnewsroom\u002Fdocs\u002Fpdfs\u002FNew_York_Life_Sandwich_Gen_White_Paper.pdf\"\u003EAccording to the life insurance company New York Life\u003C\u002Fa\u003E, caregiving expenses have risen during the pandemic, with caring for an ageing relative now averaging about $1,000 per month. This is partly related to spending more on necessities. \u003Ca href=\"https:\u002F\u002Fwww.bmj.com\u002Fcontent\u002F370\u002Fbmj.m3097\"\u003EMedical expenses\u003C\u002Fa\u003E have become especially onerous as health insurance in the US is so often tied to employment, which has been plummeting during the ongoing recession. \u003C\u002Fp\u003E\n\u003Cp\u003EOverall, however, sandwiched Americans are more likely to be supporting young adults than elderly parents, something that has intensified during the pandemic. In July 2020, \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Ffact-tank\u002F2020\u002F09\u002F04\u002Fa-majority-of-young-adults-in-the-u-s-live-with-their-parents-for-the-first-time-since-the-great-depression\u002F\"\u003E52% of 18- to 29-year-olds\u003C\u002Fa\u003E were living with their parents – the highest proportion recorded since the Great Depression.  In the UK, more than half of those who moved house during the pandemic were aged 16 to 29, and they were largely moving in with older relatives, according to \u003Ca href=\"https:\u002F\u002Fosf.io\u002Fpreprints\u002Fsocarxiv\u002Fkv8dg\u002F\"\u003Epreliminary research\u003C\u002Fa\u003E by Vlachantoni and her colleagues on Covid-19-affected living arrangements. It’s not clear how long they’ll stay – Vlachantoni points out that these shifts were out of necessity rather than choice – but \u003Ca href=\"https:\u002F\u002Fdoi.org\u002F10.31235\u002Fosf.io\u002Fkv8dg\"\u003Eearly evidence\u003C\u002Fa\u003E shows that such changes “were associated with a rise in stress”. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe carers of the future\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIn addition to immediate impacts on sandwiched people, Covid-19 could have more far-reaching effects. A key question is how its economic impact will delay young people’s progress toward important life and financial milestones, which will feed into their ability to function independently later on. “Resources accumulated throughout the life course are pivotal for people’s later life. And when I’m saying resources, I don’t just mean money. I also mean partnership, having children and investing in occupational pensions and property,” says Vlachantoni.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In the US right now, older adults are on average better off financially than younger adults are – Kim Parker","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAccumulating these resources was already challenging pre-pandemic, amid \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201203-could-young-workers-reshape-labour-unions\"\u003Emore precarious work\u003C\u002Fa\u003E, higher housing costs, potentially less generous pensions and greater longevity. And Covid-19 has had crushing effects on employment, education, \u003Ca href=\"https:\u002F\u002Fwww.money.co.uk\u002Fguides\u002Fcovid-debt-index\"\u003Eindebtedness\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201116-how-the-pandemic-has-changed-our-romantic-relationships\"\u003Edating\u003C\u002Fa\u003E. It may well take longer for young adults to reach the milestones associated with less dependence on parents. Thus, a number of parents may need to help their adult children for longer, and in more complex ways, than society might have envisaged. \u003C\u002Fp\u003E\n\u003Cp\u003E“In the US right now, older adults are on average better off financially than younger adults are. So, they don’t always need as much financial support as these young adults, the millennials, who were hit hard with the Great Recession and really struggled to get their financial footing,” says Kim Parker, director of social trends research at the Pew Research Center. “And now we’ve got a new generation of young adults who are coming of age in a pandemic, and having moved back in with their parents.” \u003C\u002Fp\u003E\n\u003Cp\u003ECovid-19 is also pushing millennials into the sandwich generation faster than might be expected. In the US, \u003Ca href=\"https:\u002F\u002Fwww.newyorklife.com\u002Fcontent\u002Fdam\u002Fnyl\u002Fnewsroom\u002Fdocs\u002Fpdfs\u002FNew_York_Life_Sandwich_Gen_White_Paper.pdf\"\u003Emillennials now make up more than one-third of multigenerational caregivers\u003C\u002Fa\u003E – and this rate has been growing much faster during the pandemic than for Gen Xers and Baby Boomers. In other words, the pandemic has accelerated the slide into the sandwich, and with fewer of the resources that helped previous generations out. As well, the general trend of smaller family sizes means that there will be more only children in the future, with no sibling support as they look after ageing parents. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EReducing the squeeze\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAt the moment, in the absence of strong state support, sandwiched women are often left to pick up the slack. For instance, \u003Ca href=\"https:\u002F\u002Fwww.cambridge.org\u002Fcore\u002Fjournals\u002Fageing-and-society\u002Farticle\u002Finformal-care-provision-across-multiple-generations-in-china\u002F9D74304752D4941730CFFAB703227E1A\"\u003EVlachantoni and colleagues have written\u003C\u002Fa\u003E that in China, “the state remains predominantly dependent on the family for the delivery of care for older people and infant\u002Ftoddlers”. Women have been encouraged into the workforce, but public nursery provision remains inadequate, so grandparents often take the place of public services. While China may provide a stark example of this trend, it’s visible in many other countries as well.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-10"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of three generations of one family in Shanghai, China","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen it comes to transferring these services from the family to the state, we already know what will help. Subsidised childcare and eldercare, as well as paid parental leave, will ease the burden on the sandwiched. In recognition of the important role of grandparents in caring for grandchildren, often at the expense of their own employment, \u003Ca href=\"https:\u002F\u002Fwol.iza.org\u002Farticles\u002Fhow-does-grandparent-childcare-affect-labor-supply\u002Flong\"\u003Esome form of grandparental leave\u003C\u002Fa\u003E could be useful as well. \u003C\u002Fp\u003E\n\u003Cp\u003EOn the employers’ side, enabling adjustable work patterns would be helpful, as evidenced by Austin, who deals with her many duties by keeping her schedule as flexible as possible. She’s fortunate to have excellent relationships with her colleagues and an employer that supports flexible work; she works a nine-day fortnight, fitting slightly longer workdays into a slightly shorter time span. “There are people at work I exasperate because I’ll move meetings,” she acknowledges. Telling people about her caring responsibilities helps. “I think if people know, they’re more understanding and accommodating.” \u003C\u002Fp\u003E\n\u003Cp\u003EOne small silver lining of the pandemic has been the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210113-whats-the-best-plan-for-a-radical-new-workday\"\u003Enormalisation of flexible and remote work\u003C\u002Fa\u003E for those in the knowledge economy. If this continues post-pandemic, carers may find it easier to remain employed. “We know that flexible working is really valued by carers and we want to see this offered to carers from day one of starting a new job,” says Wilson of Carers UK. \u003C\u002Fp\u003E\n\u003Cp\u003ECertain policies would be especially impactful in specific countries. Carers UK is calling for \u003Ca href=\"https:\u002F\u002Fwww.carersuk.org\u002Fnews-and-campaigns\u002Fpress-releases\u002Funpaid-carers-save-uk-state-530-million-every-day-of-the-pandemic\"\u003Elarger carers’ allowances\u003C\u002Fa\u003E and five days of paid carers’ leave for working carers. In the US, the lack of public healthcare clearly affects the health and finances of all parts of the sandwich. In South Africa, small, mobile childcare units – for instance inside food markets \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F0956247820987096\"\u003Ewhere many women work informally\u003C\u002Fa\u003E – could provide affordable spaces for women to leave their children. \u003C\u002Fp\u003E\n\u003Cp\u003EThe problem is that while investing in social-care infrastructure now \u003Ca href=\"https:\u002F\u002Fwww.socialeurope.eu\u002Fshifting-the-burden-can-covid-19-do-it-for-womens-unpaid-work\"\u003Ewould have many benefits\u003C\u002Fa\u003E, it may be a challenging proposition for governments whose coffers have already been crunched by the pandemic. \u003C\u002Fp\u003E\n\u003Cp\u003E“I’ve always found that effective policy tools are the ones that give individuals real choice,” reflects Vlachantoni. Having more options would help carers maintain their varied family ties while preserving their financial, mental and social wellbeing – especially those who have less income security than Austin. Undoubtedly, the sandwiched could use more support as they themselves support others – and as they pave the way for the sandwich individuals of the future.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out-12"}],"collection":null,"disableAdverts":false,"displayDate":"2021-01-29T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why the 'sandwich generation' is so stressed out","headlineShort":"The stress on the 'sandwich generation'","image":[],"imageAlignment":"centre","imageAltText":"File image of a mother, daughter and grandmother","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Recession, coronavirus and shifting demographics are intensifying the pressures on the ‘sandwich generation’ – those supporting both children and parents.","summaryShort":"How to support those who support everyone else","tag":[],"textToSpeech":false,"creationDateTime":"2021-01-29T00:52:05.997931Z","entity":"article","guid":"42dcce67-045b-4be3-87a5-9fd5980e7c02","id":"worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out","modifiedDateTime":"2021-09-02T05:18:00.181791Z","project":"worklife","slug":"20210128-why-the-sandwich-generation-is-so-stressed-out","cacheLastUpdated":1634592730242},"worklife\u002Farticle\u002F20210129-how-texting-makes-stress-worse":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210129-how-texting-makes-stress-worse","_id":"6153614e45ceed6f23762da2","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"If group chats give us solace and connection in a crisis, why do some of us feel burnt out and overwhelmed by them?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen lockdown first started in March, group chats were my lifeline. Text conversations with work friends, New York City friends, old friends and relatives helped me stay connected during the once-in-a-generation crisis. We laughed at memes, calmed each other down, checked in on each other’s families.\u003C\u002Fp\u003E\n\u003Cp\u003EBut as the pandemic went on, I found group chats made my stress worse, not better. My phone was already constantly lighting up with news notifications, and the 50 or 60 missed texts that I could get in an hour from any one group chat made me feel anxious about putting it down. I felt guilty for not responding to a text right away, or checking in on a group thread. I couldn’t exactly come up with a good excuse, either – what was I going to say: “Sorry I missed your message, I was too busy staying at home doing nothing for the eighth consecutive month”?\u003C\u002Fp\u003E\n\u003Cp\u003EGroup threads \u003Ca href=\"https:\u002F\u002Fwww.cosmopolitan.com\u002Flifestyle\u002Fa26116185\u002Fquit-group-texts\u002F\"\u003Ehave always caused some people anxiety\u003C\u002Fa\u003E, even before the pandemic. But as someone who embraced them before the pandemic, it’s surprising to discover that in the age of social distancing, it’s possible to suffer from social overload. If they give us solace and connection in a crisis, why do some of us feel burnt out and overwhelmed by them?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Communication debt’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ELockdown has meant that many more of us are using messaging apps. Text messages are casual, immediate and research shows that we \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20180802-why-we-hate-using-email-but-love-sending-texts\"\u003Elike them more than emails\u003C\u002Fa\u003E. By late March, for example, WhatsApp \u003Ca href=\"https:\u002F\u002Ftechcrunch.com\u002F2020\u002F03\u002F26\u002Freport-whatsapp-has-seen-a-40-increase-in-usage-due-to-covid-19-pandemic\u002F?guccounter=1&guce_referrer=aHR0cHM6Ly93d3cuZ29vZ2xlLmNvbS8&guce_referrer_sig=AQAAAInFNzSiu8CtXOdl7S1aA3HUchVLUj3-YO2T08yoNmspGoJeXEJW70GRRHL-burD7n-LEA1CxxTHLJnqqhMhq9OwZ71hK4QvVAQ7bQaXqNFE9OoVWYAqwPskWUaxR4SQeY90Q15CpgvnRVqKsyoaLh8CMlNZDhVZTttFXLSOVMT6\"\u003Ehad already reported a 40% spike\u003C\u002Fa\u003E in the number of users. \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC7481656\u002F\"\u003EA study in September\u003C\u002Fa\u003E of more than 1,300 US adults showed that use of digital communications of all kinds increased during Covid, with text messaging leading with a 43% jump.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210129-how-texting-makes-stress-worse-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"notifications on phone","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210129-how-texting-makes-stress-worse-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWe’re lucky to have that kind of technology; without Zoom, Slack and WhatsApp, the pandemic would be a far lonelier experience. But group chat platforms come with an immediacy and intimacy that can make participating in them feel stressful.\u003Cstrong\u003E \u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“One reason they stress us out is the built-in urge to read a text in real time – and the parallel expectation in online culture that you will also respond in real time,” says Elias Aboujaoude, a psychiatrist at Stanford University in California who specialises in the intersection of technology and psychology. Not responding right away makes us anxious; it gives us a “sense of having fallen behind and broken a major rule of online communications”.\u003C\u002Fp\u003E\n\u003Cp\u003EWhat’s more, when you fall behind in a group chat, a backlog of missed messages can quickly pile up. Then, before you know it, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20180802-why-we-hate-using-email-but-love-sending-texts\"\u003Etexting starts to feel as cumbersome as drudging through work email\u003C\u002Fa\u003E. It makes for a “dreaded communication debt that we can now accrue by having asynchronous messages”, says Bernie Hogan, senior research fellow at the University of Oxford’s Internet Institute.\u003C\u002Fp\u003E\n\u003Cp\u003EBefore the pandemic, we could use the excuse of our busy lives to explain away missing a message or an entire conversation. If you felt tired and didn’t want to socialise, you could just say so. But since options for social activity have been so curtailed, group chats have come to play a bigger role in many of our lives. We feel we should prize these interactions, yet they’re coming at a much faster pace and higher volume than we’re used to.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210129-how-texting-makes-stress-worse-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"One reason they stress us out is the built-in urge to read a text in real time – Elias Aboujaoude","id":"worklife\u002Farticle\u002F20210129-how-texting-makes-stress-worse-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhile we could still manage, pre-Covid, to interrupt what we were doing and engage in this read-and-respond-in-real-time ritual, it has become all but impossible to continue doing so with the magnitude and frequency of interruptions today,” says Aboujaoude.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Pavlovian response’ of anxiety\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBut it’s not just group chats – it’s the technology itself. We already knew that being glued to our phones and computers \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC6449671\u002F\"\u003Ewas bad for our health\u003C\u002Fa\u003E. Depending on technology for all of our social communication needs can add to our cognitive load – something already \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201103-cognitive-load-theory-explaining-our-fight-for-focus\"\u003Eunder increased pressure\u003C\u002Fa\u003E in the pandemic.  \u003C\u002Fp\u003E\n\u003Cp\u003E“Each [group chat] conversation might have its own emotional register. Switching between these has a psychological ‘switching cost’ both intellectually and mentally,” says Hogan, especially as we also jump among messaging platforms. (Personally, I have at least one group chat each in Facebook Messenger, WhatsApp, Signal and plain old SMS.)\u003C\u002Fp\u003E\n\u003Cp\u003EThen there’s the fact that some of us are experiencing burnout from all the demoralising pandemic news. Although early on we may have welcomed the articles that our friends shared as we strove to understand the impacts of Covid-19, we subsequently began to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200505-coronavirus-how-much-news-is-too-much\"\u003Edread the stream of anxiety-fuelling updates\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210129-how-texting-makes-stress-worse-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"phone in a drawer","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210129-how-texting-makes-stress-worse-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Early into the pandemic, group chats may have felt like a good way to commiserate with many people simultaneously. You could count on everyone in the group having this stressful experience in common with you,” says Aboujaoude. “The problem, it soon became clear, is that the stress and anxiety that sometimes come with one-on-one texting is magnified exponentially in group chats.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd there’s also the issue of notifications that accompany each text or breaking news update – so even if the group chat is sending GIFs of monkeys back and forth, we still get anxious in this environment every time our phone vibrates or lights up.\u003C\u002Fp\u003E\n\u003Cp\u003E“Even if you have the ability to distinguish the different beeps and alerts, at this point, it’s almost like a Pavlovian response, where it’s just that beep that sets off that anxiety,” says Vaile Wright, senior director of health care innovation at the American Psychological Association. “It means something terrible has happened, even if it’s not [terrible].”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EOpting out\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, your tolerance for group chatting will depend on what else you’re juggling; Wright points out that not everyone is experiencing the same levels of stress.  \u003C\u002Fp\u003E\n\u003Cp\u003E“Your great aunt may be retired, lives alone and finds that the group chat is really her only outlet to connect, while your college friends may be juggling working from home and Zoom fatigue, and trying to manage children at home e-learning, and may just feel like they don't have the bandwidth to maintain the group chat,” she says. “The level of fatigue I think a lot of people are experiencing may just make it not practical to engage in the group chat.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210129-how-texting-makes-stress-worse-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"You actually don’t need to have an excuse for not texting somebody right away – Vaile Wright","id":"worklife\u002Farticle\u002F20210129-how-texting-makes-stress-worse-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIf you are feeling overloaded by your group chat commitment, experts say there are ways to combine appreciating these important connections with periods in which you disengage.\u003C\u002Fp\u003E\n\u003Cp\u003E“You actually don’t need to have an excuse for not texting somebody right away. It’s okay,” says Wright, adding we should do things within our control to safeguard our mental wellbeing. She recommends turning off notifications, muting threads or excusing yourself from a group chat for a while. She says some people’s feelings might get hurt, but setting boundaries is crucial. Explain it’s something you need, rather than just ghosting people, or say something like: “I can’t respond to this text, but the next time we’re doing a call, make sure you include me.”\u003C\u002Fp\u003E\n\u003Cp\u003EAboujaoude points out that being burnt out on group chats is a good reason to rediscover phone calls, “where more in depth, less distracted communicating can still take place”. Wright concurs, saying: “Group chats are great for quick updates or sharing funny memes, but [the medium] doesn't really lend itself to sharing important aspects of our lives, providing emotional support, sharing a laugh or a good cry. Phone calls provide more opportunities to really connect on an emotional level.”\u003C\u002Fp\u003E\n\u003Cp\u003EIndeed, \u003Ca href=\"https:\u002F\u002Fwww.apa.org\u002Fpubs\u002Fjournals\u002Freleases\u002Famp-amp0000147.pdf\"\u003Eresearch has shown that voice-to-voice communication\u003C\u002Fa\u003E – as opposed to visual communication only, like texting – increases your ‘empathetic accuracy’ and your ability to tune into the other person’s emotions, allowing for a deeper connection.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, if you really want to talk, perhaps pick up the phone. And if you need to tell your friends you’re muting the group chat, chances are, they’ll understand. “A solid relationship will withstand digital separation,” says Aboujaoude.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210129-how-texting-makes-stress-worse-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-02-08T17:24:07Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How texting makes stress worse","headlineShort":"The dark side of group chats","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"If group chats give us solace and connection in a crisis, why do some of us feel burnt out and overwhelmed by them?","summaryShort":"Messaging brings solace in crisis – so why can it be so anxiety inducing?","tag":[],"textToSpeech":false,"creationDateTime":"2021-02-07T21:03:46.521289Z","entity":"article","guid":"7a1b0995-86bb-4b42-8a0e-4bb17a4cb981","id":"worklife\u002Farticle\u002F20210129-how-texting-makes-stress-worse","modifiedDateTime":"2021-09-02T05:18:04.195042Z","project":"worklife","slug":"20210129-how-texting-makes-stress-worse","cacheLastUpdated":1634592730242},"worklife\u002Farticle\u002F20210115-why-some-people-like-wearing-masks":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210115-why-some-people-like-wearing-masks","_id":"6153603b45ceed6eee43c5ef","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Some people welcome face coverings for reasons ranging from the convenient and expedient to the more complex and psychological. But is this a helpful coping mechanism?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESheltering in place hasn’t been too hard for Jay Lee; watching a film at home and ordering a takeaway has always been his idea of a good night. Lee, a 32-year-old small business owner in Leicester, identifies as an introvert. And although 2020 had its hardships – in the spring, he was made redundant from his job at a large bank – one perk for him has been the widespread adoption of face masks.\u003C\u002Fp\u003E\n\u003Cp\u003ELee has always dreaded run-ins with old friends and acquaintances around town, finding these spontaneous interactions “extremely awkward”. He used to time his shopping trips to minimise the possibility of bumping into someone he knew, waiting until almost closing time before heading out. “Since I've been wearing the mask, my awkward interactions with friends and family have significantly reduced,” he says. Now, he goes to the shops whenever he wants, without worrying about whom he might see. He hopes that, even after the pandemic ends, it will still be socially acceptable to wear a mask.\u003C\u002Fp\u003E\n\u003Cp\u003EWearing a mask is, for most of us, an annoying but worthwhile sacrifice: it’s \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fd41586-020-02801-8\"\u003Eone of the most effective ways\u003C\u002Fa\u003E to slow the spread of Covid-19. Still, most of us look forward to the day when we can bare our faces in public again. Face-coverings fog our glasses and clog our pores; they make it harder to smile at strangers and recognise friends.\u003C\u002Fp\u003E\n\u003Cp\u003EYet some are secretly relishing the new mask-wearing mandates, for reasons ranging from the convenient and expedient to the more complex and psychological. Some welcome the way face coverings reduce or change interactions that might otherwise spark social anxiety. But is this a helpful coping mechanism – and what happens when the pandemic comes to an end?\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210115-why-some-people-like-wearing-masks-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210115-why-some-people-like-wearing-masks-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘Anonymity carries power’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAt the lighter end of the scale, some people have found that masking offers a welcome relief from the pressures to uphold strict standards of grooming and appearance. They have ditched their old makeup and shaving routines and are saving money, time and stress. Others have discovered that hiding their mouths affords them unexpected freedoms. Some restaurant servers and retail workers say they no longer feel obliged to fake-smile at customers, potentially lifting the burden of \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fbbcthree\u002Farticle\u002F5ea9f140-f722-4214-bb57-8b84f9418a7e\"\u003Eemotional labour\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EWearing a mask is “freeing up really valuable cognitive resources”, explains Kathryn Stamoulis, an educational psychologist and mental-health counsellor in New York. “During a pandemic, we’re under severe stress, and whether you’re worrying about your appearance or you’re worried about someone harassing you or whistling at you, the masks can provide a respite from those things that can occupy our mind when we’re out in public. You have more freedom to be meditating or thinking about whatever you want.”\u003C\u002Fp\u003E\n\u003Cp\u003EThen there are those for whom the masks serve as a psychological as well as physical safety barrier. Saurav Dutt, a 38-year-old author and business consultant from Warwick, appreciates having a “shield against glares, stares, looks, awkward judgements, head to foot inspections and the like”. Until Covid-19 hit, his daily commute included a long walk through London’s financial district, and he sometimes worried about what other pedestrians were thinking of him – wondering whether they were judging his clothes or his appearance.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210115-why-some-people-like-wearing-masks-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Some restaurant servers and retail workers say they no longer feel obliged to fake-smile at customers, potentially lifting the burden of emotional labour","id":"worklife\u002Farticle\u002F20210115-why-some-people-like-wearing-masks-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut now, he says, “I can let my guard down…. You’re minimising any risk of contact with other people. All they can see is your eyes.” Near-anonymous behind his mask, he feels protected – and he says he also feels more connected to strangers he encounters in the street. To Dutt, masks are a symbol of vulnerability, and a reminder of all we have in common. “We live in a society that is very judgmental on the outside and [on] aesthetics, and this makes it clear we are human beings, and we are vulnerable.”\u003C\u002Fp\u003E\n\u003Cp\u003EStamoulis explains that masks reduce the strain of the spontaneous meetings that those with social anxiety can dread. “There is often a stream of worry leading up to social interactions, and negative self-talk after, such as self-critique about one's appearance, making inappropriate facial expressions, saying the ‘right’ thing, not being pleasant enough, etc.” But, she adds, public outings with masks can be less anxiety inducing because “one's identity can be concealed, facial expressions cannot be easily analysed, physical aspects of anxiety are reduced (like blushing or stammering) and\u002For the pressure to engage in small talk is removed”.\u003C\u002Fp\u003E\n\u003Cp class=\"xmsonormal\"\u003E“Anonymity carries power,” adds Ramani Durvasula, a clinical psychologist and psychology professor at California State University, Los Angeles. “It can feel like trying on a different ‘role’ and the associated expectations of that role, perhaps freeing us of what can feel exhausting and insincere about smiling (especially when we aren't having a good day).” Masks may be small – after all, they leave our bodies, eyes and hair on show – but by covering our mouths they conceal part of our emotional expression. “The fear of someone who is socially anxious of showing an emotion that could be judged negatively may in part be mitigated by the mask – a smirk may be missed and a person who is socially anxious may then feel more safe.” \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210115-why-some-people-like-wearing-masks-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210115-why-some-people-like-wearing-masks-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EMissing important interactions?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile masks may offer a temporary reprieve from stressful social situations, experts say they’re probably not a good long-term coping mechanism.\u003C\u002Fp\u003E\n\u003Cp\u003E“For introverts, it can feel great that you don’t have to talk to people you don’t know that well, but in the long run, when you get out of your comfort zone and challenge yourself… [you might form] a really fulfilling or positive relationship,” says Stamoulis. Similarly, many of her teenaged patients prefer their Zoom classes, finding them less stressful than socialising with classmates and dealing with teachers in person – but in the long term, she warns, they will need to work on their social anxiety.\u003C\u002Fp\u003E\n\u003Cp\u003EEven for adults, she says, “There’s definitely the potential to lose out on social interactions that can be nourishing. We know that social interactions – whether it’s a quick chat or a mutual smile – \u003Ca href=\"https:\u002F\u002Fwww.sciencedaily.com\u002Freleases\u002F2016\u002F04\u002F160428094448.htm\"\u003Ecan release endorphins\u003C\u002Fa\u003E and reduce cortisol levels.” Even brief conversations with strangers in public places – the kind of interaction that is almost impossible now – can boost our mood; one \u003Ca href=\"https:\u002F\u002Fwww.npr.org\u002F2014\u002F12\u002F02\u002F367938704\u002Fstudy-shows-riding-the-quiet-car-is-crushing-your-spirit\"\u003Estudy\u003C\u002Fa\u003E showed that train and bus commuters assigned to initiate conversation with the rider next to them felt happier afterward than those who sat in silence, even if they were introverts.\u003C\u002Fp\u003E\n\u003Cp\u003EStill, Stamoulis isn’t too worried about the long-term consequences of wearing masks. “I wouldn’t think this would necessarily be good for years and years, in terms of our development and our emotional connections, but during this time of universal loss and distress and anxiety, it can, for some people, be a silver lining.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210115-why-some-people-like-wearing-masks-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-01-26T19:06:41Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why some people like wearing masks","headlineShort":"Why some people like wearing masks","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Some people welcome face coverings for reasons ranging from the convenient and expedient to the more complex and psychological. But is this a helpful coping mechanism?","summaryShort":"How face coverings could improve our mental and emotional wellbeing","tag":[],"textToSpeech":false,"creationDateTime":"2021-01-25T22:56:03.043274Z","entity":"article","guid":"508c90f4-1d86-4dee-bb65-5eacfbbaf16c","id":"worklife\u002Farticle\u002F20210115-why-some-people-like-wearing-masks","modifiedDateTime":"2021-09-02T05:17:26.976951Z","project":"worklife","slug":"20210115-why-some-people-like-wearing-masks","cacheLastUpdated":1634592730242},"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones","_id":"6153603945ceed7a3970d8a1","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fsara-harrison"],"bodyIntro":"There’s lots of pressure to live up to certain life achievements on a strict timeline. But those milestones are often arbitrary – and way more harmful than we realise.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003ENakul Singh is on track. At 30, he’s finishing up his residency in ophthalmology at Massachusetts Eye and Ear specialty hospital in Boston, looking forward to starting his fellowship year and thinking about marrying his girlfriend in the next couple of years.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThis is just how he had envisioned things would go. “My personal goal was to be married or engaged by the time I was finishing my residency,” he says. These goals didn’t match up to any intrinsic logic or biological necessity. “I don’t know why. It just seemed like the right sort of timeframe,” he says. When he looked around at what everyone else was doing, it seemed like they were getting married in their late 20s or early 30s, so he matched up his expectations and plans to follow suit. Plus, his grandparents kept teasing him to get married before they died.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EBut Singh wasn’t always so sure that life would go according to plan. While his friends started to get serious with their significant others right after college, he was single, wondering when he was going to find his person. He stressed over getting into the right medical school, then winning a good residency. Life felt uncertain and, as he waited and waited to meet the right partner, he worried that he was falling behind.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EEvery society has a few important life milestones, and those achievements are often tied to a specific timeline. For instance, Western societies prioritise moments like graduating from college at 22, getting married by 30, having kids and buying a house before 35. We mark success by ticking off the boxes, and worry that missing a deadline means we’re failing in our lives or careers. But where do those metrics come from?\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAs it turns out, these all-important deadlines are often arbitrary, and the pressure to achieve them sometimes comes from amorphous, unidentifiable places. They also aren’t as set in stone as they may seem. From generation to generation, changes in technology and the economy, advances in science and even the political climate can turn what once seemed like a social necessity into an antiquated expectation. Understanding where these expectations come from, and how they differ from the reality we live in now, is important for making personal milestones that are meaningful, instead of clinging to outdated expectations.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p099rgxk"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003EThe mystery of social norms\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EFrom the moment humans pop out of the womb, we are ready to learn. We pick up the language around us and learn the rules of our society, what behaviour is allowed, what’s considered good or bad. “We’re absolutely built that way: to learn norms and to comply with them,” says Jeffrey Arnett, a senior research scholar at Clark University in Massachusetts who studies emerging adulthood. “For the most part we do what’s expected of us.” \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EHow these norms get set is a combination of social, economic and technological factors. “These things develop and we’re all aware of them and we all follow them, but nobody determines them,” says Arnett. “It’s this aggregation of millions of people thinking about things and making decisions and talking to each other. Nobody’s really in control of it.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAmong these influences, parents and families play a huge role, especially around expectations for timing around marriage and kids. For instance, most baby boomers in Western societies generally married in their 20s, bought a house and had kids soon after. Subsequently, they transferred those expectations and that timeline to their millennial children.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"These things develop and we’re all aware of them and we all follow them, but nobody determines them – Jeffrey Arnett","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EBut millennials in the US and the UK aren’t hitting those milestones; instead, they’re getting on married an average of \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Fsocial-trends\u002F2019\u002F02\u002F14\u002Fmillennial-life-how-young-adulthood-today-compares-with-prior-generations-2\u002F\"\u003Eseven years later\u003C\u002Fa\u003E than their parents, and haven’t married at all. And the age women first give birth has consistently \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Fpeoplepopulationandcommunity\u002Fpopulationandmigration\u002Fpopulationestimates\u002Farticles\u002Fmilestonesjourneyingintoadulthood\u002F2019-02-18\"\u003Erisen over the past 40 years\u003C\u002Fa\u003E, so most millennial women are having children later than their baby boomer parents – waiting until age 29 or older. Similarly, the \u003Ca href=\"https:\u002F\u002Fwww.urban.org\u002Fresearch\u002Fpublication\u002Fmillennial-homeownership\"\u003Ehomeownership rate for millennials is 8% lower \u003C\u002Fa\u003Ethan it was for the preceding two generations.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThat’s because parents aren’t the only factors that influence these milestones, and millennials were born into a very different world than the one their parents knew, and navigate it in a very different way.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EMillennials are, on average, \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Fsocial-trends\u002F2019\u002F02\u002F14\u002Fmillennial-life-how-young-adulthood-today-compares-with-prior-generations-2\u002F\"\u003Ebetter educated\u003C\u002Fa\u003E than previous generations – nearly 40% in the US have a bachelor’s degree compared to only a quarter of baby boomers. That means they’re entering the workforce later, so they start saving for homes later, too. “We certainly realise more and more the importance of education and training,” says Arnett. “That means you’re not likely to be self-sufficient at 19 or 20.” \u003Ca href=\"https:\u002F\u002Fwww.newamerica.org\u002Fmillennials\u002Freports\u002Femerging-millennial-wealth-gap\u002Fhomeownership-and-living-arrangements-among-millennials-new-sources-of-wealth-inequality-and-what-to-do-about-it\u002F\"\u003EDebt from financing college, along with rising home costs\u003C\u002Fa\u003E, also means that fewer millennials can afford to buy homes.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p099rhk9"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EAnd although expectations that women get married and have kids haven’t changed, ideas about gender norms have shifted. “There was a lot of pressure on women to find a man and get married,” says Arnett. “If you didn't, what else were you going to do?” But now it’s much more common for women to pursue education and careers. Since the mid-1990s, \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Fpeoplepopulationandcommunity\u002Fpopulationandmigration\u002Fpopulationestimates\u002Farticles\u002Fmilestonesjourneyingintoadulthood\u002F2019-02-18\"\u003Emore women have attended university than men\u003C\u002Fa\u003E. So, while in 1966, \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Fsocial-trends\u002F2019\u002F02\u002F14\u002Fmillennial-life-how-young-adulthood-today-compares-with-prior-generations-2\u002F\"\u003Eonly 40% of women\u003C\u002Fa\u003E aged 22 to 37 were employed, in 2020, 72% of millennial women were participating in the workforce.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThat interest in education and career has changed when women have kids. A New York times analysis showed that \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002Finteractive\u002F2018\u002F08\u002F04\u002Fupshot\u002Fup-birth-age-gap.html\"\u003Ewomen with college degrees have children an average of seven years\u003C\u002Fa\u003E later than women who don’t go to college, and that education level was a greater factor in delaying having kids than other factors like home prices. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAdvances in science and technology also have had a huge impact on these expectations. Take the example of birth control, which allowed women to start being sexually active years before they planned to marry or have children. “That gives people so much more decision-making power over whether to enter marriage or parenthood,” says Arnett. “That is truly revolutionary.” Right now, it’s considered fairly normal to start exploring sexuality perhaps a decade before marriage, something he notes was unprecedented before the latter half of the 20th Century.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EBut while economic and educational realities have changed drastically, our social expectations haven’t kept pace. One survey by the US Census Bureau showed that \u003Ca href=\"https:\u002F\u002Fwww.census.gov\u002Fcontent\u002Fdam\u002FCensus\u002Flibrary\u002Fpublications\u002F2017\u002Fdemo\u002Fp20-579.pdf\"\u003Ethe majority of Americans believe people should be economically independent by age 21\u003C\u002Fa\u003E. But the same survey also found that the majority of the country didn’t think most students would be done with college until age 22. This contradiction sets people up to fail milestones, even as they work desperately to achieve them.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003E‘The tyranny of the should’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ENewer generations are feeling the stress. They still feel pressure to live up to their parents’ and grandparents’ norms, even if those expectations really aren’t relevant anymore. One survey showed that, on average, adults \u003Ca href=\"https:\u002F\u002Flongevity.stanford.edu\u002Fwp-content\u002Fuploads\u002F2018\u002F02\u002FMilestones-.pdf\"\u003Eolder than 25 still plan to get married, have kids and buy a home all before age 30\u003C\u002Fa\u003E, even though the number of people actually able to do so has decreased with every generation.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThat gap between what recent generations think they ought to be achieving and what is possible in today’s financial and educational climate is having a massive impact on their mental health. “In general, greater discrepancies between what people want and what they actually do reliably predict poorer health and wellbeing,” wrote the survey’s authors. The researchers also suggest that the increasing inability to reach major life milestones in the timeframe we set for ourselves may be one explanation for the rise in ‘deaths of despair’, drug overdoses and suicides caused by vanishing jobs and bleak economic outlook.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People tend to make big, globalised exaggerations like, “everyone is getting married” or “everyone has more money than I do” – but that’s not true","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003ECharlotte Housden, an occupational psychologist based in Kent, UK, calls this social pressure the “tyranny of the should”. She counsels people who are feeling stressed that they are falling behind to remember that they aren’t alone. Lots of people struggle with the misconception that they aren’t measuring up to society’s standards. She says people tend to make big, globalised exaggerations like, “everyone is getting married” or “everyone has more money than I do”. But that’s not true. “It’s a thinking error,” she says. “Some people have more money. Some people are getting married.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAnd she warns that achieving these goals – either by getting a high paying job or buying a nice home – won’t necessarily make you happy. \"It’s about finding your fit,” she says. Housden recommends taking a moment to separate what it is that you really want and what it is that you feel your parents or family expect. “Understand where your drivers are coming from,” she says. “Is it you that wants to go to college or is it your parents? Is it something you really want?”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EHousden emphasises focusing on achievements that make you happy, rather than achievements that conform to parental or social expectations. But, she acknowledges, that’s easier said than done.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p099rhpx"],"imageAlignment":"right","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003ESingh spent much of his mid-20s thinking he had fallen hopelessly behind his friends. But as he aged, he started to gain more confidence in his own path. “I hadn’t met anybody that I wanted to start my life with and that was OK,” he says. “I was putting in the work and becoming the person I wanted to become.” He was lucky to enjoy what he calls “Indian boy privilege”, which gave him a break from the family pressure to get married. Because many of his friends also pursued graduate and professional degrees, he didn’t feel self-conscious about being in school for so long and delaying certain milestones like buying a home or having kids.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EBut he acknowledges that he wouldn’t feel so confident and laid back now if he hadn’t found his girlfriend and started getting life to conform to the milestones he’d set. “I think it would be a lot harder for me to feel satisfied,” he says.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ESingh’s path took longer than he expected, but there is evidence that these ideas about when we should settle down and have kids are starting to change. The US Census survey also showed that the vast majority of Americans believe that finishing school and getting a job are important markers of adulthood, more so than getting married or having kids. There’s less judgement about living with parents for a period of time after college, and more emphasis on education and financial security. So, while these expectations seemed fixed and finite, the truth is that they’re changing all the time – even if you may not think so.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-03-22T16:26:47Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The tyranny of life milestones","headlineShort":"Why millennials don't hit milestones","image":["p099rh23"],"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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p099rgxk"],"relatedStories":["worklife\u002Farticle\u002F20210128-why-the-sandwich-generation-is-so-stressed-out","worklife\u002Farticle\u002F20210129-how-texting-makes-stress-worse","worklife\u002Farticle\u002F20210115-why-some-people-like-wearing-masks"],"relatedTag":null,"summaryLong":"There’s lots of pressure to live up to certain life achievements on a strict timeline. But those milestones are often arbitrary – and way more harmful than we realise.","summaryShort":"Society tells us we need to keep our lives on a schedule – but why?","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-03-21T20:23:33.245258Z","entity":"article","guid":"ba144d49-34be-4caa-b7b6-6da5f462088b","id":"worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones","modifiedDateTime":"2021-09-02T05:20:26.469759Z","project":"worklife","slug":"20210315-the-tyranny-of-life-milestones","cacheLastUpdated":1634592730241},"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong","_id":"61688c7f45ceed139853aedb","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fhannah-hickok"],"bodyIntro":"More than ever, people are succeeding at different ages. Why do we hold onto the notion of 'late bloomers'?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EDoree Shafrir considers herself to be a late bloomer. She got married at 38, had her first child at 41 and generally sees herself as having been late “to dating, to sex, to marriage, to motherhood, to finding the kind of work I truly like to do, to being comfortable in my own skin”.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile the road hasn’t always been smooth, the Los Angeles-based author, 44, now has gratitude for her journey, along with a new perspective on the milestones she once felt she was missing. “These goals are relatively arbitrary and culturally prescribed,” she says. “I now see that the things I saw as ‘mistakes’ were just another part of my story.”\u003C\u002Fp\u003E\n\u003Cp\u003EShafrir views her memoir, Thanks for Waiting: The Joy (& Weirdness) of Being a Late Bloomer, as a “gentle corrective to the idea that we’re supposed to do things on a schedule”. Yet it’s a notion that’s deeply entrenched. Many of us feel – consciously or otherwise – that our paths should fit into a rigid timeline of professional and personal milestones. We may judge ourselves negatively if we hit these milestones ‘late’, in part because of a societal tendency to venerate youthful achievement.\u003C\u002Fp\u003E\n\u003Cp\u003EYet plenty of people find career fulfilment, financial prosperity or rewarding relationships in their own timeframe. In fact, research shows it’s \u003Ca href=\"https:\u002F\u002Flongevity.stanford.edu\u002Fmilestones\u002F\"\u003Eincreasingly common to accomplish major life events at a later age\u003C\u002Fa\u003E than previous generations. Given that we’re living longer, switching careers more often and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201112-has-the-meaning-of-work-changed-forever\"\u003Eseeking more meaning\u003C\u002Fa\u003E in our work, it makes sense for more people to ‘bloom’ later in life. And as they do, the stigma of succeeding at an older age – including the idea that it’s less impressive and more surprising than doing so young – is an increasingly outdated and narrow-minded view of age and achievement. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe timeline of success\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe fact that we use the ‘late bloomer’ label at all partially stems from our expectation that people accomplish certain life goals around specific, often young ages – and those who miss those marks are ‘behind’. Culturally, we tend to normalise particular timelines – and often view those who adhere to them as more successful – due to a widespread fixation \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated\"\u003Eon youthful achievement\u003C\u002Fa\u003E. Often, modern ideals of success come with the pressure to make it as young as possible.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"These goals are relatively arbitrary and culturally prescribed. I now see that the things I saw as ‘mistakes’ were just another part of my story – Doree Shafrir","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs a result, we may treat early-in-life accomplishments as either the norm or, in exceptional cases, inspiring, while older success merely meets our minimum expectations – or, in more extreme views, is even seen as ‘late’. Yet, while we’ve bought into this sooner-is-better narrative, we’re not actually hitting the milestones culture sets us up to chase.\u003C\u002Fp\u003E\n\u003Cp\u003EA 2017 Stanford study showed that across generations, people’s \u003Ca href=\"https:\u002F\u002Flongevity.stanford.edu\u002Fmilestones\u002F\"\u003Eideal timing for achieving life milestones has, on average, remained consistent\u003C\u002Fa\u003E: start a full-time job by 22, start saving for retirement by 25, marry by 27, buy a home by 28 and start a family by 29. Every age group, however, has experienced a successive drop in the actual percentage of people hitting those deadlines in comparison to the previous generation, with 25-to 34-year-olds showing the largest gap between ideal and actual timing. The researchers concluded that chasing these antiquated targets is “setting up younger generations to fail”.\u003C\u002Fp\u003E\n\u003Cp\u003EYet even as more of us are ‘blooming’ later, discussions around late bloomers are unchanged. We continue to be surprised by stories of later-in-life success, and \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002F24-people-who-became-highly-successful-after-age-40-2015-6\"\u003Eframe them as outside of the norm\u003C\u002Fa\u003E, in spite of their prevalence, both now and throughout modern history.\u003C\u002Fp\u003E\n\u003Cp\u003E“In the current system, if you haven’t been identified as accomplishing something at an early age, we assume you’re not capable of it,” explains Todd Rose, author of Dark Horse: Achieving Success Through the Pursuit of Fulfillment, who studies cultural attitudes towards success and individuality. “We’re surprised when someone that’s not young makes a major contribution – we don’t know how to make sense of it, and view it as a curious one-off rather than an underlying trend.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09xzwgf"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EWhat late bloomers stand to gain\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe construct of late bloomers is not only outdated, but can also be toxic to those who do succeed later in life, after the age they’re ‘supposed’ to reach a milestone. Such people may struggle with feelings of failure, negative self-comparison to others, and even the sense that they’ve been forgotten or left behind.\u003C\u002Fp\u003E\n\u003Cp\u003E“We’ve all internalised the myth of young success to the point where, depressingly, a lot of older folks have bought into it as well,” says Rose. “We need to get past the idea that fast is smart and slow is dumb, and the attitude that ‘if I’m older it’s too late for me’. We can’t continue to leave it to late bloomers to scrape by, and hope the existing system doesn’t crush them.”\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, removing pressure to succeed on a certain timeline is not only good for mental health, but it can also enable the people we currently label ‘late bloomers’ to enjoy the distinct successes that come with achieving later. \u003C\u002Fp\u003E\n\u003Cp\u003EMany of these strengths and skills are a direct result of spending more time on self-discovery, learning and even failure. “Late bloomers may have faced additional challenges on their pathway to achievement, leading them to develop more resilience,” says Chia-Jung Tsay, an associate professor at University College London, who studies the psychology and perception of performance and advancement. “Such people may be more prepared to adapt to difficult circumstances, uncertainty and change.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In the current system, if you haven’t been identified as accomplishing something at an early age, we assume you’re not capable of it – Todd Rose","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBeyond increased flexibility, a longer road to success also brings opportunities to discover and cultivate meaningful values and passions that are personally resonant, rather than what society pushes us towards. “What allows late bloomers to break through is that they’ve had to accumulate enough experience to realise that following someone else’s view of a successful life is never going to lead them where they want,” says Rose. “My research shows that people in their 40s, 50s and 60s who are unfulfilled and make a pivot in their lives or careers often end up making incredible contributions.”\u003C\u002Fp\u003E\n\u003Cp\u003EShafrir made one such swerve when she left her dream job in traditional journalism to launch a podcast in her 40s. Despite feeling like a failure at various moments along the way – like when she dropped out of a PhD programme, moved away from New York and undertook fertility treatments – in hindsight, she saw the value in her winding path. Despite fears and doubts, she realised she’d “found something better – something that, I was sure, made more of an impact on other people’s lives, and my own”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EShifting the narrative\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EClearly, we’re due for a reset in how we view accomplishments in terms of age – we simply can’t afford to maintain a bias that leads to overlooking a whole band of the population’s untapped potential.\u003C\u002Fp\u003E\n\u003Cp\u003E“As a society, we need to change our mindset that views late bloomers as an anomaly,” says Rose. “There’s absolutely zero relationship between the age or speed at which you achieve something and the ultimate contribution you can make.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhile Shafrir learned this lesson in her own time, she hopes future generations will be spared from the age-related achievement pressures she faced – particularly as a woman. “We need to remain vigilant and continue to challenge the status quo that ultimately doesn’t serve so many of us,” she adds.\u003C\u002Fp\u003E\n\u003Cp\u003EThe pandemic may offer one such opening for culture to begin to course-correct. “The disruption creates an opportunity for us to intentionally shift the zeitgeist and see late bloomers in a new way,” says Rose. “The ‘late bloomer’ concept is a relic of a time when we thought pace equalled ability. Now, we’re shifting towards work being a source of fulfilment, not just income. Once people realise that fulfilment produces excellence, not the other way around, we can help people to make their best contributions, whenever they occur.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-10-15T12:54:16Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why saying 'late bloomer' is wrong","headlineShort":"Why saying 'late bloomer' is wrong","image":["p09xzwb9"],"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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210211-why-our-relationship-with-young-achievers-is-so-complicated","worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones","worklife\u002Farticle\u002F20210315-the-tyranny-of-life-milestones"],"relatedTag":null,"summaryLong":"More than ever, people are succeeding at different ages. Why do we hold onto the notion of 'late bloomers'?","summaryShort":"Many people are succeeding later in life – why do we see it as an exception?","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-10-14T20:00:46.423367Z","entity":"article","guid":"8af0892f-9382-4156-8a75-56f079879c1e","id":"worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong","modifiedDateTime":"2021-10-14T20:00:46.423367Z","project":"worklife","slug":"20211007-why-saying-late-bloomer-is-wrong","cacheLastUpdated":1634592730241},"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":"615360cf45ceed376266feba","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"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\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":[],"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":[],"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":[],"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":[],"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":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"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":[],"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":"2021-09-02T05:19:19.47371Z","project":"worklife","slug":"20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity","cacheLastUpdated":1634592730246},"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs","_id":"615450fb45ceed01a3081851","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"'Entry-level' jobs used to be the way for new graduates to enter the workforce. But many are now requiring prior experience.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs anyone who’s graduated from university or applied for their first job in recent years can attest to, something new – and alarming – has happened to entry-level jobs: they’ve disappeared.\u003C\u002Fp\u003E\n\u003Cp\u003EA recent analysis of close to 4 million jobs posted on LinkedIn since late 2017 showed that \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fhirings-new-red-line-why-newcomers-cant-land-35-jobs-george-anders\u002F\"\u003E35% of postings for “entry-level” positions asked for years of prior relevant work experience\u003C\u002Fa\u003E. That requirement was even more common in certain industries. More than 60% of listings for entry-level software and IT Services jobs, for instance, required three or more years of experience. In short, it seems entry-level jobs aren’t for people just entering the workforce at all. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd while that first job is harder than ever to get, it’s also more important than ever, says Alan Seals, an associate professor of economics at Auburn University, US. It may be the bottom-most rung on the employment ladder, but a worker’s first position sets the tone for their career.\u003C\u002Fp\u003E\n\u003Cp\u003E“The most important time in your career is the first three years,” he says. “The quality of your first employer really matters. So, how do you get that first job?”\u003C\u002Fp\u003E\n\u003Cp\u003EThe simple answer is workers need something more than motivation or a college degree to enter the workforce now, whether it’s lots of internships, or the connections to get around a complex application process without an algorithm weeding them out. But not everybody has access to those advantages, and the result is that workers are being left behind.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe rise of the internship\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAn ever-growing internship market means more young people are fleshing out their resumes before they even leave university, says Seals, who notes many students are now getting their first internship after first year.\u003C\u002Fp\u003E\n\u003Cp\u003E“Internships are now the entry level,” he says. “Most of the students in college are doing or trying to do internships, and now it’s increasingly common to do more than one.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Internships are now the entry level – Alan Seals","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESeales says this fact impacts the entry-level job market on multiple fronts. First, companies can save money by using interns to do that work without having to pay junior employees; the more interns a company has, the fewer entry-level jobs it’s likely to open.\u003C\u002Fp\u003E\n\u003Cp\u003ESecond, because applicants with one or more internships on their resume aren’t tough to come by, those who don’t have internship experience are left out in the cold. That can happen to students who can’t afford an unpaid or low-paid internship, or those who have trouble securing one. \u003C\u002Fp\u003E\n\u003Cp\u003E“In some cases, you need to have had an internship to get an internship. It’s also tough if you’re an ethnic minority,” says Seals. A February 2020 study he co-authored \u003Ca href=\"https:\u002F\u002Fwww.nber.org\u002Fpapers\u002Fw26729\"\u003Eshowed that employers are “less likely to respond to [intern] applicants with Black-sounding names”\u003C\u002Fa\u003E and much more likely to hire those who’ve had internships before. \u003C\u002Fp\u003E\n\u003Cp\u003EAdd to that the fact that the vast majority of internship opportunities are geographically located near major cities, meaning those who don’t already live there or can’t relocate are out of luck.\u003C\u002Fp\u003E\n\u003Cp\u003E“This is a problem – in the United States, the internships are on the coasts,” says Seals. “Those are the most expensive places in the country to live. If you’re in college in a region with no internships, now you need to not only get an internship, but find a way to afford moving there for a summer. If you have no knowledge of how the system works or how to gain access to these elite levels and places, you’re left behind.”\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe automated office\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s not only internships that have replaced the entry level job. Many of them have been eliminated over recent decades as tools and technologies are introduced to do the same work – without the paycheck.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“A lot of what would have been classified as entry-level 30 years ago has gone away because of automation,” says Scott Dettman, CEO of Avenica, a US-based career-matchmaking service for new graduates. “Think about things like product research, scheduling or ordering office supplies. Creating presentations – there used to be whole teams that did that. Now we have Microsoft PowerPoint.” Work that once fell to a group of early-career employees can be done by one person, in a fraction of the time. “It’s a huge optimisation increase – we can do a lot more with a lot less,” says Dettman. “But it’s also taken a lot of those roles that were more administrative in nature.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhat’s left at the “entry level”, then, are often jobs that require more interpersonal communication, higher-level responsibilities or consumer-facing roles, which many companies are reluctant to trust to a newly-minted graduate.\u003C\u002Fp\u003E\n\u003Cp\u003E“The roles that exist now are in customer service, claims management, project management, those kinds of things,” says Dettman. “But there’s a different level of rigour to that work, and some industry knowledge that goes into those things. Increasingly, people have gotten almost skittish hiring right out of school. I’ll talk to executives who are like, ‘we’re happy to hire entry-level people… as long as they have two years of experience’.’” \u003C\u002Fp\u003E\n\u003Cp\u003EThe job application and hiring system has also been automated, which only makes things more difficult for entry-level workers who may be a good fit for a role, but who lack the right resume buzzwords.\u003C\u002Fp\u003E\n\u003Cp\u003E“There are major problems with the hiring processes,” says Dettman. “We’ve made it so that applicants will hit ‘easy apply’ and apply for 200 jobs in an hour. It’s flooding these talent acquisition teams with so many applicants that they’re basically forced to rely on algorithms to weed out candidates. So, they start to look for key terms, key skills, key identifiers.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In some cases, you need to have had an internship to get an internship – Alan Seals","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERight off the bat, this puts people with fewer or no internships, or a degree in a less-related major or from a less-reputable school, at a disadvantage. Plus, there’s only a slim chance the average college graduate’s resume will include all the skills and experience required by a given job.\u003C\u002Fp\u003E\n\u003Cp\u003E“Employers are unhappy with the level of talent they’re getting in the entry-level space,” says Dettman. “So, instead of trying to take corrective action, they’ve increased experience requirements. In the last five years, we’ve seen a 20% increase in the number of skills required on job listings.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe flawed system\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAll of this adds up to an incredibly tough entry-level job market. And the inability to land a solid role in a worker’s desired field right out of college can impact their careers in a major way, for a long time.\u003C\u002Fp\u003E\n\u003Cp\u003E“The data and the statistics definitely bear it out; \u003Ca href=\"https:\u002F\u002Fwww.burning-glass.com\u002Fresearch-project\u002Funderemployment\u002F\"\u003E43% of college graduates don’t have a college-level job in their first job after school,\u003C\u002Fa\u003E” says Dettman. “The same study suggested that about two-thirds of those people are underemployed for the next five years.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe wage gap between people working a college-level job and those who end up in a role that doesn’t make use of their degree is about 22%, adds Dettman. “That’s well over $100,000 in lost earnings in the first decade of employment.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis perpetuates economic inequality, as it disproportionately affects people who didn’t – or couldn’t afford to – have internships. It also, ironically, can keep people who had to work a minimum wage or service job while in school from getting a position related to their major once they graduate. \u003C\u002Fp\u003E\n\u003Cp\u003E“Being from the lower class can be an obstacle,” says Seals. “We found that having a job on campus, in food service or whatever, seems to harm you. I think it signals class, which is part of the reason we’ve got inequality issues and a lot of people are shut out from entry-level employment.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFinding a workaround\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIt’s a deeply flawed system, says Seals, but until it changes, there are ways to work around it.\u003C\u002Fp\u003E\n\u003Cp\u003E“If you get out of college, can’t get a job in your field right away, and go work at a restaurant or at Starbucks or something, do not put that on your resume,” says Seals. His research suggests listing a service or retail job can be detrimental when applying for other work. \u003C\u002Fp\u003E\n\u003Cp\u003EWhen it comes to “hacking the algorithm” of an automated job search system, Dettman says sometimes the best way to get through is to go around.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There’s reason to be optimistic that, in the aftermath of the pandemic, the system is undergoing a shift","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Find people who do that job today, and engage them,” he says. “Every company will interview people who are referred by internal employees, especially if those people do similar jobs. The best way to break in is to go around the automated pipeline. Ask if they can put your resume in front of a hiring manager, who will likely then actually review it.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere’s reason to be optimistic that, in the aftermath of the pandemic, the system is undergoing a shift. Jobs replaced by PowerPoint aren’t coming back, but the increasing ubiquity of remote work means more access to internships and a hiring pool expanding outside major metropolises. And the pandemic has – and continues to – \u003Ca href=\"https:\u002F\u002Fwww.newsweek.com\u002Fjobs-requiring-no-work-experience-jumped-18-percent-early-2021-amid-labor-shortage-1625456\"\u003Eshake up requirements and pay for entry-level jobs\u003C\u002Fa\u003E as well as \u003Ca href=\"https:\u002F\u002Fwww.cbi.org.uk\u002Farticles\u002Fthe-unique-challenges-of-recruiting-for-entry-level-positions-in-2021-and-beyond\u002F\"\u003Ehow many of them actually exist\u003C\u002Fa\u003E. So, there are more changes to come.\u003C\u002Fp\u003E\n\u003Cp\u003EStill, says Dettman, keeping vast swaths of qualified workers from becoming under-employed will require a bigger paradigm shift. That may mean moving away from one-size-fits-all systems for sorting job applicants, reevaluating what skills a job really requires and broadening the definition of relevant experience.  \u003C\u002Fp\u003E\n\u003Cp\u003E“I’m not anti-algorithm,” he says, “but when we have poorly-written job descriptions and resumes that don’t tell the whole story, we have incomplete data.” Better hiring practices, he suggests, might focus on an individual’s accomplishments, characteristics and potential, rather than just the number of years of prior experience or technical skills on their resume.\u003C\u002Fp\u003E\n\u003Cp\u003E“Rebuilding entry-level jobs and getting people hired means getting away from the resume and changing the conversation to: who is this person really?”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-09-20T16:51:23Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why inexperienced workers can't get entry-level jobs","headlineShort":"Why entry-level jobs are disappearing","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"'Entry-level' jobs used to be the way for new graduates to enter the workforce. But many are now requiring prior experience.","summaryShort":"How can workers enter the workforce when all jobs require experience?","tag":[],"textToSpeech":false,"creationDateTime":"2021-09-19T19:57:47.486247Z","entity":"article","guid":"427ddb44-2939-4dd5-a7ae-03f4c168f188","id":"worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs","modifiedDateTime":"2021-09-29T11:41:40.447421Z","project":"worklife","slug":"20210916-why-inexperienced-workers-cant-get-entry-level-jobs","cacheLastUpdated":1634592730247},"worklife\u002Farticle\u002F20210730-the-acute-ageism-problem-hurting-young-workers":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210730-the-acute-ageism-problem-hurting-young-workers","_id":"61535fe545ceed41262f6f71","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"We think of ageism as an issue affecting older workers. But experts say it's hitting young workers harder than ever.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELeia was fresh out of college when began working as a member of a business-development team at a mid-size tech company. Though her skills had earned her the job, she was the youngest person in the team. “Everybody else was pretty much twice my age,” she says. Leia went into the job with gusto, identifying inefficiencies and suggesting how to streamline things. Some of those working above her didn’t like that. \u003C\u002Fp\u003E\n\u003Cp\u003E“I exhibited ‘too much ambition’ in the eyes of my superiors,” she says. “I heard about comments being made behind my back. There were a couple times when my superiors referred to my age right in front of me, saying I was too young: ‘What does a 23-year-old know about these things?’”\u003C\u002Fp\u003E\n\u003Cp\u003ELeia, whose surname is being withheld for privacy concerns, tried to change things by \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210503-how-looking-young-can-shape-your-career\"\u003Ealtering her appearance at work\u003C\u002Fa\u003E. “It was like, what can I do to mitigate them not taking me seriously? I changed the way I dressed. I tried to dress older, more ‘ladylike’. I changed my mannerisms and tried to act older,” she says. “It worked, to an extent.” The comments about her age and perceived inexperience lessened, but Leia says she still felt like her growth potential was limited. She left the company soon after.\u003C\u002Fp\u003E\n\u003Cp\u003EWhat Leia experienced was ageism, traditionally seen as something only older people face. For instance, older workers might be judged based on assumptions that they won’t fit into a progressive office dynamic or learn technology as quickly. That phenomenon certainly exists; a US study showed that \u003Ca href=\"https:\u002F\u002Fwww.aarp.org\u002Fwork\u002Fworking-at-50-plus\u002Finfo-2018\u002Fage-discrimination-common-at-work.html\"\u003Enearly two-thirds of workers aged 45 and older had seen or experienced age discrimination\u003C\u002Fa\u003E. But younger workers face age discrimination, too. In fact, new research shows it may actually be the youngest team members who are bearing the brunt of workplace ageism right now, potentially impacting on their careers.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EReverse ageism is real – and worse than ever\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere’s no question age discrimination is a problem affecting older workers, says Michael North, an assistant professor of management and organisations at New York University’s Stern School of Business. “But doesn’t it cut both ways? The answer is a resounding yes,” he says.\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to data from a study to be published in August in the Journal of Experimental Psychology, co-authored with Stéphane P Francioli, North says it could be argued that ageism is “a slightly \u003Cem\u003Eworse\u003C\u002Fem\u003E problem targeting the young”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210730-the-acute-ageism-problem-hurting-young-workers-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Older workers have always had negative-leaning opinions about the young","id":"worklife\u002Farticle\u002F20210730-the-acute-ageism-problem-hurting-young-workers-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETraditional workplace hierarchy prizes seniority, with older staff on top and younger workers who start out on the bottom rung expected to climb the ladder over time. More recently, as technology has changed the way companies operate, older workers have been stereotyped (erroneously, \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fadigaskell\u002F2020\u002F12\u002F10\u002Folder-workers-are-just-as-keen-on-learning-as-younger-workers\u002F?sh=37e699034658\"\u003Erecent research indicates\u003C\u002Fa\u003E) as less adaptable, slower learners – a major driver of the more commonly-recognised kind of ageism.\u003C\u002Fp\u003E\n\u003Cp\u003EOlder workers, meanwhile, have always had negative-leaning opinions about the young. North says it’s a “generational cycle” that goes back thousands of years; the ‘kids these days’ attitude has existed as long as there have been kids to criticise. In workplaces, this has traditionally translated into lower initial expectations of younger workers, who are expected to maintain a hard-working but humble profile as they learn the ropes from more experienced colleagues.  \u003C\u002Fp\u003E\n\u003Cp\u003EBut the ageism today’s millennial and \u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210729-why-younger-workers-want-hybrid-work-most\"\u003EGen Z workers\u003C\u002Fa\u003E are facing, North believes, is more acute – and derives from pervasive perceptions that they are entitled, lazy radicals. “In this case,” he says, “it’s not just a life-stage critique. This is something more extreme.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn their study, Francioli and North asked respondents of all ages to rate their general feelings towards today’s younger adults and older people – and young adults came off poorly. “People seem to like even older adults, who people think are the primary targets of ageism, more than they like younger adults,” says North. Participants were also asked to compare today’s young people to previous cohorts. “Even when they reflect on young adults from the ‘40s, ‘60s, ‘80s, etcetera, people still harbour the coldest feelings toward today’s younger adults.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhen North and Francioli asked people what words sprang to mind about younger adults, some of the responses were more positive – words like “ambition”, “intelligence” and “tech-savvy”. But when it came to more negative terminology, says North, the number-one response was “entitled”, with “coddled”, “disrespectful” and “radical” also used repeatedly.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210730-the-acute-ageism-problem-hurting-young-workers-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210730-the-acute-ageism-problem-hurting-young-workers-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOrganisational expert Lauren Stiller Rikleen says that when she published her first book, on hiring and promotion, she was asked to speak at a wide variety of companies. “I noticed that everywhere I was speaking, in the question-and-answer portion it was always hostile questions about younger people entering the workplace,” she says, with words like “disloyalty” and “entitlement” used repeatedly.\u003C\u002Fp\u003E\n\u003Cp\u003ERikleen believes that the working habits of millennials and Gen Z, and their inclination to prioritise a work-life balance, may cause older people in management to chafe. “People judge others by their own standard. So, that senior person may have succeeded through the traditional measures of success: long hours, missing family events, constantly being in the workplace. When they see behaviours that aren’t similar – leaving work to go work out or for family dinner, taking health and wellness measures – the result can be a stereotype of, ‘Well, that person isn’t acting like I did’.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESelf-perpetuating cycle?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhen pre-conceived notions influencing broad dislike of millennial and Gen Z workers combine with traditional seniority structures, the result can be a workplace environment that holds young people back more than ever, negatively impacting on career trajectory, stunting progress and getting in the way of opportunities for mentorship and promotion.\u003C\u002Fp\u003E\n\u003Cp\u003E“If people on senior levels are writing them off because of assumptions, the younger people won’t get the opportunities they need to succeed,” says Rikleen. “And that becomes a self-perpetuating cycle because they look around and think, ‘Nobody’s taking an interest in my career, I’m going to look elsewhere’. Then the senior person is like, ‘See? I knew it.’”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210730-the-acute-ageism-problem-hurting-young-workers-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The working habits of millennials and Gen Z, and their inclination to prioritise a work-life balance, may cause older people in management to chafe","id":"worklife\u002Farticle\u002F20210730-the-acute-ageism-problem-hurting-young-workers-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERikleen believes that bringing attention to the problem of youth-related ageism will help organisations recognise it. “We have to start having more open conversations about this, as opposed to quiet rumbling,” she says. “We also have to recognise ageism in any direction as a bias. I’ve said this to people in older generations a lot: you’d never use the language you’re using if you were talking about race or gender. But because you’re talking about young people, there’s a sense that you can just say it and it’s OK. We have to acknowledge the ageist way in which people talk as a real bias, and one that needs to be treated that way in the workplace.”\u003C\u002Fp\u003E\n\u003Cp\u003EThat means companies need to incorporate it into training and policy on other biases, educating staff and leadership on the issue and arming employees with resources to address it.\u003C\u002Fp\u003E\n\u003Cp\u003EThe good news is that, in many industries, if workers can stick it out long enough, they may hit a kind of mid-career ‘sweet spot’ where their abilities and credentials aren’t being questioned. Though for some, cautions Rikleen, that moment might be coming later than it used to.\u003C\u002Fp\u003E\n\u003Cp\u003E“I think even in workplaces where younger workers are criticised there’s often a traditional mentality of, ‘Oh, they’ll settle down when they have their first kid, or get a mortgage,’” she says. “For a lot of today’s young people, that’s happening later and later.” \u003C\u002Fp\u003E\n\u003Cp\u003ELeia, who left the corporate world to found a marketing start-up, says eliminating ageism entirely will ultimately require a fundamental change to corporate culture, which has long tied seniority to skill.\u003C\u002Fp\u003E\n\u003Cp\u003E“We prize years of experience a little too much, and I don’t think years of experience and skill are necessarily correlated,” she says. “Steve Jobs was 21 when he founded Apple. We don’t know how much younger people actually have to contribute. Hopefully, more employers are realising it.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210730-the-acute-ageism-problem-hurting-young-workers-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-08-05T12:25:06Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The 'acute' ageism problem hurting young workers","headlineShort":"Why reverse ageism is worse than ever","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"We think of ageism as an issue affecting older workers. But experts say it's hitting young workers harder than ever.","summaryShort":"Why the youngest workers are bearing the brunt of age discrimination","tag":[],"textToSpeech":false,"creationDateTime":"2021-08-04T20:48:39.456408Z","entity":"article","guid":"ace7813a-75c3-4f9d-9184-198381428749","id":"worklife\u002Farticle\u002F20210730-the-acute-ageism-problem-hurting-young-workers","modifiedDateTime":"2021-09-02T05:27:11.992569Z","project":"worklife","slug":"20210730-the-acute-ageism-problem-hurting-young-workers","cacheLastUpdated":1634592730246},"worklife\u002Farticle\u002F20210701-the-damaging-effects-of-boreout-at-work":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210701-the-damaging-effects-of-boreout-at-work","_id":"6153610845ceed504d7b2ba8","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Being chronically bored at work can have damaging consequences – and we need to talk about it more, say experts.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWe all know what burnout is and why it’s bad. But fewer of us have heard of ‘boreout’ – a related phenomenon that’s arguably just as pernicious.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile burnout is linked to long hours, poor \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement\"\u003Ework-life balance\u003C\u002Fa\u003E and our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003Eglamourisation of overwork,\u003C\u002Fa\u003E boreout happens when we are bored by our work to the point that we feel it is totally meaningless. Our job seems pointless, our tasks devoid of value.\u003C\u002Fp\u003E\n\u003Cp\u003EBoreout doesn’t get as much attention as its workaholic cousin, but experts say that this phenomenon – which occurs across industries – can result in some of the same health problems for workers. It’s also bad for companies, because a workforce with boreout can lead to high staff turnover.\u003C\u002Fp\u003E\n\u003Cp\u003EKnowing what boreout is, and being able to identify it in ourselves, is critical for tackling it. There are also actions both workers and companies can take to alleviate it. And experts suggest that as we emerge into an evolving new world of work that prioritises worker wellbeing, boreout could merit just as much attention as other workplace problems.  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat is boreout?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“Boreout is chronic boredom. That sums it up,” says Lotta Harju, an assistant professor of organisational behaviour at EM Lyon Business School, France, who has studied boreout for years.\u003C\u002Fp\u003E\n\u003Cp\u003EA number of factors can cause chronic boredom, including working in a demoralising physical environment \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190205-office-space-turns-20-how-the-film-changed-work\"\u003Elike a cubicle farm\u003C\u002Fa\u003E, or feeling under-challenged over a prolonged period. But Harju says the fundamental experience of boreout is meaninglessness – “the experience that the work doesn’t really have any purpose, that there’s no point”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210701-the-damaging-effects-of-boreout-at-work-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210701-the-damaging-effects-of-boreout-at-work-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERuth Stock-Homburg, a professor of management and human resources management at the Technical University of Darmstadt, Germany, says she’s witnessed the phenomenon across multiple industries. “I started observing people in quiet hours in retail stores, and people are just standing there bored. Or taxi drivers that have to wait sometimes for hours in quiet times in the countryside.” Tech workers in Silicon Valley have also told her they feel the same way, she says.\u003C\u002Fp\u003E\n\u003Cp\u003EStock-Homburg and her colleagues have identified three main aspects of the boreout phenomenon: “being terribly bored, having a crisis of growth and having a crisis of meaning”.\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough it’s normal for everyone to get bored at work occasionally, being chronically bored for days on end may indicate that you need to address the issue, says Harju, because failing to do so can have consequences. In 2014, she worked on a study, looking at more than 11,000 workers at 87 Finnish organisations. She found that chronic boredom “\u003Ca href=\"https:\u002F\u002Fwww.semanticscholar.org\u002Fpaper\u002FJob-Boredom-and-Its-Correlates-in-87-Finnish-Harju-Hakanen\u002F8ccdbc85704e401d8430f1a6b492c7175d6b6dde\"\u003Eincreased the likelihood\u003C\u002Fa\u003E of employees’ turnover and early retirement intentions, poor self-rated health and stress symptoms”.\u003C\u002Fp\u003E\n\u003Cp\u003EOther research backs this up. A 2021 study showed that 186 government workers in Turkey who suffered from boreout also dealt with \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F342437801_The_Effects_Of_Boreout_On_Stress_Depression_And_Anxiety_In_The_Workplace\"\u003Edepression, and high rates of stress and anxiety\u003C\u002Fa\u003E. Studies show depression from boreout can \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Ffull\u002F10.1080\u002F02678373.2016.1206151\"\u003Efollow workers outside the office\u003C\u002Fa\u003E, and lead to physical ailments \u003Ca href=\"https:\u002F\u002Fonline.edhec.edu\u002Fen\u002Fblog\u002Fbored-at-work-boreout-syndrome\u002F\"\u003Efrom insomnia to headaches\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECan you fix it?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ETackling boreout can be tricky, however, because generally by the time you recognise it, you’ve been chronically bored for a while.\u003C\u002Fp\u003E\n\u003Cp\u003E“Boreout is different from burnout in the sense that bored-out employees rarely collapse out of exhaustion. Bored-out people may be present physically but not in spirit, and people can keep doing this for a good while,” says Harju.\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers who realise they’re experiencing boreout may also be reluctant to flag it up as an issue to line managers or human resources. While the behaviours that feed into burnout – overwork, drive – are appreciated and rewarded by employers, boreout “reflects a lack of interest, a lack of motivation”, says Harju. “These are very much taboo in organisations.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere are some quick fixes, like taking on work tasks that are more interesting to you. “To improve would require finding some purpose or inspiration in what one is doing,” she says. And people are more likely to be able to rediscover enthusiasm for their work if they had it in the first place. But a 2016 study Harju and her colleagues worked on showed that people who had boreout \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F305112121_Can_job_crafting_reduce_job_boredom_and_increase_work_engagement_A_three-year_cross-lagged_panel_study\"\u003Ewere less likely to engage in constructive activities\u003C\u002Fa\u003E like trying to find new, interesting challenges at work.\u003C\u002Fp\u003E\n\u003Cp\u003EWhat happens more often, she says, is that people will just show up at their desks and spend time shopping online, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200206-cyberloafing-the-line-between-rejuvenating-and-wasting-time\"\u003Ecyberloafing\u003C\u002Fa\u003E, chatting with colleagues or planning other activities. She says that these people aren’t lazy, but are using these behaviours as “coping mechanisms”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210701-the-damaging-effects-of-boreout-at-work-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We need a shift in thinking about employee wellbeing merely in terms of stress and burnout – Lotta Harju","id":"worklife\u002Farticle\u002F20210701-the-damaging-effects-of-boreout-at-work-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFahri Özsungur, an associate professor of economics at Mersin University, Turkey, who was behind the 2021 study on the health effects of boreout, points out that combatting the phenomenon isn’t just down to the individual.\u003C\u002Fp\u003E\n\u003Cp\u003E“Giving meaning to the job is not just up to the employee,” he says, instead it’s up to management to create an office culture that makes people feel valuable. “Make minor changes to the job or tasks. Whatever makes work boring, make it enjoyable.” Organisations need to learn what boreout is, he says, and have resources available. \u003C\u002Fp\u003E\n\u003Cp\u003EThat said, some jobs are inherently unstimulating. But “even though the work itself would not be all that exciting, other aspects of work, such as having good relationships at the workplace or feeling appreciated by the employer, can to some extent compensate for and bring meaning to tedious work,” says Harju. There are many ways, she says, to make workers “feel like the time they spend at work is noticed, appreciated and worthwhile”.\u003C\u002Fp\u003E\n\u003Cp\u003EPreventing boreout in workers, says Harju, can boil down to “plain old good leadership”, whereby leaders take time to communicate to workers why what they’re doing is valued and valuable, like career development schemes.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210701-the-damaging-effects-of-boreout-at-work-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210701-the-damaging-effects-of-boreout-at-work-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘Bring boreout into the discussion’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFocusing on boreout right now might be particularly useful, given that since the pandemic hit, people have been \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003Ere-evaluating their employment choices for a variety of reasons\u003C\u002Fa\u003E. It’s clear Covid-19 has provided an opportunity for some people to reassess whether they find what they are doing meaningful.\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, finding your job so dull that you want to leave isn’t new to the pandemic era. It’s been a problem since the industrial age when people worked in factories. But today, Harju points out, there is also a “stronger cultural norm” suggesting that we should be fulfilled and interested at work. “It is what people want and expect, how many a job is marketed and what heaps of books and tweets by consultants talk about.”\u003C\u002Fp\u003E\n\u003Cp\u003EAs we try to reshape the workplace based on what we’ve learned and felt during the pandemic, experts say that we need to make boreout part of the conversation – the same way we’re increasing discussions around \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong\"\u003Eburnout\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Epresenteeism\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201230-how-the-pandemic-could-redefine-our-productivity-obsession\"\u003Ework-life balance\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fremote-control\"\u003Eremote work\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201118-coronavirus-how-will-it-affect-inequalities-mental-health\"\u003Eworkplace inequalities\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003E“We need a shift in thinking about employee wellbeing merely in terms of stress and burnout,” says Harju. “I do not mean that these are not important issues, but rather that they do not sufficiently represent the spectrum of human suffering at work. Bringing boreout into this discussion could thus broaden our understanding on what makes a good work life.”\u003C\u002Fp\u003E\n\u003Cp\u003EHarju describes boreout as “kind of a signature syndrome” of the pandemic; our ennui fueled by too much time in Zoom meetings, surrounded by the same four walls. “My hope is that these boreout-related trends will force some organisations to re-think their human resource philosophies and policies, and organise work in a more sustainable way in general in the post-pandemic era.”\u003C\u002Fp\u003E\n\u003Cp\u003EIf you think boreout is seriously affecting your health (either physical or mental), it may be valuable to ask yourself how you might be able to repoint your career path toward something healthier for you. Seek the advice of mentors, career counsellors or friends and family.\u003C\u002Fp\u003E\n\u003Cp\u003E“I do not know whether there is a better way [to figure out what works for you] than trial and error,” says Harju. “People learn different skills, gain perspective, venture out and start businesses. Boreout can mark a transition into something else: a different career entirely, or a different role in the organisation,” she says. “If people only take its cue.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210701-the-damaging-effects-of-boreout-at-work-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-07-05T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The damaging effects of 'boreout' at work","headlineShort":"How to tell if you have 'boreout'","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Being chronically bored at work can have damaging consequences – and we need to talk about it more, say experts.","summaryShort":"Why chronic boredom at work could be as bad as burnout","tag":[],"textToSpeech":false,"creationDateTime":"2021-07-04T21:54:09.169871Z","entity":"article","guid":"48fffa40-9382-425f-b02e-7bbb2b138466","id":"worklife\u002Farticle\u002F20210701-the-damaging-effects-of-boreout-at-work","modifiedDateTime":"2021-09-02T05:25:46.794692Z","project":"worklife","slug":"20210701-the-damaging-effects-of-boreout-at-work","cacheLastUpdated":1634592730246},"worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious","_id":"615361a445ceed77bc685a77","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Traditionally, we aspire to climb the career ladder – but our definition of success is evolving into something increasingly personal.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIf you had told Faruk Mengüç seven years ago that he would one day become a goat farmer, he probably would have laughed in your face. \u003C\u002Fp\u003E\n\u003Cp\u003EBack then, Mengüç, now 37, was working as a senior post-production co-ordinator at Harpo Studios in Chicago, home of The Oprah Winfrey Show. It was a tiring but mostly satisfying existence for the father of two, whose family hails from Turkey. Then in 2015, the studio where he worked announced that it was moving to Los Angeles, so Mengüç took on another position in media, but found himself overworked.\u003C\u002Fp\u003E\n\u003Cp\u003E“We were living in a big house in the suburbs. My wife, who had previously worked in finance, was retraining to be a teacher and we had to earn a living ... so I often worked seven days a week, and rarely saw my family,” he says. “I was miserable.” \u003C\u002Fp\u003E\n\u003Cp\u003EMengüç’s wife, Holly, had grown up in Vermont, so in late 2016 the family packed up and moved about 950 miles to Burlington, a small city in Vermont on the eastern shoreline of Lake Champlain, roughly 60 miles from the Canadian border. Initially, Mengüç found work for a local television talk show, but quickly realised that if he was going to make major life changes for the sake of his and his family’s wellbeing, they might need to be more dramatic. “I just didn’t feel like I was doing work that really fulfilled my goals in life,” he recalls.   \u003C\u002Fp\u003E\n\u003Cp\u003EAround the middle of 2017, after trying his hand at milking an acquaintance’s cows on a nearby farm, he had something of an epiphany. “After a day of work, every single part of my body hurt. I was only earning $10 an hour, but it also felt amazing and I’d never been so happy,” he says. “For the first time in my life, I was doing meaningful work.”\u003C\u002Fp\u003E\n\u003Cp\u003EHolly took to rural life, too, and the couple began working as farmhands. They quickly adapted to a new routine: rising early, labouring in the elements and learning the meteorological challenges of each season. Their experiment with a totally different lifestyle was a success; later this year, the couple hope to buy their own farm in a town south of Burlington. It will be a home for them, their daughters and a burgeoning herd of milking goats that currently numbers about 230. “The goat milk market is extremely strong,” explains Mengüç. “It’s an exciting time for all of us.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I just didn’t feel like I was doing work that really fulfilled my goals in life – Faruk Mengüç","id":"worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMengüç’s seismic life shift is perhaps more extreme than what most will ever undergo, but it’s nonetheless representative of a trend that’s engulfing at least one generation of the working population. Priorities are morphing. The idealised perfect career track might once have looked like a staircase, a linear journey with intermittent pay rises and regular promotions that signify professional progress. \u003C\u002Fp\u003E\n\u003Cp\u003EBut that’s rapidly changing. We’re not necessarily becoming less professionally ambitious, experts say, but our collective understanding of ambition – as a concept in the context of work – is evolving into something less standardised, more subtle, increasingly personal and often quite complex for employers wedded to tradition to understand. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA generation reconsidering \u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EPerhaps one of the clearest manifestations of this trend is the extent to which swathes of today’s workforce are prioritising their wellbeing over big salaries and titles. \u003C\u002Fp\u003E\n\u003Cp\u003EA recent high-profile example was gymnast Simone Biles \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fsport\u002Folympics\u002F58081505\"\u003Ewithdrawing from several Olympic finals\u003C\u002Fa\u003E in July to prioritise her mental health. But it’s a wider shift that’s becoming increasingly evident across a plethora of industries, and one that the Covid-19 pandemic has undoubtedly catalysed.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Faruk Mengüç and his goats","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMore than half the employees questioned in a recent survey by Australian software company Atlassian and PwC, for example, said that they would \u003Ca href=\"https:\u002F\u002Fwww.atlassian.com\u002Fblog\u002Fleadership\u002Freturn-on-action-report-2021-employee-expectations\"\u003Econsider changing jobs to access remote-work opportunities\u003C\u002Fa\u003E, seen as more beneficial for work-life balance. An even greater proportion said that they would forego a promotion if it meant safeguarding their mental health. \u003C\u002Fp\u003E\n\u003Cp\u003E“Career goals have taken a back seat as employees wrestle with the need to balance work with family life, mental health and wellness,” wrote the accompanying report’s researchers. “The pressures of high-powered roles and the exhaustion that comes from being ‘always on’ just don’t seem worth it anymore.” \u003C\u002Fp\u003E\n\u003Cp\u003EThis trend seems particularly pronounced in younger workers. A Prudential Financial survey of 2,000 Americans conducted earlier in 2021 showed that more than a third of those between the ages of 25 and 40 said \u003Ca href=\"https:\u002F\u002Fnews.prudential.com\u002Fpresskits\u002Fpulse-american-worker-survey-is-this-working.htm\"\u003Ethey planned to look for a new job post-pandemic\u003C\u002Fa\u003E, compared with about a quarter of workers overall. An earlier survey, conducted in 2019, found that \u003Ca href=\"https:\u002F\u002Fwww.mindsharepartners.org\u002Fmentalhealthatworkreport\"\u003E75% of millennials had in the past resigned from jobs to preserve their mental health.\u003C\u002Fa\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBecause such a sizable contingent of the workforce seems to be reconsidering their priorities in life and work, our collective attitude towards the stereotype of professional success seems to be changing too. It’s become more socially acceptable to admit to wanting more out of life than a lot of money and status. \u003C\u002Fp\u003E\n\u003Cp\u003E“There's a growing recognition that a dramatic change is something to applaud,” says Victoria Bryan, a former journalist and editor who quit her Berlin-based corporate job in 2018 at the age of 37 to qualify as a commercial airline pilot, with part of her training New Zealand. “Everyone who I told was overwhelmingly supportive and many said they were in awe of my courage to try something new and follow my dream, even if it meant less money and lots of uncertainty in the short term.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘No longer about the pay cheque’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EGian Power considers himself to be part of a cohort of young people – broadly defined as millennials and younger, or those born after the early 1980s – whose interpretation of professional ambition has evolved in recent years.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Professional success for many is now about finding happiness in their life – Gian Power","id":"worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHaving started his career at Deutsche Bank in Frankfurt in 2012, he quit corporate life and founded his own company in November 2017, partly to give himself autonomy over his work life. His London-based business, TLC Lions, partners with large corporations to support their inclusion, mental-health and talent-development agendas. It aims to help companies cater to the evolving needs of the workforce, and their changing definition of success and professional fulfilment.  \u003C\u002Fp\u003E\n\u003Cp\u003E“[Work’s] no longer simply about the pay cheque,” says Power. “Professional success for many is now about finding happiness in their life.” Asked whether he believes that an insidious \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Eculture of presenteeism\u003C\u002Fa\u003E has diminished the appeal of promotions among members of his generation, Power agrees, vehemently. “100%. I’ve had friends quit their corporate jobs without a next job lined up. Why? Because they can’t take it anymore,” he says. “They are not inspired by their leaders and they don’t aspire to be at the top if it means only financial gain and a real loss of happiness.” \u003C\u002Fp\u003E\n\u003Cp\u003ENicholas Pearce, professor at Kellogg School of Management at Northwestern University, US, echoes this. “I've seen more of my students over the last decade opting for what I call ‘the purpose path’. They are willing to sacrifice the mega-payday in order to engage in work that contributes to human flourishing - including their own,” he says. “Many are choosing not to climb career ladders that have the potential to cause significant harm to their spiritual, mental and physical wellbeing.” \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Woman working late in the office","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe “\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003EGreat Resignation\u003C\u002Fa\u003E”, a term coined by Anthony Klotz of Texas A&M University’s Mays Business School in May this year, has in recent months gathered pace, culminating in what some have termed a full-blown \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210721-why-worker-loyalty-is-at-a-breaking-point\" target=\"_blank\"\u003Elabour market loyalty crisis\u003C\u002Fa\u003E. Lockdown gave people the opportunity for self-reflection and many concluded that the well-trodden path to the top of a corporate pyramid no longer looks desirable; that professional success can look different. \u003C\u002Fp\u003E\n\u003Cp\u003E“The pandemic has reinforced the fact that life is short and that life is more than work,” says Pearce. It’s accelerated a trend that was already rapidly taking shape well before Covid-19, he adds. \u003C\u002Fp\u003E\n\u003Cp\u003EAs such, he adds, in order to retain talent, employers need to radically rethink what Pearce calls the employee value proposition. Companies must ask themselves, what value an employee can derive from working for that particular company beyond their compensation and benefits package.  \u003C\u002Fp\u003E\n\u003Cp\u003E“So many organisations focus so intently on goals, strategies and metrics that they fail to really step back and ask the question ‘why do we exist?’,” he says. “Organisations that are able to answer the purpose question in a clear and compelling way will be better able to attract and retain a purpose-driven workforce.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA long-term trade off\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWhile many workplace experts applaud the collective quest for a better work-life balance, as well as the widespread change in how we think about success, Anat Lechner, a clinical associate professor of management and organisations at NYU Stern School of Business, explains that there’s a complexity to the discussion that can’t be ignored.  \u003C\u002Fp\u003E\n\u003Cp\u003E“It’s important to appreciate that most people can’t afford to take a step back like that because they have to worry about putting food on the table and paying the bills,” she says.  \u003C\u002Fp\u003E\n\u003Cp\u003ELechner says that it’s critical that individuals are aware of both the long-term and the short-term consequences of the professional decisions they make. There’s a risk, she says, that someone who’s extremely focused on their short-term wellbeing might fail to appreciate that nothing can replace hard work when it comes to living comfortably into old age, and perhaps supporting a family. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Younger workers must understand that they’re going to have to live with the longer-term consequences of the choices they make today – Anat Lechner","id":"worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIndeed, evidence suggests that young workers are falling behind on their finances. A research report published in the US in 2020 showed that the proportion \u003Ca href=\"https:\u002F\u002Fwww.tiaainstitute.org\u002Fpublication\u002Fmillennials-and-money\"\u003Eof young adults with outstanding student loan debt had increased from 34% in 2012 to 43% in 2018\u003C\u002Fa\u003E. More than half said that they were concerned that they may not be able to pay off their student debt and 37% reported that they would not be able to come up with $2,000 in 30 days. \u003C\u002Fp\u003E\n\u003Cp\u003EIn the UK, meanwhile, research by financial services company Royal London showed that \u003Ca href=\"https:\u002F\u002Fwww.procentia.com\u002Fus\u002Fnews\u002Fpeople-are-saving-less-into-their-pensions#:~:text=Stopped%20or%20reduced%20contributions%20for%20millennials&text=Research%20by%20Royal%20London%20found,18%20to%2034%20age%20group.\"\u003E40% of 18 to 34-year olds decreased their pension contributions during the pandemic\u003C\u002Fa\u003E or stopped making contributions entirely, even as life expectancies continue to rise across much of the western world. \u003C\u002Fp\u003E\n\u003Cp\u003ELechner says that there’s a risk of being too short-termist. “Particularly these younger workers must understand that they’re going to have to live with the longer-term consequences of the choices they make today when it comes to working hard and earning money,” she says.  \u003C\u002Fp\u003E\n\u003Cp\u003EIn essence, it’s a balancing act. Recalibrating our understanding of what ambition and career success means in favour of a safeguarding mental health and wellbeing can no doubt be advantageous, but every decision we make must be practical and rooted in an understanding of our personal and financial commitments throughout our lives. \u003C\u002Fp\u003E\n\u003Cp\u003EFaruk Mengüç, for one, is unperturbed. \u003C\u002Fp\u003E\n\u003Cp\u003E“As farmers, we’ve now got everything that was missing in our lives before as busy career professionals,” he says. “Money and promotions might be nice, but they can never truly sum up success. Perhaps some people might say I’ve become less professionally ambitious, but I’ve certainly never been happier than I am now, and at the end of the day you can’t put a price on that.” \u003C\u002Fp\u003E\n\u003Cp\u003EIf anything, adds Mengüç, he’s gained \u003Cem\u003Emore\u003C\u002Fem\u003E ambition through this life change – though, now, it looks different than before.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EUpdate 9 Sept 2020: This article has been updated to more accurately reflect Faruk Mengüç's correct age and work history as well as provide clarifying details around his work as a goat farmer and the size of his milking herd.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-09-09T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How workers are re-defining professional ambition","headlineShort":"Is our definition of ambition changing?","image":[],"imageAlignment":"centre","imageAltText":"Faruk Mengüç at work","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Traditionally, we aspire to climb the career ladder – but our definition of success is evolving into something increasingly personal.","summaryShort":"Workers still want professional success – but what that means is evolving","tag":[],"textToSpeech":false,"creationDateTime":"2021-09-08T22:19:38.570908Z","entity":"article","guid":"3deb2aac-f930-4657-bdea-fa479ced87a8","id":"worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious","modifiedDateTime":"2021-09-09T19:12:44.024984Z","project":"worklife","slug":"20210906-are-we-becoming-less-ambitious","cacheLastUpdated":1634592730247},"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs","_id":"6153817c45ceed1870361fac","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fbryan-lufkin"],"bodyIntro":"Now out of the daily eye of managers, people are taking on additional, secret jobs. What could go wrong?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETwo corporate email addresses, two computers, two bosses?\u003C\u002Fp\u003E\n\u003Cp\u003EAs many knowledge workers have been remote for nearly two years, out of their manager’s line of vision, an increasing number of people are quietly taking on second full-time positions. Home-based set-ups have enabled workers to secretly do two remote jobs at once – and \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Fsecond-jobs-secret-salary-income-money-remote-work-overemployed-2021-8\"\u003Esome workers are banking hundreds of thousands of extra dollars per year\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EAn extra job can become a safety net of extra income and experience – useful tools in an age of mass redundancies, economic uncertainty and continually \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003Edeprioritised worker wellbeing\u003C\u002Fa\u003E. Yet taking on an extra full-time job is a bold choice that requires stealth and an appetite for risk. Some workers who are taking the leap into overemployment do so to take back a sense of control, or to game a system they believe has exploited them for too long.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWorking the system\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s not uncommon to hear of workers pursuing side hustles while they work in full-time jobs: selling jewellery on Etsy, driving an Uber during after hours, assembling furniture at weekends with TaskRabbit. But 'overemployment’ is different: an employee could hold simultaneous, separate full-time jobs, completed on different computers.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09x3bqx"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOveremployment is not an entirely new phenomenon. It’s been an “open secret” in the tech industry for years, says an overemployed worker in his late 30s in the US Bay Area who goes by ‘Isaac’ in the overemployment community. He’s been working two jobs for years, and says he makes more than $600,000 doing it.\u003C\u002Fp\u003E\n\u003Cp\u003EIn April 2021, Isaac \u003Ca href=\"https:\u002F\u002Foveremployed.com\u002F\"\u003Elaunched Overemployed\u003C\u002Fa\u003E, a website with articles about how to navigate holding down multiple remote jobs. (\u003Ca href=\"https:\u002F\u002Foveremployed.com\u002F12-rules-for-working-remote-wfh\u002F\"\u003EThe number one rule\u003C\u002Fa\u003E? Don’t talk about holding down multiple remote jobs.) He says that for the past 20 years, some workers have exploited pockets in the tech industry that were remote-friendly long before the pandemic. But now, as more workers across fields all over the world have been given the opportunity to work from home, anecdotal evidence suggests more people are exploring the overemployment lifestyle.\u003C\u002Fp\u003E\n\u003Cp\u003EIsaac says users of his site live all over the world and “run the gamut” of ages, from those 60-plus to people in their 20s, just starting out (who may even “double intern” and hold two remote internships). But he says most users tend to be in the 35-to-40 age range, who “have a lot of experience already and are a little jaded by the corporate world”.\u003C\u002Fp\u003E\n\u003Cp\u003EGenerally, both before the pandemic and during it, Isaac says it’s rare to hear of anybody getting caught; usually it’s a matter of the individual being sloppy in keeping the two jobs separate, although he’s heard of an instance in which spyware caught a programmer running a script he wasn’t supposed to be running on his primary job’s computer – that person got fired.\u003C\u002Fp\u003E\n\u003Cp\u003EIsaac maintains overemployment doesn’t necessarily mean working extra-long days – workers can put in 30 hours a week at their primary job, for example, and then use the time that would’ve otherwise been filled by non-mandatory meetings or \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210819-the-case-for-a-shorter-workweek\"\u003Ecyberloafing\u003C\u002Fa\u003E for their second job.\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, overemployment is legally tricky: whether it’s possible depends on what kind of contract a worker signed when they were hired at their primary job, and if they’re breaking any non-compete agreements. And unsurprisingly, it’s extremely controversial, or even seen as unethical; contractual obligations aside, workers are essentially lying (by omission or otherwise) to their ‘main’ employer. News outlets have called this kind of ‘business bigamy’ dishonest and wrong when readers have written in asking for advice \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2021\u002F09\u002F08\u002Fmagazine\u002Foveremployed-work-ethics.html\"\u003Eas to whether they should ‘out’ overemployed colleagues at work.\u003C\u002Fa\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBut for those who can make the arrangement work – both legally and logistically – Isaac argues overemployed workers stand to gain a lot. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘A moment of reckoning’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EUnsurprisingly, Isaac says one reason workers take on a second, secret full-time job is to diversify sources of cash flow and make money in more efficient ways. But he believes money isn’t the entire driver. \u003C\u002Fp\u003E\n\u003Cp\u003ECatherine Chandler-Crichlow, executive director for career management at Ivey Business School at Western University in Ontario, Canada, agrees, saying the framing of overemployed workers “surreptitiously trying to make more money” isn’t necessarily correct. “As we have been forced to work from home, people have probably started looking at, ‘where can my skill set be truly optimised?, ‘What are some of the things that I have a real passion for – and how might I use those skills differently?’,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EChandler-Crichlow, who specialises in studying human capital – the skills, expertise and knowledge workers bring to their jobs – says that this concept is especially germane to the discussion of overemployment. For example, there may be someone who has a primary job of being a financial analyst, but they also enjoy something else, like coding or writing. The current widespread remote working situation allows that analyst to find a job coding or writing, and to put those skills to use.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Some workers believe secret overemployment helps them break free of employers that haven’t given them that promotion or pay rise they’ve been chasing for years","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“I now become the master of what I would like to do and where I would like to spend my time,” says Chandler-Crichlow. She says that for workers in lower socio-economic groups, holding down multiple jobs is a means of survival. But what’s different here is that “professionals who could be described as highly skilled are taking greater ownership of their careers”.\u003C\u002Fp\u003E\n\u003Cp\u003EErin Hatton, associate professor of sociology who studies work and labour at the University at Buffalo in New York, US, agrees. “Maybe [workers are] trying new things. I think this is a moment of reckoning with the world of work, and thinking about what role work plays in our lives,” says Hatton. Overemployment can “free people to maybe try on other jobs for size; maybe take on extra work that may not pay well, but may be more meaningful to them.”\u003C\u002Fp\u003E\n\u003Cp\u003ESo, it’s no coincidence that more people are trying this out in recent months. “I think the pandemic may have pushed people to do more of that deep thought and what it is they’re spending their lives doing, and deciding I could probably do more with my life,” says Chandler-Crichlow. By pursuing overemployment more workers seem to be saying to themselves, she says: “’Yes, I want to really utilise the skills and capabilities I have. And if someone wants to pay me – I’ll do it.’”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ERailing against employers\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe fact that people are turning to overemployment also signals important systemic workplace issues.\u003C\u002Fp\u003E\n\u003Cp\u003EFor a long time, many workers have felt like their jobs are unfulfilling or meaningless – leading to problems like \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong\"\u003Eburnout\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210701-the-damaging-effects-of-boreout-at-work\"\u003Eboreout\u003C\u002Fa\u003E – and that they’re constantly chasing success within a system that gives managers a disproportionate amount of power within the working relationship. That may be one of the reasons overemployment has become more popular, experts say.\u003C\u002Fp\u003E\n\u003Cp\u003ESo if managers don’t realise workers are doing this, are they bad managers? “My sense is that they simply do not have systems in place to surveil workers in this way,” says Hatton. “For many lower wage workers, both remote and non-remote, there is plenty of surveillance that effectively disallows this kind of double dipping. Think call centre workers who work remotely but technology monitors the number of calls they take. But for workers who [are] typically in the worksite and are not already punitively surveilled in this way, they just don’t have a system in place to monitor and enforce this.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09x37x7"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“How employers respond to this could also vary across of a spectrum of no support at one end,” says Chandler-Crichow, to companies somewhat giving their blessing, “as long as it does not impact your responsibilities at their organisations.”\u003C\u002Fp\u003E\n\u003Cp\u003EFrom Isaac’s perspective as an overemployed worker, and based on the activity on his website, one of the reasons people take on secret second jobs is because they feel disillusioned with the realities of corporate life. Some workers believe secret overemployment helps them break free of employers that haven’t given them that promotion or pay rise they’ve been chasing for years.\u003C\u002Fp\u003E\n\u003Cp\u003E“There’s a sense that our bosses own us a little bit, and I see this as an interesting pushback against that normative sense of ownership,” says Hatton. “It’s expected that we really owe them everything. That we’re theirs. But when push comes to shove, they can fire us tomorrow for no reason at all. This is taking back a little bit of that sense of power.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhen Isaac's company was rolling out redundancies during the pandemic, he survived, but emerged with new resolve – he wouldn’t be one of many faceless employees. “You treat me like a number, I’m going to treat you like a number,” he says. So, armed with two separate laptops, he works two separate jobs, plus a part-time gig. He says he’s never been found out or had any close calls.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat happens next?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOveremployment may be ticking up, but those who go for the secret second job are still in the minority – and the move still carries a lot of risk.\u003C\u002Fp\u003E\n\u003Cp\u003EPlus, as the increase in overemployment is relatively new, there’s a lot both workers and employers alike don’t yet know. For instance, it’s unclear how companies will respond if they feel vulnerable, or if they realise an employee is breaching the terms of a non-compete contract. Perhaps managers will more closely monitor employees’ social media activity to find something incriminating, or might install software on company machines to detect anything fishy.\u003C\u002Fp\u003E\n\u003Cp\u003EFor now, though, some workers will embrace overemployment – as long as one of their supervisors doesn’t catch them.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-09-29T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The 'overemployed' workers juggling remote jobs","headlineShort":"The rise of 'overemployed' workers","image":["p09x3765"],"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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p09x3bqx"],"relatedStories":["worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year","worklife\u002Farticle\u002F20210906-are-we-becoming-less-ambitious","worklife\u002Farticle\u002F20210916-why-inexperienced-workers-cant-get-entry-level-jobs"],"relatedTag":null,"summaryLong":"Now out of the daily eye of managers, people are taking on additional, secret jobs. What could go wrong?","summaryShort":"A group of remote workers with secret second jobs is growing","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-09-28T20:56:22.003577Z","entity":"article","guid":"338d4207-a493-460c-9c95-c713f41b3ce0","id":"worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs","modifiedDateTime":"2021-09-29T13:39:39.946265Z","project":"worklife","slug":"20210927-the-overemployed-workers-juggling-remote-jobs","cacheLastUpdated":1634592730247},"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar","_id":"616744ee45ceed1b8c2ded59","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkate-morgan"],"bodyIntro":"We spend so much time lauding standout workers. But the average worker is just as important – so why don't they get their due?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn our career-driven culture, there’s a familiar narrative about the office superstar. They’re the stand-out employee with the best reputation and the biggest ideas; the person always first in line for a raise, promotion or employee-of-the-month award.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the age of exceptionalism, it’s easy to see going above and beyond as the only path to success. If you’re not the top performer in the office now, conventional wisdom says, you ought to be striving to get there. But as much as we like to think of ourselves as good at our jobs, the vast majority of workers aren’t top performers.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, being simply competent – or ‘average’ – at a job isn’t a bad thing. Not every worker wants to be. And, in fact, the average worker is essential – if not more so than the superstar.\u003C\u002Fp\u003E\n\u003Cp\u003EMiddle-of-the-pack employees are often maligned or even misunderstood, according to Paul White, a Kansas, US-based psychologist specialising in workplace culture. “Think about any curve, and most people are somewhere in the middle,” he says. “Most employees are average, and that’s a good thing.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhite says it’s like an American football team. “You can have the greatest quarterback, running back and receiver. But if you don’t have a group of solid blocks and tackles, those stars can’t perform,” he says. “You have to have everybody in order for the team to be successful. The importance of that middle-ground worker is not valued enough.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EIt’s perfectly OK to be perfectly adequate\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe simplest definition of ‘average’, says Danielle Crough, an organisational psychologist at the University of Nebraska at Omaha, US, is a worker who meets expectations – nothing more or less. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd while some may start out in the middle of the pack and eventually become higher performers, many average workers, explains White, don’t \u003Cem\u003Ewant \u003C\u002Fem\u003Eto be at the top of the heap. “The reality is a lot of people don’t want to be a star,” he says. “They’ve got family, kids, other things going on. They don’t want more responsibility at work. It’s not always about excelling at work. Some will move up, some will move down and some will stay in the middle.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"You can have the greatest quarterback, running back and receiver. But if you don’t have a group of solid blocks and tackles, those stars can’t perform – Paul White","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut being firmly average, says Crough, doesn’t mean an employee’s career has stalled, or their skills have stagnated. “It actually might be an indication that they’re in their sweet spot,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd although professional culture lauds the super achievers, it’s perfectly OK to be perfectly adequate, explains White. The average worker’s role is essential to keeping a company humming. Middle-of-the-pack employees are immensely valuable to employers, because these people, doing the day-to-day work, make it possible for a small number of workers to go above and beyond. “Average workers show up, follow instructions and try to get along. And an employee like that is a gem: I’ll build a team on those people all day long.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA lack of recognition\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEven if simply fulfilling a job description is what a worker wants, employers don’t always reward staying in this so-called sweet spot. In a culture of exceptionalism, doing what’s expected isn’t seen an as achievement. And that’s a big problem, because a lack of recognition can quickly lead to someone feeling undervalued – and even drive workers to leave their jobs.\u003C\u002Fp\u003E\n\u003Cp\u003E“Most organisations and businesses have some form of employee recognition programme,” says White. The problem, he adds, is these tend to honour a very small group of employees. “One of the things we know is that those performance and recognition programmes tend to only touch the top 10% or 15% of any group, and those are the stars.”\u003C\u002Fp\u003E\n\u003Cp\u003EThat leaves “a big middle group – 50% or 60%”, by White’s estimation, whose contributions, because they’re not exceptional, go completely unrecognised.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09y3hy5"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“The real problem with that is that is that almost 80% of people who leave their jobs voluntarily cite a lack of appreciation as a top factor,” says White. That number comes from a OC Tanner Institute study, which also showed \u003Ca href=\"https:\u002F\u002Fwww.octanner.com\u002Fcontent\u002Fdam\u002Foc-tanner\u002Fdocuments\u002Fglobal-research\u002FWhite_Paper_Performance_Accelerated.pdf\"\u003E65% of Americans said they weren’t recognised at work\u003C\u002Fa\u003E during the year leading up to the survey.\u003C\u002Fp\u003E\n\u003Cp\u003EThat lack of recognition for the average employee, adds Crough, seems to be a driver of the ongoing \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003EGreat Resignation\u003C\u002Fa\u003E, in which workers are leaving their jobs in record numbers.\u003C\u002Fp\u003E\n\u003Cp\u003E“People aren’t feeling valued,” she says. “The organisations who are saying, ‘hey, we’re paying attention, we value you, we appreciate what you’re doing’ aren’t the ones losing their people. But when your boss hasn’t complimented you since 2016 and a recruiter calls and says, ‘hey we think you’re great and we want you here’, you’re going to perk up.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EChanging the definition of success\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ERecognising the contribution of average workers isn’t just good for these employees – it’s vital for employers. Keeping middle-of-the-pack employees engaged and on board literally keeps companies in business, since these workers keep day-to-day operations smooth. \u003C\u002Fp\u003E\n\u003Cp\u003E“In this economy, you can’t find replacements,” adds White, “so retaining your team is key for an organisation to continue to function effectively.” And to do this, companies will need to change the way people are recognised and the metrics by which a ‘good job’ are measured.\u003C\u002Fp\u003E\n\u003Cp\u003EEmployees who meet – but don’t exceed – expectations aren’t doing the bare minimum, says Crough. They’re doing exactly what they’re supposed to be, and that’s deserving of recognition. “Doing what you’re supposed to do really is special,” continues Crough. “The worker that’s consistent and shows up is so valuable, and we need to give them even more credit these days.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Doing what you’re supposed to do really is special – Danielle Crough","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAn average performance should be celebrated too, adds Crough. Awards and honours aren’t just for those who go above and beyond. “We should create awards around things like consistency in performance,” she says. “More recognition of that would help. It’s like the kid in school who gets the attendance award: we need a version of that for the workplace.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn addition to extra honours like awards, Crough says it’s also important to make sure those workers who are delivering a consistent, if unchanging, performance should be recognised in other ways.\u003C\u002Fp\u003E\n\u003Cp\u003E“Don’t tie raises to promotion,” she says. “Continuing to give merit raises and bonuses for people who are operating in the middle is a good thing. I also talk to leaders a lot about saying thank you, and not forgetting to do that even for things that seem basic. We have to be intentional and let people know they’re cared about as whole people and their efforts are recognised.”\u003C\u002Fp\u003E\n\u003Cp\u003EAppreciating the average worker, says White, is one the best ways for organisations to weather the Great Resignation without losing crucial members of their teams. “Companies and leaders who get it – who understand the value of their everyday worker and pay attention to them – are some of the most successful,” he says, “not only from a profitability point of view, but from the perspective of keeping people, and maintaining a positive culture.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-10-14T11:44:56Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why not every good worker has to be a superstar","headlineShort":"Is being 'average' enough at work?","image":["p09y3hq4"],"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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210921-why-hard-work-alone-isnt-enough-to-get-ahead","worklife\u002Farticle\u002F20210826-why-so-many-workers-have-lost-interest-in-their-jobs","worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs"],"relatedTag":null,"summaryLong":"We spend so much time lauding standout workers. But the average worker is just as important – so why don't they get their due?","summaryShort":"Not the superstar at your job? You don’t need to be to succeed","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-10-13T20:43:24.90409Z","entity":"article","guid":"29105ac5-5d5d-4c41-b3ef-49f344211468","id":"worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar","modifiedDateTime":"2021-10-13T20:43:24.90409Z","project":"worklife","slug":"20211008-why-not-every-good-worker-has-to-be-a-superstar","cacheLastUpdated":1634592730242},"worklife\u002Farticle\u002F20210813-are-your-work-messages-as-private-as-you-think":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210813-are-your-work-messages-as-private-as-you-think","_id":"6153616445ceed7d3273739c","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"We all need to vent about tasks or colleagues sometimes. But if we gripe on work devices, can our bosses read our messages?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHave you ever had a bad day at work, complained to colleagues about it over an internal messaging app and then worried that your boss might be able to read all of your complaints? Turns out, you have every right to be concerned; communications on a work device are rarely as private as they may seem. \u003C\u002Fp\u003E\n\u003Cp\u003EIn July, Netflix fired three marketing executives for messages criticising colleagues on what they thought was a private Slack channel. Netflix co-CEO Ted Sarandos \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Ffeed\u002Fupdate\u002Furn:li:activity:6821567738423644160?commentUrn=urn%3Ali%3Acomment%3A%28activity%3A6821567738423644160%2C6821931148520890368%29\"\u003Eexplained in a LinkedIn post\u003C\u002Fa\u003E that it was not a simple case of employees venting on Slack, but rather “critical personal comments made over several months about their peers”, including during meetings when those peers were presenting. “It's also worth noting that we don't proactively monitor Slack or email,” he continued. “The Slack channel was open, so anyone could access the conversations even though the employees concerned thought it was private.” \u003C\u002Fp\u003E\n\u003Cp\u003EWorkers are often seduced by the illusion of privacy when it comes to workplace communications, mistakenly believing that they can privately chat, send emails or even videoconference on a company computer without their employer viewing that information afterwards. Yet, what appears private in the moment can often become public with the click of a button. The reality is that technology exists for employers to track virtually all workplace communications by all employees at all times, even if companies are rarely transparent about the level to which they do this. \u003C\u002Fp\u003E\n\u003Cp\u003ESo, where should companies draw the line – and what should workers bear in mind before they send that unguarded message? \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAssume nothing’s private\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“Employees should assume that whenever they’re using work owned and issued equipment, anything that they may do – including written communications or websites they may visit – is subject to review,” says Boston-based Heather Egan Sussman, head of law firm Orrick’s global Cyber, Privacy & Data Innovation Group. \u003C\u002Fp\u003E\n\u003Cp\u003EOf course, there are legitimate reasons why companies monitor internal communications. Sussman says that companies in sectors including financial services are heavily regulated and need to proactively monitor communications as part of their compliance programmes. Anyone who deals with sensitive materials (such as health records or government contracts) may also be proactively monitored, to protect the company’s business, reputation and resources.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210813-are-your-work-messages-as-private-as-you-think-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Man typing at his computer","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210813-are-your-work-messages-as-private-as-you-think-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECompanies outside these sectors often take a more reactive approach, says Sussman, capturing communications through a records-retention programme (which archives data for a set period of time) and then looking back on that information only when it’s necessary to address an issue. This includes not only messages and emails, but often video calls on Skype, Zoom or Teams, too, which can be recorded and logged. \u003C\u002Fp\u003E\n\u003Cp\u003EMany workplace tools – including Slack, Google Workspace and Microsoft Teams – have features that allow management to store and search through messages, especially if they’ve paid for a premium plan. That means that even if you create a private two- or three-way group chat – or send direct messages – those seemingly private conversations can still be viewed by management (though they will often have to go through IT or HR for access, typically with a valid reason). In many cases, \u003Ca href=\"https:\u002F\u002Fslack.com\u002Fintl\u002Fen-cl\u002Ftrust\u002Fprivacy\u002Fprivacy-faq\"\u003Eincluding on Slack\u003C\u002Fa\u003E, companies can even review edit history and access deleted messages. Some email systems will similarly create an automatic copy of all messages that pass through them, while others will create backup copies of new messages as they hit your inbox. As such, one can never assume a deleted message is gone for good. \u003C\u002Fp\u003E\n\u003Cp\u003EBrian Kropp, chief of research for global research and advisory firm Gartner’s HR practice, based in the Washington DC area, says the only time companies really go back and look through these communications is when there is reason to believe there’s been some sort of performance management problem, data theft, harassment or other complaint that warrants an internal investigation. General griping that doesn’t target an individual is rarely cause for concern. Similarly, everyday managers don’t typically have the ability to freely conduct keyword searches for things like their names. \u003C\u002Fp\u003E\n\u003Cp\u003E“There is just too much information to make it worth their effort to go through and analyse everything,” explains Kropp. “Plus, if you as an employee were ever to find out that they were going through and just generally scanning through your email – and if that came out – the reputational damages would be enormous. Does it happen? Yes, but it’s very, very rare.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Employees know very little’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWhen companies do suspect unprofessional behaviour has taken place, there are minimal restrictions to prevent them scrutinising employees' workplace communications. Even though US and European laws do protect communications on things like collective bargaining, Kropp says that, “anywhere in the world, there’s no legal requirement that says employers have to inform you about the data they are collecting about you”. \u003C\u002Fp\u003E\n\u003Cp\u003ESome companies will include a high-level statement in their employee handbook that says workers will have no expectation of workplace privacy in their communications, but the actual degree to which they’re being monitored can be extremely difficult to detect. “When you sign a contract, normally the employer doesn’t tell you, ‘we are monitoring you’,” says Aida Ponce del Castillo, a Brussels-based senior researcher at the Foresight Unit of the European Trade Union Institute. “Employees often know very little.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210813-are-your-work-messages-as-private-as-you-think-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In a professional environment, it may be best to assume that you’re being monitored and behave accordingly","id":"worklife\u002Farticle\u002F20210813-are-your-work-messages-as-private-as-you-think-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESo, how can you vent with your colleagues about a tough situation without worrying about those messages being used against you? Assuming that most communication on your work computer could be logged and stored, the safest way to share frustrations, Ponce del Castillo says, “is face to face or with a private mobile phone that is not linked to your work”. Even personal email or social media accounts accessed on a work-owned device can open you up to monitoring, she adds. \u003C\u002Fp\u003E\n\u003Cp\u003EIn a professional environment, it may be best to assume that you’re being monitored and behave accordingly. If you do want to express a complaint about a co-worker or a professional situation, think about whether that complaint is constructive and helpful to the organisation at large. If so, using workplace tools to share your feelings shouldn’t get you in any hot water. If the message can’t necessarily be considered constructive, it’s probably best to vent at the coffee cart, on your private phone or in the bar after work. \u003C\u002Fp\u003E\n\u003Cp\u003EIn general, however, experts caution that companies rarely review workplace communications simply to see who’s grumbling and who’s not. Such searches, when they do occur, are almost always to look for comments that are targeted, meanspirited, discriminatory or might otherwise put the company at risk of litigation. If you’re unsure what data your employer has access to, how long it’s retained and under what circumstances it might be used, all you may have to do to find out is ask.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210813-are-your-work-messages-as-private-as-you-think-4"}],"collection":[],"disableAdverts":false,"displayDate":"2021-08-16T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Are your work messages as private as you think?","headlineShort":"Can your boss read your work messages?","image":[],"imageAlignment":"centre","imageAltText":"Unhappy woman at her work computer","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"We all need to vent about tasks or colleagues sometimes. But if we gripe on work devices, can our bosses read our messages?","summaryShort":"Emails, DMs – how much of our chat with colleagues can bosses really see?","tag":[],"textToSpeech":false,"creationDateTime":"2021-08-15T21:35:10.44472Z","entity":"article","guid":"9877ffa4-b916-43f3-a31d-a8458d4cd963","id":"worklife\u002Farticle\u002F20210813-are-your-work-messages-as-private-as-you-think","modifiedDateTime":"2021-09-02T05:27:50.19896Z","project":"worklife","slug":"20210813-are-your-work-messages-as-private-as-you-think","cacheLastUpdated":1634592730248},"worklife\u002Farticle\u002F20210806-the-case-against-hybrid-work":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210806-the-case-against-hybrid-work","_id":"6153617d45ceed77c55da907","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"We've hailed hybrid as the future. But there are powerful arguments against it as a working model.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt’s the model that’s being hailed as ‘the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200824-why-the-future-of-work-might-be-hybrid\"\u003Efuture of the work’\u003C\u002Fa\u003E. Hybrid is being viewed as a happy medium, combining working from home and going to the office – and it’s rapidly coming down the pike for industries worldwide.\u003C\u002Fp\u003E\n\u003Cp\u003EBut just how viable is it? We know it’s supposed to bring benefits, like more flexibility and autonomy for workers. We also know that it’s a working model that many employees want – some studies show that up to \u003Ca href=\"https:\u002F\u002Fwww.accenture.com\u002F_acnmedia\u002FPDF-155\u002FAccenture-Future-Of-Work-Global-Report.pdf#zoom=40\"\u003E83% of workers want to go hybrid after the pandemic\u003C\u002Fa\u003E. Yet, is it really something that we can pull off successfully? Just how numerous are the downsides – and what can we do to avoid them if we’re going to pull of the hybrid model successfully?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFair for everyone?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFirst, the potentially unwelcome truth is that not everyone can work a hybrid model – something that could lead to resentment across workforces.\u003C\u002Fp\u003E\n\u003Cp\u003E“I am baffled by the extent to which hybrid working is presented as the ‘new normal’,” says Michael Smets, professor of management at University of Oxford. “For many, hybrid working will remain an elusive dream. It may become the new normal for a select, even privileged, group of jobs. This is more than a little reminiscent of the old division of ‘white collar’ and ‘blue collar’ work.”\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to Anu Madgavkar, a partner with the McKinsey Global Institute, who’s been researching the future of work, “around 50% to 60% of work across different occupations need to be done in a site-specific way”, where you have to be present at a certain place to do it. And even within the same office, some teams may have duties – like IT – that demand they come to the office full-time.\u003C\u002Fp\u003E\n\u003Cp\u003ECompanies are “wary about this ‘two-track’ culture”, says Madgavkar. After all, analysts say that splitting workers at home and in the office \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Fbusiness-functions\u002Forganization\u002Four-insights\u002Freimagining-the-postpandemic-workforce\"\u003Ecould create two separate, incohesive organisational cultures\u003C\u002Fa\u003E, in which one group feels more on the outs than the other within the company.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210806-the-case-against-hybrid-work-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210806-the-case-against-hybrid-work-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EInvestment needed?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ENext, there are some practicalities to consider.\u003C\u002Fp\u003E\n\u003Cp\u003EHybrid, for example, could involve extra costs. Madgavkar points to massive spikes in potential cybersecurity spending – “you have to scale up your investments on all sorts of data security”. That’s because hybrid working as been described as “\u003Ca href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fwhy-the-hybrid-workplace-is-a-cybersecurity-nightmare-11623164400\"\u003Ea hacker’s dream\u003C\u002Fa\u003E”; many workers with many devices constantly coming and going through company networks.\u003C\u002Fp\u003E\n\u003Cp\u003ECompanies could also incur extra costs ensuring employees’ workstations are fit for purpose, because \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2020\u002F06\u002F03\u002Fcompanies-are-paying-for-their-workers-home-offices.html\"\u003Ethey may now be held responsible for workers’ home set-ups\u003C\u002Fa\u003E, as well as their office spots.\u003C\u002Fp\u003E\n\u003Cp\u003EThis could potentially be offset by downsizing on office real estate. If fewer people are coming in, offices can be smaller. One potential downside of this, however, is that employees might end up hotdesking, rather than having a dedicated, permanent spot. But employees could \u003Ca href=\"https:\u002F\u002Fwww.fastcompany.com\u002F90647448\u002Fits-time-to-talk-about-the-unintended-consequences-of-flexible-and-hybrid-work-for-women\"\u003Efeel demoralised\u003C\u002Fa\u003E by a lack of personal space, plus transitioning between home and the office could feel harder if staff need to set up their workstation each time.\u003C\u002Fp\u003E\n\u003Cp\u003EThere are remedies for this; Madgavkar says she’s seen some companies begin to invest in ‘intelligent desks’ that can remember your settings like seat height every time you come in. But other experts warn that a switch to hotdesking could leave workers fighting for ‘good’ spots.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow to structure it?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThen there’s the fact that companies are trying out different forms of hybrid work.  \u003C\u002Fp\u003E\n\u003Cp\u003ESome are testing a casual hybrid system, allowing workers to decide when they want to come into the office. Others have asked workers to spend a certain number of days in the office each week, without specifying which days. But experts say that problems could arise if teams don’t coordinate their schedules. For example, if you come in on Tuesdays and Thursdays, but your teammates come in on Mondays and Wednesdays, everybody misses out on the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210716-hybrid-work-how-to-maximise-your-in-office-days\"\u003Egreatest benefits of in-person office time\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210806-the-case-against-hybrid-work-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I am baffled by the extent to which hybrid working is presented as the ‘new normal’ – Michael Smets","id":"worklife\u002Farticle\u002F20210806-the-case-against-hybrid-work-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EChristoph Siemroth, a professor of economics at the University of Essex, who’s studied remote work and productivity, flags up possible communication issues if workers don’t coordinate their in-office days. Having a mix of at-home and in-office workers makes it harder to ensure team communications are distributed effectively; after all, if you’re having in-person consultations with some colleagues, it’s easy to forget to update remote colleagues with the same information via Slack or other virtual platforms.\u003C\u002Fp\u003E\n\u003Cp\u003EThat’s why managers need to have a strong, centralised system in place where resources, documents and up-to-date information can be accessed anytime, he says, \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2021\u002F05\u002Fits-time-to-free-the-middle-manager\"\u003Ethough this could potentially cause more work for managers\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EThe social aspect is also a consideration. Experts say office time helps build \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2021\u002F07\u002Fwhy-you-may-actually-want-to-go-back-to-the-office\"\u003Edeeper, more collaborative relationships with colleagues\u003C\u002Fa\u003E. Feeling disconnected from your team – either because you’re missing them in the office or you’re working from home – could potentially affect your job performance. For example, one 2020 survey of over 12,000 workers in the US, Germany and India showed that workers who felt less socially connected to their colleagues during the pandemic \u003Ca href=\"https:\u002F\u002Fwww.bcg.com\u002Fen-us\u002Fpublications\u002F2020\u002Fmanaging-remote-work-and-optimizing-hybrid-working-models\"\u003Ewere less productive on collaborative tasks\u003C\u002Fa\u003E, compared to before the pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003EThose who might work at home more often could feel “cut out of the loop”, says Robert Pozen, senior lecturer at the Massachusetts Institute of Technology, whose research on hybrid working systems predates the pandemic. He strongly recommends that team members show up on the same day, so that even if the office is still half-empty, those with whom you work closely are physically in the room with you.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe perils of presenteeism\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAnother potential long-term issue is one of fairness. Presenteeism is a powerful force, and so there are legitimate concerns that in-person workers will benefit from more face time with managers, something that could feed into \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210305-why-in-person-workers-may-be-more-likely-to-get-promoted\"\u003Epromotions and pay\u003C\u002Fa\u003E. “People who go into the office are more visible, they put in the time and the effort to come into the office, and bosses appreciate that,” says Siemroth.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong\"\u003EBurnout\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Epresenteeism\u003C\u002Fa\u003E are already rampant across organisations, and a hybrid model might make things worse as workers try to prove their commitment, either in person or from home. In fact, 54% of British workers \u003Ca href=\"https:\u002F\u002Fuk.adp.com\u002Fabout-adp\u002Fpress-centre\u002F2020-11-03-workers-feel-the-pressure-of-presenteeism-post-covid-19.aspx\"\u003Ereported feeling pressured\u003C\u002Fa\u003E to come into the office during the pandemic (even when officials told them to stay at home), while average working hours also \u003Ca href=\"https:\u002F\u002Fwww.economist.com\u002Fgraphic-detail\u002F2020\u002F11\u002F24\u002Fpeople-are-working-longer-hours-during-the-pandemic\"\u003Eincreased by an extra 30 minutes\u003C\u002Fa\u003E during the pandemic as remote workers stayed logged on longer.\u003C\u002Fp\u003E\n\u003Cp\u003ESmets, of Oxford University, believes that a system in which some workers can choose to show up more than others can create “artificial siloes and cliques”, meaning managers will have a fine line to tread. “Ensuring that biases are avoided, presenteeism is not rewarded and projects and promotions are awarded fairly will take some learning – and data. Building empathy for the situations under which staff work from home and building the trust to use these data responsibly is key.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210806-the-case-against-hybrid-work-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210806-the-case-against-hybrid-work-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EDifferent demographics, different needs\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYet who shows up to the office and who doesn’t isn’t all about ambition. There will be groups of workers who, for legitimate reasons, prefer certain ways of working, potentially impacting on office dynamics.\u003C\u002Fp\u003E\n\u003Cp\u003EFor example, remote work can be a good option for parents who need professional flexibility to accommodate caring options. This is something that particularly impacts women, who take on a \u003Ca href=\"https:\u002F\u002Fleanin.org\u002Farticle\u002Fwomens-workload-and-burnout#!\"\u003Edisproportionate share\u003C\u002Fa\u003E of household and childcare responsibilities. Given what we know about presenteeism, the fact that more women opt for home working, some experts warn, could lead to a situation where men \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210503-are-men-dominated-offices-the-future-of-the-workplace\"\u003Esignificantly outnumber\u003C\u002Fa\u003E women in offices. “You wind up with a two-tiered system and begin to treat women as second-class citizens,” warns Pozen.\u003C\u002Fp\u003E\n\u003Cp\u003EYoung people are also a group who may have particular workplace needs. Statistics show that younger workers are far less likely to have a good home working set-up; UK workers aged 18 to 34 were twice as likely to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210217-is-it-bad-to-you-work-from-your-bed-for-a-year\"\u003Ework from their beds\u003C\u002Fa\u003E during the pandemic than older workers. They are also the \u003Ca href=\"https:\u002F\u002Fwww.hrmagazine.co.uk\u002Fcontent\u002Fnews\u002Fyoung-employees-feel-forgotten-by-bosses\"\u003Egroup who have felt most adrift\u003C\u002Fa\u003E from colleagues and particularly managers during the pandemic, with many missing out on crucial mentorship during the early stages of their careers. Balancing their need to be in the office with other workers’ requirements could pose problems.\u003C\u002Fp\u003E\n\u003Cp\u003E“We have \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210729-why-younger-workers-want-hybrid-work-most\"\u003Ea generation of young workers desperate to return to the office\u003C\u002Fa\u003E to escape unproductive work-at-home settings, overcome isolation and learn,” says Smets. “And we have senior staff who enjoy the comfort of their home offices and the absence of any commute. How are organisations going to bring everyone together?”\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s also worth thinking about those workers who – for a variety of reasons – prefer working in the office. Smets suggests these workers “may feel an even more acute sense of isolation than they did at home, simply because they suddenly find themselves in vast open spaces or empty corridors deserted by their colleagues who are working from home”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECaution needed\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s still too early to tell just how things will go. But experts say that being anything less than extremely careful with how hybrid is structured and rolled out across companies could spell disaster.\u003C\u002Fp\u003E\n\u003Cp\u003E“Done well, hybrid working has the potential to offer much-needed flexibility that allows more participation across a more diverse workforce,” says Smets. “Done badly, hybrid working can set back advances in workplace equality by years, if not decades.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210806-the-case-against-hybrid-work-6"}],"collection":[],"disableAdverts":false,"displayDate":"2021-08-11T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The case against hybrid work","headlineShort":"The case against hybrid work","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"We've hailed hybrid as the future. But there are powerful arguments against it as a working model.","summaryShort":"It's hailed as the future – but what are the arguments against it?","tag":[],"textToSpeech":false,"creationDateTime":"2021-08-10T21:57:25.308845Z","entity":"article","guid":"3ce9c818-74f7-4c71-bc3e-976448a09be8","id":"worklife\u002Farticle\u002F20210806-the-case-against-hybrid-work","modifiedDateTime":"2021-09-02T05:27:32.233943Z","project":"worklife","slug":"20210806-the-case-against-hybrid-work","cacheLastUpdated":1634592730248},"worklife\u002Farticle\u002F20210817-how-to-ask-your-boss-for-a-hybrid-working-set-up":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210817-how-to-ask-your-boss-for-a-hybrid-working-set-up","_id":"6153601045ceed646b2ad157","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fanna-jones"],"bodyIntro":"If you want to ask for a hybrid schedule, there are ways to make it more appealing for your boss.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMillions of people have found advantages to home working, swapping the stresses of commuting and office politics for increased productivity and a better work-life balance. But as pandemic restrictions ease, some companies are \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210323-the-bosses-who-want-us-back-in-the-office\"\u003Eputting pressure on staff\u003C\u002Fa\u003E to get back to their desks, rather than automatically embracing the remote or hybrid-working future.  \u003C\u002Fp\u003E\n\u003Cp\u003EOf course, each company’s needs will differ, but experts say that if you want some form of home working, there’s never been a better time to mount a case. The trick, says Sarah Cook, author of Making a Success of Managing and Working Remotely, is to “be clear about how to benefit the business, not just you”.   \u003C\u002Fp\u003E\n\u003Cp\u003EPresenting a well-crafted argument will involve anticipating any concerns your boss may have. After all, your manager’s reluctance may not just be “because they’re a jerk and want to give you no autonomy”, says Mark Mortensen, professor of organisational behaviour at Insead, France, but because they too have many new challenges to juggle. \u003C\u002Fp\u003E\n\u003Cp\u003ESo, if you want to have a successful hybrid chat, it’s worth putting some planning into your pitch, so you can serve up solutions rather than posing new problems. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBe realistic\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile you may be tempted by the idea of never setting foot in the office again, the first thing to do is realistically assess how much of your job you can do remotely in the long term.  \u003C\u002Fp\u003E\n\u003Cp\u003EThe good news is that according to a recent survey for the OECD, \u003Ca href=\"https:\u002F\u002Fissuu.com\u002Foecd.publishing\u002Fdocs\u002Fthe-role-of-telework-for-productivity-and-well-bei\"\u003E60% of managers felt their employees had been more productive while working remotely\u003C\u002Fa\u003E. But for many manual or high-resource jobs, working remotely is seldom possible, and for creative and collaborative roles, says Mortensen “let’s be honest, [it] works better if you’re working in a room with people”. \u003C\u002Fp\u003E\n\u003Cp\u003EResearch by McKinsey, for example, showed that in the US, only \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Ffuture-of-work\u002Fwhats-next-for-remote-work-an-analysis-of-2000-tasks-800-jobs-and-nine-countries\"\u003E22% of employees\u003C\u002Fa\u003E could work remotely for a few days a week without their productivity being affected (while 61% could work effectively at most only a few hours outside the workplace). So, think carefully and honestly about the specific tasks you can do better at home, and gather evidence to reinforce your point.  \u003C\u002Fp\u003E\n\u003Cp\u003ECook advises asking for perhaps two or three days of remote working as a starting point – a ratio most \u003Ca href=\"https:\u002F\u002Fsiepr.stanford.edu\u002Fresearch\u002Fpublications\u002Fhow-working-home-works-out\"\u003Eresearchers agree\u003C\u002Fa\u003E is optimal for balancing wellbeing and company performance – and agreeing to come in for things like onboarding new staff or around performance reviews.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210817-how-to-ask-your-boss-for-a-hybrid-working-set-up-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09sfgmp"],"imageAlignment":"centre","imageAltText":"Man working from home","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210817-how-to-ask-your-boss-for-a-hybrid-working-set-up-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EA top tip from Cook is to steer clear of asking for Mondays or Fridays at home – because “people tend to think we’ll be less productive” either side of the weekend. She says you’ll also need to reassure your manager you have a suitable working environment for those days: a distraction-free workspace with the equipment you need to do your job efficiently. \u003C\u002Fp\u003E\n\u003Cp\u003ESo, as you’re getting ready to argue your case, it’s worth making extra sure your connection is always good on video calls, you are suitably responsive to messages and emails, and that you know exactly what technology you’ll need your workplace to provide. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat about your colleagues?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EUnless you really do work on your own, you’ll also need to think about your colleagues, particularly if people report to you. \u003C\u002Fp\u003E\n\u003Cp\u003EResearch indicates that \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F34220347\u002F\"\u003Emissing time with colleagues\u003C\u002Fa\u003E has been one of the biggest downsides of home working during the pandemic, and that \u003Ca href=\"https:\u002F\u002Fwww.cipd.co.uk\u002Fknowledge\u002Ffundamentals\u002Frelations\u002Fflexible-working\u002Fworking-from-home-evidence-after-lockdown\"\u003Eknowledge sharing has suffered\u003C\u002Fa\u003E because of the lack of in-person interaction. This may ease as workplaces get used to new virtual systems, but Cook says your negotiations over hybrid work will need to “include suggestions for how you might enhance teamwork”. \u003C\u002Fp\u003E\n\u003Cp\u003EThat doesn’t just mean routine meetings, but also how you’ll maintain team camaraderie and how you’ll factor in “the little things that go unspoken” that enhance the sense of team, like making time for informal non-work chats. \u003C\u002Fp\u003E\n\u003Cp\u003EMortensen says it’s important to talk to your peers and “find out what your working from home means for them”. That conversation should touch on not just your official job, but also the informal, social role you play in the team. If you’re the team peacemaker, for example, your absence might be strongly felt without you necessarily being aware of it. \u003C\u002Fp\u003E\n\u003Cp\u003EHe advises building feedback on remote working into your team’s routine, with perhaps a once-monthly check-in where everyone shares openly about what the hardest issues have been for them. Those conversations give you “the data to make an informed decision”, he says, and shows in your proposal that you take teamworking seriously.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210817-how-to-ask-your-boss-for-a-hybrid-working-set-up-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I think one of the best things you can do is say, ‘Let me try to help you solve this problem’ - Mark Mortensen","id":"worklife\u002Farticle\u002F20210817-how-to-ask-your-boss-for-a-hybrid-working-set-up-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIf you do lead a team, it’s particularly important to be honest about things that you’re finding challenging, adds Mortensen, because others may find it easier to speak up. “When a leader says, ‘I want you to be honest and tell me everything’, but doesn’t share anything, it doesn’t work”. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPut yourself in your manager’s shoes\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EMortensen says it’s vital that employees recognise how complex these changes could be for colleagues further up the hierarchy. Managers are having to meet their business targets while adjusting to completely new ways of working in which they can’t oversee their teams as they did before. “I think one of the best things you can do is say, ‘let me try to help you solve this problem’,” says Mortensen. \u003C\u002Fp\u003E\n\u003Cp\u003EEvidence suggests the pandemic has been being \u003Ca href=\"https:\u002F\u002Fblogs.lse.ac.uk\u002Fbusinessreview\u002F2021\u002F04\u002F16\u002Fmanagers-mental-health-during-the-pandemic-the-good-the-bad-and-the-ugly\u002F\"\u003Eparticularly tough on middle managers\u003C\u002Fa\u003E, many of whom have found it hard to adjust to new ways of supervising their teams while also worrying about their own careers. \u003C\u002Fp\u003E\n\u003Cp\u003EMortensen says part of this anxiety comes from what he calls a “\u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2021\u002F02\u002Fwfh-is-corroding-our-trust-in-each-other\"\u003Ecrisis of trust\u003C\u002Fa\u003E” within workplaces. “Fundamentally, trust is based on predictability,” he says. Managers trust employees because they know they are competent, hard-working and reliable. But if they are not seeing you every day “that reduces the data you have on which to build that foundation of trust”. \u003C\u002Fp\u003E\n\u003Cp\u003EYou can help your manager by introducing more predictability to build up that trust, however. That might mean giving a quick video of your distraction-free home office, committing to slightly more emails or one-on-ones than you’re used to, or promising to write weekly reports setting out what you’ve achieved, even if you feel it will give you extra work. “If you don’t want to do it, don't do it,” he says. “But you can’t be upset if your manager doesn’t understand everything you’ve been doing.” \u003C\u002Fp\u003E\n\u003Cp\u003ECook suggests making it easy for your boss to take your work-from-home pitch to their managers by providing just two solid pieces of evidence of your improved productivity, rather than drowning them in data.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210817-how-to-ask-your-boss-for-a-hybrid-working-set-up-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Employees should not be afraid to talk about how their wellbeing is improved by hybrid working – Sarah Cook","id":"worklife\u002Farticle\u002F20210817-how-to-ask-your-boss-for-a-hybrid-working-set-up-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EShe also notes that the pandemic accelerated a trend for organisations to focus on not just operational priorities but also “the whole person” when it comes to their employees, which may be a useful part of your negotiations. “Many managers are being set targets around employee engagement, and wellbeing is an important part of this,” she says. So, “employees should not be afraid to talk about how their wellbeing is improved by hybrid working”. \u003C\u002Fp\u003E\n\u003Cp\u003EOf course, make sure you know your rights – in the UK, for example, your employer \u003Ca href=\"https:\u002F\u002Fwww.gov.uk\u002Fflexible-working\"\u003Emust have a good business reason\u003C\u002Fa\u003E for rejecting a flexible working request – and if your workplace already has a policy for remote working, make sure you know how it applies to you. It may also be worth having some facts up your sleeve about how industry competitors have benefitted from hybrid working. Cook says the trick is always to “turn negatives into positives”. So, rather than arguing that other companies are doing it better, show how you could replicate their successes to benefit your employer. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EKeep flexible working flexible\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe experts agree that it’s not a good idea to present your hybrid working request as an indefinite arrangement. Instead ask for a trial period, then get a meeting fixed in your boss’s calendar for an honest discussion of how it’s gone, perhaps having checked in again with colleagues for more of that crucial data. \u003C\u002Fp\u003E\n\u003Cp\u003EResearch shows that \u003Ca href=\"https:\u002F\u002Fwww.shrm.org\u002Fabout-shrm\u002Fpress-room\u002Fpress-releases\u002Fpages\u002F-shrm-research-reveals-negative-perceptions-of-remote-work.aspx\"\u003Emissing out on advancement opportunities\u003C\u002Fa\u003E is a real concern for workers spending less time in the workplace. So, although it might not be part of your initial proposal, Cook says it’s a good idea to show your employer that “you've thought about the career development implications of working remotely”. \u003C\u002Fp\u003E\n\u003Cp\u003E“Remember to emphasise the benefits this brings from a business perspective, and how you will engage in helping build an effective team going forward,” she says. That could mean demonstrating how you will keep building your network, taking part in training or suggesting extra tasks you could take on to stretch yourself, all of which show you’re committed to the company and to growing in your role. \u003C\u002Fp\u003E\n\u003Cp\u003EMortensen says it’s important to recognise that the workplace is undergoing a huge upheaval and that hybridity is “a way of working that has benefits and it has drawbacks”, so everyone is going to need to remain, well, flexible. \u003C\u002Fp\u003E\n\u003Cp\u003E“Where we can get more traction is getting a balanced view, recognising managers and employees are all trying to optimise but we’re optimising on different dimensions,” he says. “The more we’re able to find a collaborative solution the better off we're going to be.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210817-how-to-ask-your-boss-for-a-hybrid-working-set-up-6"}],"collection":["worklife\u002Fpremium-collection\u002Fhello-hybrid"],"disableAdverts":false,"displayDate":"2021-08-19T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How to ask your boss for a hybrid-working set-up","headlineShort":"How to make the case for remote days","image":["p09sfgcv"],"imageAlignment":"centre","imageAltText":"Woman asking her boss for hybrid","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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews","worklife\u002Farticle\u002F20210813-are-your-work-messages-as-private-as-you-think","worklife\u002Farticle\u002F20210806-the-case-against-hybrid-work"],"relatedTag":null,"summaryLong":"If you want to ask for a hybrid schedule, there are ways to make it more appealing for your boss.","summaryShort":"Convincing your manager will be key if you want to stay part-remote","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-08-18T19:57:50.830753Z","entity":"article","guid":"084cc31e-fe4b-401c-b8ce-e994c6eab98f","id":"worklife\u002Farticle\u002F20210817-how-to-ask-your-boss-for-a-hybrid-working-set-up","modifiedDateTime":"2021-09-02T05:27:58.744686Z","project":"worklife","slug":"20210817-how-to-ask-your-boss-for-a-hybrid-working-set-up","cacheLastUpdated":1634592730248},"worklife\u002Farticle\u002F20211005-why-do-cover-letters-still-exist":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211005-why-do-cover-letters-still-exist","_id":"61634cdb45ceed1395765601","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fbryan-lufkin"],"bodyIntro":"Writing cover letters for applications is tedious and may seem pointless – but you need one now more than ever.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EJob applications are not fun, but most parts of the process seem to be a necessary evil. Proofread your CV, prepare for a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews\"\u003Emarathon of interviews\u003C\u002Fa\u003E, send a thank-you email after each one. Yet, one step of the employment application process seems curiously outdated: composing a cover letter.\u003C\u002Fp\u003E\n\u003Cp\u003ENot only do \u003Ca href=\"https:\u002F\u002Fwww.morningbrew.com\u002Fdaily\u002Fstories\u002F2021\u002F05\u002F04\u002Fwrite-cover-letter-not-hate-process\"\u003Emany of us\u003C\u002Fa\u003E \u003Ca href=\"https:\u002F\u002Fwww.workitdaily.com\u002Fwriting-cover-letters-hate\"\u003Ehate writing cover letters\u003C\u002Fa\u003E, but they often \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fdo-you-really-need-cover-letter-andrew-seaman\u002F\"\u003Eseem pointless\u003C\u002Fa\u003E. One 2017 survey showed only \u003Ca href=\"https:\u002F\u002Fwww.jobvite.com\u002Fwp-content\u002Fuploads\u002F2017\u002F05\u002F2017_Job_Seeker_Nation_Survey.pdf\"\u003E26% of US recruiters consider\u003C\u002Fa\u003E cover letters important in the hiring process. If nothing else, cover letters feel as outdated as a faxed CV – and especially now, in a market favouring workers, should job applicants really have to waste time on the step they hate so much?\u003C\u002Fp\u003E\n\u003Cp\u003EYes, some recruiters still say. Ultimately, your cover letter is “your one opportunity” to stand out – to show off what specifically you bring to the position in a way that you can’t fully describe in your CV or with an online profile. And perhaps surprisingly, cover letters may be more important than ever.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe labour of letters\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ETraditionally, we’re told cover letters build on your resume. They showcase your personality; they explain why a specific role excites you. But that’s precisely why job hunters loathe writing them – it takes a long time to craft one, and then tweaking it or writing a new one from scratch for every single job application takes even longer.\u003C\u002Fp\u003E\n\u003Cp\u003ECranking out a cover letter can feel especially daunting if writing isn’t your forte. It’s easier to understand why candidates in creative industries might need a good cover letter. But for others, a sharp cover letter may seem an excessive ask for a job requiring specific technical skills (and maybe no writing at all).\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211005-why-do-cover-letters-still-exist-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I look at it as kind of wearing make-up to an interview. It’s showing that you’re taking it seriously – Kristie Loescher","id":"worklife\u002Farticle\u002F20211005-why-do-cover-letters-still-exist-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESpending hours on a draft can feel even more tedious when contrasted with simpler application processes such as LinkedIn’s Easy Apply, which requires a single click. It’s often unclear why a particular company requires more from candidates at the initial application stage. And, when some recruiters openly acknowledge they don’t read cover letters – at least not as soon as an application crosses their desk – it’s difficult to know how much effort you should put into a cover letter at all. \u003C\u002Fp\u003E\n\u003Cp\u003EIt’s well known, after all, that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200715-the-reason-employers-love-online-job-portals\"\u003Emany companies use online portals\u003C\u002Fa\u003E that don’t send your application to a human right away; AI and algorithms scan your CV for keywords, and throw it out if those targeted terms aren’t on it. In that case, why write a cover letter for an application that may get rejected before it even reaches a person?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EMore relevant than ever?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYet, experts argue there’s never been a \u003Cem\u003Emore\u003C\u002Fem\u003E important time to include a solid cover letter with your application. \u003C\u002Fp\u003E\n\u003Cp\u003EFirst, writing a decent, detailed letter is indicative that you’ll put some work in to secure the role. “I look at it as kind of wearing make-up to an interview. It’s showing that you’re taking it seriously – you’re willing to put in some effort,” says Kristie Loescher, senior lecturer of management at the University of Texas, Austin, who teaches business communications. \u003C\u002Fp\u003E\n\u003Cp\u003ECompanies may ask for cover letters – over simpler application processes like Easy Apply – because it influences the quality of applicants. With simple processes, recruiters may get a lot of resumes that don’t match the job description, or people who are “just out there fishing”, says Loescher. But a cover letter immediately adds to your application, and proves you care about \u003Cem\u003Ethis\u003C\u002Fem\u003E particular role. Loescher, for example, says when she reads cover letters, she’s looking for passion and enthusiasm; she wants to find “people who are really excited about wearing [the University of Texas’s] burnt orange”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211005-why-do-cover-letters-still-exist-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09xswn0"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211005-why-do-cover-letters-still-exist-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECover letters also matter because you can use them to explain any gaps – something relevant to many people who’ve been made redundant or dropped out of the workforce during the pandemic, says Kimberly McNeil, HR knowledge advisor at the Society for Human Resource Management (SHRM). McNeil says even though it’s a job-seeker’s market, many people are acting on epiphanies they’ve had during the pandemic to seek out work that is more meaningful to them or gives them more flexibility. That means that for many roles, the cover letter remains “pivotal” to setting yourself apart. \u003C\u002Fp\u003E\n\u003Cp\u003EExplaining your motivation is also particularly important if you’re trying to change careers. If you’re applying for a creative job, but have been in a corporate environment your whole career, how can you convince them you’re actually creative? In your cover letter, experts say, using persuasive language and concrete examples will do the trick. “It’s addressing concerns without naming concerns,” says Loescher. Your cover letter can help pre-emptively answer questions a hiring manager may have when they read your CV, and help increase your chances of securing an interview.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAct like it’s ‘going to come into play’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EImportantly, not every company, sector or position is going to treat a cover letter equally. Some will give them more weight than others, to identify a certain skill or passion; some simply want to see one attached, as a signal that the candidate didn’t apply just because they could do it in one click.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211005-why-do-cover-letters-still-exist-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Your cover letter may come into play further on in the application process – and could potentially be read by multiple people","id":"worklife\u002Farticle\u002F20211005-why-do-cover-letters-still-exist-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor instance, especially at big corporations, McNeil says your cover letter may very well may go unread, at least at first. But it may come into play further on in the application process – and could potentially be read by multiple people. At smaller companies, especially start-ups, it may come into play a lot sooner. Tinier companies may not have the kind of AI-monitored application portals that big firms do, “so it is possible that the cover letter may be the applicant’s introduction to the employer”, says McNeil. \u003C\u002Fp\u003E\n\u003Cp\u003EThe writing process is still onerous, however. Loescher recommends keeping a cover letter template handy, and simply filling in the blanks with bits relevant to that role or company. You do want to be specific and original, and don’t want to sound scripted, but efficiency is key to staying sane. You need to balance the effort of writing one, says Loescher, “with the possible chance that it may make a difference”.  \u003C\u002Fp\u003E\n\u003Cp\u003EYou can never know for sure when in the process a recruiter will read your cover letter. “I think a lot of times, we get bogged down with thinking ‘will it or won’t it [be read]’,” says McNeil. “Just assume that it’s going to come into play at some point.”\u003C\u002Fp\u003E\n\u003Cp\u003EThis means as a candidate, you have to respond accordingly – however pointless it may feel.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211005-why-do-cover-letters-still-exist-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-10-11T15:04:28Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why do cover letters still exist?","headlineShort":"Why do cover letters still exist?","image":["p09xswnd"],"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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p09xswn0"],"relatedStories":["worklife\u002Farticle\u002F20210927-the-overemployed-workers-juggling-remote-jobs","worklife\u002Farticle\u002F20210923-what-workers-really-want-to-keep-from-quitting","worklife\u002Farticle\u002F20210817-how-to-ask-your-boss-for-a-hybrid-working-set-up"],"relatedTag":null,"summaryLong":"Writing cover letters for applications is tedious and may seem pointless – but you need one now more than ever.","summaryShort":"Perhaps surprisingly, you need a 'pointless' cover letter more than ever before","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-10-10T20:23:32.787118Z","entity":"article","guid":"a0116143-d0d6-4420-b2f4-115045a04442","id":"worklife\u002Farticle\u002F20211005-why-do-cover-letters-still-exist","modifiedDateTime":"2021-10-11T12:19:56.092207Z","project":"worklife","slug":"20211005-why-do-cover-letters-still-exist","cacheLastUpdated":1634592730247},"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday","_id":"615361c645ceed2f8b330893","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fbarbara-woolsey"],"bodyIntro":"As the weeks drag on and individual days lose meaning, embracing a Nordic tradition may give us reason to celebrate, just because.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen the Arctic winds pick up, blasting drifting snow, Harpo Adolfsson has his work cut out for him. Adolfsson, a 63-year-old machine operator at the famous Icehotel in Jukkasjärvi, northern Sweden, clears away the powdery mounds atop walkways and roads. On especially gusty days, he works up to 12 hours, from as early as 0400. “Working with machines, you must be alert all the time, so it can be really tiring,” he says. “Sometimes, it’s a long wait to the weekend.”\u003Cbr \u002F\u003E \u003Cbr \u002F\u003E Four years ago, Adolfsson and a few colleagues started meeting on Wednesday nights to break up the workweek. They pour pints of Guinness by candlelight, and take turns cooking at each other’s homes. Their Danish colleague brings \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Ffood\u002Frecipes\u002Fsmrrebrd_with_fish_cakes_37531\"\u003Esmørrebrød\u003C\u002Fa\u003E, while Adolfsson likes making homemade hamburgers and reindeer. “You never know what we’re going to have,” he says. “Sometimes it’s something fried, or salmon. Sometimes it’s a three-course meal.” \u003C\u002Fp\u003E\n\u003Cp\u003EAdolfsson says the Wednesday get-togethers, replete with good food and lively conversation, keep up his spirits by consistently giving him something to look forward to – especially in the winter when the sky is dark for up to 20 hours daily. “It makes me happier because you know it’s going to happen and it’s going to be nice,” he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Sometimes, it’s a long wait to the weekend – Harpo Adolfsson","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAdolfsson’s gatherings are an example of the practice of ‘Little Saturday’, or \u003Cem\u003Elillördag\u003C\u002Fem\u003E. It’s a Nordic cultural tradition in which Wednesdays are regarded as opportunities for little weekend-like celebrations. According to Rickard Grassman, department head of management and senior lecturer at Stockholm University, the expression comes from when servants and maids worked on Saturdays and had a weekday off instead. “Historically, it has since been put into motion as a kind of little holiday in the middle of the week when people need time to blow off steam.” \u003C\u002Fp\u003E\n\u003Cp\u003EAs the pandemic has blurred the line between workdays and weekends, borrowing this Nordic tradition can be a way to calibrate the week, and even infuse a little bit of celebration and relief into the mundanity of yet another day at home. This is especially welcome during a time when prioritising health and happiness is more important than ever, says Grassman. “Having a more measured, moderate view on work-life balance creates a stabler sense of what happiness means,” he says. “Some extra time to treat ourselves to Little Saturdays is a good start to looking forward with optimism.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p095hxwt"],"imageAlignment":"centre","imageAltText":"Harpo Adolfsson and friends (Haddock Elisabeth Photography)","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA small treat – and perhaps a big relief\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ENot every Swede participates in lillördag, but the practise resonates with some, like Adolfsson, who find that the midweek break lifts their spirits. And although any weekday can technically be a lillördag (in Norway and Demark, Little Saturday is similarly called \u003Cem\u003Elille lørdag\u003C\u002Fem\u003E), it’s most commonly observed on Wednesdays. University students might party hard with pub specials, but Little Saturday can also be a quiet evening with family and friends or any excuse to pamper oneself. On Instagram, tens of thousands of \u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fexplore\u002Ftags\u002Flill%C3%B6rdag\u002F\"\u003Eposts tagged #lillördag\u003C\u002Fa\u003E show off indulgences from oysters and Champagne to campfires. \u003C\u002Fp\u003E\n\u003Cp\u003ELillördag is a square contrast to the North American concept of ‘Hump Day’, which frames Wednesday as a runner-up to Monday for worst day of the week; you’re \u003Cem\u003Ealmost \u003C\u002Fem\u003Ethrough, but still have plenty of time to go before the weekend. According to Constanze Leineweber, associate professor at the Stress Research Institute of Stockholm University, perceiving Wednesday as Little Saturday can make the workweek more bearable – especially now when our days in isolation seem to \u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Fartickel\u002F20200520-why-lockdown-life-feels-like-its-going-faster\"\u003Eblur together\u003C\u002Fa\u003E “with no end in sight”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"You can become motivated with smaller goals within the week which you can reach and get a reward for - Constanze Leineweber","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Something like Little Saturdays can be quite wise in helping people to create structure and fulfilment even when they’re feeling lost,” she adds. “You can become motivated with smaller goals within the week which you can reach and get a reward for… and not totally lose the context and structure that we need.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Little Saturdays are about staying sane’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWhile Sweden ranks first on the EU’s \u003Ca href=\"https:\u002F\u002Feige.europa.eu\u002Fpublications\u002Fgender-equality-index-2020-sweden\"\u003EGender Equality Index 2020\u003C\u002Fa\u003E, women are still at a greater risk for emotional exhaustion due to a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200303-how-sweden-is-fixing-the-housework-gender-gap\"\u003Elack of work-life balance\u003C\u002Fa\u003E, says Leineweber, who studies work-family conflict in the Nordic countries. Her research shows that women are \u003Ca href=\"https:\u002F\u002Fwww.frontiersin.org\u002Farticles\u002F10.3389\u002Ffpsyg.2018.00640\u002Ffull\"\u003Eless likely than men\u003C\u002Fa\u003E to use their time outside work for relaxation, instead focusing on household and family demands. \u003C\u002Fp\u003E\n\u003Cp\u003EFor Stockholm-based Anitha Clemence, a mother of two, and Ann Söderlund, a mother of five, the self-care practice of lillördag has become even more important to their lives during Covid-19. Clemence allows her kids to have dessert like chocolate cake or Sweden’s beloved \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fhealth-43245138\"\u003Epick-and-mix candy\u003C\u002Fa\u003E, and puts on lipstick to meet friends on Zoom. Söderlund and her husband order in food for their boys aged four to 18.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p095hy0h"],"imageAlignment":"centre","imageAltText":"Anitha Clemence and Ann Soderlund","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Growing up, every day we had some lillördag because my daddy was a journalist, and we travelled and moved around a lot. It’s in my blood,” explains Söderlund who, like her friend Clemence, is Swedish actress and writer. \u003C\u002Fp\u003E\n\u003Cp\u003ESix years ago, the tradition inspired the pair to start a podcast aptly called Lillelördag, which they release every Wednesday. They go back and forth on taboo issues related to relationships, motherhood and lifestyle, cutting loose and living by their motto, “Nothing is sacred on Little Saturday”. Clemence and Söderlund’s programme has amassed a large following of mostly female listeners, and Lillelördag is one of Sweden’s top 50 podcasts. According to Clemence, the co-hosts have been touched to hear how the podcast is playing an important part in listeners’ lives during the pandemic, providing them with a fun soundtrack for their outdoor walks and lunch breaks, stirring that Little Saturday feeling.\u003C\u002Fp\u003E\n\u003Cp\u003E“Little Saturdays are about staying sane,” laughs Clemence. “We have always encouraged our listeners to treat themselves on Little Saturday to something extra just because … it helps us so much.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EIt’s the little things\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWith no definitive end in sight for the pandemic – and, subsequently, our dragging workweeks – borrowing the Nordic lillördag practice could help us look forward to something each week as a pleasant break to the monotony. \u003C\u002Fp\u003E\n\u003Cp\u003ESöderlund, who contracted Covid-19 herself, says that the pandemic has helped her to remember how important life’s simple pleasures can be – and how in trying times, little things can make all the difference. “Every day I’m setting out at least 21 forks, knives and plates [for dinner], we are studying and working from home,” she says, exhaling. “During corona, lillördag has become even more important for me. It’s like, ‘Now I can just relax and have a glass of wine.’”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-02-03T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Lillördag: Sweden's workers de-stress with 'Little Saturday'","headlineShort":"The Nordic way to help de-stress","image":["p095hx7y"],"imageAlignment":"centre","imageAltText":"Harpo Adolfsson in his snow-clearing vehicle (Credit: Asaf Kliger)","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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p095xbzq"],"relatedStories":["worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday","worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation","worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma"],"relatedTag":null,"summaryLong":"As the weeks drag on and individual days lose meaning, embracing a Nordic tradition may give us reason to celebrate, just because.","summaryShort":"How 'Little Saturday' can lift our spirits and help us unwind","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-02-02T22:10:55.269314Z","entity":"article","guid":"2f2cdc5b-00c5-4bbc-9847-38435e8b74ab","id":"worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday","modifiedDateTime":"2021-09-02T05:18:08.654657Z","project":"worklife","slug":"20210129-lillrdag-swedens-workers-destress-with-little-saturday","cacheLastUpdated":1634592730250},"worklife\u002Farticle\u002F20210310-why-were-more-obsessed-with-cosy-living-than-ever":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210310-why-were-more-obsessed-with-cosy-living-than-ever","_id":"615360ac45ceed2f572a6024","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"With people spending more time at home, soft lighting and squishy sofas are increasingly in demand – yet cosy living is about more than just décor.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EGrowing up in the Philippines, Pearl De Guzman thought of cosiness as something that belonged to the bedrooms she saw on western TV shows. In her country, she says, cushions, string lights, candles and other hallmarks of cosy décor just weren’t part of the popular aesthetic.\u003C\u002Fp\u003E\n\u003Cp\u003EWhen the nation went into lockdown last March, however, De Guzman, 29, decided to create her own version of the spaces she saw on Pinterest in the two-room bungalow she shares with her mom, sister and four dogs. “I really wanted a space of my own because I was really anxious about what’s happening in the world,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EShe asked her uncle, a carpenter, to help build walls to partition off a small bedroom and office nook, and decorated the space with dried flowers artfully arranged in small vases, Polaroid-style photos from days on the beach and pastel desk organisers. She also purchased an air conditioner – an essential feature of cosiness in a region where temperatures regularly exceed 30 degrees Celsius.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile De Guzman’s initial interest in creating a cosy room was partly aesthetic, she’s come to appreciate her space even more for the sense of comfort it imparts, especially as a frontline pharmacy worker during the pandemic. “Looking at it now, I think it's one of the reasons why I'm still here and I'm still coping, even with the virus,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EOur global interest in all things cosy – from fluffy slippers and crackling fires to twinkly lights and indoor jungles – has soared during the pandemic. Across interiors products, keywords related to \u003Ca href=\"https:\u002F\u002Fwww.wgsn.com\u002Fli\u002Fp\u002Farticle\u002F90099#page5\"\u003Ecosy living\u003C\u002Fa\u003E jumped 46% in the UK and 11% in the US between November 2019 and November 2020, according to the trend forecasting agency WGSN. \u003Ca href=\"https:\u002F\u002Fbusiness.pinterest.com\u002Fen-gb\u002Fcontent\u002Fpinterest-predicts\u002Fcocoon-swoon\u002F\"\u003EPinterest declared\u003C\u002Fa\u003E “cocooning” one of its top trends for 2021, with searches for “cosy aesthetic outfits” up 100% from last year. On social media, the fascination with cosiness has gone global, making the leap from Scandinavian home décor accounts to South \u003Ca href=\"https:\u002F\u002Fwww.gmanetwork.com\u002Fnews\u002Flifestyle\u002Fhobbiesandactivities\u002F767316\u002Fthis-korean-design-aesthetic-will-help-you-turn-your-small-living-space-into-a-cozy-home\u002Fstory\u002F\"\u003EKorean influencers, Filipino Facebook groups\u003C\u002Fa\u003E and beyond.\u003C\u002Fp\u003E\n\u003Cp\u003EFor all its popularity, cosiness is a broad concept, invoking different images depending on one’s generation, nationality and internet habits. We can try to buy it with a pair of fleece pyjamas or a fluffy rug, but really it’s a feeling – one of safety, contentment and wellbeing. Given the events of the past year, it’s an unsurprising pursuit; when our phones ping daily with notifications of death tolls, civic unrest and climate disaster, cosiness promises sanctuary. “It's really the idea of being in a space where you feel entirely comfortable and where there's a sense of ease,” says Lisa White, WGSN’s director of lifestyle and interiors.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210310-why-were-more-obsessed-with-cosy-living-than-ever-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210310-why-were-more-obsessed-with-cosy-living-than-ever-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EMarketing a state of mind\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe rise of the current preoccupation with cosiness dates back to around 2015, says White. That year, former US president Donald Trump announced his run for office, the British parliament introduced the referendum that would eventually lead to Brexit and the height of Europe’s refugee crisis saw more than one million migrants arrive by sea. Probably not uncoincidentally, that same year, the Danish concept of “hygge” also entered the cultural lexicon in the English-speaking world, thanks largely to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fmagazine-34345791\"\u003Ea BBC trend story\u003C\u002Fa\u003E that \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Flifeandstyle\u002F2016\u002Fnov\u002F22\u002Fhygge-conspiracy-denmark-cosiness-trend\"\u003Einspired a wave\u003C\u002Fa\u003E of publishing deals.\u003C\u002Fp\u003E\n\u003Cp\u003EHygge, as these myriad books and articles explained, is the sense of cosy togetherness and appreciation of simple pleasures that helps carry Danes through long, cold winters. Imported to the UK and US, hygge also quickly became marketing gold – a buzzword used to sell everything from ceramic cookware to party games.\u003C\u002Fp\u003E\n\u003Cp\u003ERelated concepts from around the western world were also offered as lifestyle ideals – Norway’s \u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2019\u002F04\u002F30\u002Fhealth\u002Fnorway-koselig-hygge-cozy-nature-chasing-life-wisdom-project\u002Findex.html\"\u003Ekoselig\u003C\u002Fa\u003E, Sweden’s \u003Ca href=\"https:\u002F\u002Ftheculturetrip.com\u002Feurope\u002Fsweden\u002Farticles\u002Fforget-hygge-this-magical-swedish-philosophy-of-eating-junk-food-will-clear-your-winter-stress\u002F\"\u003Emysig\u003C\u002Fa\u003E, the Netherlands’ \u003Ca href=\"https:\u002F\u002Fwww.dutchamsterdam.nl\u002F155-gezellig\"\u003Egezellig\u003C\u002Fa\u003E, Germany’s \u003Ca href=\"https:\u002F\u002Fwww.thelocal.de\u002F20180927\u002Fdie-gemuetlichkeit\u002F\"\u003EGemütlichkeit\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.thelocal.de\u002F20180927\u002Fdie-gemuetlichkeit\u002F\"\u003E,\u003C\u002Fa\u003E Scotland’s \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Flifeandstyle\u002F2017\u002Fdec\u002F14\u002Fcosagach-is-the-scottish-hygge-more-about-wet-moss-than-warm-blankets\"\u003Ecòsagach\u003C\u002Fa\u003E – though none caught on with nearly the same enthusiasm as hygge.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210310-why-were-more-obsessed-with-cosy-living-than-ever-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It's really the idea of being in a space where you feel entirely comfortable and where there's a sense of ease – Lisa White","id":"worklife\u002Farticle\u002F20210310-why-were-more-obsessed-with-cosy-living-than-ever-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEven as that trend reached its saturation point, other ideas picked up steam. There was \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2018\u002F07\u002F12\u002Fstyle\u002Fjoy-of-missing-out-summer.html\"\u003EJOMO\u003C\u002Fa\u003E (or the “joy of missing out”) and \u003Ca href=\"https:\u002F\u002Fwww.ribbonfarm.com\u002Fseries\u002Fdomestic-cozy\u002F\"\u003E“domestic cozy”\u003C\u002Fa\u003E, a term coined by the writer and consultant Venkatesh Rao to describe a prevailing attitude and aesthetic among Gen Z that rejects pretentious displays of “aspirational lifestyle” in favour of real comfort, familiarity and idiosyncrasy. The \u003Ca href=\"https:\u002F\u002Fwww.vox.com\u002Fthe-goods\u002F2018\u002F9\u002F13\u002F17846864\u002Fhomebody-economy-netflix-wine-namastay-in-bed-sleep-brands\"\u003E“homebody economy”\u003C\u002Fa\u003E became an increasingly lucrative segment, targeted by direct-to-consumer bedding start-ups and alcohol brands alike.\u003C\u002Fp\u003E\n\u003Cp\u003EIn quarantine, Gen Z fuelled the rise of trends like \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fculture\u002Farticle\u002F20201208-cottagecore-and-the-rise-of-the-modern-rural-fantasy\"\u003E“cottagecore”\u003C\u002Fa\u003E and “grandmillennial”, two styles related to cosy living that embrace a romanticised ideal of simpler eras. While they have distinctive aesthetic elements – bucolic gardens and wicker baskets for the former, chintz furniture and ruffled curtains for the latter – they share a similar sense of nostalgia, comfort and escapism. They are, in a word, cosy, calling back to a time “when you felt cared-for and loved and didn't have to worry about the outside world”, says White.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210310-why-were-more-obsessed-with-cosy-living-than-ever-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210310-why-were-more-obsessed-with-cosy-living-than-ever-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EBack to nature\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EPsychologically, there are several reasons why people are attracted to the aesthetic markers of cosiness, says Lily Bernheimer, an environmental psychologist and the author of The Shaping of Us: How Everyday Spaces Structure Our Lives, Behaviour, and Well-Being.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EOne is the concept of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200929-how-biophilic-design-can-create-a-better-workspace\"\u003Ebiophilia\u003C\u002Fa\u003E, which refers to the innate attraction that humans have for the natural world.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“Even if you're inside working and you look out the window and see a tree, that simple view of something natural has the ability to sharpen your concentration to make you more focused and at the same time to relieve stress – to actually have a physical impact on blood pressure and the circulation of stress hormones,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile the most profound biophilic effects come from going outdoors and spending time in the natural world, she says, they can also be experienced to a lesser degree by interacting with natural elements and materials such as fire (candles), wood (rustic cabins) and wool (knitted blankets).\u003C\u002Fp\u003E\n\u003Cp\u003EThere is also the “prospect and refuge” theory, which posits that humans have a specific preference for spaces that are smaller and more cave-like, yet which open onto brighter, more open views. The enclosed space provides safety and refuge, while the expansive vista allows you to see any threats or opportunities that might be coming your way. (This same theory also helps explain the value of ocean-front homes.)\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210310-why-were-more-obsessed-with-cosy-living-than-ever-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"‘Cosiness’ as a concept is anathema to speed – so consumers are, in effect, rushing to slow down","id":"worklife\u002Farticle\u002F20210310-why-were-more-obsessed-with-cosy-living-than-ever-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“We believe that evolutionarily, these kinds of settings were advantageous to us as a species,” says Bernheimer. “We evolved to prefer them, and so we still can see our preferences coming out in design trends and real-estate prices.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe pandemic has accelerated our obsession with all things cosy – though, as White points out, ‘cosiness’ as a concept is anathema to speed, so consumers are, in effect, rushing to slow down.\u003C\u002Fp\u003E\n\u003Cp\u003EThroughout the past year especially, cosy living has expanded well beyond the glowing candles and woollen sweaters of Scandinavian winter. Today, says White, it includes rumpled linen sheets, leafy houseplants, outdoor furnishings like fire pits and backyard gardens, and even online worlds like the soothing Nintendo Switch game Animal Crossing and meditative \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2021\u002F02\u002F16\u002Fstyle\u002Fambience-videos-asmr-youtube.html\"\u003E“ambience videos” \u003C\u002Fa\u003Eand \u003Ca href=\"https:\u002F\u002Fi-d.vice.com\u002Fen_uk\u002Farticle\u002Fpkygzm\u002Fanonymous-korean-vloggers-meditative-content-youtube\"\u003E“silent vlogs”\u003C\u002Fa\u003E on YouTube – which gives the trend plenty of room to grow in countries like De Guzman’s.\u003C\u002Fp\u003E\n\u003Cp\u003EFor now, at least, most of the young pharmacy worker’s friends will have to settle for seeing photos of her space on social media. But she says some have been inspired to complete home improvement projects of their own, painting walls and cultivating potted plants – and she believes creating her cosy space served a valuable purpose. “I'm really glad that this trend was born during the quarantine period, because if not, I really don't know what I'd do.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210310-why-were-more-obsessed-with-cosy-living-than-ever-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-03-12T15:55:57Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why we're obsessed with cosy living more than ever","headlineShort":"The global obsession with cosy living","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"With people spending more time at home, soft lighting and squishy sofas are increasingly in demand – yet cosy living is about more than just décor.","summaryShort":"Why you've never been more eager to live, work and sleep in a cosy space","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-12T00:01:34.017809Z","entity":"article","guid":"a37b0ae6-9aa5-4eb8-a298-37e393069dde","id":"worklife\u002Farticle\u002F20210310-why-were-more-obsessed-with-cosy-living-than-ever","modifiedDateTime":"2021-09-02T05:20:17.455067Z","project":"worklife","slug":"20210310-why-were-more-obsessed-with-cosy-living-than-ever","cacheLastUpdated":1634592730250},"worklife\u002Farticle\u002F20210414-the-good-luck-snack-that-makes-taiwans-technology-behave":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210414-the-good-luck-snack-that-makes-taiwans-technology-behave","_id":"6153609645ceed23945ae286","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"In Taiwan, coconut-flavoured corn crisps are seen as good-luck charms that ensure high-tech machines co-operate. But why?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003ECrisps have a sacred role in office culture. They are the perfect mid-morning pick-me-up, the moreish side to a light sandwich lunch, or the fuel that keeps us going when meetings run past mealtimes.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EBut in Taiwan, one particular brand of crisps does more than keep hunger pangs at bay. Many of the island’s machines – from cash machines to radio transmission towers – seem to rely on the presence of green bags of puffy, coconut-flavoured corn crisps to stay in tip-top condition. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EInterviewees told the Taipei Times that \u003Ca href=\"https:\u002F\u002Fwww.taipeitimes.com\u002FNews\u002Ffeat\u002Farchives\u002F2020\u002F11\u002F19\u002F2003747175\"\u003Ethey see these crisps as amulets\u003C\u002Fa\u003E – or good luck charms – that, if used properly, will ensure that technology behaves well and doesn’t break down. They place bags of this humble snack, known as ‘Kuai Kuai’ (or 'Guai Guai'), on or around vital machines in many of the island’s laboratories, banks and even hospitals to ensure the machines continue to do their jobs.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EBut how did this savoury product end up assuming near-mythical protective properties and, in a technologically advanced society that supplies \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-56598883\"\u003Emost of the world’s semiconductors\u003C\u002Fa\u003E, why exactly do people buy into it? \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003E‘Be good’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ENo one is entirely sure exactly when or how the green bags of Kuai Kuai crisps became seen as symbolic tech whisperers whose mere presence could keep electronics in line. The Kuai Kuai company was established in 1968 by Liao Jing Gang and his son Spencer, a team who needed to find a way to keep their main business, a pharmaceutical importing and manufacturing company, busy during slow periods, so they began making snacks and confectionery. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E“Kuai Kuai were specifically created to be sold to children. Back then, there was nothing like that on the market,” says Irene Liao, who is Spencer’s daughter and the firm’s current general manager. But that all changed when the crisps, whose name means ‘behave’ or ‘be good’ in both Mandarin and Taiwanese, caught the eye of a graduate student.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210414-the-good-luck-snack-that-makes-taiwans-technology-behave-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The student was in IT, his story spread by word-of-mouth and the Kuai Kuai legend was born","id":"worklife\u002Farticle\u002F20210414-the-good-luck-snack-that-makes-taiwans-technology-behave-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003E“It apparently all started with this graduate student who was working on his thesis and his computer kept crashing. So, he had the idea that his device might have needed a talisman,” she says. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Ca href=\"https:\u002F\u002Fwww.hoajonline.com\u002Fnursing\u002F2056-9157\u002F1\u002F1\"\u003ELucky charms\u003C\u002Fa\u003E still play a significant role in Taiwanese society regardless of industry, so it is understandable that the student felt he needed one. And there would have been logic behind using a green bag of Kuai Kuai crisps; the name was right (‘be good’) and there is a general assumption that green is synonymous with ‘go’, as it would be on a traffic light – so the student put the bag on his computer. “Next thing he knew, the computer was working normally, and he was able to get his thesis done in time,” Liao says. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EBut even Liao says she had to track down the story of Kuai Kuai’s metamorphosis from children’s snack to technology-tamer online, because she had only heard it third hand. As far as she knows, the student was in IT, his story spread by word-of-mouth and the Kuai Kuai legend was born.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210414-the-good-luck-snack-that-makes-taiwans-technology-behave-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Talisman on a car in Taiwan","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210414-the-good-luck-snack-that-makes-taiwans-technology-behave-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EThe company says it hasn’t promoted the tech-protecting properties of its product. “The story grew and developed organically, [which means] different people from different industries are able to put their own interpretation into how they think the bags ought to be used,” says Liao. A case in point – as well as being used on cash machines, \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fposts\u002Faccton_taiwan-quality-electronics-activity-6651012316072640512-CZa1\u002F\"\u003Eoffice servers \u003C\u002Fa\u003Eand copying machines, bags of Kuai Kuai are also being used in hospitals across Taiwan to keep critical machines like ventilators going. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThey can be found at radio transmission sites, too. Lionel Leng, an engineer who has worked at International Community Radio Taipei off and on since the 1990s, doesn’t remember when the practice began, let alone who started it. But he says he started using the crisps because he’d seen other people in his profession do it. “I saw what they did with the bags, and then I’d ask the other engineers what they were, and they would say, ‘oh those are Kuai Kuai’, which means ‘listen to me’ or ‘obey’, so the machines would do that.” \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003EObey the rules\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAlthough Kuai Kuai’s role in the tech workspace evolved organically, the crisps’ use is governed by a set of \u003Ca href=\"http:\u002F\u002Fwww.taipeitimes.com\u002FNews\u002Ftaiwan\u002Farchives\u002F2012\u002F08\u002F25\u002F2003541158\"\u003Ehard-and-fast rules\u003C\u002Fa\u003E. Kuai Kuai bags may come in three colours – the other two are yellow for five-spice and red for chocolate – but everyone knows that \u003Ca href=\"https:\u002F\u002Fwww.campus.sg\u002Fthis-taiwanese-snack-ensures-your-tech-works-properly-campus-sg\u002F\"\u003Eonly the green bags can be used on machines\u003C\u002Fa\u003E. “Both yellow and red are colours that signal caution and alarm,” explains Leng.  \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThe bags also cannot be used as amulets beyond their expiration date, so Leng says they are usually swapped twice a year – once during the start of the Lunar New Year, which normally takes place around February, and again during the Ghost Festival in July. And lest you think you can get away with displaying empty bags of Kuai-Kuai, those in the tech world say the snack shouldn’t be consumed, otherwise you technically void its protective warranty.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210414-the-good-luck-snack-that-makes-taiwans-technology-behave-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Kuai Kuai crisps, sitting on a laptop","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210414-the-good-luck-snack-that-makes-taiwans-technology-behave-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EAnd it’s \u003Ca href=\"https:\u002F\u002Fweb.archive.org\u002Fweb\u002F20111029211512\u002Fhttp:\u002F\u002Fudn.com\u002FNEWS\u002FNATIONAL\u002FNAT5\u002F6680814.shtml\"\u003Enot just\u003C\u002Fa\u003E the tech sphere that relies on these good-luck charms; Irene Liao says bags of Kuai Kuai make their way overseas when performing artists go offshore and they need to make sure their equipment is protected. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EWhile Peter Hsu, who has an advanced degree in photonics technologies, was working on his post-graduate degree at university, he said bags of Kuai Kuai could be found in the laboratories. “I really don’t know if people buy this [the idea that the bags keep tech from breaking down], but everyone does it because it doesn’t hurt,” he says. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003EThe power of ambiguity\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EKuai Kuai can even be found at Academia Sinica, Taiwan’s premier research institute. Ting Jen-Chieh, a research fellow who specialises in social psychology, confirms that the institute’s technicians have been laying out bags of Kuai Kuai since 2002. To discourage rodents, the Kuai Kuai bags are themselves protected by being kept in their boxes.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210414-the-good-luck-snack-that-makes-taiwans-technology-behave-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We believe there is plenty of ambiguity between what is believable and what isn’t – Ting Jen-Chieh","id":"worklife\u002Farticle\u002F20210414-the-good-luck-snack-that-makes-taiwans-technology-behave-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003ETing, who is attached to the Institute of Ethnology, believes the use of Kuai Kuai reflects several trends: that the practice was something that everyone wanted to try, that it was not viewed as illogical because everyone else was doing it, and that it was a ritual that everyone undertook because there was a genuine fear that without the bags, machines might actually break down. “Some people may believe it, some may not, but we believe there is plenty of ambiguity between what is believable and what isn’t, which is why it continues to be done,” he says. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EIrene Liao is grateful that her father and grandfather’s legacy is so keenly appreciated by Taiwan’s workforce, especially since belief in the crisps’ power as a tech whisperer has helped the brand endure. “This is the only place in the world where a snack brand can become a cultural phenomenon. I cannot see that happening anywhere else,” she says. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd even though she believes that only a small portion of the crisps that are purchased are actually consumed, she is not tempted to skimp on the quality of the ingredients used to make Kuai Kuai because, as she puts it: “They’re meant to be eaten.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210414-the-good-luck-snack-that-makes-taiwans-technology-behave-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-04-16T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The 'good luck' snack that makes Taiwan's technology behave","headlineShort":"The snack that's too lucky to eat","image":[],"imageAlignment":"centre","imageAltText":"Kuai Kuai crisps","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"In Taiwan, coconut-flavoured corn crisps are seen as good-luck charms that ensure high-tech machines co-operate. But why?","summaryShort":"Why Taiwan's cash machines and copiers depend on coconut crisps","tag":[],"textToSpeech":false,"creationDateTime":"2021-04-14T19:58:29.851974Z","entity":"article","guid":"e69208f2-2f68-4405-8dcb-d550b2775562","id":"worklife\u002Farticle\u002F20210414-the-good-luck-snack-that-makes-taiwans-technology-behave","modifiedDateTime":"2021-09-02T05:21:49.201229Z","project":"worklife","slug":"20210414-the-good-luck-snack-that-makes-taiwans-technology-behave","cacheLastUpdated":1634592730250},"worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday","_id":"6153606f45ceed6c530c9759","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmaddy-savage"],"bodyIntro":"Nights out may be back on in many countries, but the Swedish concept of 'fredagsmys' champions spending Friday evenings on your sofa – preferably with tacos.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMeatballs and herrings are the global faces of Swedish cuisine, yet Sara-Lena Waxin struggles to remember a time when Mexican-inspired tacos weren’t the Friday night staple at her family’s home in Uppsala. “It was a big part of my childhood, we had tacos once or twice a month at least,” says the archivist, who grew up in the 1990s. “And everyone still does it.”\u003Cstrong\u003E \u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor the past three decades, supermarket-bought taco shell or tortilla kits have been a \u003Ca href=\"https:\u002F\u002Fwww.foodfriends.se\u002Fwp-content\u002Fuploads\u002F2020\u002F06\u002FMatrapporten_2020_web.pdf\"\u003Ego-to Friday night dish\u003C\u002Fa\u003E in Sweden, which is one of the \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F22366640\u002F\"\u003Ebiggest consumers of Mexican food\u003C\u002Fa\u003E in Europe. And tacos have become the core symbol of a much-loved Nordic concept called \u003Cem\u003Efredagsmys\u003C\u002Fem\u003E, or ‘cosy Friday’.\u003C\u002Fp\u003E\n\u003Cp\u003EInstead of staying late at the office, or going out for drinks with colleagues, fredagsmys is about embracing a softer end to the working week, by heading home early to enjoy a feel-good, no-frills meal, followed by crisps or sweets on the sofa. Families usually watch TV or a movie together, with blankets and candles brought in as essential accessories during the long, dark winter. “You just relax at the end of the week, and you eat nice food, hang out with your family and spend time together,” explains Waxin.\u003C\u002Fp\u003E\n\u003Cp\u003EA study for a food delivery firm last year \u003Ca href=\"https:\u002F\u002Fwww.livsmedelsnyheter.se\u002Fny-rapport-fastslar-svenskarna-alskar-sitt-fredagsmys\u002F\"\u003Esuggested 98% of Swedes enjoy fredagsmys at least once a month\u003C\u002Fa\u003E, and the majority would choose a ‘cosy Friday’ above any other activity, including a gig, a cinema night, exercising and even sex. This might come as a surprise to those in awe of Sweden’s famously \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Freel\u002Fvideo\u002Fp08wwmfc\u002Fthe-scandinavian-way-to-tackle-winter\"\u003Ehealthy, outdoors-focused lifestyle\u003C\u002Fa\u003E. But fredagsmys has become a deep-rooted ritual that affords Swedes a weekly treat, while upholding the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20151124-the-best-city-for-working-families\"\u003Ecountry’s strong family values\u003C\u002Fa\u003E and obsession with work-life balance.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09j7wgq"],"imageAlignment":"centre","imageAltText":"swedish family preparing tacos","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EFredagsmys nights\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ENobody is sure exactly how or when fredagsmys was formally conceptualised, but the term made its way into the \u003Ca href=\"https:\u002F\u002Fwww.svenskaakademien.se\u002Fpress\u002Fny-upplaga-av-svenska-akademiens-ordlista-saol\"\u003ESwedish dictionary in 2006\u003C\u002Fa\u003E, after a few historical shifts converged to popularise the tradition. Until the late 1980s, television was a publicly-funded state monopoly in Sweden, but when the government allowed \u003Ca href=\"https:\u002F\u002Fmedialandscapes.org\u002Fcountry\u002Fsweden\u002Fmedia\u002Ftelevision\"\u003Ecommercial players into the market\u003C\u002Fa\u003E, this gave families a bigger selection of shows to watch together. It also opened the door to Sweden’s first TV adverts, which capitalised on the family-viewing trend. Advertisers initially began marketing European and North American comfort foods like burgers, pizzas and potato crisps, as low-effort snacks optimised for fredagsmys nights.\u003C\u002Fp\u003E\n\u003Cp\u003ETacos slowly took off as the fredagsmys meal of choice in the 1990s, when Sweden bounced back from a financial crisis and embraced a more global outlook.\u003C\u002Fp\u003E\n\u003Cp\u003E“People were really, really interested in eating new things and buying foreign things,” says Sofi Tegsveden Deveaux, \u003Ca href=\"https:\u002F\u002Fwww.lysforlag.com\u002Fshop\u002Fworking-in-sweden\u002F?lang=en\"\u003Ean author and lecturer on Swedish culture\u003C\u002Fa\u003E and values. She was a teenager when the tacos craze started, and believes tortillas became a hit because they offered a seemingly exotic alternative that was still “fast and easy” to prepare. In Sweden, taco kits typically include ready-made shells or tortillas alongside packets of pre-mixed spices and tubs of ready-to-dip salsa or guacamole. Over the years, Swedes have also put their own unique spin on the meal, with cucumbers, nuts, yoghurt and even bananas sometimes laid out as alternative toppings.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The majority would choose a ‘cosy Friday’ above any other activity, including a gig, a cinema night, exercising and even sex","id":"worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESome Mexicans, like Malmö-based Leslie Alfredsson, believe Swedes are missing the taste of more authentic tacos, which she says should be “newly baked”, “more spicy” and certainly served without fruit. But the 37-year-old, from Mexico City, agrees the fredagsmys concept still has meaning, no matter what’s on the table.\u003C\u002Fp\u003E\n\u003Cp\u003E“In Mexico and other countries, Friday is more like a party... I think this part of fredagsmys that you are actually at home with your family is something very loveable. [Swedes] just take the time to chill and be together.”\u003C\u002Fp\u003E\n\u003Cp\u003EJonas Engman, an ethnographer at Stockholm University, says tacos – and other finger foods – help promote this feeling of togetherness, because they offer a sociable experience, similar to a classic Nordic \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fblogs\u002Ffood\u002F2011\u002F12\u002Fa-scandi-christmas.shtml\"\u003Esmörgårsbord\u003C\u002Fa\u003E buffet. Children and parents can share different toppings, while indulging their own individual tastes. “When my kids were small, they liked it because it’s very easy – you can make your own taco at the table.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe simplicity and versatility of tacos also work well in a country with strong gender-equal ideals, argues Tegsveden Deveaux. Sweden has the \u003Ca href=\"https:\u002F\u002Fec.europa.eu\u002Feurostat\u002Fweb\u002Fproducts-eurostat-news\u002F-\u002FEDN-20200306-1\"\u003Ehighest proportion of working mothers in Europe\u003C\u002Fa\u003E, so there’s rarely “a housewife at home preparing dinner and taking care of the kids”. Fredagsmys tacos are handy for parents who “want to do something special because it’s the end of the week, but don't have the time to cook something advanced and complicated and fancy”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09j7wtj"],"imageAlignment":"centre","imageAltText":"leslie alfredsson","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA ‘symbolic shift’ to the weekend\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile spending Friday nights on the sofa might not sound so appealing after months of staying home during the pandemic, fredagsmys holds a special place in Swedes’ hearts, precisely because it’s a weekly, rather than daily, activity.\u003C\u002Fp\u003E\n\u003Cp\u003EIn a nation obsessed \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20151124-the-best-city-for-working-families\"\u003Ewith work-life balance\u003C\u002Fa\u003E, most people clock off by 1700, and make plenty of time for hobbies. So, weeknights are often dedicated to embracing activities designed to boost their wellbeing, rather than simply flopping in front of the television. \u003Ca href=\"https:\u002F\u002Fec.europa.eu\u002Feurostat\u002Fweb\u002Fproducts-eurostat-news\u002F-\u002FDDN-20170302-1\"\u003ESome 53% of adults in Sweden spend at least two hours a week exercising\u003C\u002Fa\u003E, a proportion topped only by neighbouring Finland and Denmark. Sweden also has the \u003Ca href=\"https:\u002F\u002Fsweden.se\u002Fculture-traditions\u002F8-reasons-why-sweden-rocks\u002F\"\u003Ehighest number of choirs per capita in the world\u003C\u002Fa\u003E\u003Cspan\u003E,\u003C\u002Fspan\u003E and a booming amateur music scene. “In many families you might not have dinner together [during the week] because someone has an activity, both parents and children,” explains Tegsveden Deveaux.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In Mexico and other countries, Friday is more like a party... I think this part of fredagsmys that you are actually at home with your family is something very loveable – Leslie Alfredsson","id":"worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EShe says Swedes’ rather wholesome approach to mid-week activities is also influenced by \u003Ca href=\"https:\u002F\u002Fsweden.se\u002Fsociety\u002F9-fundamentals-of-religion-in-sweden\u002F\"\u003ELutheran work ideals, which have been prevalent in Sweden since the Middle Ages\u003C\u002Fa\u003E, despite a shift toward a highly secular society in recent decades. These ideals encourage a focus on hard work, and foster “a sense that you shouldn’t relax too much” or indulge yourself until the working week is over. Getting friends together for a spontaneous mid-week dinner for example is historically far less common than in other parts of the world, says Tegsveden Deveaux, and \u003Ca href=\"https:\u002F\u002Fwww.can.se\u002Fapp\u002Fuploads\u002F2020\u002F01\u002Fcan-rapport-186-befolkningens-sjalvrapporterade-alkoholvanor-2004-2018.pdf\"\u003Ealcohol is often reserved for Friday and Saturday nights\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EFredagsmys\u003Cem\u003E, \u003C\u002Fem\u003Eby contrast, “marks a symbolic change from the work week to the weekend,” adds Engman. “It allows us to feel more comfortable and a little bit informal.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe enduring popularity of tacos\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThirty years since fredagsmys went mainstream, what’s perhaps most remarkable is how little the concept has changed. While many families have switched to watching streaming services, Friday night is still considered an important slot in television schedules, with Sweden’s mainstream channels continuing to invest in family-friendly programming, such as talent contests and game shows. Public service network SVT even has an online segment called Fredagsmyset promising 110 minutes of “non-stop-mys”, which currently includes quizzes and a show that tests out celebrities’ babysitting abilities.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09j7x23"],"imageAlignment":"centre","imageAltText":"sara lena waxin family taco night","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EDespite \u003Ca href=\"https:\u002F\u002Fwww.scb.se\u002Fen\u002Ffinding-statistics\u002Fstatistics-by-subject-area\u002Fpopulation\u002Fpopulation-projections\u002Fpopulation-projections\u002Fpong\u002Ftables-and-graphs\u002Fimmigration-and-emigration-by-sex-and-country-of-birth-and-projection\u002F\"\u003Erecord immigration\u003C\u002Fa\u003E that has brought in new cultural influences from around the world, and a boom in app-based food delivery services, demand for pre-packaged Mexican-inspired food has continued to grow. In a country of just 10 million, a recent study for Nielsen analytics showed that the Swedish Tex Mex market was worth $193m (1.6b SEK, £136m) in 2019, up from $8.4m in 1991. A 2020 nationwide survey found that \u003Ca href=\"https:\u002F\u002Fwww.foodfriends.se\u002Fwp-content\u002Fuploads\u002F2020\u002F06\u002FMatrapporten_2020_web.pdf\"\u003Etacos were still the most popular weekend meal choice in Sweden\u003C\u002Fa\u003E, although growing numbers of Swedes are swapping meat fillings for more climate-friendly \u003Ca href=\"https:\u002F\u002Fwww.svt.se\u002Fnyheter\u002Fekonomi\u002Fvegetarisk-boom-i-mataffarerna\"\u003Evegetarian alternatives\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EJonas Engman at Stockholm University believes fredagsmys has become an “institutionalised ritual” in Sweden, especially among its middle classes, which are growing rapidly. “So, to me, it’s very hard in the coming decade or two, to see that this is going to disappear,” he says. \u003C\u002Fp\u003E\n\u003Cp\u003E“Swedish people are quite keen on routines and traditions, and I think that it's almost like a nostalgic thing that if you had tacos as a kid on a Friday night, you might want to continue with the same,” agrees Tegsveden Deveaux. “Even when you pick up your kids at school, the teachers will go ‘enjoy your fredagsmys tonight!’. You can't really avoid it.”\u003C\u002Fp\u003E\n\u003Cp\u003ESo, next time you’re feeling guilty about a Friday night spent on the sofa, you can reassure yourself you’re merely embracing a deep-rooted Nordic cultural concept that promotes relaxation and time with loved ones. Just don’t forget to do something healthier for the rest of the week.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday-10"}],"collection":["future\u002Fpremium-collection\u002Ffamily-tree"],"disableAdverts":false,"displayDate":"2021-05-28T13:00:58Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Fredagsmys: The unlikely symbol of Sweden’s 'cosy Friday'","headlineShort":"Why the Swedes love 'cosy Fridays'","image":["p09j7x2m"],"imageAlignment":"centre","imageAltText":"sara lena waxin","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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday","worklife\u002Farticle\u002F20210310-why-were-more-obsessed-with-cosy-living-than-ever","worklife\u002Farticle\u002F20210414-the-good-luck-snack-that-makes-taiwans-technology-behave"],"relatedTag":null,"summaryLong":"Nights out may be back on in many countries, but the Swedish concept of 'fredagsmys' champions spending Friday evenings on your sofa – preferably with tacos.","summaryShort":"The end-of-week activity Swedes choose over sex","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-05-27T21:00:15.617162Z","entity":"article","guid":"34761dd5-6f60-4196-93e7-f39682e5e5cf","id":"worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday","modifiedDateTime":"2021-10-04T13:58:09.824661Z","project":"worklife","slug":"20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday","cacheLastUpdated":1634592730250},"worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday","_id":"6153607445ceed675b1dac8d","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The lines between life and work have never been so blurry. A German word shows us the importance of disconnecting, and may even help us reclaim some of our free time.","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\u003EMany of us are relieved to have ditched office commutes amid Covid-19, but what some see as a grind, others view as a ritual. For Nils Backhaus, who lives in Bochum, just outside Dortmund in Germany, even when he’s working from home commuting is still an essential part of his day that he can’t go without. At the end of the working day, around the time of 1700, the 34-year-old research and policy adviser for Germany’s Federal Institute for Occupational Safety and Health puts on his shoes, and gets on his racing bike to cruise through the tranquil landscapes along the Ruhr River.\u003C\u002Fp\u003E\n\u003Cp\u003EThis daily ride – what he calls his “fake commute” – mimics the trip he used to take returning from the office, before he transitioned to home working. It’s Backhaus’s way of recreating a more traditional start to ‘Feierabend’, a German word describing the time after work is done, and a period of leisure and rest begins.\u003C\u002Fp\u003E\n\u003Cp\u003E“‘Feierabend’ has two meanings,” says Christoph Stengel, a 41-year-old Berliner who works as a software developer at price-comparison website Idealo. “First, it's the moment you stop working for the rest of the day – of course, [it’s] a good feeling then. Second, it's the part of the day between work and going to bed.”\u003C\u002Fp\u003E\n\u003Cp\u003EIt might seem surprising that Germans, who are often stereotyped as hard, efficient workers, cherish their leisure time so protectively. But the concept of Feierabend is also linked to a very capitalist mentality that companies get more productivity – and therefore more value – out of their labour force if workers are allowed clear periods of rest after work.\u003C\u002Fp\u003E\n\u003Cp\u003E“You have to rest after work directly, you can’t do double time the next day,” says Backhaus. “The stress and recovery go hand in hand. It’s like a bodily rhythm.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor workers struggling to adapt to remote work – and as many freelancers well know – one of the largest issues with the shift is that there’s no clear end to the workday. Even if you work abnormal hours due to other demands in your life or personal preference, remote working makes it easy to put in more hours than you should. Many Germans would argue that a clean disconnection is needed — and that’s where Feierabend can help.\u003C\u002Fp\u003E\n\u003Cp\u003EFor non-Germans, the concept of Feierabend can get a little murky in translation. Roughly speaking, it’s a portmanteau of ‘celebration’ and ‘evening’ that’s sometimes interpreted as ‘quitting time’ or ‘happy hour’. But that’s not quite right.\u003C\u002Fp\u003E\n\u003Cp\u003E“Some translations mix it a little up,” says Backhaus. “The original meaning isn’t to party. When this word was dubbed for this, it was like the beginning of leisure time or free time and rest in the evening, and so it’s attached to the time when we had a lot of religious life in the evening.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn early agricultural days, the ringing of the church bells signalled the end of the workday and the start of evening prayers and rest. Later, “in the context of industrialisation, questions of how to handle ‘time’ on a daily basis became vital to an increasing number of people due to new kinds of labour and changing working conditions”, says Dr Caroline Rothauge, assistant professor of modern and contemporary history at the Catholic University of Eichstätt-Ingolstadt. “Factory workers and trade employees fought for shorter working hours and, thus, resting periods such as a ‘Feierabend’ or a weekend.”  She adds that a common idea around the 1900s was that ‘free time’ should be used to regenerate body and mind. “Thus, work and free time were conceived as two sides of the same coin. Using free time adequately makes one fit for working again and, at best, even increases one’s performance.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Many Germans would argue that a clean disconnection is needed — and that’s where Feierabend can help","id":"worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAdvocates of this “hygiene of work” philosophy recommended measures like going for walks outdoors and avoiding drinking or dancing (especially for young women). “They gave a lot of thought to, in their words, reforming and refining factory workers’ and trade employees’ ways to recreate and entertain themselves,” says Rothauge. “Only then could ‘real rest’ and thus ‘the functional use’ of their ‘free time’ be guaranteed.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhile the concept of Feierabend has evolved, there are still some legacies from its religious ties. Holidays and Sundays are known as Feiertage, or “rest days”, and protected under German law as “days of rest from work and of spiritual elevation”.\u003C\u002Fp\u003E\n\u003Cp\u003E“I strongly believe Feierabend means to connect to your core, meaning your family, your friends or your hobbies,” says Gene Gerrienne, a 31-year-old partner\u002Fcountry manager at start-up tracking service Early Metrics. Born in Köln, he lived in Germany until he was 22 and is now based in Greenwich, England. “Germans like to have a clear split between work time and me time. Because of that, I believe they put a lot of effort into being as efficient as possible at work, which enables them to fully switch off once the computer is, too.”\u003C\u002Fp\u003E\n\u003Cp\u003EFeierabend isn’t just a German word for ‘work-life balance’. While it’s related, ‘work-life balance’ is a term that can often end up just as nebulous in meaning as the problem it’s trying to correct. Instead, the German approach seems to acknowledge that there will always be tension between the work self and the private self. Rather than attempting to reconcile the two, the disconnection that comes with Feierabend establishes boundaries between them. It also usually creates a path between the two states, like dressing for the office and changing after work or, like Backhaus, replacing a commute with a bicycle tour.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMost importantly, the concept of Feierabend acknowledges that being at work, and in ‘work mode’, puts demands upon a person from which regular relief is needed.\u003C\u002Fp\u003E\n\u003Cp\u003EIn \u003Ca href=\"https:\u002F\u002Fwww.baua.de\u002FEN\u002FTopics\u002FThe-changing-world-of-work-and-occupational-safety-and-health\u002FMonitoring-working-conditions\u002FWorking-time-reporting\u002FWorking-time-reporting_node.html\"\u003Esurveys\u003C\u002Fa\u003E that Backhaus conducted in 2015, 2017 and 2019, researchers asked participants how satisfied they were about their work and private life. Backhaus says that the responses showed “that if boundaries are blurring, or if work time extends into private life through overtime, long working hours, or working at unusual times, then their satisfaction with work-life balance decreases”. \u003C\u002Fp\u003E\n\u003Cp\u003E“As a German, you can imagine that I love my routine,” says Gerrienne. But when lockdown set in, he switched to working from home, which affected his usual schedule. He says: “The boundaries between my work and personal life became more and more blurry. I remember one day, I was wondering why no one was responding to my Slack messages. It turned out it was Saturday – that’s when I realised I had to go about things differently.”\u003C\u002Fp\u003E\n\u003Cp\u003ETo help cope with the transition, Gerrienne says he began “a very rigid structure” that began in the morning with meditation, exercise, stretching and journaling. As he is a faster, he also trained himself to start getting hungry at a set time in the evening. \"That’s when I would stop working unless something very urgent popped up,” he says. “I closed the laptop and either studied, cooked or read a book. Discipline was key here!”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The concept of Feierabend acknowledges that work – and being in ‘work mode’ – places demands on a person from which regular relief is needed","id":"worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EA clean cut-off between the work-self and life-self, and finding a way to transition between the two states of being, isn’t just beneficial to the worker but beneficial to employers as well. “Even companies see that there’s a problem if people are always on and working 24\u002F7,” says Backhaus. “So, they have to take more time off, they’re more often calling in sick. There are a lot of problems that can be seen if this detachment is not possible.”\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, Feierabend is some days more of an ideal than others, and even Germans work longer hours than they should. One \u003Ca href=\"https:\u002F\u002Fwww.baua.de\u002FEN\u002FTopics\u002FThe-changing-world-of-work-and-occupational-safety-and-health\u002FMonitoring-working-conditions\u002FWorking-time-reporting\u002FWorking-time-reporting_node.html\"\u003Eworking time survey\u003C\u002Fa\u003E showed that full-time German employees work a weekly average of \u003Ca href=\"https:\u002F\u002Fwww.baua.de\u002FEN\u002FService\u002FPublications\u002FReport-brief\u002FF2398-3.html\"\u003Efive hours more\u003C\u002Fa\u003E than their contracted hours. But even with longer hours, putting a hard stop to the day when work is done can still be restorative.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd to Paula McLeod, founder of US-based executive-coaching company Success by Design, Feierabend “makes perfect sense”. Throughout the pandemic, McLeod has been coaching clients to take similar measures to distance themselves from work, since shifting to working from home. \u003Cstrong\u003E“\u003C\u002Fstrong\u003EPeople need something to replace the shift that happens when they commute to and from the office,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBackhaus says that even something as simple as changing clothes from something a bit smarter during work hours (say, switching from wearing trousers with a waistband during work to comfortable jogging pants after work) can help your mind switch from being “on” and in work mode to turning off for the evening. It’s important that “your mind is in line with what you’re doing right now”, he says. “These routines get lost in Covid-19’s boundarylessness of work and private routine, but help the body to adapt.”\u003C\u002Fp\u003E\n\u003Cp\u003EMindset is key, but so are new habits. Adopting a routine and establishing boundaries to help disconnect from work can begin with the individual, but they also resonate with colleagues – and, if you’re a manager, leading by example can help your team feel like they can disconnect too. For example, if childcare, obligations, time zones or personal preference have you working outside traditional hours, schedule emails to be sent during usual business hours so clocked-out workers don’t get a push notification or sense a need to respond just because someone else is on the clock.\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, drawing on the lessons of Feierabend might help remote workers who are feeling overwhelmed to reclaim both their personal life, and by extension, their work life – at least a little bit.  “When it comes to work-life balance, every individual has to find out what works best for them, and I believe there is no right or wrong answer,” says Gerrienne. “I think the biggest benefit of Feierabend is being in control of your life and making conscious decisions, rather than letting life take control over you.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday-10"}],"collection":[],"disableAdverts":false,"displayDate":"2020-10-07T15:54:53Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How 'Feierabend' helps Germans disconnect from the workday","headlineShort":"How Germans disconnect from the workday","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The lines between life and work have never been so blurry. A German word shows us the importance of disconnecting, and may even help us reclaim some of our free time.","summaryShort":"Feierabend' could show us how to shut off from work","tag":[],"textToSpeech":true,"creationDateTime":"2020-10-07T02:03:05.845151Z","entity":"article","guid":"cae163ef-0223-46c5-b157-789efaa8a3d7","id":"worklife\u002Farticle\u002F20200929-how-feierabend-helps-germans-disconnect-from-the-workday","modifiedDateTime":"2021-09-02T05:12:42.625107Z","project":"worklife","slug":"20200929-how-feierabend-helps-germans-disconnect-from-the-workday","cacheLastUpdated":1634592730250},"worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation","_id":"615361de45ceed2102500827","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"A word buried in the history books helped Danes mobilise during the pandemic, flattening the curve and lifting community spirit.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EDanish chef Rasmus Munk shocked the culinary world last year with the opening of his audacious Copenhagen restaurant Alchemist, which offers a multisensory food and entertainment experience across 50 courses and five acts. More surprising, still, was what the Michelin-starred chef did next when the pandemic brought his marathon meals to an abrupt halt on 15 March. \u003C\u002Fp\u003E\n\u003Cp\u003EBy 19 March, Munk had pivoted from serving 2,900kr ($450) worth of molecular gastronomy (think wood ants preserved in candy ‘amber’ and cherry-infused lamb brains) for 48 nightly guests to whipping up 600 daily portions of down-to-earth staples (such as pasta carbonara and chicken puff pie) for Copenhagen’s homeless and socially vulnerable residents.\u003C\u002Fp\u003E\n\u003Cp\u003E“I put out a call for help on Instagram, and the next day I had nearly 1,000 emails from fellow chefs and everyday people who offered to drive the food out to the 14 shelters we now work with,” he explains. Hotels and restaurants also got in touch to donate food that would have otherwise gone to waste. Soon, Alchemist’s four kitchens were buzzing with masked volunteers, and the nascent social responsibility project \u003Ca href=\"https:\u002F\u002Fjunkfood.dk\u002Fstoet-junkfood\u002F\"\u003EJunkFood\u003C\u002Fa\u003E, which Munk had started as an experiment before the pandemic, took root. \u003C\u002Fp\u003E\n\u003Cp\u003E“We all could have been at home relaxing, but I think we felt like we were obligated to do something that was beyond our own needs,” he says. “Of course, it was not just us. Denmark really came together, and I think samfundssind was a big part of it.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"The Alchemist restaurant dome","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fmagazine-34345791\"\u003EHygge\u003C\u002Fa\u003E – which roughly translates to ‘a quality of cosiness’ – may be the most appropriated Danish word of the past decade, but it’s samfundssind that’s really come to define the nation in the era of Covid-19. If hygge is something you practice with people you know, samfundssind is more of a behaviour towards those you might not know. Rarely used until just a few months ago, it’s now entered the Danish vernacular in an explosive way. \u003C\u002Fp\u003E\n\u003Cp\u003ELike hygge, there’s no direct English translation of samfundssind. Marianne Rathje, senior researcher at the Danish Language Council, says you can think of it as putting the good of the greater society above your own personal interests. Danes believe this word has played a key role in the country’s \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-europe-52226763\"\u003Esuccessful response\u003C\u002Fa\u003E to the pandemic, and it may just offer clues for how the rest of the world can follow suit. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESociety in mind\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ERathje says samfundssind is a compound noun of ‘samfund’ (society) and ‘sind’ (mind). It dates back to 1936, and made an historical cameo in a call for solidarity by then prime minister Thorvald Stauning at the outbreak of World War II. Thereafter, it lay in relative dormancy until Prime Minister Mette Frederiksen revived the word at a press conference on 11 March of this year announcing the first major measures to shut down the country. She presented samfundssind to Danes as having two main pillars: collective responsibility and community spirit.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"‘Samfundssind’ is a compound noun of ‘samfund’ (society) and ‘sind’ (mind). It dates back to 1936","id":"worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“As Danes, we usually seek community by being close together,” she \u003Ca href=\"https:\u002F\u002Fwww.regeringen.dk\u002Fnyheder\u002F2020\u002Fstatsminister-mette-frederiksens-indledning-paa-pressemoede-i-statsministeriet-om-corona-virus-den-11-marts-2020\u002F\"\u003Esaid\u003C\u002Fa\u003E. “Now, we must stand together by keeping apart. We need samfundssind\u003Cem\u003E.\u003C\u002Fem\u003E” \u003C\u002Fp\u003E\n\u003Cp\u003EAccording to Rathje, usage of samfundssind in the Danish media soared from 23 mentions in February to 2,855 in March. In the first six months of 2019, samfundssind appeared 611 times in Danish newspapers and magazines, compared to 9,299 times in the same period this year. \u003C\u002Fp\u003E\n\u003Cp\u003E“All Danes watched the prime minister’s press conferences, and that gave us the same vocabulary,” explains Rathje. “The word reminded us to look at corona as a joint situation where it was important not to think of your own needs, but to think about yourself as part of a bigger cause.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Prime Minister Mette Frederiksen (file image)","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe word was well chosen, she adds, when compared to the nearby synonym solidaritet (solidarity), which has connotations of the working class or of left-wing ideologies. “Samfundssind has been so relatively rarely used that it doesn’t have any connotations yet, except for corona[virus].” \u003C\u002Fp\u003E\n\u003Cp\u003EOnce the word was re-introduced, hash-tagged and diffused on social media, researchers such as Kristian Kongshøj, of the Institute of Political Science at Aalborg University, were curious to find out how widely it would be adopted. Would younger generations really practice as much samfundssind as their parents and grandparents? \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EYouth in action\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAs it turns out, they did. In a \u003Ca href=\"https:\u002F\u002Fvidenskab.dk\u002Fkultur-samfund\u002Fde-unge-udviser-faktisk-samfundssind\"\u003Esurvey\u003C\u002Fa\u003E of 1,020 citizens conducted in late March, Kongshøj found no notable differences in behaviour across generations. Men were slightly less vigilant in their social distancing and personal hygiene than their female counterparts, however the survey found that Danes, as a whole, stood broadly together to make samfundssind a form of patriotism.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Danes, as a whole, stood broadly together to make samfundssind a form of patriotism","id":"worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPosts tagged \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fhashtag\u002FSamfundsSind\"\u003E#samfundssind\u003C\u002Fa\u003E showed big and small acts of kindness, including the work of community volunteers, and call-outs for people to support local businesses – and also pointed out those who didn’t exhibit the spirit. “You could really see it in social media that there was this collective shaming of people who hoarded goods or didn’t practice samfundssind,” says Kongshøj. He believes that the word played a crucial role in Denmark flattening the curve. \u003C\u002Fp\u003E\n\u003Cp\u003E“Suddenly, you need everyone to behave the same way, and how do you do that? Well, you need to develop new norms extremely rapidly so that those who deviate from these norms become ashamed,” he explains. “What helps in Denmark, and what we found, is that there is quite a lot of trust in politicians, but they can only do so much.” \u003C\u002Fp\u003E\n\u003Cp\u003ESamfundssind worked, he adds, because the prime minister introduced it as a new norm, and the society, which trusted her, embraced it voluntarily. It’s a model the rest of the world may seek to replicate, albeit one that’s less easily adaptable in nations as politically polarised as the US or UK, where polls show little public confidence in leadership’s handling of the pandemic.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Handing over a box of supplies for JunkFood","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERathje says she doesn’t see samfundssind tip-toeing back into linguistic obscurity any time soon. Rather, the idea of putting aside individuality for the benefit of the community has become an even stronger pillar of Danish identity. Researchers at the University of Copenhagen \u003Ca href=\"https:\u002F\u002Fcoronakrisen.github.io\u002Fpost5.html\"\u003Edocumented\u003C\u002Fa\u003E more than 250 new volunteer groups on Facebook for community aid projects between March and April, while spacious Copenhagen landmarks, including the theme park Tivoli and the Copenhagen Zoo, pivoted into temporary kindergarten and day-care centres during the worst of the outbreak to help home-bound workers cope. \u003C\u002Fp\u003E\n\u003Cp\u003EAs for Munk, his JunkFood project will continue indefinitely, albeit out of a separate kitchen now that Alchemist has reopened its doors to the public. He may be back in action crafting sorbet lollipops shaped like seahorses, but his commitment to samfundssind, like the rest of his fellow Danes, is still going strong.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation-10"}],"collection":null,"disableAdverts":false,"displayDate":"2020-08-04T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"'Samfundssind': How a long-forgotten word rallied a nation","headlineShort":"How Denmark flattened the curve","image":[],"imageAlignment":"centre","imageAltText":"Food preparation in the JunkFood kitchen","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"A word buried in the history books helped Danes mobilise during the pandemic, flattening the curve and lifting community spirit.","summaryShort":"The long-forgotten word that got Danes through the pandemic","tag":[],"textToSpeech":false,"creationDateTime":"2020-08-03T20:04:12.717708Z","entity":"article","guid":"3c392e7d-2a63-412c-a89d-c53ba44469d3","id":"worklife\u002Farticle\u002F20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation","modifiedDateTime":"2021-09-02T05:09:29.76325Z","project":"worklife","slug":"20200802-how-the-long-forgotten-word-samfundssin-rallied-a-nation","cacheLastUpdated":1634592730251},"worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma","_id":"615360c545ceed3aba7174d3","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"A once-shunned German concept is helping people find their place in the world of work – and may even be the key to revitalising the country’s workforce.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETobias Schlegl was only 17 when he became a television host in Cologne, Germany. He’d been chosen in a street casting and worked full-time in front of the camera for 20 years. But, in 2014, he yearned for a change.\u003C\u002Fp\u003E\n\u003Cp\u003E“It wasn’t enough anymore to interview people doing interesting things,” says Schlegl, now 43. “I had to ask myself, ‘What are you doing yourself?’ I knew that I wanted to help people.” So, despite the apprehension of his family, friends and colleagues, he left the TV show and became a paramedic. He’s been happily doing his new job ever since.\u003C\u002Fp\u003E\n\u003Cp\u003EIn German, there’s a word for people like Schlegl who change their careers: ‘Quereinsteiger’ (or for women, ‘Quereinsteigerin’). Difficult to translate, it loosely means ‘lateral entrant’ – but lacks a true English equivelant. According to Alexander Zeitelhack, associate dean at the Berlin School of Business and Innovation, Quereinsteiger is a catch-all description for those who change into a job or industry they have no prior experience in.\u003C\u002Fp\u003E\n\u003Cp\u003EThe first part of the word, ‘quer’, can refer to going against the grain (such as the ‘\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-europe-53959552\"\u003EQuerdenker’ or ‘lateral thinker’ movement of protests\u003C\u002Fa\u003E against Germany’s coronavirus restrictions).\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd, as a result, it’s a term that comes with stigma. “In Germany, a country which is conservative and stubborn … the word has a prejudiced connotation,” explains Zeitelhack. “A Quereinsteiger is unconventional and not the person you’d expect for the job. There could be a sense of having failed before, and that’s why they are changing careers.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut although going against work tradition in Germany has not been historically looked upon favourably – and changing careers can be a risk – there’s more interest than ever in becoming a Quereinsteiger. And some employers may even be changing their tune about embracing them – which could not only help make workers happier, but also revitalise a German economy on the brink of a crisis.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBucking tradition\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EGermany’s dual education system of combined school and training means students apprentice in their chosen careers from about age 15 and up – and also that workers keep the same profession for a long time. Most Germans work the same job for \u003Ca href=\"https:\u002F\u002Fwww.spiegel.de\u002Fkarriere\u002Fbetriebstreue-so-schnell-wechseln-die-deutschen-ihren-job-a-1158685.html\"\u003Eabout 11 years on average\u003C\u002Fa\u003E. There are benefits: the system sets up a young, highly skilled workforce (President Barack Obama praised the system in his \u003Ca href=\"https:\u002F\u002Fobamawhitehouse.archives.gov\u002Fthe-press-office\u002F2013\u002F02\u002F12\u002Fremarks-president-state-union-address\"\u003E2013 State of the Union\u003C\u002Fa\u003E address: “Those German kids, they're ready for a job when they graduate high school”).\u003C\u002Fp\u003E\n\u003Cp\u003EBut there are also downsides. More than 80% of companies \u003Ca href=\"https:\u002F\u002Fwww.cleanenergywire.org\u002Ffactsheets\u002Fhow-germanys-vocational-education-and-training-system-works\"\u003Ehire their trainees\u003C\u002Fa\u003E for full-time jobs, siloing young workers into a single establishment or position for many years, and not letting in those seeking a new future. And changing careers only becomes more difficult with time. “There’s no support for people who want to go back and study,” says Schlegl, who was required to train full-time for three years at a monthly salary of €800 ($975, £722) to become a paramedic. “I had good savings from my TV job, but someone who doesn’t simply would not be able to start over.”\u003C\u002Fp\u003E\n\u003Cp\u003EDespite these obstacles, more Germans than ever are considering changing careers amid Covid-19. According to a \u003Ca href=\"https:\u002F\u002Fwww.new-work.se\u002Fde\u002Fnewsroom\u002Fpressemitteilungen\u002F2020-corona-barometer-3-september\"\u003ESeptember survey by Xing\u003C\u002Fa\u003E, a German work-centric social platform, a third of 1,500 workers in Germany, Austria and Switzerland say that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201112-has-the-meaning-of-work-changed-forever\"\u003Efinding meaning and pleasure at work\u003C\u002Fa\u003E has become more important since the pandemic.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"A Quereinsteiger is unconventional and not the person you’d expect for the job – Alexander Zeitelhack","id":"worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut jumping to become a Quereinsteiger takes gall. However, Düsseldorf-based career coach Chris Pyak says if he can do it, anyone can – that’s why his job is now helping others overcome such obstacles. At 17, he started out as a nurse (“My parents said it would be a stable profession”) but always dreamt of working in radio. “I wanted to do radio since I was five,” he says. “At night, I would listen to the announcers and their deep, rich voices.”\u003C\u002Fp\u003E\n\u003Cp\u003EGoing back to school at 22 and becoming a Quereinsteiger was “super hard”, he says. \"I worked and studied seven days per week and 15 hours per day. There were times when I didn't eat because I had to choose between food and gasoline.\" But it took him down an unexpected, exciting career path: working at a radio station led to financial journalism and consulting for international companies like Microsoft. Such diverse experiences inspired him to write the book How to Win Jobs and Influence Germans.\u003C\u002Fp\u003E\n\u003Cp\u003EBut Pyak wasn’t done transforming. He’s become a Quereinsteiger again, now coaching other Quereinsteiger on getting the right skills and fashioning their CVs for Germany’s competitive job market.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA new group of Quereinsteiger\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ENative Germans changing positions are not the only ones considered to become Quereinsteiger. Immigrants who have been educated and trained outside Germany’s system are also counted among these ranks, says Zeitelhack, and experience similar roadblocks to employment.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, it’s beneficial for companies to start embracing more Quereinsteiger. As Germany’s immigration surges, Quereinsteiger from other countries may be poised to revolutionise Germany’s workforce – and at just the right time. The German economy, the world’s fourth largest, is in crisis: in 10 years, when the post-war baby boomer generation retires, Germany will be short eight million workers, which may mean a 20% decrease in GDP, says Zeitelhack. “We have a huge movement right now of importing labour … We have a Quereinsteiger economy coming towards us.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We have a huge movement right now of importing labour … We have a Quereinsteiger economy coming towards us – Zeitelhack","id":"worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EProgrammer Tawfeeq Meeri is among this wave of Quereinsteiger entering the German workforce. He fled his native Syria in 2013, abandoning a blossoming career as a teacher and linguist to become a software engineer, a profession in demand in Germany. He learned coding at ReDi, a non-profit digital school in Berlin. Initially, he wasn’t was getting interviews with large companies without a computer science degree on his CV – but his teachers urged him to keep job hunting despite his Quereinsteiger classification.\u003C\u002Fp\u003E\n\u003Cp\u003EMeeri eventually landed a position coding at a start-up. Young tech companies in Berlin like the one Meeri now works at are becoming sanctuaries for Quereinsteiger with multifaceted, unconventional career paths like his. “[Start-ups] require people who can combine communication and engineering, explain engineering to non-engineers and so on,” says Zeitelhack, who also works as an advisor for these young firms.\u003Cstrong\u003E \u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA Quereinsteiger workforce\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ERecently\u003Cstrong\u003E, \u003C\u002Fstrong\u003Epoliticians are even becoming aware of the benefits that can be harnessed from Quereinsteiger. The German government, helmed by perhaps the most famous Quereinsteigerin, Chancellor Angela Merkel (a research scientist before entering politics), is destigmatising career changes with an \u003Ca href=\"https:\u002F\u002Fwww.bundesregierung.de\u002Fbreg-de\u002Fservice\u002Fjetzt-durchstaaten-de\u002Fquereinsteiger-316794\"\u003Eofficial webpage\u003C\u002Fa\u003E for Quereinsteiger featuring interviews and tips on changing careers.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EStill, Quereinsteiger have a way to go before Germany fully embraces them. A brighter future for the German economy can help – as well as the prospect for a happier, more passionate workforce.\u003C\u002Fp\u003E\n\u003Cp\u003EFor Meeri, he has not only entered the German workforce, but also created a deep connection to his work. And Quereinsteiger paramedic Schlegl now works ambulance shifts every other week in Hamburg, where he lives, and has found the fulfilment he was craving. Earlier this year, he hosted a podcast called Fighting Corona, in which he interviewed medics and shared his frontline experiences during the pandemic; he also wrote a novel based on his own paramedic work.\u003C\u002Fp\u003E\n\u003Cp\u003EUli Marschner, a former advertising agent who quit to start a small neighbourhood restaurant in Berlin, never looked back, either. “I do have some friends who envy me because they see that I love my job and they are working only for their weekends and holidays,” she says. “If you’re not happy, you’re not healthy. And I’m so happy now. I pinch myself every morning.”\u003C\u002Fp\u003E\n\u003Cp\u003E“In five years, we will say, ‘[these people are] super Quereinsteiger – we need more of them!’” says Zeitelhack. “It will no longer be a word for black swans.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-01-06T13:45:20Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The German 'Quereinsteiger' ending career-changing stigma","headlineShort":"The German word transforming careers","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"A once-shunned German concept is helping people find their place in the world of work – and may even be the key to revitalising the country’s workforce.","summaryShort":"How traditionally shunned 'Quereinsteiger' could write Germany’s future","tag":[],"textToSpeech":false,"creationDateTime":"2021-01-07T21:05:48.60195Z","entity":"article","guid":"78f299a6-e953-4326-b636-c18627a593a4","id":"worklife\u002Farticle\u002F20201222-the-german-quereinsteiger-ending-career-changing-stigma","modifiedDateTime":"2021-09-02T05:16:41.55145Z","project":"worklife","slug":"20201222-the-german-quereinsteiger-ending-career-changing-stigma","cacheLastUpdated":1634592730251},"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out","_id":"615362d945ceed3b8c676149","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"We've fallen out of touch with friends and acquaintances. It may feel awkward, but you don't actually have to rekindle every relationship you once had.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIf you’re vaccinated and heading back into the world, you may realise something: there are a lot of people you haven’t spoken to in a year and a half.\u003C\u002Fp\u003E\n\u003Cp\u003EThen you realise something else: you may want to keep it that way. \u003C\u002Fp\u003E\n\u003Cp\u003EMore of us are starting to pick back up the strands of our pre-pandemic social lives. As we figure out who the first people we want to meet up with are, we’re recognising there are friendships from the ‘before times’ we didn’t keep up during lockdown – and aren’t particularly excited to re-ignite now that we can.  \u003C\u002Fp\u003E\n\u003Cp\u003EShould we feel bad about not caring for these relationships?\u003C\u002Fp\u003E\n\u003Cp\u003EWhile people have known for years that friendships are unquestionably good for your health, experts say it’s only natural for acquaintances and even friends to fall by the wayside as time goes on – and it’s nothing to feel guilty about. If you really do miss someone, you can always reach back out. But if you feel obliged, or like doing so is emotional labour, take that as a sign you can cut that person loose.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EGut check\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“When there’s a friend that you haven’t kept up with during the pandemic – if you didn’t feel the need to check up on this person, and they weren’t checking in on you – then kind of believe what your gut is telling you,” says Suzanne Degges-White, professor of counselling at Northern Illinois University, US. “Not every friendship is meant to last forever. It goes both ways.”\u003C\u002Fp\u003E\n\u003Cp\u003EShasta Nelson, a San Francisco-based author and speaker who specialises in friendship, agrees “it’s absolutely normal that relationships ebb and flow all throughout life”. It’s impossible to keep up with every single friend you’ve ever had, she says, especially as you add new relationships when your life circumstances change, such as moving cities or changing jobs. These kinds of life experiences change your friendship networks, as you re-prioritise the people you want to spend your time with.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe pandemic is a perfect example of how life circumstances re-shuffled our friendship groups. As we had to literally isolate from each other during the last year, Degges-White says this led to forming selective “pandemic pods” – a selective, close group of family and friends who were part of your ‘bubble’, and who also took the same health precautions as you. We’ve had to be choosy about who we let in, and we suddenly couldn’t see all the people from our pre-pandemic lives in person like we could before. \u003C\u002Fp\u003E\n\u003Cp\u003EWe only had so much bandwidth to keep in contact with people outside our pods, which caused us to naturally narrow the friendships we kept going. Keeping up with people outside these pods took extra effort – and while we were busy disinfecting doorknobs and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200304-coronavirus-covid-19-update-why-people-are-stockpiling\"\u003Epanic-buying toilet paper\u003C\u002Fa\u003E, we didn’t have the emotional capacity to reach out to \u003Cem\u003Eeveryone\u003C\u002Fem\u003E with whom we used to interact, both intimately and casually.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd now that we have the opportunity to reach out again, we may find that we didn’t necessarily miss the people we didn’t talk to. All of this can help explain why you might be reluctant to reach out – and, in some cases, hoping that old friends and acquaintances don’t reach out to you, too.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECurating ‘friendscapes’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough you may feel guilty picking and choosing your circle if it means fading out on friends, it’s not necessarily a bad thing. There’s value in curating that network of friends and acquaintances of your own volition. \u003C\u002Fp\u003E\n\u003Cp\u003EYou’re making what Degges-White calls a “friendscape”: “who’s close by, who do we want to be around and who do we want to surround us?” Your friendscape can change during certain, specific situations during life – going away to university or a summer camp, or being in a certain job – and you often begin curating new friends to fit that current life situation. Not everyone can fit into your current friendscape. That was quite literally the case in the age of lockdowns and social distancing. “In life, as we go through certain stages and ages, our attention shifts and we want to be around people who are like us,” says Degges-White, whether those people are fellow married parents or people away at school with you.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s impossible to keep up with every single friend you’ve ever had, especially as you add new relationships when your life circumstances change","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“The pandemic shifted a lot of things,” she says. “It showed us the people who we feel are valuable, and who we think will keep us safe, psychologically and physically.\u003C\u002Fp\u003E\n\u003Cp\u003ESince our friendscapes are ever evolving throughout our lives, it’s natural to drift away from some people as life goes on. It’s also unrealistic to think we can keep in touch with literally everyone – even research \u003Ca href=\"https:\u002F\u002Fnews.ku.edu\u002F2018\u002F03\u002F06\u002Fstudy-reveals-number-hours-it-takes-make-friend\"\u003Eindicates it’s impossible to devote enough time to all your friends and acquaintances\u003C\u002Fa\u003E. “It’s completely legitimate for all of us to make an assessment now of where we want to invest our energy,” says Nelson.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESaying hello again\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EStill, if you are wondering if you should reach out again to the friends who’ve fallen by the wayside, be thoughtful and strategic about it.\u003C\u002Fp\u003E\n\u003Cp\u003EFirst, listen to your gut, as Degges-White suggests. If you really do miss someone, that’s a sign that the relationship \u003Cem\u003Eis \u003C\u002Fem\u003Eworth investing in.\u003C\u002Fp\u003E\n\u003Cp\u003EA good litmus test to decide whether to reach back out, she says, is ask yourself if six months from now, would you be upset that you and this person weren’t in touch? If you would be, then feel free to contact them. And if you decide not to, but feel guilty, Nelson says acknowledge that, but also realise it might not be “actual guilt, but kind of an awareness, more sadness for acknowledging that this relationship isn’t going to keep deepening”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Relationships aren’t all or nothing,” says Nelson. If there’s someone you truly want to reach back out to but feel awkward doing so because it’s been so long, you could say something like: “’Oh my goodness, my head is finally above water. I have thought about you so many times over the past year, and I am so sorry that we lost touch’,” she says. “I just wanted to let you know that you were missed. If you have time, I would love to meet you for that walk we always talk about’ or ‘I can’t wait to get back into the office’.”\u003C\u002Fp\u003E\n\u003Cp\u003E“Just acknowledge it and say, ‘I wish we were able to keep in touch, but we weren’t able to’,” continues Nelson. “I think everybody understands that.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnother situation many people find themselves in \u003Ca href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fzoom-reconnects-family-and-friends-in-the-coronavirus-pandemicbut-will-it-last-11595379600\"\u003Eis having reconnected with old friends\u003C\u002Fa\u003E from years ago during the pandemic, like old pals from university. And while that was a gift for many amid the health crisis, you may feel obliged to keep corresponding as often as you did during lockdown, which might feel a bit draining. \u003C\u002Fp\u003E\n\u003Cp\u003E“A lot of my text threads are kind of slowing down on their own,” says Nelson. She’s sent messages to show that while she wants to keep the door open, she wants to be upfront that there isn’t an expectation to keep messages going with the same regularity. “I just said, ‘it’s so cool to see so many of you getting out and doing more stuff on Facebook, and just wanted to say it was so special to journey a little bit closer to you this year, and I’m just wishing you the very best as you re-emerge back into life’. I’m validating and appreciating what was, and naming that, and also stating, ‘best to you going forward’.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe pandemic profoundly changed the way we socialise and how we approach relationships. As we enter a new phase of life, and begin to re-examine many of these relationships, experts say you definitely shouldn’t go around burning bridges, but don’t feel pressured to try and fit everyone back into your life. And try not to feel guilty that the friendship lapsed during the pandemic – experts say we should be easy on ourselves and forgive ourselves and each other, because the last 15 months really have been unprecedented.\u003C\u002Fp\u003E\n\u003Cp\u003E“If there’s a friend who you didn’t speak to at all during the pandemic, and things just totally chilled out – I mean, they got the message,” says Degges-White. “And they were probably sending you a message, too.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-06-24T13:39:19Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why it's OK to let friendships fade out","headlineShort":"Is it OK to ghost on friends?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"We've fallen out of touch with friends and acquaintances. It may feel awkward, but you don't actually have to rekindle every relationship you once had.","summaryShort":"You've lost touch with people during the pandemic. Do you have to reach out?","tag":[],"textToSpeech":false,"creationDateTime":"2021-06-24T20:05:13.481364Z","entity":"article","guid":"ac40610b-f3b8-44b6-a9cb-139bfad72550","id":"worklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out","modifiedDateTime":"2021-09-02T05:25:24.555001Z","project":"worklife","slug":"20210623-why-its-ok-to-let-friendships-fade-out","cacheLastUpdated":1634592730251},"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":"61535ff545ceed58da3c6ec9","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\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":null,"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":"2021-09-02T05:24:41.313394Z","project":"worklife","slug":"20210610-why-more-women-identify-as-sexually-fluid-than-men","cacheLastUpdated":1634592730251},"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce","_id":"6153610545ceed56e879e2e4","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Getting a top job dramatically increases women’s chances of divorce, even in egalitarian countries. Why isn’t it the same for men?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHaving a successful and enjoyable career alongside a fulfilling romantic relationship is a life goal for many of us. But even in the most gender-equal countries, finding a partnership that lasts is trickier for high-flying women than men.\u003C\u002Fp\u003E\n\u003Cp\u003EIn Sweden, which ranks first in the \u003Ca href=\"https:\u002F\u002Feige.europa.eu\u002Fpublications\u002Fgender-equality-index-2019-sweden\"\u003EEU’s gender equality index\u003C\u002Fa\u003E thanks to factors like generous parental leave, subsidised daycare and flexible working arrangements, economists recently studied how promotions to top jobs affected the probability of divorce for each gender. The result: women were much more likely to pay a higher personal price for their career success.\u003C\u002Fp\u003E\n\u003Cp\u003E“Promotion to a top job in politics increases the divorce rate of women but not for men, and women who become CEOs divorce faster than men who become CEOs,” summarises Johanna Rickne, a professor at Stockholm University and co-author of the research, which was published earlier this month in \u003Ca href=\"https:\u002F\u002Fwww.aeaweb.org\u002Farticles?id=10.1257\u002Fapp.20180435\"\u003EAmerican Economic Journal\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EThe paper, which looked at the lives of heterosexual men and women working for private companies with 100 or more employees, found that married women were twice as likely to be divorced three years after their promotion to CEO level compared to their male counterparts. In the public sector, using three decades’ worth of records, women mayors and parliamentarians promoted after an election doubled their chances of splitting from their partners; 75% were still married eight years after the vote compared with 85% of those who didn’t get promoted, while there was no evidence of a similar effect for men. Female medical doctors, police officers and priests who progressed in their careers also followed the trend.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe authors noted that while the majority of participants in the study had children, most had left home by the time their parents divorced, so the marriage stressors in the run-up to these separations were not connected to more generalised pressures of having small children.\u003C\u002Fp\u003E\n\u003Cp\u003ERickne argues that although Sweden has provided the legislation and societal structures to create “the expectation that you shouldn’t need to choose between family and career”, the research reveals that what happens to families when women progress up the career ladder is often a different story.\u003C\u002Fp\u003E\n\u003Cp\u003EMany couples experience “stress and friction” when there are changes in the division of their economic and social roles, for example due to the impact on the amount of leisure time they can spend together or how they divide up household tasks. But this, the research team argues, is often amplified when it is the woman who is promoted, because it creates more of a mismatch of expectations.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It is ‘still seen as quite unusual for men to be the main supportive spouse in someone else’s career’ – Johanna Rickne","id":"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhile Rickne’s research did not measure which party initiated divorce in each case, one theory is that the husbands of top managers who got promoted found the situation harder to deal with than wives who were married to high-performing men. She points out that the marriage market has not kept up with the labour market when it comes to gender equality, since it is “still seen as quite unusual for men to be the main supportive spouse in someone else’s career”.\u003C\u002Fp\u003E\n\u003Cp\u003E“I think this norm changing is pretty far off,” she adds. Her team’s research, she argues, might therefore act as a lesson about what lies ahead for other countries that are moving towards more egalitarian economies.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA common concern\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor Charlotte Ljung, 39, a CEO within a luxury bed and furniture group in Sweden who also runs an online advice platform for people getting divorced, Rickne’s research reflects common concerns within her own network of high-achieving women.\u003C\u002Fp\u003E\n\u003Cp\u003E“The joke is ‘the better you do at work, the more likely you are going to get a divorce’,” she laughs.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EShe got divorced while her two children were still small and says that for her, juggling parenthood and a senior role was a key source of friction within her marriage. But Ljung believes that “the practical aspects” of being a CEO, such as frequent travel, long hours and the pressures having a high public profile can often cause struggle for the partners of senior female managers even if the couple doesn’t have kids.\u003C\u002Fp\u003E\n\u003Cp\u003E“It is also the power perception – who wears the pants, who brings in more money,” she argues. “Men today often find it intriguing in the beginning and want to be seen to support you and root for you – and I think that is a very positive thing – but I think a few steps down the line, when reality kicks in, it can be more difficult for men to deal with.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EChoosing the right partner\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESo how might women aiming for top jobs mitigate their chances of entering into a relationship that destabilises when they reach the top of their career ladder?\u003C\u002Fp\u003E\n\u003Cp\u003ERickne points out that, even in egalitarian countries like Sweden, women still tend to marry older men who start out having more money than them, harking back to traditional “prince in the fairytale” narratives that “try and teach us to find as successful a husband as possible”.\u003C\u002Fp\u003E\n\u003Cp\u003E“High-income high-status women – they don’t marry a low-income man who wants to be a house husband. They tend to seek an even more high-income husband. But thinking forward to your possibilities in the labour market, this might not be ideal,” she argues. “Maybe try and get into a more egalitarian relationship from the start.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Couples who were closer in age and took a more egalitarian approach to childcare were less likely to divorce following a wife’s promotion.","id":"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHer research in Sweden found that divorces after promotions were most likely in couples where the wife was younger than her husband by a larger margin and took a bigger share of parental leave (which, in Sweden, partners legally have the \u003Ca href=\"https:\u002F\u002Fsweden.se\u002Fquickfact\u002Fparental-leave\u002F\"\u003Eright to split evenly\u003C\u002Fa\u003E between them).\u003C\u002Fp\u003E\n\u003Cp\u003ECouples who were closer in age and took a more egalitarian approach to childcare were less likely to divorce following a wife’s promotion. The paper calls for more research to explore the conditions that might encourage “women at the top of the ability distribution to expand their choice set of partners to ‘marry down’ and for men to do the opposite”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPositive examples\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ECharlotte Sundåker, 38, was promoted to interim CEO of a global education company in Stockholm two years after having her first child with her long-term partner Christian Hagman, who is 31. She believes his younger age played a positive role in their relationship surviving “lots of friction” after she got the job; there was “less pressure for him to be more successful” since he was in a different phase of his career.\u003C\u002Fp\u003E\n\u003Cp\u003ESundåker describes him as being “of another generation that tries to challenge the old ways of being a man”, which made him more supportive of her tough workload. But both partners argue that the core reason they remained together was frequent and honest conversations about the challenges they were facing.\u003C\u002Fp\u003E\n\u003Cp\u003E“When she actually started, she was obviously consumed by it. That is the nature of being a CEO,” says Hagman. “I was a bit sad about not connecting with her on a daily basis from a relationship standpoint... But she saw me and she listened to me, and I did the same.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe couple says that having a long-term perspective was also essential, with an understanding that Hagman would want to have his own more career-focused period in the future. He has since started his own design consultancy, while Sundåker now runs her own business and heads up Ownershift, a Swedish think tank designed to empower more women to do the same.\u003C\u002Fp\u003E\n\u003Cp\u003EDivorced CEO Charlotte Ljung believes that increased awareness of the common challenges faced by couples after women are promoted into more senior jobs could also improve the chances of relationship survival, even for those who start off in more gender-traditional roles.\u003C\u002Fp\u003E\n\u003Cp\u003E“One has to be careful about putting on a feminist hat and pointing fingers, because nothing has really prepared men for this change, practically,” she says. “We need to provide better tools and raise awareness of the subject by talking about it. In the same way we have destigmatised therapy in Sweden, is there is a similar thing we can do to help men?”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe benefits of divorce\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMeanwhile, divorce isn’t always a bad thing. Molly Malm, a lawyer for Swedish law firm Lexly, points out that Sweden’s \u003Ca href=\"https:\u002F\u002Fec.europa.eu\u002Feurostat\u002Fstatistics-explained\u002Findex.php?title=Archive:Marriages_and_births_in_Sweden&direction=next&oldid=396647#High_number_of_divorces\"\u003Eoverall high divorce rate\u003C\u002Fa\u003E compared to the rest of the EU is linked to its gender equality goals. The high level of female participation in the workforce and a norm of shared custody of children following a split makes it easier for \u003Ca href=\"https:\u002F\u002Fwww.theatlantic.com\u002Finternational\u002Farchive\u002F2018\u002F02\u002Fwhen-divorce-is-an-opportunity\u002F552230\u002F\"\u003Edivorcees of all economic backgrounds\u003C\u002Fa\u003E to leave partnerships that aren’t working.\u003C\u002Fp\u003E\n\u003Cp\u003E“Getting a divorce doesn’t always need to be the end of the world,” says Malm, who points out that is has become normalised in Scandinavia to get married multiple times or have several long-term partners across a lifetime. “Sweden is not very religious… You get married because it’s romantic and joyful, it goes hand in hand with a big celebration. If it doesn’t work out, you know that you can file for divorce.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce-10"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"‘Society has accepted divorce more, and it might be a positive thing’ – Johanna Rickne","id":"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERickne’s data suggests that women who divorce after scoring top promotions are less likely than men to remarry or have a serious relationship. But from her work it’s not possible to conclude whether they are happier without a partner or if they found it harder to find someone new compared to their male counterparts. However, one constructive consequence of high divorce rates, she argues, is that it has become much easier for both men and women in Sweden to hold senior roles in business and politics without a partner.\u003C\u002Fp\u003E\n\u003Cp\u003E“In other places... if you are on the campaign trail and you want to appeal to voters, you almost have to have a spouse by your side. The same thing might happen for CEOs – that their spouse becomes a necessary asset in their world of work, but in Sweden that’s not really the case,” says Rickne.\u003C\u002Fp\u003E\n\u003Cp\u003E“Society has accepted divorce more, and it might be a positive thing,” she argues. “If women get into unequal relationships with a spouse that will not support their career, divorce lets them continue their careers alone and possibly look for a new partner... It’s not necessarily ideal to stay with the same person your whole life.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce-12"}],"collection":null,"disableAdverts":false,"displayDate":"2020-01-22T16:12:38Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why promoted women are more likely to divorce","headlineShort":"Why female CEOs get divorced more","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":null,"summaryLong":"Getting a top job dramatically increases women’s chances of divorce, even in egalitarian countries. Why isn’t it the same for men?","summaryShort":"Could a promotion cost you your partner? Maybe, if you’re a woman","tag":[],"textToSpeech":false,"creationDateTime":"2020-01-21T21:23:07.999361Z","entity":"article","guid":"fe621dcb-58fb-49ad-9f02-c5620fba2595","id":"worklife\u002Farticle\u002F20200121-why-promoted-women-are-more-likely-to-divorce","modifiedDateTime":"2021-09-02T04:58:37.285281Z","project":"worklife","slug":"20200121-why-promoted-women-are-more-likely-to-divorce","cacheLastUpdated":1634592730251},"worklife\u002Farticle\u002F20211004-lrdagsgodis-swedens-saturday-only-candy-tradition":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211004-lrdagsgodis-swedens-saturday-only-candy-tradition","_id":"615f5bf645ceed1b9065d633","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmaddy-savage"],"bodyIntro":"Swedish children look forward to the weekend for their once-weekly candy fix. But beyond being a treat, these Saturday sweets teach a bigger lesson.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOn a Saturday afternoon, the cobblestones of Stockholm’s Liljeholmen square are abuzz with families weaving in and out of the local shopping mall. Look closely, and you’ll spot children tightly clutching a perennial weekly accessory: a bag of loose pick-and-mix.\u003C\u002Fp\u003E\n\u003Cp\u003ESwedes are so into the norm of buying and eating candy on Saturdays they’ve even got a special word for it: \u003Cem\u003Elördagsgodis\u003C\u002Fem\u003E, whichliterally translates to ‘Saturday sweets’.\u003C\u002Fp\u003E\n\u003Cp\u003E“Lördagsgodis has always been ‘a thing’,” says Robert Lundin, who grew up in the 80s and has just bought marshmallows with his five-year-old daughter. “You wait for Saturday to get your candy. And it's like a small, big event with your parents. And now I do it with my daughter as well.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe lördagsgodis concept dates to the 1950s. Swedish medical authorities began recommending sweets as a once-a-week treat, to try and limit rising cases of tooth decay as the country became richer, says Sofi Tegsveden Deveaux, an author and lecturer on Swedish culture and values. Swedes’ propensity to “trust the state a lot” encouraged them to follow and stick to the advice to restrict eating sweets to Saturdays, she argues, with the trend evolving into the beloved family-oriented activity that exists today. \u003C\u002Fp\u003E\n\u003Cp\u003E“The kids like it, and kids need some good things for themselves,” says Hui Jiang, 34. She moved to Sweden from China a decade ago, and has adopted the tradition within her children, who begin jumping up and down the moment lördagsgodis is mentioned.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211004-lrdagsgodis-swedens-saturday-only-candy-tradition-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09xptqr"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211004-lrdagsgodis-swedens-saturday-only-candy-tradition-1"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis article is part of the BBC's\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003E Family 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.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20211004-lrdagsgodis-swedens-saturday-only-candy-tradition-2"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis penny candy is a sweet treat for anyone looking to unwind from the week. But cultural commentators and economists alike argue there’s a lot more to be learned from the lördagsgodis tradition – particularly, it encourages children to start thinking about weekly budgeting, and feeds into a culture that champions independence from a young age.\u003C\u002Fp\u003E\n\u003Cp\u003E“My children got their bank cards when they were six years old, and every week I deposit 20 kronor into them. Then they go to the store every Saturday and count out sweets into a bag,” says Tegsveden Deveaux, who has seven-year-old twins. “They have to budget for their Saturday candy, and if they want to buy toys or something else that they do not ‘need’,” she explains. In her local store, 20 kronor can buy up to 40 loose pick-and-mix. Her daughter tends to come home with a bulging bag, while her son chooses to buy fewer and lighter sweets so he has more money left in his account. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPromoting financial freedom\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile fizzy cola bottles, red jelly lips or salted liquorice might initially seem unlikely symbols of financial freedom, Tegsveden Deveaux says her family is far from alone when it comes to using these lördagsgodis staples as an early lesson in money management. Penny sweets are typically among the first items children regularly spend money on if they’re given weekly pocket money, she says, which has been commonplace in Sweden since the 1960s. \u003C\u002Fp\u003E\n\u003Cp\u003EAround \u003Ca href=\"https:\u002F\u002Fwww.swedbank-aktiellt.se\u002Fblogg\u002Farques\u002Fmuujcu.csp\"\u003Eseven out of 10 Swedish children currently get a weekly or monthly allowance\u003C\u002Fa\u003E, according to 2020 data shared by Swedbank, one of the country’s high-street banks. Six out of 10 parents surveyed said they and their children had some form of agreement about what their money should be used for.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211004-lrdagsgodis-swedens-saturday-only-candy-tradition-3"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09xpt7k"],"imageAlignment":"centre","imageOrientation":"square","id":"worklife\u002Farticle\u002F20211004-lrdagsgodis-swedens-saturday-only-candy-tradition-4"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAmerico Fernández, a household economist and personal-finance podcaster for SEB, another major Nordic bank chain, agrees the lördagsgodis tradition is “definitely” a useful tool in helping Swedish children to understand the value of money. \u003C\u002Fp\u003E\n\u003Cp\u003E“It's difficult to talk to an eight-year-old small person and try to explain to them the importance of saving,” he argues. By contrast, giving children money to put aside for weekly sweets or other small luxuries can teach them about basic financial planning. “It's [easier] to understand that if I give you 20 kronor, if you spend it now, you won't have any more during the rest of the month, for example, or the week.”\u003C\u002Fp\u003E\n\u003Cp\u003ESwedbank’s research suggests the \u003Ca href=\"https:\u002F\u002Fmb.cision.com\u002FPublic\u002F67\u002F3226292\u002F83b2c7f8752b838a.pdf\"\u003Eaverage weekly pocket money for a seven-year-old in Sweden is 20 kronor\u003C\u002Fa\u003E ($2.30, £1.70). This rises to 500 kronor a month at the age of 15, when it becomes more common for children to put this towards clothes or activities with friends, such as meals out or going to the movies. There’s strong evidence that encouraging financial responsibility from a young age is connected to healthy saving habits: more than seven out of 10 parents surveyed by Swedbank said their children were either sometimes or always able to save part of their allowance. \u003C\u002Fp\u003E\n\u003Cp\u003E“Most Swedish parents increase the weekly or monthly allowance gradually, but with each increase, the children are responsible for one more thing that they must buy themselves,” explains Tegsveden Deveaux.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211004-lrdagsgodis-swedens-saturday-only-candy-tradition-5"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p09xptkm"],"imageAlignment":"left","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211004-lrdagsgodis-swedens-saturday-only-candy-tradition-6"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe role of the state\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAmerico Fernández believes parents in other countries could learn a lot from Swedes’ tendency to talk about budgeting and personal finances with children from a young age, at a time when \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Fbusiness\u002Fglobal-debt-is-fast-approaching-record-300-trillion-iif-2021-09-14\u002F\"\u003Ehousehold debt is rocketing\u003C\u002Fa\u003E around the world. But he says it’s important to put Swedes’ spending habits in the context of the country’s long history of social welfare and a culture that promotes individualism and independence at all ages.\u003C\u002Fp\u003E\n\u003Cp\u003EEducation is free and healthcare is state subsidised in Sweden, which can help reduce families’ financial pressures. Plus, all parents, regardless of income, are entitled to a monthly child benefit of 1,250 kronor ($144, £105) a month, until their child turns 16. This, explains Fernández, “gives practically everyone the possibility to either save for their children or give them a weekly or monthly allowance” in a way that simply isn’t possible in many other societies.\u003C\u002Fp\u003E\n\u003Cp\u003EWhen Swedish children turn 16, the state stops paying child benefit to their parents and starts giving them the same amount directly as a form of study grant, as long as they remain in education. “So, the idea with the weekly or monthly allowance is you're slowly building up towards that [study] sum,” adds Tegsveden Deveaux. “It's quite a smooth transition from being given money from their parents to being given money by the state.”\u003C\u002Fp\u003E\n\u003Cp\u003EAt Liljeholmen’s shopping complex, 35-year-old Fanny Hökby vividly recalls that she “wasn’t very good” at saving her first pocket money, which she mostly spent on lördagsgodis and toys. But by the age of 16 she’d figured out how to use her study grant to budget for clothes, gifts and outings with friends, and she agrees that a monthly allowance can be an educational tool for children and young people.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211004-lrdagsgodis-swedens-saturday-only-candy-tradition-7"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","imageAlignment":"centre","imageOrientation":"square","pullQuote":"Swedes are so into the norm of buying and eating candy on Saturdays they’ve even got a special word for it: lördagsgodis","id":"worklife\u002Farticle\u002F20211004-lrdagsgodis-swedens-saturday-only-candy-tradition-8"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETegsveden Deveaux says many Swedish parents believe giving children pocket money from a young age also helps prepare them for budgeting with further education student grants and loans if they continue studying, or spending their first salaries after high school. Swedes typically \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190821-why-so-many-young-swedes-live-alone\"\u003Eleave their family home at the age of just 18 or 19\u003C\u002Fa\u003E, earlier than most Europeans.\u003C\u002Fp\u003E\n\u003Cp\u003E“Young Swedes ...They have to take care of themselves pretty fast, even though they get a lot of subsidies from the state and student loans,” agrees Fernández. “That's a huge difference [to some countries]. For example, when I studied abroad in Spain, if I compare it with that, I saw a lot of my peers still living at home, still being supported by their parents, and still after university, still living at home.”\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe future of lördagsgodis\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhether children are taught to budget using coins and notes or bank transfers and apps, there’s little debate in Sweden about whether or not the lördagsgodis trend will continue – even as \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-41095004\"\u003ESweden moves increasingly toward a cashless society\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fbankomat.se\u002Fnyheter\u002Fpress\u002Fen-av-sex-far-kontant-veckopeng\u002F\"\u003Edigital wallets\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003E“I think that the tradition will continue of children spending their first allowances on candy… I don't see that changing,” argues Fernández.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, he points out it’s becoming more common to indulge in the likes of fizzy snakes or foam bananas on weeknights, too, with national data suggesting the \u003Ca href=\"https:\u002F\u002Fjordbruksverket.se\u002Fom-jordbruksverket\u002Fjordbruksverkets-officiella-statistik\u002Fjordbruksverkets-statistikrapporter\u002Fstatistik\u002F2020-12-09-livsmedelskonsumtion-och-naringsinnehall.--uppgifter-till-och-med-2019\"\u003Econsumption of chocolate and confectionery has been rising steadily\u003C\u002Fa\u003E in recent years. “People may be starting to eat more [sweets] during the week, but they will still not let go of the traditional lördagsgodis,” agrees Deveaux. “It’s really deeply ingrained.” \u003C\u002Fp\u003E\n\u003Cp\u003EOn Liljeholmen’s cobbles, 38-year-old Hanna Sjöberg is rushing back from the shops to catch the tram with her partner and their eight-year-old daughter. But she responds in a flash when asked whether her family embraces lördagsgodis on a weekly basis. “Yeah. Otherwise there would be lots of tears!”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211004-lrdagsgodis-swedens-saturday-only-candy-tradition-9"}],"collection":["future\u002Fpremium-collection\u002Ffamily-tree"],"disableAdverts":false,"displayDate":"2021-10-08T13:48:13Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Lördagsgodis: Sweden’s Saturday-only candy tradition","headlineShort":"The tradition Swedes save for Saturdays","image":["p09xptbb"],"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":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6153627345ceed1870361d50"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p09xptkm"],"relatedStories":["worklife\u002Farticle\u002F20210521-fredagsmys-the-unlikely-symbol-of-swedens-cosy-friday","worklife\u002Farticle\u002F20210129-lillrdag-swedens-workers-destress-with-little-saturday","worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes"],"relatedTag":null,"summaryLong":"Swedish children look forward to the weekend for their once-weekly candy fix. But beyond being a treat, these Saturday sweets teach a bigger lesson.","summaryShort":"'Lördagsgodis': What fizzy cola bottles and salted liquorice teach children","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-10-07T20:29:16.257151Z","entity":"article","guid":"fb8b5708-71e6-491f-aa78-95b31499d33d","id":"worklife\u002Farticle\u002F20211004-lrdagsgodis-swedens-saturday-only-candy-tradition","modifiedDateTime":"2021-10-12T11:55:19.641262Z","project":"worklife","slug":"20211004-lrdagsgodis-swedens-saturday-only-candy-tradition","cacheLastUpdated":1634592730248}},"tags":{"tag\u002Fhow-we-work":{"urn":"urn:pubpipe:wwverticals:tag:tag\u002Fhow-we-work","_id":"6153606945ceed7b547ec7e7","assetImage":null,"description":"","linkUrl":"","name":"How we work","creationDateTime":"2021-01-21T16:50:13.35702Z","entity":"tag","guid":"f4aea95a-8f66-4cc9-a030-7e0fa4f167ee","id":"tag\u002Fhow-we-work","modifiedDateTime":"2021-10-07T14:27:09.091439Z","project":"","slug":"how-we-work","cacheLastUpdated":1634592730248},"tag\u002Fhow-we-live":{"urn":"urn:pubpipe:wwverticals:tag:tag\u002Fhow-we-live","_id":"6153617145ceed0756715045","assetImage":null,"description":"","linkUrl":"","name":"How We Live","creationDateTime":"2021-02-05T16:05:21.855044Z","entity":"tag","guid":"e9353e70-d92d-4966-b57f-eb655a24b486","id":"tag\u002Fhow-we-live","modifiedDateTime":"2021-08-25T16:38:15.67489Z","project":"","slug":"how-we-live","cacheLastUpdated":1634592730251},"tag\u002Fhow-we-think":{"urn":"urn:pubpipe:wwverticals:tag:tag\u002Fhow-we-think","_id":"6153614745ceed64e50331c3","assetImage":null,"description":"","linkUrl":"","name":"How we think","creationDateTime":"2021-03-11T19:37:50.321256Z","entity":"tag","guid":"52a9a0a6-92ac-4d4c-9906-b514c70909eb","id":"tag\u002Fhow-we-think","modifiedDateTime":"2021-08-25T16:38:19.2793Z","project":"","slug":"how-we-think","cacheLastUpdated":1634592730241}},"navigations":{"worklife\u002Fnavigation\u002Fworklife":{"urn":"urn:pubpipe:wwverticals:navigation:worklife\u002Fnavigation\u002Fworklife","_id":"6153603d45ceed77ce358bb9","item":[{"lineOne":"","lineTwo":"What is Worklife?","showFeaturedButton":false,"url":"\u002Fworklife\u002Farticle\u002F20190721-what-is-bbc-worklife","id":"worklife\u002Fnavigation\u002Fworklife-0"},{"lineOne":"","lineTwo":"How We Work","showFeaturedButton":false,"url":"\u002Fworklife\u002Ftags\u002Fhow-we-work","id":"worklife\u002Fnavigation\u002Fworklife-1"},{"lineOne":"","lineTwo":"How We Live","showFeaturedButton":false,"url":"\u002Fworklife\u002Ftags\u002Fhow-we-live","id":"worklife\u002Fnavigation\u002Fworklife-2"},{"lineOne":"","lineTwo":"How We Think","showFeaturedButton":false,"url":"\u002Fworklife\u002Ftags\u002Fhow-we-think","id":"worklife\u002Fnavigation\u002Fworklife-3"},{"lineOne":"","lineTwo":"Hello Hybrid","showFeaturedButton":true,"url":"\u002Fworklife\u002Fhello-hybrid","id":"worklife\u002Fnavigation\u002Fworklife-4"}],"primaryVertical":"worklife","creationDateTime":"2019-07-18T15:53:01.743599Z","entity":"navigation","guid":"6928af2b-9d4d-4352-8cdb-b0e9735b1d2d","id":"worklife\u002Fnavigation\u002Fworklife","modifiedDateTime":"2021-07-13T15:16:18.696788Z","project":"worklife","slug":"worklife","cacheLastUpdated":1634592730135}},"partners":{},"modules":{},"indexModules":{},"aroundTheBBC":{},"weathers":{},"destinations":{}},"ads":{},"destinationsAZ":{"azIndexFilter":"Continent"},"collectionsAZ":{"indexFilter":"MOST_RECENT"},"relatedArticlesById":{},"article":{"currentActiveArticle":null,"primaryArticle":null},"loader":{"message":null,"show":false},"location":{"currentLocation":"\u002Fworklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout","previousLocation":null,"isFirstRendering":true},"serverRender":true,"hasArticleHero":{"value":false},"visitedCollectionIndex":false,"visitedTagIndex":false,"metaData":{"title":null},"fetchArticleGroupByArticleId":{"isFetching":false,"id":"worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout","error":null,"endpoint":undefined},"fetchArticleById":{"isFetching":{"worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout":false},"error":null},"fetchTagsByVertical":{"isFetching":false,"error":null},"fetchCollectionsIndexByVerticalReducer":{"isFetching":false,"error":null},"fetchDestinationsIndexByVerticalReducer":{"isFetching":false,"error":null},"fetchNavigationById":{"isFetching":false,"id":"worklife\u002Fnavigation\u002Fworklife","error":null},"fetchCollectionById":{"isFetching":false,"id":null,"error":null},"fetchDestinationById":{"isFetching":false,"id":null,"error":null},"fetchTagById":{"isFetching":false,"id":null,"error":null},"fetchWeatherById":{"isFetching":false,"id":null,"error":null},"fetchModuleByVertical":{"isFetching":null,"error":null},"pagination":{"articleInfiniteScroll":{"worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout":{"site\u002Fworklife\u002Farticle\u002Fhomepage":{"pages":{"1":{"isFetching":false,"error":null,"items":["worklife\u002Farticle\u002F20211013-how-working-unpaid-hours-became-part-of-the-job","worklife\u002Farticle\u002F20211008-how-fertility-became-a-workplace-perk","worklife\u002Farticle\u002F20211007-the-service-roles-that-lead-to-burnout","worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office","worklife\u002Farticle\u002F20211007-why-saying-late-bloomer-is-wrong","worklife\u002Farticle\u002F20211008-why-not-every-good-worker-has-to-be-a-superstar","worklife\u002Farticle\u002F20211005-why-do-cover-letters-still-exist","worklife\u002Farticle\u002F20210928-why-women-are-more-burned-out-than-men","worklife\u002Farticle\u002F20211004-lrdagsgodis-swedens-saturday-only-candy-tradition","worklife\u002Farticle\u002F20211005-is-modern-office-culture-unfair-to-non-parents"],"cacheLastUpdated":1634592730260}},"totalItems":2881,"totalPages":289,"currentPage":1,"itemsPerPage":10}}},"collectionArticlesIndex":{},"tagArticlesIndex":{},"verticalArticlesIndex":{},"premiumCollectionArticlesIndex":{},"swimlaneCollectionArticles":{},"destinationArticlesIndex":{}}}</script> <script>window.__ENTITY_ROUTES__ = {"article":{"path":"\u002F:moduleId(future|worklife|culture|travel)\u002Farticle\u002F:primaryArticleId","entityMapping":":moduleId\u002Farticle\u002F:primaryArticleId"},"previewArticle":{"path":"\u002F:moduleId(future|worklife|culture|travel)\u002Fpreview\u002Farticle\u002F:primaryArticleId","entityMapping":":moduleId\u002Farticle\u002F:primaryArticleId"},"premiumCollection":{"path":"\u002F:moduleId(future|worklife|culture|travel)\u002F:id","entityMapping":":moduleId\u002Fpremium-collection\u002F:id"},"collectionArticlesIndexColumn":{"path":"\u002F:moduleId(future|worklife|culture|travel)\u002Fcolumns\u002F:id","entityMapping":":moduleId\u002Fcolumn\u002F:id"},"collectionArticlesIndexSection":{"path":"\u002F:moduleId(future|worklife|culture|travel)\u002Fsections\u002F:id","entityMapping":":moduleId\u002Fcolumn\u002F:id"},"tagArticlesIndex":{"path":"\u002F:moduleId(future|worklife|culture|travel)\u002Ftags\u002F:id","entityMapping":":moduleId(future|worklife|culture|travel)\u002Ftag\u002F:id"},"tagsIndex":{"path":"\u002F:moduleId(future|worklife|culture|travel)\u002Ftags","entityMapping":"\u002F:moduleId\u002Ftags"},"verticalArticlesIndex":{"path":"\u002F:moduleId(future|worklife|culture|travel)","entityMapping":"\u002F:moduleId(future|worklife|culture|travel)"},"collectionsColumnsIndex":{"path":"\u002F:moduleId(future|worklife|culture|travel)\u002Fcolumns","entityMapping":"\u002F:moduleId\u002Fcollections"},"collectionsSectionsIndex":{"path":"\u002F:moduleId(future|worklife|culture|travel)\u002Fsections","entityMapping":"\u002F:moduleId\u002Fcollections"},"destinationsIndex":{"path":"\u002F:moduleId(travel)\u002Fdestinations","entityMapping":"\u002Fdestinations"},"destinationIndex":{"path":"\u002F:moduleId(travel)\u002Fdestinations\u002F:destinationId","entityMapping":":moduleId\u002Fdestination-guide\u002F:destinationId"}};</script> <script>window.__PWA_CLIENT_SIDE_ENABLED__=true</script> <script src="https://web.archive.org/web/20211018213932js_/https://static-web-assets.gnl-common.bbcverticals.com/features/pwa/1633954265-725ee141ac908b57832811a4b003ecbc33a1d8b6/static/js/bundle.00d76366.js"></script> <script>window.BBC_GNL_PWA_MAIN();</script> <script type="text/javascript"> (function() { /** CONFIGURATION START **/ var _sf_async_config = window._sf_async_config = (window._sf_async_config || {}); _sf_async_config.uid = '50924'; _sf_async_config.domain = 'bbc.co.uk'; _sf_async_config.flickerControl = false; _sf_async_config.useCanonical = true; _sf_async_config.sections = 'worklife,howwework'; _sf_async_config.path = '/worklife/article/20211007-the-service-roles-that-lead-to-burnout'; _sf_async_config.authors = "Mark Johanson"; /** CONFIGURATION END **/ function loadChartbeat() { var e = document.createElement('script'); var n = document.getElementsByTagName('script')[0]; e.type = 'text/javascript'; e.async = true; e.src = '//web.archive.org/web/20211018213932/https://static.chartbeat.com/js/chartbeat.js'; n.parentNode.insertBefore(e, n); } loadChartbeat(); })(); </script> </div> <div id="orb-footer" class="orb-footer" dir="ltr"> <div id="navp-orb-footer-promo"></div><aside role="complementary"><div id="orb-aside" class="orb-nav-sec b-r b-g-p"><div class="orb-footer-inner" role="navigation" aria-label="BBC"><h2 class="orb-footer-lead">Explore the BBC</h2><div class="orb-footer-primary-links"><ul><li class="orb-nav-home"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/">Home</a></li><li class="orb-nav-news"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/news">News</a></li><li class="orb-nav-sport"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/sport">Sport</a></li><li class="orb-nav-weather"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/weather">Weather</a></li><li class="orb-nav-iplayer"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/iplayer">iPlayer</a></li><li class="orb-nav-sounds"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/sounds">Sounds</a></li><li class="orb-nav-cbbc"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/cbbc">CBBC</a></li><li class="orb-nav-cbeebies"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/cbeebies">CBeebies</a></li><li class="orb-nav-food"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/food">Food</a></li><li class="orb-nav-bitesize"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/bitesize">Bitesize</a></li><li class="orb-nav-arts"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/arts">Arts</a></li><li class="orb-nav-taster"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/taster">Taster</a></li><li class="orb-nav-local"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/news/localnews">Local</a></li><li class="orb-nav-three"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/bbcthree">Three</a></li></ul></div></div></div></aside><footer role="contentinfo"><div id="orb-contentinfo" class="orb-nav-sec b-r b-g-p"><script>window.orb = window.orb || {}; window.orb.worldwideFooterlinks = '<li class="orb-footer-ads"><a href="https://web.archive.org/web/20211018213932/https://www.bbcglobalnews.com/">Advertise with us<' + '/a><' + '/li><li class="orb-footer-adchoices"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.com/usingthebbc/cookies/how-does-the-bbc-use-cookies-for-advertising/">AdChoices / Do Not Sell My Info<' + '/a><' + '/li>';</script><div class="orb-footer-inner"><div><ul><li class="orb-footer-terms"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/usingthebbc/terms/">Terms of Use</a></li><li class="orb-footer-about"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/aboutthebbc">About the BBC</a></li><li class="orb-footer-privacy"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/usingthebbc/privacy/">Privacy Policy</a></li><li class="orb-footer-cookies"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/usingthebbc/cookies/">Cookies</a></li><li class="orb-footer-accessibility"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/accessibility/">Accessibility Help</a></li><li class="orb-footer-parental"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/guidance">Parental Guidance</a></li><li class="orb-footer-contact"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/contact">Contact the BBC</a></li><li class="orb-footer-newsletter"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/bbcnewsletter">Get Personalised Newsletters</a></li></ul><small><em class="orb-hilight">Copyright © 2021 BBC.</em> The BBC is not responsible for the content of external sites. <span class="orb-footer-links"><a href="https://web.archive.org/web/20211018213932/https://www.bbc.co.uk/editorialguidelines/guidance/feeds-and-links" class="orb-hilight">Read about our approach to external linking.</a></span></small></div></div></div></footer></div><script type="importmap">{"imports":{"orbit-drawer":"https://web.archive.org/web/20211018213932/https://static.files.bbci.co.uk/orbit/16f305bdd5430e3e649f332cb1b37c63/js/drawer-api.bundle.js","bbccookies":"https://web.archive.org/web/20211018213932/https://static.files.bbci.co.uk/cookies/1a29e6abc5353658fb90a9e9b2b38fd5/cookie-banner/cookie-library.module.js"}}</script><script type="module" src="https://web.archive.org/web/20211018213932jm_/https://static.files.bbci.co.uk/orbit/16f305bdd5430e3e649f332cb1b37c63/js/orbit.js" async=""></script><script type="text/javascript" src="https://web.archive.org/web/20211018213932js_/https://static.files.bbci.co.uk/orbit/16f305bdd5430e3e649f332cb1b37c63/js/redirect.bundle.js" async=""></script><script type="text/javascript" src="https://web.archive.org/web/20211018213932js_/https://static.files.bbci.co.uk/orbit/16f305bdd5430e3e649f332cb1b37c63/js/performance.bundle.js" data-release="3.0.0-1706.d95a18df" data-ux="orb" async=""></script><script id="orb-js-script" data-assetpath="https://static.files.bbci.co.uk/orbit/16f305bdd5430e3e649f332cb1b37c63/" src="https://web.archive.org/web/20211018213932js_/https://static.files.bbci.co.uk/orbit/16f305bdd5430e3e649f332cb1b37c63/js/orb.min.js"></script> <script type="text/javascript">/*<![CDATA[*/ require(['orb/nav'], function(nav) { window.bbcuser.isUKCombined().then(function(isUK) { if (isUK) { nav.loadJs('https://web.archive.org/web/20211018213932/https://static.files.bbci.co.uk/orbit/16f305bdd5430e3e649f332cb1b37c63/js/edr.min.js'); } }); }); /*]]>*/</script> <script type="text/javascript">require.config({ paths: { "mybbc/templates": '//web.archive.org/web/20211018213932/https://mybbc.files.bbci.co.uk/notification-ui/4.3.7/templates', "mybbc/notifications": '//web.archive.org/web/20211018213932/https://mybbc.files.bbci.co.uk/notification-ui/4.3.7/js' } }); require(['mybbc/notifications/NotificationsMain', 'idcta/idcta-1'], function (NotificationsMain, idcta) { var loadNotifications = function (isUK) { if (isUK) { window.bbcpage.loadCSS('//web.archive.org/web/20211018213932/https://mybbc.files.bbci.co.uk/notification-ui/4.3.7/css/main.min.css').then(function() { NotificationsMain.run(idcta, '//web.archive.org/web/20211018213932/https://mybbc.files.bbci.co.uk/notification-ui/4.3.7/'); }); } }; window.bbcuser.isUKCombined().then(function(isUK) { loadNotifications(isUK); }); });</script> <script type="module">if (window.bbcuser && window.bbcuser.isUKCombined) { bbcuser.isUKCombined().then(function (isUK) { if (isUK) { const isOrbUx = !!document.querySelector('.orb-nav-pri-container'); if (isOrbUx) { const script = document.createElement('script'); script.src = 'https://web.archive.org/web/20211018213932/https://nav.files.bbci.co.uk/searchbox/d3c099a283f4be8102b8b0bba5796dd7//js/old-search-suggest.js'; script.async = true; script.setAttribute('data-static-prefix', 'https://web.archive.org/web/20211018213932/https://nav.files.bbci.co.uk/searchbox/d3c099a283f4be8102b8b0bba5796dd7/'); script.setAttribute('data-variant', 'default'); document.head.appendChild(script); } else { import('https://web.archive.org/web/20211018213932/https://nav.files.bbci.co.uk/searchbox/d3c099a283f4be8102b8b0bba5796dd7//js/search-suggest.js').then(drawer => { drawer.setupSearchDrawer({ searchboxAppStaticPrefix: 'https://web.archive.org/web/20211018213932/https://nav.files.bbci.co.uk/searchbox/d3c099a283f4be8102b8b0bba5796dd7/', variant: 'default', }); }); } } }); }</script> <script type="text/javascript" src="https://web.archive.org/web/20211018213932js_/https://nav.files.bbci.co.uk/navpromo/34f98a4c8573fabed16dc8acea28feb8/js/footerpromo.js" data-base="https://navpromo.api.bbci.co.uk" data-variant="" async=""></script> <script type="text/javascript">window.COOKIES_STATIC_HOST="https://web.archive.org/web/20211018213932/https://static.files.bbci.co.uk/cookies/1a29e6abc5353658fb90a9e9b2b38fd5/cookie-banner/cookie-prompt/"</script><script src="https://web.archive.org/web/20211018213932js_/https://static.files.bbci.co.uk/cookies/1a29e6abc5353658fb90a9e9b2b38fd5/cookie-banner/cookie-banners.bundle.js" async=""></script> <script src="https://web.archive.org/web/20211018213932js_/https://nav.files.bbci.co.uk//user-activity-helper/7f7e3cfe8ed2cbcec7e57473d0ed5809/js/detectview.bundle.js" async=""></script><script type="text/javascript">"use strict";window.__reverb.__reverbLoadedPromise.then(function(e){return e.initialise().then(function(){return e.viewEvent()})},function(){console.log("Failed to load reverb. No event sent")});</script><noscript><img src="https://web.archive.org/web/20211018213932im_/https://sb.scorecardresearch.com/p?c1=2&c2=17986528&cs_ucfr=0&cv=2.0&cj=1"></noscript> </body> </html>