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{ 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 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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/20220115210319im_/https://www.bbc.com/%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 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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 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.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; } 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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":1642280100095},"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility","_id":"61db4c9a45ceed56ba6f71b1","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkatie-bishop"],"bodyIntro":"Employees with non-traditional working arrangements have been punished in pay and promotions alike. As flexible work becomes the norm, can we end the penalty?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt’s almost hard to remember a time before the pandemic when working flexibly was the exception, rather than the norm. Whether flexibility meant keeping different hours to the normal 9-to-5 structure or the ability to work outside the office, those whose jobs were structured atypically stuck out as different to their colleagues. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd often, they paid a price; those who did secure a flexible role were likely to find that their working pattern came with a pay or progression penalty linked to \u003Ca href=\"https:\u002F\u002Fwww.pwc.com\u002Fgx\u002Fen\u002Fabout\u002Fdiversity\u002Fiwd\u002Finternational-womens-day-pwc-time-to-talk-report.pdf\"\u003Enegative perceptions\u003C\u002Fa\u003E of flexible work. This especially impacted women, who were \u003Ca href=\"https:\u002F\u002Fwww.cipd.co.uk\u002FImages\u002Fmegatrends-report-flexible-working-1_tcm18-52769.pdf\"\u003Etwice as likely\u003C\u002Fa\u003E to work flexibly as men. \u003C\u002Fp\u003E\n\u003Cp\u003EYet the upheaval we’ve experienced over the past two years – and the fact that millions of employees of all kinds across many industries have proved that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work\"\u003Eflexible work can be highly productive\u003C\u002Fa\u003E – may have shifted these perceptions. Leaders and decision-makers who might previously have frowned on flexible working have had the chance to experience a different way of working themselves, and many found they liked it. In fact, numerous \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-56972207\"\u003Emajor organisations\u003C\u002Fa\u003E have stated they do not plan to make a full-time return to the office, in spite of easing lockdown measures in some countries. \u003C\u002Fp\u003E\n\u003Cp\u003EWith such a significant shift, those who want to work flexibly may well be hoping that negativity associated with non-traditional working patterns will have disappeared. But it may not be so simple; \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210604-why-presenteeism-always-wins-out-over-productivity\"\u003Epresenteeism\u003C\u002Fa\u003E remains a powerful force, and work cultures still favour those who spend more time with managers. \u003C\u002Fp\u003E\n\u003Cp\u003EWith these factors in play, will the flexible work penalty come back into full force when workers are asked to return to the office, however many days a week – or have the last two years changed perceptions around flexible work for the better? \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA “want” rather than a “need”\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ETraditionally, unconventional work set-ups were much more likely to be the preserve of mothers juggling childcare with the demands of their career. Yet the enforced shift to widespread remote working – and the fact that many people have subsequently embraced it – has meant that flexible work is no longer reserved for female caregivers. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.glassdoor.co.uk\u002Fblog\u002Fcompanies-work-life-balance\u002F\"\u003EThree-quarters of UK workers\u003C\u002Fa\u003E now say \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210302-why-work-life-balance-is-not-an-achievement\"\u003Ework-life balance\u003C\u002Fa\u003E is more important to them than it was pre-pandemic, and employers are starting to respond to this. The number of jobs advertised as remote has increased by \u003Ca href=\"https:\u002F\u002Fwww.peoplemanagement.co.uk\u002Fnews\u002Farticles\u002Fprompting-employers-state-flexible-working-options-leads-20-per-cent-boost-ads-offering-flexibility-analysis-finds#gref\"\u003Eroughly 20%\u003C\u002Fa\u003E since 2020, as demand increases, and both companies and staff alike have begun to understand that wanting to work flexibly is not necessarily negative or due to a lack of commitment. For many workers, it’s become about how their career fits with their lifestyle – it’s a ‘want’ rather than a ‘need’ that can help increase their quality of life.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There will always be a bit of a premium for being physically in the office – Alok Alström","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Flexible work carried much more stigma pre-pandemic,” says Molly Johnson-Jones, co-founder of Flexa, a company that assesses the flexible working policies of major organisations. “Before, those who hadn’t worked regularly from home assumed that it meant working less hard. Now, because everyone has been forced to work from home and they’ve still been productive, those pre-conceived notions of what working from home means have been dispelled.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe number of newly created flexible roles reflects this mindset shift; pre-pandemic, finding a flexible role could be a battle, with demand vastly outstripping supply. In the UK only \u003Ca href=\"https:\u002F\u002Ftimewise.co.uk\u002Fwp-content\u002Fuploads\u002F2019\u002F09\u002FTW_Flexible_Jobs_Index_2019.pdf\"\u003E15% of jobs\u003C\u002Fa\u003E were advertised as flexible in 2019, significantly less than the 87% of employees who wanted flexibility in their role. Now, however, millions of roles have that flexibility built in, whether shifting to entirely remote or hybrid set-ups. \u003C\u002Fp\u003E\n\u003Cp\u003EThis could be good news for women – the comparatively high uptake of part-time work, remote schedules and reduced hours among working mothers has always been a \u003Ca href=\"https:\u002F\u002Fwww.ft.com\u002Fcontent\u002Ffccde92e-0817-11e8-9650-9c0ad2d7c5b5\"\u003Ekey contributing factor\u003C\u002Fa\u003E to the gender pay gap. Yet demand to work flexibly from men \u003Ca href=\"https:\u002F\u002Fflexa.careers\u002Fblog\u002Flondon-march-2021.is-male-demand-driving-flexibility\"\u003Eincreased by 30%\u003C\u002Fa\u003E during the pandemic, and research suggests that the number of men requesting to work remotely is now comparable to their female counterparts. \u003C\u002Fp\u003E\n\u003Cp\u003EAlthough widespread remote working hasn’t been the norm for long enough to observe progression and pay patterns among newly flexible workers, experts are hopeful that increased normalisation of flexible work could potentially reduce its negative impact on careers and even lessen gender pay gaps. \u003C\u002Fp\u003E\n\u003Cp\u003E“Flexible working was historically associated with women more than men, and particularly working mothers,” says Johnson-Jones. “By removing the need to have a ‘reason’ to request flexibility and giving everyone the freedom to choose how to work, we can make true progress on gender equality.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0bf2z5v"],"imageAlignment":"centre","imageAltText":"Colleagues drinking together","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe problem of presenteeism\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EYet, as employees trickle back to the office and more workplaces initiate hybrid working policies, some worry familiar problems of presenteeism might stifle progress. \u003C\u002Fp\u003E\n\u003Cp\u003E“There will always be a bit of a premium for being physically in the office,” says Alok Alström, founder of the Future of Work Institute, a think tank based in Sweden. Working remotely could prevent workers from developing a strong relationship with “the person who is controlling your salary and role, particularly if you haven’t met key decision-makers. It also means that you are less likely to be invited to social events, which are often where relationships are built within companies.” \u003C\u002Fp\u003E\n\u003Cp\u003EEnforced remote working offered up an idealised version of a more equitable workplace – after all, it’s difficult to penalise someone for spending less time at the office when everyone is working from their kitchen table. As yet, however, there’s little evidence to show that the level playing field wasn’t simply a temporary benefit of lockdown. As Alström argues, it’s possible human nature might win out, with office bonding mechanisms offering a natural advantage to those who choose to show up to the workplace in person. \u003C\u002Fp\u003E\n\u003Cp\u003EExperts also point out that, far from being a utopia for flexible workers, the post-pandemic office environment could heighten competition between at-home staff and those who show up to the workplace. \u003C\u002Fp\u003E\n\u003Cp\u003E“The democratisation of flexible work might make those who don’t go for this option stand out even more,” says Thomas Roulet, an associate professor in organisational theory at the University of Cambridge Judge Business School. “It’s perfectly intuitive to believe that the flexible work penalty will lessen as everybody gets access to flexible work, but it might simply mean that those who stay away from flexible working make an even stronger signal of commitment to their employers.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The post-pandemic office environment could heighten competition between at-home staff and those who show up to the workplace","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPresenteeism is a powerful force that’s been blamed for everything from the widespread burnout of office workers to the \u003Ca href=\"https:\u002F\u002Fig.ft.com\u002Fspecial-reports\u002Fhealth-work\u002F2019\u002F\"\u003Eproductivity lag\u003C\u002Fa\u003E in many economies. The idea of “showing up” is so deeply ingrained in working culture that Roulet believes some employees may continue to pursue it, even when less rigid work structures are an option, deepening the divide between flexible and non-flexible staff. And this wouldn’t just be a problem for people who choose to take advantage of newly adaptable workplace policies. \u003C\u002Fp\u003E\n\u003Cp\u003E“Hyperflexibility might become the norm, but there are implications for how people take advantage of these policies,” he says. For office-based workers, too, “it might actually generate more burnout, as some employees feel more responsible and engaged, and so might be less likely to take time off, for example, whilst others take full advantage of the flexibility options available to them.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPreparing for change\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe only way for workers to know if the penalty is mitigated for good – or perhaps even worse than ever, as Roulet fears – is for working patterns to stabilise in some way so employees and experts alike can collect data. \u003C\u002Fp\u003E\n\u003Cp\u003EOf course, work hasn’t yet settled – and with the rise of a new virus variant, it seems increasingly likely we’ll stay in flux for some time. It may be a while until we can see how the flexible work penalty plays out in a world that is newly – and seemingly – permanently accommodating to formerly unconventional work patters. \u003C\u002Fp\u003E\n\u003Cp\u003EBut that’s not all bad. This holding pattern gives companies time to continue evaluating their policies and practices as well as examine their biases, as workers are pushing them to do. It creates some hope that we’ll soon find a fairer and more equitable way of working, whether workers are at office desks or kitchen tables.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility-6"}],"collection":["worklife\u002Fpremium-collection\u002Fhello-hybrid"],"disableAdverts":false,"displayDate":"2022-01-10T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Will workers continue to pay a price for flexibility?","headlineShort":"The end of the 'flexible work penalty'?","image":["p0bg8wbm"],"imageAlignment":"centre","imageAltText":"A woman working at home","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":"6183c2c945ceed0d2f73335b"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p0bg8wbm"],"relatedStories":["worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office","worklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle","worklife\u002Farticle\u002F20211201-the-workers-picking-up-the-slack-du-the-great-resignation"],"relatedTag":null,"summaryLong":"Employees with non-traditional working arrangements have been punished in pay and promotions alike. As flexible work becomes the norm, can we end the penalty?","summaryShort":"Why workers are still losing pay and promotions when they work remotely","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2022-01-09T20:58:58.991101Z","entity":"article","guid":"30fc7c02-9f07-4d69-987a-a93de2b729dc","id":"worklife\u002Farticle\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility","modifiedDateTime":"2022-01-10T22:05:30.096234Z","project":"worklife","slug":"20220103-will-workers-continue-to-pay-a-price-for-flexibility","cacheLastUpdated":1642280100073},"worklife\u002Farticle\u002F20210721-whats-the-purpose-of-the-office-and-do-we-still-need-it":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210721-whats-the-purpose-of-the-office-and-do-we-still-need-it","_id":"6183c26c45ceed60032f7c14","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Remote work is working. So, why do we need a physical space?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe employees of LendingTree, an online loan marketplace headquartered in Charlotte, North Carolina, US, are still working from desks and couches, on patios and in libraries. But rather than doing so remotely, they’re in a corporate office that’s been re-designed to include environments that mimic working from home. LendingTree calls the concept “resi-mercial”.\u003C\u002Fp\u003E\n\u003Cp\u003E“It’s a blend of a residential and commercial feel,” says Jill Olmstead, LendingTree’s chief human resources and administration officer. “The idea is that it’s comfortable, and you want to be here as much as you want to be at home.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhen the world transitioned to remote work near the start of the pandemic, employees’ ability to adapt became rapidly apparent. A massive number of people, suddenly forced to work from home, were able to do their jobs as well – or, in some cases, even better – than they could in the office. One survey of close to a million US workers at Fortune 500 companies showed \u003Ca href=\"https:\u002F\u002Fwww.greatplacetowork.com\u002Fresources\u002Fblog\u002Fremote-work-productivity-study-finds-surprising-reality-2-year-study\"\u003Eproductivity remained stable or increased after employees began working remotely\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIn short, workers have proved remote work is both possible and profitable. Some large, mainly tech-centered companies, including Facebook, Upwork and Slack, are transitioning to permanent remote work.\u003C\u002Fp\u003E\n\u003Cp\u003EMany others, though, are encouraging a return to the office, either part- or full-time.\u003C\u002Fp\u003E\n\u003Cp\u003EBut now that we’ve seen how we can do our jobs efficiently from home, and found methods that keep us connected to colleagues, what is the office really for – and is it possible to make employees want to be there? It’s a looming question companies are trying to answer.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat the office offers\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn terms of performance, says Ethan Bernstein, an associate professor of business administration at Harvard Business School, an office isn’t necessary for productivity. But just because we don’t need to be in the office to effectively perform work tasks doesn’t mean it’s useless. There are several functions a physical office space can serve, he says, even if people are still getting a lot of their work done from home.\u003C\u002Fp\u003E\n\u003Cp\u003E“If you think of the office as an add-on, then you ask not what can offices do that remote work can’t,” Bernstein says, “but, how can we use the office to make what we’re doing remotely even more effective? If remote work becomes the default, maybe the office is there for the sake of cementing relationships, introducing people and deliberate relationship-building.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210721-whats-the-purpose-of-the-office-and-do-we-still-need-it-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210721-whats-the-purpose-of-the-office-and-do-we-still-need-it-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAfter more than a year of full-time remote work, LendingTree’s Olmstead says the new office opened to a limited number of people just a few weeks ago. Employees were asked to sign up for days they wanted to come in, and Olmstead and her team weren’t sure what to expect.\u003C\u002Fp\u003E\n\u003Cp\u003E“When we opened those slots and said, ‘come if you’re ready,’ within two hours we’d filled them all,” she says. “There are roughly 550 people who will be coming back, and over half are ready to come back now. We were surprised by that number, and that we had that many employees so quickly say, ‘I’m ready’ tells you people are missing something.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhat exactly those people missed about the office, she adds, is “different for different people”. For some, the primary function of the office is socialisation. “I know people can get a lot of that in their home lives,” says Olmstead, “but not everyone does.” \u003C\u002Fp\u003E\n\u003Cp\u003EFor others, the office provides a distraction-free environment a home workspace may not.\u003C\u002Fp\u003E\n\u003Cp\u003E“One person told me, ‘I’ve got young children, a wife who also works and I’ve been working in our bedroom closet for a year,’” says Olmstead. “For some people, being in the office is about focus, and needing to get away.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210721-whats-the-purpose-of-the-office-and-do-we-still-need-it-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There is still an analogue world, which requires that address – Mark Dixon","id":"worklife\u002Farticle\u002F20210721-whats-the-purpose-of-the-office-and-do-we-still-need-it-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESome people simply function better in a place that’s strictly intended for work, says Mark Dixon, founder and CEO of IWG (International Workplace Group), a UK-based office space firm with more than 3,500 buildings in 120 countries.\u003C\u002Fp\u003E\n\u003Cp\u003E“Some people can work from home, and they’re good and really disciplined. Others do fare much better in an office,” he says. “Maybe at home there are too many interruptions. Personally, I like to go to an office because if I don’t, I’ll work day and night. Being able to leave the office is an important mental break.” \u003C\u002Fp\u003E\n\u003Cp\u003EPlenty of people just don’t like to work from home, says Bernstein, or have housing situations that make it difficult. “There’s room for allowing some people, who are more comfortable for whatever reason in a space that is not their home, to work from other places,” he says. “There are some people who’d like to be in a co-working space or an office.” \u003C\u002Fp\u003E\n\u003Cp\u003EIn other words, we still need physical spaces – some of them outside our homes – to do our work.\u003C\u002Fp\u003E\n\u003Cp\u003E“People and companies,” says Dixon, “require some kind of a base.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe end of the open office\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile the office era isn’t over yet, the role the office plays in workers’ lives is changing, and it seems natural that the layout of the place should change with it. \u003C\u002Fp\u003E\n\u003Cp\u003EThe primary feedback LendingTree’s leadership received from employees “was they wanted a variety of spaces”, says Olmstead. “They wanted places they can collaborate in different ways: booths or areas to sit down and have a cup of coffee. Lounge spaces to sit and talk. Traditional conference spaces. Places introverts could get away. Gathering spaces for people to come together in an informal way.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210721-whats-the-purpose-of-the-office-and-do-we-still-need-it-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210721-whats-the-purpose-of-the-office-and-do-we-still-need-it-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe result is a stark departure from the “open office” plan that’s been dominant since as early as 1906, when Frank Lloyd Wright designed the Larkin Administration Building in New York City. Rather than a wide floor full of desks with toiling employees leaning over them, Olmstead says the employees who are working in the building are distributed in a wide array of rooms.\u003C\u002Fp\u003E\n\u003Cp\u003E“Right now, I can look out in workspaces and see about a third of our team,” she says. “I don’t know if [the rest] are working from home, or if they’re here and they’re in the fitness centre or in a library somewhere.”\u003C\u002Fp\u003E\n\u003Cp\u003EThough IWG has more than 8,000 desks in their vast network of office space, Dixon acknowledges that a mostly remote future is not only possible, but probable.\u003C\u002Fp\u003E\n\u003Cp\u003E“What’s already going away is going to the headquarters of a major company, and seeing hundreds or thousands of desks in a great big building, where people come to use a laptop and a phone they could have used just as well wherever they came from,” says Dixon. “That breakthrough occurred thanks to the unprecedented scientific experiment that happened worldwide, in one go. And it worked! We know we simply no longer need that kind of office.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ELong live corporate headquarters\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBut that doesn’t mean companies don’t need office space at all. In fact, says Dixon, demand for IWG’s office space in the US alone is up 43%, compared to pre-pandemic numbers. Many firms are moving to a “hub and spoke” model, he explains, with multiple small satellite offices available to employees, and one streamlined, central office serving as the company’s headquarters.\u003C\u002Fp\u003E\n\u003Cp\u003E“Governments still require you to have an address. There is still an analogue world, which requires that address,” he says. “But more and more, it’s a hub of operations that’s a lot smaller, with a few people helping to coordinate those who are working in all different places.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe idea of that physical, central headquarters, says Dixon, will be around for a while. In fact, he thinks it’ll be one of the last vestiges of the physical office as things continue to move online.\u003C\u002Fp\u003E\n\u003Cp\u003E“For now, the purpose of an office is still to give a company identity. Substance. Old fashioned things,” he says. “It’s a place with their name over the door. It gives people a sense of belonging. To get rid of it is like having an army that doesn’t have a basecamp. You have to have a place to bring your army together.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd despite a newfound deftness for using online collaboration tools, for people working together toward a common goal, spending time in the same physical location is likely as invaluable as ever.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210721-whats-the-purpose-of-the-office-and-do-we-still-need-it-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210721-whats-the-purpose-of-the-office-and-do-we-still-need-it-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“We do believe that a lot of the best in-the-moment, spontaneous collaboration tends to happen when you bump into each other,” says Olmstead. “I think it’s about connection with other people who do what you do. You can only connect so much over Zoom or by phone. I do believe the creative spark happens more naturally when people are together.”\u003C\u002Fp\u003E\n\u003Cp\u003EThere will always be a benefit to sharing physical space with colleagues, says Dixon, but the way we design and use office space will need to shift to complement, rather than offer an alternative to, remote work. That may come in the form of hybrid models that give people the flexibility to work wherever they’re most productive, and use the office mainly for social or collaborative activities.\u003C\u002Fp\u003E\n\u003Cp\u003ECompanies who think they can make a long-term return to business as usual, adds Dixon, may have their heads in the sand. A recent survey conducted by IWG found that nearly a third of all workers say they’ll only consider working for companies that offer a flexible work environment.\u003C\u002Fp\u003E\n\u003Cp\u003E“This is a fundamental change, and it will affect all companies,” he says. “I’ve likened it to when email first came out. Some people said no, I’m going to stick to the post, and to fax machines. Well, they all switched in the end; there was just a period of low efficiency while they resisted.”\u003C\u002Fp\u003E\n\u003Cp\u003EHe points to The Office, a mid-2000s sitcom with UK and US iterations that are already taking on a vintage patina. “In 15 years’ time, if you show The Office to a young person, you’ll have to explain to them what that setting is,” says Dixon. “It’ll be a bit like old movies set on steam locomotives.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut even still, he predicts, colleagues will be getting together. Then, as now, we may do most of our work alone behind our screens. But no matter how digitally dependent the future is, we’re still social creatures, and a physical office – in some form – still serves a purpose.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E“\u003C\u002Fstrong\u003EWhen someone says thank you over Zoom, it’s not the same as someone shaking your hand and making eye contact and saying, ‘thank you, I really appreciate it,’” says Dixon. “You can’t do everything virtually. People need people.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210721-whats-the-purpose-of-the-office-and-do-we-still-need-it-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-07-22T11:58:12Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"What’s the purpose of the office – and do we still need it?","headlineShort":"What's the purpose of the office?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Remote work is working. So, why do we need a physical space?","summaryShort":"Remote work is working. So, why do we need a physical space?","tag":[],"textToSpeech":false,"creationDateTime":"2021-07-21T20:55:54.454247Z","entity":"article","guid":"aad2f843-1d32-49d4-b0d1-297f4ec347c7","id":"worklife\u002Farticle\u002F20210721-whats-the-purpose-of-the-office-and-do-we-still-need-it","modifiedDateTime":"2021-09-02T05:26:38.199269Z","project":"worklife","slug":"20210721-whats-the-purpose-of-the-office-and-do-we-still-need-it","cacheLastUpdated":1642280100063},"worklife\u002Farticle\u002F20220113-why-a-wide-scale-return-to-the-office-is-a-myth":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220113-why-a-wide-scale-return-to-the-office-is-a-myth","_id":"61e096ee45ceed01f60ea618","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Falex-christian"],"bodyIntro":"For two years, employees have been waiting for ‘the day’ when everyone goes back to the office. But it’s probably never coming.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWorkers were meant to have returned to the office by now. Our expectation, back in early 2020, was that once the pandemic had ended, we’d all collectively resume our pre-Covid patterns of office-based working.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EYet that’s not how things have turned out. Two years on, employees around the world continue to face ongoing uncertainty as to when – and if – they’ll be expected back at the workplace in person. The emergence of different Covid-19 variants has exacerbated matters; Omicron has triggered record cases globally, forcing employees who were slowly adapting to a partial, hybrid return to the office to reverse course and work remotely again.   \u003C\u002Fp\u003E\n\u003Cp\u003EToday, the idea that we’ll all return to the office together again seems highly unrealistic. Some companies have already switched permanently to remote work or hybrid models. And, while others may be holding out for staff to come back to their desks, each delay further entrenches flexible working patterns – rendering a full-staff return less likely.\u003C\u002Fp\u003E\n\u003Cp\u003E“The return-to-office date has died,” says Nicholas Bloom, professor of economics at Stanford University, US. “Endless waves of Covid have led most CEOs to give up, and instead set up contingent policies: if, when and how to return to the office.” \u003C\u002Fp\u003E\n\u003Cp\u003EBut if we finally abandon the idea that there will ever be a day when we’re all permanently back at our office desks, what should we expect instead?\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220113-why-a-wide-scale-return-to-the-office-is-a-myth-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0bh1r3v"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220113-why-a-wide-scale-return-to-the-office-is-a-myth-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EWhy there’s no ‘back to normal’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhen the pandemic first hit, and its scale was still to be mapped, a widespread return to the workplace seemed likely in 2020.\u003C\u002Fp\u003E\n\u003Cp\u003EEmployers and employees alike anticipated a hard date to come back: some kind of reversion to a pre-pandemic normal – the majority of workforces together in offices, at least a few days a week. In turn, the expectation was that many prior characteristics of work, such as the fixed nine-to-five schedule, would be restored.\u003C\u002Fp\u003E\n\u003Cp\u003EBusinesses of all kinds, across multiple sectors, set return-to-office dates throughout 2020. However, as the pandemic dragged on, companies pushed plans back. This was in part due to ongoing health concerns in many countries, but also because workers had become comfortable – and remained productive – in their remote set-ups, and some even pushed back against these dates.\u003C\u002Fp\u003E\n\u003Cp\u003E“Early in the crisis CEOs would pronounce return-to-office plans only for them to get wiped out by each new wave and variant,” explains Bloom. And even when employers did fully expect to bring workers back at a defined moment regardless, the unpredictable nature of the pandemic meant return-to-office dates were increasingly kicked down the road.\u003C\u002Fp\u003E\n\u003Cp\u003ENow, in the third year of Covid-19, the return-to-office date remains a constantly moving target. It seems increasingly improbable to expect a universal return. Flexibility and remote work have become so deeply rooted that reimposing pre-pandemic working models appears a nigh-on impossible task. “Habits are hard to break,” says Almuth McDowall, professor of organisational psychology at London’s Birkbeck University. “We’ve all harnessed more innovative, efficient ways of doing our jobs.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220113-why-a-wide-scale-return-to-the-office-is-a-myth-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Early in the crisis CEOs would pronounce return-to-office plans only for them to get wiped out by each new wave and variant – Nicholas Bloom","id":"worklife\u002Farticle\u002F20220113-why-a-wide-scale-return-to-the-office-is-a-myth-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EUncertainty around health remains rampant; we don’t know when the pandemic will end, whether Covid will become endemic or if another variant will emerge – let alone rough dates for when these might occur. And employees will continue to have different levels of risk tolerance; for instance, a healthy, single person may be more willing to go back to the office than an immunocompromised worker, or one with children too young to be vaccinated. “Amid Omicron, there is much low-level anxiety – many don’t want to rush back to the office,” adds McDowall. \u003C\u002Fp\u003E\n\u003Cp\u003EConsidering all these factors, setting a sweeping, all-employee return-to-office date the way companies have been attempting – and workers have been anticipating – since 2020 seems like a fantasy: a construction of the past that no longer reflects our changing world.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EDevil in the details\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, the office return will look different across sectors and companies; there won’t be a one-size-fits-all ‘back to work’ date – and for some employees, there won’t be a date at all. How does a worker figure out what’s next for \u003Cem\u003Ethem?\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe ways – and reasons why – employers have already planned to bring back their workers during the pandemic may be a good indicator for how they’ll try to do so in the future.\u003C\u002Fp\u003E\n\u003Cp\u003EOn one hand, it’s likely many of the sectors who’ve tried mightily to pull employees back into the office multiple times during the pandemic will be keen to create the fastest, most sweeping return-to-office policies.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220113-why-a-wide-scale-return-to-the-office-is-a-myth-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0bh1r72"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220113-why-a-wide-scale-return-to-the-office-is-a-myth-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor example, in finance, \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Fmarkets\u002Ffunds\u002Fwall-street-banks-stick-with-return-to-work-plans-while-monitoring-omicron-2021-11-29\u002F\"\u003Eexecutives have been aggressive in their timelines\u003C\u002Fa\u003E to bring people back. This is in part due to a highly in-person work culture, but also due to “aspects of financial services, particularly around the trading floor, which aren’t as easy to do remotely”, says Chris Leahy, founder of due-diligence investigative firm Blackpeak. Essentially, businesses like these are less nimble than others, often hamstrung by regulations and decades-old practises still assuming that, at some point, everyone will return.\u003C\u002Fp\u003E\n\u003Cp\u003EEven in other sectors that aren’t so regulation-bound, many businesses have \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2021-12-15\u002Fapple-delays-return-to-office-until-date-yet-to-be-determined?sref=ctSjKj2N\"\u003Erepeatedly set hard return dates\u003C\u002Fa\u003E, though they’ve had to move them, \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2022\u002F01\u002F10\u002Ffacebook-meta-delays-office-return-to-march-covid-boosters-required.html\"\u003Esometimes multiple times\u003C\u002Fa\u003E. Although it’s still murky as to when, workers at companies like these should plan to return to the office at some point, since it’s clear their employers are still placing emphasis on at least some in-person work.\u003C\u002Fp\u003E\n\u003Cp\u003EYet, despite these indicators, the future may be even more malleable than we expect. Even as some sectors cling to pre-pandemic ways of working, worker power may potentially destabilise some employers’ best laid plans.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220113-why-a-wide-scale-return-to-the-office-is-a-myth-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Many bosses haven’t been able to make a firm decision yet, because we don't know exactly what will happen – Almuth McDowall","id":"worklife\u002Farticle\u002F20220113-why-a-wide-scale-return-to-the-office-is-a-myth-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor instance, Bloom says employees’ desire to work from home has strengthened as the pandemic has lingered, meaning many return-to-office plans have received staff backlash, both in the \u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2021\u002F12\u002F31\u002Fbusiness\u002Fcovid-jpmorgan-citi-remote-work\u002Findex.html\"\u003Efinance\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office\"\u003Etech industries\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.conference-board.org\u002Fpress\u002FReturn-to-Work-Survey-June2021\"\u003Eparticularly from younger workers\u003C\u002Fa\u003E who question the wisdom of returning to the office at all. Bloom adds that the ongoing \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly\"\u003Ehiring crisis\u003C\u002Fa\u003E also means that workers in some sectors currently have more power than before; if their employer won’t accommodate requests for different job conditions such as flexible working, \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2021-06-01\u002Freturn-to-office-employees-are-quitting-instead-of-giving-up-work-from-home\"\u003Eemployees can choose to switch to one who will\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ESimply, the devil will be in the details for every individual company and role: what the ‘return-to-the-office’ will look like in practice will differ from worker to worker – a process that’s still taking time. “Many bosses haven’t been able to make a firm decision yet, because we don't know exactly what will happen,” says McDowall. “If you don't think it’s the right thing for your business to go fully remote or hybrid, then it makes sense to delay for as long as possible.” \u003C\u002Fp\u003E\n\u003Cp\u003ENo matter when leaders can start making those decisions, however, it seems all but certain that the day when we’re all back together on the train platform, heading into our offices for a Big Bang restart, is gone. Although it may not be confirmed yet by bosses, the formal end to the full office return is coming – if not yet already here. “Unless something drastically changes, then the full return to the office is likely a myth,” says McDowall.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220113-why-a-wide-scale-return-to-the-office-is-a-myth-8"}],"collection":["worklife\u002Fpremium-collection\u002Fhello-hybrid"],"disableAdverts":false,"displayDate":"2022-01-14T14:12:36Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why a wide-scale return to the office is a myth","headlineShort":"How the return-to-office date 'died'","image":["p0bh1r1n"],"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":"6183c2c945ceed0d2f73335b"}],"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\u002F20220103-will-workers-continue-to-pay-a-price-for-flexibility","worklife\u002Farticle\u002F20210721-whats-the-purpose-of-the-office-and-do-we-still-need-it"],"relatedTag":null,"summaryLong":"For two years, employees have been waiting for ‘the day’ when everyone goes back to the office. But it’s probably never coming.","summaryShort":"Why the 'big bang' back-to-office day we've been waiting for isn't coming","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2022-01-13T21:17:26.970561Z","entity":"article","guid":"0603c66f-3781-4e69-85a2-5b7997f96f40","id":"worklife\u002Farticle\u002F20220113-why-a-wide-scale-return-to-the-office-is-a-myth","modifiedDateTime":"2022-01-13T21:17:26.970561Z","project":"worklife","slug":"20220113-why-a-wide-scale-return-to-the-office-is-a-myth","cacheLastUpdated":1642280100062},"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":"6183c27545ceed5aac11eb93","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"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\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\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":[],"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":[],"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":[],"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":[],"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":[],"imageAlignment":"centre","imageAltText":"Father carries his daughter out of the house","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"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":[],"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":"2021-12-20T13:51:25.208331Z","project":"worklife","slug":"20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes","cacheLastUpdated":1642280100076},"worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end","_id":"619c1f5945ceed5af9658f81","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Most siblings fight and compete among each other as children. But for some, the conflict never ends.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen Roseanne was young, she says there was a lot of conflict between her and her twin brothers, who are nearly three years younger. \u003C\u002Fp\u003E\n\u003Cp\u003E“They were very much a pair, their own team, so it was always two against one,” says Roseanne, a 46-year-old mum who lives in New Jersey, US. Some of that conflict endures, she says, even now, and it can occasionally feel like nothing has changed since childhood. “We were very, very different. We just seemed like we were in different worlds, and I think that’s part of the problem with my two [children] now.”\u003C\u002Fp\u003E\n\u003Cp\u003ERoseanne has a 16-year-old son and a 14-year-old daughter who haven’t got along since they were in nursery school. “The bickering is exhausting,” she says. “For a long time, we’ve avoided doing much together as a family because we just don’t want to hear it. We can’t sit at the dinner table for 10 minutes without shots being flung. They’re each constantly worried about the other person, making comments, pushing each other’s buttons.”\u003C\u002Fp\u003E\n\u003Cp\u003ESiblings fight. Of course they do; as almost anyone who has a sibling knows, some kind of rivalry is common.  \u003C\u002Fp\u003E\n\u003Cp\u003E“Children have much less ability than adults do to reflect on what’s upsetting them or keep their impulses at bay. So, they fight a lot, as we all know,” says Dr Raymond Raad, co-founder of RIVIA Mind, a mental-health centre in New York City.\u003C\u002Fp\u003E\n\u003Cp\u003EIn many families, bickering among siblings is formative. It helps children learn to handle conflict and makes them better at interacting with others. For some, the rivalry lessens in adulthood, and becomes just something to laugh about at family parties.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"right","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end-1"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis story is part of BBC's \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003EFamily Tree\u003C\u002Fa\u003E series, which examines the issues and opportunities parents, children and families face today – and how they'll shape the world tomorrow. Coverage continues on \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003EBBC Future\u003C\u002Fa\u003E.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end-2"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut for others, it sticks around. A survey of 2,000 adults in the UK, completed as a promotional effort for the television show Succession (in which siblings are constantly trying to outdo each other), showed \u003Ca href=\"https:\u002F\u002Fwww.studyfinds.org\u002Fsibling-rivalry-adults-compete\u002F\"\u003Emore than half of respondents \u003Cem\u003Estill\u003C\u002Fem\u003E feel they’re in competition with their siblings\u003C\u002Fa\u003E. Fifty-one percent of these adults report a lasting, competitive relationship with their siblings, and said they compete over everything from home ownership to who gets to host family get-togethers. Some experts agree these conflicts indeed drag on.\u003C\u002Fp\u003E\n\u003Cp\u003ESibling rivalry may not seem surprising in childhood years. But many – like Roseanne – still feel the conflict, far after they’ve moved out of the same home as their siblings. Why does this competition stick – and can we ever get over it?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EComparison and conflict\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“As human beings, we’re oriented towards comparison,” explains Shawn D Whitehead, a professor of human development and family studies at Utah State University, US. “Siblings provide a natural point of comparison. They’re in your home, growing up with you, generally within a few years of your age on average. They’re in the same environment and the same house, so they provide us a good comparative measure.”\u003C\u002Fp\u003E\n\u003Cp\u003EFor instance, it’s easy for siblings to compare their academic or athletic success, or jostle over who is the ‘favourite’ child, since siblings often have similar experiences (like attending the same schools). And the closer in age kids are, the more intense the rivalry can be.\u003C\u002Fp\u003E\n\u003Cp\u003EThis natural inclination to compare ourselves to other people can be a major driver of sibling competition – especially, says Raad, because our siblings tend to be the people we spend the most time with during childhood, and subsequently know the most about.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end-3"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Siblings don’t necessarily ‘grow out’ of the desire for fairness","id":"worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end-4"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt may seem ‘natural’ for siblings in the same environments performing the same hobbies to butt heads. Yet, siblings who aren’t competing at the same activities \u003Cem\u003Estill \u003C\u002Fem\u003Efind ways to compete, too.\u003C\u002Fp\u003E\n\u003Cp\u003EWhitehead says some siblings \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F000306510705500405?url_ver=Z39.88-2003&rfr_id=ori%3Arid%3Acrossref.org&rfr_dat=cr_pub++0pubmed&\"\u003Etry to differentiate\u003C\u002Fa\u003E themselves in an effort to reduce competition – especially if they’re close in age to their siblings. “That would, in theory, reduce rivalry,” says Whitehead, “but the\u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F11194252\u002F\"\u003E research\u003C\u002Fa\u003E is mixed.”\u003C\u002Fp\u003E\n\u003Cp\u003EThat chimes with Roseanne’s experience: both with her own brothers and her kids, she says being different is a major driver of conflict.\u003C\u002Fp\u003E\n\u003Cp\u003ERoseanne’s daughter is talented athletically, while her son is naturally gifted academically. Roseanne says since her daughter must work much harder to maintain good grades, their differences have become a constant point of contention between the siblings. “Many, many teachers and even some family members have always commented on how smart my son is,” says Roseanne. “I know it’s a pressure point for my daughter.”\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s also common for competitiveness to intensify in the teen years, says Raad, as “parents or school or sports environments create an expectation that everything’s a competition”.\u003C\u002Fp\u003E\n\u003Cp\u003EBut even as siblings develop more individualised identities later in life, differences can continue to drive competition and conflict – especially with brothers and sisters who were raised in the same household, yet ended up very different from one another. Even as their paths diverge, says Raad, “that doesn’t mean they won’t fight about things later in life\u003Cstrong\u003E”.\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe fairness factor\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAnother major driver of sibling rivalry is fairness, an idea that, Whitehead says, is deeply important to children.\u003C\u002Fp\u003E\n\u003Cp\u003E“Parents are more likely to grant privileges to younger children sooner than they did the older kids,” he says. “As a parent, when you say to a 12-year-old, ‘you can stay up until 10’, then maybe the 10-year-old gets to do it too, because [parents] don’t want to fight.” When younger children get permission earlier than an older sibling did, “that can cause the older one to feel things are unfair. That creates conflict”, adds Whitehead.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end-5"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end-6"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd it turns out siblings don’t necessarily ‘grow out’ of the desire for fairness – instead, it’s still one of the factors that can drive sibling rivalry into adulthood, says Raad.\u003C\u002Fp\u003E\n\u003Cp\u003E“When you look at people who have conflict, there seems to be an implicit thought that we come from the same place, the same family, so it’s only fair we’re similar and on-par,” he says. “The issues arise when there’s a feeling from one of the siblings that something’s unfair in their lives. There’s a perception that one of them is prettier, smarter, more successful – and it gives the other this feeling that the gene pool has been distributed unevenly.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn adulthood, the fairness question among siblings applies to things like professional success, how happy people are in their marriages and more, adds Raad. “Unlike with friends, where you can say, ‘oh, we’re so different, we come from such different places’, there’s this idea that siblings come from the same background, so something should be fair about where they end up.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA gentle push\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESome rivalry among adult siblings isn’t necessarily all bad, however. More than a quarter of respondents to the OnePoll survey say they compete with their brothers and sisters over career goals, and for 15% of respondents, rivalry has motivated them in their careers. For nearly two in 10 of the adults, there’s a strong belief sibling rivalry has led them to achieve more in their lives. So, some minor rivalry may be healthy – and just natural.\u003C\u002Fp\u003E\n\u003Cp\u003EIt isn’t a given that every group of siblings will compete for the rest of their lives, however. For many, the fighting fades as they become adults. The experts agree there’s no one reason sibling rivalry disappears in some families and persists in others. “The best predictor for your adult relationship is your childhood one, but there’s also room for change,” says Whitehead. A rivalry’s intensity can fade with space and distance, he says, so siblings who end up living far apart geographically, or who don’t see one another as often, may naturally butt heads less.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end-7"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The best predictor for your adult relationship is your childhood one, but there’s also room for change – Shawn D Whitehead","id":"worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end-8"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe number of big shifts a family experiences can affect rivalries, too, he adds. “We see change around big events. Somebody gets married, has a child, loses a parent. Those can all help re-orient relationships.” When sibling groups have those big moments to bring them together, it can help mend fences. \u003C\u002Fp\u003E\n\u003Cp\u003EBut ultimately, Whitehead says, the determining factor for which families get over it – and which families don’t – is down to personality. “The sibling relationship is unique and multifaceted,” he says, “and there are often just as many differences within families as there are between them.”\u003C\u002Fp\u003E\n\u003Cp\u003EExperts suggest parents can help young children reduce natural rivalry and insulate them against more serious later-in-life clashing, however. “Parents should be modelling problem-solving and social skills,” says Raad. ”You can have conflict in your house – that’s only healthy – but being able to model how you address that conflict without it escalating will help your kids later on.”\u003C\u002Fp\u003E\n\u003Cp\u003EEncouraging siblings to form close relationships into adulthood – even if that means the occasional argument – can make a significant difference. “Those relationships truly last a lifetime,” says Whitehead. “Late in life, our siblings become even more important to us. When our parents are gone, they’re the last connection we have to our family of origin. Ultimately, siblings are left with each other.”\u003C\u002Fp\u003E\n\u003Cp\u003E“There was a lot of tension between me and my brothers in our house growing up,” says Roseanne. “But now, we’re together at family functions, we text and chat about my mom, that kind of stuff, and I’ve gotten close with at least one of my brothers – even though it took until much later in life.” \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end-9"}],"collection":[],"disableAdverts":false,"displayDate":"2021-11-23T16:39:34Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Does sibling rivalry ever end?","headlineShort":"Why siblings bicker for life","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Most siblings fight and compete among each other as children. But for some, the conflict never ends.","summaryShort":"The reasons sibling rivalry follows you well into adulthood","tag":[],"textToSpeech":false,"creationDateTime":"2021-11-22T22:53:05.582596Z","entity":"article","guid":"b0e699a6-737a-433e-b0ed-626b92de3dc7","id":"worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end","modifiedDateTime":"2021-11-22T23:17:30.069692Z","project":"worklife","slug":"20211122-does-sibling-rivalry-ever-end","cacheLastUpdated":1642280100076},"worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever","_id":"61ba563e45ceed169d154ef5","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"In an uncertain world, young people are grappling with the question: to have children or not?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen 37-year-old Heather Marcoux was expecting her son several years ago, she and her husband assumed it’d be the first of multiple pregnancies.\u003C\u002Fp\u003E\n\u003Cp\u003E“We certainly thought we’d have more than one,” says Marcoux, who lives in Alberta, Canada. But today, the parents are very clear that their now-primary-school-aged son will never have a sibling. “We can offer our one child a pretty good standard of living,” she says. “But if we added any more kids, it would go down significantly.” \u003C\u002Fp\u003E\n\u003Cp\u003EIt’s in part a financial decision; even with Marcoux and her husband’s incomes combined, childcare is a struggle, and saving in any significant way is impossible. But it also has to do with a lack of support and doubt about the future.\u003C\u002Fp\u003E\n\u003Cp\u003E“I feel like another child would be a burden we just could not handle,” says Marcoux. “Nobody wants to think of their growing family as a burden. That’s messed up to even say. But some days we just think it feels so impossible what we’re trying to do with one. How could we make [our day-to-day lives] work with more? Some family members are disappointed by our choice, but the world is just different now.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe \u003Ca href=\"https:\u002F\u002Finteractives.prb.org\u002F2021-wpds\u002Fspecial-focus-area\u002Fspecial-focus-on-global-fertility\u002F\"\u003Eglobal birth rate is falling\u003C\u002Fa\u003E. That’s not necessarily news; it’s been on the decline since 1950, according to data collected by Washington, DC-based non-profit Population Reference Bureau. But the decline in more recent years has been especially stark: in 2021, the global fertility rate is 2.3 births per woman; in 1990, it was 3.2. A new Pew Research Center survey found that a growing percentage of childless US adults ages 18 to 49 intend to remain that way. In every single European nation, \u003Ca href=\"https:\u002F\u002Fwww.statista.com\u002Fstatistics\u002F612074\u002Ffertility-rates-in-european-countries\u002F\"\u003Efertility in 2021\u003C\u002Fa\u003E was below the 2.1 births per woman generally considered the “rate of replacement” for a population. In a number of those countries, birth rates hit record lows.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s not hard to imagine why young people are hesitating to have large families. Financial stability is more difficult to achieve than ever. One in 10 non-retired Americans say their \u003Ca href=\"https:\u002F\u002Fwww.pewresearch.org\u002Fsocial-trends\u002F2021\u002F03\u002F05\u002Fa-year-into-the-pandemic-long-term-financial-impact-weighs-heavily-on-many-americans\u002F\"\u003Efinances may never recover from the pandemic\u003C\u002Fa\u003E, and significant \u003Ca href=\"https:\u002F\u002Fwww.politico.eu\u002Farticle\u002Feurope-ecb-next-nightmare-inflation\u002F\"\u003Einflation could be looming\u003C\u002Fa\u003E in Europe. In many places, \u003Ca href=\"http:\u002F\u002Fwww.demographia.com\u002Fdhi.pdf\"\u003Ehome ownership is all but a pipe dream\u003C\u002Fa\u003E. Political and civil unrest is rampant across the world, and climate is in crisis. It’s easy to adopt a dismal view of the future.\u003C\u002Fp\u003E\n\u003Cp\u003E“The central explanation is the rise of uncertainty,” Daniele Vignoli, professor of demography at the University of Florence, said in his \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=7XUCZApzleU&ab_channel=MaxWeberProgramme\"\u003Ekeynote\u003C\u002Fa\u003E address at a research workshop hosted on Zoom by the European University Institute. “The increasing speed, dynamics and volatility” of change on numerous fronts, he explains, “make it increasingly difficult for individuals to predict their future”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd while the global unemployment rate rebounded post-recession, it hasn’t rebounded evenly across industries and levels. “There’s been a decline of good jobs for people in lower and middle-income households – union jobs, construction, manufacturing – those jobs were not coming back, and they’re stable, good jobs for people with lower levels of education,” says Gemmill. A 2019 US study showed the loss of certain jobs, including manufacturing, had \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Farticle\u002F10.1007\u002Fs13524-019-00790-6\"\u003Ea greater impact than overall unemployment on total fertility rate\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EGemmill adds the rise of gig work and shift work – jobs that don’t generally come with family benefits, like childcare or healthcare in privatised countries – also creates questions around future stability, and influences decision-making around parenting.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Some family members are disappointed by our choice, but the world is just different now – Heather Marcoux","id":"worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd economic uncertainty extends past employment, to housing uncertainty. A recent study by researchers at the Centre for Population Change at the University of Southampton, UK, showed the usual assumption that people would own a home before having children – one that was backed up by data until about 2012 – \u003Ca href=\"https:\u002F\u002Fread.dukeupress.edu\u002Fdemography\u002Farticle\u002F58\u002F5\u002F1843\u002F174259\u002FThe-Changing-Association-Between-Homeownership-and\"\u003Eno longer holds true\u003C\u002Fa\u003E. In fact, financial realities may now mean young people have to choose between owning a home or having one or more children.\u003C\u002Fp\u003E\n\u003Cp\u003E“This disconnection between owning a home and becoming a parent has significant implications for parenthood in general,” said lead researcher Professor Ann Berrington in a press release. “If it is the case, as we propose, that homeownership is increasingly competing with the costs of having children, then it is likely that those who do manage to buy a home might well postpone or even forego having children.” \u003C\u002Fp\u003E\n\u003Cp\u003EMarcoux says the pressures of paying a mortgage and maintaining a home are part of the reason she won’t have more children. It’s scary, she says, to think that something catastrophic could happen and throw the family into financial crisis. On top of that, adds Marcoux, she worries that she isn’t providing enough for her son.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘Community has really eroded’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor would-be parents, these financial concerns can be compounded by worries over political and civil unrest, both local and global – fears that can be further exacerbated by the constant presence of media in our lives, which can amplify conflict and division.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd while wars and political issues have been a reality for nearly every generation, everywhere, parents today arguably face a world that seems much scarier than that of their own parents or grandparents. Despite higher-than-ever life expectancy, improved technology and access to modern healthcare, omnipresent media means we’re more hyper-aware of all the world’s terrifying goings-on, from food shortages to school shootings.\u003C\u002Fp\u003E\n\u003Cp\u003EData from the most recent \u003Ca href=\"https:\u002F\u002Fwww.visionofhumanity.org\u002Fwp-content\u002Fuploads\u002F2021\u002F06\u002FGPI-2021-web-1.pdf\"\u003EGlobal Peace Index\u003C\u002Fa\u003E, an annual report compiled by the Sydney-based Institute for Economics & Peace, shows civil unrest has more than doubled in the world over the past decade, with a significant spike in 2020 alone, when it increased globally by 10%.\u003C\u002Fp\u003E\n\u003Cp\u003EForty years of data across nations that experienced civil conflict shows fertility rates typically fall by up to one-third during periods of instability. People have fewer children, says Gemmill, when they’re terrified by what their progeny might have to contend with.\u003C\u002Fp\u003E\n\u003Cp\u003EMarcoux also feels divisiveness impacts people at the neighbourhood level, too. There’s a lack of community, she says, that makes parenting a lot harder – and lonelier – than it used to be. “When I was a kid in the early 1990s, all the moms on the block were stay-at-home-moms. Everybody was always around, you knew your neighbours and you had community support,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever-6"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis story is part of BBC's \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003EFamily Tree\u003C\u002Fa\u003E series, which examines the issues and opportunities parents, children and families face today – and how they'll shape the world tomorrow. Coverage continues on \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003EBBC Future\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"calloutBodyHtml":"\u003Cp\u003EThis story is part of BBC's \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003EFamily Tree\u003C\u002Fa\u003E series, which examines the issues and opportunities parents, children and families face today – and how they'll shape the world tomorrow. Find more on \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003EBBC Future\u003C\u002Fa\u003E.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMarcoux says she doesn’t feel that support, and being isolated in her own community adds to the fears of modern parenting. In one 2018 study, two-thirds of US millennials surveyed reported \u003Ca href=\"https:\u002F\u002Fwww.studyfinds.org\u002Fsurvey-most-millennials-feel-disconnected-community\u002F\"\u003Efeeling disconnected from their communities\u003C\u002Fa\u003E – unfortunate findings, considering social ties are one of the \u003Ca href=\"https:\u002F\u002Fwww.health.harvard.edu\u002Fstaying-healthy\u002Fthe-health-benefits-of-strong-relationships\"\u003Estrongest predictors\u003C\u002Fa\u003E of happiness.\u003C\u002Fp\u003E\n\u003Cp\u003E“We don’t even know our neighbours. I think community has really eroded,” says Marcoux. “And now, especially, the political issues are really coming to the fore and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents\"\u003Esome people are losing relationships\u003C\u002Fa\u003E with people we might’ve counted on in the past, because our beliefs, morals and ethics are just not compatible.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA climate of uncertainty\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn the Pew Research survey, when people who said they were unlikely to have children in the future were asked why, 5% cited environmental reasons. A 2019 poll by Business Insider showed close to a third of Americans, including nearly 40% of those aged 18 to 29, thought couples should “\u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Fmillennials-americans-worry-about-kids-children-climate-change-poll-2019-3\"\u003Econsider the negative effects of climate change\u003C\u002Fa\u003E when deciding whether or not to have children”.\u003C\u002Fp\u003E\n\u003Cp\u003EIt's not just that a growing population increases humanity’s carbon footprint. Marcoux says she fears the next generation will suffer with the worst effects of climate change, and she worries about the version of the Earth her child and potential grandchildren will inherit. \u003C\u002Fp\u003E\n\u003Cp\u003EShe says the climate crisis only reinforces her choice to keep her son an only child. “Why would I bring another child into the mix when I sometimes think about the future and am just terrified for him? I do lay awake at night thinking about what his future will be like,” she says. “This is another thing my husband and I talk about nonstop. He wonders, did we make the right choice? Are we burdening our child with having to deal with the consequences? Were we being selfish?”\u003C\u002Fp\u003E\n\u003Cp\u003EThey’re questions plaguing entire generations as they decide how many children to have, or whether to have any at all, in the face of increasingly desperate reports about the state of the planet.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“It didn't occur to me that the climate’s tipping point might present itself during my own ovarian prime time,” \u003Ca href=\"https:\u002F\u002Fwww.sierraclub.org\u002Fsierra\u002F2019-6-november-december\u002Ffeature\u002Fhave-or-not-have-children-age-climate-change?src=longreads\"\u003Ewrites Sierra adventure editor Katie O’Reilly\u003C\u002Fa\u003E in a 2019 piece for the magazine about grappling with the choice to pursue motherhood as an environmental journalist in the era of climate crisis. “It's become impossible to ignore the fact that things are looking increasingly grim for my generation's offspring. How could I look my hypothetical child in the eye and acknowledge that I willingly brought them into a chaotic, increasingly uninhabitable world, that I \u003Cem\u003Eknew\u003C\u002Fem\u003E all their favourite picture-book animals were going extinct?”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAn uncertain optimism \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAs I write this, my own first child squirms and hiccups inside me. I’ve had a blessedly uncomplicated pregnancy, physically speaking, but mentally and emotionally, I’m knee-deep in murky, mixed-up feelings about impending parenthood.\u003C\u002Fp\u003E\n\u003Cp\u003EI thought that, at 31, I’d be in a different place financially. My student loans aren’t paid off, and, barring major legislative action, I’ll likely keep carrying them around until my kid is in kindergarten, at least. I live in rural Pennsylvania, US, where the cost of living is low and I have easy access to healthy, affordable local food. But my home is rented, I’m far from my family, and while I have a loving community of neighbours, it’s tough to shake the feeling of impermanence. I am anxious about birthing a child into a pandemic, and into a country where the political peace feels – to me – tenuous. I am anxious about so many things.\u003C\u002Fp\u003E\n\u003Cp\u003EOverpowering the fear is a deep, visceral excitement and an unmistakable optimism. I can’t wait to walk with my child in the natural world, battered though it may be, pointing out the preciousness of the Appalachian hardwood trees and the moths and mussels, and the deep snow on the ski hill. \u003C\u002Fp\u003E\n\u003Cp\u003EI tell myself we’ll simply do our best to familiarise – not scare – our baby with the world’s problems, and then empower them to believe they can help right the ship. Parenthood is terrifying, but feels like exactly the right choice for me. Somehow, it seems, both things can be true.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever-10"}],"collection":[],"disableAdverts":false,"displayDate":"2021-12-16T13:38:42Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Is parenting scarier than ever?","headlineShort":"Why parenting is so scary now","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"In an uncertain world, young people are grappling with the question: to have children or not?","summaryShort":"\"It feels like we did everything right, and still nothing worked out\"","tag":[],"textToSpeech":false,"creationDateTime":"2021-12-15T20:55:18.932159Z","entity":"article","guid":"5b679b05-3ed6-4071-b172-e1c4346df183","id":"worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever","modifiedDateTime":"2021-12-16T18:06:21.110357Z","project":"worklife","slug":"20211215-is-parenting-scarier-than-ever","cacheLastUpdated":1642280100065},"worklife\u002Farticle\u002F20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids","_id":"61df3f5345ceed754f0e7422","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmaddy-savage"],"bodyIntro":"When children fall ill in Sweden, parents can take time off to care for them, while still pocketing 80% of their salaries. But the pandemic has put pressure on the popular policy.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EWith three children in preschool, branding manager Jeremy Cothran was prepared for colds, bugs or Covid-19 to affect his family at some point over the winter. But the run-up to Christmas was even worse than he expected.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“We had a rotating carousel of sick kids who had either fever or norovirus,” says the 41-year-old, who works for a recruitment tech company in Stockholm. “The illness eventually culminated in night-time vomiting and early trips to our building’s laundry facilities to wash clothes and linens.” \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EHowever, some of the pressure on his family was eased thanks to a policy called \u003Cem\u003EVård av Barn\u003C\u002Fem\u003E (usually shortened to ‘VAB’). It loosely translates to “care of child”, and gives parents the right to take paid time off to look after their children if they get sick. This means that Swedish parents, unlike many around the world, don’t have to scramble to find relatives or friends to help, take holiday or unpaid leave or simply try and carry on working from home while their children are ill.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“It’s a huge safety net,” says Cothran, who’s originally from the US. He and his wife, a chief marketing officer, took nine VAB days between them during their children’s latest sickness spell. “We have no other family support whatsoever in Sweden, [so] we have a hard time dealing with shocks to our family system. Without VAB there’s no way we would both be able to manage career, family life and our own mental health simultaneously.”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EAlongside Sweden’s more famous family-friendly policies such as parental leave and subsidised childcare, VAB is increasingly being used by Swedish businesses as a tool for attracting and retaining international talent like Cothran. But, similarly to other employee wellbeing initiatives such as \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200108-is-minimum-leave-a-better-alternative-to-unlimited-time-off\"\u003Eunlimited holiday\u003C\u002Fa\u003E or \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F2031952521994302?icid=int.sj-abstract.similar-articles.3\"\u003Emandatory exercise slots\u003C\u002Fa\u003E, VAB brings challenges as well as benefits, including concerns it could stunt parents’ careers if they take it too often. \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EA family-friendly working culture\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThe VAB benefit might sound like an idea dreamed up by employers during the pandemic, but it’s actually been enshrined in Swedish law for decades. The state picks up 80% of a parent’s salary, capped at around SEK1,081 ($120, £88) a day. Mothers and fathers can take as many days as they need, up to 120 each year per child, until they turn 12 (although a doctor’s note is required after eight consecutive days). Parents can also nominate other family members, friends or neighbours, as carers who get paid VAB on their behalf. Even the self-employed are entitled to the benefit, which is means-tested in relation to their annual earned income. All the paperwork is handled via the \u003Ca href=\"https:\u002F\u002Fwww.forsakringskassan.se\u002Fenglish\u002Fparents\u002Fcare-of-a-sick-child-vab\"\u003ESwedish Social Insurance Agency’s app\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0bfy6xv"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EVAB is so commonplace there’s even a verb based on the concept: \u003Cem\u003Eatt vabba, \u003C\u002Fem\u003Ewhich means to stay home and care for a child. In international companies where English is widely spoken, you’ll regularly hear the Swenglish phrase ‘I’m vabbing’. Swedes call February \u003Cem\u003Evabruari\u003C\u002Fem\u003E because it’s so normalised for workplaces to empty out as parents are forced to \u003Cem\u003Evabba\u003C\u002Fem\u003E during this virus-fuelled winter month. Employers cannot refuse staff the right to take VAB, and most companies are empathic if parents need to use the benefit. \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“My boss has two children himself and often needs to [use] VAB… so the whole company is very understanding,” says Cothran. “We even have a VAB status icon in Slack that immediately signifies to the company when someone is indisposed.”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EWhile the length the state and Swedish businesses go to help families with sick children might cause jaws to drop in countries where private health and childcare providers are relied on, it makes sense in the context of Sweden’s long history of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20151124-the-best-city-for-working-families\"\u003Efamily-friendly policies\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids-2"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis story is part of BBC's \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003E\u003Cstrong\u003EFamily Tree\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E series, which examines the issues and opportunities parents, children and families face today – and how they'll shape the world tomorrow. Find more on \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003E\u003Cstrong\u003EBBC Future\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EVAB was introduced in 1974, at the same time as the country became the first place in the world to introduce \u003Ca href=\"https:\u002F\u002Fwww.government.se\u002F4a7738\u002Fcontentassets\u002Fefcc5a15ef154522a872d8e46ad69148\u002Fgender-equality-policy-in-sweden\"\u003Egender-neutral paid parental leave\u003C\u002Fa\u003E. The following year, state-subsidised affordable day-care was made available to all parents. Against this background, VAB is now “so well-established and so practical for parents” that it is widely accepted by parties and voters from across the political spectrum, explains Katarina Boye, a sociologist at the Swedish Institute for Social Research.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EFor employers, VAB presents obvious challenges in terms of disrupting planned projects or rotas. But it’s still popular with businesses, since it enables companies to attract and retain a diverse workforce, says Catharina Bäck, a researcher at the Confederation of Swedish Enterprise, which represents 60,000 companies. She argues VAB is one of the factors behind Sweden having the \u003Ca href=\"https:\u002F\u002Fec.europa.eu\u002Feurostat\u002Fweb\u002Fproducts-eurostat-news\u002F-\u002FEDN-20200306-1\"\u003Ehighest employment rate for women in the EU\u003C\u002Fa\u003E, since it makes it easier for them to remain in the workforce while caring for young children. “The parental leave and insurance system – including VAB – together with childcare are essential prerequisites for both parents to combine working life with family life”.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThere are benefits for non-parents too, including the potential to reduce the spread of sickness among employees in physical workspaces, which has been a major bonus during the pandemic.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Without VAB there’s no way we would both be able to manage career, family life and our own mental health simultaneously – Jeremy Cothran","id":"worklife\u002Farticle\u002F20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003E“It has a positive impact on me, because my colleagues don’t come into work carrying sniffly bacterias from their little kids,” says Åsa Svensson, 30, a communications officer from southern Sweden, who doesn’t have children. In addition, she relishes the opportunity to work alongside so many young mothers, which she thinks wouldn’t be the case if she lived in a country with a less-developed welfare system. “It’s a solidarity thing… as a woman and someone who identifies strongly as a feminist, I think that’s absolutely wonderful.”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003ECompromise within couples\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EYet despite the enduring popularity of VAB, the concept does come with challenges, many of which have been exacerbated during the spread of Covid-19.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Ca href=\"https:\u002F\u002Fwww.forsakringskassan.se\u002Fprivatpers\u002Fsa-delade-foraldrar-pa-vabben-under-pandemin\"\u003EFigures from Sweden’s Social Insurance Agency\u003C\u002Fa\u003E suggest that while Sweden is on its way towards gender-equal VAB taking, mothers still take the majority of days, with a 60:40 split of days between women and men. At the Swedish Institute for Social Research, Boye says this is likely to be partly due to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190831-the-paradox-of-working-in-the-worlds-most-equal-countries\"\u003ESwedish men still tending to be higher earners\u003C\u002Fa\u003E with jobs in the private sector. In these cases, they’re more impacted by the daily cap on VAB pay-outs than female partners on a lower wage. Gendered biases may also be playing a role. “We still expect women to be more nurturing and caring, and the expectations on ‘good mothers’ are different from the expectations on ‘good fathers’,” says Boye.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EEven within couples who are keen to share the load equally, deciding which parent is best placed to take an unexpected VAB day can be a common source of friction, says Manne Forssberg, a parenting author and podcaster based in Stockholm. “This is going to sound like a really first-world, luxury problem because we’re extremely privileged to have VAB in place for us to use. But it’s a challenge to quickly decide who has the most important job.”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EIn 2020, as VAB days spiraled due to the pandemic, he wrote an article titled ‘How to save your marriage in VAB times’, and used his podcast to advise parents to share their schedules every Sunday and plan ahead in advance who’dtake VAB if one of their children suddenly got sick.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0bfy6zb"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EIt’s an approach taken by Cothran and his wife, who both have demanding senior leadership roles, and often choose to take turns vabbing for a half-day each. “She often has things like board meetings that just can’t be moved, but we do our best to give each other cover and hand the VAB-baton in a fair way.”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EHowever, like millions of global couples working remotely from their apartments during the pandemic, he says this has become trickier as the lines between domestic and corporate life have become increasingly blurred. “It’s difficult at times for the non-VAB parent to find a quiet atmosphere for working from home… There are definitely times when the kids squealing and fighting becomes a distraction,” says Cothran. And, if he’s vabbing\u003Cem\u003E, \u003C\u002Fem\u003Ehis workload and commitment to his team means he still usually logs on to check email after a full day of childcare. “Well, the work doesn’t stop just because you’re VAB,” he says. “If you’re a manager like me or my wife, you have to be good at delegating so that it doesn’t pile up on you and lead to added stress, on top of what you’re already dealing with at home.” \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EIn recent years a more informal concept called \u003Cem\u003Eatt vobba \u003C\u002Fem\u003Ehas also emerged, which is a mash-up of the words \u003Cem\u003Eatt vabba \u003C\u002Fem\u003Eand \u003Cem\u003Eatt jobba\u003C\u002Fem\u003E, which means ‘to work’ in Swedish. To \u003Cem\u003Evobba \u003C\u002Fem\u003Emeans that instead of taking VAB, you commit to completing a full day’s work while also caring for your sick child. The idea is that you can stay on top of your work commitments and, if you’re a high earner you don’t lose out on pay due to the daily cap on the VAB benefit. It’s become more common during the pandemic, when relatively healthy children have been kept out of school due to minor sniffles. But \u003Ca href=\"https:\u002F\u002Fwww.unionen.se\u002Fpressmeddelande\u002F3292263\"\u003ESwedish unions\u003C\u002Fa\u003E have expressed concerns it can increase the risk of burnout, and warned that employees should be mindful of bosses encouraging them to \u003Cem\u003Evobba\u003C\u002Fem\u003E rather than exercising their legal right to \u003Cem\u003Evabba.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EA secret career killer?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EWhile Swedish businesses aren’t legally allowed to discriminate against parents who need to vabba(or vobba) more than others, some workers aren’t convinced that’s always the case. Catarina, who didn’t want to share her last name because she works as a civil servant, usually takes the lion’s share of VAB days compared to her husband, and racked up a total of four weeks during November and December last year.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"One dilemma is that nobody gets called in when I’m absent, so my workload is distributed onto my colleagues – Catarina","id":"worklife\u002Farticle\u002F20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003E“I can tell it raises some eyebrows of some co-workers. One dilemma is that nobody gets called in when I’m absent, so my workload is distributed onto my colleagues,” says the mother-of-two, from Stockholm. “I also feel like there might be some hesitation to promote me to a role with more leadership because of the amount of days of VAB I use in a year, but that is obviously not said to my face.”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EResearch by Boye, published in 2015, showed that \u003Ca href=\"https:\u002F\u002Fwww.ifau.se\u002FPress\u002FMeddelanden\u002FMer-vab-och-lagre-lon\u002F\"\u003ESwedish parents had a poorer wage growth\u003C\u002Fa\u003E during the years their children are toddlers, the more VAB days they took out. This applied to both mothers and fathers, although it was the latter who were most affected. Dads who vabbedregularly took home a salary 2% lower than those who took the average number of VAB days; for mothers, the drop was a half-percent. “Parents on leave signal a lack of work commitment to their employers,” argues Boye. “This signal may be stronger for fathers than for mothers, because employers expect fathers to be more committed in the first place.” \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EA costly concept\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EPaying for parents’ VAB days is also a pain in the wallet for the Swedish state.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EIn 2019, it covered 6.7 million sick days, for a population of 10 million. This figure rose to a record 8.3 million in 2020, as Covid-19 got underway and Swedes were asked to stay home with any cold-like symptoms. It cost the state SEK1.7 bn ($18m, £14m), according to \u003Ca href=\"https:\u002F\u002Fwww.forsakringskassan.se\u002Fdownload\u002F18.62c6089e1799604047f1925\u002F1628605042204\u002Futgiftsprognos-20210730.pdf\"\u003Ethe Swedish Social Insurance Agency.\u003C\u002Fa\u003E \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fsweden-gdp-idUSL8N2P53EZ\"\u003ESweden’s economy has rebounded from pandemic losses better than most\u003C\u002Fa\u003E, but there’ve been political and media \u003Ca href=\"https:\u002F\u002Fwww.vf.se\u002F2021\u002F10\u002F13\u002Fledare-sverige-gar-under-om-foraldrar-maste-fortsatta-vabba-friska-barn\u002F\"\u003Edebates about how to keep absorbing these extra costs\u003C\u002Fa\u003E if Covid-19 continues to contribute to high levels of \u003Cem\u003Evabbing\u003C\u002Fem\u003E in future winters. \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThere are also worries about the financial impact of parents deliberately abusing or over-using the system. Swedes have long had high levels of trust in authorities and tend to follow rules as a result, but in 2019, the number of parents suspected of falsely or incorrectly claiming VAB benefits \u003Ca href=\"https:\u002F\u002Fwww.thelocal.se\u002F20200110\u002Fmore-parents-suspected-of-child-sickness-benefit-fraud-in-2019\u002F\"\u003Er\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.thelocal.se\u002F20200110\u002Fmore-parents-suspected-of-child-sickness-benefit-fraud-in-2019\u002F\"\u003Eose\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.thelocal.se\u002F20200110\u002Fmore-parents-suspected-of-child-sickness-benefit-fraud-in-2019\u002F\"\u003E by almost 50%\u003C\u002Fa\u003E, as the country’s Social Insurance Agency carried out checks on individuals who’d frequently claimed VAB, some of whom had picked up their usual salaries simultaneously. The government has launched a public inquiry, which is due to report back later in 2022. “Employers need better tools to be able to assess the legality of the VAB-absence, so that misuse can be curbed,” argues Catharina Bäck at the Confederation of Swedish Enterprise, which is participating in the inquiry.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EA global inspiration\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EDespite the challenges of VAB, you’d be hard pressed to find a Swede who isn’t on board with the system. “It is quite popular and not questioned by any parties or groups that I know of,” confirms Boye.\u003C\u002Fp\u003E\n\u003Cp\u003E“It’s not perfect, of course, but it’s a fantastic system that absolutely should be replicated in other parts of the world,” argues US-born Cothran. “I have friends back home who have explicitly delayed having children because they want to focus on their careers, which is understandable, but here in Sweden it feels like you can do both.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids-10"}],"collection":["worklife\u002Fpremium-collection\u002Ffamily-tree"],"disableAdverts":false,"displayDate":"2022-01-13T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Vård av Barn: The Swedish parents paid to care for sick kids","headlineShort":"Sweden's parents paid to watch ill kids","image":["p0bfy6yk"],"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":"6183c2c945ceed0d2f73335b"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes","worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end","worklife\u002Farticle\u002F20211215-is-parenting-scarier-than-ever"],"relatedTag":null,"summaryLong":"When children fall ill in Sweden, parents can take time off to care for them, while still pocketing 80% of their salaries. But the pandemic has put pressure on the popular policy.","summaryShort":"Why Swedish parents get 80% of their pay to care for their sick children","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2022-01-12T20:51:23.224517Z","entity":"article","guid":"9d22af47-e3f0-430b-9ab5-b64826a0d1a6","id":"worklife\u002Farticle\u002F20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids","modifiedDateTime":"2022-01-13T18:08:28.533316Z","project":"worklife","slug":"20220107-vard-av-barn-the-swedish-parents-paid-to-care-for-sick-kids","cacheLastUpdated":1642280100063},"worklife\u002Farticle\u002F20211206-is-there-a-minimum-amount-of-time-you-need-to-stay-at-a-job":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211206-is-there-a-minimum-amount-of-time-you-need-to-stay-at-a-job","_id":"61ae871445ceed68091fadd1","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"As the world of work undergoes overwhelming change, does the idea you have to stay in a job for a year still apply?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EOne of the unwritten rules of taking a new job is keeping it for at least a year – even if you hate it. The thinking goes even if the environment is tough, you need to show professional commitment and stickability before moving on. But as employment and the workplace continue to undergo overwhelming change amid the pandemic, does that rule still hold true?\u003C\u002Fp\u003E\n\u003Cp class=\"Default\"\u003EMaybe, say experts. The timeless factors underpinning the one-year rule are still in place: on the employer side, an employee who stays at least a year is a better investment than one who doesn’t, and their loyalty is also viewed as a positive. On the employee side, staying for 12 months means time to pick up skills and competencies that are not possible to learn in just one business quarter.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EStill, the changing way we build our careers combined with the unprecedented impact of the pandemic have brought more flexibility. While employers might well still prefer a more traditional CV, experts suggest that a short stint or two in previous roles shouldn’t necessarily be a deal-breaker, as long as you can provide a good explanation for moving. \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EProving stickability \u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EThe one-year rule is founded in practicality: starting a job is a huge adjustment, and it takes time to fully get used to it.\u003Cstrong\u003E \u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“After a year, employees usually feel they’ve hit their stride and understand who’s who within their team and department,” says Alison Sullivan, senior manager of corporate communications at jobs site Glassdoor. “A year gives people time to make an impact at a company, learn new skills and show how they’ve grown. When looking for your next role, what you’ve done within your year can help you make a case for why you’re the right person for a job and arm you with real-world examples.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211206-is-there-a-minimum-amount-of-time-you-need-to-stay-at-a-job-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Make credible why the new job is a destination of choice, rather than an escape route – Michael Smets","id":"worklife\u002Farticle\u002F20211206-is-there-a-minimum-amount-of-time-you-need-to-stay-at-a-job-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003EDemonstrating growth is much harder to do if you’ve only stayed in a role a few months, plus a short period at a company can also raise uncomfortable questions about character and professionalism. “People who move jobs quickly have, in the past, been associated with a lack of commitment or resilience, an inability to grow and thrive in the face of adversity or even a preparedness to leave your team in the lurch,” says Michael Smets, professor of management at the University of Oxford’s Saïd Business School.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ESullivan believes that while one or two short stints on a resume can be explained away, employers “could interpret a series of brief stints as a candidate who may avoid challenges or isn’t reliable”. Companies also don’t want to invest time and money recruiting and onboarding staff only to see them leave soon afterwards – which means they’ll lean towards recruits who have solid stints with previous firms under their belts.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“If you feel unsure about your job, try to stick it out for at least a year. Anything less than a year could be a red flag to a hiring manager,” says Sullivan.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EA new reality?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EYet while the one-year rule remains the optimum, there are some signs that it isn’t being seen as quite so unbreakable as in the past. In fact, requirements seemed to be relaxing somewhat even before the pandemic, as employment trends among workers changed.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211206-is-there-a-minimum-amount-of-time-you-need-to-stay-at-a-job-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211206-is-there-a-minimum-amount-of-time-you-need-to-stay-at-a-job-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"Body\"\u003E“Baby boomers and prior generations typically spent much of their careers in one organisation,” explains Jamie Ladge, associate professor of management and organisational development at Northeastern University in Boston. “More current generations have evolved from this thinking.” While there isn’t clear data to support the idea that \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2021\u002F02\u002F28\u002Fmillennials-gen-z-are-job-hopping-but-maybe-not-enough.html\"\u003Eyounger workers job-hop more than previous generations\u003C\u002Fa\u003E, most workers today expect to \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-38828581\"\u003Echange jobs multiple times\u003C\u002Fa\u003E over the course of their career as a way of moving up, acquiring new skills or securing a better package. Job-hopping is also more common in certain industries, \u003Ca href=\"https:\u002F\u002Fbuiltin.com\u002Fsoftware-engineering-perspectives\u002Fjob-hopping\"\u003Elike in tech\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“Moving jobs has become a choice, and one that often says more about the employer, rather than the employee,” says Smets. Workers are increasingly seeking out workplaces that prioritise employee wellbeing and engagement, rather than staying put at a ‘bad’ employer. This shift has been greatly accelerated by the pandemic, amid heightened sensitivities over \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-why-we-glorify-the-cult-of-burnout-and-overwork\"\u003Eburnout\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210812-why-the-worst-parts-of-work-cant-easily-change\"\u003Eunhealthy working practices\u003C\u002Fa\u003E – and into this environment has come the so-called \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211028-what-were-getting-wrong-about-the-great-resignation\"\u003EGreat Resignation\u003C\u002Fa\u003E, leaving some employers struggling to fill roles.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ERight now, “there is less stigma attached to job-hopping or having shorter stints than in previous years”, says Sullivan. “The pandemic is a big factor, which caused many people to be out of a job, laid off or quit for many reasons ranging from caregiving to health and safety. Especially in the current tight labour market, hiring managers are more understanding about employment gaps or overall brief changes.”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ESmets believes that while some of the stigma of leaving a job within a year remains, traditional ideas around ideal length of tenure are being called into question, amid a “notable power shift between employers and employees”. But he also says that a new employer will want an explanation for a suspiciously short tenure on your CV: “A critical part of the narrative is to make credible why the new job is a destination of choice, rather than an escape route,” he says.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E\u003Cstrong\u003EThe best way to explain\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EAll this means that while an early departure from a company shouldn’t rule you out of contention as a candidate for other jobs, explaining your move well is crucial to winning over hiring managers who will still favour applicants who’ve demonstrated stickability.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“Hiring managers want to know why you want to be there, just to get some reassurance that you will stay,” says Smets. They may also want to know how you left things with your old employer. “Explain how you decided to leave your former organisation, but still organised a robust hand-over and agreed a leaving date that wouldn’t leave your team in the lurch – even if it is after just a month. If you can do that, then you can demonstrate reliability and commitment even while moving jobs quickly.”\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003EIf the job you left was very different to what was advertised, it’s OK to explain that, says Ladge. “Often times, companies and hiring managers don’t take the time to give a realistic preview for a job, or they may not do the legwork to know the job well enough and translate that to the employee,” says Ladge. “So the employee comes in thinking the job is one thing and it ends up being something totally different.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ESullivan also believes that in general, when explaining a speedy departure, the “key is to be upfront and able to provide context”. But she suggests focusing on positive topics linked to the new role rather than taking a deep dive into what went wrong at the previous one.\u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003E“If a potential employer asks about past experiences that you know were not ideal, it’s better to keep the discussion diplomatic and focus instead on why you’re excited [about] this potential role or company,” says Sullivan. “What you bring to a job and why it excites you matters now and means more to a hiring manager than what you’ve left behind.”\u003Cbr \u002F\u003E\u003Cbr \u002F\u003E Convincing a potential employer that you’re the right hire, despite a little job-hopping, may ultimately come down to whether they believe that the skills you’ll bring outweigh the risks around whether you’ll stay. “Employers want someone who they can invest in, and will in turn stay and grow within the company and their role,” says Sullivan.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211206-is-there-a-minimum-amount-of-time-you-need-to-stay-at-a-job-4"}],"collection":null,"disableAdverts":false,"displayDate":"2021-12-07T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Is there a minimum amount of time you need to stay at a job?","headlineShort":"How long should you stay in a job?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"As the world of work undergoes overwhelming change, does the idea you have to stay in a job for a year still apply?","summaryShort":"You want to leave your job – so do you really have to hang in there for a year?","tag":[],"textToSpeech":false,"creationDateTime":"2021-12-06T21:56:29.603827Z","entity":"article","guid":"5ed8e014-5a88-4f47-9d52-e59bb3253865","id":"worklife\u002Farticle\u002F20211206-is-there-a-minimum-amount-of-time-you-need-to-stay-at-a-job","modifiedDateTime":"2021-12-07T00:53:56.858544Z","project":"worklife","slug":"20211206-is-there-a-minimum-amount-of-time-you-need-to-stay-at-a-job","cacheLastUpdated":1642280100067},"worklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly","_id":"61a53f8645ceed7a6f57e961","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Following the Great Resignation, the job market is hot. Should workers constantly keep a wandering eye for their next opportunity, even if they’re not necessarily itching to leave?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the past six months, Beth has increased her salary by nearly £10,000. She has gradually negotiated her way from full-time office hours to a permanent remote-working contract. Her day-to-day opportunities have swelled. Compared to the start of the year, she has struck a better work-life balance. And she’s done it with practically zero haggling or demands. \u003C\u002Fp\u003E\n\u003Cp\u003EInstead, her career upgrade has been achieved by swiftly changing jobs. “Whenever I’ve felt as though the role hasn’t been exactly as promised, I’ve looked for the next opportunity,” explains Beth. “If it’s something that’s closer to my ideal work set-up, a company that looks appealing, then I apply.” \u003C\u002Fp\u003E\n\u003Cp\u003EBased in Yorkshire, UK, Beth is soon to begin her third account-manager role this year. She says she’s only been able to finally command a fair wage and flexible working by adopting this job-seeking mindset. “Unfortunately, my experience is that I’ll only receive a pay rise if I go to my boss with another job offer,” adds Beth. “My end goal has always been remote working. It felt unachievable – until I found my new role.” \u003C\u002Fp\u003E\n\u003Cp\u003ESince the start of the pandemic, swathes of workers across industries have \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year\"\u003Eleft their jobs\u003C\u002Fa\u003E – and millions more are contemplating quitting, too. It’s helping to cause a worldwide hiring crisis. However, it’s not just recent \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fjackkelly\u002F2021\u002F10\u002F13\u002Fa-worker-shortage-and-companies-refusing-to-offer-job-candidates-remote-and-flexible-options-lead-to-stressed-recruiters-and-hiring-gridlock\u002F?sh=1ea62d03ea6b\"\u003Evacancies\u003C\u002Fa\u003E companies are struggling to fill. As many global economies are growing, businesses are struggling to keep up as they expand. The demand for talent is, therefore, skyrocketing. It’s created a sellers’ market: workers have more leverage than ever, and many can afford to cherry pick a role that aligns more with their values and desires.\u003C\u002Fp\u003E\n\u003Cp\u003ERather than begin searching for a new position when they’re unhappy or burned out – typically years into a role – some workers are opting to seek a better opportunity from day one. This mindset is a kind of ‘Great Flirtation’ with new jobs: a constantly wandering eye to other openings, regardless of how long a worker has been in a role, and how content they are in their current job.\u003C\u002Fp\u003E\n\u003Cp\u003EIn a labour market that favours workers, is constantly flirting with other openings the right approach to help workers stay happy, get into better positions – or even achieve more in their career?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Irrational, aimless wandering’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EFor decades, the prevailing narrative has been to stay in a role for as long as possible, build résumé clout and make a lasting contribution to an organisation.\u003C\u002Fp\u003E\n\u003Cp\u003EPrematurely switching roles was stigmatised as ‘job hopping’ – not just by bosses, but also wider society. In 1974, American industrial psychologist Edwin Ghiselli likened it to vagrancy, coining the term ‘\u003Ca href=\"https:\u002F\u002Fwww.gwern.net\u002Fdocs\u002Fpsychology\u002F1974-ghiselli.pdf\"\u003EHobo Syndrome\u003C\u002Fa\u003E’ to describe workers who frequently changed roles. His approach essentially re-framed the complexities of frequent quitting to irrational, aimless wandering – driven by internal impulses absent from “organised or logical thought”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Workers can take advantage of the current labour shortage and secure their dream role – Simon Wingate","id":"worklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn this framework, employers held power over employees, which kept them in their roles. “The idea was if the employer takes care of you, you do the same and stick with them,” explains Mark Bolino, director of management and international business at the University of Oklahoma, US. \u003C\u002Fp\u003E\n\u003Cp\u003EThe global recession of the 1980s shook loose some of this thinking. As companies had to cut costs, they laid off workers, says Bolino, whose research has focused on employees’ dedication to their organisations and why they quit. Instead of employers expecting workers to stay in roles indefinitely, he says “the relationship subsequently became more transactional: ‘if we have layoffs, we have them. If you find a better job opportunity, we understand’.” \u003C\u002Fp\u003E\n\u003Cp\u003ERather than climbing a career ladder with one company, then, the onus fell to the employee to forge their own path. Yet, ‘sticking’ at a job for the long-term was ingrained. According to data from the US Bureau of Labor Statistics, American workers’ median job tenure steadily \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fopub\u002Fted\u002F2020\u002Fmedian-tenure-with-current-employer-was-4-point-1-years-in-january-2020.htm\"\u003Erose from 3.5 years in the 1980s to 4.4 years in the 2000s\u003C\u002Fa\u003E, before slightly dipping at the end of the past decade. \u003C\u002Fp\u003E\n\u003Cp\u003ELooking for the next opportunity has, typically, been a reactive process. Often, it’s to the employee’s detriment: waiting until frustration, a lack of progression or workplace conflict kicks in before bailing.\u003C\u002Fp\u003E\n\u003Cp\u003EBut the pandemic seems to have changed this thinking; as workers report long stretches of stress and introspection, many are re-evaluating their lives and careers – and are more open to making moves. Workers have begun looking for jobs that better match the work set-ups they want – \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2021\u002F10\u002F12\u002Fwhy-50percent-of-workers-want-to-make-a-career-change-new-survey.html\"\u003Eparticularly the option for remote- and flexible work\u003C\u002Fa\u003E. “In August, we found that the number of applications for jobs with remote working outpaced the number of vacancies offering a hybrid work set-up,” says Simon Wingate, managing director at UK recruitment firm Reed.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, job adverts have continued in their droves. Wingate says 120,000 vacancies were added to Reed in the first 10 days of November, meaning it’s on track to have its highest number of \u003Ca href=\"https:\u002F\u002Fwww.reed.co.uk\u002Frecruiter-advice\u002Fmay-job-market-review\u002F\"\u003Emonthly postings since 2008\u003C\u002Fa\u003E. A higher number of vacancies, coupled with an \u003Ca href=\"https:\u002F\u002Fwww.vox.com\u002Frecode\u002F22543409\u002Fremote-work-from-home-jobs-supply-demand-hiring-platforms\"\u003Eincrease in employers offering better options\u003C\u002Fa\u003E to fill those roles, has created an embarrassment of riches for new job options. “Workers can take advantage of the current labour shortage and secure their dream role,” adds Wingate.\u003C\u002Fp\u003E\n\u003Cp\u003EFurthermore, employees can seek job opportunities, even if they’re not necessarily itching to leave their company immediately, and leverage the hot job market to their advantage. This is particularly the case as companies create remote-first roles, opening access to thousands of new roles for millions of workers once geographically excluded. “The power is currently in the workforce’s hands, meaning they can make more demands – including a higher wage, more perks and flexible working arrangements,” says Wingate.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EHolding the cards\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere can be an upside to workers constantly flirting with new opportunities, even when they’re not necessarily dissatisfied with their current positions. This is especially the case now that bosses around the world are more than aware that workers now hold the cards. \u003C\u002Fp\u003E\n\u003Cp\u003EIn Germany, Europe’s largest economy, employers like Sebastian Funke, who owns Berlin-based Stryze, are struggling to recruit talent. As online shopping has surged, so too has demand for his ecommerce start-up’s services, which develops brands for platforms including Amazon. But there’s a problem: he needs to hire more skilled workers to grow; he currently has 40 positions open. \u003C\u002Fp\u003E\n\u003Cp\u003ETo appeal to workers who are passively weighing options and selecting their ideal match as it comes along, Funke has to pull out all the stops. On top of paying relatively high wages, he’s offering a four-figure relocation bonus to those moving to Berlin from across Europe. “My advantage is that the average salary in Germany is 30% higher than somewhere like Italy,” says Funke. “They get paid more for the same knowledge work.”\u003C\u002Fp\u003E\n\u003Cp\u003EEven the employees who aren’t necessarily looking for new jobs have benefited from workers who are willing to leave their current roles. “I’m paying €10,000 to my employees if we hire someone based on their referral,” says Funke.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd because candidates are in such dire demand, workers who are casually applying to other positions are finding employers are responding to them quickly and eagerly (a significant benefit in a world where \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210727-the-rise-of-never-ending-job-interviews\"\u003Einterviews can drag on\u003C\u002Fa\u003E). “You have to be rapid. If you don’t reply to a candidate within 24 hours to nail down an interview, you're too late,” says Funke. “People can have several job offers to choose from. There has always been a shortage of programmers, but hiring digital marketers, designers and content writers wasn’t as hard as it is now,” he adds. “Your hiring process has to be as short as a week – it’s insane.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"You build up social capital in an organisation – changing jobs means beginning that all over again and learning a new workplace culture from scratch – Mark Bolino","id":"worklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECompetition for workers is at its most ferocious in Silicon Valley. Big Tech may have announced a \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-58171716\"\u003Epay cut\u003C\u002Fa\u003E for employees relocating from San Francisco, but the reality for growing start-ups is they have to offer a flat salary irrespective of where someone is based – be it the high rents of the Bay Area or the prairies of Montana. “People want to be paid their worth based on the value they create for an organisation, not on the cost of living,” says Will Hunsinger, CEO of tech recruiting firm Riviera Partners. And, given the current state of the job market, they’re getting it.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EGetting it right\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBut while workers can take advantage of businesses that are scrambling for talent, there are still limits to the Great Flirtation and the constant churn of new roles. \u003C\u002Fp\u003E\n\u003Cp\u003EWhile switching jobs is easier than ever, stigma remains. “You can see managers’ concerns with job hopping, that someone isn’t committed or likely to stick around,” says Bolino. “They still have a bias against it, because past behaviour is a good predictor of future behaviour.”\u003C\u002Fp\u003E\n\u003Cp\u003EEndlessly flitting between positions can also warp employees’ relationship with work. “When it centres on extrinsic rewards and money, it means you’re not focusing on enjoying work or doing your job,” says Bolino. “And starting over all the time isn’t easy. You build up social capital in an organisation – changing jobs means beginning that all over again and learning a new workplace culture from scratch.”\u003C\u002Fp\u003E\n\u003Cp\u003EFor Beth, though, her job switching has been a means to an end. “You need to have a goal in mind or it doesn’t work – you’ll never be satisfied,” she says. “It’s not something you can do forever. It’s about being strategic, and looking for the best job that ticks the most boxes.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhile there may be pressure for workers to take advantage now, there are few signs that the demand for their services will subside any time soon. “[Employer demand] will remain at a higher level than before because it’s not just start-ups who are looking to hire,” explains Funke. “Blue chip companies are needing to digitise, so they have to hire more workers with digital skills.”  \u003C\u002Fp\u003E\n\u003Cp\u003EConsequently, workers may have time on their side. They don’t have to constantly look for their next role. However, they do have the chance to carefully assess their options, exploit the hot job market and maximise the opportunity.\u003C\u002Fp\u003E\n\u003Cp\u003EBolino acknowledges that it’s hard to argue against workers taking advantage of the current climate. “Usually, seeing someone’s résumé with many jobs over a short period of time prompts you to ask why,” he says. “But the pandemic and the whole Great Resignation period offers an explanation to prospective managers. Previously, it didn’t matter if you had the desire to change jobs if a better alternative didn’t exist. But now, you have the ability to act on it.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-11-30T14:39:12Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"'Great Flirtation': Should workers constantly job hunt?","headlineShort":"Should you constantly be job hunting?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Following the Great Resignation, the job market is hot. Should workers constantly keep a wandering eye for their next opportunity, even if they’re not necessarily itching to leave?","summaryShort":"Why you may want to flirt with new opportunities, even if you're happy at work","tag":[],"textToSpeech":false,"creationDateTime":"2021-11-29T21:00:47.10793Z","entity":"article","guid":"baa7a685-7acb-402f-8af4-a3822e78c29d","id":"worklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly","modifiedDateTime":"2021-11-29T22:13:48.378875Z","project":"worklife","slug":"20211129-should-you-job-hunt-constantly","cacheLastUpdated":1642280100067},"worklife\u002Farticle\u002F20210719-can-financial-therapy-untangle-our-relationship-with-money":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210719-can-financial-therapy-untangle-our-relationship-with-money","_id":"6183c27145ceed5c8c1023b7","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Money is a struggle for so many, and even manifests as a phobia in some. Is talking about it a way to crack the code?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EWhen Anna Davies reached her thirties, she noticed a shift in her attitude toward money.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E“In my twenties, I was able to pay for everything with my pay cheques,” says New Jersey, US-based, Davies. “Once I had a child, I needed to factor in childcare [and] saving for the future.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAs a freelance personal-finance writer, Davies says she knew the financial stresses of being a single parent were daunting. But as someone who understood saving and investing in theory, Davies found herself embarrassed by how disconnected she was from her savings goals. “I understood it from an intellectual perspective, and I could tell you exactly how you're supposed to save money, and how you're supposed to invest, but I couldn't do it for myself.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EDavies stumbled upon the burgeoning field of financial therapy, a form of therapy that addresses both personal finance and mental health. Financial therapists use their training as psychologists to help clients untangle their relationship to money, specifically treating the emotional root of money stress, rather than the behaviour itself, as some existing methods do.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EDavies was terrified during her first session with a financial therapist. “It’s easier to talk about sex and romantic relationships than it is about money,” she says. “Even inside the confines of a therapy room, I think being able [say] ‘Okay, here's my bank statement, here's how much money I \u003Cem\u003Eactually\u003C\u002Fem\u003E have’ – I think that that’s scary.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EMatters of money are – and always have been – stressful. This is especially the case for some people, whose financial trepidation can even manifest as a type of fear. To help quell this phobia, an increasing number of people, like Davies, are turning to financial therapists for help. Could this hyper-targeted treatment help mend troubled relationships with money?\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003EA real phobia\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EMoney decisions are deeply connected to emotions. Research confirms this; in 2000, Daniel Kahneman was awarded the Nobel Prize in economics for his work applying psychological insights to economic theory, especially in the areas of judgment and decision-making under uncertainty. His work was \u003Ca href=\"https:\u002F\u002Fwww.apa.org\u002Fmonitor\u002Fdec02\u002Fnobel.html\"\u003Econfirmation that money decisions are emotional\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAccording to a 2019 survey from employee-experience platform Perk Box, \u003Ca href=\"https:\u002F\u002Fwww.cnbc.com\u002F2019\u002F02\u002F12\u002Fthis-is-the-no-1-cause-of-stress.html\"\u003Emoney is the biggest cause of stress in the UK\u003C\u002Fa\u003E, with 61% of 1,139 people surveyed stating that money caused them more stress than their work (51%) and their family (24%).\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210719-can-financial-therapy-untangle-our-relationship-with-money-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210719-can-financial-therapy-untangle-our-relationship-with-money-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EBrendan Burchell, professor of the social sciences at the University of Cambridge, who researches stress around money, says financial phobia is very much a \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Fjournals\u002Fnpe\u002F5\u002F2\u002F92\u002F\"\u003Ereal phenomenon\u003C\u002Fa\u003E. Although there’s not a wealth of research around the phenomenon specifically, we do know it can manifest differently in different people – for instance, some may find themselves avoiding engaging with issues around money, while others may spend excessively as a response to anxiety.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ERegardless of the behaviour, emotional stressors tied to money can be a significant problem. “It really does seem to resemble a phobia, in many ways,” says Burchell, in that we have is a deeply emotional response to money. In some ways, he adds, a phobia of, say, checking our account statements is not that different from an extreme fear of spiders and clowns.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EFor this reason, Burchell does not believe conventional counselling would be of much help in treating financial phobias. “In the same way that, for instance, having somebody who's a good listener doesn't particularly help you. You can explain endlessly why you don't like spiders, [but] the phobia is not going to go away.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EBurchell believes professionals specialising in treating phobias is a promising approach to quelling financial phobia. “It’s important to get the right therapy,” he says. “If [the financial phobia] is genuine, as all our laboratory-based [work] and some of our other studies suggested, then something like CBT seems to work well.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ECBT, or cognitive behavioural therapy, is a form of talk therapy that focuses on making changes by examining underlying issues, and one of the structured methods financial therapists use to help clients.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210719-can-financial-therapy-untangle-our-relationship-with-money-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s easier to talk about sex and romantic relationships than it is about money – Anna Davies","id":"worklife\u002Farticle\u002F20210719-can-financial-therapy-untangle-our-relationship-with-money-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003ECarrie Rattle, a former Wall Street-executive-turned-financial-therapist, agrees CBT is a practical approach to untangling people's emotions with regards to money. During her former career, New York-City-based Rattle says she realised “telling people logically what they ‘should’ do was failing, even though there are hundreds of financial literacy organisations out there, and thousands of budget books”. This gap between literacy and emotion drove Rattle to her second career as a financial therapist.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ELindsay Bryan-Podvin, a licensed financial therapist and social worker based in Michigan, US, approaches her clients’ money issues with “\u003Ca href=\"https:\u002F\u002Fpositivepsychology.com\u002Fvalues-clarification\u002F\"\u003Evalues-based work\u003C\u002Fa\u003E”, an aspect of CBT that involves re-examining what is important to the individual, and restructuring decisions based on those values. This means instead of giving her clients blanket statements like, ‘stop spending on dining out’, Bryan-Podvin encourages them to think about what type of spending brings them the most value.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E“For some, dining out gives them stress-free time to reconnect with loved ones, fulfilling a personal value of connectedness,” she says. “Others might value spending on refurnishing or redecorating their home, tied to a value of safety and security.” Bryan-Podvin believes that when people’s spending habits are aligned with their values – and people spend on what they value the most and save on what they value the least – they'll get a better emotional return on their spending.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ERattle, who works to help compulsive shoppers get out of debt, implements tools from the CBT including psychodynamics and money dialogue as well as identifying behavioural patterns. “Identifying emotional triggers is key to self-managing,” says Rattle. “When you are triggered, you need to be prepared to pause during the emotion so you can re-approach the reaction from a calmer place.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThis ‘place of calm’ is especially important for couples who struggle with finances, since data shows \u003Ca href=\"https:\u002F\u002Fwww.independent.co.uk\u002Fnews\u002Fbusiness\u002Fnews\u002Fmoney-marriage-end-divorce-day-relationships-personal-finances-slater-gordon-a8147921.html\"\u003Emoney stress is a significant driver of divorce\u003C\u002Fa\u003E. This is even the case in couples who don’t struggle with financial solvency.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210719-can-financial-therapy-untangle-our-relationship-with-money-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210719-can-financial-therapy-untangle-our-relationship-with-money-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003ENot a ‘cure’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Ca href=\"https:\u002F\u002Fnewprairiepress.org\u002Fcgi\u002Fviewcontent.cgi?article=1045&context=jft\"\u003EFinancial therapy is still a relatively new field\u003C\u002Fa\u003E, and its practices are still largely limited to the US. There’s still a great deal to learn about what financial therapy can – and can’t – do. The potential upside is big, but some experts still believe properly addressing stress around money may go deeper than hyper-targeted financial therapy.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAlthough Burchell does believe in treating financial phobias, he doesn’t necessarily support treating finances as a standalone issue. Often, he says, they’re interwoven with other psychological issues that need to be addressed. For example, he says, “[Maybe] retail therapy is one of the things that they've been using to [stay in] control,\" he suggests. “The idea of finding a simple solution [where] you have a small number of sessions and you're ‘cured’ isn't going to work.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EBurchell stresses we're simply not at a stage where we know how such approaches play out in the long-term, owing to how little we still know about how our finances and emotions are related.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAnd as interesting as an idea as financial therapy is, some may not find it easy to embrace – at least not right away. That was the certainly the case for Davies.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ERegardless, once Davies did open up, she found the pursuit beneficial. From her own experience, she says recognising patterns from childhood, and how they shifted and changed when she became a parent, was helpful. “[I’m] more mindful of how I spend money, and how I talk about money to my daughter,” she says. “I want her to feel in control of her money, to not feel overwhelmed as she gets older – I'm hoping that I can lay the groundwork for some good money skills for her.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210719-can-financial-therapy-untangle-our-relationship-with-money-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-07-23T16:54:10Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Can financial therapy untangle our relationship with money?","headlineShort":"The rise of 'financial therapy'","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"relatedTag":null,"summaryLong":"Money is a struggle for so many, and even manifests as a phobia in some. Is talking about it a way to crack the code?","summaryShort":"Why some people are turning to professionals to reduce money fears","tag":[],"textToSpeech":false,"creationDateTime":"2021-07-22T20:53:31.3663Z","entity":"article","guid":"008a35fa-005c-432d-93a4-359c71f183b2","id":"worklife\u002Farticle\u002F20210719-can-financial-therapy-untangle-our-relationship-with-money","modifiedDateTime":"2021-09-02T05:26:33.55755Z","project":"worklife","slug":"20210719-can-financial-therapy-untangle-our-relationship-with-money","cacheLastUpdated":1642280100068},"worklife\u002Farticle\u002F20220103-can-a-career-coach-find-you-your-dream-job":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220103-can-a-career-coach-find-you-your-dream-job","_id":"61ddee4045ceed1afb6f0a91","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fanna-jones"],"bodyIntro":"More people turning to career coaches to chart next steps – and get out of a \"prison\" of bad jobs. What’s realistic to expect from these professionals?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor many people, logging back on after the holidays brings that nagging feeling to the fore: \u003Cem\u003Edo I really want to spend another year in this job?\u003C\u002Fem\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAlmost everyone goes through a period of questioning their work, perhaps after a major life change, when their job stops being challenging, or when there's simply something else they’d rather be doing. But after nearly two years of the pandemic, it feels like there have \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle\"\u003Enever been so many people rethinking their careers\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile workers can turn to friends and family to work through these crises, in recent years, a vast career coaching industry has sprung up, promising to help people find new direction in their working lives, and gain the skills to set and achieve their goals.\u003C\u002Fp\u003E\n\u003Cp\u003ECoaching has gone from being the preserve of executive elites to something made increasingly available as a company perk, or sought out by individuals. But it’s an unregulated industry, and a coach can be a significant expense. So, what exactly is career coaching – and what is it not? How do you find a good coach, and what can you expect if you decide to enlist the services of one in the new year?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Get unstuck’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EData from the International Coaching Federation (ICF), one of the leading global bodies on professional coaching, indicates just how much the industry has grown in recent years. CEO Magdalena Mook, based in Lexington, Kentucky, US, says when she began working for the ICF in 2005, it had 8,000 members. “We’re closing in on 50,000 right now,” she says, and more than half are outside the United States. The ICF estimates that in 2019, there were \u003Ca href=\"https:\u002F\u002Fcoachfederation.org\u002Fapp\u002Fuploads\u002F2020\u002F09\u002FFINAL_ICF_GCS2020_ExecutiveSummary.pdf\"\u003E71,000 career coach practitioners\u003C\u002Fa\u003E around the world, and that the industry is worth an estimated $2.8bn (£2.1bn) globally.\u003C\u002Fp\u003E\n\u003Cp\u003EMook believes where once coaching was the preserve of upper management, there's growing recognition that everyone can benefit from advice on how to develop their career. Companies have begun introducing in-house coaching programmes, she says, while younger people in particular, when they start a new job, are expecting to have access to coaching “almost as a demand rather than a perk”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220103-can-a-career-coach-find-you-your-dream-job-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0bbf8zh"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220103-can-a-career-coach-find-you-your-dream-job-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd for people thinking about moving jobs, Mook says speaking to a coach who isn’t attached to their workplace can be hugely beneficial. “[The coach] can see patterns and behaviours, and question them. They can just be curious and question the status quo.”\u003C\u002Fp\u003E\n\u003Cp\u003ECareer coach Andrew MacAskill, who together with his wife, Zoe, formally launched the Hampshire, UK-based Executive Career Jump coaching group in 2019, believes the mainstreaming of coaching is long overdue. He points out that while we consult specialists to plan our finances or trainers to work on our bodies, “most people aren't executing with any kind of strategy” when it comes to careers. The consequence, he says, is “a lot of people are kind of caught in this prison that they've created for themselves – they’re accepting job misery in exchange for job security”. \u003C\u002Fp\u003E\n\u003Cp\u003EMacAskill says it’s all too easy for workers to convince themselves it’s too complicated or “too late” to switch careers, and that when confidence is low “you start to convince yourself that you're the problem”. This, he says, is where a career coach can come in, to “help get you unstuck and see the possibilities”. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFinding your way\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor someone considering career coaching, Mook says it’s vital to “understand what coaching is and what coaching is not”. Both she and MacAskill are emphatic coaching should not be used as therapy; Mook points to \u003Ca href=\"https:\u002F\u002Fcoachingfederation.org\u002Fethics\u002Fcode-of-ethics\"\u003Ethe ICF code of ethics\u003C\u002Fa\u003E, which states that if a client is clearly more in need of a therapist or psychiatrist, a career coach has an obligation to refer them to the right specialist.\u003C\u002Fp\u003E\n\u003Cp\u003ECoaching also differs from mentoring, says Mook. While a mentor is typically someone more experienced in the same industry to whom a mentee can turn for guidance, coaching is more about having the skills to guide someone along their own self-discovery journey. “Can the coach share their knowledge? Absolutely. But the coach is not the one who gives advice. The coach is the one who leads a person to find their way,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220103-can-a-career-coach-find-you-your-dream-job-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"[The coach] can see patterns and behaviours, and question them. They can just be curious and question the status quo – Magdalena Mook","id":"worklife\u002Farticle\u002F20220103-can-a-career-coach-find-you-your-dream-job-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EA coach’s general purpose is to help their clients reflect on their career so far, what they found most rewarding or challenging, where they felt most energised or frustrated, with a view to identifying goals. MacAskill, for example, asks his clients to write a Wikipedia entry for themselves five years in the future, and then “use their business skills on their own career” to work out how to realise it. Yet, although some people may know exactly what they want from their career, others might need to explore what matters to them in a job to help identify next steps.  \u003C\u002Fp\u003E\n\u003Cp\u003EThat’s exactly what Josie O’Donovan experienced when she sought coaching after getting stuck in a career rut in 2020. The Milton Keynes, UK-based 44-year-old had always loved her job working in customer relations at a major automobile company. But she couldn’t regain her enthusiasm for her role after maternity leave, and felt her career was being stunted by working part time. She wanted to move into a more altruistic line of work, but was “really fearful of making a big change”. “I think I was just quite paralysed with my own thoughts and my own failures, my self-limiting beliefs,” says O’Donovan. \u003C\u002Fp\u003E\n\u003Cp\u003EShe found a career coach who spent time helping her identify her values and “challenging my thoughts about what is important for me”. The coaching process gave O’Donovan “the realisation that I could take a step into something different”; a visualisation exercise around her resignation helped her see how liberating she would find leaving her job.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220103-can-a-career-coach-find-you-your-dream-job-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0bbf93m"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220103-can-a-career-coach-find-you-your-dream-job-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“I think making time for yourself to sit and really think hard and reflect, and having somebody challenge those thoughts and reflections, is a really useful process,” says O’Donovan. In March 2021, she took the leap and left her job to set up her own customer-relations management consultancy, which is thriving. And she’s satisfied her desire for more purposeful work by taking on a number of clients working on social and environmental issues.\u003C\u002Fp\u003E\n\u003Cp\u003EExperts say a committed approach like O’Donovan’s is essential if coaching is to be effective. Paying for a career coach is not, it itself, a magic bullet. A good coach, says Mook, will help you identify point A – where you are now – and point B – where you want to go, and then help you work out the best way of getting between them. “What’s so important about coaching that it helps you really crystallise what you want, what you need, what your concerns may be and what your opportunities are.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBuyer beware\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBoth MacAskill and Mook caution that identifying the right coach is key, however – a lesson Piotr, 38, learned the hard way.\u003C\u002Fp\u003E\n\u003Cp\u003EIn February 2021, he signed up for a career agency that promised to help him polish his CV, and get his name out among the tech companies he was targeting. The company said in addition to recruitment work, it also managed its clients’ careers, helping people as they matured in their jobs. But while he did get support identifying and applying for jobs, that extended career support “never materialised”, says New Jersey, US- based Piotr, whose surname is being withheld. When he asked for things like coaching in presentation skills, “I was told flatly to look at the contract – that was a separate service”. \u003C\u002Fp\u003E\n\u003Cp\u003EEventually, he landed a role with a tech start-up he found himself and applied to directly. But he hadn’t realised he was contractually bound to the job agency for one year after getting \u003Cem\u003Eany\u003C\u002Fem\u003E job, at a cost of 7% of his salary. Piotr ended up negotiating the agency down to a flat buyout of about $10,000 just to get out of his contract, but says it was a bruising experience which, in hindsight, he rushed into amid his desire to find a new job. \"I should have done a little bit more due diligence,” he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220103-can-a-career-coach-find-you-your-dream-job-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Don’t part with a huge amount of money until you know it's going to be a fit for you – Andrew MacAskill","id":"worklife\u002Farticle\u002F20220103-can-a-career-coach-find-you-your-dream-job-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMook says membership of a professional organisation is one good way of vetting a coach, because it means they have carried out the minimum amount of training, committed to a code of ethics and are regularly updating their knowledge base. But it’s also important to talk to two or three coaches to see if you connect; ask around for personal recommendations, she says, and \"always, always check references”.\u003C\u002Fp\u003E\n\u003Cp\u003EMacAskill advises exploring a coach’s social media to see if they are “applying their own advice” and building a good brand for themselves. But ultimately, he says, coaching is deeply personal, so \"the best career coach for one person won't be the best coach for the next person”. It might be worthwhile paying for limited sessions or more affordable group coaching before committing to a significant spend, he adds; whatever you do, \"don't part with a huge amount of money until you know it's going to be a fit for you”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFinding ‘clarity’ in 2022\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ELast year, data from survey after survey suggested workers everywhere were \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003Emulling leaving their jobs\u003C\u002Fa\u003E. That trend is unlikely to disappear in 2022 amid a job-seekers’ market and the ongoing pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003E“People are questioning everything right now,” says MacAskill, who has seen a surge of interest from people wanting to set up their own business, go freelance or “just get to a point of clarity” about their career. \u003C\u002Fp\u003E\n\u003Cp\u003EWhile career coaches can’t wave a magic wand and fix your January job woes, the current employment fluidity – as well as workers’ increased desire to find careers that fit better with their lives and values – may well mean more people turn to career coaches to help them work out their next steps.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220103-can-a-career-coach-find-you-your-dream-job-8"}],"collection":null,"disableAdverts":false,"displayDate":"2022-01-12T15:47:57Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Can a career coach find you your dream job?","headlineShort":"Can a job coach fix your career?","image":["p0bbf8p8"],"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":"6183c2c945ceed0d2f73335b"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20211206-is-there-a-minimum-amount-of-time-you-need-to-stay-at-a-job","worklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly","worklife\u002Farticle\u002F20210719-can-financial-therapy-untangle-our-relationship-with-money"],"relatedTag":null,"summaryLong":"More people turning to career coaches to chart next steps – and get out of a \"prison\" of bad jobs. What’s realistic to expect from these professionals?","summaryShort":"The pros helping workers get out of a bad job \"prison\" and into dream careers","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2022-01-11T20:53:12.70716Z","entity":"article","guid":"6278bf74-7bfe-41e0-a8ee-8ea0d45dfc58","id":"worklife\u002Farticle\u002F20220103-can-a-career-coach-find-you-your-dream-job","modifiedDateTime":"2022-01-13T21:02:43.303579Z","project":"worklife","slug":"20220103-can-a-career-coach-find-you-your-dream-job","cacheLastUpdated":1642280100065},"worklife\u002Farticle\u002F20211214-can-you-ever-get-over-a-lingering-grudge":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211214-can-you-ever-get-over-a-lingering-grudge","_id":"61b9069b45ceed3aed5d9196","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"We all have ongoing grudges. It’s in our interests to get over them – so, can we?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhen you spend 40 hours a week with the same people, it’s not surprising that some of them will occasionally rub you up the wrong way. \u003C\u002Fp\u003E\n\u003Cp\u003EOne of my own lingering grudges comes from a Christmas party when I was a new, junior member of a team. Halfway through the celebrations, most of the colleagues at my table decided they wanted to go outside for a cigarette, leaving just me and a more senior journalist at the table. \u003C\u002Fp\u003E\n\u003Cp\u003E“Don’t leave me by myself,” he said as they left. When another colleague tried to point out my presence, he cut them short. “That’s what I mean,” he said. \u003C\u002Fp\u003E\n\u003Cp\u003EHis message couldn’t have been clearer: as a junior member of staff, I was a “no-one”, unworthy of his company. I’ve since worked with this man without too much friction – but I can’t say that I’ve ever quite forgotten his smirk or my feelings of discomfort as we sat staring at our phones. \u003C\u002Fp\u003E\n\u003Cp\u003EPerhaps it’s petty for me to hold on to that resentment – but it’s not unusual. Workplace grudges are common, and they can seriously impact our own and others’ productivity. They can also have serious health implications. Perhaps due to the stress of bearing resentment, people who regularly bear grudges are \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Farticle\u002F10.1007\u002Fs00127-009-0054-0\"\u003Emore susceptible to a range of illnesses\u003C\u002Fa\u003E – including cardiovascular conditions, arthritis, headaches and chronic pain. \u003C\u002Fp\u003E\n\u003Cp\u003EUnsurprisingly, the psychological research suggests it is far better to resolve problems with people than to sweep emotions aside or let them fester. Finding an appropriate response that feels constructive \u003Cem\u003Eand\u003C\u002Fem\u003E emotionally honest can be tricky, however, but these studies do offer some strategies to heal our hurt feelings – even if our offender offers no apology or efforts to make amends. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EVoodoo revenge\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ELet’s first consider retaliation. If we’re nursing a grudge for a perceived wrong, we may react spitefully: by playing a prank, reacting rudely to requests for help or by maliciously gossiping about someone behind their back. There’s a good reason for this: acts of retaliation may \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F34292016\u002F\"\u003Erestore people’s sense of justice and personal power.\u003C\u002Fa\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EUnfortunately, revenge also comes with some obvious risks – including the very real possibility of escalating the conflict. But there may be a way of gleaning some of those benefits without putting your future in jeopardy, as Lindie Liang at Wilfrid Laurier University in Canada discovered with a recent \u003Ca href=\"https:\u002F\u002Fdoi.org\u002F10.1016\u002Fj.leaqua.2018.01.004\"\u003Eeye-catching study\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211214-can-you-ever-get-over-a-lingering-grudge-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The simple act of sticking the virtual pins in the virtual doll reduced the participants’ feelings of injustice","id":"worklife\u002Farticle\u002F20211214-can-you-ever-get-over-a-lingering-grudge-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELiang first asked her participants to recall, and visualise in detail, a time when their supervisor had acted in an abusive manner – such a being rude, insulting their ideas or failing to acknowledge their work. \u003C\u002Fp\u003E\n\u003Cp\u003EHalf the participants were then shown a virtual voodoo doll, which they were told represented the guilty supervisor – along with some virtual tools that allowed them to harm the doll in whatever way they saw fit. The other half – the control group – were simply shown a screenshot of the doll, which was labelled “nobody”, and asked to trace the outline of the image with their computer cursor. \u003C\u002Fp\u003E\n\u003Cp\u003EAll participants were then given a fill-in-the-letters task designed to test their implicit feelings. They were presented with “un _ _ ual”, for example – which could either form “unusual” or “unequal”. Or they saw “un _ _ st” – which could either spell “unjust” or “unrest”. The idea is that if you feel you’ve been wronged, and are ruminating on the event, you are more likely to pick the words associated with injustice. \u003C\u002Fp\u003E\n\u003Cp\u003ESurprisingly, the simple act of sticking the virtual pins in the virtual doll reduced the participants’ feelings of injustice, meaning that the participants were more likely to choose the neutral words than those who had not been able to take part in the symbolic act of revenge. \u003C\u002Fp\u003E\n\u003Cp\u003ELiang isn’t seriously suggesting that we should all keep a voodoo doll locked up in our desk drawer. But until companies figure out how to tackle dysfunctional leadership – the root cause of workplace bullying – we might be able to use other forms of “symbolic retaliation” to help us to get over our grudge, she says. We could write out an angry or insulting email to the person involved, without sending it, to vent our feelings and alleviate our feelings of injustice. It’s definitely safer than seeking actual revenge. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETaking the high road\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAn imaginary act of retaliation cannot trump a genuine act of forgiveness, of course. This is hardly news – religious leaders have been endorsing forgiveness, over spite, for millennia. Their teachings were primarily concerned with our spiritual future. But psychological science can help us to understand why forgiveness is also beneficial to our mental and physical health, and \u003Cem\u003Ehow\u003C\u002Fem\u003E to make it happen.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211214-can-you-ever-get-over-a-lingering-grudge-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Annoyed woman sitting with friends","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211214-can-you-ever-get-over-a-lingering-grudge-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EConsider a series of recent studies by Karina Schumann, director of the Conflict Resolution Lab at the University of Pittsburgh. She was interested in the ways that victimisation can make us lose our “self-humanity”, which – as a psychological construct – encompasses our sense of dignity and sophistication. People who have been victimised are more likely to endorse statements such as “I felt superficial like I had no depth” or “I felt like I lacked self-restraint, like an animal”, for instance. \u003C\u002Fp\u003E\n\u003Cp\u003EUsing questionnaires to probe people’s past experiences, Schumann \u003Ca href=\"https:\u002F\u002Fdoi.org\u002F10.1037\u002Fpspi0000367\"\u003Efound acts of forgiveness were far better at restoring self-humanity than acts of revenge\u003C\u002Fa\u003E, and this psychological change, in turn, seemed to bring a host of emotional benefits – including more positive feelings about themselves and about the offending event itself. \u003C\u002Fp\u003E\n\u003Cp\u003ETo replicate the finding, Schumann next asked participants to consider a currently unresolved conflict and encouraged them to write either a vengeful or a forgiving letter to the offender. Their experiences included everything from insults about appearance to acts of infidelity – and not everyone was able to summon up the necessary magnanimity to forgive the offence. But for those who did, the process of writing the letter increased their sense of self-humanity, and their overall psychological wellbeing. \u003C\u002Fp\u003E\n\u003Cp\u003EWhile revenge might leave people feeling more powerful, “it doesn’t actually contribute to feeling more human”, says Schumann, whose results were published earlier this year. “Forgiveness makes us feel more moral – that we’ve acted in this elevated way – and that restores our sense of humanness.”   \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESeeking resolution\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIf you are struggling to forgive a misdeed, exercises such as “perspective taking” have been shown to ease the process, Schumann says. “You can try to immerse yourself in the other person's experience of the event and try to understand their reasoning and the contextual factors that contributed to their harmful behaviour.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211214-can-you-ever-get-over-a-lingering-grudge-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Forgiveness makes us feel more moral – that we’ve acted in this elevated way – and that restores our sense of humanness - Karina Schumann","id":"worklife\u002Farticle\u002F20211214-can-you-ever-get-over-a-lingering-grudge-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYou might also spend a bit of time \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F21604865\u002F\"\u003Econtemplating the offender’s capacity for change\u003C\u002Fa\u003E. In general, people seem to have two “mindsets” about personality. Some believe that it is fixed and immutable, while others believe that it can evolve and grow over time. According to recent studies, people who believe in a “fixed mindset” are \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F21604865\u002F\"\u003Emore likely to harbour grudges and seek revenge\u003C\u002Fa\u003E, while those with a “growth mindset” find it easier to forgive. It’s not hard to imagine why this might be. If you assume a single act of unkindness must reflect an inherent nastiness, you will perceive your offender as far less worthy of your understanding and forbearance. \u003C\u002Fp\u003E\n\u003Cp\u003EYour judgements will necessarily depend on the situation at hand; even people with an extreme growth mindset could find it very hard indeed to shift their opinions about a serial bully. If you are dealing with an isolated incident, however, you might try to question whether you have an overly fixed mindset that is leading you to be excessively pessimistic about the offender’s potential for personal development – a small realisation that could open the way for forgiveness. \u003C\u002Fp\u003E\n\u003Cp\u003EFew of us, after all, would like to be judged for every faux pas and ill-judged comment that we’ve made – without any chance of redemption. And our wellbeing may benefit enormously if we feel a little more inclined to give others the same benefit of the doubt. It is certainly something that I’ll try to remember the next time I meet my abrasive former colleague. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EDavid Robson is a science writer and author based in London, UK. His next book, \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fdavidrobson.me\u002Fthe-expectation-effect\u002F\"\u003E\u003Cem\u003EThe Expectation Effect: How Your Mindset Can Transform Your Life\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E will be published by Canongate and Henry Holt in early 2022. It is available for pre-order now. 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"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211214-can-you-ever-get-over-a-lingering-grudge-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-12-15T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Can you ever get over a lingering grudge?","headlineShort":"Can you ever get over a grudge?","image":[],"imageAlignment":"centre","imageAltText":"Doll with pins in it","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"We all have ongoing grudges. It’s in our interests to get over them – so, can we?","summaryShort":"We all have lingering grudges. It’s in our interests to get over them – can we?","tag":[],"textToSpeech":false,"creationDateTime":"2021-12-14T21:03:15.797027Z","entity":"article","guid":"b2bde62c-66b0-42e2-bb1f-2efb62abbb80","id":"worklife\u002Farticle\u002F20211214-can-you-ever-get-over-a-lingering-grudge","modifiedDateTime":"2021-12-15T10:46:05.948542Z","project":"worklife","slug":"20211214-can-you-ever-get-over-a-lingering-grudge","cacheLastUpdated":1642280100072},"worklife\u002Farticle\u002F20211122-why-overly-kind-and-moral-people-can-rub-you-up-the-wrong-way":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211122-why-overly-kind-and-moral-people-can-rub-you-up-the-wrong-way","_id":"619aaf6c45ceed275d36ed81","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fdavid-robson"],"bodyIntro":"‘Do-gooders’ are often judged harshly. Why do we resent their acts of altruism or question their motives?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHave you ever come across someone who is incredibly kind and morally upright – and yet also deeply insufferable? They might try to do anything they can to help you or engage in a host of important, useful activities benefiting friends and the wider community. Yet they seem a little bit too pleased with their good deeds and, without any good reason to think so, you suspect that there’s something calculated about their altruism.\u003C\u002Fp\u003E\n\u003Cp\u003EFinding yourself taking such an uncharitable attitude towards people who are only trying to make the world a better place might feel uncomfortable. Yet this scepticism is a known behaviour, described by psychologists as “do-gooder derogation”. And while the phenomenon may seem to be wholly irrational, there are some compelling evolutionary reasons for being wary of unreciprocated altruism.\u003C\u002Fp\u003E\n\u003Cp\u003EWith an understanding of our innate suspicion around overt acts of kindness, we can identify the specific situations in which generosity is welcomed and when it is resented – with some important lessons for our own behaviour. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ENo good deed goes unpunished\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOne of \u003Ca href=\"https:\u002F\u002Fwww.science.org\u002Fdoi\u002F10.1126\u002Fscience.1153808\"\u003Ethe earliest and most systematic examinations of do-gooder derogation\u003C\u002Fa\u003E comes from a global study by Simon Gächter, a professor of psychology at the University of Nottingham in the UK. \u003C\u002Fp\u003E\n\u003Cp\u003ELike many studies into altruism, his experiment took the form of a “\u003Ca href=\"https:\u002F\u002Fen.wikipedia.org\u002Fwiki\u002FPublic_goods_game\"\u003Epublic goods game\u003C\u002Fa\u003E”. The participants were divided into groups of four, and each person was given tokens representing a small sum of money. Participants were then given the possibility of contributing some of that income to a communal pool in each round of a game. Once everyone had placed their investment, each person would receive 40% of the total sum invested by the group. \u003C\u002Fp\u003E\n\u003Cp\u003EIf the participants play fairly, each round should provide a reasonable return on investment for each person. Those who are very stingy, however, can game the system by paying very little themselves and reaping the rewards of others’ investments. It’s easy to see how resentments could build. After 10 rounds, the researchers therefore gave the participants the option of penalising other players by deducting some of the income they received.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211122-why-overly-kind-and-moral-people-can-rub-you-up-the-wrong-way-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b573x7"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211122-why-overly-kind-and-moral-people-can-rub-you-up-the-wrong-way-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EGiven classic economic theory, you might expect the stingy free-riders to receive those punishments – and that was indeed the case. Amazingly, however, the most altruistic participants were also targeted – even though they were contributing more than their fair share to the others’ riches.\u003C\u002Fp\u003E\n\u003Cp\u003EThe finding has now been \u003Ca href=\"https:\u002F\u002Fpsyarxiv.com\u002Febfrg\u002F\"\u003Ereplicated in many other experiments\u003C\u002Fa\u003E. In a similar public goods game, for instance, participants were asked whether they would like to kick members out of their group. Astonishing, they \u003Ca href=\"https:\u002F\u002Fdoi.org\u002F10.1037\u002Fa0018403\"\u003Eexpelled the extreme altruists as often as the worst free-riders\u003C\u002Fa\u003E. Somehow, selfishness and selflessness were considered to be morally equivalent.\u003C\u002Fp\u003E\n\u003Cp\u003EStrikingly, this \u003Ca href=\"https:\u002F\u002Fwww.frontiersin.org\u002Farticles\u002F10.3389\u002Ffpsyg.2015.01036\u002Ffull\"\u003Etendency seems to emerge early in life – at around the age of eight\u003C\u002Fa\u003E. And while the size of the effect may vary depending on the context, it seems to be present to some degree in most cultures – suggesting it may be a universal tendency.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EReciprocity and reputation\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ETo understand the origins of this seemingly irrational behaviour, we need to consider how human altruism emerged in the first place.\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to evolutionary psychology, hardwired human behaviours should have evolved to improve our survival and our ability to pass on our genes to another generation. In the case of altruism, generous acts could help us to foster good relationships within the group which, over time, help to build social capital and status. \u003C\u002Fp\u003E\n\u003Cp\u003E“Gaining a good reputation can lead to benefits such as occupying a more central position in the social network,” says Nichola Raihani, a professor in evolution and behaviour at University College London and author of The Social Instinct. This could mean that we have more help ourselves when we need it. “And it’s also linked to reproductive success.”\u003C\u002Fp\u003E\n\u003Cp\u003EImportantly, however, reputation is “positional” – if one person rises, the others fall. This can create a strong sense of competition, which means that we’re always alert to the possibility that other people are getting ahead of us, even if they are achieving their status through altruism. We’ll be especially resentful if we think that the other person was only looking for those reputational benefits, rather than acting out of a genuine interest in others, since it may suggest a cunning and manipulative personality more generally.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211122-why-overly-kind-and-moral-people-can-rub-you-up-the-wrong-way-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Reputation is ‘positional’ – if one person rises, the others fall","id":"worklife\u002Farticle\u002F20211122-why-overly-kind-and-moral-people-can-rub-you-up-the-wrong-way-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAll this means that altruistic behaviour can make us walk a metaphorical tightrope. We need to balance our generosity perfectly, so that we are seen as cooperative and good, without arousing the suspicion that we are acting solely for the status.\u003C\u002Fp\u003E\n\u003Cp\u003EReports from the public goods games seemed to show as much, says Raihani. “When you ask the teammates why they want to exclude someone, they often give ‘positional’ answers like, ‘Oh, that guy, no one's doing what he's doing – he makes us all look bad’.” Studies of social media, says Raihani, show that people tend to be less impressed by an altruistic act if the person announces the event on Facebook, for example, than if they had kept it quiet.\u003C\u002Fp\u003E\n\u003Cp\u003ERaihani’s own research of online fundraising pages has found evidence that some people are aware of the potential for a hostile reaction to their generosity. Analysing posts on BMyCharity, she found \u003Ca href=\"https:\u002F\u002Froyalsocietypublishing.org\u002Fdoi\u002Ffull\u002F10.1098\u002Frsbl.2013.0884\"\u003Eit’s often the highest (as well as the lowest) givers who choose to remain anonymous\u003C\u002Fa\u003E. They seem to know a showy act could result in feelings of resentment from the other people observing the page, and so they’d rather hide it. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EUlterior motives\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ERyan Carlson, a graduate student at Yale University, agrees that altruistic behaviours are often appraised from multiple angles besides the generosity of the act itself. “We don’t just value altruism – we value integrity and honesty, which are other signals of our moral character,” he says. An apparent act of generosity that seems to be driven by self-interest could therefore lead us to score rather badly on those other qualities. \u003C\u002Fp\u003E\n\u003Cp\u003EFor one recent study, he presented participants with various vignettes and asked them to rate the perceived altruism of the character – where -5 was extremely selfish and +5 was extremely altruistic.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211122-why-overly-kind-and-moral-people-can-rub-you-up-the-wrong-way-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b5735v"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211122-why-overly-kind-and-moral-people-can-rub-you-up-the-wrong-way-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn general, the participants didn’t mind if the characters in the vignettes received \u003Cem\u003Eaccidental\u003C\u002Fem\u003E benefits from their actions. If the character went to give blood – a modestly altruistic act – and happened to impress their friend, for example, the participants still viewed them positively. Similarly, if the character was given a gift card for their trouble, the participants didn’t care – provided that it was an accidental bonus.\u003C\u002Fp\u003E\n\u003Cp\u003EThe \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0022103117301701\"\u003Epenalty came if they were told that those benefits had been part of the original motive\u003C\u002Fa\u003E. This flipped the perceived altruism scores from positive to negative. Even though they were undoubtedly still doing a good act, they were considered to be selfish.\u003C\u002Fp\u003E\n\u003Cp\u003EAs Raihani points out, we are constantly trying to second-guess the reasons for others’ actions – and we punish people harshly when we suspect that their motives are impure. Those instinctive suspicions may or may not be true, of course. We often base our judgements on intuition rather than hard facts.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ERules for life\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThese findings are worth remembering whenever we find ourselves questioning the behaviours of the people around us. If there’s no good evidence to suggest that their acts of generosity are self-serving, we may choose to give them the benefit of the doubt, knowing that our uncharitable intuitions may be fuelled by our own fears of losing status. \u003C\u002Fp\u003E\n\u003Cp\u003EThe research might also help us to avoid accidental faux pas when we act altruistically ourselves. At the very least, the research shows that you should avoid noisily broadcasting your good deeds. “And if people bring them up, you should downplay them,” says Raihani. Even if you think that you are simply sharing a bit of uplifting news about a cause that you care about, you should err on the side of modesty.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211122-why-overly-kind-and-moral-people-can-rub-you-up-the-wrong-way-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We are constantly trying to second-guess the reasons for others’ actions – and we punish people harshly when we suspect that their motives are impure","id":"worklife\u002Farticle\u002F20211122-why-overly-kind-and-moral-people-can-rub-you-up-the-wrong-way-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd if you do happen to gain from an altruistic act, it’s best to be upfront about the fact. Imagine, for instance, that a perfectly innocent act of kindness in the office happened to get the attention of a manager, who then put you forward for promotion. You may be seen more favourably if you acknowledge that outcome, rather than allowing others to ruminate on the idea that you had somehow planned it in advance.\u003C\u002Fp\u003E\n\u003Cp\u003E“If we happen to reap some benefits from an act of kindness, it makes sense to be transparent,” Carlson says. Otherwise, it may look as if you were deliberately managing your reputation to gain status.\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, the only fool-proof way to avoid do-gooder derogation may be to do your best deeds in complete secret. And if others happen to discover the truth, despite your attempts to hide it – well, the good reputation that follows is simply a bonus.\u003C\u002Fp\u003E\n\u003Cp\u003EOscar Wilde may have put it best more than a century ago. “The nicest feeling in the world is to do a good deed anonymously – and have somebody find out.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EDavid Robson is a science writer and author based in London, UK. His next book, \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fdavidrobson.me\u002Fthe-expectation-effect\u002F\"\u003E\u003Cem\u003EThe Expectation Effect: How Your Mindset Can Transform Your Life\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E will be published by Canongate and Henry Holt in early 2022. 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"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211122-why-overly-kind-and-moral-people-can-rub-you-up-the-wrong-way-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-11-22T15:28:55Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why overly kind and moral people can rub you up the wrong way","headlineShort":"Why you find do-gooders insufferable","image":["p0b5737g"],"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":"6183c2c945ceed0d2f73335b"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210813-how-mindfulness-could-make-you-selfish","worklife\u002Farticle\u002F20210830-how-narcissists-climb-the-career-ladder-quickly","worklife\u002Farticle\u002F20210722-why-we-dont-dole-out-many-compliments-but-should"],"relatedTag":null,"summaryLong":"‘Do-gooders’ are often judged harshly. Why do we resent their acts of altruism or question their motives?","summaryShort":"The reason overly kind and moral people can rub you up the wrong way","tag":["tag\u002Fhow-we-think"],"textToSpeech":false,"creationDateTime":"2021-11-21T20:43:16.580591Z","entity":"article","guid":"b640ec2f-db15-4090-89cb-d481ecc1b146","id":"worklife\u002Farticle\u002F20211122-why-overly-kind-and-moral-people-can-rub-you-up-the-wrong-way","modifiedDateTime":"2021-11-21T20:43:16.580591Z","project":"worklife","slug":"20211122-why-overly-kind-and-moral-people-can-rub-you-up-the-wrong-way","cacheLastUpdated":1642280100079},"worklife\u002Farticle\u002F20211117-why-you-say-yes-to-requests-even-if-you-shouldnt":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211117-why-you-say-yes-to-requests-even-if-you-shouldnt","_id":"6196be7445ceed614a1ac906","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"People have a hard time saying no, for fear of disagreement. Influencers can use this power for good – or bad.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWhile working as a graduate student in New York City, Vanessa Bohns was given the dreaded job of collecting survey data in Penn Station as part of an academic research project. Each time she approached a passer-by, she expected to hear a sigh of exasperation or a muttered insult. Yet the bad responses rarely came; many more people were willing to answer the questionnaires than she had expected.\u003C\u002Fp\u003E\n\u003Cp\u003EWas it possible, she wondered, that most of us underestimate others’ willingness to respond to our requests?  Over the following decade, she conducted multiple studies that confirmed that this was indeed the case: in many different situations, people are often far more likely to cooperate than we assume.\u003C\u002Fp\u003E\n\u003Cp\u003ESuperficially, her results seemed to provide a refreshingly optimistic view of human nature. “It started as a positive thing, like, isn't it great that people are more likely to do things for you than you think?” Bohns has since come to appreciate that her results reflect a broader tendency for us to underestimate how much influence our words can have over others, whether we’re asking them to perform good actions or bad ones. Often, people are only complying with us because they find it too awkward to say no, even when they feel uncomfortable with our requests.\u003C\u002Fp\u003E\n\u003Cp\u003EUnderstanding this can help us understand how our requests might affect other people – particularly in the workplace – and adjust them accordingly, in ways that respect people’s boundaries.  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETesting our helpfulness\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBohns’ work – which she’s now turned into a new book, You Have More Influence Than You Think – builds on research by Ellen Langer at Harvard University from the 1970s. In her study, participants \u003Ca href=\"https:\u002F\u002Fjamesclear.com\u002Fwp-content\u002Fuploads\u002F2015\u002F03\u002Fcopy-machine-study-ellen-langer.pdf\"\u003Eattempted to jump the queue for the photocopier at the university library\u003C\u002Fa\u003E. As you might hope, a large number agreed if the person making the request had a good excuse. Ninety-four per cent of people allowed them to go ahead if the participant said they were “in a rush” – compared to 60% when the person offered no reason for their request. \u003C\u002Fp\u003E\n\u003Cp\u003EStrikingly, however, almost as many people – 93% – allowed the participant to go forward if they said that they “need[ed] to make some copies”, which is really no excuse at all. The experiment suggested that people don’t pay attention to the details of what someone says, and they can therefore be swayed by a superficial explanation. “As long as something follows a general script, we're not necessarily going to process whether it makes sense. We just go along with it,” says Bohns, who is now a professor in organisational behaviour at Cornell University, US.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211117-why-you-say-yes-to-requests-even-if-you-shouldnt-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211117-why-you-say-yes-to-requests-even-if-you-shouldnt-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBohns’s own \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0963721415628011\"\u003Eresearch on influence and compliance began in the late 2000s\u003C\u002Fa\u003E. The first experiment attempted to replicate her own experience in Penn Station: the participants had to approach strangers on the university campus and ask them to complete a survey. All they could say was “Will you fill out a questionnaire?” To get five responses, most people estimated that they’d need to ask at least 20 people. In practice, that number was closer to 10.\u003C\u002Fp\u003E\n\u003Cp\u003EIn another experiment, the participants leaving the lab had to ask a stranger to walk them to a nearby gym, explaining that they couldn’t find it. On average, the participants assumed that they’d have to approach about seven people before someone would agree to take the detour. When they performed the task, however, they found that around one in every two people offered to go out of their way to help. “They would go out looking scared and sometimes kind of angry that they had to do this,” says Bohns. “And then they would return much earlier than expected, and bounce back into the lab.”\u003C\u002Fp\u003E\n\u003Cp\u003ETo test the phenomenon in a natural setting, among a more diverse group of participants who were not university students, Bohns questioned people raising money for the Leukaemia and Lymphoma Society. On average, the volunteers predicted that they’d need to ask around 210 people to meet their fundraising goals of between $2,100 and $5,000. In reality, they were able to contact just 122 people to reach their target.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAvoiding awkwardness\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt is easy to understand why Bohns and her colleagues were so excited about these initial results: knowing about \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS019130851300004X\"\u003Epeople’s willingness to help could give us more confidence when managing work projects\u003C\u002Fa\u003E, for example.\u003C\u002Fp\u003E\n\u003Cp\u003EA few years into the research, however, she decided to test whether we \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0146167213511825\"\u003Emight also use our influence unethically\u003C\u002Fa\u003E, without realising how easily others would be swayed by our demands, or how uncomfortable they would feel saying no.\u003C\u002Fp\u003E\n\u003Cp\u003EFor one experiment, she gave participants fake library books. The participants were asked to approach strangers with the following request: “Hi, I’m trying to play a prank on someone, but they know my handwriting. Will you just quickly write the word ‘pickle’ on this page of this library book?”\u003C\u002Fp\u003E\n\u003Cp\u003EBohns suspected that very few people would agree, and the participants were similarly sceptical. But, as with the questionnaire study, those predictions proved to be wrong. Despite raising some objections, more than half the people that the participants approached agreed to commit the small act of vandalism.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211117-why-you-say-yes-to-requests-even-if-you-shouldnt-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We may fear that by saying no, we are somehow suggesting that the other person is themself immoral or selfish","id":"worklife\u002Farticle\u002F20211117-why-you-say-yes-to-requests-even-if-you-shouldnt-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis was not an isolated incident; another of Bohns’s studies found people were willing to falsify academic documents upon a simple request from a stranger. And she found similar patterns using an online platform, in which participants had to consider their reactions to various scenarios. The subjects reported they would be more comfortable committing an unethical act if someone told them to do so. Yet, they consistently underestimated how much their own words could influence someone else’s decision. \u003C\u002Fp\u003E\n\u003Cp\u003EWhy would this be? Bohns now suspects that people often comply with our requests due to a fear of disagreement. “We’re a social species, and we don't want to do things that risk damaging our relationships,” she says. In particular, we may fear that by saying no, we are somehow suggesting that the other person is themself immoral or selfish, leading them to lose ‘face’ – a phenomenon known as \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0146167218805991\"\u003E‘insinuation anxiety’\u003C\u002Fa\u003E. “It would make it really awkward for both people,” says Bohns. “So, we might hint that we don't feel comfortable with something, but it's a lot harder to actually come out and say no, I'm not going to do it.” \u003C\u002Fp\u003E\n\u003Cp\u003EThis is the reality. When we are asked to \u003Cem\u003Epredict \u003C\u002Fem\u003Ehow someone will react to a request, however, we discount their fear of embarrassment and assume the other person would be more courageous than they really are – which leads us to underestimate our potential power to persuade others to act against their better nature.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ELeave room for refusal\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBohns believes that our tendency to underestimate our influence is very relevant in the workplace. If you ask a colleague to do you a favour by cutting corners in their work, for example, you may assume that they can just refuse, but their fear of creating awkwardness could prevent them from doing so.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211117-why-you-say-yes-to-requests-even-if-you-shouldnt-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211117-why-you-say-yes-to-requests-even-if-you-shouldnt-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt’s worth emphasising that these are general patterns. Individual differences in people’s influence, and their perception of that power, will of course depend on many factors and the specific context of the situation.\u003C\u002Fp\u003E\n\u003Cp\u003EIn Bohns’s studies, the participants were almost always of equal stature. Clearly power dynamics will play an important role, though: by definition, people of higher status should have more influence over people of lower status within a hierarchy. Importantly, Bohns’s research suggests that these people may not realise how uncomfortable someone will feel about saying no to their demands. The upshot is that they may end up asking too much of their junior colleagues without even meaning to abuse their position.\u003C\u002Fp\u003E\n\u003Cp\u003EBohns believes that in many situations we should actively create opportunities for others to disagree with us. This may mean that we change the medium through which we make our requests. People are more likely to \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F356068305_Should_I_Ask_Over_Zoom_Phone_or_In-Person_Communication_Channel_and_Predicted_vs_Actual_Compliance\"\u003Erespond positively to your request if you ask them in person or over the phone\u003C\u002Fa\u003E, whereas they could feel more comfortable turning you down by email.\u003C\u002Fp\u003E\n\u003Cp\u003EYou may still decide that you’d like to make the request face to face, of course – perhaps it feels more polite or will allow you to explain your case in more detail – but you could at least give the person the time to mull it over and to respond at a later point. “You can give the person a little more space to gather their thoughts,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211117-why-you-say-yes-to-requests-even-if-you-shouldnt-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We might hint that we don't feel comfortable with something, but it's a lot harder to actually come out and say no, I'm not going to do it – Vanessa Bohns","id":"worklife\u002Farticle\u002F20211117-why-you-say-yes-to-requests-even-if-you-shouldnt-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIan MacRae, a work psychologist and author of the recent book Dark Social: The Darker Side of Work, Personality and Social Media, says he is very interested in Bohns’s research. He agrees that allowing room for disagreement is essential. In his opinion, managers should be especially wary about making a request in public, since that will make it even harder for the employee to say no. “That’s going to build up resentment and have negative consequences later on.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd if you’re the worker who ends up having to decline a request, MacRae suggests that you might dissipate the awkwardness by thanking your colleague for the opportunity and by giving a constructive reason for your refusal. Imagine your boss has sprung a last-minute task on you that is going to be nearly impossible to complete without a huge amount of stress. “You might say that you’re really glad they thought you were capable of doing the task, and that in the future you’d be happy to do it, but you’d need ‘X’ days’ notice, or that you’d need extra resources to do so effectively,” says MacRae. “That way it’s not so much of a rebuff – it’s a conversation about how you can get it done.”\u003C\u002Fp\u003E\n\u003Cp\u003EWith the publication of her book, Bohns hopes that we’ll all become more aware of the ways our words affect others – and our tendency to underestimate the difficulty of refusal – so that we’re more readily respectful of their boundaries. “If we want genuine agreement, we should always be thinking of the ways that we can make it easier for others to say no.” \u003C\u002Fp\u003E\n\u003Cp\u003EOur influence may often be invisible to us, but with a bit of training we could all wield that power with more compassion and responsibility.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EDavid Robson is a science writer and author based in London, UK. His next book, \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fdavidrobson.me\u002Fthe-expectation-effect\u002F\"\u003E\u003Cem\u003EThe Expectation Effect: How Your Mindset Can Transform Your Life\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E will be published by Canongate and Henry Holt in early 2022. 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"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211117-why-you-say-yes-to-requests-even-if-you-shouldnt-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-11-19T14:04:29Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why you say yes to requests – even if you shouldn't","headlineShort":"Why saying no feels so awkward","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"People have a hard time saying no, for fear of disagreement. Influencers can use this power for good – or bad.","summaryShort":"You're unknowingly likely to comply with others' requests – both good and bad","tag":[],"textToSpeech":false,"creationDateTime":"2021-11-18T20:58:20.634527Z","entity":"article","guid":"dc3a2758-05e4-4023-bea2-f2ff7d1d1958","id":"worklife\u002Farticle\u002F20211117-why-you-say-yes-to-requests-even-if-you-shouldnt","modifiedDateTime":"2021-11-18T21:17:10.725324Z","project":"worklife","slug":"20211117-why-you-say-yes-to-requests-even-if-you-shouldnt","cacheLastUpdated":1642280100073},"worklife\u002Farticle\u002F20220103-what-do-you-do-with-a-workplace-frenemy":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20220103-what-do-you-do-with-a-workplace-frenemy","_id":"61dcad5445ceed7c160a0536","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fdavid-robson"],"bodyIntro":"You and your colleague have a love-hate relationship. Why does this this friendly-ish, ambivalent grey area make you so anxious?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAmong immediate colleagues, it’s easy to spot two groups of people: genuine friends, who make each workday a little brighter; and sworn enemies – the people who will deliberately make your life hard for no reason. But what about all those people in the middle? \u003C\u002Fp\u003E\n\u003Cp\u003EThese colleagues may offer a sympathetic ear to your woes, but then go and gossip about them behind your back. Or they’ll defend you from criticism, but then take sole credit for a joint project, erasing your contributions without a backward glance. They help and they hurt in equal measure; they are frenemies, or “ambivalent relationships”. \u003C\u002Fp\u003E\n\u003Cp\u003EIn the past, workplace psychologists had tended to take a black and white view of our relationships with our colleagues, while ignoring the many grey areas of our social networks. Yet the latest research shows that our frenemies are equally, if not more, important than the people at either extreme of the spectrum – with unique consequences for our health, wellbeing and our behaviour in the workplace. And by understanding their complexities, we can all learn to navigate office politics more wisely – as well as potentially reduce the stress they cause. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe good, the bad and the ugly\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere is no doubt true friends bring enormous benefits to our overall health and wellbeing. A huge scientific literature now shows our social connections can raise our self-esteem and help us to recover from stress more quickly. This not only reduces our risk of mental illness , but also \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC2910600\u002F\"\u003Ereduces risk of physical disease and death\u003C\u002Fa\u003E. Unsurprisingly, the wholly negative relationships in our lives have the opposite effects: research shows that psychologically abusive colleagues or family members can be \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1002\u002Fjob.2248\"\u003Eenormously detrimental to our overall health\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EIt is only within the past decade or so that scientists have started to look at those people in between – the ambivalent relationships that may have good and bad sides – and the effects that they have on our lives. To do so, they have developed simple questionnaires that ask participants to rate how helpful, and how upsetting, their friend is on a scale of 1 (not at all) to six (extremely). \u003C\u002Fp\u003E\n\u003Cp\u003EDepending on the answers to each question, the researchers can establish whether the relationship is supportive, aversive or ambivalent. According to Julianne Holt-Lunstad, a professor of psychology and neuroscience at Brigham Young University, US, a supportive friend would score 2 or more on the positive trait, and 1 on the negative trait, where an aversive friend would be the opposite. An ambivalent relationship – or frenemy – would score at least 2 on both measures. \u003C\u002Fp\u003E\n\u003Cp\u003EUsing these categories, researchers like Holt-Lunstad have then been able to identify how our reactions to frenemies differ from the other kinds of relationships.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20220103-what-do-you-do-with-a-workplace-frenemy-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There is still underappreciation of how relationships with both positive and negative aspects can influence health and wellbeing – Julianne Holt-Lunstad","id":"worklife\u002Farticle\u002F20220103-what-do-you-do-with-a-workplace-frenemy-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENaively, you might expect the effects of ambivalent friendship to fall between the supportive and aversive relationships: the good and bad simply cancel each other out, so that the overall impact is neutral. But this is not the case. In \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC7089572\u002F\"\u003Emultiple experiments\u003C\u002Fa\u003E throughout the past 10 years, Holt-Lunstad has shown that interactions with frenemies can heighten our stress responses – compared to both supportive and aversive relationships. And over the long term, that \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC4910626\u002F\"\u003Eseems to provoke worse cardiovascular health\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EThe problem lies in the inherent uncertainty of their responses. We may crave their approval or support, but we know it may not be forthcoming – so we are constantly on tenterhooks. And if they do respond badly, their offensive behaviour – or their simple lack of interest – will hurt us so much more than the behaviour of someone we simply dislike. \u003C\u002Fp\u003E\n\u003Cp\u003EHolt-Lunstad estimates that the average person has as many frenemies as friends. Despite this research, however, many sociologists and psychologists continue to ignore them.  “While there is greater recognition of the importance of relationship quality, there is still the perception that it is just about negativity versus positivity,” says Holt-Lunstad, who \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC7089572\u002F\"\u003Erecently published a review article outlining her findings\u003C\u002Fa\u003E. “But there is still underappreciation of how relationships with \u003Cem\u003Eboth\u003C\u002Fem\u003E positive and negative aspects can influence health and wellbeing.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFrenemies at work\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIf frenemies, in general\u003Cem\u003E, \u003C\u002Fem\u003Ehave been understudied, then their role in workplace politics is even less well understood. This is a shame, since many job environments may be particularly ripe for the creation and maintenance of ambivalent relationships. \u003C\u002Fp\u003E\n\u003Cp\u003E“Organisations often force us into interactions with people we wouldn’t choose to have in our social networks,” says Shimul Melwani, an associate professor of organisational behaviour at the University of North Carolina at Chapel Hill, US.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220103-what-do-you-do-with-a-workplace-frenemy-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0bf328s"],"imageAlignment":"centre","imageAltText":"Two colleagues talking","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20220103-what-do-you-do-with-a-workplace-frenemy-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn some cases, it is the sense of professional competition that injects negativity into the working relationship. You may find your colleague to be very likeable, for example, and you would happily go for a drink with them. Yet you feel betrayed when they apply for the same promotion as you. “It’s normal that people want to get ahead but also get along with their colleagues at the same time,” says Naomi Rothman, an associate professor of management at Lehigh University at Bethlehem, Pennsylvania, US. \u003C\u002Fp\u003E\n\u003Cp\u003EMelwani and Rothman recently teamed up on \u003Ca href=\"https:\u002F\u002Fdoi.org\u002F10.1037\u002Fapl0000811\"\u003Ea series of studies that examined these dynamics in more detail\u003C\u002Fa\u003E, the results of which were published in September 2021. \u003C\u002Fp\u003E\n\u003Cp\u003EFor one experiment, they first asked participants to engage in a “Fast Friends Procedure” that involve answering a series of personal questions to a complete stranger, such as listing their proudest achievements. \u003C\u002Fp\u003E\n\u003Cp\u003EPrevious research had shown that this procedure can quickly build feelings of emotional connection. After a few minutes, however, Melwani and Rothman spiced things up. While a third of participants could continue in a purely positive vein – describing what they liked about each other – another third had to say what they didn’t like about the other person, inserting some distinct negativity. The rest were given a more ambiguous task – to evaluate each other’s achievements and compare them to their own – which created a sense of competition. \u003C\u002Fp\u003E\n\u003Cp\u003EAfter these initial conversations, the participants were asked to write a blog post about their institution, which their partner then edited. They were then given the opportunity to provide written feedback about the partner’s performance – both to that person directly, and privately to the researchers. \u003C\u002Fp\u003E\n\u003Cp\u003EAs expected, the initial conversations shaped the nature of the fast-formed relationships. The questions that encouraged positive or negative talk created supportive or aversive relationships, while the competitive interactions triggered ambivalent feelings between the partners. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd that, in turn, shaped their behaviour in interesting ways. The “frenemies” made more effort with the editing of each other’s writing than both the aversive groups \u003Cem\u003Eand\u003C\u002Fem\u003E the supportive groups, for instance. “They really went above and beyond what they were asked to do,” says Melwani. Yet they were also more likely to pass on negative feedback to the researchers – essentially tarnishing their partner’s reputation in the eyes of the scientists. \u003C\u002Fp\u003E\n\u003Cp\u003EIt’s easy to understand why aversive partners made the least effort to edit each other’s work – they simply didn’t care – whereas the frenemies had at least formed some feelings of goodwill. The fact that the ambivalent partners also made \u003Cem\u003Emore\u003C\u002Fem\u003E effort than the purely supportive partners is surprising, however. Surely the newly-formed BFFs should have been the most co-operative?\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220103-what-do-you-do-with-a-workplace-frenemy-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The more people wanted to establish a connection with their frenemy, the more likely they were to both help and hinder their partner in their work","id":"worklife\u002Farticle\u002F20220103-what-do-you-do-with-a-workplace-frenemy-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMelwani suspects that the extra helpfulness may help the frenemies to resolve the inherent tension in the ambivalent relationships – the wish to maintain cordiality even in the face of annoyance and upset. “They don’t want this relationship to become entirely negative,” she says, and so they make up for their bad feelings by making the additional effort to improve their partner’s work. \u003C\u002Fp\u003E\n\u003Cp\u003EMelwani and Rothman’s next study questioned US retail employees about their colleagues. She found that the nature of the ambivalent relationships depended on people’s desires for closeness. The more people wanted to establish a connection with their frenemy, the more likely they were to both help and hinder their partner in their work. \u003C\u002Fp\u003E\n\u003Cp\u003EIn other words, the positive intentions meant that every element of the relationship – good and bad – was more intense. “It makes the ambivalence more salient,” explains Melwani. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EClearing the mess\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EManagers might take note of these findings, says Melwani. Bosses could look for measures to reduce the feeling of competition among colleagues, for example, which may root out one of the causes of ambivalence, and ensure that relationships remain more supportive. \u003C\u002Fp\u003E\n\u003Cp\u003EFor the individual, Melwani hopes greater awareness of these dynamics could help us to manage our more difficult colleagues. We have quite short memories, she says, which means our feelings for our work frenemies can be easily swayed by our colleague’s latest actions, without necessarily recognising that the ambivalence is a long-lasting pattern and one of the core characteristics of the relationship. Once we realise this, we might then assess whether the benefits outweigh the potential for upset, and whether we are perhaps being a bit too needy for their respect or affection. \u003C\u002Fp\u003E\n\u003Cp\u003ERemember that Melwani’s research shows that your desire for closeness will amplify the ambivalent feelings. And so, if you are starting to feel too stressed by the relationship, you might aim to become bit more realistic in your expectations of what your frenemy will provide, without necessarily cutting them out of your life altogether. \u003Cbr \u002F\u003E \u003Cbr \u002F\u003E Sometimes we have to accept that while someone will never be a close friend, they are worth holding onto nonetheless  – at a distance.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EDavid Robson is a science writer and author based in London, UK. His latest book, \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Fdavidrobson.me\u002Fthe-expectation-effect\u002F\"\u003E\u003Cem\u003EThe Expectation Effect: How Your Mindset Can Transform Your Life\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E\u003Cspan\u003E,\u003C\u002Fspan\u003E is published on 6 January 2022 in the UK and 15 February 2022 in the US. 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"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20220103-what-do-you-do-with-a-workplace-frenemy-6"}],"collection":null,"disableAdverts":false,"displayDate":"2022-01-11T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why workplace frenemies are our most stressful colleagues","headlineShort":"The paradox of the 'frenemy'","image":["p0bf31qw"],"imageAlignment":"centre","imageAltText":"Two colleagues talking","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":"6183c2c945ceed0d2f73335b"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20211214-can-you-ever-get-over-a-lingering-grudge","worklife\u002Farticle\u002F20211122-why-overly-kind-and-moral-people-can-rub-you-up-the-wrong-way","worklife\u002Farticle\u002F20211117-why-you-say-yes-to-requests-even-if-you-shouldnt"],"relatedTag":null,"summaryLong":"You and your colleague have a love-hate relationship. Why does this this friendly-ish, ambivalent grey area make you so anxious?","summaryShort":"Why your love-hate relationships make you so anxious","tag":["tag\u002Fhow-we-think"],"textToSpeech":false,"creationDateTime":"2022-01-10T22:03:56.841441Z","entity":"article","guid":"93581610-e672-4792-8274-6eff20626ca0","id":"worklife\u002Farticle\u002F20220103-what-do-you-do-with-a-workplace-frenemy","modifiedDateTime":"2022-01-11T15:53:00.846096Z","project":"worklife","slug":"20220103-what-do-you-do-with-a-workplace-frenemy","cacheLastUpdated":1642280100068},"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":"6183c28b45ceed6ec0613fb9","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"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":[],"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":[]},"calloutBodyHtml":"\u003Cp\u003EThis story is part of BBC's \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003EFamily Tree\u003C\u002Fa\u003E series, which examines the issues and opportunities parents, children and families face today – and how they'll shape the world tomorrow. Coverage continues on \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003EBBC Future\u003C\u002Fa\u003E.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20211007-the-parents-who-dont-want-to-go-back-to-the-office-2"},{"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-3"},{"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-4"},{"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-5"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"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-6"},{"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-7"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"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-8"},{"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-9"},{"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-10"},{"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-11"}],"collection":[],"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":[],"imageAlignment":"centre","imageAltText":"Father and child working together","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"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":[],"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":"2021-11-11T16:09:14.589541Z","project":"worklife","slug":"20211007-the-parents-who-dont-want-to-go-back-to-the-office","cacheLastUpdated":1642280100073},"worklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle","_id":"61b7d29b45ceed3ad57a41be","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"While the Great Resignation implies people are leaving the workforce, a large swath of workers are simply reconfiguring what their careers look like.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe Great Resignation of the past year appears to still be in full swing: according to the Bureau of Labor Statistics, \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fjolts.nr0.htm\"\u003Enearly 3% of the US workforce resigned in October\u003C\u002Fa\u003E, following a record-high in September. As often discussed, some resignations are people taking sabbaticals, \u003Ca href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fcovid-19-pushed-many-americans-to-retire-the-economy-needs-them-back-11635691340?utm_source=Charter&utm_campaign=f2a506a034-EMAIL_CAMPAIGN_2021_11_28_04_24&utm_medium=email&utm_term=0_8de2b7fe0d-f2a506a034-1370387344\"\u003Eearly retirement\u003C\u002Fa\u003E or dropping out of the workforce for caring responsibilities. But that only tells part of the story.\u003C\u002Fp\u003E\n\u003Cp\u003EWorkers – \u003Ca href=\"https:\u002F\u002Fwww.smh.com.au\u002Fbusiness\u002Fworkplace\u002Faustralia-s-version-of-the-great-resignation-revealed-as-staff-swap-jobs-20211111-p5984f.html\"\u003Eglobally\u003C\u002Fa\u003E, in many instances – aren’t just leaving the workforce; millions of people are reconfiguring their careers. Some are leveraging the current hiring crisis to get into \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly\"\u003Ebetter positions\u003C\u002Fa\u003E. Others have decided to work for themselves – with the number of \u003Ca href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002Fworkers-quit-jobs-in-droves-to-become-their-own-bosses-11638199199?mod=business_lead_pos5\"\u003Eself-employed workers\u003C\u002Fa\u003E in the US rising by 500,000 since the pandemic.  \u003C\u002Fp\u003E\n\u003Cp\u003EMany more, however, are simply shifting into new industries and careers that offer higher wages or align more with their values. “For talented individuals, in high-demand industries like tech, we’re seeing a lot of movement,” says Anthony Klotz, an associate professor of management at Texas A&M University, US, and the originator of the term ‘Great Resignation’. “People are finding jobs that give them the right pay, benefits and work arrangements in the longer term.” \u003C\u002Fp\u003E\n\u003Cp\u003ERather than merely being a ‘Great Resignation’ in which people simply quit and walk away, the current disruption is seeing a large swath of employees move around the job market. Workers have agency: they’re fine-tuning a better work-life balance and making deliberate choices as to where their careers are heading next. “There’s now a greater ability for people to fit work into their lives, instead of having lives that squeeze into their work,” says Klotz.\u003C\u002Fp\u003E\n\u003Cp\u003EThese “pandemic epiphanies”, as Klotz calls them, have helped many people find more of what they want out of work – and get it. But is this job shuffling just a lockdown-induced phenomenon, or is large-scale swapping the way of the future? If so, this could have longer-term implications for the global labour force writ large.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe Great Reshuffle\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile there have been huge shifts in the labour market before – be it new job opportunities with the post-war economic boom, or job losses with the Great Depression or Great Recession – the mass movement we’re seeing today comes with a big difference.\u003C\u002Fp\u003E\n\u003Cp\u003E“What’s unique here is people in professional work now have choice,” says Grace Lordan, associate professor in behavioural science at the London School of Economics. “Previously, with the likes of the Industrial Revolution, most people weren’t skilled enough to get the high-income jobs. Now, knowledge workers are in such high demand that there’s a skill shortage.”\u003C\u002Fp\u003E\n\u003Cp\u003EOpportunities opened up by remote work mean millions of workers can now access thousands of new roles previously geographically off-limits. As a means of attracting talent, many employers are either adapting their working models to hybrid or fully remote, or offering higher wages in response.\u003C\u002Fp\u003E\n\u003Cp\u003ELordan believes that much of the movement in the job market is a reshuffling: workers shifting their career path, gradually making their way to companies offering work arrangements and perks that match their preferences. “For a while, you’ll see job hopping simply because employees who care about flexible and hybrid working will end up at businesses offering that,” she says. “On the other hand, people who prefer the office full-time will move to those companies, where they’ll likely be paid a compensating differential: a higher wage.”\u003C\u002Fp\u003E\n\u003Cp\u003EOne such worker who has switched careers is Emily. Working as a personal trainer for a corporate gym in the heart of London’s financial district, she’s since become a digital project manager. “I was working long, unsociable hours and made to feel undervalued because I was in a service job,” explains Emily, whose surname is being withheld for job-security concerns. “The fitness industry was also one of the last sectors to reopen after lockdown. So, I moved into something more stable and transferable across multiple industries, while offering remote work for more money in return for fewer hours.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We could see an unsettled labour market as people move around and companies try to provide solutions that bring out the best from their employees – and that takes a while – Anthony Klotz","id":"worklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe emerging data is supporting the anecdotal evidence. Many workers are moving to the in-demand sectors more likely to offer hybrid work. According to LinkedIn UK figures, from August to October 2021, the net flow of workers moving to software and IT services \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fpulse\u002Fgreat-reshuffle-only-getting-started-uk-heres-whats-happening-morrin\u002F\"\u003Emore than doubled year-over-year\u003C\u002Fa\u003E. Conversely, education experienced a net outflow over the same period, with retail being the hardest hit in terms of quits.\u003C\u002Fp\u003E\n\u003Cp\u003EMany companies are still to refine their long-term working policies – meaning more shuffling is on the way. “Much of the current movement is based on extrinsic rewards: more pay and status,” says Lordan. “Once businesses settle on whether they’ll be hybrid, in-person or fully remote going forward, we’ll see more people moving based on their work-life balance.”\u003C\u002Fp\u003E\n\u003Cp\u003ESome workers, however, have already struck a better work-life balance. “Lockdown forced me to stop,” explains David, a corporate lawyer, whose surname is also being withheld. “I spent time with my wife, rediscovered healthy living and slept well. It took this halt to realise just how destructive life at one of the world’s largest law firms was: always on call and under pressure to deliver, regularly working 60-plus-hour weeks. So, I quit.”\u003C\u002Fp\u003E\n\u003Cp\u003EDavid has since moved from London to a law firm in the north of England. Although he’s had to take a sizeable pay cut, the rewards have been priceless. “I’ve been able to reclaim a degree of autonomy,” he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003ELooking long term\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOne of the benefits of the Great Resignation is that workers will eventually be able to craft careers that better fit with their lives. “We’re going to see more individuals have bespoke work arrangements,” says Klotz. “People earlier in their working lives often don’t mind being in the office as they want early career development, but then they could move to hybrid or digital nomadism later in their career.”\u003C\u002Fp\u003E\n\u003Cp\u003EEmployees who have already built career capital are reshuffling. But many \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fjasonwingard\u002F2021\u002F09\u002F02\u002Fthe-great-resignation-why-gen-z-is-leaving-the-workforce-in-drovesand-what-to-do-about-it\u002F?sh=73d50dc75f87\"\u003Eyounger workers\u003C\u002Fa\u003E in entry-level jobs, who have been a large part of the Great Resignation in pandemic-ravaged sectors such as hospitality and retail, are also finding the careers that work best for them. “Currently, we’re seeing that young people are changing jobs every 18 months on average,” says Salvatore Nigro, CEO of JA Europe, an educational provider based in Brussels.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, these trends don't necessarily represent a permanent shift to endless job swapping. “It’s a transition,” says Lordan. “Over time, workers will know which big company offers what in terms of hybrid. But currently, businesses are still figuring out policies and if they need to adapt their working models to the demands of the job market.”\u003C\u002Fp\u003E\n\u003Cp\u003EKlotz agrees the current reshuffling will take years before eventually settling down. “As organisations make changes, employees are migrating to the work arrangements they want at this stage of their lives. We could see an unsettled labour market as people move around and companies try to provide solutions that bring out the best from their employees – and that takes a while.” \u003C\u002Fp\u003E\n\u003Cp\u003EIn this new ‘Great Reshuffle’, workers are taking deliberate next steps down the career paths that best match their needs. Ultimately, this could mean improved, more fulfilling working lives for millions of people. As Klotz says, “If the pandemic has a silver lining, it’s that it hopefully led to a permanent improvement in the world of work.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-12-14T15:50:37Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How the Great Resignation is turning into the Great Reshuffle","headlineShort":"Great Resignation? Try Great Reshuffle","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"While the Great Resignation implies people are leaving the workforce, a large swath of workers are simply reconfiguring what their careers look like.","summaryShort":"Workers are having 'pandemic epiphanies' and trading up for better jobs","tag":[],"textToSpeech":false,"creationDateTime":"2021-12-13T23:09:08.123347Z","entity":"article","guid":"1e4228e5-5383-4f09-a1b3-8ea2240eb037","id":"worklife\u002Farticle\u002F20211214-great-resignation-into-great-reshuffle","modifiedDateTime":"2021-12-14T01:47:30.21812Z","project":"worklife","slug":"20211214-great-resignation-into-great-reshuffle","cacheLastUpdated":1642280100073},"worklife\u002Farticle\u002F20211201-the-workers-picking-up-the-slack-du-the-great-resignation":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211201-the-workers-picking-up-the-slack-du-the-great-resignation","_id":"61a9358e45ceed4c605d4f01","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Workers who haven’t quit amid the Great Resignation are covering for their former colleagues as companies struggle to hire. It’s taking a toll.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn recent months, Sara’s working hours have steadily increased. The Singapore-based HR manager has seen team members quit and their replacements delayed – or not hired at all. Like many other companies around the world, her employer, a major multinational, has been hit by 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, and so Sara has been picking up the slack for absent colleagues. \u003C\u002Fp\u003E\n\u003Cp\u003E“It’s simply an addition to my portfolio,” says Sara, who estimates she’s working an extra hour a day on average to compensate. “That’s on top of taking care of urgent Covid-related issues across a whole region. I’d say I work 60-hour weeks now.” \u003C\u002Fp\u003E\n\u003Cp\u003ESara has little choice but to put in more hours covering for others, because everyone else in the company is doing their bit, too. “It’s part of the job,” she says. “The early morning calls to [the company’s headquarters in] America are even more frequent now, and the head office team is working late into the evenings to accommodate.”  \u003C\u002Fp\u003E\n\u003Cp\u003EWorkers worldwide are quitting in their droves. In the US, a record 4.4 million people – 3% of the national workforce – resigned in September, according to most recent data from the \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fjolts.nr0.htm\"\u003EBureau of Labor Statistics\u003C\u002Fa\u003E. In the UK, the past quarter saw nearly \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Femploymentandlabourmarket\u002Fpeopleinwork\u002Femploymentandemployeetypes\u002Fbulletins\u002Fjobsandvacanciesintheuk\u002Fnovember2021\"\u003E1.2 million jobs\u003C\u002Fa\u003E lie vacant, another record number. Companies are struggling to fill roles amid a sellers’ market where workers, in extremely high demand, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20211129-should-you-job-hunt-constantly\"\u003Eare seeking out jobs with better pay or opportunities\u003C\u002Fa\u003E. As a consequence, many firms have been left understaffed. \u003C\u002Fp\u003E\n\u003Cp\u003EThe employees who have stuck around are now finding themselves forced to take on tasks left by departing colleagues. Until replacements are found, some are tackling not only their pre-existing work, but also tasks outside their job specs and comfort zones. In many cases, it’s adding greater stress to already heavy workloads: further burdening workers while, in the long run, also harming companies that have been hit by staff shortages. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EUnderstaffing by numbers\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EUnderstaffing is far from a recent trend. Employers have long tried to run their operations as efficiently as possible. \u003C\u002Fp\u003E\n\u003Cp\u003E“People are a relatively expensive cost in a lot of industries,” explains Winny Shen, an associate professor of organisation studies at the Schulich School of Business at York University, Toronto, who researches understaffing. “Over time, we’ve moved towards a ‘do more with less’ model on staffing. The problem is that if a company is slightly understaffed for a short period of time, employees will probably try and make up that gap. But it soon becomes a slippery slope.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211201-the-workers-picking-up-the-slack-du-the-great-resignation-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Man working in a warehouse","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211201-the-workers-picking-up-the-slack-du-the-great-resignation-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EUnfortunately, the employees who rally to help colleagues and under-fire managers are those most likely to suffer in the longer term. Bosses can start to perceive understaffed teams working extra hours to compensate for missing hires as the norm, rather than a stopgap. For them, it’s a win, because payroll declines, the work still gets done and profits rise.  \u003C\u002Fp\u003E\n\u003Cp\u003EShen cites the 2008 financial crash as an example; the subsequent recession saw workers handed \u003Ca href=\"https:\u002F\u002Fwww.wsj.com\u002Farticles\u002FSB10001424052748703859304576309533100131932\"\u003E‘superjobs’\u003C\u002Fa\u003E as a cost-cutting measure, from chefs having to undertake kitchen maintenance to accountants pitching in on customer service. “Because workers often want to help when they recognise the business or the team is under pressure, organisations assume they can absorb the hit of understaffing,” she adds.  \u003C\u002Fp\u003E\n\u003Cp\u003EAlthough it may appear to be an efficiency win-win for bosses, there are hidden costs. “In reality, workers can’t maintain that same performance in the long-term,” says Shen. “If you’re constantly drowning in work, unable to take breaks, it can cause \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210426-why-we-may-be-measuring-burnout-all-wrong\"\u003Eburnout\u003C\u002Fa\u003E. And while co-workers feel obligated to help one another, they’re more likely to have more contempt for their organisation, reach a breaking point and leave.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe knowledge gap\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIn chronically understaffed industries, such as healthcare, too much work for too few people leads to round-the-clock shifts and mountainous workloads. But understaffing doesn’t necessarily mean a lack of manpower – it can crop up in other ways.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-the-workers-picking-up-the-slack-du-the-great-resignation-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If you’re constantly drowning in work, unable to take breaks, it can cause burnout - Winny Shen","id":"worklife\u002Farticle\u002F20211201-the-workers-picking-up-the-slack-du-the-great-resignation-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Among knowledge workers, it’s more expertise understaffing: you lose people and don’t replace them with the same skill set,” says Shen. “Roles become more ambiguous; the work becomes more challenging for the employee – they’re tasked with jobs they feel unequipped to do. It affects their performance and also how accomplished they feel at their job, negatively impacting confidence.” \u003C\u002Fp\u003E\n\u003Cp\u003EThose suffering from ‘expertise’ understaffing can often feel out on a limb, plugging gaps which go beyond their job description. Immediately after Catherine began her current role as a social media manager in Leeds, UK, she was thrust into project management by her boss in order to cover hiring delays. “I was given large projects to look after, despite my limited experience,” she explains. \u003C\u002Fp\u003E\n\u003Cp\u003EWhile there may be some workers able to embrace the challenge, get noticed and soar, this isn’t the case for everyone. Catherine is a recent graduate and works as a one-person team – she’s been forced to learn on the job without a support structure in place. The psychological toll of expertise understaffing is, largely, the same as numerical understaffing. “When things have been at their busiest, I’ve felt extremely overworked, stressed and manic,” Catherine says. \u003C\u002Fp\u003E\n\u003Cp\u003EBut while personnel understaffing is visual, expertise understaffing is insidious. Depending on your viewpoint, that makes it harder for bosses to detect – or simply easier to overlook. “If an experienced person leaves, it can’t be assumed that those remaining can pick up the slack,” says Shen. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA problem that’s here to stay?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe effects of the pandemic, and the subsequent Great Resignation, have created the perfect storm for understaffing. Typically, labour shortages build over years as economies boom in the wake of recession. This process, however, was accelerated following the first lockdown; the economic downturn was short and the demand for workers exploded once sectors reopened. But then millions of people began quitting their jobs.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-the-workers-picking-up-the-slack-du-the-great-resignation-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"A woman mopping the floor in a commercial building","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211201-the-workers-picking-up-the-slack-du-the-great-resignation-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EGad Levanon, head of the Labor Market Institute at US economic think tank The Conference Board, believes labour shortages could reach greater heights in the new year. “We’re still likely to see greater demands for workers in 2022 because many sectors – hospitality, leisure, transport – are yet to fully recover,” says Levanon. “People are more selective in what they want to do, and you can’t just hire someone off the street and give them a trade job; they require much skill and experience, and that takes time.” \u003C\u002Fp\u003E\n\u003Cp\u003EThat means that, until the hiring crisis starts to ease, workers could potentially find themselves covering multiple jobs in thinned-out organisations. “People were complaining of being overworked long before Covid,” says Abigail Marks, professor of the future of work at Newcastle University Business School, UK. “Now, we’ve reached the point where companies aren’t replenishing those who have left over the past 18 months – it’s creating a further burden on those who remain.” \u003C\u002Fp\u003E\n\u003Cp\u003ESome businesses are acknowledging they now have to fight to keep their staff, and are beginning to reflect loyal employees’ extra workload by increasing salaries. “There’s growing evidence that employers are giving raises – the average wage in the US is up significantly,” says Levanon. Meanwhile, workers who are covering for depleted teams and are yet to be rewarded with a pay rise or promotion do at least have some pushback. Unlike understaffing during a recession, they could be in high demand if they quit. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-the-workers-picking-up-the-slack-du-the-great-resignation-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"When things have been at their busiest, I’ve felt extremely overworked, stressed and manic - Catherine","id":"worklife\u002Farticle\u002F20211201-the-workers-picking-up-the-slack-du-the-great-resignation-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThat doesn’t mean employees have to necessarily hand in their notice. The current battle for retention gives workers more leverage if they feel overworked, opening opportunities to flag issues to oblivious bosses. “An employee can report understaffing to a line manager and say they can consider their options unless a proper plan is put in place,” says Noelle Murphy, of UK HR resourcing provider XpertHR. \u003C\u002Fp\u003E\n\u003Cp\u003EFor Catherine, that conversation has already taken place: her company repeatedly promises to hire more staff, only for more colleagues to walk out the door. Frustrated and worn out, she plans on joining them soon. “I feel extremely short changed,” she says. “If I’d have had proper support when I first started the role, I could have gained so much more knowledge and expertise by now. I’m ready to leave – I don’t feel that I bring value to the business.” \u003C\u002Fp\u003E\n\u003Cp\u003EAddressing understaffing is extremely difficult; Shen believes it’s embedded into the economy. “There are always pressures to keep staffing as lean as possible,” she adds. “But just as we’ve seen with supply chains through the pandemic, if you don’t have enough people to cope with the ramping up of demand, the whole system is placed under strain. You’ll find yourself scrambling, creating a stressful situation for those that remain, increasing the chances that they’ll look to leave too.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe hope is that conversations around wellbeing, amplified by the pandemic, could lead to some change for the better. “The positive is that we’re seeing more movement on the part of the employees for better working conditions,” says Shen. “Those looking to quit are more sensitive to the toll that understaffing takes – and will be more likely to seek well-resourced environments when they look for their next opportunity.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-the-workers-picking-up-the-slack-du-the-great-resignation-8"}],"collection":null,"disableAdverts":false,"displayDate":"2021-12-03T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The workers picking up the slack in the Great Resignation","headlineShort":"The workers picking up the slack","image":[],"imageAlignment":"centre","imageAltText":"Woman at computer","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Workers who haven’t quit amid the Great Resignation are covering for their former colleagues as companies struggle to hire. It’s taking a toll.","summaryShort":"The Great Resignation is burning out workers who didn't quit","tag":[],"textToSpeech":false,"creationDateTime":"2021-12-02T21:07:20.003935Z","entity":"article","guid":"c688dd27-f89e-4546-b674-87db90bf7970","id":"worklife\u002Farticle\u002F20211201-the-workers-picking-up-the-slack-du-the-great-resignation","modifiedDateTime":"2021-12-02T21:07:20.003935Z","project":"worklife","slug":"20211201-the-workers-picking-up-the-slack-du-the-great-resignation","cacheLastUpdated":1642280100073},"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder","_id":"6183c26a45ceed64ed12b764","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Self-doubt and imposter syndrome permeate the workplace, but women, especially women of colour, are particularly likely to experience it. Why is this – and how can it be changed?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAlthough I haven’t worked in an office in more than 20 years, I still remember the feeling I used to have at my nine-to-five magazine job. No matter how well I did, I always felt that I wasn’t good enough for the rarefied publishing world. I didn’t come from a pedigree; I just was a hard-working black woman. I felt (and sometimes literally was) unacknowledged in the hallways, and my voice was hardly heard. It wasn’t unusual that ideas I presented at meetings got a lukewarm reception, but two meetings later someone else suggested a similar thought, which was instantly deemed a must-write story.\u003C\u002Fp\u003E\n\u003Cp\u003EEven though I knew I was capable of doing the work, I was riddled with doubt. It was years later that I learned there was a term for what I felt: imposter syndrome.\u003Cbr \u002F\u003E\u003Cbr \u002F\u003EYou may not be able to see it around you, but imposter syndrome permeates the workplace. It’s a feeling that many people can identify with: why do I feel like a fraud even though I’m eminently qualified for this job? Despite having education and training, many have never been able to break free of doubting their worthiness and step into any a higher level of success.\u003Cbr \u002F\u003E\u003Cbr \u002F\u003EBut although anyone can ask this question, imposter syndrome has an outsize effect on certain groups.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We’re more likely to experience imposter syndrome if we don't see many examples of people who look like us or share our background who are clearly succeeding in our field – Emily Hu","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Women, women of colour, especially black women, as well as the LGBTQ community are most at risk,” says Brian Daniel Norton, a psychotherapist and executive coach in New York. “When you experience systemic oppression or are directly or indirectly told your whole life that you are less-than or underserving of success and you begin to achieve things in a way that goes against a long-standing narrative in the mind, imposter syndrome will occur.”\u003C\u002Fp\u003E\n\u003Cp\u003EIf you doubt yourself even when you’re doing all the right things, are you doomed to feel like an imposter, no matter what? And why, exactly, do we feel imposter syndrome – and what can we do when that feeling starts to boil up?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EStacked odds\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ECorporate culture exacerbates the problem of imposter syndrome, particularly for women.\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to Lean In, a US organisation that focuses on women in the workplace, women are less likely to be hired and promoted to manager. Its 2019 \u003Ca href=\"https:\u002F\u002Fleanin.org\u002Fwomen-in-the-workplace-2019\" target=\"_blank\"\u003Eresearch\u003C\u002Fa\u003E shows that for every 100 men brought onto teams and elevated to management, only 72 women experience the same thing. Men hold 62% of manager-level positions, while women hold just 38%. And although one-third of the companies Lean In surveyed set gender representation targets for first-level manager roles, 41% of them didn’t for senior levels of management.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd despite progress in the boardroom, where diverse voices have been historically absent, women still don’t have near-equal representation. According to \u003Ca href=\"https:\u002F\u002Fwww.catalyst.org\u002Fresearch\u002Fwomen-on-corporate-boards\u002F\" target=\"_blank\"\u003ECatalyst\u003C\u002Fa\u003E data for 2019, women in the US held 26.1% of directorships, up from 20.3% in 2016. Women in the UK fared slightly better, holding 31.7% of directorships, up from 25.3%. But even in the top-rated country, France, women only hold 44.3% of directorships, up from 37.6% in 2016. Additionally, women of colour are all but non-existent on corporate boards: \u003Ca href=\"https:\u002F\u002Fwww.catalyst.org\u002Fresearch\u002Fwomen-minorities-corporate-boards\u002F\" target=\"_blank\"\u003ECatalyst\u003C\u002Fa\u003E reports that fewer than 5% of US corporate board seats are held by women of colour, despite being 18% of the US population. The only black woman to ever head up a Fortune 500 company as CEO was Xerox's Ursula Burns, who left the company in 2016.\u003C\u002Fp\u003E\n\u003Cp\u003EThe lack of role models for marginalised communities has a major impact on making people feel like they do – or don’t – belong in these corporate environments. Without this representation, there’s no “signal of the possibility of advancement… [or] how they managed the realities of stereotype, stigma and oppression in order to advance”, says Thema Bryant-Davis, a black psychologist and professor of psychology at Pepperdine University in California.\u003C\u002Fp\u003E\n\u003Cp\u003E“We’re more likely to experience imposter syndrome if we don't see many examples of people who look like us or share our background who are clearly succeeding in our field,” adds Emily Hu, a clinical psychologist in Los Angeles. “This is especially true for black and indigenous people, for whom overall representation across almost all white-collar fields is alarmingly low.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"For years I thought Nasa only hired me because they needed women - Maureen Zappala","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut lack of physical representation is just one of the factors that feeds into imposter syndrome. For instance, pervasive racist and sexist stereotypes can cause marginalised people to doubt themselves, says Bryant-Davis. She points to common messaging such as that women are not good leaders because they're too emotional; women are not good at maths or science; black, indigenous and other people of colour are lazy, unintelligent or lack integrity.\u003Cbr \u002F\u003E\u003Cbr \u002F\u003EEven the traditional focus on female beauty can make an impact on self-doubt. “If you've grown up with messages that you're only valued for your looks and your body, not your skills or intelligence, you may end up getting a certain job or position and wondering whether you truly deserve it or if the hiring manager just thought you were a pretty face,” says Hu.\u003Cbr \u002F\u003E\u003Cbr \u002F\u003E\u003Cstrong\u003E‘Underqualified and in over my head’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMaureen Zappala is a former propulsion engineer – a literal rocket scientist. But despite working at the US’s renowned National Aeronautics and Space Administration (Nasa) for 13 years in the 80s and 90s, and reaching a mid-level management position, Zappala was still beset with self-doubt.\u003C\u002Fp\u003E\n\u003Cp\u003E“For years I thought Nasa only hired me because they needed women. I felt under-qualified and in over my head. I worked long hours to try to prove myself. I was too afraid to ask for help because I thought if I'm really as smart as they think I am, I shouldn't need the help, and I should be able to figure this out on my own,\" she says.\u003C\u002Fp\u003E\n\u003Cp\u003EEven after being promoted, she constantly second-guessed her decisions. “Even though people raved about my people skills, and how I knew the facility inside out, and how I was really good at project management, I refused to objectively look at that data that said I was qualified,” says Zappala, who is now a professional speaker and author of Pushing Your Envelope: How Smart People Defeat Self-Doubt and Live with Bold Enthusiasm.\u003C\u002Fp\u003E\n\u003Cp\u003EThat never-ending doubt can do damage both professionally and personally.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EJaime-Alexis Fowler is founder and executive director of Empower Work, a San Francisco-based non-profit that provides a crisis text line for workers, and says that imposter syndrome is one of the top issues that people reach out about. “They're overwhelmed, stressed, in many ways paralysed by this sense that no matter what they are doing, it's not enough, or that someone is going to find out that they don't know what they think they know. They feel like a 'fraud', or that they're never going to be qualified enough,” says Fowler. The professional anxiety spills over into their day-to-day mental health, she adds. “They have anxiety, stress, lack of sleep, an inability to focus and more.”\u003C\u002Fp\u003E\n\u003Cp\u003EDoubt and stress from imposter syndrome can thwart your career trajectory, too. “You may not seek better opportunities due to fear of being exposed as a fraud, or it could cause your management style to not be as effective due to micro-management, perfectionism and lack of confidence,” says Richard Orbé-Austin, psychologist and co-author of Own Your Greatness: Overcome Impostor Syndrome, Beat Self-Doubt, and Succeed in Life.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFrom fear to faith\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEven if you know the sources of your imposter syndrome, the feeling can still be hard to shake.\u003C\u002Fp\u003E\n\u003Cp\u003E“Talking about your imposter syndrome is the first step to dealing with it, rather than suffering in silence,” says Orbé-Austin. “Identify allies and advocates in the workplace who believe in you and are supportive of you professionally.”\u003C\u002Fp\u003E\n\u003Cp\u003ECheck in with your colleagues and peers in the field, especially other women and people of colour. “Don't be afraid to admit you're struggling. Ninety-nine percent of the time, you're not the only one doubting yourself,” says Hu. This goes a long way toward validating the way you're feeling, which can be helpful for convincing yourself that the imposter syndrome actually isn't real the next time you experience it, she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I was a woman in a foreign country with no business experience, working in a field that is to this day overwhelmingly white and male. How could I be an executive? - Rana el Kaliouby","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHu adds that it’s also important to silence your inner critic, and look toward your strengths. “We tend to over-focus on the negatives when we feel imposter syndrome, only paying attention to supposed failures or deficiencies,” she says. “Give yourself credit for your accomplishments. It may be hard at first because your mind will try to keep minimising the good stuff that you do, but keep trying.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd know that it is possible to get past your sticking points.\u003C\u002Fp\u003E\n\u003Cp\u003ESeveral years ago, Rana el Kaliouby left Egypt to move to the US to pursue a career in artificial intelligence. She worked at MIT and did well, which led her to co-found Affectiva, an emotion-measurement technology company in Boston.\u003C\u002Fp\u003E\n\u003Cp\u003E“I had no faith in my ability to lead,” says el Kaliouby. “I was a woman in a foreign country with no business experience, working in a field that is to this day overwhelmingly white and male. How could I be an executive? I told myself I couldn't, and we opted to hire a seasoned business executive to serve as CEO.”\u003C\u002Fp\u003E\n\u003Cp\u003EAfter a few years with the company, their first CEO moved on. Some board members recommended Kaliouby step into the role, but she had a lot of doubts. “I’d never been a CEO before, so how could I take this on? The voice in my head told me I can’t, I shouldn’t and that I’d fail.”\u003C\u002Fp\u003E\n\u003Cp\u003EBut after Affectiva’s head of sales raised his hand to take the job, despite never having been a CEO either, el Kaliouby says that she “realised that women often don’t raise their hand unless they check all of the boxes. But when I sat down and thought about what a CEO does – and what I was doing – I realised I was not only ready for the job, but I was already doing it. I summoned my courage, approached the executive team and the board, and ultimately stepped into the role.”\u003C\u002Fp\u003E\n\u003Cp\u003EFour years later, el Kaliouby isn’t totally free of self-doubt – but she’s in a much better place with her imposter syndrome. “Sometimes I still hear the ‘Debbie Downer’ voice in my head. But I have learned to reframe the message. It is now my advocate, not my adversary, challenging me to move forward out of my comfort zone.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder-10"}],"collection":[],"disableAdverts":false,"displayDate":"2020-07-28T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why imposter syndrome hits women and women of colour harder","headlineShort":"Imposter syndrome's prime target?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":[],"summaryLong":"Self-doubt and imposter syndrome permeate the workplace, but women, especially women of colour, are particularly likely to experience it. Why is this – and how can it be changed?","summaryShort":"Why self-doubt has an outsized effect on certain groups","tag":[],"textToSpeech":false,"creationDateTime":"2020-07-27T19:53:43.69941Z","entity":"article","guid":"6b80e314-9b61-44b0-8b1d-a48462d7839d","id":"worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder","modifiedDateTime":"2021-09-02T05:09:04.847208Z","project":"worklife","slug":"20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder","cacheLastUpdated":1642280100074},"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers","_id":"6183c26945ceed61295bb713","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Enduring stereotypes around race, culture and gender shape the careers of Asian women, causing many to plateau.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESometimes it happens with an email, sometimes it occurs in person. Clients will spot Sara Ahmed’s surname or see her face and then, she believes, a certain kind of expectation will set in.\u003C\u002Fp\u003E\n\u003Cp\u003EThe Pakistani-born US-based writer, who has also worked in sales and event coordination, has found that time and time again, vendors and clients have expected her to do work for free or for very low compensation. “It always felt like there was this huge stereotype that I was constantly tackling [that] perhaps I’ll be very subservient and a little more meek about speaking up,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EShe’s seen this happen both when dealing with white people and with men from the South Asian community in Texas. Some have called her disrespectful for pushing back, while others have assumed that her white colleagues were the ones in charge. “There’s a very strong belief that you can be bulldozed.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe stereotype Ahmed refers to is an enduring one. In \u003Ca href=\"https:\u002F\u002Fwww.apa.org\u002Fpubs\u002Fhighlights\u002Fspotlight\u002Fissue-119\"\u003Eone study of Asian American women\u003C\u002Fa\u003E who had experienced discrimination, 14% said that others had viewed them as incapable of becoming leaders, while 34% reported that others had assumed they were submissive or passive. The women in the study who attempted to speak out reported that others reacted with surprise or retaliation – like Ahmed, who says that she has lost business due to being outspoken.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThese kinds of stereotypes are most prevalent in countries where Asians form a minority group. Yet they interact with gendered social norms prevalent in many Asian countries that foster an environment in which women are often seen as subordinates rather than leaders.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe ‘bamboo ceiling’ \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s impossible to do justice to the vast range of Asian women’s experiences, given the great diversity among Asian women (even within any given nation or ethnic group).\u003C\u002Fp\u003E\n\u003Cp\u003EBut some experiences are shared across these wide-ranging populations. In fact, one of the hallmarks of cultural ignorance is difficulty or lack of interest in distinguishing \u003Ca href=\"https:\u002F\u002Fgal-dem.com\u002Fjapanese-chinese-not-thing\u002F\"\u003Ebetween people of different ethnicities\u003C\u002Fa\u003E. So non-Asians’ expectations of Han Chinese women may also affect Thais, Bengali women may be treated similarly to Nepalis, \u003Ca href=\"https:\u002F\u002Fwww.scmp.com\u002Fcomment\u002Finsight-opinion\u002Farticle\u002F1389083\u002Fshooting-down-asian-woman-stereotype\"\u003Ethe experiences of women in Asia affect the diaspora in majority-white countries\u003C\u002Fa\u003E, and so on.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There’s a very strong belief that you can be bulldozed – Sara Ahmed","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn general, women are often called out for being “\u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Flifeandstyle\u002Fwomens-blog\u002F2014\u002Foct\u002F03\u002Fwhen-will-we-stop-calling-successful-women-abrasive\"\u003Eabrasive\u003C\u002Fa\u003E” or \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20140320-ban-bossy-not-so-fast\"\u003E“bossy”\u003C\u002Fa\u003E when the same qualities would be praised as “assertive” or “confident” in men. This catch-22 may be an obstacle to their career progression; they are either \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2013\u002F09\u002Fwomen-rising-the-unseen-barriers\"\u003Epenalised for being bossy, or they self-censor\u003C\u002Fa\u003E and then seem to lack the assertiveness required for a leadership position.\u003C\u002Fp\u003E\n\u003Cp\u003ERace and culture also play a role in expectations of leadership traits. It’s common for Western multinational companies to complain about a \u003Ca href=\"https:\u002F\u002Fsloanreview.mit.edu\u002Farticle\u002Frethinking-the-east-asian-leadership-gap\u002F\"\u003Elack of leadership competencies in East Asia\u003C\u002Fa\u003E, because they’re looking for a more showy form of outspokenness that’s less common across the continent. Even people of Asian descent who were born in majority-white countries, and who consider themselves far removed from immigration and don’t speak Asian languages, experience career setbacks because of the \u003Ca href=\"https:\u002F\u002Fwww.npr.org\u002F2015\u002F05\u002F17\u002F407478606\u002Foften-employees-rarely-ceos-challenges-asian-americans-face-in-tech\"\u003Elack of role models, expectations of their timidity\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww8.gsb.columbia.edu\u002Fnewsroom\u002Fnewsn\u002F8270\u002Fresearchers-answer-a-diversity-puzzle-why-chinese-americans-but-not-indian-americans-are-underrepresented-in-leadership-positions\"\u003Eprejudice\u003C\u002Fa\u003E of non-Asians. This is a reason that Asian Americans are everywhere in the legal field, but \u003Ca href=\"https:\u002F\u002Fwww.apaportraitproject.org\u002F\"\u003Eremain significantly under-represented in leadership roles\u003C\u002Fa\u003E. Asians are also over-represented among professional staff of US-based technology companies, but under-represented in executive-level positions.\u003C\u002Fp\u003E\n\u003Cp\u003EGender and race intersect to create an especially fraught position for Asian women. \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?sa=t&rct=j&q=&esrc=s&source=web&cd=&ved=2ahUKEwiZlITs6NnqAhWASBUIHfA9Bh4QFjAIegQICRAB&url=https%3A%2F%2Fcdn.ymaws.com%2Fsites%2Fascendleadership.site-ym.com%2Fresource%2Fresmgr%2FResearch%2FHiddenInPlainSight_Paper_042.pdf&usg=AOvVaw1NSXQ6nXzv8jYgkzlGm3Ky\"\u003EOne study of five Silicon Valley companies\u003C\u002Fa\u003E showed that while white women and Asian men were also under-represented at the highest levels, Asian women were the least likely to be executives, relative to their proportion of the workforce. “The ‘Asian effect’ is 3.7X greater than the ‘gender effect’ as a glass ceiling factor”, the report notes.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"right","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe persistent belief that Asian American women will \u003Ca href=\"https:\u002F\u002Fwww.apa.org\u002Fpubs\u002Fhighlights\u002Fspotlight\u002Fissue-119\"\u003Emaintain the status quo and can be saddled with extra work without complaining\u003C\u002Fa\u003E has led to a situation where many of these women have high educational and career achievements, yet plateau. Women in these groups report not being credited for their work, taking on the bulk of group projects, being held to a higher standard and yet still not being considered leaders, as they’re relegated to the “team players” zone. Their own achievements may become a double-edged sword. The “model minority” stereotype that helps Asian Americans educationally \u003Ca href=\"https:\u002F\u002Fwww.eurekalert.org\u002Fpub_releases\u002F2019-03\u002Ftfg-aad031819.php\"\u003Emay end up actually limiting their career progression\u003C\u002Fa\u003E, as they’re sometimes considered to be less vocal and socially skilled.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHitting a plateau\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe intersections of gender and background can become especially prominent for \u003Ca href=\"https:\u002F\u002Fbusiness.vanderbilt.edu\u002Fnews\u002F2018\u002F02\u002F26\u002Ftokenism-in-the-workplace\u002F\"\u003E“tokens\u003C\u002Fa\u003E” – people who are overly scrutinised because their group is so little represented and might be made to feel that they carry the burden of standing in for the entire group. Some may even choose to play down their accomplishments, because visibility of any kind can be harmful, leading to a \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F326282238_Assimilation_and_Resistance_The_Token_Status_of_Women_Leaders_in_South_Korea\"\u003E“performance dilemma”\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“Due to the cultural context of Korea, women feel pressured to do as [well] as male counterparts but, at the same time, they feel they should not excel [so as] not to be highly visible so that they don’t get criticised due to their token status in the organisation,” says Yonjoo Cho, who researches human resource development at Indiana University Bloomington and co-authored the research. She’s experienced this herself. “As a working woman in Korea and an Asian female faculty in the US, I have always been a token woman who is the only one or one of the few women in the organisation, which made me conscious about my self-esteem and ability.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"East Asians in North America are more likely to be racially harassed when they act dominant at work","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOne response of Asian women may be to mould their behaviour to fit what dominant groups expect and want of them. \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F326282238_Assimilation_and_Resistance_The_Token_Status_of_Women_Leaders_in_South_Korea\"\u003EThis may be necessary\u003C\u002Fa\u003E if resisting these expectations can cause immediate damage to professional relationships. East Asians in North America are \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?sa=t&rct=j&q=&esrc=s&source=web&cd=&ved=2ahUKEwiEl-2QvOXqAhXwThUIHQHhBjAQFjAAegQIBRAB&url=http%3A%2F%2Fwww-2.rotman.utoronto.ca%2Ffacbios%2Ffile%2FBerdahl%2520%26%2520Min%2520CDEMP%25202012.pdf&usg=AOvVaw15nZbGlhDM-GSGmJDa-qqn\"\u003Emore likely to be racially harassed when they act dominant\u003C\u002Fa\u003E at work; this violates the “prescriptive stereotype” held by white colleagues, who \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2016\u002F12\u002Fwhy-arent-there-more-asian-americans-in-leadership-positions\"\u003Einterpret this behaviour as surprising and threatening\u003C\u002Fa\u003E when it comes from East Asians. It holds for other Asian groups as well. When Ahmed chose the strategy of resistance, for instance, it backfired and negatively affected her business.\u003C\u002Fp\u003E\n\u003Cp\u003EAnother response may be to conceal your success, particularly in environments where there are patriarchal expectations about who should have higher status. Nirmala Menon, who founded the Bangalore diversity consultancy Interweave, knows women who only accepted promotions as long as their job title or pay stayed the same. They were willing to take on more responsibility but were uncomfortable with earning more money than their husbands.\u003C\u002Fp\u003E\n\u003Cp\u003EThese kinds of societal and internalised pressures around gendered power tend to be less intense among the Asian diaspora. For instance, Menon says that a specific element of the Indian context that contributes to these pressures is women’s responsibility for their in-laws. Expectations of women as carers and domestic stewards inevitably affect their ability to advance professionally; the role conflict “confuses the hell out of them, and makes them slow-pedal or not grow to their full potential”, says Menon.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn the US, however, under-representation at senior leadership levels is linked more to racial stereotypes than to women dropping out of the workforce (which \u003Ca href=\"https:\u002F\u002Facademic.oup.com\u002Fsf\u002Farticle-abstract\u002F93\u002F2\u002F623\u002F2332137\"\u003Ewhite women are more likely to do\u003C\u002Fa\u003E). Thus, on average in the US, white women manage \u003Ca href=\"https:\u002F\u002Facademic.oup.com\u002Fsf\u002Farticle-abstract\u002F93\u002F2\u002F623\u002F2332137\"\u003E3 to 6 more employees\u003C\u002Fa\u003E than Asian women do, even after accounting for differences of industry, immigration and others.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESteps forward\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAddressing the fact that American-Asian woman are plateauing at work requires addressing multiple different factors: Western stereotypes around Asian women’s docility; gender norms in Asian societies (including diasporas) that shape acceptance of women’s aspirations; and inclusivity across workplaces overall, including embracing the diversity of different people’s communication styles. Ahmed has seen each of these affect her working life, from men who become defensive when she asserts herself to being the only woman of colour in the room.\u003C\u002Fp\u003E\n\u003Cp\u003EThe complex legacy of societal and family expectations means that encouragement of Asian women’s leadership has to start from an early age. Corina Riantoputra, a psychology lecturer at the University of Indonesia, firmly believes, “If we want to reach women leaders in the future, we \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F321681858_Current_perspectives_on_Asian_women_in_leadership\u002Flink\u002F5b474aceaca272c6093888d5\u002Fdownload\"\u003Ehave to train fathers\u003C\u002Fa\u003E.”\u003C\u002Fp\u003E\n\u003Cp\u003EThis resonates with Ahmed’s experiences. Her parents, and particularly her father, were unusual in their social circles. He told her and her two sisters, from a young age, that the only reason he would disown them was if they didn’t complete their education – a stance that led to backlash from his peers.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd it wasn’t just talk. “So much of my life trajectory has been because of the choices he made,” Ahmed reflects. While working in a comfortable job in Saudi Arabia, her father was thinking ahead to where his family might move to improve his daughters’ university prospects. The result, says Ahmed, was that “All of his daughters are very, very opinionated… I think that has always been the basis of why I can be audacious or able to speak up in uncomfortable situations.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-10"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In one study of Asian American women who had experienced discrimination, 34% reported that others had assumed they were submissive or passive","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EObviously, this is beyond the scope of a workplace to address. But there are still steps that employers can take to limit stereotypes becoming a self-fulfilling prophecy. There’s abundant research showing the importance of \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC6467438\u002F\"\u003Ementorship\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F339512065_Conclusion_Learnings_From_Eight_Country_Studies_on_Women_Entrepreneurs_in_Asia\"\u003Enetworking and social support\u003C\u002Fa\u003E for emerging Asian female leaders. They may need their own networks or integration into existing networks because women are so often shut out of these less-formal clusters of power. The challenge is not overburdening existing Asian female leaders, who are already so under-represented in many sectors, with these mentorship responsibilities.\u003C\u002Fp\u003E\n\u003Cp\u003EAs diversity and inclusion consultant Menon says, some corporate training tells women how to stand, how to speak and what to do in order to make their presence felt. But this just adds to the load of a group that already have so much to do at work, at home and elsewhere. Asian women’s career progression will be limited unless it’s accompanied by training of men and majority groups to counteract the biases they may not even realise they carry.\u003C\u002Fp\u003E\n\u003Cp\u003EIn my own career I’ve seen how convenient it can be for a well-meaning white male boss to praise an Asian woman for being “deferential” – rather than having to grapple with the more complex factors of financial insecurity and skewed power relations that might affect an employee’s ease with rocking the boat and taking the reins.\u003C\u002Fp\u003E\n\u003Cp\u003EClearly, there are plenty of leaders who identify as Asian women. But some extra effort will be needed to ensure that emerging leaders aren’t being held down, whether by other people’s expectations of them or their own.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers-12"}],"collection":[],"disableAdverts":false,"displayDate":"2020-08-17T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The docility myth flattening Asian women’s careers","headlineShort":"The Asian docility myth","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":false,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Enduring stereotypes around race, culture and gender shape the careers of Asian women, causing many to plateau.","summaryShort":"A stereotype that holds back Asian women at work","tag":[],"textToSpeech":false,"creationDateTime":"2020-08-16T18:48:58.98394Z","entity":"article","guid":"b11c42e2-696d-46be-9db2-c15ba43e1fe2","id":"worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers","modifiedDateTime":"2021-09-02T05:09:44.812594Z","project":"worklife","slug":"20200807-the-docility-myth-flattening-asian-womens-careers","cacheLastUpdated":1642280100074},"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people","_id":"6183c27045ceed68cb056514","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The ‘Dinner Table Syndrome’ phenomenon leaves deaf people out of the discourse. In a world of remote work, the problem is getting even worse.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBefore the pandemic, my husband and I would often meet our friends for a beer at the weekend. For many, grabbing a drink with friends is the epitome of a relaxing evening. But for deaf people in a hearing crowd, a pub can be a perfect storm of bad lighting, loud background noise and full mouths that make communication difficult. Sometimes, I enjoy myself and my friends, and I try to ensure that I can understand the conversation. But sometimes I am not in the mood for this work. I stare at my beer, let my eyes glaze over. I am there, but not there. \u003C\u002Fp\u003E\n\u003Cp\u003EDeaf people have a term for the isolation that grows out of being surrounded by non-signing hearing people: ‘Dinner Table Syndrome’.\u003C\u002Fp\u003E\n\u003Cp\u003EThe dinner table, a symbol of family life and bonding in popular hearing culture, often represents loneliness and inaccessibility to deaf people. In the UK and US, \u003Ca href=\"http:\u002F\u002Fwww.thehearingfund.org.uk\u002Fabout-us\u002Fstatistics\u002F\"\u003E90% of deaf children are born to hearing parents\u003C\u002Fa\u003E, and the \u003Ca href=\"https:\u002F\u002Fdeafchildren.org\u002F2019\u002F02\u002Fwhy-deaf-children-need-asl\u002F\"\u003Emajority of those families don’t learn a signed language\u003C\u002Fa\u003E to communicate with their child. Dinner Table Syndrome describes the phenomenon in which “deaf people are perpetually left out of conversations”, says Dr Leah Geer Zarchy, a deaf associate professor of American Sign Language (ASL) and deaf studies at California State University, Sacramento. “If something is funny and everyone erupts in laughter, the deaf person will lean in to the closest person and ask what was so funny. More often than not they'll be told, ‘Oh, it was nothing’ or ‘I'll tell you later’. Except that later never comes.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EInaccessibility at our literal or metaphorical dinner tables can lead to language loss, or even language deprivation, for deaf children. People learn language and get information not only from direct teaching but also indirect exposure, says Dr Jon Henner, a deaf assistant professor of professions in deafness at the University of North Carolina, Greensboro. But with multiple conversants and mouths full of food, the value of speech cues at a dinner table are limited. Family members also tend to move back and forth between topics quickly, making speechreading even more difficult, because there’s less contextual information.\u003C\u002Fp\u003E\n\u003Cp\u003EThe coping mechanism for deaf people at events like these is to disengage. “Often at events like these I would just go off and read,” says Henner. “A lot of us have stories like this.”\u003C\u002Fp\u003E\n\u003Cp\u003EFor the deaf community, interactions with non-signing friends, family members and colleagues have always contained barriers. But as our work and social lives have moved almost explicitly online due to the Covid-19 pandemic, these issues are exacerbated. As society develops new virtual means of working and living, deaf people are often left out of the conversation, further widening the inequality gap.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Emboxed discourse’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn March, when quarantine first began, there was a moment in which some members of the disabled community wondered whether the pandemic might finally be the great equaliser. Neurodiverse people and those with chronic illness were finally being allowed to demonstrate that working outside an office could be just as productive. And, since remote working with children at home meant many adopted flexible or non-traditional working hours, people eschewed phone calls for emails, another relief for the deaf and hard-of-hearing.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The dinner table, a symbol of family life and bonding in popular hearing culture, often represents loneliness and inaccessibility to deaf people","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor my own part, I was a video-conferencing novice, having used Zoom only a handful of times before, and thought technology could actually come to our aid in large-scale conversation settings – could it be that work meetings or trivia nights might now be closed captioned? But video conferencing platforms are actually just another dark bar, another dinner table. However, unlike the table at the pub, disengagement isn’t an option as the majority of our lives are now played out on screens.\u003C\u002Fp\u003E\n\u003Cp\u003EDr Julie Hochgesang, deaf associate professor in the linguistics department at Gallaudet University in Washington DC, calls conversations that happen in these video-conferencing spaces “emboxed discourse”– they are shaped by the constraints of our screens. Hochgesang says emboxed discourse settings like Zoom can impede access, not only by perpetuating or worsening the standard “dinner table” barriers, but also creating new problems specifically for signed conversation.\u003C\u002Fp\u003E\n\u003Cp\u003EAs Hochgesang points out, often these issues aren’t bugs or malfunctions, but actual design features: Zoom’s auto-focus feature doesn’t know whether to focus in on the hands or face, often blurring a signer or causing a flashing-light effect in their background. The jumping of Zoom windows to follow sound does nothing for conversations among signers, and for conversations in which there is a deaf minority using an interpreter, the deaf person must “pin” the interpreter’s screen, foregoing the rest of the meetings’ participants. Their gestures, facial expressions and funny pet photo-bombs are all lost. At an in-person meeting with an interpreter, one can still see the other participants, but Zoom meetings bring deaf people back to the childhood dinner table, once again deprived of the discourse setting’s ambient information.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETo \u003Ca href=\"https:\u002F\u002Fsupport.zoom.us\u002Fhc\u002Fen-us\u002Farticles\u002F207279736-Closed-Captioning\"\u003Ecaption a live Zoom event\u003C\u002Fa\u003E, one must get a typist or hire a third-party captioning service. Automatic captions can be turned on in recorded Zoom events, with the accuracy of those captions varying from ‘close enough’ to nonsensical, with transcriptions botching proper nouns or anything beyond standard conversational English. Like in Geer Zarchy’s dinnertime example in which the deaf child is promised to be filled in “later”, these retrospective recordings or transcripts often never materialise.\u003C\u002Fp\u003E\n\u003Cp\u003EIn a world where Zoom happy hours, trivia nights, weddings and birthdays now abound, Dinner Table Syndrome has also cropped up in mixed deaf and hearing company where communication strategies have previously been negotiated. In person, my hearing friends know to tap me on the shoulder to make sure I can see them clearly, to repeat themselves and to write out what I don’t understand. Online, though, things move quickly, hearing people cut out and talk over one another and the two-dimensional nature of an emboxed discourse setting makes speechreading even harder. It’s also unrealistic to put the financial burden of paid captions on private citizens in a strapped economy. But that doesn’t make the feelings of isolation any less painful.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Zoom’s auto-focus feature doesn’t know whether to focus in on the hands or face, often blurring a signer or causing a flashing-light effect in their background","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHochgesang says she worries about that our time spent in emboxed discourse settings might influence accessibility in the future, “that all the hard-won changes we’ve made in our access and rights as deaf people may be eroded or even lost… [and] that visual and tactile cues will change so much in a way that benefit hearing people and further strand deaf and deaf-blind people”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EChange, slowly but surely\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn the meantime, deaf people must continue to do the invisible labour of advocating for our right to understand and be understood in these virtual spaces.\u003C\u002Fp\u003E\n\u003Cp\u003EOver the past six months, deaf people have worked hard for access. Deaf educational audiologist Tina Childress started the website \u003Ca href=\"http:\u002F\u002Fconnect-hear.com\u002F\"\u003EConnect-Hear\u003C\u002Fa\u003E to aggregate communication strategies for masked in-person and online interactions with deaf people, including technological workarounds to add captioning or circumvent platforms’ “features” detrimental to signed discourse.\u003C\u002Fp\u003E\n\u003Cp\u003EThe platforms themselves have also made adjustments. While Zoom has yet to incorporate in-house or free captioning, Microsoft Teams and Google Meet have integrated automatic captioning as a part of their platforms. Automatic captions, produced by artificial intelligence programmes, are far from perfect and can lull hearing hosts into a false sense of inclusion, but they are better than nothing. Zoom has made several changes to its paid education platform that allow teachers to pin deaf students (who won’t trigger the speaker view) and deaf students to pin both teacher and interpreter, though these are not available to the general public.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs we continue the fight for accessibility, one of the best ways a hearing person can be an ally is to take on some of this advocacy work. Asking, “Will this be captioned? Interpreted?” is a valuable reminder that inclusion isn’t just for deaf people – it’s for everybody. Volunteering to be a typist at a Zoom event, or donating or raising funds so an organiser can pay for third-party captions or an interpreter are also concrete ways to offer support.\u003C\u002Fp\u003E\n\u003Cp\u003EEmboxed discourse settings don’t have to mean inequity for deaf and hard-of-hearing users. As Hochgesang points out, “deaf people excel at multimodal communication” because we do it daily as we navigate a hearing majority world, and video-conferencing and social networking tools are optimised for that. As it becomes increasingly standard for conversations to flow between verbal and written modalities, and even video, GIF and image-sharing, deaf people have the opportunity to thrive. That is, if hearing people will give us a seat at the table. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people-10"}],"collection":[],"disableAdverts":true,"displayDate":"2020-10-01T17:33:09Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why 'Dinner Table Syndrome' is getting worse for deaf people","headlineShort":"The 'Dinner Table Syndrome' problem","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The ‘Dinner Table Syndrome’ phenomenon leaves deaf people out of the discourse. In a world of remote work, the problem is getting even worse.","summaryShort":"How deaf people are getting left behind in a remote-work world","tag":[],"textToSpeech":false,"creationDateTime":"2020-09-30T20:02:51.181846Z","entity":"article","guid":"19fb0c9a-0b48-45eb-8001-1f793fa8fe77","id":"worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people","modifiedDateTime":"2021-09-02T05:12:09.920921Z","project":"worklife","slug":"20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people","cacheLastUpdated":1642280100074},"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong","_id":"6183c26b45ceed64870b0326","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fzulekha-nathoo"],"bodyIntro":"The care we take to get names right is increasingly under scrutiny as Kamala Harris takes office. What message do we send when we get them wrong?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ECanadian radio host Nana aba Duncan decided a decade ago she no longer wanted to go by nicknames and instead reclaim her full Ghanaian name, pronounced Nuh-NAA-buh. She put a name pronouncer in her email signature, and patiently corrected people when they didn’t get it quite right. She got a lot of support – but she also still faces struggles. \u003C\u002Fp\u003E\n\u003Cp\u003EA woman at a party insisted she could never pronounce Duncan’s full first name, laughing instead at how different it was and asking where she was from. “She really, really acted like I had just come from another country… I really felt like I was so foreign to her,” says Duncan, who has lived in Toronto for more than 40 years. At another get-together, a guest explained that her name was hard to pronounce and unilaterally reverted to ‘Nana’ instead. Then there was the co-worker who sang Duncan’s name to the first four notes of Beethoven’s Fifth Symphony: “Na-Na-Na-BAAAAAA.” No one else’s name became a musical spectacle, just hers. \u003C\u002Fp\u003E\n\u003Cp\u003E“I feel like I'm a spoil sport if I say, ‘actually, I don't think that's funny’,” says Duncan, 43. “I hate that I don't put myself first in those moments, but sometimes I think we do this to keep the peace because there are so many other things that we have to deal with and we just let those things go.” \u003C\u002Fp\u003E\n\u003Cp\u003EXian Zhao, a post-doctoral fellow at the University of Toronto whose research focuses on ethnic name pronunciation, says that although many people don’t realise it, habitually pronouncing an unfamiliar name incorrectly is a form of implicit discrimination. It sends a message that “you are minimal”, says Zhao. “You are not important in this environment, so why should I take time and my effort to learn it?”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I hate that I don't put myself first in those moments – Nana aba Duncan","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet the care we take to get names right is a topic increasingly under scrutiny as Kamala Harris takes office in the US. Harris, the first female, black and Asian American to serve as US vice-president, has faced consistent mispronunciations of her name. In some cases, they present as apparently wilful errors used to suggest ‘otherness’, or draw attention to her ethnicity. Harris has made a point of \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FKamalaHarris\u002Fstatus\u002F735197253153914881\"\u003Ecorrecting mispronunciations publicly\u003C\u002Fa\u003E, sending an important signal that there’s no excuse for failing to master names – and serving as a role model for those who want to reclaim their identities. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe subtle signalling of names\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EChanging one’s name to fit in happens more often than some may think, especially on resumés. According to research from Stanford University and the University of Toronto, \u003Ca href=\"http:\u002F\u002Fwww-2.rotman.utoronto.ca\u002Ffacbios\u002Ffile\u002FWhitening%20MS%20R2%20Accepted.pdf\"\u003Enearly half of black and Asian job applicants who altered their resumés\u003C\u002Fa\u003E did so by changing the presentation of their name in an effort to erase any racial cues. (The researchers found those who “whitened” their resumés were twice as likely to get call-backs for an interview, compared to those who left ethnic details intact.)\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p093h3n5"],"imageAlignment":"centre","imageAltText":"Nana aba Duncan","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESome also use nicknames or Anglicised names in professional or social environments. Zhao’s recent research showed that about half of Chinese international students surveyed who attend US universities \u003Ca href=\"https:\u002F\u002Fdocs.google.com\u002Fviewer?a=v&pid=sites&srcid=ZGVmYXVsdGRvbWFpbnx4aWFuemhhb3hpYW56aGFvfGd4OjliZjE4NTIyOWYxYTJkYg&urp=gmail_link&gxids=7628\"\u003Ehad adopted Anglicised versions of their given names\u003C\u002Fa\u003E to make it easier for others to pronounce them. But this can have consequences: Zhao says he uncovered a pattern showing the use of an ‘Anglo’ name is associated with lower levels of self-esteem, which can also be an indicator for lower levels of health and wellbeing. \u003C\u002Fp\u003E\n\u003Cp\u003EThere are also those who use their real names, only to have people repeatedly mispronounce them. “[Getting names wrong] can go under the radar for a lot of individuals. Other people can see it as, ‘oh, it's not that big of a deal’,” says Myles Durkee, an assistant professor of psychology at the University of Michigan who specialises in race, identity and cultural \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Freel\u002Fvideo\u002Fp08rp0l9\u002Fcode-switching-what-is-it-and-why-do-we-all-do-it-\"\u003Ecode-switching\u003C\u002Fa\u003E. “What makes it detrimental is the chronic pattern of doing this consistent mispronunciation. And the ripple effects from that are much more adverse, signalling to the individual that they're less important, that they're less valued.” \u003C\u002Fp\u003E\n\u003Cp\u003EIn Harris’ case, Fox News host Tucker Carlson’s angry on-air rant and then-Georgia Senator David Perdue’s \u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2020\u002F10\u002F16\u002Fpolitics\u002Fdavid-perdue-kamala-harris\u002Findex.html\"\u003Eremarks to Donald Trump supporters\u003C\u002Fa\u003E sparked the most debate. When a \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FNikkiMcR\u002Fstatus\u002F1293339970732785664\"\u003Eguest tried to correct Carlson’s mispronunciation of “Kamala” on air in August\u003C\u002Fa\u003E, the TV host (whose cable newscast was averaging more than four million viewers each night at the time) responded with, “So what?” and mispronounced it again several times. Perdue, who made a joke of \u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2020\u002F10\u002F16\u002Fpolitics\u002Fdavid-perdue-kamala-harris\u002Findex.html\"\u003Erepeatedly stumbling on Harris’s name at an October rally\u003C\u002Fa\u003E, knows Harris well. They were in the US Senate together for more than three years, and he served alongside her on the 21-member Senate Budget Committee before losing the Georgia US Senate run-off election earlier this month. \u003C\u002Fp\u003E\n\u003Cp\u003ECarlson said his mispronunciation was “\u003Ca href=\"https:\u002F\u002Fthehill.com\u002Fhomenews\u002Fmedia\u002F511657-tucker-carlson-responds-to-guest-correcting-pronunciation-of-kamala-harriss\"\u003Eunintentional\u003C\u002Fa\u003E”, while a spokeswoman for Perdue said he “\u003Ca href=\"https:\u002F\u002Fedition.cnn.com\u002F2020\u002F10\u002F16\u002Fpolitics\u002Fdavid-perdue-kamala-harris\u002Findex.html\"\u003Edidn't mean anything by it\u003C\u002Fa\u003E”. But Durkee refers to these types of actions as “micro-invalidations” and when they’re unequivocally prejudiced, “micro-assaults”. “Micro-assaults are much more explicit, intentional forms of discrimination or disrespect. Strategically mispronouncing someone's name is a way of othering someone.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe Hollywood effect\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMany of these reasons drive why many high-profile figures aren’t letting go of mispronunciations. Perdue’s behaviour sparked the #MyNameIs social media campaign in which participants shared their name’s origin and meaning. Hollywood actors Kumail Nanjiani and Kal Penn were among those who participated.\u003C\u002Fp\u003E\n\u003Cp\u003EBut the issue was already rumbling before Harris’ candidacy; in 2019, American comedian Hasan Minhaj, who often discussed his Indian-Muslim background on his Netflix show Patriot Act, used his appearance on The Ellen DeGeneres Show \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fhasanminhaj\u002Fstatus\u002F1113952740596768771\"\u003Eto correct the TV host on her pronunciation of his name\u003C\u002Fa\u003E: “If you can pronounce Ansel Elgort, you can pronounce Hasan Minhaj.” The clip has been viewed more than four million times on his Twitter page. \u003C\u002Fp\u003E\n\u003Cp\u003E“When the name is mispronounced, it's become very acceptable to not let it go,” says Sue Obeidi, director of the Hollywood bureau for the US Muslim Public Affairs Council. “That's definitely something we didn't see even five years ago.” Los Angeles-based Obeidi and her team advise TV and film production staff on shows including Grey’s Anatomy, Transplant, Looming Tower and Aladdin on how to create more authentic storylines involving Muslim characters. She says although there was a time when a complicated name might have been the butt of a joke on screen, lead characters such as Transplant’s Dr Bashir Hamed and Ramy’s Ramy Hassan are helping normalise what was previously perceived as ‘too exotic’.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p093g1p4"],"imageAlignment":"centre","imageAltText":"Kumail Nanjiani","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EObeidi also credits the increasingly unapologetic approach to names by well-known personalities – including \u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002Fglamour\u002Fvideos\u002F10155598495785479\"\u003EOrange Is The New Black\u003C\u002Fa\u003E\u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002Fglamour\u002Fvideos\u002F10155598495785479\"\u003E’s Uzo Aduba\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.instagram.com\u002Fp\u002FjA51uOHuUG\u002F\"\u003EOscar winner Lupita Nyong’o\u003C\u002Fa\u003E  as a catalyst for change, while Durkee says comedians in particular, who can be “blunt” without being perceived as “hostile”, are bringing new-found awareness to the conversation. “This moment is potent,” says Obeidi. “I don't think people are going to take the easy way out like they did. I think the industry writers and directors, they're going to maybe even go out of their way to pick harder names for characters.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Gives people confidence’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThese kinds of shifts – whether in Hollywood writing rooms or at the centre of the federal government – can influence the conversation in workplaces, too. It’s important, says Durkee, for employers to ask new hires their preferred name, especially if they introduce themselves with a different name to the one on their resumé. And if someone witnesses the name being mispronounced regularly by others, colleagues and supervisors should step in to correct them. \u003C\u002Fp\u003E\n\u003Cp\u003EFor colleagues, keeping a phonetic reminder is a good way of remembering a name you haven’t heard before, he adds. Otherwise, getting it wrong over and over in this climate “could be a blatant or explicit message to the individual that they're not a normative member of that environment or that setting”. \u003C\u002Fp\u003E\n\u003Cp\u003EDuncan, the Canadian radio host, says she’s noticed subtle changes around her. She overhears colleagues double-checking the names of on-air guests, and says even junior staff seem comfortable correcting someone if their name is said wrong. Duncan went by ‘Nana’ at school to make it easier for other people and to avoid the anxiety caused by having to correct them. But as she got older, ‘Nana’ no longer sat well with her. Her parents, who came of age around Ghanaian independence in the 1950s, gave her a traditional name to honour their own culture; amending it felt like a betrayal. Seeing someone like Harris take pride in her name and refuse to be cast as un-American because of it has been a valuable example. \u003C\u002Fp\u003E\n\u003Cp\u003E“There are so many different coping mechanisms that those of us have with uncommon names and then added onto that, those of us who are people of colour, those of us who are black and come from African countries, who are immigrants,” says Duncan. “When you watch a woman do what you wish you could do or handle a situation in a way that honours herself, it gives people confidence, and I think it gives them the tools to do the same.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong-6"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-01-12T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why getting a name right matters","headlineShort":"The 'micro-assault' of mispronunciation","image":["p093g0gw"],"imageAlignment":"centre","imageAltText":"Nana aba Duncan","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6183c2c945ceed0d2f73335b"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20200724-why-imposter-syndrome-hits-women-and-women-of-colour-harder","worklife\u002Farticle\u002F20200807-the-docility-myth-flattening-asian-womens-careers","worklife\u002Farticle\u002F20200922-why-dinner-table-syndrome-is-getting-worse-for-deaf-people"],"relatedTag":null,"summaryLong":"The care we take to get names right is increasingly under scrutiny as Kamala Harris takes office. What message do we send when we get them wrong?","summaryShort":"Why getting a name right matters so much","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-01-12T00:16:04.121456Z","entity":"article","guid":"54edcc9b-f3b1-450f-b8f9-5422fbc3cda4","id":"worklife\u002Farticle\u002F20210108-the-signals-we-send-when-we-get-names-wrong","modifiedDateTime":"2021-12-20T13:41:51.537555Z","project":"worklife","slug":"20210108-the-signals-we-send-when-we-get-names-wrong","cacheLastUpdated":1642280100074},"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career","_id":"6183c26145ceed60f139f827","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Following the popularity of 'microdosing' psychedelics to improve productivity, some are turning to these substances for career clarity.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPaul Austin and Matt Gillespie are trying to retrace their steps along a path shrouded by redwood trees.\u003C\u002Fp\u003E\n\u003Cp\u003EAll things considered, the conditions for being lost in the forest are pretty ideal: there’s still about an hour of daylight left, and the weather is unusually pleasant for December in Oakland, California.\u003C\u002Fp\u003E\n\u003Cp\u003EPlus, the two 29-year-olds are in noticeably good spirits. Austin, a psychedelics coach, feels confident his guidance helped his client, Gillespie, make some real progress today. And Gillespie, brushing his palm across a tree as he takes another muddy step forward, seems all but concerned about the unplanned detour.\u003C\u002Fp\u003E\n\u003Cp\u003E“How often do you let yourself get lost?” he asks. It’s tough to tell if Gillespie is really that enchanted by the redwoods around him – or if he’s still feeling the dose of psychedelic drugs he took a few hours back.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘That really helped me understand my potential’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EPsychedelics have seen a surge in popularity within the last decade. These mind-altering substances, which include psilocybin (or ‘magic mushrooms’) and LSD, are best known for their hallucinogenic effects. Most notably, they’re associated with 1960s counterculture.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut today, they’re fixtures in Silicon Valley’s tech-heavy and success-obsessed culture. The excitement over these psychedelics is less about recreation and more about optimisation – specifically, their alleged ability to help users level up in their careers.\u003C\u002Fp\u003E\n\u003Cp\u003EGillespie subscribes to this idea – and has for years. He credits much of his professional success to his first dose of LSD, taken with his best friend when they were teenagers in the US state of Ohio.\u003C\u002Fp\u003E\n\u003Cp\u003E“In that altered state, it became much more real that I didn’t know anything about the world,” says Gillespie. “We realised how ignorant we were and how much growth we had left in our lives. It was, in a strange way, very humbling but also very liberating. That really helped me understand my potential.”\u003C\u002Fp\u003E\n\u003Cp\u003EBefore his experience with LSD, he thought his future was already written: he would attend a local university and find a job in his hometown of Cincinnati. But after experimenting with the drug, Gillespie decided to pursue a degree in industrial design. He ended up working abroad in Germany and Switzerland before returning to the US to work at a solar energy start-up.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The reason clients come to me is often times to go into these deeper questions of, ‘Why are we doing what we’re doing?’ – Paul Austin","id":"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENow, approaching 30 and in the throes of a new entrepreneurial effort, Gillespie has found himself turning to psychedelics for guidance once again. After abstaining from the substances through much of his early career, he became intrigued by \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190718-microdosing\"\u003Emicrodosing\u003C\u002Fa\u003E\u003Cspan\u003E\u003C\u002Fspan\u003E, or the practice of taking a low dose of the drugs in an attempt to improve creativity, productivity and general well-being.\u003C\u002Fp\u003E\n\u003Cp\u003EEven though there is little data to back up these claims, the concept of using psychedelics to enhance personal and professional performance has been rising throughout the past few years.\u003C\u002Fp\u003E\n\u003Cp\u003EThis is particularly the case within Silicon Valley, which has long embraced these ideas. In his book on psychedelics, How to Change Your Mind, Michael Pollan traces this history \u003Ca href=\"https:\u002F\u002Fwww.vox.com\u002F2018\u002F5\u002F16\u002F17358484\u002Fmichael-pollan-how-to-change-your-mind-book-drugs-engelbart-kara-swisher-podcast\"\u003Eback to the 1950s\u003C\u002Fa\u003E, when engineers used LSD’s hallucinogenic effects to visualise new concepts, such as computer chips. Tech titans including \u003Ca href=\"https:\u002F\u002Fmoney.cnn.com\u002F2015\u002F01\u002F25\u002Ftechnology\u002Fkottke-lsd-steve-jobs\u002F\"\u003ESteve Jobs\u003C\u002Fa\u003E are also known to have dabbled in psychedelics. Jobs reportedly even once disparaged fellow founder Bill Gates as “unimaginative”, noting he would be “broader” if he took LSD (Gates has, actually, \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com\u002Fbill-gates-lsd-psychedelics-2017-2\"\u003Ealluded to his own LSD use\u003C\u002Fa\u003E).\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA guided trip\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFor Gillespie, finding an effective way to use psychedelics was difficult – he describes his early attempts at microdosing as “flailing”, saying he had a tough time determining how much of the drugs to take and how to best take advantage of his altered state.\u003C\u002Fp\u003E\n\u003Cp\u003E“Finding that right balance and that right place in my life took a little help,” he elaborates. “And that’s where Paul [Austin] comes in.”\u003C\u002Fp\u003E\n\u003Cp\u003ELike Gillespie, Austin’s first psychedelic experience happened in his late teens – a psilocybin trip. Later that year, he took LSD “maybe 20 times”. Psychedelics have been a fixture in his personal life ever since, and he sees educating others about them as his professional mission.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAustin started The Third Wave, an online community for psychedelics education, and offers coaching sessions to help people integrate them into their lives in a safe, meaningful way. Since moving to Oakland last year, he’s developed a roster of regular clients – “almost exclusively founders or entrepreneurs” – guiding their drug trips by setting goals and intentions, often focusing on their professional paths.\u003C\u002Fp\u003E\n\u003Cp\u003E“I feel like the reason clients come to me is often times to go into these deeper questions of, ‘Why are we doing what we’re doing? Why does the work that we’re doing matter to us’?” says Austin. “I think psychedelics are really helping people with that process more than anything.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Hike-rodosing’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhen Gillespie arrives to today’s session, he’s already taken a microdose of psilocybin. Since psychedelics are illegal in the US, Austin does not provide them to his patients, but he notes that they have become much easier to come by since being \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Fnation\u002F2019\u002F06\u002F05\u002Foakland-decriminalizes-magic-mushrooms-other-natural-psychedelics\u002F\"\u003Edecriminalised\u003C\u002Fa\u003E in Oakland earlier this year.\u003C\u002Fp\u003E\n\u003Cp\u003EAfter a short drive away from the skyscrapers of San Francisco and into the towering redwoods of Joaquin Miller Park,the two pick a random path, and the ‘hike-rodosing’ session begins. Austin slips into coaching mode, asking Gillespie to state his goals for the day.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"'Ego-dissolution' is a feeling of renewed connection within a person, and with their surroundings","id":"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOn the surface, much of the conversation seems quite similar to what one would expect from a typical career counselling session. But Austin believes the psychedelics make this process more effective by helping clients achieve a sort of objectivity about themselves.\u003C\u002Fp\u003E\n\u003Cp\u003E“It makes it easier to come to awareness about certain things,” he says. “Psychedelics just help us be a bit more malleable. They help us be more honest and open.”\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s not just Austin’s hunch: in \u003Ca href=\"https:\u002F\u002Fwww.pnas.org\u002Fcontent\u002Fpnas\u002Fearly\u002F2016\u002F04\u002F05\u002F1518377113.full.pdf\"\u003Ea recent study\u003C\u002Fa\u003E from the Imperial College of London, researchers scanned the brains of patients on LSD and found the drug does induce a change in how users relate to the world around them. Lead researcher Dr Robin Carhart-Harris describes it as a more “unified” brain, meaning networks that typically function separately start working in a more integrated way. He says this relates to the phenomenon of “ego-dissolution” in the users, which is a feeling of renewed connection within themselves and with their surroundings.\u003C\u002Fp\u003E\n\u003Cp\u003EStudies like Carhart-Harris’ are beginning to shed new light on the potential medical uses of psychedelics, which were made illegal and classed decades ago in the US \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fhealth-44575139\"\u003Eas Schedule 1 drugs\u003C\u002Fa\u003E with no medicinal value.\u003C\u002Fp\u003E\n\u003Cp\u003EToday, the US Food and Drug Administration (FDA) has granted two psychedelics, psilocybin and MDMA, \u003Ca href=\"https:\u002F\u002Fwww.fda.gov\u002Fpatients\u002Ffast-track-breakthrough-therapy-accelerated-approval-priority-review\u002Fbreakthrough-therapy\"\u003E‘breakthrough’ designations\u003C\u002Fa\u003E allowing them to be clinically researched after showing promising potential in treating patients with mental health conditions. Other early research has looked at the positive impacts of psychedelics in \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fpii\u002FS2352154616302340\"\u003Etreating addiction\u003C\u002Fa\u003E and even \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpubmed\u002F16801660?dopt=Abstract\"\u003Eeasing headaches\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ECaroline Dorsen, a substance use researcher and assistant professor at New York University’s Meyers College of Nursing, has focused her work on how people are using psychedelics to heal childhood trauma and improve their physical and mental health. Something important she observed in having a productive psychedelic session is having some sort of figure – whether that’s a doctor, a coach or a spiritual leader – to help the user through this experience.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Having a trained and well-prepared guide is an essential part of ensuring physical and emotional safety during therapeutic psychedelic experiences which can range from blissful to sad; unsettling or scary,” says Dorsen. “After psychedelic ceremonies, guides serve the essential role of helping participants make sense of the experience and integrate what they learned into their everyday lives.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnecdotally, Dorsen says she has heard many stories of people experiencing “epiphanies” during psychedelic sessions that lead to a change in careers. But, she cautions, users can’t force these sorts of realisations out of the drugs. “In my research participants often explained that they have minimal control over the experience they are going to have while taking psychedelics,” she says. “The plants are going to give you the experience you need.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ERevealing the best path forward\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESince he started working with Austin, Gillespie says he has set fairer prices for his consulting work, and made significant steps forward in launching his business.\u003C\u002Fp\u003E\n\u003Cp\u003E“A lot of what Paul helps me with is getting over a lot of these limiting beliefs around my own value and my own competency,” says Gillespie.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career-10"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Working with a professional psychedelics guide can cost upwards of $1,000 a month","id":"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career-11"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHe previously tried working with ‘accountability groups’, in which members share goals and report back on progress, but felt the experience wasn’t as beneficial. With Austin it’s “deeper”, he believes, as the coach pushes him to get more introspective and honest about his “why”, or what really drives him in his work and personal life.\u003C\u002Fp\u003E\n\u003Cp\u003EWorking with Austin isn’t cheap: he requires a minimum three-month commitment for coaching with a $1,000 to $2,000 per month price tag (£765 to £1530). But Gillespie is confident that continuing to work with Austin – and psychedelics – will reveal his best path forward.\u003C\u002Fp\u003E\n\u003Cp\u003EConfident enough that, in a few days, he plans to participate in an ayahuasca ceremony for the first time, where he’ll try the potent psychedelic tea known to induce intense visions, and, often, physical sickness. He’s excited about this opportunity, and spends much of the latter half of today’s session with Austin discussing it. Eventually, as they talk, the pair finally finds the way back to their car.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career-12"}],"collection":null,"disableAdverts":false,"displayDate":"2020-01-06T20:49:16.151Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The 'psychedelics coach' with drug-fuelled career advice","headlineShort":"How doing drugs helps people pick jobs","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":null,"summaryLong":"Following the popularity of microdosing psychedelics to improve productivity, some are turning to these substances for career clarity.","summaryShort":"Some pay $1,000 for a 'psychedelics coach' to help them make decisions","tag":[],"textToSpeech":false,"creationDateTime":"2020-01-06T21:25:37.539116Z","entity":"article","guid":"65063e0e-b590-46e7-8a47-6b3756ae4cd7","id":"worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career","modifiedDateTime":"2021-09-02T04:57:52.838526Z","project":"worklife","slug":"20200106-can-drugs-help-you-choose-a-new-career","cacheLastUpdated":1642280100075},"worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children","_id":"61883d8545ceed77094bf3e1","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Child-tracking apps are growing. Although they help parents keep tabs, are they hurting families in in exchange for peace of mind?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EElaine Spector was anxious to hear whether her son had safely gotten back to his dorm in Texas, after a recent visit home. But rather than waiting for him to call or text, the Baltimore, US-based mum was carrying on with her day, and awaiting a reassuring ding from her phone.  \u003C\u002Fp\u003E\n\u003Cp\u003EThat’s because, like \u003Ca href=\"https:\u002F\u002Fwww.businesswire.com\u002Fnews\u002Fhome\u002F20210727006162\u002Fen\u002FLife360-Surpasses-One-Million-Paying-Members-Valuing-the-Company-at-Over-1-Billion-for-the-First-Time\"\u003E32 million people\u003C\u002Fa\u003E around the world, Spector and her whole family have Life360 installed on their phones. The app keeps constant tabs on the whereabouts of her three children, letting her know when they’re on the move, when they’re safely home, if they’re somewhere they shouldn’t be and a whole host of other data. “They got to school, \u003Cem\u003Eding\u003C\u002Fem\u003E. They got home, \u003Cem\u003Eding\u003C\u002Fem\u003E,” says Spector, a patent attorney. “It’s just a way for us to know as a family where everybody is.”  \u003C\u002Fp\u003E\n\u003Cp\u003EThe family have used the app for several years now, and Spector says while her younger children tend to turn off their locations at times, her oldest son has always been relaxed about using it. But even though he is now 18 and living across the country, she admits the idea of him removing the app and taking away those reassuring dings “makes me feel stressed”. “I don’t want to be the helicopter parent, but we’ve had this for a while, and there’s a part of me that’s hesitant to totally cut it off,” she says. “I like this subtle part of, ‘he’s safe and I don’t need to pester him’.”\u003C\u002Fp\u003E\n\u003Cp\u003EFamily-tracking apps have exploded in popularity over the past decade or so. A parent’s natural instinct to protect their children is a component of growth, of course – but these apps keep booming as many parents feel the world – both off and online – is inherently and increasingly dangerous. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I like this subtle part of, ‘he’s safe and I don’t need to pester him’ – Elaine Spector","id":"worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet experts say parents wanting to use them should think very hard about how they’’ll do so, and how they’ll talk to their children about them. Apps are becoming ever more sophisticated in the data they're gathering, raising questions about personal security. And children raised being app-monitored are now reaching adulthood, leaving the parents with the quandary – when do you turn them off?  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EGeofencing, speed monitoring and more\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile Life360 dominates the family tracking market – it’s currently the sixth most downloaded social media app on the iOS App store in both the UK and US – there is a vast array of software available, all offering parents varying degrees of monitoring. \u003C\u002Fp\u003E\n\u003Cp\u003EGhislaine Bombusa, head of digital at UK-based Internet Matters, which advises parents on internet safety, says there are essentially two types of tracking options. The choice between the two “depends on your type of parenting, in terms of how closely you want to monitor your child”. \u003C\u002Fp\u003E\n\u003Cp\u003EThe simplest are location-sharing apps, which come installed on phones like Find My Friends on iOS devices, or Google Family for Android. There are also third-party apps that enable users to gather a seemingly limitless range of data from connected phones. \u003C\u002Fp\u003E\n\u003Cp\u003EAt the basic end, this includes features such as \u003Ca href=\"https:\u002F\u002Fwww.lifewire.com\u002Fkeep-track-of-your-kids-with-geofences-2487397\"\u003Egeofencing\u003C\u002Fa\u003E, so an alert is sent when a phone leaves or enters a certain area. For parents with teen drivers, there’s also speed monitoring and crash detection – something Spector says she has found particularly useful. On the more extreme end of the market, apps like FindMyKids allow a parent to \u003Ca href=\"https:\u002F\u002Ffindmykids.org\u002Fen\u002Fapp-for-tracking-a-childs-phone\"\u003Eremotely activate the microphone\u003C\u002Fa\u003E on their child’s phone and even record audio, while TeenSafe boasts a “\u003Ca href=\"https:\u002F\u002Fteensafe.net\u002Fhidden-spy-app-for-android.html\"\u003Estealth mode\u003C\u002Fa\u003E” which, says the company, means the child will “never find out that their parents are tracking them”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Life360 display showing a crash detection notification","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children-3"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis story is part of BBC's \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003EFamily Tree\u003C\u002Fa\u003E series, which examines the issues and opportunities parents, children and families face today – and how they'll shape the world tomorrow. Coverage continues on \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003EBBC Future\u003C\u002Fa\u003E.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children-4"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBeyond physical tracking, apps can also manage a child's digital life, “whether it's what they're spending if you’ve got an allowance online, how they use gaming consoles, when they’re using it”, says Bombusa. Apps like OurPact allow a parent to \u003Ca href=\"https:\u002F\u002Fourpact.com\u002F\"\u003Esee screenshots\u003C\u002Fa\u003E of their child’s online interactions, while Bark actually \u003Ca href=\"https:\u002F\u002Fwww.bark.us\u002F?ref=RYNZ3QC&kbid=62750&request_ID=26c52d17-6b6c-4224-9d53-583c7b08197e\"\u003Escans their messages\u003C\u002Fa\u003E to alert parents to “concerning interactions”. \u003C\u002Fp\u003E\n\u003Cp\u003EWhile Bombusa doesn’t believe\u003Cem\u003E all\u003C\u002Fem\u003E parents are now using such apps, she says their proliferation and the amount of investment in them is certainly indicative of high demand. One 2019 survey of parents and guardians in the UK found that \u003Ca href=\"https:\u002F\u002Fwww.childcare.co.uk\u002Fnews\u002Ftracking\"\u003E40% were using some kind of GPS tracking\u003C\u002Fa\u003E on a daily basis. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd they are big business. Life360 alone has been \u003Ca href=\"https:\u002F\u002Fwww.businesswire.com\u002Fnews\u002Fhome\u002F20210727006162\u002Fen\u002FLife360-Surpasses-One-Million-Paying-Members-Valuing-the-Company-at-Over-1-Billion-for-the-First-Time\"\u003Evalued at over $1bn\u003C\u002Fa\u003E, and operates in more than 140 countries. While many apps do have free options, most also offer the option of upgrading to paid accounts for additional features or to connect more devices. Circle for example, which monitors internet use, starts at $9.99 (£7.39) a month, and TeensSafe’s five-device plan is currently $99.99 a month. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EData versus trust\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ELocation tracking apps market themselves as essential parenting tools in a world full of danger. They rely on parents believing that as long as they know where their child is, they will be safer, or that kids will steer clear of risky behaviour if they know they're being watched. And there have certainly been cases in which parents have used tracking apps to \u003Ca href=\"https:\u002F\u002Fwww.today.com\u002Fvideo\u002Fmother-credits-iphone-tracking-app-with-saving-teen-daughter-s-life-62082117641\"\u003Efind teenagers who have had an accident\u003C\u002Fa\u003E, or even \u003Ca href=\"https:\u002F\u002Fwww.nbcnews.com\u002Fnews\u002Fus-news\u002Ffind-my-iphone-icloud-lead-cops-kidnapped-teen-n521486\"\u003Ebeen abducted\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003EBut Sonia Livingstone, a professor in the department of media and communications at the London School of Economics and Political Science, believes there is in fact “zero evidence that any of these apps keep children safer”. \"I’ve never seen any and I look at \u003Cem\u003Eall\u003C\u002Fem\u003E the evidence,” she says. \u003C\u002Fp\u003E\n\u003Cp\u003EAs an expert in children’s digital rights and safety, who has written several books about parenting in the digital age, Livingstone feels the extensive adoption of tracking apps is an understandable response to constant headlines about the “terrible dangers to our children”. But she argues that in the longer term, tracking apps can have \"unintended but also damaging consequences\", not least to the parent-child relationship.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children-5"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"I really do respect parents’ anxiety that leads them to think this could be a solution, and I really invite them to find a different one – Sonia Livingstone","id":"worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children-6"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EApp makers and advertisers may be keen to make parents believe getting an app is an act of parental love, she says, but \"\u003Cem\u003Ethe\u003C\u002Fem\u003E most important thing for development is that the child learns to trust the parent and the parents the child”. Relying on an app to find out where a child is or what they are looking at online, particularly without their knowledge, can seriously undermine that trust, she says, which might lead children to make riskier choices or get clever about evading detection. As well as the right to be safe, children do also have a right to privacy, particularly as they get older, says Livingstone.  \u003C\u002Fp\u003E\n\u003Cp\u003EYou certainly don’t have to look far to find teenagers – and even older individuals – who feel their parents are encroaching on those rights, or are unwilling to let go of the digital reins. Particularly, Reddit is full of stories about young people who feel constrained by their parents’ anxious remote monitoring.  \u003C\u002Fp\u003E\n\u003Cp\u003EOne \u003Ca href=\"https:\u002F\u002Fwww.reddit.com\u002Fr\u002Finsaneparents\u002Fcomments\u002Ficpac3\u002Fthis_happened_back_in_march_my_mom_saw_my\u002F\"\u003Erecent post\u003C\u002Fa\u003E in the Insane Parents subreddit read: “My mom saw my location was turned off in Life360 and threatened to turn off my phone and also told me that I can’t drive the car anymore… Oh did I also mention that I’m 20 years old???” \u003Ca href=\"https:\u002F\u002Fwww.reddit.com\u002Fr\u002FLife360\u002Fcomments\u002Fmx0xkk\u002Fmy_mom_made_mw_download_life360\u002F\"\u003EAnother\u003C\u002Fa\u003E in the Life360 subreddit, where users swap tips on how to evade monitoring, said they were 19, but their mum paid for their phone so was making them download the app. “I'm literally home all the time unless I'm at class, which she drives me to and from. Why does she feel the need to track my location when I'm only ever at two places?”  \u003C\u002Fp\u003E\n\u003Cp\u003ELivingstone says there is indeed a real risk that parental monitoring “moves from being intrusive to abusive”. She argues it is “crucial to our autonomy and our personal integrity not to have our every private thought observed. That’s what private means.” \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children-7"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"A mum looks at her phone","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children-8"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAn additional key concern for Livingstone is the “scary” amount of data that the tech companies behind these apps collect. While Life360 says it gives users “\u003Ca href=\"https:\u002F\u002Fwww.life360.com\u002Fblog\u002Funderstanding-how-life360-uses-and-protects-your-data\u002F\"\u003Efull control and transparency\u003C\u002Fa\u003E” over their information and that settings can be tweaked depending on individual’s preferences, many apps are quite open about sharing data with \u003Ca href=\"https:\u002F\u002Fwww.zdnet.com\u002Farticle\u002Fallstate-partners-with-life360-app-to-leverage-driving-data\u002F\"\u003Eplaces like insurance companies\u003C\u002Fa\u003E. Livingstone believes there is a troubling lack of understanding, even among experts, about how data is used, or how it might be used in the future. \u003C\u002Fp\u003E\n\u003Cp\u003ESpector says she isn’t worried “at all” about data collection, and believes the advantages far outweigh any concerns in that area. But Livingstone says parents need to think hard about not just the immediate risks, but how technology might develop over the next decade. Data gathered on a seven-year-old today could, theoretically, be fed into some “brilliant algorithm\" in the future, which discriminates against them based on their historic movements. \u003C\u002Fp\u003E\n\u003Cp\u003E“No-one is looking forward in that way, so I think parents should really think very carefully about giving that access to anybody.”  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBoundaries and balance\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIf a parent does feel an app is the right approach for them, however, there are ways to minimise the risks Livingstone highlights. \u003C\u002Fp\u003E\n\u003Cp\u003EBombusa says it’s essential that using an app is something parents and children do together, after an open conversation, and that the child knows it is not replacing their proper, trusting relationship. Make sure each party knows what the technology will do, why you want it, what boundaries you are setting and crucially, how the child is feeling about it, she adds. It’s also vital to adapt the use of the apps over time, as a child grows and needs more independence.  \u003C\u002Fp\u003E\n\u003Cp\u003E“I think it’s about the behaviour your child is showing. If they used it when they first got the phone and they followed the rules… there’s possibly a conversation about relinquishing some of those tracking devices. Or maybe saying, ‘OK, I’ll only track it when I feel like there’s a concern’, rather than all the time.” \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children-9"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Learner driver in a car","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children-10"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELivingstone, however, worries that there are simply too many unknowns around what tracking apps are doing to children and their development to recommend their use. “We just don't know what it will be like for this generation of children to grow up in a world in which they’ve always been watched, always been tracked and never got lost and had to recover themselves,” she says. “I really do respect parents’ anxiety that leads them to think this could be a solution, and I really invite them to find a different one.” \u003C\u002Fp\u003E\n\u003Cp\u003ESpector is proud her family has the kind of “open dialogue” recommended by Bombusa, so she's never had to “police” her children's activities. But she admits it would be very hard to give up those regular dings from Life360, and the peace of mind she feels from being able to see where her children are. “I don’t think addicted is an inaccurate word, because I think about \u003Cem\u003Enot \u003C\u002Fem\u003Ehaving it and I feel it makes me feel stressed,” she says. \u003C\u002Fp\u003E\n\u003Cp\u003EHer oldest son is still happy to have the app for now, “because he knows I’m not stalking him or checking up on him”, she says. But she knows the time is coming when she'll lose the dings. “He would tell me if he didn’t want it and I would respect that. It would be hard, but it wouldn’t be the first hard thing we’d had to do as parents.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children-11"}],"collection":[],"disableAdverts":false,"displayDate":"2021-11-08T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The parents who track their children","headlineShort":"The parents who track their children","image":[],"imageAlignment":"centre","imageAltText":"Women looking at their smartphones","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Child-tracking apps are growing. Although they help parents keep tabs, are they hurting families in in exchange for peace of mind?","summaryShort":"Why some parents have turned to family-tracking apps to keep tabs on their kids","tag":[],"textToSpeech":false,"creationDateTime":"2021-11-07T20:56:30.415179Z","entity":"article","guid":"a929f2c8-ee70-44a4-9a81-05738063f38c","id":"worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children","modifiedDateTime":"2021-11-11T16:18:48.08085Z","project":"worklife","slug":"20211105-the-parents-who-track-their-children","cacheLastUpdated":1642280100076},"worklife\u002Farticle\u002F20210617-does-motherhood-belong-on-a-resume":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210617-does-motherhood-belong-on-a-resume","_id":"6183c27045ceed60f2590a86","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Many have advocated that motherhood is a legitimate job that builds employable skills. Does the title belong on mums' CVs?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMums multi-task. They plan. They research, organise, negotiate, manage time and lead.\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough mothers’ juggling hasn’t ever been a secret, their role has, perhaps, never been more obvious than during the pandemic. As schools transitioned to remote classrooms, and women took on more of both the physical and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210518-the-hidden-load-how-thinking-of-everything-holds-mums-back\"\u003Emental load\u003C\u002Fa\u003E of home life than before, the skills required to keep the trains on the tracks have been on full display.\u003C\u002Fp\u003E\n\u003Cp\u003EAs a result, the question increasingly floating to the surface is whether or not these skills have a place on mothers’ CVs.\u003C\u002Fp\u003E\n\u003Cp\u003EThere’s long been a push to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fworld-us-canada-56683854\"\u003Erecognise motherhood as a legitimate job\u003C\u002Fa\u003E that trains workers in legitimate skills, valuable to employers. And some voices are getting louder. One of the newest leaders is HeyMama, a US-based community for working mums, who’ve launched a campaign called Motherhood on the Resume. It’s quite literal, says Katya Libin, HeyMama’s co-founder and CEO – the organisation is advocating for mothers to update their titles on LinkedIn, or even add the position on a resume, like any other ‘recognised’ job in, say, sales or engineering.\u003C\u002Fp\u003E\n\u003Cp\u003EWhether motherhood ‘belongs’ on a resume is, of course, subjective. The question, instead, lies in whether mothers can reap tangible benefits for the addition of the title – or whether some systemically entrenched biases around mums could produce the opposite effect.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA rightful place on the CV?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAt its core, Libin says the HeyMama campaign is an effort to “tear down some of the cultural biases that exist against mothers in the workplace, and give women the tools to acknowledge what a training ground for leadership and growth motherhood is”. The pandemic has only exacerbated how important it is to recognise how much mothers actually do, she adds, which is why HeyMama has launched their campaign now.\u003C\u002Fp\u003E\n\u003Cp\u003ELibin adds motherhood provides tangible professional skills she believes women can “tactically translate” to employers. Mums are better at listening, more diplomatic and “super-organised”, she says – and believes “this current workforce we’re in really does require such strong communication and interpersonal skills, and so I think seeing motherhood as an advantage instead of a career-killer is one of the top goals”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210617-does-motherhood-belong-on-a-resume-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210617-does-motherhood-belong-on-a-resume-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAdvocates for the visibility of motherhood as a professional qualification agree that the role trains women in vital professional skills. “A lot of research shows that, indeed, \u003Ca href=\"https:\u002F\u002Fs3.amazonaws.com\u002Freal.stlouisfed.org\u002Fwp\u002F2014\u002F2014-001.pdf\"\u003Emothers are actually more efficient\u003C\u002Fa\u003E, and mothers are better mentors. And when you get mothers to leadership… \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Fdiversity-and-inclusion\u002Fwomen-in-the-workplace\"\u003Ethey are eventually more profitable\u003C\u002Fa\u003E,” says Lauren Smith Brody, founder of The Fifth Trimester, a US-based consultancy that helps businesses support and retain parents. She says her research shows that mums also know how to compress time between tasks, which leads to efficacy and strong time-management skills.\u003C\u002Fp\u003E\n\u003Cp\u003EIf employers are willing to recognise these skills, listing motherhood among workers’ professional qualifications could position them well.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESome major caveats\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBut although women may be willing to communicate their roles as mums, the work world may not yet be ready to listen.\u003C\u002Fp\u003E\n\u003Cp\u003EThere is already precedent that ‘extracurricular activities’ can influence the way an employer views a candidate – which especially manifests as \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fpdf\u002F10.1177\u002F1548051814538099\"\u003Ea boost to men\u003C\u002Fa\u003E. “Stereotypically masculine activities are seen to be compatible with what is wanted in the workplace – hence the abundance of sporting metaphors in work and leadership parlance,” says Michelle Ryan, professor of social and organisational psychology at the University of Exeter. So, a role on the university rugby team can \u003Ca href=\"https:\u002F\u002Fwww.fastcompany.com\u002F3041085\u002F5-hobbies-that-make-people-better-at-their-jobs\"\u003Ecommunicate collaboration and teamwork\u003C\u002Fa\u003E; or triathlon training might point to well-roundedness and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210601-grit-the-dark-side-of-deciding-to-tough-it-out\"\u003Egrit\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EYet, while employers still view motherhood as an outside-of-work activity, women are not afforded the same latitude. In fact, they can be penalised.\u003C\u002Fp\u003E\n\u003Cp\u003EAmong the places this bias manifests is in the \u003Ca href=\"https:\u002F\u002Fsociology.stanford.edu\u002Fsites\u002Fg\u002Ffiles\u002Fsbiybj9501\u002Ff\u002Fpublications\u002Fgetting_a_job-_is_there_a_motherhood_penalty.pdf\"\u003E“motherhood penalty”\u003C\u002Fa\u003E. Studies have long shown that employers view mothers as less fit for employment and promotion than their non-parent counterparts. Additionally, research from Harvard University’s Kennedy School of public policy shows \u003Ca href=\"https:\u002F\u002Fgap.hks.harvard.edu\u002Fgetting-job-there-motherhood-penalty\"\u003Ethat employers judge mothers as 10% less competent\u003C\u002Fa\u003E than workers who don’t have children; and mothers are considered to be 12.1% less committed (whereas fathers enjoyed a 5% bounce). Along with disadvantaging women in terms of their career, this also affects their long-term earning potential. Mums are also \u003Ca href=\"https:\u002F\u002Fwww.jstor.org\u002Fstable\u002F40604332\"\u003Eoffered lower baseline salaries\u003C\u002Fa\u003E than candidates without children – the Harvard research showed a 7.9% lower starting salary. (Penalties like this have driven many mothers to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201113-the-corporate-ideals-driving-secret-parenting\"\u003E“secret parenting”\u003C\u002Fa\u003E – a full opposite to trumpeting motherhood on a CV.)\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210617-does-motherhood-belong-on-a-resume-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"There are some overt assumptions that play into hiring managers’ decisions, and there’s nothing discreet about it – Ruhal Dooley","id":"worklife\u002Farticle\u002F20210617-does-motherhood-belong-on-a-resume-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThere is some hopeful news about the motherhood penalty, says Ryan: her research with colleagues Thekla Morgenroth and Anders L Sønderlund has shown that parents – especially mothers – are increasingly “\u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fjasp.12728\"\u003Estereotyped as having more agentic traits and abilities\u003C\u002Fa\u003E, such as being self-confident, organised, independent and decisive, which made them seen to be better suited as leaders”. But, she cautions, gender biases still persist.\u003C\u002Fp\u003E\n\u003Cp\u003EAnd it’s possible the pandemic may even have entrenched these biases, driving professional acceptance of motherhood in the wrong direction. “The pandemic hit, and now we’re watching moms on Zoom with their four-year-old in the background or in their laps, and it’s reinvigorating… the motherhood penalty,” says Ruhal Dooley, HR Knowledge Advisor at US-based Society for Human Resource Management. “I don’t know that the momentum that has started a few years ago has kept pace after this pandemic.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe hiring perspective\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, a disproportionate amount of power still lies in the hands – and opinions – of recruiters and HR departments.\u003C\u002Fp\u003E\n\u003Cp\u003EThere are upsides to this: Dooley says hiring managers who’ve seen what their own mothers are capable of, or who are parents themselves, may be influenced to view a mum more positively. They may even subsequently influence their colleagues to take on their views.\u003C\u002Fp\u003E\n\u003Cp\u003EBut subjectivity and ingrained biases persist – and, oftentimes, prevail.\u003C\u002Fp\u003E\n\u003Cp\u003E“There are some overt assumptions that play into hiring managers’ decisions,” says Dooley, “and there’s nothing discreet about it.” Some hiring managers might pass over mothers because they assume they’ll need more time off, or take too much advantage of a flexible scheduling policy. And having women screening resumes or in positions with hiring power may not actually help mothers. “Women discriminate against women as much as men discriminate against women,” he adds.\u003C\u002Fp\u003E\n\u003Cp\u003EDooley says that, ultimately, context is everything in the eyes of a hiring manager, who just wants to know how a candidate can help them fill their vacant role. He stresses it’s vital to connect how the skills learned in motherhood make you a strong candidate for a job. “If a mom can show me on her resume how being a mom can make her a better, say, actuary, by all means, I think that would help her – even with the people with implicit mom biases.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210617-does-motherhood-belong-on-a-resume-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210617-does-motherhood-belong-on-a-resume-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe inequality factor\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EDrawing attention to one’s motherhood carries risk for all women. But the potential drawbacks for some women are more dramatic than others.\u003C\u002Fp\u003E\n\u003Cp\u003EThis is particularly the case for women of colour, who already face hiring biases and inequalities that penalise them before even mentioning that they are parents. For instance, US Census data shows that, in 2019, \u003Ca href=\"https:\u002F\u002Fwww.aauw.org\u002Fresources\u002Farticle\u002Fblack-women-and-the-pay-gap\u002F\"\u003Eblack women were paid only 63% of what non-Hispanic white men were\u003C\u002Fa\u003E, and \u003Ca href=\"https:\u002F\u002Fwww.aauw.org\u002Fresources\u002Farticle\u002Flatinas-and-the-pay-gap\u002F\"\u003ELatinas were compensated at only 55%\u003C\u002Fa\u003E. These wage gaps are far more significant than the earnings ratio for women overall, which is 82%, compared to the same group of men.\u003C\u002Fp\u003E\n\u003Cp\u003EPlus, “when anything indicates that [black or Latina women] are moms, or \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC5096656\u002F\"\u003Etheir ethnicity or national origin\u003C\u002Fa\u003E suggests implicitly to hiring managers that they either are or will become moms, that number drags even lower”, says Dooley.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, on top of the motherhood penalty, black women and Latinas could face a kind of “double penalty”, he adds. “There’s a perception that her ‘momness’ somehow will interfere with her ability to perform up to par and beyond.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn many ways, the ability to advertise motherhood in a professional setting is a privilege, and a risk only some women can afford to take – such as white women, or women in households with two incomes. “Normalising motherhood is important, and will help change organisational expectations and culture,” says Ryan. “But it may also have an impact on individual women who choose to do this, as it may make salient stereotypes like a lack of commitment or ambition.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETo add or not to add?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhat’s the answer, then? Do the positives outweigh the risks?\u003C\u002Fp\u003E\n\u003Cp\u003EThat depends on the candidate. For instance, although adding the title of ‘mum’ can feel empowering, it’s still risky, since women don’t know who is on the other end of the resume. As Dooley notes, implicit bias is a huge factor, and a recruiter’s own experience may inform not only how they view motherhood as a role, but also whether they think it’s professional to put the title on a resume at all.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210617-does-motherhood-belong-on-a-resume-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"If you were reading a room and that room is not welcoming to mothers, you have to ask yourself if you want to work in a place like that – Lauren Smith Brody","id":"worklife\u002Farticle\u002F20210617-does-motherhood-belong-on-a-resume-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMums need to understand both the upsides and the downsides – as well as read the room. The risk of penalisation may be greater at less progressive organisations or in male-dominated fields, where there may be less movement toward embracing motherhood as a signifier of skill, and more entrenched biases about mothers’ fitness to work. \u003C\u002Fp\u003E\n\u003Cp\u003EBut taking the temperature of a potential employer also goes beyond a decision about how to present a resume: it’s also important as a broader signifier of a company’s culture around motherhood. “If you were reading a room and that room is not welcoming to mothers, you have to ask yourself if you want to work in a place like that,” says The Fifth Trimester’s Smith Brody. Subsequently, she adds, if enough mothers vote with their feet, this could help spur a larger cultural change, since studies show that \u003Ca href=\"C:\\Users\\philippafogarty\\Downloads\\Research%20shows\"\u003Ecompanies don’t profit as much\u003C\u002Fa\u003E when talented women leave organisations (or don’t join at all). \u003C\u002Fp\u003E\n\u003Cp\u003EStill, “it’s going to take some renegade people who are pretty comfortable putting that mother in all caps, and some renegade managers who are going to advertise the fact that they did”, adds Smith Brody.\u003C\u002Fp\u003E\n\u003Cp\u003EDooley agrees. “The beginning of a movement of moms saying on their resumes, ‘hey, I’m a mom, give me extra consideration because of that’ – even if they’re right… those are going to be the ones that are sacrificing themselves.”\u003C\u002Fp\u003E\n\u003Cp\u003ERight now, mothers need to understand that adding ‘mum’ to their CVs isn’t standard. It’s difficult to know if a growing number of “renegades” willing to “sacrifice themselves” can move the needle for women. Dooley agrees that as hiring managers hire mothers and see them excel, pointing out motherhood could be an advantage. For now, however, mothers must recognise that the movement remains grassroots –  and that adding motherhood on their resumes remains a risk until it mainstreams. \u003C\u002Fp\u003E\n\u003Cp\u003EHowever, if workers can achieve a shift in corporate attitude in the long term, and women applicants stop trying to present like men, the potential benefits – for both worker and employer – could be all around positive. Smith Brody is hopeful that the normalisation of motherhood is possible, and may move quickly. She believes the title of ‘mum’ is overall moving toward broader acceptance in workplaces, and employers are increasingly seeing it as an asset – something that’s “not just more socially acceptable, but more socially rewardable”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210617-does-motherhood-belong-on-a-resume-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-06-21T13:15:44Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Does motherhood belong on a resume?","headlineShort":"Is motherhood a job qualification?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Many have advocated that motherhood is a legitimate job that builds employable skills. Does the title belong on mums' CVs?","summaryShort":"If motherhood is a job that builds employable skills, should it go on a CV?","tag":[],"textToSpeech":false,"creationDateTime":"2021-06-20T19:56:13.021525Z","entity":"article","guid":"cabdc59e-1f81-45ff-9d41-9e4204fa13a0","id":"worklife\u002Farticle\u002F20210617-does-motherhood-belong-on-a-resume","modifiedDateTime":"2021-10-04T13:59:43.533393Z","project":"worklife","slug":"20210617-does-motherhood-belong-on-a-resume","cacheLastUpdated":1642280100075},"worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis","_id":"619568c745ceed71560926e2","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fjesse-staniforth"],"bodyIntro":"An increasing number of mothers are using cannabis to help them parent. As they come out of the 'green closet', they're hoping to shift the stigma.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EA couple years after California legalised cannabis for adult use in 2016, Danielle Simone Brand decided to try it. A journalist in the US Pacific Northwest, Brand, now 42, found cannabis left her feeling “better and more embodied, happier in my body and mind”. Looking at legal cannabis as a wellness tool, she quickly liked how using the substance herself bettered her ability to parent her two children, now 8 and 11.\u003C\u002Fp\u003E\n\u003Cp\u003E“Cannabis helps me in certain transitional moments,” she says. “I can more easily set aside my workday to-do list, along with whatever challenges and frustrations I've experienced that day, and get into the kind of headspace where I can patiently help with homework or make dinner with my daughter.” \u003C\u002Fp\u003E\n\u003Cp\u003EBrand, the author of Weed Mom: The Canna-Curious Woman's Guide to Healthier Relaxation, Happier Parenting, and Chilling TF Out, says cannabis helped her slow down enough to linger with her kids at bedtime. Because she was so often in a hurry to get them to bed at a reasonable hour – and buy some rest for herself – Brand says she was missing out on time when her kids were keen to connect. That meant she failed to hear important details about what they were learning, how they felt about school and their relationships with friends. \u003C\u002Fp\u003E\n\u003Cp\u003EBrand says ‘cannamoms’ like her aren’t a new phenomenon – she has seen years of mothers using cannabis to parent. As she wrote her book, specifically “for mainstream moms who didn’t know very much about cannabis”, she found “existing ‘cannamoms’ came out of the woodwork and said they’d needed a book that [identified] this is a movement, and [affirmed] we can be responsible parents and consume cannabis at the same time.” \u003C\u002Fp\u003E\n\u003Cp\u003E“There have been very small in-person and online cannamom groups for a long time,” says Brand, “but it’s absolutely growing”.\u003C\u002Fp\u003E\n\u003Cp\u003EThe rolling enaction of US state-level legalisation, and nationwide legalisation in Canada, has expanded access to cannabis for adults. And although it’s difficult to precisely quantify how many mothers are using cannabis, the expansion of online cannamom communities suggest more mums are embracing cannabis use to help them manage life as a parent.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b4lzh3"],"imageAlignment":"centre","imageAltText":"danielle simone brand","imageOrientation":"square","id":"worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis-1"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis story is part of BBC's \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003EFamily Tree\u003C\u002Fa\u003E series, which examines the issues and opportunities parents, children and families face today – and how they'll shape the world tomorrow. Coverage continues on \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003EBBC Future\u003C\u002Fa\u003E.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis-2"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘The same way people do wine’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe first time researcher Heather McIlvaine-Newsad became aware of cannamoms was around 2018, due to the emergence of Facebook groups devoted to the new social movement. An anthropology professor and co-founder of Western Illinois University’s interdisciplinary minor in cannabis and culture, McIlvaine-Newsad noted some of the Facebook discussion groups had been running for several years. Today, she says there are more than two dozen such groups on Facebook, boasting several thousands of members.\u003C\u002Fp\u003E\n\u003Cp\u003EMcIlvaine-Newsad says the cannamom movement demonstrates something that has previously gone unspoken: women – and mothers – are using cannabis in everyday life, including products such as fizzy drinks, edibles, tinctures as well as CBD (cannabidiol) products.\u003C\u002Fp\u003E\n\u003Cp\u003EUS-based Latrese Thomas, 40, says she combines cannabis and parenting her three children “the same way people do wine”.\u003C\u002Fp\u003E\n\u003Cp\u003E“After a long day with the kids – especially during the pandemic, when I was home with all three of my babies, all day – once they were asleep, I was running a bath, dropping some cannabis bath salts in my bath and also vaping cannabis,” says Thomas, who has two teenagers and a toddler. Especially as a black mother, Thomas says amid racially charged social unrest affecting black communities, cannabis helped her “manage my anxiety as a mom – not just as a black woman, but as a mother of black children”. \u003C\u002Fp\u003E\n\u003Cp\u003E53-year-old Barinder Rasode also felt her stress ratchet up during the pandemic. With three children, aged 28, 25 and 17, the Vancouver, British Columbia-based mother struggled to parent amid Covid-19, especially while trying to explain to her youngest child what was going on. “You’re dealing with a teenager whose world has got turned upside down, and you’re confined in a small space, all together, for more hours than anybody should,” says Rasode, a former municipal politician turned CEO of medical-cannabis business-incubator GrowTech Labs. \u003C\u002Fp\u003E\n\u003Cp\u003ETo help calm her frayed nerves, she used cannabis, which is legal in Canada. “My cannabis consumption not only helped ease my own anxiety about the situation, but made me a more patient parent.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘The big misconception is we just smoke to get blazing high’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EMany cannamoms, including Rasode, Thomas and Brand, all ‘microdose’ cannabis – using the plant or its extracts in small doses. \u003C\u002Fp\u003E\n\u003Cp\u003E“The big misconception is we just smoke to get blazing high,” laughs Thomas, who owns Releaf Health cannabis dispensary in Portland, Oregon, US, and runs the blog Living Unapologetically with Trese. “Well, no. I am still a mom. I still have to function. I still run a business. I still have to do pick-ups and drop-offs and attend practices.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis-3"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"My cannabis consumption not only helped ease my own anxiety about the situation, but made me a more patient parent – Barinder Rasode","id":"worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis-4"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBrand agrees. “If I’m parenting, I only want a small enough dose where it shifts my perspective a little bit. All the thoughts, to-do lists and all the mom-brain stuff slows down enough that I can be more present, more patient more creative with my kids.” She believes microdosing is “low risk”.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch is still inconclusive around the benefits and risks of microdosing, or around cannabis use writ large. A 2017 review by the National Academy of Sciences concluded there is \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F28182367\u002F\"\u003Elimited evidence to suggest that cannabis can cause the sort of long-term health effects\u003C\u002Fa\u003E associated with other substances. Another detailed \u003Ca href=\"https:\u002F\u002Fwww.cmajopen.ca\u002Fcontent\u002F6\u002F3\u002FE339\"\u003Ereview of research on cannabis-related harm\u003C\u002Fa\u003E published in 2018 highlights some potential risks around both mental and physical health, as identified in several studies – though again, not all evidence was conclusive, and additional work needs to be done. Altogether, this does underscore the need for further detailed research, as in many cases there is too little data to draw firm conclusions.\u003C\u002Fp\u003E\n\u003Cp\u003ECurrently, according to research, the clearest risk around cannabis use appears be injuries and accidents that can occur due to people using cannabis. Much like any intoxicating substance, it can affect judgement and reaction times, and has been shown to \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fbooks\u002FNBK425742\u002F\"\u003Eincrease the risk of being in a motor accident\u003C\u002Fa\u003E, for instance.\u003C\u002Fp\u003E\n\u003Cp\u003ESuch complex and inconclusive information means that even with microdosing – as with any other psychoactive substance – there will be caveats. Adults who have not previously consumed cannabis may not handle the substance comfortably, particularly if they inadvertently consume more than they intended. And, as the market drives demand for more potent products that can easily exceed individual tolerance, the risk of a negative, sometimes frightening “\u003Ca href=\"https:\u002F\u002Fcdaclinics.com.au\u002Fwp-content\u002Fuploads\u002F2020\u002F10\u002FGreening-out-and-how-to-avoid-it.pdf\"\u003Egreen out\u003C\u002Fa\u003E” can increase for all users.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis-5"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b4lz5m"],"imageAlignment":"centre","imageAltText":"latrese thomas","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis-6"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘Mommy needs to microdose’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EStigma stalks every discussion about cannabis use, and it is especially acute for mothers who admit using cannabis.\u003C\u002Fp\u003E\n\u003Cp\u003EThough Brand says she hasn’t experienced stigma herself, she has seen it in action. “Other cannamoms I know on social media have received comments like, ‘you're a bad mom’, ‘you're setting a bad example for your kids’, ‘you're glorifying drug use’, ‘it's pathetic that you have to be high to parent’ and even ‘your kids should be taken from you’,” she says. “There are also cannamoms out there whose kids have missed out on real-life playdates and friendships because of other kids’ parents’ stigmas against cannabis.”\u003C\u002Fp\u003E\n\u003Cp\u003EFor Thomas, as a suburban mom – and a black woman, particularly – she’s careful about whom she tells about her cannabis use, even as she feels judgment is unfair and hypocritical. “You have wine-drinking moms, meeting up for ladies’ night at the bar or playdates at their house and there’s alcohol available while kids are around. If I were to be like, ‘Let’s have a smoke sesh’… everyone would be like, ‘There’s kids in the house!’” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EMcIlvaine-Newsad adds, “It is socially acceptable for a mom to say ‘Mommy needs a glass of wine’, but still not socially acceptable to say ‘Mommy needs to microdose’.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis-7"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Cannamoms I know on social media have received comments like, ‘you're a bad mom’, ‘you're setting a bad example for your kids’, ‘you're glorifying drug use’ – Danielle Brand","id":"worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis-8"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAlthough she notes we don’t yet know the long-term effects of cannabis on women’s health, McIlvaine-Newsad also believes the persistent focus on negative effects of cannabis is a political holdover from cannabis prohibition, rather than the product of legitimate medical concerns. “As long as society at large and politicians in general continue to hold the belief that cannabis is bad, then those are the kinds of questions that science will ask,” she stresses. “Not ones like, ‘Can cannabis be used to effectively manage postpartum depression?’”\u003C\u002Fp\u003E\n\u003Cp\u003EDifferent communities have different levels of stigma around parents using cannabis, even in countries and states in which cannabis is legalised. McIlvaine-Newsad says the social acceptability of mothers using cannabis depends on where a mum is located – whether in a specific US state, the country writ large or in the world. The legality of cannabis plays an obvious role in its social acceptability, though even in places where it is legal, McIlvaine-Newsad stresses “it depends on your socioeconomic status, on the educational status of the community that you live in, and the political status”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Lots more women are coming out of the green closet’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn countries in which cannabis is now legal, a combination of research and legalisation has somewhat helped shift societal perceptions of cannabis – especially from where it was decades ago, when it was erroneously believed to be as dangerous as illicit drugs including cocaine and heroin, while offering no medical or societal benefit.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis-9"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b4lz24"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis-10"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut, again, we still don’t have a full picture of \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fhealth-44532417\"\u003Ethe risks of cannabinoids and recreational cannabis use\u003C\u002Fa\u003E – microdosing or otherwise. As a result, for many, cannabis use still stays counterculture, rather than mainstream. Regardless, as McIlvaine-Newsad says, parents are continuing to use cannabis. As an increasing number of US states and countries across the globe \u003Ca href=\"https:\u002F\u002Fwww.theweek.co.uk\u002Fcannabis\u002F90671\u002Fcalifornia-legalises-cannabis-is-europe-next\"\u003Emake some steps toward adult cannabis legalisation\u003C\u002Fa\u003E – however slowly – the cannamom movement seems poised to grow. \u003C\u002Fp\u003E\n\u003Cp\u003EMcIlvaine-Newsad says generational attitudes are beginning to shift across the board – some of her students even report their grandparents using cannabis. She believes this generational easing has occurred at precisely the right time to serve the burgeoning cannamom movement. She also believes younger generations are less judgemental, so, since the “cannamom demographic is slightly younger”, McIlvaine-Newsad believes the “fluid” views of millennials and Gen Zers will help shake off some stigma. \u003C\u002Fp\u003E\n\u003Cp\u003E“Lots and lots more women are coming out of the green closet,” agrees Brand.\u003C\u002Fp\u003E\n\u003Cp\u003EThomas believes her sceptical neighbours should get used to the fact that many people around them are already consuming cannabis, across all demographics – something she’s seen first-hand as the owner of a dispensary. \u003C\u002Fp\u003E\n\u003Cp\u003E“People would be shocked by the diversity in ages, the diversity in race and the diversity in occupation,” she says. “There are quite a few stay-at-home moms who are consumers, and that’s more than OK. I pray that we get to a place very soon where we can have canna-mom nights – let the older kids watch the younger kids and we can just relax and have a good time.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis-11"}],"collection":["worklife\u002Fpremium-collection\u002Ffamily-tree"],"disableAdverts":false,"displayDate":"2021-11-18T19:24:45Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The 'cannamoms' parenting with cannabis","headlineShort":"The 'cannamoms' parenting with cannabis","image":["p0b4lz8g"],"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":"6183c2c945ceed0d2f73335b"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20200106-can-drugs-help-you-choose-a-new-career","worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children","worklife\u002Farticle\u002F20210617-does-motherhood-belong-on-a-resume"],"relatedTag":null,"summaryLong":"An increasing number of mothers are using cannabis to help them parent. As they come out of the 'green closet', they're hoping to shift the stigma.","summaryShort":"\"The big misconception is we just smoke to get blazing high\"","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-11-16T21:03:15.895036Z","entity":"article","guid":"4a717e38-5f3b-4411-834f-faef32c0a7ae","id":"worklife\u002Farticle\u002F20211116-the-cannamoms-parenting-with-cannabis","modifiedDateTime":"2021-12-20T13:42:47.306529Z","project":"worklife","slug":"20211116-the-cannamoms-parenting-with-cannabis","cacheLastUpdated":1642280100074},"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":"6183c27445ceed624b62ccd9","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"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":[],"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":[],"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":[],"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":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":[],"relatedStories":[],"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":[],"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":1642280100075},"worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210518-how-overwork-is-literally-killing-us","_id":"6183c2cc45ceed13263a8771","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":1642280100075},"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":"6183c2af45ceed7d154d1af3","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\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\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":"2021-12-20T13:51:47.433078Z","project":"worklife","slug":"20210426-is-extreme-working-culture-worth-the-big-rewards","cacheLastUpdated":1642280100076},"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":"6183c2a645ceed6e9d484df4","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\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt's 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\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":"6183c2c945ceed0d2f73335b"}],"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":"2021-12-20T13:43:58.455439Z","project":"worklife","slug":"20210604-why-presenteeism-always-wins-out-over-productivity","cacheLastUpdated":1642280100075},"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents","_id":"61a68f1845ceed7f625b4c53","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fmaddy-savage"],"bodyIntro":"Polarised politics and a growing awareness of how difficult relationships can impact our mental health are fuelling family estrangement, say psychologists.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt was a heated Skype conversation about race relations that led Scott to cut off all contact with his parents in 2019. His mother was angry he’d supported a civil rights activist on social media, he says; she said “a lot of really awful racist things”, while his seven-year-old son was in earshot.\u003C\u002Fp\u003E\n\u003Cp\u003E“There was very much a parental feeling like ‘you can’t say that in front of my child, that's not the way we're going to raise our kids’,” explains the father-of-two, who lives in Northern Europe. Scott says the final straw came when his father tried to defend his mother’s viewpoint in an email, which included a link to a white supremacist video. He was baffled his parents could not comprehend the reality of people being victimised because of their background, especially given his own family history. “‘This is insane – you're Jewish’, I said. ‘Many people in our family were killed in Auschwitz’.”\u003C\u002Fp\u003E\n\u003Cp\u003EIt wasn’t the first time Scott had experienced a clash in values with his parents. But it was the last time he chose to see or speak to them.\u003C\u002Fp\u003E\n\u003Cp\u003EDespite a lack of hard data, there is a growing perception among therapists, psychologists and sociologists that this kind of intentional parent-child ‘break-up’ is on the rise in western countries.\u003C\u002Fp\u003E\n\u003Cp\u003EFormally known as ‘estrangement’, experts’ definitions of the concept differ slightly, but the term is broadly used for situations in which someone cuts off all communication with one or more relatives, a situation that continues for the long-term, even if those they’ve sought to split from try to re-establish a connection.\u003C\u002Fp\u003E\n\u003Cp\u003E“The declaration of ‘I am done’ with a family member is a powerful and distinct phenomenon,” explains Karl Andrew Pillemer, professor of human development at Cornell University, US. “It is different from family feuds, from high-conflict situations and from relationships that are emotionally distant but still include contact.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The declaration of ‘I am done’ with a family member is a powerful and distinct phenomenon – Karl Andrew Pillemer","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAfter realising there were few major studies of family estrangement, he carried out a nationwide survey for his 2020 book Fault Lines: Fractured Families and How to Mend Them. The survey showed more than one in four Americans reported being estranged from another relative. Similar research for British estrangement charity Stand Alone \u003Ca href=\"https:\u002F\u002Fwww.standalone.org.uk\u002Fabout\u002F\"\u003Esuggests the phenomenon affects one in five families in the UK\u003C\u002Fa\u003E, while academic researchers and therapists in \u003Ca href=\"https:\u002F\u002Fwww.smh.com.au\u002Flifestyle\u002Flife-and-relationships\u002Fwe-aren-t-family-the-adults-divorcing-their-parents-20200907-p55t98.html\"\u003EAustralia\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fbroadview.org\u002Ffamily-estrangement\u002F\"\u003ECanada\u003C\u002Fa\u003E also say they’re witnessing a “silent epidemic” of family break-ups.\u003C\u002Fp\u003E\n\u003Cp\u003EOn social media, there’s been a boom in online support groups for adult children who’ve chosen to be estranged, including one Scott is involved in, which has thousands of members. “Our numbers in the group have been rising steadily,” he says. “I think it’s becoming more and more common.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe fact that estrangement between parents and their adult children seems to be on the rise – or at least is increasingly discussed – seems to be down to a complex web of cultural and psychological factors. And the trend raises plenty of questions about its impact on both individuals and society.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPast experiences and present values\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough research is limited, most break-ups between a parent and a grown-up child tend to be initiated by the child, says Joshua Coleman, psychologist and author of The Rules of Estrangement: Why Adult Children Cut Ties and How to Heal the Conflict. One of the most common reasons for this is past or present \u003Ca href=\"https:\u002F\u002Fwww.standalone.org.uk\u002Fwp-content\u002Fuploads\u002F2015\u002F12\u002FHiddenVoices.FinalReport.pdf\"\u003Eabuse\u003C\u002Fa\u003E by the parent, whether emotional, verbal, physical or sexual. \u003Ca href=\"https:\u002F\u002Fwww.google.com\u002Furl?q=https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F02654075211046305?journalCode%3Dspra&sa=D&source=docs&ust=1637244794712000&usg=AOvVaw0W0kn3ppJjZMZ2jWUtahBV\"\u003EDivorce\u003C\u002Fa\u003E is another frequent influence, with consequences ranging from the adult child “taking sides”, to new people coming into the family such as stepsiblings or stepparents, which can fuel divisions over both “financial and emotional resources”. \u003C\u002Fp\u003E\n\u003Cp\u003EClashes in values – as experienced by Scott and his parents – are also increasingly thought to play a role. A study published in October by Coleman and the University of Wisconsin, US, showed value-based disagreements were mentioned by \u003Ca href=\"https:\u002F\u002Fpsycnet.apa.org\u002Frecord\u002F2021-85856-001\"\u003Emore than one in three mothers of estranged children\u003C\u002Fa\u003E. Pillemer’s recent research has also \u003Ca href=\"https:\u002F\u002Fwww.karlpillemer.com\u002Fbooks\u002Ffault-lines\u002F\"\u003Ehighlighted value differences\u003C\u002Fa\u003E as a “major factor” in estrangements, with conflicts resulting from “issues such as same sex-preference, religious differences or adopting alternative lifestyles”.\u003C\u002Fp\u003E\n\u003Cp\u003EBoth experts believe at least part of the context for this is increased political and cultural polarisation in recent years. In the US, an Ipsos poll reported a \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fus-usa-trump-relationships-insight\u002Ffrom-disputes-to-a-breakup-wounds-still-raw-after-u-s-election-idUSKBN15M13L\"\u003Erise in family rifts\u003C\u002Fa\u003E after the 2016 election, while research by academics at Stanford University in 2012 suggested a larger proportion of parents could be unhappy if their children \u003Ca href=\"https:\u002F\u002Facademic.oup.com\u002Fpoq\u002Farticle-abstract\u002F76\u002F3\u002F405\u002F1894274\"\u003Emarried someone who supported a rival political party\u003C\u002Fa\u003E, which was far less true a decade earlier. A recent UK study found that one in 10 people had \u003Ca href=\"https:\u002F\u002Fwww.independent.co.uk\u002Fnews\u002Fuk\u002Fpolitics\u002Fbrexit-family-friends-argument-remain-leave-eu-opinion-poll-bmg-survey-a9147456.html\"\u003Efallen out with a relative over Brexit\u003C\u002Fa\u003E. “These studies highlight the way that identity has become a far greater determinant of whom we choose to keep close or to let go,” says Coleman.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b765ck"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-3"},{"bodyHtml":{"assets":[]},"calloutBodyHtml":"\u003Cp\u003EThis story is part of BBC's \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Ffamily-tree\"\u003EFamily Tree\u003C\u002Fa\u003E series, which examines the issues and opportunities parents, children and families face today – and how they'll shape the world tomorrow. Coverage continues on \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Ffuture\u002Ffamily-tree\"\u003EBBC Future\u003C\u002Fa\u003E.\u003C\u002Fp\u003E","calloutTitle":"Family Tree","cardType":"CalloutBox","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-4"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EScott says he’s never discussed his voting preferences with his parents. But his decision to cut them off was partly influenced by his and his wife’s heightened awareness of social issues, including the Black Lives Matter movement and MeToo. He says other adult children in his online support group have fallen out due to value-based disagreements connected to the pandemic, from older parents refusing to get vaccinated to rows over conspiracy theories about the source of the virus.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe mental health factor\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EExperts believe our growing awareness of mental health, and how toxic or abusive family relationships can affect our wellbeing, is also impacting on estrangement.\u003C\u002Fp\u003E\n\u003Cp\u003E“While there’s nothing especially modern about family conflict or a desire to feel insulated from it, conceptualising the estrangement of a family member as an expression of personal growth, as it is commonly done today, is almost certainly new,” says Coleman. “Deciding which people to keep in or out of one’s life has become an important strategy.”\u003C\u002Fp\u003E\n\u003Cp\u003ESam, who’s in her twenties and lives in the UK, says she grew up in a volatile household where both parents were heavy drinkers. She largely stopped speaking to her parents straight after leaving home for university, and says she cut ties for good after witnessing her father verbally abusing her six-year-old cousin at a funeral. Having therapy helped her recognise her own experiences as “more than just bad parenting” and process their psychological impact. “I came to understand that ‘abuse’ and ‘neglect’ were words that described my childhood. Just because I wasn't hit didn't mean I wasn't harmed.”\u003C\u002Fp\u003E\n\u003Cp\u003EShe agrees with Coleman it’s “becoming more socially acceptable” to cut ties with family members. “Mental health is more talked about now so it’s easier to say, ‘These people are bad for my mental health’. I think, as well, people are getting more confident at drawing their own boundaries and saying ‘no’ to people.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe rise of individualism\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EColeman argues our increased focus on personal wellbeing has happened in parallel with other wider trends, such as a shift towards a more “individualistic culture”. Many of us are much less reliant on relatives than previous generations.\u003C\u002Fp\u003E\n\u003Cp\u003E“Not needing a family member for support or because you plan to inherit the family farm means that who we choose to spend time with is based more on our identities and aspirations for growth than survival or necessity,” he explains. “Today, nothing ties an adult child to a parent beyond that adult child’s desire to have that relationship.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-5"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People are getting more confident at drawing their own boundaries and saying ‘no’ to people – Sam","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-6"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIncreased opportunities to live and work in different cities or even countries from our adult families can also help facilitate a parental break-up, simply by adding physical distance.\u003C\u002Fp\u003E\n\u003Cp\u003E“It’s been much easier for me to move around than it would have been probably 20 years ago,” agrees Faizah, who is British with a South Asian background, and has avoided living in the same area as her family since 2014. \u003C\u002Fp\u003E\n\u003Cp\u003EShe says she cut ties with her parents because of “controlling” behaviours like preventing her from going to job interviews, wanting an influence on her friendships and putting pressure on her to get married straight after her studies. “They didn’t respect my boundaries,” she says. “I just want to have ownership over my own life and make my own choices.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe impact of estrangement\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere are strong positives for many estranged adult children who’ve detached themselves from what they believe are damaging parental relationships. “The research shows that the majority of adult children say it was for the best,” says Coleman.\u003C\u002Fp\u003E\n\u003Cp\u003EBut while improved mental health and perceived increased freedom are common outcomes of estrangement, Pillemer argues the decision can also create feelings of instability, humiliation and stress.\u003C\u002Fp\u003E\n\u003Cp\u003E“The intentional, active severing of personal ties differs from other kinds of loss,” he explains. “In addition, people lose the practical benefits of being part of a family: material support, for example, and the sense of belonging to a stable group of people who know one another well.” \u003C\u002Fp\u003E\n\u003Cp\u003EFeelings of loneliness and stigma seem to have been exacerbated for many estranged people during the pandemic. While the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Ftechnology-52772428\"\u003E‘Zoom boom’\u003C\u002Fa\u003E enabled some families to feel closer and stay in touch more regularly, recent UK research suggests that adults with severed ties \u003Ca href=\"https:\u002F\u002Fwww.cam.ac.uk\u002Fresearch\u002Fnews\u002Fstigma-of-broken-family-relationships-compounded-by-lockdown\"\u003Efelt even more aware of missing out\u003C\u002Fa\u003E on family life during lockdown. Other studies point to Christmas and religious festivals being \u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Fchristmas-is-the-hardest-time-of-year-for-those-estranged-from-close-family-51699\"\u003Eespecially challenging periods for estranged relatives\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“I have my own family and my partner and my close friends, but nothing replaces those traditions you have with your parents,” agrees Faizah. Now in her thirties, she still finds the Muslim holiday Eid al-Fitr particularly tricky, even though she’s distanced herself from her parents’ religion. “It’s so tough. It’s so lonely... and I do miss my mum’s cooking.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-7"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b765mt"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-8"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EChoosing not to stay in touch with parents can have a knock-on effect on future family bonds and traditions, too. “For me, the biggest regret is my kids growing up without grandparents,” says Scott . “It’s preferable to [my parents] saying – gosh, I don’t know what – to them [but] I feel like my kids are missing out.”\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, all of this also has an impact on the parents who have, often unwillingly, been cut out of their children’s – and potentially grandchildren’s – lives. “Most parents are made miserable by it,” says Coleman. As well as losing their own footing in the traditional family unit, they typically “describe profound feelings of loss, shame and regret”.\u003C\u002Fp\u003E\n\u003Cp\u003EScott says his mother recently tried calling him. But he texted her saying he’d only consider re-establishing contact with his children if she recognised her comments had been “horribly racist” and apologised. So far, he says she hasn’t done that. “Even if all those things happened, I would always limit what I tell them about my life and certainly supervise any visits with the kids. Unfortunately, I don’t see any of that happening.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAttempting to bridge rifts?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWith political divisions centre-stage in many nations, as well as increasing individualism in cultures around the world, many experts believe the parent-child ‘break-up’ trend will stick around.\u003C\u002Fp\u003E\n\u003Cp\u003E“My prediction is that it's either going to get worse or stay the same,” says Coleman. “Family relationships are going to be based much more on pursuing happiness and personal growth, and less on emphasising duty, obligation or responsibility.”\u003C\u002Fp\u003E\n\u003Cp\u003EPillemer argues that we shouldn’t rule out attempting to bridge rifts, however, particularly those stemming from opposing politics or values (as opposed to abusive or damaging behaviours). \u003C\u002Fp\u003E\n\u003Cp\u003E“If the prior relationship was relatively close (or at least not conflictual), I think there is evidence that many family members can restore the relationship. It does involve, however, agreeing on a ‘demilitarised zone’ in which politics cannot be discussed,” he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-9"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It’s so tough. It’s so lonely... and I do miss my mum’s cooking – Faizah","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-10"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor his book, he interviewed over 100 estranged people who had successfully reconciled, and found the process was actually framed by many as “an engine for personal growth”. “It is of course not for everyone, but for a number of people, bridging a rift, even if the relationship was imperfect, was a source of self-esteem and personal pride.” \u003C\u002Fp\u003E\n\u003Cp\u003EHe argues that both more detailed longitudinal studies and clinical attention are needed to get the topic of estrangement further “out of the shadows and into the clear light of open discussion”. “We need researchers to find better solutions – both for people who want to reconcile, and for help in coping with people in permanent estrangements.”\u003C\u002Fp\u003E\n\u003Cp\u003EScott welcomes the growing interest in adult break-ups. “I think it will help lots of people,” he says. “There is still a big stigma around estrangement. We see these questions in the group a lot: ‘What do you tell people?’ or ‘How do you bring it up when dating?\".\u003C\u002Fp\u003E\n\u003Cp\u003EBut he’s unlikely to reconcile with his own parents, unless they recognise they’ve been racist. “The whole ‘blood is thicker than water’ - I mean, that's great if you have a cool family, but if you're saddled with toxic people, it's just not doable.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003EScott, Sam and Faizah are all using one name to protect their and their families’ privacy\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents-11"}],"collection":["worklife\u002Fpremium-collection\u002Ffamily-tree"],"disableAdverts":false,"displayDate":"2021-12-01T14:17:10Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Family estrangement: Why adults are cutting off their parents","headlineShort":"A silent epidemic of family break-ups?","image":["p0b76bbm"],"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":"6183c2c945ceed0d2f73335b"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210804-birdnesting-the-divorce-trend-in-which-parents-rotate-homes","worklife\u002Farticle\u002F20211122-does-sibling-rivalry-ever-end","worklife\u002Farticle\u002F20211105-the-parents-who-track-their-children"],"relatedTag":null,"summaryLong":"Polarised politics and a growing awareness of how difficult relationships can impact our mental health are fuelling family estrangement, say psychologists.","summaryShort":"\"The declaration of 'I am done' with a family member is a powerful phenomenon\"","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-11-30T20:52:32.641051Z","entity":"article","guid":"14a28f8d-afdb-46d0-8404-d7399a5f8d1a","id":"worklife\u002Farticle\u002F20211201-family-estrangement-why-adults-are-cutting-off-their-parents","modifiedDateTime":"2021-12-20T13:44:19.229832Z","project":"worklife","slug":"20211201-family-estrangement-why-adults-are-cutting-off-their-parents","cacheLastUpdated":1642280100076},"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":"6183c2c645ceed0a4f5255fe","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"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":[],"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":[],"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":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"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":[],"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":1642280100078},"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":"6183c28745ceed6a71092109","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":1642280100093},"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":"6183c27945ceed64ed12b774","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\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\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":"2021-12-20T13:34:34.442417Z","project":"worklife","slug":"20210727-the-rise-of-never-ending-job-interviews","cacheLastUpdated":1642280100092},"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":"6183c26445ceed612e4533ab","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\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp 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":"6183c2c945ceed0d2f73335b"}],"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":"2021-12-20T13:43:08.46502Z","project":"worklife","slug":"20210903-why-rage-quitting-is-all-the-rage-this-year","cacheLastUpdated":1642280100078},"worklife\u002Farticle\u002F20210813-how-mindfulness-could-make-you-selfish":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210813-how-mindfulness-could-make-you-selfish","_id":"6183c26645ceed612a09de8a","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Mindfulness may have many benefits – but the latest research shows it can also make some people more selfish.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMindfulness is said to do \u003Ca href=\"https:\u002F\u002Fwww.apa.org\u002Fmonitor\u002F2012\u002F07-08\u002Fce-corner\"\u003Emany things for our psyche\u003C\u002Fa\u003E: it can increase our self-control, sharpen our concentration, extend our working memory and boost our mental flexibility. With practice, we should become less emotionally reactive – allowing us to deal with our problems more calmly. \u003C\u002Fp\u003E\n\u003Cp\u003EOne ‘benefit’ that you might not expect to gain, however, is heightened egotism. Yet a recent study suggests that, in some contexts, practicing mindfulness really can exaggerate some people’s selfish tendencies. With their increased inward focus, they seem to forget about others, and are less willing to help those in need. \u003C\u002Fp\u003E\n\u003Cp\u003EThis finding, alone, should not be a cause for you to cease meditating, if you do find it useful in other ways. But it adds to a growing body of research suggesting that mindfulness training can have undesirable side effects as well as potential benefits – and many psychologists now believe that the potentially negative consequences of certain meditative practices should be advertised alongside the hype. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe ‘me’ in meditation\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe \u003Ca href=\"https:\u002F\u002Fpsyarxiv.com\u002Fxhyua\u002F\"\u003Estudy\u003C\u002Fa\u003E comes from Michael Poulin, an associate professor in psychology at the State University of New York at Buffalo, who wanted to investigate whether the effects of mindfulness might depend on its cultural context and the existing values of the people who are practicing it.\u003C\u002Fp\u003E\n\u003Cp\u003EHe was particularly interested in the ways people think about themselves – their “self-construal”. Some people take a more independent viewpoint, focused on personal characteristics. If they are asked to describe themselves, they might emphasise their intelligence or their sense of humour. People with an interdependent view, on the other hand, tend to think of themselves in terms of their relations to others. If they are asked to describe themselves, they might say that they are a “daughter” or “father” or “college freshman” – things that emphasise social roles or group membership.\u003C\u002Fp\u003E\n\u003Cp\u003EWithin any population, there will be a mix of both attitudes, but on average interdependence is higher in Asian countries like China and India – where Buddhism originated – whereas \u003Ca href=\"https:\u002F\u002Fwww.cambridge.org\u002Fcore\u002Fjournals\u002Fbehavioral-and-brain-sciences\u002Farticle\u002Fabs\u002Fweirdest-people-inthe-world\u002FBF84F7517D56AFF7B7EB58411A554C17\"\u003Epeople in the US, UK and Europe tend to be more independent-minded\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210813-how-mindfulness-could-make-you-selfish-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Man meditating","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210813-how-mindfulness-could-make-you-selfish-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETo see whether this would influence the effects of mindfulness in the West, Poulin invited 366 college students into the lab and first gave them a questionnaire measuring their independence or interdependence. \u003C\u002Fp\u003E\n\u003Cp\u003EHalf were then asked to perform a meditation focused on the sensation of breathing. The control group were given a “sham” meditation that involved sitting and letting their mind wander for 15 minutes. The exercise may have been relaxing, but it wasn’t designed to increase their mindfulness. \u003C\u002Fp\u003E\n\u003Cp\u003ENext came a test of pro-social behaviour, in which the students were told about a new project to help fund a charity for the homeless. They were then given the opportunity to stuff envelopes with marketing material advertising the scheme, which would be sent to the university’s alumni – but they were told there was no obligation to do so, if they wished to leave early. \u003C\u002Fp\u003E\n\u003Cp\u003ESure enough, Poulin found that the \u003Ca href=\"https:\u002F\u002Fpsyarxiv.com\u002Fxhyua\u002F\"\u003Eeffects of the meditation depended on people’s existing attitudes\u003C\u002Fa\u003E. If they were already interdependent, then the people who took the mindfulness exercise were willing to spend much more time on the charitable task; overall, they stuffed about 17% more envelopes than the control group. If they were independent-minded, however, the exact opposite occurred – the mindfulness had made them even more self-centred, so they were less willing to help the homeless. Overall, they stuffed around 15% fewer envelopes than the control group. \u003C\u002Fp\u003E\n\u003Cp\u003ETo be sure the finding was robust, Poulin’s team conducted a second experiment, in which the participants were first given a short text written either in the first-person singular \u003Cem\u003E(I)\u003C\u002Fem\u003E, or first-person plural \u003Cem\u003E(we). \u003C\u002Fem\u003EAs they read the text, they had to click on all the pronouns – a simple task \u003Ca href=\"https:\u002F\u002Fdoi.org\u002F10.1111\u002F1467-9280.00162\"\u003Eknown to prime either independent or interdependent thinking\u003C\u002Fa\u003E. They then completed the meditation tasks and, to test their pro-sociality, were asked whether they wanted to devote time to chat online with potential donors for the homelessness charity. \u003C\u002Fp\u003E\n\u003Cp\u003EOnce again, the mindfulness exercise exaggerated the effects of their self-perception, driving increased altruism among the interdependent-minded, and decreased altruism among the more independent-minded. \u003C\u002Fp\u003E\n\u003Cp\u003EGiven that many Americans \u003Ca href=\"https:\u002F\u002Fdoi.org\u002F10.1037\u002F0033-295X.98.2.224\"\u003Escore highly on measures of the independent self-construal\u003C\u002Fa\u003E, that’s a lot of mindfulness practitioners who may be affected. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘McMindfulness’\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe finding provides new material for critics of the mindfulness movement. \u003C\u002Fp\u003E\n\u003Cp\u003ERonald Purser, a professor of management at San Francisco State University, has been chief among them. In his book McMindfulness: How Mindfulness Became the New Capitalist Spirituality, published in 2019, he described the ways that the ancient practices have become divorced from the original Buddhist teachings.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210813-how-mindfulness-could-make-you-selfish-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Mindfulness has become a stripped-down, DIY, self-help technique – Ronald Purser","id":"worklife\u002Farticle\u002F20210813-how-mindfulness-could-make-you-selfish-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Mindfulness practice was intended to lead to the clear insight that despite appearing separate, all phenomena – including our sense of self – are, in their true nature, relative and interdependent,” he tells me. In many of its new incarnations in the West, however, it is marketed as a tool to boost productivity and performance. “Mindfulness has become a stripped-down, DIY, self-help technique,” says Purser – another tool to get ahead of others. He was not surprised by Poulin’s findings – anecdotally, he had heard of similar effects. \u003C\u002Fp\u003E\n\u003Cp\u003EThomas Joiner, a professor of psychology at Florida State University and author of Mindlessness: The Corruption of Mindfulness in a Culture of Narcissism, is similarly emphatic. He says that the Buddhist practices have been “perverted” into “a self-focused, self-glorification mechanism”. Like Purser, he believes that Poulin’s paper helps to show the consequences of this. “I think it makes my case that when you take genuine mindfulness and drop it into certain context, a monstrosity can result.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe Middle Way\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EIt is fair to say that Purser’s and Joiner’s views on mindfulness fall at the more extreme end of the spectrum; in general, psychologists studying mindfulness remain optimistic about the practice’s potential to improve wellbeing in many areas of life. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.psychologicalscience.org\u002Fnews\u002Freleases\u002Fmindfulness-and-meditation-need-more-rigorous-study.html\"\u003EThere does, however, seem to be increasing concern that some the benefits have been overhyped\u003C\u002Fa\u003E, and that the potential downsides have been under-investigated. Some studies suggest that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210202-how-mindfulness-can-blunt-your-feelings-and-spike-anxiety\"\u003Emindfulness can heighten anxiety and trigger panic attacks\u003C\u002Fa\u003E in certain people, for example – a danger that is not often mentioned in the many books, apps and courses promoting the practice. \u003C\u002Fp\u003E\n\u003Cp\u003EWe need much more transparency about these less-desirable side-effects – including its potential to increase selfish behaviour. “I absolutely think that those who promote or practise mindfulness should be aware of this potential issue,” says Poulin.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210813-how-mindfulness-could-make-you-selfish-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"Woman meditating","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210813-how-mindfulness-could-make-you-selfish-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWe also need greater research into the many kinds of mindfulness techniques. Mindful breathing, which Poulin used in his experiment, is the most popular mindfulness exercise, and if you have only a superficial interest in the field, it may be the only technique you know. But there are many others, each of which may help to develop a particular set of skills. \u003C\u002Fp\u003E\n\u003Cp\u003ETania Singer, the director of the Max Planck Institute for Human Cognitive and Brain Sciences in Leipzig, Germany, has provided some of the strongest evidence for \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Farticle\u002F10.1007\u002Fs12671-017-0716-z\"\u003Ethe diverse effects of the different techniques with a detailed nine-month trial\u003C\u002Fa\u003E. Over many sessions, the participants completed exercises aimed at improving “presence”, such as mindful breathing, as well as techniques such as “\u003Ca href=\"https:\u002F\u002Fggia.berkeley.edu\u002Fpractice\u002Floving_kindness_meditation\"\u003Eloving kindness meditation\u003C\u002Fa\u003E”, which involved deliberately thinking about our sense of connection with others – including close friends and complete strangers. They also took part in pair work aimed at “mindful listening”, in which each person had to pay particular attention to another’s descriptions of emotional situations. \u003C\u002Fp\u003E\n\u003Cp\u003EAll the while, Singer tracked the effects with detailed questionnaires, including measures of compassion – which increased significantly following the loving-kindness meditation and pair work. Intriguingly, these exercises also seemed to produce the \u003Ca href=\"https:\u002F\u002Fadvances.sciencemag.org\u002Fcontent\u002Fadvances\u002F3\u002F10\u002Fe1700495.full.pdf\"\u003Ebiggest reduction in people’s stress responses\u003C\u002Fa\u003E. “You learn not just to listen empathically; you learn to open up your own vulnerability.” This allowed the participants to recognise the “shared humanity” of positive and negative feelings, she says – a mindset that subsequently helped them to better cope with stressful situations in the rest of their life.\u003C\u002Fp\u003E\n\u003Cp\u003EPoulin agrees that these other mindfulness techniques may counteract the effects he had observed, for people who follow a comprehensive programme. He is more concerned about overly simplistic courses that market mindfulness as a simple way to gain a brain boost. “With the rise of apps and the use of mindfulness within corporations to increase productivity, for example, sometimes the moral dimension of mindfulness is lacking,” he says. \u003C\u002Fp\u003E\n\u003Cp\u003EAny time we try to change our mental function, it has the potential to create widespread consequences for our behaviour – and we should be cautious of any product or service that claims to offer a “quick fix”. It is time, in other words, to be a bit more mindful about the way we use mindfulness.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"http:\u002F\u002Fwww.davidrobson.me\u002Fthe-intelligence-trap\"\u003E\u003Cem\u003EDavid Robson\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E is the author of The Intelligence Trap: Why Smart People Make Dumb Mistakes. His next book is The Expectation Effect: How Your Mindset Can Change Your World, to be published in early 2022. He is \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fwww.twitter.com\u002Fd_a_robson\"\u003E\u003Cstrong\u003E@d_a_robson\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E on Twitter.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210813-how-mindfulness-could-make-you-selfish-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-08-17T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How mindfulness could make you selfish","headlineShort":"Can mindfulness make you selfish?","image":[],"imageAlignment":"centre","imageAltText":"Woman meditating","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Mindfulness may have many benefits – but the latest research shows it can also make some people more selfish.","summaryShort":"How mindfulness could backfire and inflate your ego","tag":[],"textToSpeech":false,"creationDateTime":"2021-08-16T20:50:40.264529Z","entity":"article","guid":"e68b5676-2c8a-4898-b520-f960c1626ea7","id":"worklife\u002Farticle\u002F20210813-how-mindfulness-could-make-you-selfish","modifiedDateTime":"2021-09-02T05:27:54.548635Z","project":"worklife","slug":"20210813-how-mindfulness-could-make-you-selfish","cacheLastUpdated":1642280100080},"worklife\u002Farticle\u002F20210830-how-narcissists-climb-the-career-ladder-quickly":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210830-how-narcissists-climb-the-career-ladder-quickly","_id":"6183c27145ceed69a31608c1","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"People with a high degree of narcissism get promoted faster, new research shows. Why?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMuch ink has been spilled on the dangers of the narcissistic CEO. They tend to instil an \u003Ca href=\"https:\u002F\u002Fnewsroom.haas.berkeley.edu\u002Fresearch\u002Fhow-narcissistic-leaders-infect-their-organizations-culture\u002F\"\u003Eindividualistic culture throughout the corporation, which reduces collaboration and integrity\u003C\u002Fa\u003E. They are known make \u003Ca href=\"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002FJMP-01-2019-0042\u002Ffull\u002Fhtml\"\u003Erash\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F0149206317699521\"\u003Erisky decisions that can weaken a company’s long-term resilience\u003C\u002Fa\u003E, and they are more likely to \u003Ca href=\"https:\u002F\u002Fmeridian.allenpress.com\u002Fjata\u002Farticle-abstract\u002F38\u002F1\u002F1\u002F60619\u002FCEO-Narcissism-and-Corporate-Tax-Sheltering?redirectedFrom=fulltext\"\u003Eengage in aggressive tax avoidance\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.jstor.org\u002Fstable\u002F42001858\"\u003Ecommit managerial fraud\u003C\u002Fa\u003E. Some management scientists have even speculated that \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Farticle\u002F10.1007\u002Fs11301-020-00194-6\"\u003Enarcissism can bring down entire companies\u003C\u002Fa\u003E, as may have been the case with the fall of Enron in 2001.\u003C\u002Fp\u003E\n\u003Cp\u003EDespite these serious concerns about narcissistic leadership, surprisingly little is known about the way ways that these self-centred and over-confident people arrive at their positions of power in the first place. Does the ambition and hubris of narcissism actively help someone to be promoted, so that they are \u003Cem\u003Emore\u003C\u002Fem\u003E likely to reach the top than the average person? Or are narcissistic leaders a toxic, but rather uncommon, phenomenon in the average workplace?\u003C\u002Fp\u003E\n\u003Cp\u003EA new paper by Italian researchers attempts to close that gap in our knowledge – and it has some serious implications for the ways that companies select and reward their employees. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow ‘stars’ are born\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThere are many good reasons for suspecting that narcissists might get ahead more quickly than their colleagues. Without the humility that would prevent others from tooting their own horn, narcissists may be \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Ffull\u002F10.1177\u002F0149206318785240\"\u003Eespecially good at self-promotion\u003C\u002Fa\u003E and ensuring that their contributions are recognised – even if they do not deserve to be held in such high esteem. (A 2017 study found that \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fabs\u002Fpii\u002FS0191886916312181\"\u003Enarcissists’ high appraisal of their own performance does not match objective measures of their actual achievements\u003C\u002Fa\u003E – which are no more remarkable than those of the people around them.)\u003C\u002Fp\u003E\n\u003Cp\u003EThanks to their inflated view of themselves, narcissists may also present more ambitious plans for the future, which could impress their bosses or recruitment panels until they eventually reach the top job.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210830-how-narcissists-climb-the-career-ladder-quickly-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Without the humility that would prevent others from tooting their own horn, narcissists may be especially good at self-promotion","id":"worklife\u002Farticle\u002F20210830-how-narcissists-climb-the-career-ladder-quickly-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENone of these points are inevitable, though. You could just as easily argue that a narcissist’s constant vying for attention would alienate the people around them. In a just world, their unfounded arrogance would become apparent, while more modest colleagues would be recognised for their genuine hard work. (In Aesop’s fable, after all, it is the slow-and-steady tortoise who manages to beat the boastful but lazy hare.) \u003C\u002Fp\u003E\n\u003Cp\u003EUntil now, it has been unclear which of these two scenarios is more common – a fact that inspired Paola Rovelli, assistant professor at the Free University of Bozen-Bolzano, and Camilla Curnis, a PhD student at the Milan Polytechnic University, to investigate the issue themselves, with a large survey of Italy’s top management. “When we started developing our interest towards CEO narcissism, we noticed that the literature had mainly focused on the consequences of this trait on the firm,” the pair told BBC Worklife in an email. \u003C\u002Fp\u003E\n\u003Cp\u003ETheir study is based on data from a former survey of around 200 Italian CEOs, who had previously answered in-depth questions about the management of their firms. As a follow-up, Rovelli and Curnis asked the CEOs to complete the \u003Ca href=\"https:\u002F\u002Fopenpsychometrics.org\u002Fprintable\u002Fnarcissistic-personality-inventory.pdf\"\u003ENarcissistic Personality Inventory\u003C\u002Fa\u003E, in which they had to choose between 40 pairs of statements, such as:\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E1:\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003Ea) I have a natural talent for influencing people\u003Cbr \u002F\u003E\u003Cbr \u002F\u003E\u003C\u002Fem\u003E\u003Cem\u003Eb) I am no good at influencing people\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E2:\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003E a) When people compliment me I sometimes get embarrassed\u003Cbr \u002F\u003E\u003Cbr \u002F\u003E\u003C\u002Fem\u003E\u003Cem\u003Eb) I know I am good because everyone keeps telling me so\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E3:\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003Ea) The thought of ruling the world frightens the hell out of me\u003Cbr \u002F\u003E\u003Cbr \u002F\u003E\u003C\u002Fem\u003E\u003Cem\u003Eb) If I ruled the world it would be a better place\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E4:\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003Ea) I insist on getting the respect that is due to me\u003Cbr \u002F\u003E\u003Cbr \u002F\u003E\u003C\u002Fem\u003E\u003Cem\u003Eb) I usually get the respect I deserve\u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn each case, one option is assumed to be more self-aggrandising than the other. (In these sample items, that would be 1a, 2b, 3b, 4a.) By counting how many times a person picks the narcissistic alternative, the scientist arrives at their NPI score, which appears to predict many real-life behaviours associated with the trait.\u003C\u002Fp\u003E\n\u003Cp\u003ERovelli and Curnis compared these scores to data from their CVs, including information about their education and professional experience, and their positions and promotions within their organisations.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210830-how-narcissists-climb-the-career-ladder-quickly-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210830-how-narcissists-climb-the-career-ladder-quickly-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOverall, they found that \u003Ca href=\"https:\u002F\u002Fwww.sciencedirect.com\u002Fscience\u002Farticle\u002Fpii\u002FS1048984320301168\"\u003Esomeone with a high degree of narcissism was around 29% faster in their career progression to the position of CEO\u003C\u002Fa\u003E, compared to the average candidate of similar qualifications. Sadly, for all the hardworking-but-humble workers out there, it seems that narcissists’ constant self-promotion really does pay off in the long-term.\u003C\u002Fp\u003E\n\u003Cp\u003EInterestingly, this was the true for family and non-family businesses. As viewers of TV shows such as Succession might already suspect, loyalty to someone’s relatives cannot stand in the way of an egotistical schemer who is determined to get ahead.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s worth noting that the effects of narcissism on someone’s career trajectory may depend on someone’s gender. Thanks to implicit or explicit sexism, recruiters may generally be more forgiving of ambition in men than in women, for example. Rovelli and Curnis did note that women tended to have slightly lower narcissism scores, but the generally small number of female CEOs in their sample meant that they were unable to come to any firm conclusions – though they hope to investigate the question in the future. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESpotting the narcissist\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ERovelli and Curnis believe that their results have serious implications for the workplace, since they show that narcissistic people are still favoured despite the well-known problems they present to their companies. “Our results are somewhat worrying,” say Rovelli and Curnis. They point out that the narcissists’ rapid promotion could mean they lack the necessary experience to carry out their responsibilities – which could exacerbate the effects of their rash and dishonest decision making.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EFortunately, there are some practical steps that any organisation could take to minimise narcissists’ impact on the workplace.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210830-how-narcissists-climb-the-career-ladder-quickly-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Thanks to implicit or explicit sexism, recruiters may generally be more forgiving of ambition in men than in women","id":"worklife\u002Farticle\u002F20210830-how-narcissists-climb-the-career-ladder-quickly-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIdeally, this should begin with smarter recruitment – to identify someone with problematic tendencies before they ever reach a position where they could wreak damage. And simply practicing due diligence with references and background checks would be an excellent start, says Ian MacRae, a psychologist and author of the forthcoming book Dark Social: Understanding the Dark Side of Work, Personality and Social Media. “I'm still astonished at how often people skip over this for senior positions – especially when the candidate is very charming.”\u003C\u002Fp\u003E\n\u003Cp\u003EMacRae’s second suggestion is to use a diverse hiring panel and to note how the candidate responds to people of different status within the organisation. “Narcissists are very good at 'managing up', but then tend to treat people they perceive as lower status very differently. But if you don't have any diversity of evaluators in the hiring process, you're unlikely to pick this up.”\u003C\u002Fp\u003E\n\u003Cp\u003EMore generally, MacRae argues that organisations can curb narcissists’ tendencies by overtly rewarding ethical behaviour, creating a system that will naturally appeal to narcissists’ sense of competition. “If the system rewards prosocial behaviour and does not tolerate antisocial behaviour, such as bullying or malicious gossip, then narcissists will use the strategies they see to be effective to climb the ladder.”\u003C\u002Fp\u003E\n\u003Cp\u003EIf these findings have led you to recognise narcissistic tendencies in your own boss or colleagues, there may be little you can do to curb their more excessive displays of self-interest. But you can try to use your understanding of their personality to limit their effects on your career.\u003Cbr \u002F\u003E\u003Cbr \u002F\u003ENarcissists tend to respond badly to direct challenges to their authority, for instance. So if you do need to question their actions or to suggest a new strategy, \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2016\u002F04\u002Fhow-to-work-for-a-narcissistic-boss\"\u003Etry to frame it in a way that might appeal to their ego\u003C\u002Fa\u003E. Once you have made it clear how your plans might benefit them and their reputation, as well as yourself, they will be far more likely to agree.\u003C\u002Fp\u003E\n\u003Cp\u003EYou should also try to make sure that your own talents are clearly visible to other members of management – otherwise, there’s the risk that the narcissist will simply piggyback off your achievements to further their own career. When you are up against a narcissist, you may need to sacrifice some of your usual modesty. \u003C\u002Fp\u003E\n\u003Cp\u003ECoping with others’ narcissism may be an unfortunate fact of working life – but with a greater awareness of their behaviours and the risks they pose, we can all try to ensure that they are not unfairly rewarded for their hubris.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"http:\u002F\u002Fwww.davidrobson.me\u002Fthe-intelligence-trap\"\u003E\u003Cem\u003EDavid Robson\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E is the author of The Intelligence Trap: Why Smart People Make Dumb Mistakes. His next book is The Expectation Effect: How Your Mindset Can Change Your World, to be published in early 2022. He is \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fwww.twitter.com\u002Fd_a_robson\"\u003E\u003Cstrong\u003E@d_a_robson\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E on Twitter\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210830-how-narcissists-climb-the-career-ladder-quickly-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-09-01T14:42:57Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How narcissists climb the career ladder quickly","headlineShort":"How narcissists climb the ladder","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"People with a high degree of narcissism get promoted faster, new research shows. Why?","summaryShort":"Why self-centred workers keep getting promoted","tag":[],"textToSpeech":false,"creationDateTime":"2021-08-31T21:50:09.716572Z","entity":"article","guid":"74af1d8e-af49-4bde-b886-7c277e4be61d","id":"worklife\u002Farticle\u002F20210830-how-narcissists-climb-the-career-ladder-quickly","modifiedDateTime":"2021-09-02T05:28:35.299873Z","project":"worklife","slug":"20210830-how-narcissists-climb-the-career-ladder-quickly","cacheLastUpdated":1642280100084},"worklife\u002Farticle\u002F20210722-why-we-dont-dole-out-many-compliments-but-should":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210722-why-we-dont-dole-out-many-compliments-but-should","_id":"6183c26f45ceed65d3159675","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Giving compliments makes us anxious, but new research shows that praising people has huge benefits – for both parties.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“The happy phrasing of a compliment,” the writer Mark Twain once noted, “is one of the rarest of human gifts, and the happy delivery of it another.”\u003C\u002Fp\u003E\n\u003Cp\u003ETwain was describing a meeting with the Emperor of Germany, who had praised his books. But we can all surely identify with the sentiment: receiving sincere and well-expressed praise can feel as good as an unexpected windfall.\u003C\u002Fp\u003E\n\u003Cp\u003EUnfortunately, our anxieties about the ways others may perceive our own words can prevent us from giving compliments ourselves. No one, after all, wants to come across as clumsy, patronising or fawning. \u003C\u002Fp\u003E\n\u003Cp\u003E“Compliments are the easiest way to make other people – and, as a result, ourselves – feel better,” says Nicholas Epley, a professor of behavioural science at the University of Chicago. “But when a kind thought comes to mind, people often don’t say it.”\u003C\u002Fp\u003E\n\u003Cp\u003EYet three new studies on the psychology of compliment giving and receiving suggest that our fears about the ways our praise will be received are completely unfounded. And by letting go of that awkwardness, we could all enjoy better relationships with our friends, family members and colleagues.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe rule of reciprocity\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt is only relatively recently that psychologists have paid much attention to our compliments, with the majority of early research examining their persuasive potential.\u003C\u002Fp\u003E\n\u003Cp\u003EIn one memorable study from 2010, Naomi Grant, an associate professor in psychology at Mount Royal University in Calgary, invited participants to take part in a study of “impression formation”. As the participants filled in a rather dull questionnaire, an actor – posing as an introductory psychology student – struck up a conversation that involved casually complimenting the participant’s clothing. After a bit more idle chat, the actor then mentioned that they were handing out flyers about a university careers event, and asked the participant whether they would like to take a handful to hand around themselves.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210722-why-we-dont-dole-out-many-compliments-but-should-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The more people believe that one good turn deserves another, the more likely they are to follow a compliment with a helpful deed","id":"worklife\u002Farticle\u002F20210722-why-we-dont-dole-out-many-compliments-but-should-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe effects of the flattery were dramatic, with\u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F01973533.2010.497456\"\u003E 79% of the participants offering to help with the event publicity\u003C\u002Fa\u003E, compared with only 46% of participants in a control group, who had not received the compliment.\u003C\u002Fp\u003E\n\u003Cp\u003EGrant’s most recent study shows that \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F01973533.2010.497456\"\u003Ethis comes from a sense of reciprocity\u003C\u002Fa\u003E. In general, the more people believe that one good turn deserves another, the more likely they are to follow a compliment with a helpful deed. In English, we often say that we are “paying” someone a compliment – and Grant’s research would suggest that we often do consider it to be part of a transaction.\u003C\u002Fp\u003E\n\u003Cp\u003EThe sense of reciprocity may also explain why positive feedback can be such a powerful tool in the workplace. A study by researchers at technology company Intel and Duke University in the US showed that verbal praise was \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002Fabs\u002F10.1177\u002F0149206314535441\"\u003Emore effective at increasing productivity than cash bonuses\u003C\u002Fa\u003E. “People generally don’t realise that something so small could have such a big impact,” explains Vanessa Bohns, a professor of social psychology at Cornell University, US, and author of You Have More Influence Than You Think.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ENeglected benefits\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EUnfortunately, Bohns’s own research shows that we rarely appreciate the power of our words. \u003C\u002Fp\u003E\n\u003Cp\u003EWorking with Erica Boothby at the University of Pennsylvania, Bohns asked participants to go to an assigned location on campus and to deliver a small compliment to a random stranger. (To reduce potential misunderstandings about their motives, the participants were asked to approach someone of the same gender.) To check their preconceptions, the participants first had to estimate how pleased, flattered or awkward the person would feel to receive the praise. After they delivered the comment, they then gave the recipient of their compliment a sealed envelope containing a short survey questioning how the stranger \u003Cem\u003Eactually\u003C\u002Fem\u003E felt about the exchange.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210722-why-we-dont-dole-out-many-compliments-but-should-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210722-why-we-dont-dole-out-many-compliments-but-should-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAcross numerous experiments, the researchers found that the participants significantly under-estimated \u003Ca href=\"https:\u002F\u002Fdoi.org\u002F10.1177\u002F0146167220949003\"\u003Ehow happy the other person would be to hear the praise\u003C\u002Fa\u003E, and significantly over-estimated how cringe-worthy they would find the encounter. “They felt like this interaction was going to go super awkwardly, and that they would be kind of clumsy in their delivery,” says Bohns. But the real exchange was far more pleasant.\u003C\u002Fp\u003E\n\u003Cp\u003EEpley has been exploring similar ideas with Xuan Zhao, a psychologist at Stanford University – but rather than focusing on exchanges between strangers, they asked their participants to compliment someone that they already knew. Like Bohns and Boothby, Epley and Zhao found that the participants were consistently pessimistic in their predictions of the conversation. They assumed that their acquaintance would be less pleased, and feel more awkward, than they actually felt when receiving the compliment.\u003C\u002Fp\u003E\n\u003Cp\u003EDelving further, Epley and Zhao found that these fears seemed to arise from the participants’ perceptions of their own social “competence”; they worried they wouldn’t articulate the compliment correctly, without striking the wrong tone. “It turns out the recipient doesn’t give two farts about that,” says Epley. “They just care about how nice or kind the compliment is.” (The study is awaiting publication at \u003Ca href=\"https:\u002F\u002Fpsyarxiv.com\u002Fd7cra\"\u003Ethe Journal of Personality and Social Psychology\u003C\u002Fa\u003E.) \u003C\u002Fp\u003E\n\u003Cp\u003E“It’s about letting the other person feel seen,” says Zhao.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECompliment calendars\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThere is, of course, the danger that you might overdo it. If you compliment a friend, partner or colleague excessively, they might become bored of your praise or even start to find it a bit cloying.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210722-why-we-dont-dole-out-many-compliments-but-should-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The etiquette is to stick to compliments that really convey someone's social value – Vanessa Bohns","id":"worklife\u002Farticle\u002F20210722-why-we-dont-dole-out-many-compliments-but-should-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet further work by Epley and Zhao suggests that this reaction, too, is far less likely than we might believe. In this study, they again recruited pairs of participants who already knew each other. One member of each pair was asked down five separate compliments for their acquaintance. The researchers then delivered these compliments to the recipient, piecemeal over the following week, with one compliment a day.\u003Cbr \u002F\u003E\u003Cbr \u002F\u003EOverall, the recipients’ pleasure at hearing the praise \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Fabs\u002F10.1080\u002F15298868.2020.1761438?journalCode=psai20\"\u003Edid not decline over the course of the week\u003C\u002Fa\u003E. “They just felt great, every day,” says Epley.\u003C\u002Fp\u003E\n\u003Cp\u003EIf you are hoping to apply this research yourself, Bohns emphasises the importance of context. Clearly it is not appropriate to compliment someone’s appearance if there is ever any risk that you might be objectifying them. “The etiquette is to stick to compliments that really convey someone's social value,” she says. That might include praise on a presentation, or the way they handled a difficult client.\u003C\u002Fp\u003E\n\u003Cp\u003EIf you do have a kind thought that marks genuine respect for the other person, the message of the scientific research is clear: share it. Contrary to Twain’s aphorism, you do not require any rare gift to show your appreciation of someone’s best qualities.\u003C\u002Fp\u003E\n\u003Cp\u003E“It doesn’t cost anything,” says Zhao. “It’s a really efficient way to make other people feel happy.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"http:\u002F\u002Fwww.davidrobson.me\u002Fthe-intelligence-trap\"\u003E\u003Cem\u003E\u003Cstrong\u003EDavid Robson\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E is the author of \u003Cstrong\u003EThe Intelligence Trap: Why Smart People Make Dumb Mistakes\u003C\u002Fstrong\u003E (out now in paperback). His next book is \u003Cstrong\u003EThe Expectation Effect: How Your Mindset Can Change Your World\u003C\u002Fstrong\u003E, to be published in early 2022. He is \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fwww.twitter.com\u002Fd_a_robson\"\u003E\u003Cem\u003E\u003Cstrong\u003E@d_a_robson\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E on Twitter.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210722-why-we-dont-dole-out-many-compliments-but-should-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-07-27T14:15:09Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why we don't dole out many compliments – but should","headlineShort":"The selfish reason to praise others","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Giving compliments makes us anxious, but new research shows that praising people has huge benefits – for both parties.","summaryShort":"We rarely tell people we value them as often as we should. Why does it matter?","tag":[],"textToSpeech":false,"creationDateTime":"2021-07-26T20:47:49.146274Z","entity":"article","guid":"11b96f69-ed19-49be-b3bb-b4a53189a028","id":"worklife\u002Farticle\u002F20210722-why-we-dont-dole-out-many-compliments-but-should","modifiedDateTime":"2021-09-02T05:26:48.203495Z","project":"worklife","slug":"20210722-why-we-dont-dole-out-many-compliments-but-should","cacheLastUpdated":1642280100084},"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation","_id":"6183c27045ceed66f41a6d4a","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Long in the shadows, asexuality is finally becoming increasingly visible. It could help young people find themselves and their identities, and change the way we think about sexuality.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn a live video stream on 6 April, UK-based model and asexual activist Yasmin Benoit \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=ED5MBGRCOek\"\u003Emoderated a panel\u003C\u002Fa\u003E featuring participants from Belgium, Brazil, Vietnam, Pakistan, Nepal and Nigeria. All of them identify as somewhere on the asexual (“ace”) and\u002For aromantic (“aro”) spectrum. The panellists discussed their involvement in their respective countries’ asexuality community, as part of an event honouring the first ever International Asexuality Day.\u003C\u002Fp\u003E\n\u003Cp\u003ETheir experiences vary, from well supported to outright dangerous. In Belgium, Martine said she’s found support and inclusivity from her government and the country’s wider LGBTQ+ organisation; on the other end, Jan in Nigeria noted that \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fav\u002Fworld-africa-50907297\"\u003Elaws “criminalise queer gatherings\u003C\u002Fa\u003E”. But, regardless of global location, the issue of visibility was at the core of nearly all their responses.\u003C\u002Fp\u003E\n\u003Cp\u003EIndeed, asexuality – defined generally as \u003Ca href=\"https:\u002F\u002Fwww.asexuality.org\u002F?q=general.html\"\u003Enot experiencing sexual attraction\u003C\u002Fa\u003E – has been \u003Ca href=\"https:\u002F\u002Ftime.com\u002F2889469\u002Fasexual-orientation\u002F\"\u003Ecalled “the invisible orientation”\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIt tends to be misunderstood and under-discussed; people may not believe someone can really be asexual, or they dismiss asexuality entirely. Common misconceptions about asexuality include that asexuality equates to celibacy (it doesn’t), or that it’s a choice (it’s an orientation), says Michael Doré, a member of the global Asexual Visibility and Education Network’s (AVEN) project team. Some also incorrectly believe that someone is only asexual if they \u003Cem\u003Enever\u003C\u002Fem\u003E experience sexual attraction or have sex. But asexuality is a spectrum, where some may identify as demisexual, for example, meaning they don’t experience sexual attraction until forming an emotional bond with someone. It’s also not synonymous with aromanticism, which applies to those who don’t experience romantic attraction.\u003C\u002Fp\u003E\n\u003Cp\u003EDespite confusion and dismissal, asexual voices have been getting louder and demanding recognition over the past decade. Individuals, activists and groups have begun telling their stories to larger audiences, and marching in Pride parades worldwide. Now, asexual activists’ efforts lie in keeping up this work, and amplifying asexual voices outside Western, English-speaking countries, where the majority of asexual activism and stories have come from.\u003C\u002Fp\u003E\n\u003Cp\u003EAs a result, along with the new international holiday, initiatives are popping up to take asexuality out of the shadows – making it easier for people to come out as asexual all over the world.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"anahi charles","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘It’s not such a big deal as before’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EA limited awareness of asexuality has made it harder for past generations of young people around the world to realise their identities – even as recently as millennials.\u003C\u002Fp\u003E\n\u003Cp\u003EAnahí Charles, 34, who lives in Mexico, first began to learn she was different from her peers in middle school. While they all fawned over members of the US boy-band Backstreet Boys, Charles couldn’t quite see the appeal. They looked “aesthetically nice”, she says, but she couldn’t grasp what it was that made her friends so crazy about them.\u003C\u002Fp\u003E\n\u003Cp\u003EIt took Charles several years – well after this incident in her youth – to learn about the orienntation and find her place on the ace\u002Faro spectrum. Without resources about asexuality, Charles says she was “in denial” about not experiencing sexual attraction to anyone. Even after she first learned about asexuality through a post on the Facebook page Have a Gay Day, in 2013, she still questioned whether something was “wrong” with her. Charles got medical examinations and hormone checks to try and figure it out. She was completely healthy.\u003C\u002Fp\u003E\n\u003Cp\u003EHer clean bill of health served as a catalyst for self-acceptance. She found more information about asexuality on Facebook, and realised just how much she related to it. A year later, she became the admin of an asexual Facebook group in Mexico. \u003C\u002Fp\u003E\n\u003Cp\u003ESimilarly, in the US, Marisa Manuel, 28, struggled to name her orientation. She first heard the term “asexual” when she was in high school, but says she was “misinformed” about its meaning. “Someone told me it meant people who wanted to be alone,” she recalls. “I like being around people.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn college, she met someone who identified as ace, which prompted her to learn more about what it really meant. She realised how much she related to what she found, and has since embraced her identity wholly – she’s gone on to write articles about identifying as ace as well as review books by ace authors.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFortunately, younger generations may now be set up to find out about asexuality sooner – and may also be more empowered to vocalise their identities. The number of resources and amount of representation has grown significantly since Charles and Manuel were growing up. Along with increasing information available writ large, people also readily identify as ace on social media platforms, and are keen to share details about their experiences with other users.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘Representation is a resource’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIncreased representation is key for enabling people to recognise and understand asexuality as well as normalise the orientation. “Representation \u003Cem\u003Eis\u003C\u002Fem\u003E a resource,” says Manuel. And although some resources have increased, representation – especially in mainstream media – isn’t where it needs to be, she adds.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, there are other places visibility is increasing. People with bigger platforms, such as UK model Benoit, drag queen Venus Envy and Twitch streamer 5up, all talk openly about identifying as ace to their large fan bases on various social media channels. There’s increased representation in literature, too; authors on the ace spectrum include Darcie Little Badger, Akemi Dawn Bowman and Maia Kobabe. Fictional characters also help, like Todd Chavez of Bojack Horseman, of whom Manuel has a plastic figurine.\u003C\u002Fp\u003E\n\u003Cp\u003EManuel is trying to add to this growing pool of representation. Leading up to International Asexuality Day, she created AceChat, an Instagram account where she regularly shares stories by different people who identify as ace. It’s garnered positive reception, and she keeps hearing from people who want to tell their stories. There are now about 100 people involved.\u003C\u002Fp\u003E\n\u003Cp\u003EManuel says the next step is to expand AceChat’s reach. People from France, Russia, Vietnam, the UK and Canada have already begun to reach out, and translators have also joined the effort. And translation can be critical, because some locations have smaller ace communities than others, meaning they often have fewer resources and less information available for people seeking to learn about asexuality in their language.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-4"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","imageAlignment":"centre","imageAltText":"Daniel Nesmelov","imageOrientation":"portrait","pullQuote":"We had even people from the LGBT community pitying us, saying, ‘it sucks to be you’. But we didn’t give up – Anahí Charles","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn Moscow, Daniel, 20, who is withholding his surname for saftey concerns, says the ace\u002Faro community he’s a part of only has about 50 members. “Not so many people know about terms like ‘asexual’,” he says, perhaps in part because of the country’s \u003Ca href=\"https:\u002F\u002Ftime.com\u002F5915828\u002Frussia-lgbtq-victory\u002F\"\u003Eintolerance of LGBTQ+ communities\u003C\u002Fa\u003E. Since so many ace stories and materials are in English, Daniel has been working to translate them into Russian. He’s optimistic that asexuality will get more recognition in the coming years, even in his home country.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘We didn’t give up’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlong with ace communities’ historical struggles to gain wider visibility, they’ve also had to work to be seen within LGBTQ groups. This may be surprising, since the asexuality identity is also often included when referencing queer communities (for instance, in the inclusion acronym ‘LGBTQIA’, in which ‘A’ stands for ‘asexual’.)\u003C\u002Fp\u003E\n\u003Cp\u003ECharles, who’s hosted asexual gatherings in Mexico City, experienced this first hand. She says her group first marched as a collective in Pride in 2015, but the larger LGBTQ community there hadn’t quite accepted people identifying as ace with open arms. “We had even people from the LGBT community pitying us, saying, ‘it sucks to be you’,” she says. “But we didn’t give up.”\u003C\u002Fp\u003E\n\u003Cp\u003EGroups like Charles’s and their subsequent educational initiatives have indeed helped move the needle. Charles says that when she returned to Pride with a larger group the next year, “we were better welcome because there was more information”. “It wasn’t like, look at the weirdos, they’re marching again,” she says. “It was like, look at the asexuals, they’re marching again.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn this push for acceptance, asexuality groups have been growing and thriving. One of the most prominent international asexuality groups is AVEN, founded in 2001 by US-based asexual activist David Jay. Michael Doré, who joined the organisation in 2009 in the UK, says AVEN came into existence with two main objectives: “building community and… legitimising asexuality as a sexual orientation”. Its growing membership currently numbers 135,539, according to Doré.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"marisa manuel","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENow, opportunities to educate and raise visibility have stretched even further. AVEN, which recently celebrated its 20th anniversary, seized on the increase in virtual communications during the pandemic to strengthen its global connections. These international, virtual chats eventually turned to establishing a single day dedicated to celebrating asexuality all over the globe: International Asexuality Day (IAD).\u003C\u002Fp\u003E\n\u003Cp\u003E“We felt this day was needed,” says Doré, who makes it clear that IAD is not owned by AVEN or any single organisation. “It’s a genuinely international thing.” The creation of the holiday not only establishes a yearly day of visibility, but also marks the flourishing of an intensive international effort to bring together an under-recognised community. It helps asexual individuals and groups in countries where information and representation is lacking gain access to resources.\u003C\u002Fp\u003E\n\u003Cp\u003EThese days, says Doré, there’s growing awareness of asexuality in countries across Asia – particularly India, he notes, where the Facebook group Indian Aces is thriving. New groups dedicated to asexuality have been popping up across Africa over the last few years as well, he adds.\u003C\u002Fp\u003E\n\u003Cp\u003EWhile this is a good sign for progress, people continue to misunderstand asexuality. Manuel says she wrote an article about asexual dating for the Huffington Post two years ago, and it was well received. However, when the article was recently re-shared, “there were so many more negative reactions”, she says, in the piece’s comments section. People called her confused, insisting that she was really looking for friends, not dates.\u003C\u002Fp\u003E\n\u003Cp\u003E“That made me realise that as far as we’ve come with representation and visibility, we’re not there yet,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-05-11T15:17:30Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Asexuality: The ascent of the 'invisible' sexual orientation","headlineShort":"The 'invisible' sexual orientation","image":[],"imageAlignment":"centre","imageAltText":"marisa manuel","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Long in the shadows, asexuality is finally becoming increasingly visible. It could help young people find themselves and their identities, and change the way we think about sexuality.","summaryShort":"Long unrecognised, asexuality may finally be finding its way out of the shadows","tag":[],"textToSpeech":false,"creationDateTime":"2021-05-10T21:11:03.190973Z","entity":"article","guid":"a7095608-a13d-488a-b6e2-3d90de106897","id":"worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation","modifiedDateTime":"2021-12-20T13:34:57.485412Z","project":"worklife","slug":"20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation","cacheLastUpdated":1642280100085},"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":"6183c2d145ceed0b9901ffaf","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"As definitions of sexuality change and expand, women’s orientations are becoming less rigid than men's. Why?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe way we think about sexuality is changing. Where there was once a single, well-known rainbow pride flag, today, a wide array of colourful flags fly to showcase the diversity of orientations. People seem increasingly open to discussing their sexuality, and more unconventional, even \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation\"\u003Eformerly “invisible”\u003C\u002Fa\u003E, identities have become part of an increasingly mainstream discourse. With the open dialogue, sexual identities are becoming less rigid and more fluid.\u003C\u002Fp\u003E\n\u003Cp\u003EBut new data show that this shift is more prevalent in one group: in many countries, women are embracing sexual fluidity now at much higher rates than they have in the past, and more significantly than men are overall.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, what accounts for this discrepancy? Experts believe there are many factors that feed into this progression, especially changes in social climate that have let women break out of conventional gender roles and identities. With these new insights, however, the question remains: what does this mean for sexual fluidity in the future for all genders?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA notable shift\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESean Massey and his colleagues at the Binghamton Human Sexualities Research Lab in New York have been studying sexual behaviours for about a decade. In each of their studies, they asked participants to report their sexual orientation and gender. They’d never before looked at how that data changed over time – until Massey and colleagues recently realised they were sitting on a treasure trove of information about sexual attraction.\u003C\u002Fp\u003E\n\u003Cp\u003E“We thought, gosh, we've collected this data for 10 years,” says Massey, an ssociate professor of women’s, gender and sexuality studies at Binghamton University. “Why don't we go back and look and see if there's been any trends?”\u003C\u002Fp\u003E\n\u003Cp\u003EThey found that between 2011 and 2019, college-age women had \u003Ca href=\"https:\u002F\u002Ftheconversation.com\u002Ffeminisms-legacy-sees-college-women-embracing-more-diverse-sexuality-159023\"\u003Eincreasingly moved away from exclusive heterosexuality\u003C\u002Fa\u003E. In 2019, 65% of women reported only being attracted to men, a notable decrease from 77% in 2011. The number of women exclusively having sex with men also dropped between those years. Meanwhile, men’s attraction and sexual behaviour stayed mostly static in the same time frame: about 85% reported sexual attraction to women only, and close to 90% reported engaging in sex exclusively with women.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"couple embracing with pride flag on hand","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOther surveys from around the world, including in \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F29293516\u002F\"\u003Ethe UK\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F19882423\u002F\"\u003Ethe Netherlands\u003C\u002Fa\u003E, present similar findings. Across the board, more women have been reporting more same-sex attraction, year-over-year, than their male counterparts.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPower and freedom\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“All of this is too complicated to pin on one thing,” says Elizabeth Morgan, associate professor of psychology at Springfield College in Massachusetts, US. But gender roles – and how they both have and have not changed – may be a significant factor.\u003C\u002Fp\u003E\n\u003Cp\u003EMassey and his colleagues largely chalk up the notable change to cultural shifts, like the progress of feminism and the women’s movement, which both changed the socio-political landscape significantly over the past several decades. However, these changes affected men and women differently.\u003C\u002Fp\u003E\n\u003Cp\u003E“Progress has really been made around the female gender role and less around the male gender role,” says Massey. Though he doesn’t discount \u003Ca href=\"https:\u002F\u002Fnews.gallup.com\u002Fpoll\u002F329708\u002Flgbt-identification-rises-latest-estimate.aspx\"\u003Ethe LGBTQ+ movement’s effect on people identifying as sexually fluid today\u003C\u002Fa\u003E, Massy believes feminism and the women’s movement play a role in why more women identify this way than men – especially as no equivalent men’s movement has enabled men to break out of historical, gender-based restrictions in the same way.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In 2019, 65% of women reported only being attracted to men, a notable decrease from 77% in 2011","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Fifty years ago, you couldn’t have a life if you didn’t marry a man and settle down because he needed to provide for you,” adds Morgan. In that sense, eschewing exclusive heterosexuality could be seen as part of women breaking out of traditional gender roles. \u003C\u002Fp\u003E\n\u003Cp\u003EMeanwhile, as women have been able to find more freedom, men’s gender roles have stayed relatively static as they continue to hold power in society. “[Men] need to uphold a very masculine gender role to maintain that power, and part of masculinity is heterosexuality,” says Morgan. Expressing same-sex interest could reduce that power. As Massey puts it, masculinity is a “fragile concept”. It can be “violated” by same-sex attraction.\u003C\u002Fp\u003E\n\u003Cp\u003ESex coach and educator Violet Turning, 24, also points out the “fetishisation” of two women having sex or making out, specifically under the male gaze. It’s made same-sexual attraction between women more socially acceptable, albeit for the wrong reasons. Meanwhile, people seem to find notions of two men having sex far less palatable. A \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F1948550619887785\"\u003E2019 study\u003C\u002Fa\u003E that looked at attitudes toward gay men and women in 23 countries found, across the board, that \u003Ca href=\"https:\u002F\u002Fjournals.sagepub.com\u002Fdoi\u002F10.1177\u002F1948550619887785\"\u003E“gay men are disliked more than lesbian women\u003C\u002Fa\u003E”.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAn open dialogue\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EVenues for women to talk about their sexuality openly have also increased over time.\u003C\u002Fp\u003E\n\u003Cp\u003EWhen Lisa Diamond, a psychology and gender studies professor at The University of Utah, US, began studying sexual fluidity in the early 1990s, her research focused on men. Many study participants, she says, came from gay support groups, with mostly male members, so men were “easier for researchers to find”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut Diamond wanted to look at women’s sexuality. She began a study in which she checked in with 100 women about their sexual orientations and behaviours every two years over a decade. Her book, Sexual Fluidity: Understanding Women’s Love and Desire, was published in 2008. It discusses how for some women, love and attraction are fluid and can change over time. This was at odds with the previous line of thought that depicted sexual orientation as rigid – a view those studies Diamond had found looking at men only espoused.\u003C\u002Fp\u003E\n\u003Cp\u003EAround the time her book was published, US celebrities who’d previously dated men, like Cynthia Nixon and Maria Bello, went public about experiencing same-sex attraction. Oprah Winfrey then asked Diamond to come on her show to talk about female sexual fluidity. The concept and practice had officially entered the mainstream dialogue.\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, Turning notes that language has evolved to recognise women as sexually non-binary. For example, Turning says her lesbian partner had a “Gay Straight Alliance” at her high school, around 2007. That phrasing encouraged a binary – members were either gay or straight, with no real options for those who might have identified somewhere in between – and no word that specifically embodied female sexuality, the ‘L’ left conspicuously out of the GSA acronym.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"[Men] need to uphold a very masculine gender role to maintain that power, and part of masculinity is heterosexuality – Elizabeth Morgan","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Now, it's like everybody has the option to identify as queer, because it’s so acceptable,” says Turning, who says that speech and terminology have evolved to include people of all genders – women included.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhat’s the future of sexual fluidity?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESexual fluidity may be on its way to entering more masculine spaces. On TikTok, it’s become popular for young, straight men to play as gay in their videos. \u003Ca href=\"https:\u002F\u002Fwww.nytimes.com\u002F2020\u002F10\u002F24\u002Fstyle\u002Ftiktok-gay-homiesexuals.html\"\u003ETheir mostly female followers enjoy it\u003C\u002Fa\u003E, according to a New York Times article about the trend. Regardless of whether or not these creators are truly comfortable playing as queer or doing it for clicks, this trend still suggests shifting attitudes toward masculinity, which may pave the way for more men to embrace sexual fluidity in the future.\u003C\u002Fp\u003E\n\u003Cp\u003ESexually fluid women may also help pave the way. More women openly discussing their fluid orientations means more people discussing alternatives to rigid sexuality in general.\u003C\u002Fp\u003E\n\u003Cp\u003E“Our culture puts a lot of shame around sexuality,” says Diamond. “Anything that makes it easier, and more socially acceptable for people to reflect on their desires in a non-judgmental, non-shaming way,” she adds, has the potential to open up their sexual possibilities – or at least let them consider the idea of doing so.\u003C\u002Fp\u003E\n\u003Cp\u003E“We need to start liberating men from compulsory heterosexuality [and] traditional masculinity,” adds Massey.  “And that may have a different result, or maybe have a similar result [to women] in terms of allowing more diversity in sexuality.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men-8"}],"collection":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":"2021-12-20T13:56:40.573258Z","project":"worklife","slug":"20210610-why-more-women-identify-as-sexually-fluid-than-men","cacheLastUpdated":1642280100085},"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships","_id":"6183c26245ceed612e4533a7","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Multi-partner relationships are on the rise, and finding their way into the mainstream. Could this new exposure change the way we look at sex and families?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIan Jenkins, 45, faced death threats after coming out as gay while at university in Virginia. At that time, he could hardly foresee a day when he could live as an openly gay man with one partner, let alone two. But today, he shares a home in San Diego with his two partners, Alan, 43, and Jeremy, 37, (who are using their first names only for privacy), and their two children, ages three and one. All three men are the children’s legal fathers, their names on both birth certificates.\u003C\u002Fp\u003E\n\u003Cp\u003EJenkins and his first partner, Alan, both doctors, had discussed the possibility of a more open relationship for years, before meeting Jeremy in 2012. Though Jeremy, a zookeeper who works to save endangered species, wasn’t initially interested in polyamory, he got to know the couple as friends and “everyone sort of became comfortable with the idea – there was just good chemistry”, says Jenkins.\u003C\u002Fp\u003E\n\u003Cp\u003EThey became a family, but when they made the decision to have children, obstacles arose. Besides the fact that each man had to have his own attorney involved in both the surrogacy and egg donor contracts with their first child (separate women served as surrogate and donor), they then had to convince a judge that all three should be legally defined as the child’s parents.\u003C\u002Fp\u003E\n\u003Cp\u003EJenkins says the judge who heard their case “was understanding of the situation and wanted to help us”, but as a lower court judge “she wasn't allowed to set precedent”.\u003C\u002Fp\u003E\n\u003Cp\u003ENo men in three-way relationships had ever been granted joint parenting rights to a child before in California, or possibly anywhere in the US. But the men made their case, each explaining “why it was so important and necessary for us to have [our names on] the birth certificate”, says Jenkins. The judge ended up granting all three parenting rights to their first child, born in 2017, and Jenkins ended up writing a book about their journey, Three Dads and a Baby: Adventures in Modern Parenting, which was published on 9 March in the US.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"ian jenkins with partners","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThough it’s still rare for people in polyamorous relationships to share legal parentage of their children, various forms of ‘ethical non-monogamy’ – relationships involving more than two adults who consent to the arrangement – have becoming increasingly widespread over the past decade. Multiple factors contribute to this, from the rise of multi-partner dating apps and mainstream media representation to social media and more easily accessible networks for those interested in the lifestyle. “I think a huge factor is just people's willingness to be open,” says Jenkins. “There has to be visibility.”\u003C\u002Fp\u003E\n\u003Cp\u003EThese cultural shifts, however, date back to free love proponents in the 1960s, who worked hard to expand our sexual boundaries from groups working all across the globe. And changes continue to happen because of people like Jenkins and his partners, whose stories help shed long-held taboos about having multiple partners.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘This is not a new thing’: the history of non-monogamy\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIn 2016, a survey of nearly 9,000 single US adults showed that \u003Ca href=\"https:\u002F\u002Fwww.lehmiller.com\u002Fblog\u002F2016\u002F5\u002F30\u002Fhow-many-people-have-ever-had-a-consensually-non-monogamous-relationship\"\u003Eone in five had previously been in a consensually non-monogamous relationship\u003C\u002Fa\u003E. A Canadian survey came up with \u003Ca href=\"https:\u002F\u002Fwww.lehmiller.com\u002Fblog\u002F2019\u002F4\u002F17\u002Fone-in-five-people-report-having-been-in-a-sexually-open-relationship\"\u003Eroughly the same numbers\u003C\u002Fa\u003E a year later.\u003C\u002Fp\u003E\n\u003Cp\u003E“Something else we've seen in the last decade is that Google searches for the terms ‘polyamory’ and ‘open relationships’ have increased, which demonstrates that there's more interest in this topic,” says Justin Lehmiller, social psychologist and research fellow at The Kinsey Institute for Research in Sex, Gender and Reproduction in Bloomington, Indiana. \u003C\u002Fp\u003E\n\u003Cp\u003EBut people have been engaging in these types of relationships “for a really long time”, adds Lehmiller. “This is not a new thing.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Everyone sort of became comfortable with the idea: there was just good chemistry – Ian Jenkins","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt was new in 1969, however, when Dossie Easton, co-author with Janet Hardy of the 1997 book The Ethical Slut, made the then “quite unusual” decision that she would “never be monogamous again” after having left a bad relationship. In 1973, she joined a group called San Francisco Sex Information (which still exists) and found herself in a community of people exploring open sexual lifestyles. “I got to be part of advancing that world,” she says.\u003C\u002Fp\u003E\n\u003Cp\u003EEaston, now 77, had been talking about ethical non-monogamy for years when she and Hardy taught a BDSM workshop at a Mensa conference in 1994 in Big Sur, outside San Francisco. While the audience wasn’t scandalised by the BDSM, they were shocked that Easton and Hardy, who were lovers at the time, did the workshop right in front of Easton’s male partner. That prompted the pair to write the book, which covers how to carry on healthy non-monogamous relationships.\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s still somewhat required reading for people interested in the lifestyle. “Every year it sells more,” says Easton.\u003C\u002Fp\u003E\n\u003Cp\u003EOver the past several decades, Easton has travelled to “poly meet-ups” in the UK, Germany, the Netherlands and Australia. In Berlin, she met Claudia Zinser, 57, who started to “live openly polyamorous about 25 years ago”, says Zinser. She’s been counselling people in polyamorous relationships for about a decade, and has seen openness toward the lifestyle increase, particularly among urban young people. “The media, including social media, hyped the topic… so it’s not unknown or taboo anymore,” she says. “It’s maybe even hip.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe app push\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EEthically non-monogamous relationships haven’t had a purely upward trajectory.\u003C\u002Fp\u003E\n\u003Cp\u003ELehmiller says the HIV epidemic of the 1980s and 90s caused research on consensual non-monogamy to slow down, as having sex with multiple partners had become viewed as less safe. “The rebirth of research in this area started around 2010 or so,” says Lehmiller. “In the last decade, we've really seen an explosion.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe current near-mainstreaming of ethical non-monogamy, he says, has happened because of both academic research that’s filtered into the public, through media and education centres, and more diverse depictions of these relationships on TV. These newer depictions go beyond HBO’s Big Love or TLC’s Sister Wives, which both follow Mormon families featuring one husband and multiple wives, to show a variety of poly relationships. Both Lucy Gillespie’s Unicornland, in which a newly single woman goes on dates with several different couples; and You Me Her, where both members of a couple fall for another woman together, are strong examples.\u003C\u002Fp\u003E\n\u003Cp\u003E“The internet and more inclusive dating apps have also played a role in changing these attitudes,” says Lehmiller. Multiple non-monogamy-geared dating apps make it easy to find others looking for multiple partner relationships or sexual experiences. On Feeld, a poly and kink dating app, 60% of couples are looking for a third, says a company spokesperson. It’s not just sex that people are seeking. A survey spanning 640 users of the three-way app 3Fun from the US and UK showed that about 43% of those looking for three-way sex were also looking for three-way relationships.\u003C\u002Fp\u003E\n\u003Cp\u003EWith these apps, “there are more options for meeting and connecting,” says Lehmiller, “so it's not as much of an underground scene as it was in the past”.\u003C\u002Fp\u003E\n\u003Cp\u003EFeeld is how Janie Frank, 25, met her two partners, Maggie Odell, 27, and Cody Coppola, 31, in 2016. She’d first started using the app earlier that year because, though she’d previously only dated men, she realised she liked women, as well. “I was really nervous about dating a woman for the first time,” says Frank. “I decided the way I was going to get around this was to date couples instead to ease myself into it, so I would be dating a man and woman at the same time.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"A from three-way app 3Fun from the US and UK showed that about 43% of those looking for three-way sex were also looking for three-way relationships","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELooking back, Frank finds this logic “strange and funny”, but it ultimately led to her dating several couples before meeting Odell and Coppola. It also introduced her to “this whole lifestyle that I didn’t know existed”, she says. “Talking to people on the app… I began to realise there is a whole community for people who are ethically non-monogamous.” \u003C\u002Fp\u003E\n\u003Cp\u003EToday, Frank and Odell both have TikTok accounts, between which they have a few hundred-thousand followers. “We've been using them to try to talk about polyamory and bring awareness to it, and just normalise it and educate people on… what it can look like,” says Frank.\u003C\u002Fp\u003E\n\u003Cp\u003ESome ethically non-monogamous people reach out to thank them for the representation. Others less familiar with the lifestyle comment to say they’re glad they learned about polyamory from Frank and Odell’s videos. “I had never heard about this before,” some say.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EIs the law catching up?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe rise in ethically non-monogamous relationships is leading to legal recognition beyond Jenkins and his partners gaining parental rights to their children. In July 2020, the \u003Ca href=\"https:\u002F\u002Fwww.usatoday.com\u002Fstory\u002Fnews\u002Fnation\u002F2020\u002F07\u002F02\u002Fpolyamory-massachusetts-city-somerville-relationships-us\u002F5370718002\u002F\"\u003ESomerville, Massachusetts city council voted unanimously\u003C\u002Fa\u003E to recognise polyamorous domestic partnerships. The city of Cambridge, which borders Somerville, \u003Ca href=\"https:\u002F\u002Fnewbostonpost.com\u002F2021\u002F03\u002F10\u002Fcambridge-officially-recognizes-polyamory\u002F\"\u003Erecently followed suit\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"square","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThis isn’t just happening in the US. In 2018, two men and a woman in a polyamorous relationship were \u003Ca href=\"https:\u002F\u002Fwww.cbc.ca\u002Fnews\u002Fcanada\u002Fnewfoundland-labrador\u002Fpolyamourous-relationship-three-parents-1.4706560\"\u003Eall recognised as the legal parents\u003C\u002Fa\u003E of their child in Newfoundland, Canada. The year prior, \u003Ca href=\"https:\u002F\u002Fwww.advocate.com\u002Fworld\u002F2017\u002F6\u002F15\u002Fthree-gay-men-make-history-marrying-colombia\"\u003Ethree men in a relationship in Medellin, Colombia\u003C\u002Fa\u003E, were legally married.\u003C\u002Fp\u003E\n\u003Cp\u003EThese geographically disparate moves towards normalising ethical non-monogamy may help spark a more global movement. Zinser, in Berlin, believes the push to online meetings and communities, spurred by Covid-19, will enhance “global networks” for those who practice ethical non-monogamy. The spread of information about non-monogamy, meanwhile, “is going to give people more options for designing the type of relationship that’s right for them”, says Lehmiller. \u003C\u002Fp\u003E\n\u003Cp\u003EIn spite of these changes, people in non-monogamous and queer relationships still contend with stigma. Frank says she and her partners at one time received anonymous hate mail (it’s since stopped). And, as of a year ago, Jenkins says students at the college he attended still belted out a homophobic chant at football games.\u003C\u002Fp\u003E\n\u003Cp\u003EIn San Diego, however, Jenkins says he and his partners don’t face discrimination – it’s mainly why he and Alan chose to move there in the first place. After Jenkins’s book came out, his colleagues at the hospital where he works, including all the senior administrators, wrote to congratulate him. “They even suggested we could do a book signing in the future,” says Jenkins. “We’re really lucky to be in that environment.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships-10"}],"collection":null,"disableAdverts":false,"displayDate":"2021-03-25T20:42:33.69Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Ethical non-monogamy: the rise of multi-partner relationships","headlineShort":"Why ethical non-monogamy is on the rise","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Multi-partner relationships are on the rise, and finding their way into the mainstream. Could this new exposure change the way we look at sex and families?","summaryShort":"Multi-partner relationships are increasing – and could be going mainstream","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-25T20:43:56.102513Z","entity":"article","guid":"39272912-a87b-4186-996b-0fbd5e804f9d","id":"worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships","modifiedDateTime":"2021-09-02T05:20:57.751741Z","project":"worklife","slug":"20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships","cacheLastUpdated":1642280100086},"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation","_id":"61843a8345ceed15402a6746","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fjessica-klein"],"bodyIntro":"Some people need to feel an emotional bond before developing attraction. Many people don't accept this as a sexual orientation — but demisexuals say that’s misguided.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEarlier this year, when then-New York Governor Andrew Cuomo’s daughter, \u003Ca href=\"https:\u002F\u002Fwww.insider.com\u002Fandrew-cuomo-daughter-says-she-is-demisexual-what-that-means-2021-7\"\u003EMichaela Kennedy-Cuomo, came out as ‘demisexual’\u003C\u002Fa\u003E, she was met with public condescension. \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fnypost\u002Fstatus\u002F1411333472598298624?lang=en\"\u003EMany mocked her demisexuality\u003C\u002Fa\u003E – a lack of sexual attraction to others without a strong emotional connection. Few acknowledged demisexuality as ‘real’.\u003C\u002Fp\u003E\n\u003Cp\u003EBut although demisexuality isn’t widely known, it’s a sexual orientation like any other, that applies to people across the world.\u003C\u002Fp\u003E\n\u003Cp\u003EDemisexuality, which falls on the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation\"\u003Easexuality spectrum\u003C\u002Fa\u003E, differs from simply \u003Cem\u003Ewanting\u003C\u002Fem\u003E to wait for a deep bond to form before having sex with someone; rather, it’s more akin to the experience of being asexual \u003Cem\u003Euntil\u003C\u002Fem\u003E that type of connection forms, at which point the sexual attraction extends only to that person. For allosexuals, on the other hand (people who aren’t on the asexual spectrum), waiting to have sex until forming a deep connection is more of a preference, and less of \u003Cem\u003Enecessity\u003C\u002Fem\u003E to developing sexual desire.\u003C\u002Fp\u003E\n\u003Cp\u003EKennedy-Cuomo’s announcement did have positive effects, says Kayla Kaszyca, a demisexual co-creator of the podcast Sounds Fake But Okay, in which she and her asexual, aromantic co-host Sarah Costello discuss love, relationships and sexuality on the asexual spectrum. In some cases, Kaszyca says Kennedy-Cuomo’s statement raised the profile of demisexuality, stoking “\u003Ca href=\"https:\u002F\u002Fwww.cosmopolitan.com\u002Fsex-love\u002Fnews\u002Fa36736\u002Fwhat-does-it-mean-to-be-a-demisexual\u002F\"\u003Emore discourse about it\u003C\u002Fa\u003E”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b1kq0q"],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOn the other hand, the broadened discussion also brought detractors and spread misinformation. “I think the word [demisexuality] is definitely more out there and known, but the proper definition might still be unclear to a lot of people,” says 24-year-old Kaszyca.\u003C\u002Fp\u003E\n\u003Cp\u003EFor instance, many still dismiss demisexuality, insisting it’s ‘normal’ not to be sexually attracted to someone until you form a deeper, emotional connection with them. “Someone might tell you, ‘Isn’t everyone like that?’” \u003C\u002Fp\u003E\n\u003Cp\u003ESo, says Kaszyca, “you have to start myth-busting”.\u003C\u002Fp\u003E\n\u003Cp\u003EPeople who identify as demisexual, like Kaszyca and others who share content related to their orientation, are actively working to clarify that definition. It’s an especially tricky task when discussing an orientation that hasn’t even had a name for all that long, and whose definition often confuses people.\u003C\u002Fp\u003E\n\u003Cp\u003EBut their work is making a difference, and during the past several years, discussion about demisexuality has proliferated on Facebook groups, Instagram posts, Discord servers and among organisations dedicated to the asexual spectrum across the globe.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Someone might tell you, ‘Isn’t everyone like that? You have to start myth-busting – Kayla Kaszyca","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘I still didn’t come to terms with it for a really long time’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EPeople often \u003Ca href=\"https:\u002F\u002Fwww.wired.com\u002F2015\u002F02\u002Fdemisexuality\u002F\"\u003Etrace the origin of the term demisexual\u003C\u002Fa\u003E to a 2006 Asexual Visibility & Education Network (Aven) forum post. \u003C\u002Fp\u003E\n\u003Cp\u003E“I think it is a word that emerged primarily out of the Aven site and asexual advocates, not necessarily out of academics,” says Anthony Bogaert, a human-sexuality researcher and professor at Brock University in Ontario, Canada, who’s written multiple papers about asexuality. At that time, people on the Aven site were figuring out just how diverse the asexual spectrum could be – new terms began emerging as people who’d previously identified as asexual noted unique circumstances in which they \u003Cem\u003Ecould\u003C\u002Fem\u003E experience sexual attraction.\u003C\u002Fp\u003E\n\u003Cp\u003E“There is a tradition of allowing people with different kinds of identifications and lots of variability to come to the Aven site,” says Bogaert. These people helped move forward the discussion about asexuality by identifying various aspects of the asexual spectrum. In doing so, they offered information that wasn’t available elsewhere on the internet.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, asexuality was – and still is – more widely discussed than demisexuality. This is in part because the former is easier for people who aren’t asexual to conceptualise. Someone who’s asexual “experiences little to no sexual attraction”, says Kaszyca. “It’s a pretty easy tagline to use.” But adding on top of that “except when they develop a deep emotional connection”, can sometimes leave allosexuals scratching their heads.\u003C\u002Fp\u003E\n\u003Cp\u003EElle Rose, a 28-year-old based in Indiana, US, began identifying as demisexual after describing their sexuality to a friend a few years ago. “She looked at me and was like, ‘Elle, you’re describing demisexuality’,” says Rose. “I still didn't come to terms with it for a really long time.” Fearing the complications to their dating life if they were openly demisexual, Rose often described themselves as ‘\u003Ca href=\"https:\u002F\u002Fwww.glaad.org\u002Fblog\u002Fwhat-pansexuality-4-pan-celebs-explain-their-own-words\"\u003Epansexual\u003C\u002Fa\u003E’, leaving out the demisexual identity.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b1kpcx"],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘People can see themselves represented, finally’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ERose partly attributes dismissive attitudes towards demisexuality in the US to “purity culture”, in which women are at once highly sexualised in the media, but also expected to save themselves for the right person (or marriage, particularly in religious settings). Conceptually, this neatly aligns with abstaining from sex until forming a deep bond with a partner. But this is still ultimately a preference, with which demisexuals don’t identify.\u003C\u002Fp\u003E\n\u003Cp\u003EThis lack of understanding often breeds loneliness. Cairo Kennedy, a 33-year-old in Saskatchewan, Canada, grew up “not experiencing sexual attraction the same way as my peers, and you kind of feel broken”, she says. “It became this big secret and source of shame.”\u003C\u002Fp\u003E\n\u003Cp\u003EWhen she discovered there was a name for her sexual orientation just a few years ago, she felt “kind of good, but then there was no information”, she says – at least none talking about demisexuality from the perspective of someone with lived experience. There were enough Aven posts for her to read and think, “‘Oh, this is me’, but not so much, ‘Oh, there’s a whole bunch of us’.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"[My friend] looked at me and was like, ‘Elle, you’re describing demisexuality’. I still didn't come to terms with it for a really long time – Elle Rose","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EKennedy decided to fill this gap, starting a \u003Ca href=\"https:\u002F\u002Fthedemisexual.com\u002F\"\u003E“demisexual lifestyle” blog\u003C\u002Fa\u003E. Through it, many other demisexuals have contacted her – people ranging from teenagers to those in their 50s, who live mostly in the US and Europe. “I was really surprised by how many people seem to relate,” she says. \u003C\u002Fp\u003E\n\u003Cp\u003E“I think the term is more popular because of social media,” says Hawaii-based therapist specialising in human sexuality Janet Brito. She only first heard the term demisexuality during her post-doctoral studies at the University of Minnesota, US, in 2014, “even though it’s describing [a sexual orientation] that’s been around for so long”. Though Brito acknowledges demisexuality spans all age groups, her openly demisexual clients tend to be in their earlier twenties. “They have more exposure to social media,” she says, “[where] it’s more acceptable to talk about this spectrum.” \u003C\u002Fp\u003E\n\u003Cp\u003EThat exposure breeds validation. “Social media opens up the door to many other voices that we would have not been exposed to in the past,” she adds. “[People] can see themselves represented, finally.” \u003C\u002Fp\u003E\n\u003Cp\u003EKlaus Roberts, 30, who lives just outside Helsinki, credits the internet for helping him put a name to his orientation about five years ago. “Finland’s a little bit behind in a lot of these things, because we’re a relatively small country,” he says. He’d been identifying as asexual, but meeting people in multi-national LGBTQ+ communities online helped him realise that demisexual described him better. “People who know anything about these terms, it’s easier for them to understand me when I use that.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b1kpp6"],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003E‘Understand the nature of sexuality better’\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWhen mainstream establishments fail to provide information about a variety of sexual orientations, these online voices become crucial for education.\u003C\u002Fp\u003E\n\u003Cp\u003EKaszyca and co-host Sarah Costello started their podcast while they were undergraduates at the University of Michigan, US, where only their friends listened to support them. Today, their reach has expanded to other English-speaking countries and Europe. Kaszyca estimates Sounds Fake But Okay now gets around 7,000 listeners per week. She adds it’s not only those on the asexual spectrum who tune in – their parents, partners and friends do, too, so they can learn.\u003C\u002Fp\u003E\n\u003Cp\u003E“Our episode with the most listens is our ‘Asexuality 101’ episode,” says Kaszyca. “People have said they've sent that to their friends or family after coming out, to help educate them and… ease the education process.”\u003C\u002Fp\u003E\n\u003Cp\u003EThis education also helps demisexuals navigate other parts of society, like dating. For example, Kaszyca says apps have made dating while demisexual easier, because you can include your orientation in your dating profile. This avoids an otherwise heavy first date conversation. “A first date is supposed to be casual,” she says, “then you’re like, ‘hey, let’s have an in-depth conversation about my identity, and I’m probably going to have to teach you what it is because demisexuality is so unknown’.”\u003C\u002Fp\u003E\n\u003Cp\u003EOverall, talking and learning about the “the variability that exists in the broader asexual community”, says researcher Bogaert, is crucial to avoiding the alienation of sexual minorities. But it’s also crucial because “it allows us to understand the nature of sexuality better” as a whole.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation-10"}],"collection":["worklife\u002Fpremium-collection\u002Fequality-matters"],"disableAdverts":false,"displayDate":"2021-11-05T14:08:39Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why demisexuality is as real as any sexual orientation","headlineShort":"Why it's wrong to dismiss demisexuality","image":["p0b1knxq"],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[{"Content":{"Description":"Apple News Publish: Select to publish, remove to unpublish. (Do not just delete or unpublish the story)","Name":"publish-applenews-system-1"},"Metadata":{"CreationDateTime":"2016-02-05T14:32:31.186819Z","Entity":"option","Guid":"13f4bc85-ae27-4a34-9397-0e6ad3619619","Id":"option\u002Fpublish-applenews-system-1","ModifiedDateTime":"2021-08-25T12:48:44.837297Z","Project":"","Slug":"publish-applenews-system-1"},"Urn":"urn:pubpipe:wwverticals:option:option\u002Fpublish-applenews-system-1","_id":"6183c2c945ceed0d2f73335b"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p0b1kqp3"],"relatedStories":["worklife\u002Farticle\u002F20210507-asexuality-the-ascent-of-the-invisible-sexual-orientation","worklife\u002Farticle\u002F20210610-why-more-women-identify-as-sexually-fluid-than-men","worklife\u002Farticle\u002F20210326-ethical-non-monogamy-the-rise-of-multi-partner-relationships"],"relatedTag":null,"summaryLong":"Some people need to feel an emotional bond before developing attraction. Many people don't accept this as a sexual orientation — but demisexuals say that’s misguided.","summaryShort":"No attraction without connection? Understanding this sexual orientation","tag":["tag\u002Fhow-we-live"],"textToSpeech":false,"creationDateTime":"2021-11-04T19:54:35.883895Z","entity":"article","guid":"1e30ed03-592c-4125-9473-dc76f8766d46","id":"worklife\u002Farticle\u002F20211101-why-demisexuality-is-as-real-as-any-sexual-orientation","modifiedDateTime":"2021-11-04T21:01:16.543661Z","project":"worklife","slug":"20211101-why-demisexuality-is-as-real-as-any-sexual-orientation","cacheLastUpdated":1642280100085},"worklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work","_id":"6183c26845ceed5c8c1023ae","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Companies are trying to work out the best post-pandemic working model. What can we learn from these four companies?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe pandemic has triggered seismic shifts in how we work, causing many companies to transition from an office-centric culture to more flexible ways of working. This shift is largely still in the experimental phase, as businesses try to conceive of and test effective post-pandemic working models for their operations and staff.\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, no one knows what the ‘right’ answer is. What works for one company may not work for another; business needs will vary depending on sector, size and structure. Many organisations, however, are doing their best to make working more flexible – as well as less burnout-prone, thanks to recent conversations about mental health, work-life balance and burnout.\u003C\u002Fp\u003E\n\u003Cp\u003ESome companies are going fully remote, while others are opting for different visions hybrid work environments. Here’s what four companies in four different countries are choosing to do.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EChargebee: Switching to fully remote\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBefore the pandemic, Chargebee, an India-founded subscription-management company, used to have offices in San Francisco, Amsterdam and Chennai. Today, it’s gone fully remote with a completely decentralised work structure that allows employees to live and work where they want.\u003C\u002Fp\u003E\n\u003Cp\u003EChargebee had been moving toward an \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210406-how-asynchronous-communication-could-change-your-workday\"\u003Easynchronous working model\u003C\u002Fa\u003E before the pandemic, anyway – meaning the focus wasn’t on everyone working the same hours, but on having teammates overlap a few hours to facilitate communication. But “like every other company during the pandemic, we had to adapt to the realities of the world and shift to a fully distributed model faster and more completely than we had originally planned”, says founder and CEO Krish Subramanian. \u003C\u002Fp\u003E\n\u003Cp\u003EWith meetings kept largely to overlapping hours among teammates, employees have a lot of flexibility around when they work – though meetings, of course, still need to happen. To help reduce Zoom fatigue, on ‘Focus Wednesdays’ meetings are kept to a minimum so staff can attend to their to-do list. In case projects are staggered across time zones, the company has an intranet that’s “up to date on all activities”, with conversations, meetings, documentation, meeting notes and decisions open to everyone. There are also apps, including Wingman, where employees can access customer calls and channels on Slack where employees can post questions – making “as much information as possible accessible to our employees”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"We focus on performance and output – the talent creates the lifestyle and structure that works for them – Natalia Panowicz","id":"worklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESubramanian says that giving employees the freedom to manage their time is aimed at reducing remote-work stress and helping them disconnect from work. But with no set hours comes the possibility that people will have a \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210517-can-the-right-to-disconnect-exist-in-a-remote-work-world\"\u003Ehard time logging off\u003C\u002Fa\u003E, too.\u003C\u002Fp\u003E\n\u003Cp\u003E“We found that many employees weren’t taking advantage of the unlimited PTO [paid time off] programme we offer, especially during the pandemic, but no one should stay plugged in all the time – even if they are just taking a ‘staycation’,” says Subramanian. To help protect wellbeing, employees get the first Friday of each month off to recharge, and there’s a mandatory two weeks of PTO each year.\u003C\u002Fp\u003E\n\u003Cp\u003EThe company is sticking to a fully remote work model for the foreseeable future, now that it’s their standard operating procedure. “With this transition, [upper management has] learned a lot about the value of empowering our employees,” says Subramanian. “The more traditional model of having an HQ and a manager who works in the same office as employees and having set hours and a lot of meetings just isn’t the most efficient model for most people.” \u003C\u002Fp\u003E\n\u003Cp\u003EInstead, “as we have allowed our employees more freedom to work when it is optimal for them and reduced the number of meetings, we have found that their productivity has grown exponentially,” he says. “Additionally, people are generally happier and more motivated because they have more control on how work fits around their personal lives.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECodility\u003C\u002Fstrong\u003E: \u003Cstrong\u003EMostly remote, with hybrid hubs and sponsored workspaces\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBased in Warsaw, but with major hubs at WeWork spaces in San Francisco, London and Berlin, Codility, which helps engineering firms hire talent, has more than 150 employees from 30 countries. Before the pandemic, the company was already flexible with structure: employees could rotate among these hubs and work from home when needed. Others were already hired to work remotely, and even CEO Natalia Panowicz was splitting time between the Bay Area and the offices in Europe. But in March 2020, Panowicz made the final shift to a remote structure.\u003C\u002Fp\u003E\n\u003Cp\u003EAs the company transitioned, Panowicz and her team “simply asked” employees what they wanted to do their best at work and tailored policies accordingly. Using their feedback, the company has adopted a work structure that’s both completely remote and gives employees the chance to work in a hybrid format.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ESome staff, for example, decided to move cities or even countries. So, to facilitate their free movement and help them remain productive, the company gave all employees WeWork access to any location of the co-working company’s 800-plus outposts, so they can have a desk to work at anywhere.\u003C\u002Fp\u003E\n\u003Cp\u003E“We're monitoring closely how our team uses the dedicated office space so that we can scale up or down accordingly,” says Panowicz. “In the cities where we have a high concentration of people, 30% of staff would come to the office each week (but not each day), and the rest occasionally for workshops and get-togethers.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe company has also chosen to set salaries across one salary band, so what you’re paid is based on the role versus your location. In the US, all employees are paid a “San Francisco salary”, while plans are in the works for EU-based employees to be on a London-based salary band. \u003C\u002Fp\u003E\n\u003Cp\u003E“It's up to the individual to decide where to live for their best life,” says Panowicz. “With freedom comes choice, this immediately opens our talent pool to a much wider net and more importantly, gives our existing talent more freedom. We focus on performance and output – the talent creates the lifestyle and structure that works for them.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETomTom: Activity-based working\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhen the pandemic hit, TomTom’s leadership made a conscious decision to reshape how their 4,500-plus employees worked, rather than just copy-and-pasting the workflow to a virtual setup. By October, the location-technology company gave its W@TT programme a test run – a model that places the focus on the actual activity of work and not where it’s done. By January 2021, its new hybrid-work structure, in which employees decide if they want to work in an office or home office, officially launched.\u003C\u002Fp\u003E\n\u003Cp\u003E“A lot of companies are mandating how many days an employee is allowed to work from home, while others have decided fully remote is the way to go; we believe that decision is best left up to our employees,” says Arne-Christian van der Tang, TomTom’s chief HR officer. He says this “complete flexibility” is the most important part of the new working model. To that extent, the physical offices are still part of the company, though they’re being transformed or rebranded into “hosting centres”, where employees can collaborate and surroundings are designed to support how they’re working.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work-4"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThe choice is theirs to make. The expectations are quite simply to get the job done – Arne-Christian van der Tang\u003C\u002Fp\u003E"},"cardType":"PullQuote","iFrameType":"","pullQuote":"The choice is theirs to make. The expectations are quite simply to get the job done – Arne-Christian van der Tang","id":"worklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Our employees know what’s best for themselves,” says van der Tang. “If they need to collaborate with colleagues, it’s probably best to meet up in the office, but if they need some quiet time to buckle down on an urgent task with a deadline, perhaps working from home is best. The choice is theirs to make. The expectations are quite simply to get the job done.”\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough the company had always had offices around the globe, employees can now live abroad for up to three months a year. “We’ve learned that our work location is less important than we thought it was,” says van der Tang. “So, we’re preparing for a post-Covid world where we can combine the best of both worlds – a world where choice and flexibility are key.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EPaddle: ‘Digital-first’ strategy\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAfter a more than a year of remote work, Paddle, a British software start-up, has decided to go hybrid with its work structure. It recently rethought the traditional office setup with its new office in London: the \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210713-hybrid-work-what-the-office-could-look-like-now\"\u003Enew digs cater specifically for hybrid working\u003C\u002Fa\u003E. Amenities include moveable furniture, breakout spaces, a recording studio and Zoom integration with cameras and microphones for connecting with employees abroad. \u003C\u002Fp\u003E\n\u003Cp\u003EFor Chief People Officer David Barker, this embrace of flexible working is something he never saw coming. “At the start of the year, we thought about recalling everyone to the office on a permanent basis. However, since March, we’ve been asking ourselves, ‘Why is it so important to have everyone in the office?’” \u003C\u002Fp\u003E\n\u003Cp\u003EWhen the company asked staff for input, it found that there “was a great desire for flexibility”. “Looking back on the remote working of the past year and a half, we could see that the flexible model enhanced and even accelerated our business, so we moved away from an office-based or hybrid approach, and replaced it with our ‘digital first’ strategy,” he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThat means that whether they’re in the office or not, team members should have the tools they need to collaborate seamlessly in-person, via video or asynchronously, he says. “They can choose to work in the way that is best for them; whether that’s coming into the office, working from home or some combination of the two.”\u003C\u002Fp\u003E\n\u003Cp\u003E‘Digital first’ has meant investing in tools designed to foster innovation, even if the traditional view is that creative behaviours suffer with remote work. “We’ve used Miro, for example – a virtual whiteboard solution – to brainstorm ideas and capture thoughts and feedback,” says Bianca Dragan, a brand and event manager at the company. There’s still room for playfulness, too: “To maintain our company culture, we've also had to become very creative over Slack – we've had Paddlers create custom music videos and we've paid to have Cameos [personalized videos made by celebrities] done for us to celebrate big milestones.” \u003C\u002Fp\u003E\n\u003Cp\u003EBarker viewed the increase in productivity during the pandemic as a potential sign that home and work boundaries were getting a little too blurry, so the company has both in-house and outsourced mental-health services available for employees. It also has meeting-free days and a quirky policy in which 30-minute meetings now end after 25, giving employees five minutes to take a breath between tasks.\u003C\u002Fp\u003E\n\u003Cp\u003E“Embracing the way of working we’ve all been forced into over the past 18 months has forced us to re-evaluate what it means to work,” says Barker. “It’s been a journey and mindset change, even with our leadership team, but hugely positive for our business. We’ve honed a great medium where we feel that we can support our people wherever they are, fit around their lives and still achieve our results.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EConstantly evolving\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWhile not every business will be making sweeping changes to the ways employees work, companies will be looking to each other for inspiration as well as trialling new models and practices to see what’s working.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, it’s clear that those who are making changes can see productivity and employee-wellbeing benefits that will endure far beyond this initial post-pandemic back-to-work phase. “The repercussions of the pandemic have shocked the world into a more equitable and balanced workplace that is a far better fit for the future of the workplace,” says Codility CEO Natalia Panowicz. “Simply put, for work to be at its best, it needs to fit into life.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work-8"}],"collection":[],"disableAdverts":false,"displayDate":"2021-09-15T14:21:43Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How companies around the world are shifting the way they work","headlineShort":"Four different ways to do remote work","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Companies are trying to work out the best post-pandemic working model. What can we learn from these four companies?","summaryShort":"How four companies around the world are approaching the future of work","tag":[],"textToSpeech":false,"creationDateTime":"2021-09-14T20:29:21.801775Z","entity":"article","guid":"80b2b7aa-9c22-4cb4-99d1-de0f4ad4e40a","id":"worklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work","modifiedDateTime":"2021-09-22T12:36:50.885062Z","project":"worklife","slug":"20210915-how-companies-around-the-world-are-shifting-the-way-they-work","cacheLastUpdated":1642280100086},"worklife\u002Farticle\u002F20210924-are-office-perks-obsolete":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210924-are-office-perks-obsolete","_id":"6183c27445ceed69a31608c6","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"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":[],"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":[],"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":[],"imageAlignment":"centre","imageAltText":"An office worker playing table football","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"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":[],"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":1642280100087},"worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work","_id":"6183c2c645ceed0ecd259504","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Many managers are itching to get staff back to the office, despite employees championing alternative set-ups. Why – and how will this change workers' futures?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ELeaning across their desk to ask a colleague a quick question, spontaneously heading out for a walk-and-talk brainstorm and knowing that everyone’s logged on to a stable Wifi connection. These are just a few of the reasons James Rogers, 26, loves managing their team from the office, instead of the kitchen table. \u003C\u002Fp\u003E\n\u003Cp\u003E“We as a business are very much office first, and personally I believe we can be a stronger workforce when based in the office full time,” says Rogers, a digital public-relations lead in the London branch of a British-American global content agency. The firm started giving employees the option to return to the office part-time in April. “Our aim is to have as many of our team back in the office as often as possible in the coming months.”\u003C\u002Fp\u003E\n\u003Cp\u003EHuman-resources experts say Rogers’ attitude is indicative of a broad trend. Despite numerous global surveys indicating \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office\"\u003Eremote working has been a positive experience\u003C\u002Fa\u003E for a significant portion of employees, and that many (though not all) \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office\"\u003Ewant it to continue\u003C\u002Fa\u003E, plenty of bosses disagree.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the US, a whopping 72% of managers currently supervising remote workers would prefer all their subordinates to be in the office, according to recent research for the Society for Human Resource Management, seen by BBC Worklife in July. A June poll of UK managers for the Chartered Management Institute (CMI) showed that about \u003Ca href=\"https:\u002F\u002Fwww.managers.org.uk\u002Fabout-cmi\u002Fmedia-centre\u002Fpress-office\u002Fpress-releases\u002Fworkplaces-face-employee-exodus-over-covid-jabs-and-hybrid-working\u002F\"\u003Ehalf expected staff to be in the office at least two to three days a week\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EIn Sweden, data-driven employee engagement firm Winningtemp, which serves clients in 25 countries, says it’s already noticing signs of a back-to-the-office push, particularly in markets where there are high levels of vaccinations. “I see a lot of companies forcing it right now,” says founder and CEO Pierre Lindmark. “They start saying, ‘OK, now, you took the second vaccine, you need to be at the office’.”\u003C\u002Fp\u003E\n\u003Cp\u003EAll this is fuelling debates about why exactly bosses are turning their backs on remote setups faster than many experts predicted, what it means for the future of remote work and how it will impact on employees who want to cling to their pandemic working routines.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EA need for control\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough the uptick in home working during Covid-19 proved that employees \u003Ca href=\"https:\u002F\u002Fwww.fastcompany.com\u002F90601567\u002Fhow-covid-19-has-us-doing-more-in-less-time\"\u003Ecould be productive\u003C\u002Fa\u003E outside the office, human resources experts point out that many managers experienced a loss of control compared to pre-pandemic times. Reversing remote-working policies and promoting a back-to-the-office mentality may, at least in part, be down to a keenness to regain some control. \u003C\u002Fp\u003E\n\u003Cp\u003E“If you meet people, you feel that you can have control,” says Lindmark. “You’re not judging people by just seeing each other on camera, you’re judging by seeing the productivity, seeing what’s going on [in the office].”\u003C\u002Fp\u003E\n\u003Cp\u003ENow that in many countries lockdowns are over and vaccination rates are high, he says bosses are making a more “emotional” choice to get everyone back to the office. But he warns this is often happening without them looking closely at individual or company-wide performance during their home-working phase, or having a strategy for how this will impact on employee experience.\u003C\u002Fp\u003E\n\u003Cp\u003E“Managing a remote team is harder. It demands new skill sets. And a lot of people were thrown into it unready,” adds Maya Middlemiss, an author on remote working based in Valencia, Spain. “So, it's not surprising in a way that we're having a backlash and people who didn't adapt well to that from a management point of view would much rather have everybody back.”\u003C\u002Fp\u003E\n\u003Cp\u003EOther observers have taken a less diplomatic tone, with business and media blogger Ed Zitron recently claiming that many \u003Ca href=\"https:\u002F\u002Fez.substack.com\u002Fp\u002Fthe-work-from-home-future-is-destroying\"\u003Emiddle-managers are keen to claw back a sense of status\u003C\u002Fa\u003E. He says some simply miss the opportunity to look important as they “walk from meeting to meeting” and monitor what their teams are up to. “While this can happen over Zoom and Slack, it becomes significantly more apparent who actually did the work, because you can digitally evaluate where the work is coming from,” he wrote in a June newsletter.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"In the US, a whopping 72% of managers currently supervising remote workers would prefer all their subordinates to be in the office","id":"worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EUnsurprisingly, managers themselves aren’t queuing up to share that perspective. But pro-office bosses like James Rodgers do accept that “more visibility” of those they line-manage is a core part of their pro-office mantra. “Not so that you can micromanage and ‘keep an eye on them’, but so you can understand where they might need more support,” they argue. “It’s easier to discern whether a team member might be struggling with a task when they’re sat in front of you. You just don’t get that visibility when they’re sat 30 or 40 miles away from you in their own home.”\u003C\u002Fp\u003E\n\u003Cp\u003EAside from visibility, bosses championing a shift from remote working also tend to highlight the social and creative possibilities for office-based employees. For instance, ice-breaker chats by the water cooler, in-person inductions for new hires, team-building after-work drinks and spontaneous brainstorms.\u003C\u002Fp\u003E\n\u003Cp\u003E“We did our best over lockdowns to try and be as creative and free-flowing as possible, but it’s pretty hard when you have to schedule a call for every single thing,” says Daniel Bailey, 34, CEO of a London-based footwear-research company that’s moving into an office in the city’s new Design District in September. “Working remotely has absolutely massive benefits, [but] I don't think it’ll ever be better than being in one place together, for the creative process,” he says.\u003C\u002Fp\u003E\n\u003Cp\u003EKerri Sibson, director of the development company behind the new neighbourhood, says other bosses are prioritising a return to office spaces for their staff to be able to host and attend physical networking events again, or connect with other industry professionals in the same area. “New businesses need to find opportunities for growth that often come from these chance encounters,” she argues.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EOut of sight, out of mind?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EWhatever managers’ motivations for shifting away from remote work, stating a clear preference for ‘visible’ employees raises important questions about equity in the workforce, if some staff are still working remotely, or spending a higher proportion of their time at home than others.\u003C\u002Fp\u003E\n\u003Cp\u003EPro-office bosses like Rogers are often quick to insist that businesses can and should work to ensure “there are equal experiences and opportunities for the team whether they are office based or not”. But the Society for Human Resource Management’s recent survey suggested that around two-thirds of managers of remote staff believe full-time remote work is actually detrimental to employees’ career objectives. A similar proportion admit to considering remote employees more easily replaceable than onsite workers. \u003C\u002Fp\u003E\n\u003Cp\u003E“The adage, ‘out of sight, out of mind’ explains perfectly why this sentiment exists among people managers and it explains how deeply-ingrained the idea of face-to-face work is in our culture,” argues Johnny C Taylor, the organisation’s president and CEO.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The SHRM survey suggested around two-thirds of managers of remote staff believe full-time remote work is detrimental to employees’ career objectives","id":"worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOther research suggests some managers still struggle to trust employees who are working from home. Findings from an online survey of 200 US executives in August suggested they \u003Ca href=\"https:\u002F\u002Fgo.vyopta.com\u002Fvyopta_wakefield_survey_1\"\u003Edidn’t have full faith in a third of their staff\u003C\u002Fa\u003E to correctly utilise the collaborative remote technologies needed to make remote working successful. Earlier in the pandemic research for Harvard Business Review showed that \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2020\u002F07\u002Fremote-managers-are-having-trust-issues\"\u003E41% of managers were sceptical about whether teleworkers could remain motivated\u003C\u002Fa\u003E in the long-term.\u003C\u002Fp\u003E\n\u003Cp\u003EMiddlemiss warns there’s a “genuine risk” these kinds of attitudes towards remote office employees will amplify pre-existing biases, such as those linked to race, class, disability and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200630-how-covid-19-is-changing-womens-lives\"\u003Egender\u003C\u002Fa\u003E. Even before Covid-19, women were more likely to request flexible working due to caring responsibilities, for example, says Middlemiss, and are therefore likely to be disproportionately affected if companies prioritise retaining or promoting office staff. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ERetaining top talent\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOn the flipside, employment experts predict that despite some managers’ resistance to remote working, they might simply have to make it an ongoing option as companies seek to keep and recruit employees.\u003C\u002Fp\u003E\n\u003Cp\u003E“The pandemic has proven that employees can successfully work from home, and they want to continue this flexibility,” says Taylor. “Ultimately, benefits like telework and flexible schedules are critical to attracting and retaining top-tier talent, and employers are aware of this.”\u003C\u002Fp\u003E\n\u003Cp\u003E“If you could work remotely, for one person, you can actually remote work for anybody else, including potentially employers not in your immediate area,” adds Middlemiss. “So, if you know now that’s how you want to live and work, it's important to be aware that there could be lots more opportunities open to you.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThere is already overwhelming evidence of increased job-hopping as workers emerge from the pandemic with a sharper focus on what they want their work and home routines to look like moving forward. In the US, a new survey from PwC suggests that \u003Ca href=\"https:\u002F\u002Ffortune.com\u002F2021\u002F08\u002F20\u002Fus-workers-looking-for-jobs\u002F\"\u003Enearly two-thirds of workers are on the hunt for a new position\u003C\u002Fa\u003E, while figures from leading UK jobs site Totaljobs suggests that \u003Ca href=\"https:\u002F\u002Fwww.totaljobs.com\u002Fmedia-centre\u002Fuk-workers-after-a-fresh-start-in-2021-with-9-in-10-looking-for-a-job\"\u003Emore than three-quarters of Britons\u003C\u002Fa\u003E are actively searching.\u003C\u002Fp\u003E\n\u003Cp\u003EManagers who are continuing to champion remote working are quick to argue that their approach is already having a positive impact on recruitment. “We have had developers applying to work for us from France, from the UK, from Belgium. And that is because we have this flexibility in place,” argues Olga Beck-Friis, co-founder of a digital legal-advice platform based in Stockholm. “We currently have no plans to adopt a full-time back-to-work policy.”\u003C\u002Fp\u003E\n\u003Cp\u003EMeanwhile, Lindmark at Winningtemp argues some of the managers who choose to return to the office full-time may end up reassessing their decisions. He says the switch away from remote working could have an impact on productivity levels and profitability, if staff choose to stay in their jobs, yet aren’t on board with their company’s strategy.\u003C\u002Fp\u003E\n\u003Cp\u003E“If people have been home-working for a long time and they really enjoy that – coming in, they’re feeling that they are just controlled... they’re losing autonomy.” Instead, he argues bosses need to take a closer look at individual and team output and how employees are feeling to help co-create hybrid models that people are comfortable with.\u003C\u002Fp\u003E\n\u003Cp\u003E“A flexible work programme... it has to work mutually for employees, employers and organisations alike,” agrees Taylor at the Society for Human Resource Management. “There is not a one-size-fits-all solution. And that’s key.” \u003C\u002Fp\u003E\n\u003Cp\u003EBut in London, pro-office manager Rogers remains confident that other companies will come round to their way of thinking. “I do think there will be a large number of businesses who underestimate the power of having their workforce together in one space who may shift their initial stance on moving to remote working in the future,” they argue. “We found that the majority of our staff were excited about being back in the office together.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work-10"}],"collection":[],"disableAdverts":false,"displayDate":"2021-09-13T14:48:09Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"What bosses really think about remote work","headlineShort":"What bosses think of remote work","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Many managers are itching to get staff back to the office, despite employees championing alternative set-ups. Why – and how will this change workers' futures?","summaryShort":"Workers are loud and clear about wanting to stay remote. Do managers agree?","tag":[],"textToSpeech":false,"creationDateTime":"2021-09-12T21:07:14.341102Z","entity":"article","guid":"e9246f34-e74a-48d9-9717-a193f591db29","id":"worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work","modifiedDateTime":"2021-12-20T13:56:03.325508Z","project":"worklife","slug":"20210908-what-bosses-really-think-about-remote-work","cacheLastUpdated":1642280100087},"worklife\u002Farticle\u002F20211124-the-bespoke-luxury-of-tiny-garden-office-cubes":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211124-the-bespoke-luxury-of-tiny-garden-office-cubes","_id":"619ffd9c45ceed6d501bc131","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fanna-jones"],"bodyIntro":"No room at the kitchen table? Children too loud? Some workers are slipping into tiny office cubes, right in their gardens.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003EIn early November, Ryan Williams watched an enormous crane lift a small aluminium pod high over his house in Manchester, UK, and lower it into his suburban garden. The pod was a solution to the problem many people are facing in the hybrid work environment – how do you work effectively from home when you have nowhere to get work done?\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EWilliams, 32, found running his social-media marketing company, KOMI, from his dining table worked fine for the first few months of the pandemic. But when it became clear this was a longer-term arrangement, he needed a more permanent workspace. “I was basically living in the dining room. It’s an open-plan kitchen-diner, so the kids were playing there some days,” he says. “Every day when I finished work, I had to pick up the monitor, put all the chargers away.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EWilliams decided to buy a ready-made home office pod for his garden. He chose a sleek, fully-furnished cube made by a company called SkyPods. “It’s a little bit different from your old garden summer house,” he jokes.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EAt £12,500 ($16,700), it was “a bit of an investment”. But once in place, it simply needed to be plugged in and it was ready to go. Williams says the investment has paid off; now, he’s able to make a cleaner distinction between work and home. He can work uninterrupted – and out of everyone's way – and leave the job behind at the end of the day to spend time with his family, too. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EOf course, the idea of a drop-in-anywhere office isn’t new. Companies making small, self-contained office pods say the industry was booming even before the pandemic – though their customers were companies looking to add focus spaces to open-plan offices. Since Covid-19, however, demand has skyrocketed amid a surge of interest from private homeworkers looking to redesign their work and home life.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211124-the-bespoke-luxury-of-tiny-garden-office-cubes-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b63dq5"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211124-the-bespoke-luxury-of-tiny-garden-office-cubes-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003ERise of the garden office\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThe benefits of using pods for focused work in offices have been clear for several years. Companies have realised that open-plan office designs are \u003Ca href=\"https:\u002F\u002Fwww.tandfonline.com\u002Fdoi\u002Ffull\u002F10.1080\u002F09613218.2019.1710098\"\u003Enot always conducive\u003C\u002Fa\u003E to a productive work environment, and so have invested in \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190802-can-phone-booths-solve-privacy-issues-in-open-plan-offices\"\u003Ea raft of solutions\u003C\u002Fa\u003E aimed at providing quiet spaces for workers who need privacy for their task.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EBut the pandemic also brought a surge in demand for home-based workplace solutions – something that looks set to continue in the new hybrid era. One recent UK survey found 85% of working adults currently based at home \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Femploymentandlabourmarket\u002Fpeopleinwork\u002Femploymentandemployeetypes\u002Farticles\u002Fbusinessandindividualattitudestowardsthefutureofhomeworkinguk\u002Fapriltomay2021\"\u003Ewanted to continue doing so\u003C\u002Fa\u003E at least some of the time.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EManufacturers say they've seen a significant rise in interest for pods to be installed in domestic settings. \"People started looking at the spaces in their homes a bit differently, [like] if you had a really big balcony but felt crowded in your living room,” says Jon Lynn, who started London-based My Office Pods four years ago. \"They were just trying to find out how they could utilise the space more.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ELynn does occasionally sell pods for use inside people’s homes, citing soundproofing as their great draw. He had one customer desperate for a place to take phone calls away from his children, for example. The noise inside the pod is also contained, which he says appealed to one man whose wife was tired of his guitar practice. But Lynn says the high cost and corporate appearance of pods designed to sit inside offices – as well as the fact that even the smallest pods would easily dominate an average living room – tend to put most people off.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EThat means the domestic market focuses on pods designed for garden use. But where once having a garden office meant having a slightly superior shed, emerging companies promise all the technology and comfort of an office within a tiny, self-contained square footage.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211124-the-bespoke-luxury-of-tiny-garden-office-cubes-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b63jp4"],"imageAlignment":"centre","imageOrientation":"portrait","id":"worklife\u002Farticle\u002F20211124-the-bespoke-luxury-of-tiny-garden-office-cubes-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003E‘Bespoke luxury’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EMark Currie, in Putney, south London, says if his garden pod \u003Cem\u003Eis \u003C\u002Fem\u003Ea shed, “then it's a really expensive shed”. He and his wife Rachel took delivery of their pod in May, having realised they wanted to continue running their video production agency largely from home.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E“It’s got big sliding doors, it’s got a little window, it's warm, it feels insulated,” he says. It also provides all-important extra storage for their business materials, and space for two desks. \"It’s a nice little house in the garden.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EFor Currie, investing in the pod was “a big commitment”. He and his wife had been working from the kitchen table, but knew it wasn’t a sustainable solution. Now, he says, they also know that should there ever be another lockdown, “the business can continue comfortably because we can just move into the back garden and do what we need to do”.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ECurrie and his wife had to wait six months for their pod to arrive, due to the level of demand. And given the obvious potential for growth in the home-office market, it's no surprise that new innovative designs are emerging all the time; \u003Ca href=\"https:\u002F\u002Fwww.yankodesign.com\u002F2021\u002F05\u002F20\u002Ffloating-office-pods-are-the-future-of-a-truly-flexible-lifestyle-and-remote-work\u002F\"\u003Efloating pods\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.boanoprismontas.com\u002Fpost\u002Fnominated\"\u003Ebudget plywood pods\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.medusagroup.pl\u002F\"\u003Eintricate origami-style pods\u003C\u002Fa\u003E or bright, \u003Ca href=\"https:\u002F\u002Fwww.digsdigs.com\u002Fhome-office-cabin\u002F\"\u003Eangular cabin-style pods\u003C\u002Fa\u003E all promising to create than all-important \u003Ca href=\"https:\u002F\u002Fwww.weforum.org\u002Fagenda\u002F2021\u002F07\u002Fthird-space-remote-hybrid-working\u002F\"\u003Ethird space\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EMike Hyde, who runs SkyPods from Barnsley in northern England, says he set up his company in November 2019 to provide a “bespoke luxury” alternative to traditional garden rooms. As well as cube-style pods like the one Ryan Williams bought, Hyde also makes pods using upcycled segments of old aeroplanes, which means they are extremely durable, well insulated and have excellent soundproofing.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211124-the-bespoke-luxury-of-tiny-garden-office-cubes-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b63l4f"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211124-the-bespoke-luxury-of-tiny-garden-office-cubes-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003E“We take the fuselage off a retired aeroplane that’s had all its engine and other parts stripped off and instead of it going to the crusher, we turn it into something else,” he says. The pods even come complete with the tail number and certificate from the original plane.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EHyde admits that the cost of pods puts them beyond the reach of many people. But he says while they might well cost the same as an extension on a house, crucially, if you do move house, \"for relatively little cost you can just take it with you, plonk it in your garden and get up and running before your house is even finished”.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003E\u003Cstrong\u003EOngoing trends\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ERight now, most designs target the mid-to-high earners who have the career flexibility to work from home, the space in which to install a pod and the income that allows them to do so. Yet Melanie Williamson, on Australia’s Gold Coast, believes more workers are thinking about how they can arrange – or even change – their living space to embrace the flexibility of hybrid working.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EWilliamson set up her company, Backyard Pods, in 2015, in response to what she saw as a gap in the market for affordable flatpack garden offices and outbuildings. Her flatpack kits start at around A$5,000, (£2,729, $3,660) and she says that at times over the past few months, orders have been three times higher than normal.\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003EShe says she’s noticed a lot of interest among city-dwellers who are \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-56167965\"\u003Emoving to smaller towns\u003C\u002Fa\u003E so they can benefit from cheaper property prices and bigger gardens with room for outdoor workspaces. “Sometimes they start consulting with us before they buy their property, because they are buying the property with the intention to do this,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211124-the-bespoke-luxury-of-tiny-garden-office-cubes-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b63m7h"],"imageAlignment":"centre","imageOrientation":"square","id":"worklife\u002Farticle\u002F20211124-the-bespoke-luxury-of-tiny-garden-office-cubes-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp class=\"BodyA\"\u003ESometimes, she says, customers do have space for an office inside their houses, but they want an entirely separate space to help them preserve boundaries between work and home. “There’s something psychological about kissing your loved ones, grabbing a coffee and shutting the door behind you,” says Williamson. “That effect doesn’t occur if you just cross the threshold of another room.”\u003C\u002Fp\u003E\n\u003Cp class=\"BodyA\"\u003ERight now, experts suggest, home-based workspace solutions will remain focused on garden pods. There are barriers to installing pods inside residential buildings, says Lynn, and companies who make pods for offices are concentrating on the strong corporate market. But he believes that when manufacturers see a domestic market developing, they’ll likely focus on creating something that can be assembled easily in smaller spaces.  \u003C\u002Fp\u003E\n\u003Cp class=\"Body\"\u003ERyan Williams, however, is happy with the solution he’s found. While he may not have “the biggest garden in the world”, giving 2sq m of it over to his pod has been life changing. He’s fully embraced the flexibility it offers, telling himself that if he ever stops needing it for work, “it can always be decked out as a garden bar in the future instead”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211124-the-bespoke-luxury-of-tiny-garden-office-cubes-8"}],"collection":["worklife\u002Fpremium-collection\u002Fhello-hybrid"],"disableAdverts":false,"displayDate":"2021-11-26T14:09:57Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"The 'bespoke luxury' of tiny garden office cubes","headlineShort":"The 'bespoke luxury' of tiny offices","image":["p0b63llm"],"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":"6183c2c945ceed0d2f73335b"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210915-how-companies-around-the-world-are-shifting-the-way-they-work","worklife\u002Farticle\u002F20210924-are-office-perks-obsolete","worklife\u002Farticle\u002F20210908-what-bosses-really-think-about-remote-work"],"relatedTag":null,"summaryLong":"No room at the kitchen table? Children too loud? Some workers are slipping into tiny office cubes, right in their gardens.","summaryShort":"All the tech and comfort of an office within a cube in your back garden?","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-11-25T21:18:13.211924Z","entity":"article","guid":"ef78b54f-656e-40de-8700-6674e64c19b2","id":"worklife\u002Farticle\u002F20211124-the-bespoke-luxury-of-tiny-garden-office-cubes","modifiedDateTime":"2021-11-26T10:40:04.558964Z","project":"worklife","slug":"20211124-the-bespoke-luxury-of-tiny-garden-office-cubes","cacheLastUpdated":1642280100086},"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":"6183c26d45ceed624b62ccce","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":"6183c2c945ceed0d2f73335b"}],"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":1642280100093},"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":"6183c27645ceed6ad03701e4","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":1642280100092},"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":"6183c27245ceed64ed12b76b","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":"6183c2c945ceed0d2f73335b"}],"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":1642280100087},"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":"6183c2c945ceed0f1a11c5e7","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":1642280100093},"worklife\u002Farticle\u002F20211028-what-were-getting-wrong-about-the-great-resignation":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20211028-what-were-getting-wrong-about-the-great-resignation","_id":"6183c27245ceed5d042f13de","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fbryan-lufkin"],"bodyIntro":"More people are quitting their jobs, and it could shake the world of work forever. But are we making incorrect generalisations about the Great Resignation?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EWorkers are quitting their jobs. A lot of them. So many, in fact, we’re still smack in the middle of the so-called Great Resignation.\u003C\u002Fp\u003E\n\u003Cp\u003EIn the US, the Labor Department \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fjolts.nr0.htm\"\u003Erevealed that 4.3 million Americans\u003C\u002Fa\u003E left their jobs in August 2021, or about 2.9% of the national workforce – the highest number on record. In the UK, the \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Femploymentandlabourmarket\u002Fpeopleinwork\u002Femploymentandemployeetypes\u002Fbulletins\u002Fuklabourmarket\u002Faugust2021\"\u003Enumber of open jobs surpassed 1 million\u003C\u002Fa\u003E for the first time ever in August. There are several reasons why workers are walking away – \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210629-the-great-resignation-how-employers-drove-workers-to-quit\"\u003Epoor working conditions\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.aljazeera.com\u002Feconomy\u002F2021\u002F10\u002F12\u002Fus-workers-are-quitting-their-jobs-in-record-numbers\"\u003Efears of contracting Covid-19\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20201112-has-the-meaning-of-work-changed-forever\"\u003Eexistential epiphanies\u003C\u002Fa\u003E among them – and researchers are discovering more as they continue to collect and mine data.\u003C\u002Fp\u003E\n\u003Cp\u003E“I do believe there are thousands of individuals who are just fed up. They are overworked, they feel underappreciated,” says Jay Zagorsky, senior lecturer in markets, public policy and law at Questrom School of Business, Boston University, US. “Because many workers are in high-wage industries and are working incredibly long hours, there is a significant number of people who are just quitting.”\u003C\u002Fp\u003E\n\u003Cp\u003EAnd these departures are “really something that could have lasting change”, says Anthony Klotz, associate professor of management at Mays Business School at Texas A&M University. Klotz is also the academic who coined the term ‘Great Resignation’, and \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2021-05-10\u002Fquit-your-job-how-to-resign-after-covid-pandemic\"\u003Epredicted the mass worker exodus\u003C\u002Fa\u003E in May 2021.\u003C\u002Fp\u003E\n\u003Cp\u003EBut he and other experts say we’re missing nuances around the impact of people quitting in droves. There may not be as many workers resigning as we think, and perhaps not for the reasons we believe. They suggest we should be looking at the sweeping generalisations about the Great Resignation with a degree of scepticism, both in how we view this wave of departures and how we can expect it to affect the workforce going forward.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe data isn’t concrete\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E“Right now [in the US], under 3% of the workforce is quitting – that’s not 30%,” says Jay Zagorsky.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20211028-what-were-getting-wrong-about-the-great-resignation-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b0ng35"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211028-what-were-getting-wrong-about-the-great-resignation-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERealistically, this is only a small minority of workers, and much of the coverage around the Great Resignation is actually focused on workers who are \u003Ca href=\"https:\u002F\u002Fwww.weforum.org\u002Fagenda\u002F2021\u002F06\u002Fremote-workers-burnout-covid-microsoft-survey\u002F\"\u003E\u003Cem\u003Ethinking \u003C\u002Fem\u003Ethey’d \u003Cem\u003Elike\u003C\u002Fem\u003E to quit their jobs\u003C\u002Fa\u003E. “There are slightly more people resigning [than usual], but I think the big headlines are coming from the \u003Cem\u003Eintent\u003C\u002Fem\u003E to resign,” says Martha Maznevski, professor of organisational behaviour at Ivey Business School, Western University in Ontario, Canada.\u003C\u002Fp\u003E\n\u003Cp\u003EAdditionally, the numbers we’re relying on to paint the story of a pandemic-induced mass resignation aren’t entirely straightforward. First, Zagorsky notes we don’t have enough longitudinal data to quite calibrate the scale of the Great Resignation; the US government has only tracked resignations since 2000. Additionally, \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fopub\u002Fted\u002F2021\u002Fquits-rate-of-2-9-percent-in-august-2021-an-all-time-high.htm\"\u003Equitting was already at record highs in 2019\u003C\u002Fa\u003E, before Covid-19.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, although resignations broke records in 2020, it’s possible quitting could have ticked up without the pandemic as an engine. Zagorsky says resignations generally climb when economies are strong, much like they were in the US pre-pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003ENow, as the economy rebounds, it’s not perfectly clear whether pandemic-related changes are the primary driver of continuing resignations, or if higher quit rates are more linked to an increasingly stablising economy. (A historical parallel is the 2009 Great Recession – once the economy strengthened throughout the next decade, resignation rates went up, too.)\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211028-what-were-getting-wrong-about-the-great-resignation-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The causes of the Great Resignation are sort of multi-faceted, and manifest themselves in different ways. It’s not that simple – Anthony Klotz","id":"worklife\u002Farticle\u002F20211028-what-were-getting-wrong-about-the-great-resignation-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPlus, although workers across a variety of sectors are leaving their jobs, the resignations aren’t necessarily evenly spread. We often talk about knowledge workers in tandem with the Great Resignation, but Klotz says certain sectors including \u003Ca href=\"https:\u002F\u002Frestaurant.org\u002Farticles\u002Fnews\u002Fhospitality-industry-turnover-rate-ticked-higher\"\u003Efood service\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.linkedin.com\u002Fbusiness\u002Ftalent\u002Fblog\u002Ftalent-strategy\u002Findustries-with-the-highest-turnover-rates\"\u003Eretail\u003C\u002Fa\u003E saw more quits during and since the pandemic.\u003C\u002Fp\u003E\n\u003Cp\u003EIndeed, in the most recent US Bureau of Labor Statistics report, the sector with the most quits by far in August 2021 was food and hospitality, which made up 157,000 of the 242,000 total resignations (which are not the same thing as redundancies or terminations). In the food service sector, \u003Ca href=\"https:\u002F\u002Fwww.bls.gov\u002Fnews.release\u002Fjolts.t04.htm\" target=\"_blank\"\u003E6.8% of workers quit\u003C\u002Fa\u003E, the most of any sector; the second highest outside the leisure sector was retail trade at 4.7%.\u003C\u002Fp\u003E\n\u003Cp\u003EBut this isn’t necessarily surprising – or necessarily entirely pandemic linked. Zagorsky says service industries have historically high quit rates, anyway.\u003C\u002Fp\u003E\n\u003Cp\u003EThat said, we’re not getting \u003Cem\u003Eeverything \u003C\u002Fem\u003Ewrong about who’s quitting due to the pandemic. For instance, in healthcare, which has experienced a worker exodus, more people are leaving due to burnout and dissatisfaction after they bore the brunt of the pandemic response. And knowledge workers are among the pandemic-related departures, too, as Zagorsky points out.\u003C\u002Fp\u003E\n\u003Cp\u003EBut in general, there’s also not a lot of solid data that confirms \u003Cem\u003Ewhich\u003C\u002Fem\u003E specific groups might be quitting. “The reality is, we don’t know [who’s making up the bulk of resignations],” says Klotz. “I’ve seen reports that it’s mid-career level people, I’ve seen reports that say it’s Generation Z, or ‘everyone’s retiring early, it’s the boomers’ – I don’t think we have a good idea of it right now.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAn oversimplification?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ERegardless of \u003Cem\u003Ewho \u003C\u002Fem\u003Eis quitting, it’s cathartic to think every person has the option to \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year\"\u003Erage quit\u003C\u002Fa\u003E, taking their fates into their own hands. In some ways, people have framed the Great Resignation as a turning point, in which all people leaving the workforce are doing so voluntarily in order to create a better working world.\u003C\u002Fp\u003E\n\u003Cp\u003EBut this isn’t universally true. Some workers who’ve quit haven’t done so out of empowerment.\u003C\u002Fp\u003E\n\u003Cp\u003EMaznevski says there are likely two broad categories of people participating in the Great Resignation: “One is people who are professionals, who are making a choice between ‘good’ and ‘better’. The other category is people who are making a choice between something that is really terrible, unhealthy and toxic, and survival. Those are two very different dynamics.”\u003C\u002Fp\u003E\n\u003Cp\u003EIn the former camp, some\u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2021\u002F09\u002Fwho-is-driving-the-great-resignation\"\u003E quit because of ennui and desire for growth\u003C\u002Fa\u003E; in the latter, \u003Ca href=\"https:\u002F\u002Fwww.pbs.org\u002Fnewshour\u002Fshow\u002Fthe-pandemic-pushed-millions-of-u-s-workers-to-join-the-great-resignation-heres-why\"\u003Esome quit due to untenable working conditions\u003C\u002Fa\u003E or \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Fbusiness\u002F2021\u002F09\u002F19\u002Fchildcare-workers-quit\u002F\"\u003Ebecause they had to take care of children while schools were closed\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, those voluntarily leaving their jobs are doing so for different reasons – and their resignations tell an entirely different narrative. \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211028-what-were-getting-wrong-about-the-great-resignation-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":["p0b0nhps"],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20211028-what-were-getting-wrong-about-the-great-resignation-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“You can only resign if you have a choice,” says Maznevski. And this luxury is more readily available to more affluent workers who are more senior in their careers, adds Klotz.\u003C\u002Fp\u003E\n\u003Cp\u003EIn other words, we may only be seeing the Great Resignation through the eyes of those who have the privilege to quit, like top executives or financially secure workers. But the reality is that it’s hard to parse from the existing data which workers are quitting more and why, which can distort what’s really happening, and might encourage people to boldly quit and think everything will work out for them.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe problems that prompt resignations aren’t going away\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s tempting to trumpet the Great Resignation as a sweeping event that will uniformly change labour conditions. But because the factors driving resignations are so different, if changes do come, they’ll likely look different depending on the sector and the types of jobs.\u003C\u002Fp\u003E\n\u003Cp\u003ESome companies might cater more towards white-collar workers’ demands for continued pandemic-era flexibility, like remote work; other companies in service sectors might respond with long-overdue improvements to conditions or higher wages.\u003C\u002Fp\u003E\n\u003Cp\u003EFor white-collar workers, the pandemic has afforded many new perks that were practically unheard of pre-pandemic: the ability to work from home or remotely long-term, cutting out commutes, greater flexibility, being able to spend more time with friends and family. Workers won’t be giving these up easily – and if companies don’t provide them, more people may very well resign more often. Blue-collar workers, who’ve already had to face inequalities that were amplified during the pandemic, might be lured with higher wages – \u003Ca href=\"https:\u002F\u002Fwww.theatlantic.com\u002Fideas\u002Farchive\u002F2021\u002F10\u002Fgreat-resignation-accelerating\u002F620382\u002F\"\u003Ewhich are already rising the fastest\u003C\u002Fa\u003E they’ve risen in the US since the Great Recession.\u003C\u002Fp\u003E\n\u003Cp\u003EThis said, we don’t know what will pan out – and whether conditions will improve for everyone equally. If they don’t, this may be another crack in the narrative that this swath of resignations has universally moved a needle.\u003C\u002Fp\u003E\n\u003Cp\u003EImportantly, workers need to avoid being swept into the hype, and be more thoughtful going forward when discussing the reasons more people are quitting, and what that means for the future of work.\u003C\u002Fp\u003E\n\u003Cp\u003E“The causes of the Great Resignation are sort of multi-faceted, and manifest themselves in different ways,” says Klotz. “It’s not that simple – and I think it’s only going to get more complex.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20211028-what-were-getting-wrong-about-the-great-resignation-6"}],"collection":null,"disableAdverts":false,"displayDate":"2021-10-29T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"What we're getting wrong about the 'Great Resignation'","headlineShort":"Great Resignation: Could we be wrong?","image":["p0b0n1jr"],"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":"6183c2c945ceed0d2f73335b"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":["worklife\u002Farticle\u002F20210823-why-does-quitting-your-job-still-feel-so-hard","worklife\u002Farticle\u002F20210915-turnover-contagion-the-domino-effect-of-one-resignation","worklife\u002Farticle\u002F20210903-why-rage-quitting-is-all-the-rage-this-year"],"relatedTag":null,"summaryLong":"More people are quitting their jobs, and it could shake the world of work forever. But are we making incorrect generalisations about the Great Resignation?","summaryShort":"What we're getting wrong about the mass worker exodus","tag":["tag\u002Fhow-we-work"],"textToSpeech":false,"creationDateTime":"2021-10-28T19:51:13.246127Z","entity":"article","guid":"f0d9fd67-1427-4e8d-89b4-93d70f80db39","id":"worklife\u002Farticle\u002F20211028-what-were-getting-wrong-about-the-great-resignation","modifiedDateTime":"2021-10-29T11:40:47.999531Z","project":"worklife","slug":"20211028-what-were-getting-wrong-about-the-great-resignation","cacheLastUpdated":1642280100092},"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":"6183c27145ceed65b158b246","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\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EIt’s the lacklustre associate who makes partner despite a poor record, even though you’ve been working around the clock at the same firm without even a glance from the bosses. It’s getting passed up for that big account after being at an agency for five years, only to see your unremarkable-but-charismatic colleague score the project after two. Or maybe it’s that ineffective manager who, despite poor people skills, continues to get more staff and responsibility.\u003C\u002Fp\u003E\n\u003Cp\u003EMost of us know the frustrating feeling of watching someone ‘fail upward’: landing successively sweeter gigs even after professional mediocrity or missteps. It turns out, allowing employees to fail up isn’t necessarily bad and can sometimes yield talented, resilient leaders. What is troubling, experts say, is the significant gap between who’s allowed to fail without penalty on the way up – and who never gets that chance.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhy people fail up\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMultiple factors set the stage for ordinary hires to fail upward. One of the reasons the phenomenon persists, says Tomas Chamorro-Premuzic, a business psychology professor at Columbia University in New York City, is because hiring managers, decision-makers, even voters can be easily “seduced” by characteristics incompatible with good leadership, such as overconfidence.\u003C\u002Fp\u003E\n\u003Cp\u003EResearch published in Leadership Quarterly in 2019 showed that across multiple studies, hiring managers consistently saw \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F335800148_Playing_the_trump_card_Why_we_select_overconfident_leaders_and_why_it_matters\"\u003Eleadership potential in those who demonstrated inflated confidence\u003C\u002Fa\u003E in their skills. At the same time, this type of extreme hubris, which Chamorro-Premuzic says men exhibit more than women, often runs counter to actual competence. In social psychology circles, it’s known as the Dunning-Kruger effect.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"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":"2021-12-20T13:57:32.80624Z","project":"worklife","slug":"20210226-failing-up-why-some-climb-the-ladder-despite-mediocrity","cacheLastUpdated":1642280100094},"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":"6183c32645ceed17534d35f6","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":1642280100094},"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":"6183c28a45ceed70d32f2d4d","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":1642280100094},"worklife\u002Farticle\u002F20210705-why-introverts-didnt-actually-win-lockdown":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210705-why-introverts-didnt-actually-win-lockdown","_id":"6183c2aa45ceed02fa3c1645","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Many assumed that introverts would thrive during the solitary life of lockdown. Yet many are reporting enormous relief at their return to socialising.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFor many, the pandemic lockdowns represented a dark cloud with no silver lining. But there was one group that was commonly believed to benefit from the enforced isolation: introverts. \u003C\u002Fp\u003E\n\u003Cp\u003EWriter Jon Ronson was among the first to raise this possibility. “For introverts, self-isolating is no big deal, so I actually think we’re going to be fine,” he told \u003Ca href=\"https:\u002F\u002Fwww.youtube.com\u002Fwatch?v=DNOi-UnDzlk\"\u003EBBC Newsnight on 20 March 2020\u003C\u002Fa\u003E. “The people I’m worried about are extraverts and the people who aren’t used to this kind of situation.” \u003C\u002Fp\u003E\n\u003Cp\u003ERonson’s views were shared by \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Flifeandstyle\u002F2020\u002Fmay\u002F02\u002Ffor-introverts-lockdown-is-a-chance-to-play-to-our-strengths\"\u003Emany others across the world\u003C\u002Fa\u003E. A journalist at the news site Bloomberg declared that \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fopinion\u002Farticles\u002F2020-03-28\u002Fcoronavirus-for-introverts-quarantine-can-be-a-liberation\"\u003Eintroverts would find the experience of lockdown “liberating”\u003C\u002Fa\u003E.  Reuters ran with the headline “\u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fus-health-coronavirus-usa-introverts\u002Fno-parties-no-problem-introverts-dont-mind-sheltering-at-home-idUSKBN21N0D4\"\u003ENo parties, no problem: Introverts don't mind sheltering at home\u003C\u002Fa\u003E”. One columnist for the Daily Telegraph in Australia even chastised the “introvert pride” movement for \u003Ca href=\"https:\u002F\u002Fwww.dailytelegraph.com.au\u002Frendezview\u002Fhey-introverts-stop-loving-this-crisis-so-much\u002Fnews-story\u002Fa519a8644d149222b0c22c97aa2c28c2\"\u003E“taunting” extraverts with their unalloyed enjoyment during the crisis\u003C\u002Fa\u003E. “Get some perspective. Please,” he wrote. \u003C\u002Fp\u003E\n\u003Cp\u003EThe reality, however, turns out to be far different. Psychologists have now tested the influence of personality on people’s mental health during the pandemic – and their results suggest that introverts found it much harder to cope with the isolation than many had expected. Besides highlighting some common misconceptions about different personality types and their need to socialise, the insights from these studies can help us all to navigate life post-lockdown, as we start to mingle once again. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETurning inwards\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EFirst, a reminder of these traits’ scientific definitions. Introversion and extraversion are extreme points of the same spectrum, which \u003Ca href=\"http:\u002F\u002Fwww.jamescmccroskey.com\u002Fmeasures\u002Fintroversion.htm\"\u003Epsychologists can measure by asking people to rate statements about themselves\u003C\u002Fa\u003E on a scale of 1 (disagree) to 5 (agree strongly). They include: \u003C\u002Fp\u003E\n\u003Cul\u003E\n\u003Cli\u003EAre you inclined to keep in the background on social occasions?\u003C\u002Fli\u003E\n\u003Cli\u003EAre you inclined to limit your acquaintances to a select few?\u003C\u002Fli\u003E\n\u003C\u002Ful\u003E\n\u003Cp\u003Eand \u003C\u002Fp\u003E\n\u003Cul\u003E\n\u003Cli\u003EDo you like to have many social engagements?\u003C\u002Fli\u003E\n\u003Cli\u003EAre you a happy-go-lucky individual?\u003C\u002Fli\u003E\n\u003Cli\u003EDo you like to play pranks upon others?\u003C\u002Fli\u003E\n\u003C\u002Ful\u003E\n\u003Cp\u003EIf you agree more with the first set of statements, and disagree with the second set, then you would lie towards the introverted end of the spectrum; if your answers follow the opposite pattern, you are more extraverted. (Those who lie in the middle, like me, are \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210319-why-ambiverts-are-better-leaders\"\u003E“ambiverts”\u003C\u002Fa\u003E – a little bit of both.) Note that introversion and extraversion aren’t necessarily related to shyness. Introverts simply find solitary activities to be more interesting and energising, and busy social events draining, whereas extraverts prefer to look for stimulation outside themselves. \u003C\u002Fp\u003E\n\u003Cp\u003EBased purely on these definitions, it would certainly make sense for introverts to enjoy the quiet of lockdown – yet previous research, conducted before the pandemic, had already suggested reasons that this might not be the case.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210705-why-introverts-didnt-actually-win-lockdown-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Social connections are a basic human need… Being an introvert doesn't mean you don't want to socialise at all - Danièle Gubler and Katja Schlegel","id":"worklife\u002Farticle\u002F20210705-why-introverts-didnt-actually-win-lockdown-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt had long been known, for instance, that introverts tend to experience more intense emotions, and they find it harder to regulate those feelings and to adjust to new situations. This means they \u003Ca href=\"https:\u002F\u002Fpubmed.ncbi.nlm.nih.gov\u002F27247693\u002F\"\u003Etend to have poorer emotional wellbeing\u003C\u002Fa\u003E. Such tendencies may have made them more vulnerable to the stress of the pandemic. \u003C\u002Fp\u003E\n\u003Cp\u003EThen there’s the nature of the isolation during lockdown. Enforced social distancing would have felt quite different from introverts’ typical lifestyle, in which they were free to pick and choose when and how they met people, and to moderate the time spent socialising according to their moods. \u003C\u002Fp\u003E\n\u003Cp\u003EPsychologists Danièle Gubler and Katja Schlegel, both at the University of Bern, Switzerland, say, “Social connections are a basic human need… Being an introvert doesn't mean you don't want to socialise at all.” \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ENo introvert advantage\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EDespite the commonly trumpeted assumptions, from a scientific point of view, it was far from clear that introversion would offer the kind of protection that so many had expected. \u003C\u002Fp\u003E\n\u003Cp\u003EGubler and Schlegel were among the first psychologists to test the way personality influenced people’s reactions to the pandemic. In late March and early April 2020, they recruited 466 Swiss participants for an online survey that measured personality traits and various measures of psychological wellbeing. Their analyses, published late last year, showed that the extraverts and introverts in their sample \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC7574670\u002F\"\u003Eshowed barely any differences in loneliness, anxiety and depression\u003C\u002Fa\u003E. Everyone seemed to be suffering equally.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210705-why-introverts-didnt-actually-win-lockdown-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"A happy woman chatting via her laptop","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210705-why-introverts-didnt-actually-win-lockdown-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMaryann Wei at the University of Wollongong, Australia, meanwhile, examined 114 participants from the US, UK Canada, Australia and Germany between late April and early May 2020. She found that introverts \u003Ca href=\"https:\u002F\u002Fwww.frontiersin.org\u002Farticles\u002F10.3389\u002Ffpsyg.2020.561609\u002Ffull\"\u003Ewere fairing significantly worse than the extraverts, with greater loneliness, anxiety and depression\u003C\u002Fa\u003E during this time period. \u003C\u002Fp\u003E\n\u003Cp\u003EThe same patterns appeared in a study by Anahita Shokrkon, a PhD student at the University of Alberta. Surveying more than 1,000 people across Canada in June and July 2020, she found that \u003Ca href=\"https:\u002F\u002Fjournals.plos.org\u002Fplosone\u002Farticle?id=10.1371\u002Fjournal.pone.0251097\"\u003Eextraverts had consistently better mental health than introverts\u003C\u002Fa\u003E, despite the many restrictions that were limiting their socialising. Her results were published on 19 May 2021. \u003C\u002Fp\u003E\n\u003Cp\u003EShokrkon points out that extraverts may have had bigger friendship groups before the pandemic, and – even if they could not see them face-to-face – would have been able to enjoy some of that social support remotely, through Zoom or WhatsApp. “These strong friendships that they had before the pandemic, were perhaps the most important thing that helped them get through the difficult situation,” she says. As an extravert herself, she says she was quick to organise events – such as group games online – that created a sense of connection. “The extraverts [still] found a way to connect with people.” Introverts, in contrast, may have had less social capital to start with, and then struggled to find new ways to maintain those relationships. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EBrave new world\u003C\u002Fstrong\u003E\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EPosts across social media platforms suggest that, as many countries reduce their social distancing guidelines, many introverts have been pleasantly surprised by their increased opportunities to meet people face-to-face. \u003C\u002Fp\u003E\n\u003Cp\u003EThis is entirely to be expected, say Gubler and Schlegel. “People continuously \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20210623-why-its-ok-to-let-friendships-fade-out\"\u003Eshape their environment to match their needs or their personality\u003C\u002Fa\u003E, and we can therefore expect that both introverts and extraverts will be able to return to post-lockdown life with the degree of social interaction that feels comfortable to them”. “And many individuals are probably happy to replace rather \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200421-why-zoom-video-chats-are-so-exhausting\"\u003Eexhausting Zoom meetings\u003C\u002Fa\u003E with actual social interactions.” \u003C\u002Fp\u003E\n\u003Cp\u003EShokrkon agrees. “Extraverts will probably be more excited about Covid-19 restrictions being lifted,” she says. “But I'm absolutely sure [that introverts] want to have the option of choosing whether to go to parties and social gatherings or not.” \u003C\u002Fp\u003E\n\u003Cp\u003EMany organisations are encouraging their employees to continue working remotely, at least part of the time. This may make the transition easier, says Shokrkon – rather than immediately returning to all the face-to-face meetings and busy office chatter that they would have endured previously. “Introverts should use this period to readjust and to make their way slowly back into their social life.” \u003C\u002Fp\u003E\n\u003Cp\u003EFor introverts, extraverts and everyone in between, there may be no better time to reassess the kind of lifestyle we want, whether that’s in solitude or in company – and to try to find the balance that best suits our unique personalities.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"http:\u002F\u002Fwww.davidrobson.me\u002Fthe-intelligence-trap\"\u003E\u003Cstrong\u003E\u003Cem\u003EDavid Robson\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E is the author of \u003C\u002Fem\u003E\u003Cstrong\u003E\u003Cem\u003EThe Intelligence Trap: Why Smart People Do Dumb Things\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003Cem\u003E (out now in paperback). His next book is The Expectation Effect: How Your Mindset Can Change Your World, to be published in early 2022. He is \u003C\u002Fem\u003E\u003Ca href=\"http:\u002F\u002Fwww.twitter.com\u002Fd_a_robson\"\u003E\u003Cstrong\u003E\u003Cem\u003E@d_a_robson\u003C\u002Fem\u003E\u003C\u002Fstrong\u003E\u003C\u002Fa\u003E\u003Cem\u003E on Twitter.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210705-why-introverts-didnt-actually-win-lockdown-4"}],"collection":null,"disableAdverts":false,"displayDate":"2021-07-07T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why introverts didn't actually 'win' lockdown","headlineShort":"Why introverts didn't 'win' lockdown","image":[],"imageAlignment":"centre","imageAltText":"Man staring out of his window","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Many assumed that introverts would thrive during the solitary life of lockdown. Yet many are reporting enormous relief at their return to socialising.","summaryShort":"Many assumed introverts would thrive on social distancing – but was it true?","tag":[],"textToSpeech":false,"creationDateTime":"2021-07-06T19:56:32.723835Z","entity":"article","guid":"ec5c520d-87a2-468a-8429-3e959fdc5608","id":"worklife\u002Farticle\u002F20210705-why-introverts-didnt-actually-win-lockdown","modifiedDateTime":"2021-10-22T14:15:52.364528Z","project":"worklife","slug":"20210705-why-introverts-didnt-actually-win-lockdown","cacheLastUpdated":1642280100095},"worklife\u002Farticle\u002F20210319-why-ambiverts-are-better-leaders":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20210319-why-ambiverts-are-better-leaders","_id":"6183c26f45ceed670a5aa0b4","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Blending both extrovert and introvert personality types can make you indispensable in the office – and finding that balance is a skill we can all master.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIt's like asking someone if they're a cat person or a dog person – so basic, almost tribal: are you an extrovert or an introvert?\u003C\u002Fp\u003E\n\u003Cp\u003EEach of these identities has its own strengths and weaknesses, yet it seems there's constant debate about which it is better to be. \u003Ca href=\"https:\u002F\u002Fslate.com\u002Fhuman-interest\u002F2013\u002F08\u002Fintroverts-on-the-internet-a-match-made-in-heaven.html\"\u003ESome say\u003C\u002Fa\u003E the internet has a \"love affair\" with introverts, and that being an introvert is, \u003Ca href=\"https:\u002F\u002Fwww.huffpost.com\u002Fentry\u002Fintrovert_b_3790923\"\u003Eat long last, cool\u003C\u002Fa\u003E, particularly \u003Ca href=\"https:\u002F\u002Fwww.huffpost.com\u002Fentry\u002Fintrovert-tweets-march_l_5e855fc7c5b60bbd734efe5b\"\u003Eduring the pandemic\u003C\u002Fa\u003E. That's likely a reaction to a culture that has long seemed to \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Ftechnology\u002F2012\u002Fapr\u002F01\u002Fsusan-cain-extrovert-introvert-interview\"\u003Ecelebrate and reward extroverts\u003C\u002Fa\u003E, especially \u003Ca href=\"https:\u002F\u002Fwww.huffpost.com\u002Fentry\u002Fwhy-does-america-love-its_b_4456437\"\u003Ein many Western countries\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.businessinsider.com.au\u002Fextrovert-career-success-advantages-psychology-study-2019-5\"\u003Eparticularly in the workforce\u003C\u002Fa\u003E, where they're able to use their natural people skills. Complicating things further, \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2010\u002F12\u002Fthe-hidden-advantages-of-quiet-bosses\"\u003Esome research\u003C\u002Fa\u003E has shown that introverts can \u003Ca href=\"https:\u002F\u002Fwww.washingtonpost.com\u002Fnews\u002Fon-leadership\u002Fwp\u002F2017\u002F04\u002F17\u002Fintroverts-tend-to-be-better-ceos-and-other-surprising-traits-of-top-performing-executives\u002F\"\u003Eoutshine extroverts as leaders\u003C\u002Fa\u003E, despite the fact that the confident demeanour of an extrovert fits many people's image of a typical CEO.\u003C\u002Fp\u003E\n\u003Cp\u003ESo, which is it? Who has more of an edge, and who's more successful at work: bubbly, outgoing workers; or reserved, restrained ones? The answer, it turns out, is those who can be both: the chameleon-like ambivert.\u003C\u002Fp\u003E\n\u003Cp\u003EBlending the best of both personality types can make you indispensable in the office, experts say. And although acting like both extrovert and introvert might feel tricky at times, it’s a skill we can all master, with a little practice.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20210319-why-ambiverts-are-better-leaders-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210319-why-ambiverts-are-better-leaders-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cstrong\u003EThe 'ambivert advantage'\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EAdam Grant, a professor of psychology at the University of Pennsylvania, coined the term 'the ambivert advantage' in a 2013 study that \u003Ca href=\"https:\u002F\u002Ffaculty.wharton.upenn.edu\u002Fwp-content\u002Fuploads\u002F2013\u002F06\u002FGrant_PsychScience2013.pdf\"\u003Echallenged notions of extroverts being more successful and productive\u003C\u002Fa\u003E in a sales environment. After studying 340 call-centre employees, Grant found that the workers who made the most sales revenue were those who fell in the middle of the extroversion scale. In fact, the results made a bell curve: the worst performers were the workers who were either extremely introverted, or extremely extroverted.\u003C\u002Fp\u003E\n\u003Cp\u003E\"Because they naturally engage in a flexible pattern of talking and listening, ambiverts are likely to express sufficient assertiveness and enthusiasm to persuade and close a sale,\" Grant writes in the study. But ambiverts are also \"more inclined to listen to customers' interests and less vulnerable to appearing too excited or overconfident\".\u003C\u002Fp\u003E\n\u003Cp\u003EKarl Moore, an associate professor of management at McGill University and associate fellow at Oxford University, who has studied ambiverts for years, estimates that 40% of top business leaders are extroverts, 40% are introverts and 20% are \"true ambiverts\", based on interviews with 350 C-suite executives. But he believes that the unprecedented circumstances created by the pandemic have forced leaders of all stripes to try and act more like ambiverts.\u003C\u002Fp\u003E\n\u003Cp\u003EIn his upcoming book, We Are All Ambiverts Now, Moore says that the situation we were all thrust into required more leaders to call upon the strengths of both extroversion and introversion. For example, bosses needed to listen and take feedback in order to provide flexible and empathetic work environments for staff, but they also needed to broadcast clear and demonstrative enthusiasm to rally and guide the team into the unknown.\u003C\u002Fp\u003E\n\u003Cp\u003E\"What [the pandemic] means is that the CEO needs to listen a lot – a great leader is a great listener,\" says Moore. \"But [they] also need to be able to give the inspiring 'guys, I am confident we can make it through this crisis'.\"\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E'Adapt to what's necessary'\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESo, whether it's sales figures or muddling through a once-in-a-century catastrophe, it's good to be an ambivert. But how do you become one?Actually, say the experts, it’s very doable. \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20191030-the-helpful-upside-of-office-personality-tests\"\u003EMost of the popular personality tests\u003C\u002Fa\u003E will place you on a sliding scale of extroversion anyway, so ambiversion is likely within your grasp.\u003C\u002Fp\u003E\n\u003Cp\u003E\"It's more about adaptive leadership style\" than about thinking you need to re-haul your entire personality, says Alisa Cohn, a start-up and CEO coach based in New York City. \"I think it's less about working on your [perceived] weaknesses than it is about building up your ability to push yourself outside your comfort zone.\"\u003C\u002Fp\u003E\n\u003Cp\u003EIt's not just CEOs who benefit from ambiversion either, she says. In fact, the earlier in your career you build these skills, the better, since \"the benefits will improve over time”. For people who identify as extroverts, this may mean being consciously quieter in meetings; for introverts, it may mean contributing more in meetings.\u003C\u002Fp\u003E\n\u003Cp\u003E\"It might be a specific behaviour: to listen longer or to ask another question and listen to the answer. To be more extroverted, it might be to initiate conversation or make small talk,\" says Cohn. \"I like the idea of practising the behaviour three, four, five times a day in little micro doses so you can do that a lot more easily without getting exhausted. And then score yourself.\" Keep track of how often you do these things each day, and if you met your goal.\u003C\u002Fp\u003E\n\u003Cp\u003EShe also recommends spotting a role model you admire in your office who has the introvert or extrovert qualities you're looking to emulate, so you can watch their behaviour and model yours on them.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210319-why-ambiverts-are-better-leaders-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20210319-why-ambiverts-are-better-leaders-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMoore talks about working with an introverted CEO, Claude Mongeau, the former chief executive of Canadian National Railway, for his research. He says Mongeau worked with a leadership coach who gave him a clicker – like the one a bouncer outside a nightclub uses to count patrons – to keep track of every extroverted skill he practised each day. These were small things, like saying hello to someone or commenting on the weather. Moore says he was still very much an introvert, but realised to be an effective CEO, he had to channel his extroverted side.\u003C\u002Fp\u003E\n\u003Cp\u003EMoore, an extrovert himself, says that channelling his inner ambivert has helped him in his own career, both as a researcher and for his radio show, in which he interviews CEOs. “On my radio show, 98% of the time I'm quiet, because I'm asking [the guest] a question, 'Where are you from, what does your family do?'.\"\u003C\u002Fp\u003E\n\u003Cp\u003EBeing an ambivert means being aware of your own natural social style, and knowing when the situation may call for just the opposite: \"The most successful leaders are the ones who can recognise a situation and adapt their style as necessary,\" says Cohn.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EAvoiding the mental toll\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe only downside is that this adaptation can wear you down. \"You need to act like both. The problem is, it's exhausting,\" says Moore.\u003C\u002Fp\u003E\n\u003Cp\u003EBut remember, being an extrovert or an introvert comes down to how you are energised – either from the outside world or your internal one. So, when you try to go against natural preferences, it uses more \"mental calories\", says Cohn, and it's important to refill that mental energy tank.\u003C\u002Fp\u003E\n\u003Cp\u003EFor introverts, that might mean a solitary afternoon at home with a book or if you're at work, a 15-minute break outside alone on a bench. For extroverts, it might mean surrounding yourself with people. Moore says his preferred ‘extrovert break’ when he's on business is to find a restaurant and sit at the bar for dinner, so he can talk to other patrons. \"It stimulates me. It gets my dopamine levels going, because I'm with people.\"\u003C\u002Fp\u003E\n\u003Cp\u003EIt's important to reiterate that few people are 100% one or the other. But becoming an ambivert is something more active; it's deciding which switch to flip, and when. Sharpening that skill could mean all the difference – not just for you, but for the people you work with, too.\u003C\u002Fp\u003E\n\u003Cp\u003ECohn says one of her clients, an introverted manager, worked hard to strengthen his extroverted side by talking more in meetings, and responding more enthusiastically with confirming gestures like nodding. The result? His team \"felt like there was more harmony in the meeting\", says Cohn. \"It made them feel more important and empowered.\"\u003C\u002Fp\u003E\n\u003Cp\u003E\"It wasn't about him,\" she says. \"It was about other people feeling heard, feeling met.\"\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20210319-why-ambiverts-are-better-leaders-4"}],"collection":null,"disableAdverts":false,"displayDate":"2021-03-23T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why ambiverts are better leaders","headlineShort":"Why ambiverts are better leaders","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"Blending both extrovert and introvert personality types can make you indispensable in the office – and finding that balance is a skill we can all master.","summaryShort":"The hybrid personality type that can help you succeed and excel","tag":[],"textToSpeech":false,"creationDateTime":"2021-03-22T21:28:04.19992Z","entity":"article","guid":"6f2ddcf4-607d-41f4-af72-540b5141e467","id":"worklife\u002Farticle\u002F20210319-why-ambiverts-are-better-leaders","modifiedDateTime":"2021-09-02T05:20:45.752411Z","project":"worklife","slug":"20210319-why-ambiverts-are-better-leaders","cacheLastUpdated":1642280100095},"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":"6183c2b145ceed02f9176bf1","ambientVideo":"","articleType":"story","assetVideo":null,"author":["worklife\u002Fauthor\u002Fkate-morgan"],"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\u003E\u003Cem\u003EAs we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021. When you’re done with this article, check out our \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Fbest-of-worklife-2021\u002F\"\u003Efull list of the year’s top stories\u003C\u002Fa\u003E. \u003C\u002Fem\u003E\u003C\u002Fp\u003E\n\u003Cp\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":["p09p7yzy"],"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":["p09p7yvy"],"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":["worklife\u002Fpremium-collection\u002Fremote-control","worklife\u002Fcolumn\u002Fbest-of-worklife-2021"],"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":["p09p7yt6"],"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":"6183c2c945ceed0d2f73335b"}],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":["p09p7yvy"],"relatedStories":["worklife\u002Farticle\u002F20210705-why-introverts-didnt-actually-win-lockdown","worklife\u002Farticle\u002F20210618-the-workers-pushing-back-on-the-return-to-the-office","worklife\u002Farticle\u002F20210319-why-ambiverts-are-better-leaders"],"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":["tag\u002Fhow-we-work"],"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":"2021-12-20T13:54:25.365725Z","project":"worklife","slug":"20210713-why-introverts-excelled-at-working-from-home","cacheLastUpdated":1642280100094},"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers","_id":"6183c2a845ceed5fb42c89f5","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"An increasing number of brands are extending size ranges. It’s an improvement for plus-size consumers – but are companies’ motivations always in the right place?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENothing makes Aisha Fairclough feel more like a valued shopper than when a retailer’s clothing fits her. “Being able to walk into a store and find your size makes customers feel they are seen,” she says.  \u003C\u002Fp\u003E\n\u003Cp\u003EFor years, this experience occurred infrequently for Fairclough, the cofounder of Body Confidence Canada, as few mass retailers sold styles in a wide range of sizes. Consumers like her, categorised as ‘plus size’, have mostly had to shop at speciality retailers for clothes, even though the average \u003Ca href=\"https:\u002F\u002Fwww.refinery29.com\u002Fen-ca\u002F2018\u002F10\u002F213615\u002Fcanadian-plus-size-clothes-inclusive-designers\"\u003ECanadian woman wears about a size 14\u003C\u002Fa\u003E (a UK size 18). Most women in the \u003Ca href=\"https:\u002F\u002Fwww.today.com\u002Fstyle\u002Fwhat-s-average-size-16-new-normal-us-women-t103315\"\u003EUS\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.independent.co.uk\u002Flife-style\u002Fhealth-and-families\u002Fwomens-body-changes-1957-self-image-fashion-weight-health-sizes-positive-a7633036.html\"\u003EUK\u003C\u002Fa\u003E also belong to this group, and have found \u003Ca href=\"https:\u002F\u002Fwww.huffpost.com\u002Fentry\u002Fplus-size-shopping-frustrating-things_n_7163956\"\u003Eshopping\u003C\u002Fa\u003E exhausting in an industry that has habitually excluded them to promote a thin and often unattainable ideal, even as consumers have increasingly worn larger sizes on average throughout the last few decades.\u003C\u002Fp\u003E\n\u003Cp\u003EBut during the past five years, the body positivity and fat acceptance movements have grown popular enough to influence mainstream culture. “Celebrities and fashion groups have outwardly endorsed plus-size models,” says Tom Burgess, industry analyst for the US-based global market research firm IBISWorld. “Marketing campaigns, such as Dove’s Real Beauty, encouraged body positivity, leading to growth in the downstream market as plus-size men and women spend more time on their image.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAs a result, both independent fashion brands and multinational corporations in North America and the UK have extended their size ranges. In fact, the plus-size market has been growing twice as fast as the straight-size market, says Alice Rodrigues, senior consultant at Alvanon, an international apparel-business consulting firm. In the UK, plus-size women's clothing stores had an \u003Ca href=\"https:\u002F\u002Fwww.ibisworld.com\u002Funited-kingdom\u002Fmarket-research-reports\u002Fplus-size-womens-clothing-stores-industry\u002F\"\u003Eaverage industry growth of 1.9%\u003C\u002Fa\u003E from 2015 to 2020, and a market size of £734m ($963m), according to IBISWorld. In contrast, the UK’s clothing sector overall experienced a negative \u003Ca href=\"https:\u002F\u002Fwww.ibisworld.com\u002Funited-kingdom\u002Fmarket-research-reports\u002Fclothing-retailing-industry\u002F\"\u003Eaverage industry growth of -0.8%\u003C\u002Fa\u003E during the same period. Even amid the pandemic, as fashion consumption drops, the plus-size clothing industry’s profits are projected to grow. Similar trends can be found in the US, where the market value of the \u003Ca href=\"https:\u002F\u002Fwww.telegraph.co.uk\u002Ffashion\u002Fnews\u002Fplus-size-one-clothing-sectors-have-grown-year-isnt-choice\u002F\"\u003Eplus-size apparel industry has an estimated worth of $24bn\u003C\u002Fa\u003E (£18.3bn). \u003C\u002Fp\u003E\n\u003Cp\u003EFollowing in the footsteps of companies such as H&M, Nike, Anthropologie, Asos and Reformation, Lululemon Athletica is one of the latest retailers to offer ‘inclusive sizing’. The yoga outfitter \u003Ca href=\"https:\u002F\u002Fwww.bloomberg.com\u002Fnews\u002Farticles\u002F2020-09-08\u002Flululemon-once-chided-for-body-shaming-to-offer-larger-sizes\"\u003Eannounced in September\u003C\u002Fa\u003E that it had expanded its apparel to a US size 20 (UK size 24). The move comes seven years after the company’s chairman Chip Wilson resigned \u003Ca href=\"https:\u002F\u002Fabcnews.go.com\u002FUS\u002Flululemon-founder-chip-wilson-blames-womens-bodies-yoga\u002Fstory?id=20815278#:~:text=Lululemon%20Founder%20Blames%20Women's%20Bodies,t%20work%22%20for%20their%20pants.&text=%22Frankly%2C%20some%20women's%20bodies%20just,TV's%20%22Street%20Smart%22%20program.\"\u003Efollowing his remarks\u003C\u002Fa\u003E that “some women's bodies just don't actually work” for Lululemon’s leggings. In 2005, Wilson said that selling clothes bigger than a size 12 (UK size 16) – the cut off for so-called ‘straight sizes’ – would be a “\u003Ca href=\"https:\u002F\u002Fwww.huffpost.com\u002Fentry\u002Flululemon-plus-size_n_3675605\"\u003Emoney loser\u003C\u002Fa\u003E” for his business.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"As the plus-size market has opened up, many consumers who’ve been ignored by straight-size retailers for years are sceptical about the touted ‘embrace of inclusivity’","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut as the plus-size market has opened up, many consumers who’ve been ignored by straight-size retailers for years are sceptical about the touted ‘embrace of inclusivity’. They may be on to something: marketing experts say that adding these sizes can help a brand appear more progressive and less elitist, and retailers stand to profit from size inclusion as the percentage of consumers who wear plus-size clothes rises.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘A slap in the face’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EYet, when companies \u003Cem\u003Edo \u003C\u002Fem\u003Eadd plus-sized options, there are still many ways that they can strike the wrong chord with their target market. The British retailer \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fnews\u002Fbusiness-44121064\"\u003ENew Look made international headlines\u003C\u002Fa\u003E in 2018 and faced accusations of instituting a “fat tax” after selling \u003Ca href=\"https:\u002F\u002Fwww.cosmopolitan.com\u002Fuk\u002Ffashion\u002Fa20713961\u002Fnew-look-plus-size-clothing-pricing-fat-tax\u002F\"\u003Eselect plus-size garments for 15% more\u003C\u002Fa\u003E than the comparable garments in straight sizes. “Charging more for plus-size clothing is offensive and insulting because you are prioritising smaller-size customers,” says Fairclough. “What's equitable about that?” \u003C\u002Fp\u003E\n\u003Cp\u003EThere’s also concern that the traditional retailers broadening their ranges aren’t truly inclusive because they offer a limited number of large sizes rather than a variety of them. “Inclusive sizing means that all bodies are included in fashion,” says Fairclough. “Instead, it's like designers pick a number that they think is big enough to include plus sizes and they stop. Some brands have started to cater to modestly plus-size shoppers, but they have not gone far enough.”\u003C\u002Fp\u003E\n\u003Cp\u003EThomaï Serdari, professor of marketing at New York University’s Leonard N Stern School of Business, says that consumers consider it “a slap in the face” when a retailer launches a plus collection that only includes the smallest sizes in the category. It gives the impression that companies are just trying to grab a share of the market without a real commitment to the community. “This is really even more disrespectful for consumers,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ELululemon is already contending with concerns from members of the plus-size community who say that simply expanding to a size 20 doesn’t cut it. In the US, where the Canadian company has a significant following, the \u003Ca href=\"https:\u002F\u002Fwww.forbes.com\u002Fsites\u002Fdidemtali\u002F2016\u002F09\u002F30\u002Fthe-average-woman-size\u002F#547644e12791\"\u003Eaverage woman wears between a size 16 and 18\u003C\u002Fa\u003E (UK size 20 and 22). This means that many consumers need sizes well beyond a 20. Fairclough, for example, says she wears between a size 18 and 22, depending on the clothing brand.\u003C\u002Fp\u003E\n\u003Cp\u003EIn response to the criticism that it is not inclusive enough, Lululemon reportedly took to social media to call the rollout of its additional sizes “\u003Ca href=\"https:\u002F\u002Fca.style.yahoo.com\u002Flululemon-size-expansion-draws-mixed-reviews-161921890.html\"\u003Ea first step\u003C\u002Fa\u003E”, suggesting that it will diversify its offerings in the future. \"Earlier this year, we took the important first step toward creating a more inclusive product assortment by introducing new size range and fit offerings. This is just the beginning and we will continue to increase our size and fit offerings every season going forward,\" a Lululemon spokesperson told the BBC.\u003C\u002Fp\u003E\n\u003Cp\u003EMarie Southard Ospina, a Hebden Bridge, UK-based journalist who covers body-image issues, says she suspected that the popularity of body positivity would lead brands to capitalise on the trend. “When I see brands with a history of either ignoring or outright belittling fat bodies try to get in on the trend by adding a few sizes, it doesn't feel like they care about fat people,” she says. “Virtue signalling is definitely a good term for it.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWalk the walk\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMisdeeds like charging customers more for plus sizes or speaking ill of women’s bodies require brands to rehabilitate their image. But even as they make strides, companies shouldn’t assume that consumers will forgive them, says Ludovica Cesareo, an assistant professor of marketing at the College of Business of Lehigh University in the US. “Just because you launch a plus-size line doesn’t mean they’re going to all of a sudden buy your brand,” she says. “Consumers really care about values, and so they want to buy from brands that reflect the values they believe in.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"It's like designers pick a number that they think is big enough to include plus sizes and they stop – Aisha Fairclough","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ECesareo points to mainstream brands like Fabletics and Nike for offering plus size apparel years ago. She singles out Nike for including \u003Ca href=\"https:\u002F\u002Fwww.cnn.com\u002Fstyle\u002Farticle\u002Flondon-nike-mannequins-scli-intl\u002Findex.html\"\u003Eplus-size mannequins in its flagship London store\u003C\u002Fa\u003E in 2019, sending the message that the company values customers of all body types. At the time, Nike \u003Ca href=\"https:\u002F\u002Fwww.telegraph.co.uk\u002Fwomen\u002Flife\u002Fobese-mannequins-selling-women-dangerous-lie\u002F\"\u003Efielded some criticism\u003C\u002Fa\u003E from people incredulous that shoppers who wear plus sizes engage in physical fitness. Still, web \u003Ca href=\"https:\u002F\u002Fwww.ypulse.com\u002Farticle\u002F2019\u002F06\u002F14\u002Fnikes-plus-size-controversy-is-boosting-profits-on-the-viral-list\u002F\"\u003Esearches for the brand’s\u003C\u002Fa\u003E plus-size clothes spiked shortly after the mannequins debuted, drawing attention to the fact that people of all body types work out—a bigger body doesn’t mean an inactive one. \u003C\u002Fp\u003E\n\u003Cp\u003EOspina agrees that she would much rather give her money to retailers that have made an effort to listen to plus-size consumers and hire plus-size people than those that have overlooked – or, worse – insulted the community. As a plus-size consumer, she opts for brands with a track record of caring about larger people, especially independent brands that “often have plus-size people at the helm of their business – or if they don't, they do their best to talk to, work with and centre fat folks as much as possible”. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EHow to succeed in business\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EUltimately, retailers must go beyond merely producing clothing in a range of sizes if they hope to succeed with a body-diverse clientele, asserts Cesareo. They have to connect on a personal level with consumers who wear plus-size clothes. That means signalling to shoppers that they are seen, understood and important to retailers.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFairclough appreciates the Canadian brands and designers who served customers of all sizes before it became de rigueur. In this group, she includes designers such as Joseph Ribkoff, Anika Reid and Jeanie Becker as well as the retailer Toni Plus.\u003C\u002Fp\u003E\n\u003Cp\u003EShe remains wary, however, of companies that have just recently taken an interest in body diversity. “If brands, retailers and designers cared about plus-size consumers, then it wouldn't have taken until now to acknowledge that plus-size and fat consumers exist,” she says. “Fat people have always needed clothing. It's disappointing that companies only started to see plus-size consumers as viable because of the dollar.”\u003C\u002Fp\u003E\n\u003Cp\u003E“We deserve the same range of fashion options and looks reflected in straight sizes,” continues Fairclough. “We are not an afterthought.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cem\u003E\u003Cstrong\u003EEDITOR’S NOTE (02\u002F11\u002F2020):\u003C\u002Fstrong\u003E This article has been updated to include a comment from Lululemon.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers-10"}],"collection":[],"disableAdverts":false,"displayDate":"2020-11-02T13:40:53Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Selling plus-size clothing isn’t only about pleasing shoppers","headlineShort":"The importance of size inclusivity","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"An increasing number of brands are extending size ranges. It’s an improvement for plus-size consumers – but are companies’ motivations always in the right place?","summaryShort":"Why offering plus-size clothing isn’t only about pleasing shoppers","tag":[],"textToSpeech":false,"creationDateTime":"2020-11-01T21:54:28.834417Z","entity":"article","guid":"12627f9e-7980-4be9-b900-d99c16faa258","id":"worklife\u002Farticle\u002F20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers","modifiedDateTime":"2021-09-02T04:59:43.091577Z","project":"worklife","slug":"20200211-selling-plus-size-clothing-isnt-only-about-pleasing-shoppers","cacheLastUpdated":1642280100096},"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women","_id":"6183c26c45ceed63d95ceb9b","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"The Covid-19 recession is unique among modern economic shocks in its harm to women’s finances and prospects. Can this be reversed?","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Fcolumns\u002Funknown-questions\"\u003E \u003Cimg src=\"http:\u002F\u002Fichef.bbci.co.uk\u002Fimages\u002Fic\u002Fraw\u002Fp08w68j3.jpg\" border=\"0\" alt=\"Unknown Questions\" width=\"100%\" \u002F\u003E \u003C\u002Fa\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWe’re in the thick of the ‘shecession’. \u003C\u002Fp\u003E\n\u003Cp\u003EThe global economy is now in its \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fbusiness-52273988\"\u003Eworst downturn since the Great Depression\u003C\u002Fa\u003E. One of the unique aspects of the current recession is the way it’s impacting women: though men are more likely to die of Covid-19, the pandemic’s toll on employment is heavier for women. Unlike other modern recessions, the pandemic recession has \u003Ca href=\"https:\u002F\u002Fvoxeu.org\u002Farticle\u002Fshecession-she-recession-2020-causes-and-consequences\"\u003Eled to more job losses among women\u003C\u002Fa\u003E than among men. While the 1970s marked the start of \u003Ca href=\"https:\u002F\u002Fwww.investopedia.com\u002Fterms\u002Fm\u002Fmancession.asp\"\u003E‘mancession’ periods\u003C\u002Fa\u003E in industries like construction, the current ‘shecession’ is heavily affecting sectors like hospitality and retail. \u003C\u002Fp\u003E\n\u003Cp\u003EThese sectors employ many women and are also vulnerable to lockdown measures. Some effects are already visible. Globally, women’s job losses due to Covid-19 are \u003Ca href=\"https:\u002F\u002Fwww.mckinsey.com\u002Ffeatured-insights\u002Ffuture-of-work\u002Fcovid-19-and-gender-equality-countering-the-regressive-effects\"\u003E1.8 times greater\u003C\u002Fa\u003E than men’s. In the US, \u003Ca href=\"https:\u002F\u002Fwww.iza.org\u002Fpublications\u002Fdp\u002F13562\u002Fthis-time-its-different-the-role-of-womens-employment-in-a-pandemic-recession\"\u003Eunemployment has intensified the most\u003C\u002Fa\u003E for the personal care and food service occupations, where women predominate. \u003C\u002Fp\u003E\n\u003Cp\u003EIt’s not just about lay-offs, however. In a McKinsey and Lean In \u003Ca href=\"https:\u002F\u002Fwomenintheworkplace.com\u002F\"\u003Esurvey of North American female employees\u003C\u002Fa\u003E, one in four women said they were thinking about reducing or leaving paid work due to the pandemic, citing company inflexibility, caring responsibilities and stress. The survey included some comparative data that laid out the gender gap for parents; while 8% of surveyed mothers had thought about going from full- to part-time work, only 2% of fathers had. \u003C\u002Fp\u003E\n\u003Cp\u003EFor a fairer and more lasting recovery from Covid-19, it’s crucial to understand which people are especially hard-hit by the economic slump, and how best to help them back up.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EWhich groups are most affected?\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe pandemic recession is particularly challenging for women’s employment globally for two reasons connected to the dangers of close contact: the restrictions on service jobs, and the closure of schools and daycare centres. \u003C\u002Fp\u003E\n\u003Cp\u003EWhile some economists have suggested that \u003Ca href=\"https:\u002F\u002Ftwitter.com\u002Fernietedeschi\u002Fstatus\u002F1313580919148744704\"\u003Emarried women are especially affected\u003C\u002Fa\u003E by employment cutbacks, \u003Ca href=\"https:\u002F\u002Fwww.pewtrusts.org\u002Fen\u002Fresearch-and-analysis\u002Fblogs\u002Fstateline\u002F2020\u002F05\u002F26\u002Fsingle-mothers-hit-hard-by-job-losses\"\u003Ecaregiving status\u003C\u002Fa\u003E and the absence of support matter more than marital status. Those disproportionately affected \u003Ca href=\"https:\u002F\u002Fwomenintheworkplace.com\u002F\"\u003Ein the US\u003C\u002Fa\u003E include black women (who bear even more household responsibility on their own) and Latinas (who work in greater proportions in sectors like leisure and hospitality, and are more likely to have \u003Ca href=\"https:\u002F\u002Fwww.pewtrusts.org\u002Fen\u002Fresearch-and-analysis\u002Fblogs\u002Fstateline\u002F2020\u002F05\u002F26\u002Fsingle-mothers-hit-hard-by-job-losses\"\u003Einformal employment\u003C\u002Fa\u003E). Some subgroups are squeezed even more, like \u003Ca href=\"https:\u002F\u002Fwww.thelily.com\u002Fquitting-was-her-only-option-she-is-one-of-865000-women-to-leave-the-workforce-last-month\u002F\"\u003Emothers of young children\u003C\u002Fa\u003E and mothers without partners or relatives. \u003C\u002Fp\u003E\n\u003Cp\u003ELess-educated workers, and those whose jobs \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200921-what-remote-jobs-tell-us-about-inequality\"\u003Ecan’t be done from home\u003C\u002Fa\u003E, have faced higher unemployment as a result of the pandemic, \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200921-what-remote-jobs-tell-us-about-inequality\"\u003Efor instance in Spain\u003C\u002Fa\u003E. But high status doesn’t insulate women from stress and \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200330-covid-19-how-to-learn-a-new-skill-in-coronavirus-quarantine\"\u003Eburnout\u003C\u002Fa\u003E. Senior-level women are significantly more likely than their male peers to consider dropping their hours or dropping out of the workforce because of the burnout associated with being “always on” and juggling multiple responsibilities during the pandemic. In the McKinsey and Lean In survey, 41% of senior-level men reported feeling exhausted, \u003Ca href=\"https:\u002F\u002Fwomenintheworkplace.com\u002F\"\u003Ecompared to 54% of senior-level women\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-0"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"The real danger at the moment is that people are starting to associate women with childcare more strongly than before - Ariane Hegewisch","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EAnd across levels of seniority, parental status is affecting how women are seen in the workplace. Women who are pregnant or on maternity leave are reporting being \u003Ca href=\"https:\u002F\u002Fwww.tuc.org.uk\u002Fresearch-analysis\u002Freports\u002Fpregnant-and-precarious-new-and-expectant-mums-experiences-work-during\"\u003Epushed toward redundancy or furlough\u003C\u002Fa\u003E. Ariane Hegewisch, who leads the Employment and Earnings programme at the Institute for Women’s Policy Research in the US, is concerned that the pandemic “may lead to discrimination going forward, [companies] being less likely to pick out women for fast-track positions or management training”. There’s a risk, she says, that employers may assume that all women are overburdened by caring responsibilities, without taking measures to support them. “The real danger at the moment is that people are starting to associate women with childcare more strongly than before.”\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe double-edged sword of flexibility\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThese pressures, and some potential solutions, can be seen in current debates around flexible working. Flexibility has been invaluable to women juggling multiple demands on their time, but it isn’t a cure-all to achieve gender parity in the workplace. \u003C\u002Fp\u003E\n\u003Cp\u003EWhile inflexibility is a \u003Ca href=\"https:\u002F\u002Fwomenintheworkplace.com\u002F\"\u003Ekey reason\u003C\u002Fa\u003E that female employees are considering reducing their hours or leaving their jobs, flexible work tends to be lower-paid, more precarious and less of a stepping stone to top-level jobs. And the especially dark side of flexibility comes when workers are underemployed, underpaid and at the mercy of employers to assign hours, often on unpredictable schedules. Such unpredictability is particularly hard on the working women who \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20200401-how-to-work-from-home-with-your-kids-during-coronavirus\"\u003Enow have to act as home-school teachers or carers\u003C\u002Fa\u003E. For flexible work to play a greater role in chipping away at the gender pay gap, it needs to be better regulated and sustainable for all levels of employees, \u003Ca href=\"https:\u002F\u002Fwww.npr.org\u002Fsections\u002Fmoney\u002F2020\u002F08\u002F18\u002F903221371\u002Fhow-the-pandemic-is-making-the-gender-pay-gap-worse\"\u003Eincluding high-paying roles\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of a woman working from home with her children","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFlexible work also needs to be available to and \u003Ca href=\"https:\u002F\u002Fwww.equalityhumanrights.com\u002Fen\u002Fpublication-download\u002Fresearch-report-16-flexible-working-policies-comparative-review\"\u003Etaken up by men\u003C\u002Fa\u003E. The multiple burdens that suppress women’s achievements won’t ease until men take on a greater share of domestic and caring responsibilities, and also become more likely to downsize or adjust their own hours when family circumstances change. But this is challenging in practice. Hegewisch points out that in a heterosexual couple, “if one person has to cut back… for care, it is likely to be the person who earns less in a couple, and that is more likely still to be the woman.” \u003C\u002Fp\u003E\n\u003Cp\u003ESome families can make it work, but a certain combination of advantages has to be in place. “We’re one of the really lucky ones,” says Hellen Stirling-Baker, who has just reopened her business, an ethical children’s shop in Sheffield, UK, called Small Stuff. During much of lockdown she had to move her shop from bricks-and-mortar to online, but sales haven’t suffered hugely. Crucially, she says, she and her husband have been equally dividing domestic tasks and care of their four-year-old son. As he works for a bank and has a more rigid schedule even though he’s working from home, he’s been taking on the evening shift of cooking dinner and caring for their son, as well as helping her reopen the shop.    \u003C\u002Fp\u003E\n\u003Cp\u003EThe period of temporary – though hectic – flexibility for the self-employed Stirling-Baker allowed her to reorient her business and buffer the unpredictability of her son’s new life. She’s now found a new location for Small Stuff that’s larger, allows for social distancing and comes with a rent-free period. It helped that she could compensate for her husband’s strict schedule by making her own hours, but that can’t continue once the shop is running normally. And the hard work is taking a toll. Stirling-Baker hasn’t been sleeping much, she acknowledges, and is focused on the crucial Christmas period for retail sales, while trying not to think too much on the uncertain period beyond that.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EShort-term solutions\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThere are, of course, things that employers can do to incorporate flexibility and help ease the impact of the pandemic recession on women. Managers can set more realistic expectations and re-evaluate performance criteria – for instance, not criticising employees for working outside of core hours. This would help relieve the exhaustion that’s particularly affecting certain groups of women (although companies that are already crunched may find it hard to be generous). Only about half of North American workplaces surveyed by McKinsey and Lean In had communicated their productivity expectations during the pandemic, and just 37% had changed the performance review process. \u003C\u002Fp\u003E\n\u003Cp\u003EEmployers can improve flexibility, communication and support to employees of all genders. Anita Bhatia, a deputy leader of UN Women, commented in the Women Leaders in Global Health Conference on 15 October: “The private sector has a huge role to play: to say that they will create flexible working conditions for women to come back and that they will not penalise women for stepping off the career track if they have to.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of a shuttered playground","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet there’s only so much that individual organisations can do. According to Michèle Tertilt, a family economist at the University of Mannheim in Germany, the measure that would help more than any other in curbing the shecession is reopening schools – especially for the young children whose care is so demanding. As Hegewisch comments, “What the crisis has shown is that [telework] will only work if the childcare and education infrastructure is there. I always go through the roof when I see these [images of] glorious days of working from home and you have this dad sitting in front of his computer with a toddler on his knee. And I think, ‘Yeah, have you ever tried to work like that?’ It’s ridiculous.” \u003C\u002Fp\u003E\n\u003Cp\u003EThe reopening of her son’s school was what allowed Stirling-Baker to plan for the reopening of her shop. If the school were to close again, the shop’s doors might need to shutter as well. “There isn’t a huge amount of wiggle room with what we can do,” she reflects, even though she considers herself luckier than many. \u003C\u002Fp\u003E\n\u003Cp\u003EMore generally, Covid-19 has exacerbated the pre-existing childcare crisis. “People are very afraid that this is going to do long-term damage to the childcare infrastructure,” says Hegewisch. In addition to shutting many childcare facilities, the pandemic may shift demand for care away from big facilities to small, neighbourhood-level providers, sometimes operating from their homes. Local businesses are more attractive when people are being encouraged to stay put, and small providers can more easily reduce the numbers of people mixing. But in the US, those smaller providers have been in decline for years. The knock-on effects are likely to perpetuate the harms to women’s careers. Overall, the pandemic adds urgency to the argument for \u003Ca href=\"https:\u002F\u002Filoblog.org\u002F2020\u002F08\u002F20\u002Fput-gender-equality-at-the-heart-of-the-post-covid-19-economic-recovery\u002F\"\u003Estrengthened government investment in the care sector\u003C\u002Fa\u003E.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Our model simulations suggest that it will take a long time for women to catch up to pre-pandemic levels - Michèle Tertilt","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ETertilt also recommends financial stimulus payments to those who have lost jobs, particularly single mothers. Some countries, \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fd41586-020-02006-z\"\u003Esuch as Togo\u003C\u002Fa\u003E, have granted more generous recovery payments to women. However, gender-sensitive recovery plans are still few and far between, and would need further sensitivity around factors like income level and informal job status to ensure that the hardest-hit women are receiving the most support. \u003C\u002Fp\u003E\n\u003Cp\u003EThis is important because the short-term picture for women is grim. “Our model simulations suggest that it will take a long time for women to catch up to pre-pandemic levels,” explains Tertilt. “The reason is a ‘scarring effect’ – when women do not work for a while, they will likely find worse jobs when they re-enter. Similarly, women who reduce hours will likely miss career opportunities.”\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ELonger-term projections\u003C\u002Fstrong\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EEven for this unprecedented recession, history provides some warnings of the gendered impacts to come. Previous pandemic experiences, such as of Ebola in West Africa, suggest that girls and young women who leave education or employment during disease outbreaks are \u003Ca href=\"https:\u002F\u002Fplan-international.org\u002Fpublications\u002Fliving-under-lockdown#download-options\"\u003Eless likely to return\u003C\u002Fa\u003E than their male peers. Pregnancy rates increase, skills gaps widen, and girls and women \u003Ca href=\"https:\u002F\u002Fplan-international.org\u002Fblog\u002F2020\u002F06\u002Feconomic-impacts-covid-19-girls-and-women\"\u003Etake on even more domestic tasks\u003C\u002Fa\u003E as other household members stay home or fall ill. \u003C\u002Fp\u003E\n\u003Cp\u003EAnd as the International Labour Organization has \u003Ca href=\"https:\u002F\u002Fwww.ilo.org\u002Femppolicy\u002Fpubs\u002FWCMS_751785\u002Flang--en\u002Findex.htm\"\u003Estarkly put it\u003C\u002Fa\u003E, “previous crises offer some cautionary lessons for the current one. They illustrate that when jobs are scarce, women are denied economic opportunity and security relative to men.” \u003C\u002Fp\u003E\n\u003Cp\u003EEven so, the recessions of the recent past have actually reduced the gender pay gulf, because men have taken the brunt of job losses. The analysis of Tertilt and her colleagues found, as she explains, that a typical recession “decreases the gender wage gap by a sizeable amount, but a pandemic recession increases the gap by an even larger amount”.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-8"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageAltText":"File image of two schoolgirls near Freetown, Sierra Leone, in June 2013","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut the silver lining is that Tertilt and her colleagues believe that this worsening of gender inequality will continue only into the short to medium term. This is mainly because men are taking on more in-home tasks, potentially freeing up time for women to devote to careers (or leisure). In a pandemic recession, men who can telework, like Stirling-Baker’s husband, \u003Ca href=\"https:\u002F\u002Fwww.iza.org\u002Fpublications\u002Fdp\u002F13562\u002Fthis-time-its-different-the-role-of-womens-employment-in-a-pandemic-recession\"\u003Etake on a greater share of childcare\u003C\u002Fa\u003E. In some cases, they become the primary carer. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.iied.org\u002Faddressing-gendered-other-inequalities-will-be-central-covid-19-recovery\"\u003EIn countries including Kenya and the Philippines\u003C\u002Fa\u003E, men are increasingly taking on childcare. In an Italian sample, \u003Ca href=\"https:\u002F\u002Fpapers.ssrn.com\u002Fsol3\u002Fpapers.cfm?abstract_id=3636627\"\u003Eshared responsibility for childcare has increased by 17%\u003C\u002Fa\u003E during the pandemic. (However, Italian women, like many women, are \u003Ca href=\"http:\u002F\u002Fwww.ingenere.it\u002Fen\u002Farticles\u002Fcovid19-crisis-time-for-fathers\"\u003Estill logging more hours on chores and childcare\u003C\u002Fa\u003E than men.) In an optimistic scenario, women and men may emerge from the pandemic with a less skewed distribution of domestic responsibilities. Tertilt and colleagues draw parallels to World War Two – another globally catastrophic event that had a bright side in the way that it normalised female workforce participation and changed gender roles.\u003Cstrong\u003E \u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EBut, of course, not all men can work remotely. And women have a \u003Ca href=\"https:\u002F\u002Fwww.genderandcovid-19.org\u002Fresearch\u002Fwhat-do-we-know-about-women-and-covid-19-in-low-and-middle-income-countries-from-the-peer-reviewed-literature\u002F\"\u003Esmaller financial cushion\u003C\u002Fa\u003E to begin with, so their economic reserves are likely to be depleted faster than men’s. Hegewisch draws on a different historical experience. From the Great Recession that started in 2007, she says, “We know that women were more likely than men to dip into their retirement savings.” \u003C\u002Fp\u003E\n\u003Cp\u003EAs well, recovery measures are \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC7533958\u002F\"\u003Eoverwhelmingly being led by men\u003C\u002Fa\u003E, without sufficient attention always being paid to women’s needs. Hegewisch urges more consideration of “how far women are part of those commissions that are being set up now on how to reopen the economy post-Covid. What we can see is that they’re often under-represented.” \u003C\u002Fp\u003E\n\u003Cp\u003ESo, if women are excluded from crucial decision-making spheres, if men don’t actually \u003Ca href=\"https:\u002F\u002Fwww.unwomen.org\u002Fen\u002Fnews\u002Fstories\u002F2020\u002F4\u002Fnews-heforshe-launches-heforsheathome-campaign\"\u003Estep up in the home\u003C\u002Fa\u003E and if the childcare crisis persists, then the pandemic will represent a massive step backward in the overall march toward gender equality.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women-10"}],"collection":[],"disableAdverts":false,"displayDate":"2020-10-27T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Why this recession disproportionately affects women","headlineShort":"What will the ‘shecession’ mean?","image":[],"imageAlignment":"centre","imageAltText":"File image of woman placing a 'Closed' sign on a cafe","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"The Covid-19 recession is unique among modern economic shocks in its harm to women’s finances and prospects. Can this be reversed?","summaryShort":"Can the harm to women’s employment and prospects be reversed?","tag":[],"textToSpeech":false,"creationDateTime":"2020-10-26T19:50:49.039753Z","entity":"article","guid":"9a500efc-3e93-4bd6-a1df-825795f5be9f","id":"worklife\u002Farticle\u002F20201021-why-this-recession-disproportionately-affects-women","modifiedDateTime":"2021-09-02T05:13:44.08765Z","project":"worklife","slug":"20201021-why-this-recession-disproportionately-affects-women","cacheLastUpdated":1642280100096},"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure","_id":"6183c26345ceed61295bb70a","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"From billboards to posters, adverts are everywhere and can be an eyesore for anyone – but for communities they target the most, they’re also a public health risk.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOn a Saturday morning in July, a group of face-mask-wearing protestors milled about a small plot of land next to a busy road in the English city of Bristol. Houses lined the side of the road they were on, with industrial buildings and a river on the other side.\u003C\u002Fp\u003E\n\u003Cp\u003EThey were dwarfed by a large placeholder billboard bearing the logo of the world’s largest outdoor-advertising company, JCDecaux. The site was slated to have a big, new digital billboard. Those plans had drawn the ire of protestors – largely members of \u003Ca href=\"http:\u002F\u002Fadblockbristol.org.uk\u002F\"\u003EAdblock Bristol\u003C\u002Fa\u003E, a group advocating for a reduction in outdoor public advertising.\u003C\u002Fp\u003E\n\u003Cp\u003ESome local residents observing the group were apathetic. “I’m not really opposed to it,” shrugged Simon Hitchcock, watching the protest from a nearby bus shelter. He wondered if the bright lights might even bring a positive sheen to the largely working-class area, which was being redeveloped for multi-storey housing.\u003C\u002Fp\u003E\n\u003Cp\u003EAnti-advertisers tend to be an ardent but niche group. Iwona Tempowski, who lives about half a mile from the protest site, said she was there “to fight for a bit of humanity and nature”. She wanted the vacant site to be turned into a sculpture park, rather than a shrine to consumption.\u003C\u002Fp\u003E\n\u003Cp\u003EBut the desire for more beautified public space isn’t the only factor that has mobilised some to push back on highly visible outdoor adverts. What Tempowski has observed in Bristol holds true for cities around the world, where evidence shows that lower-income people are bombarded with more – and more harmful – ads than those in wealthy neighbourhoods. Some opponents are fighting the public health threat these billboards’ messages pose, especially in less affluent areas with vacant lots and cheap land values.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe inequality of exposure \u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EMany people consider outdoor adverts to be eyesores. But opposition campaigners point to the deeper effects of a glut of public advertising – for instance, causing \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Fcities\u002F2019\u002Fdec\u002F23\u002Fadvertising-breaks-your-spirit-the-french-cities-trying-to-ban-public-adverts\"\u003Emental overload\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.campaignlive.co.uk\u002Farticle\u002Fguerrilla-art-group-sabotages-outdoor-ads\u002F1141464\"\u003Eoverspending\u003C\u002Fa\u003E and exacerbating the \u003Ca href=\"https:\u002F\u002Fwww.equaltimes.org\u002Fthe-growing-global-movement-to-end#.Xij-OySnyEf\"\u003Eenvironmental consequences of overconsumption\u003C\u002Fa\u003E. This has led the anti-advertising movement to comprise a varied coalition of psychologists, environmentalists, public space activists and artists. The movement is also finding common cause with some public health researchers, as in the case of junk-food advertising.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EJean Adams, a public health researcher at Cambridge University, has studied how advertising unequally affects health behaviours. “We know that advertising works. Food advertising influences what kind of food children express preference for. Most food advertising is for less healthy foods. So food advertising in itself contributes to less healthy diets, and, by extension, probably to obesity,” she explains.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Outdoor advertising, we do not consent to it. It’s there whether we want it or not – Carla Denyer","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EOne study of four US cities found that overall advertising density was \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fj.1468-0009.2009.00551.x\"\u003Etwo- to four-times higher in low-income postal codes\u003C\u002Fa\u003E than in high-income ones. This is in large part because the land there is cheaper. Wealthier areas are also more likely to be deemed to have conservation or heritage value, and so it’s harder to obtain planning permission to erect ads there. Privately owned sites will generally have an easier time obtaining such permission, unless especially motivated or politically connected citizens mount opposition to it. In the UK, the exact procedures vary from council to council, although the National Policy Planning Framework sets out general stipulations.\u003C\u002Fp\u003E\n\u003Cp\u003ELess affluent areas (for instance, in \u003Ca href=\"https:\u002F\u002Fwww.cambridge.org\u002Fcore\u002Fjournals\u002Fpublic-health-nutrition\u002Farticle\u002Fsocioeconomic-differences-in-outdoor-food-advertising-in-a-city-in-northern-england\u002F192383F225D92A592658F950382D7E30\"\u003ENewcastle\u003C\u002Fa\u003E, England) have more dense concentrations of billboards for less healthy foods. The Newcastle study found that 20% of the advertising land space was for food, with a KFC product being the most commonly advertised food. As Adams points out, “less healthy foods are cheaper, calorie-for-calorie and gram-for-gram”. Thus it’s not a paradox that people with less spending power are being disproportionately exposed to adverts for unhealthy food.\u003C\u002Fp\u003E\n\u003Cp\u003EOutdoor advertising is also more prevalent in neighbourhoods with higher proportions of certain racial minorities, such as \u003Ca href=\"https:\u002F\u002Fbmcpublichealth.biomedcentral.com\u002Farticles\u002F10.1186\u002Fs12889-019-7821-y\"\u003Eblack residents in New York City\u003C\u002Fa\u003E. This holds even for \u003Ca href=\"https:\u002F\u002Flink.springer.com\u002Farticle\u002F10.1007\u002Fs11524-006-9127-5\"\u003Emore affluent, predominantly black neighbourhoods\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003E“In high-income white areas, there just wasn’t outdoor advertising,” says Sonya Grier, who researches marketing at American University in Washington, DC, and has \u003Ca href=\"https:\u002F\u002Fonlinelibrary.wiley.com\u002Fdoi\u002Fabs\u002F10.1111\u002Fj.1468-0009.2009.00551.x\"\u003Eexamined outdoor-advertising density\u003C\u002Fa\u003E. “Living in an upper-income white neighbourhood was kind of protective” against marketing of products contributing to obesity. This was in stark contrast to \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F331483408_%27Alisha_in_obesity-land%27_Is_food_marketing_the_mad_hatter\"\u003Einner-city minority neighbourhood\u003C\u002Fa\u003Es where billboards, bus shelters and walls commonly promote soda, fast food and sugar cereals. These visuals influence people by amplifying the many other kinds of unhealthy-food marketing – including on TV, magazines, radio and internet – aimed particularly at young people and \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F286252437_Understanding_Community_Perspectives_A_Step_Towards_Achieving_Food_Marketing_Equity\"\u003Eminorities\u003C\u002Fa\u003E. \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA ‘double inequality’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOn its own, advertising influences preferences for food high in salt, fat and sugar. But abundant public advertising is linked with not just poorer nutritional health, but also limited walking and recreational space caused by the uneven layout of cities.\u003C\u002Fp\u003E\n\u003Cp\u003EAccording to Carla Denyer, a city of Bristol councillor who also works for the Adfree Cities network, long-standing inequalities and dual carriageways cutting through more deprived communities mean that low-income residents are disproportionately exposed to outdoor billboards targeted especially at motorists zooming through.\u003C\u002Fp\u003E\n\u003Cp\u003EDenyer gives the example of Lawrence Hill, \u003Ca href=\"https:\u002F\u002Fwww.bristolpost.co.uk\u002Fnews\u002Fbristol-news\u002Fmost-deprived-streets-bristol-poverty-886532\"\u003Eone of the poorest areas of\u003C\u002Fa\u003E Bristol, which is next to a confluence of major roads and has a very high concentration of outdoor adverts. “It has some of the worst air quality in the city, and yet it also has some of the lowest car-ownership rates in the city. So there’s a real kind of double inequality there. Because the people that live there are not the people who are causing this pollution, but they happen to live in it and they’re facing premature deaths and breathing problems in their children.” At the same time “they’re also being subjected to advertising telling them how great these SUVs are that are actually causing all of these problems.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EPublic-health researcher Adams believes that the disparities in land value, and their consequences for unequal advertising, shouldn’t be dismissed. Whether inequalities built into cities are a product of neglect or discrimination, she advocates more regulation of public advertising in view of the public health impacts, particularly on more vulnerable groups.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EFighting adverts\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESome jurisdictions have had success in cutting out specific product categories that are deemed socially harmful. For instance, London has \u003Ca href=\"https:\u002F\u002Fwww.bbc.co.uk\u002Fnews\u002Fuk-england-london-47318803\"\u003Ebanned posters for junk food\u003C\u002Fa\u003E across its public transport network in an attempt to curb child obesity (although it’s unclear what effect this has had). In France, proposals for the citizens’ climate convention have included suggestions to ban advertising \u003Ca href=\"https:\u002F\u002Fantipub.org\u002Fles-citoyen%c2%b7nes-vont-dans-le-sens-de-la-regulation-de-la-pub-pour-sauver-le-climat\u002F\"\u003Eharmful to the environment or to health\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EGovernmental regulation and policy implementation isn’t such a straight road, however, as evidenced by prior fights over advertising that threatens public health, such as tobacco. Tobacco-advertising regulation was a hard-fought victory for public health professionals, but Grier believes that the battle against junk food is likely to be more challenging.\u003C\u002Fp\u003E\n\u003Cp\u003ERather than tackling powerful lobbying groups at the national level, it may be more effective to think small. “Local officials can consider things like zoning restrictions,” she says. “I think local officials can also think about how they might identify specific strategies for their locality that change the message environment, and work to incentivise the promotion of healthy food and disincentivise the promotion of unhealthy foods using the tools that they have at their disposal.” Reducing the overall space for advertising would be likely to reduce the advertising of unhealthy foods that form such a large share of marketing efforts, especially in relation to children, low earners and minorities.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EThere’s also scope for working with community groups. “We’ve done research that shows that there are significant numbers of community members that are concerned about these issues, \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC5707955\u002F\"\u003Eespecially when they’re sensitised to them\u003C\u002Fa\u003E,” says Grier.\u003C\u002Fp\u003E\n\u003Cp\u003ESome cities have gone further than blocking specific categories of ads, by restricting outdoor advertising altogether. Distaste for ‘visual pollution’ has led to the restriction of outdoor billboards and signs in São Paulo. Some Indian cities have banned ads in certain public spaces where they were considered to \u003Ca href=\"https:\u002F\u002Fwww.deccanherald.com\u002Fspecials\u002Fpoint-blank\u002Fbengaluru-ward-panels-as-covid-19-warriors-859629.html\"\u003Eendanger public safety or block views\u003C\u002Fa\u003E.\u003C\u002Fp\u003E\n\u003Cp\u003EBut in Bristol, campaigners have had to combat each billboard one by one, using the National Policy Planning Framework. This allows for challenges on the grounds of road safety or public amenity. Denyer says that Adblock Bristol has successfully challenged about 75 digital outdoor ads so far, primarily using the road safety argument that \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F288931602_A_field_study_on_the_effects_of_digital_billboards_on_glance_behavior_during_highway_driving\"\u003Edigital billboards are distracting to drivers\u003C\u002Fa\u003E. But “what we really need is for government and local councils to change their policy so that we don’t have to fight each individual planning application”.\u003C\u002Fp\u003E\n\u003Cp\u003EOne concern is the potential loss to cities of badly needed revenue, for instance from rents and business rates, that come from advertising. But that common assumption is misguided, according to Denyer. She believes that the public income derived from advertising is minimal and would be dwarfed by the longer-term costs of dealing with air pollution, obesity and other ills associated with advertising.\u003C\u002Fp\u003E\n\u003Cp\u003E“Outdoor advertising, we do not consent to it. It’s there whether we want it or not,” emphasises Denyer. “And if we are forcing that experience on all the people that live in the more deprived areas of the city, then that’s worsening the inequalities all the more.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure-8"}],"collection":null,"disableAdverts":false,"displayDate":"2020-08-20T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"How outdoor advertising can deepen inequality","headlineShort":"The inequality of outdoor advertising","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":null,"summaryLong":"From billboards to posters, adverts are everywhere and can be an eyesore for anyone – but for communities they target the most, they’re also a public health risk.","summaryShort":"Why things like billboards are a public health and equality issue","tag":[],"textToSpeech":false,"creationDateTime":"2020-08-19T20:07:39.995658Z","entity":"article","guid":"12347f9e-8aa9-4c17-bfe2-19c5ded35c9b","id":"worklife\u002Farticle\u002F20200817-the-inequality-of-outdoor-advertising-exposure","modifiedDateTime":"2021-09-02T05:10:18.926356Z","project":"worklife","slug":"20200817-the-inequality-of-outdoor-advertising-exposure","cacheLastUpdated":1642280100096},"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment","_id":"6183c26445ceed60032f7c0a","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Amid wide unemployment during Covid-19, basic income schemes have gained fresh relevance. A successful Canadian scheme that's over four decades old could provide a road map for others.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EEvelyn Forget was a psychology student in Toronto in 1974 when she first heard about a ground-breaking social experiment that had just begun in the rural Canadian community of Dauphin, Manitoba.\u003C\u002Fp\u003E\n\u003Cp\u003E“I found myself in an economics class which I wasn’t looking forward to,” she remembers. “But in the second week, the professor came in, and spoke about this \u003Ca href=\"https:\u002F\u002Fwww.utpjournals.press\u002Fdoi\u002Ffull\u002F10.3138\u002Fcpp.37.3.283\"\u003Ewonderful study \u003C\u002Fa\u003Ewhich was going to revolutionise the way we delivered social programmes in Canada. To me, it was a fascinating concept, because until then I’d never really realised you could use economics in any kind of positive way.”\u003C\u002Fp\u003E\n\u003Cp\u003EThe experiment was called ‘Mincome’, and it had been designed by a group of economists who wanted to do something to address rural poverty. Once it was implemented in the area, it had real results: over the four years that the program ended up running in the 1970s, an average family in Dauphin was guaranteed an annual income of \u003Ca href=\"https:\u002F\u002Fwww.marketplace.org\u002F2016\u002F12\u002F20\u002Fdauphin\u002F\"\u003E16,000 Canadian dollars \u003C\u002Fa\u003E($11,700, £9,400).\u003C\u002Fp\u003E\n\u003Cp\u003EWith unemployment likely to mount in the wake of Covid-19, the concept of introducing a basic income is once again back in vogue on both sides of the Atlantic.\u003C\u002Fp\u003E\n\u003Cp\u003EWhy did these economists start Mincome those four decades ago? They wanted to see whether a guaranteed basic income for those below the poverty line could improve quality of life – a grand economic idea that had been around since the Enlightenment, but had barely been tested in practise.\u003C\u002Fp\u003E\n\u003Cp\u003EAs one of just a handful of real-life basic income trials that has taken place over the past half century, little did they know that more than 40 years later, this experiment  would be at the centre of the discussion regarding the merits of introducing basic income on a larger scale.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBack in 1974, Canadian policy makers were inspired by a \u003Ca href=\"https:\u002F\u002Fwww.utpjournals.press\u002Fdoi\u002Fpdf\u002F10.3138\u002Fcpp.37.3.283\"\u003Ewave of social reforms\u003C\u002Fa\u003E, which had been rolled out throughout the 1960s and early 1970s, including the introduction of universal health insurance across Canada in 1972. So, having garnered the support of Canada’s federal and provincial governments, University of Manitoba economist Derek Hum, along with Manitoba civil servants Ron Hikel and Michael Loeb, created a scheme in which Dauphin’s poorest residents could apply to receive monthly cheques to boost their existing income. At the time it was the most ambitious social science experiment ever to take place in Canada, and saw rates of hospitalisations fall, improvements in mental health, and a rise in the number of children completing high school.\u003C\u002Fp\u003E\n\u003Cp\u003E“It wasn’t a case of getting money to live and do nothing,” says Sharon Wallace-Storm, who grew up in Dauphin and was 15 when the experiment began. “They set a level for how much a family of three or four needed to get by. You applied showing how much you were making, and if you didn’t meet that threshold they would give you a top up.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003E‘100 miles too far from anywhere’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EThe experiment intrigued Forget, especially because of the sheer remoteness of Dauphin. Located in the middle of a vast plain, a five-hour drive from the capital of Winnipeg, Dauphin comprised little more than farming, and a small factory producing trainers. Even the town’s own inhabitants would jokingly refer to it as being “100 miles too far from anywhere”.\u003C\u002Fp\u003E\n\u003Cp\u003EBut choosing Dauphin wasn’t random – it was simply a case of pragmatism. The economists needed a town of approximately 10,000 people – any smaller, and they would lack sufficient data to draw conclusions, while any bigger and it would cost too much – which they could drive to and from in a day. They drew a big circle around Winnipeg and happened upon Dauphin.\u003C\u002Fp\u003E\n\u003Cp\u003EIn total, the scheme ran for more than four years, with the primary goal of investigating whether a basic income reduced the incentive to work, one of the \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fprofile\u002FEvelyn_Forget\u002Fpublication\u002F282878565_Reconsidering_a_Guaranteed_Annual_Income_lessons_from_MINCOME\u002Flinks\u002F5621459c08ae70315b58cb74\u002FReconsidering-a-Guaranteed-Annual-Income-lessons-from-MINCOME.pdf\"\u003Emain public concerns\u003C\u002Fa\u003E at the time regarding such schemes.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"At the time it was the most ambitious social science experiment ever to take place in Canada, and saw rates of hospitalisations fall, improvements in mental health, and a rise in the number of children completing high school","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EHowever, it was abruptly stopped in 1979, a casualty of the political and economic turmoil of the mid-to late-1970s. A series of \u003Ca href=\"https:\u002F\u002Fwww.canadianbusiness.com\u002Fbusiness-strategy\u002Fthe-stagnant-70s\u002F\"\u003Eoil price shocks\u003C\u002Fa\u003E had led to rampant inflation and increasing levels of unemployment. This meant that by 1979, far more families in Dauphin were seeking assistance than the experiment had budgeted for, while the scheme’s payouts were rising with the inflation rate.\u003C\u002Fp\u003E\n\u003Cp\u003ESoon, both the federal and provincial governments decided that supporting it was no longer viable, and so the experiment was scrapped. The many files of data were packed away in cardboard boxes, stored in a warehouse, and there they languished, unused and forgotten for nearly three decades.  \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EUncovering the truth\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EForget had long wondered what had happened to the social experiment that so captivated her in 1974. Merely hearing about it even changed her own career direction: she switched fields from psychology, andlater became a health economist. \u003C\u002Fp\u003E\n\u003Cp\u003ESo, in 2008, she finallydecided to find out what had become of it.\u003C\u002Fp\u003E\n\u003Cp\u003E“As a health economist, you become aware very quickly that we use the healthcare system to treat the consequences of poverty, and we do it in an inefficient and expensive way,” she says. “We wait until people live horrible lives for many years, get sick as a consequence, and then we go in all guns blazing to make things better.”\u003C\u002Fp\u003E\n\u003Cp\u003EForget discovered that the data had fallen under the jurisdiction of the Winnipeg regional office of Canada’s National Library and Archives. After gaining permission to analyse it, she was confronted with 1,800 dusty boxes packed full of tables, surveys and assessment forms, all of which needed to be digitalised.\u003C\u002Fp\u003E\n\u003Cp\u003EAfter several years of painstaking work, she was finally able to publish \u003Ca href=\"https:\u002F\u002Fwww.utpjournals.press\u002Fdoi\u002Fpdf\u002F10.3138\u002Fcpp.37.3.283\"\u003Ethe results\u003C\u002Fa\u003E, many of which were eye-opening. In particular, Forget was struck by the improvements in health outcomes over the four years. There was an 8.5% decline in hospitalisations – primarily because there were fewer alcohol-related accidents and hospitalisations due to mental health issues – and a reduction in visits to family physicians.\u003C\u002Fp\u003E\n\u003Cp\u003EForget believes this was a direct result of the added security in people’s lives provided by the basic income. “I wanted to see whether doing something about poverty has an impact on people’s health and these results are really interesting,” she says. “An 8.5% reduction over four years is pretty dramatic.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EJoy Taylor, who was 18 and newly married when the scheme began, remembers that people had much less to worry about financially during the course of the experiment, which improved their wellbeing. Her husband was suddenly able to get a loan to open a local record store, with banks being more willing to lend money to small businesses because of the guaranteed payments.\u003C\u002Fp\u003E\n\u003Cp\u003EThere was also an increase in the number of adolescents completing high school. Before and after the experiment, Dauphin students – like many in rural towns across Manitoba – were less likely to finish school than those in the city of Winnipeg, with boys often leaving at 16 and getting jobs on farms or in factories. However, over the course of those four years, they were actually more likely to graduate than Winnipeg students. In 1976, 100% of Dauphin students enrolled for their final year of school.\u003C\u002Fp\u003E\n\u003Cp\u003E“Very often these people were the first in their family who’d ever finished high school,” says Forget. “When Mincome came along, families decided they could support their sons in school just a little bit longer, and, in some ways, I think that’s the most exciting result because we saw that investment in human capital.”\u003C\u002Fp\u003E\n\u003Cp\u003EOther families who were on the programme at the time remember that certain things were suddenly more affordable. For Eric Richardson, the youngest of six children who was aged 10 when the experiment began, the introduction of basic income meant a trip to the dentist for the first time. “Normally, you didn’t get to go until you were old enough to pay for it yourself,” he says. “I remember it very well because I had 10 cavities and our dentist would drill your teeth without freezing.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-6"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"For Eric Richardson, the youngest of six children who was aged 10 when the experiment began, the introduction of basic income meant a trip to the dentist for the first time","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut when the experiment ended in 1979, the improvements which had been seen in health and education soon returned to how things had been in 1974. Taylor remembers how many of the small businesses that had sprung up over the preceding four years began to vanish. Her husband was forced to close their shop, and the couple soon left Dauphin for good.\u003C\u002Fp\u003E\n\u003Cp\u003E“After the programme ended, we moved to Ontario in 1980 because there was nothing to stay for anymore,” she says. “It just wasn’t doing very well.” \u003C\u002Fp\u003E\n\u003Cp\u003EAnd, so, Dauphin faded back into anonymity – until now. Forget’s persistence in bringing the findings of Mincome to light has led both policy makers and academics around the world to revisit this long-forgotten experiment, as they ponder whether such a scheme could ever be viable on a much larger scale.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ECan basic income work across a whole country?\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EProponents of a nationwide basic income scheme \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fd41586-018-05259-x\"\u003Ehave argued\u003C\u002Fa\u003E that a system similar to Mincome, in which those earning less than a certain threshold receive top-up payments, are a necessary complement to the existing benefits system in order to reduce poverty. They feel that the stringent requirements attached to welfare programmes means that on their own, they provide insufficient support.\u003C\u002Fp\u003E\n\u003Cp\u003EHowever, critics point to the \u003Ca href=\"https:\u002F\u002Fiea.org.uk\u002Fthe-case-against-a-universal-basic-income-ubi\u002F\"\u003Ehuge administrative costs\u003C\u002Fa\u003E associated with providing a population-wide basic income, potentially supporting several million individuals. After all, just \u003Ca href=\"https:\u002F\u002Fwww.nature.com\u002Farticles\u002Fd41586-018-05259-x\"\u003E2,128 people\u003C\u002Fa\u003E in total were involved in the Mincome experiment.\u003C\u002Fp\u003E\n\u003Cp\u003EIn 2017, Luke Martinelli, an economist at the University of Bath, attempted to model how much such a scheme may cost the UK, with the cheapest estimate coming to \u003Ca href=\"https:\u002F\u002Fwww.bath.ac.uk\u002Fpublications\u002Fassessing-the-case-for-a-universal-basic-income-in-the-uk\u002F\"\u003E£140 billion\u003C\u002Fa\u003E per year – on top of the existing welfare state costs. Critics have stated that no trial conducted so far has provided any indication of whether governments could afford such a large-scale programme, nor whether citizens would be willing to accept the higher levels of taxation needed to fund it.\u003C\u002Fp\u003E\n\u003Cp\u003EOne of the things we do know from the Mincome experiment is that basic income does not appear to discourage the recipients from working – one of the \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fprofile\u002FEvelyn_Forget\u002Fpublication\u002F282878565_Reconsidering_a_Guaranteed_Annual_Income_lessons_from_MINCOME\u002Flinks\u002F5621459c08ae70315b58cb74\u002FReconsidering-a-Guaranteed-Annual-Income-lessons-from-MINCOME.pdf\"\u003Emajor concerns\u003C\u002Fa\u003E politicians have always held about such schemes. Forget found that employment rates in Dauphin stayed the same throughout the four years of Mincome, while a \u003Ca href=\"http:\u002F\u002Fjulkaisut.valtioneuvosto.fi\u002Fbitstream\u002Fhandle\u002F10024\u002F161361\u002FReport_The%20Basic%20Income%20Experiment%2020172018%20in%20Finland.pdf?sequence-=1&isAllowed=y\"\u003Erecent trial in Finland\u003C\u002Fa\u003E – which provided more than 2,000 unemployment people with a monthly basic income of 560 euros ($630, £596) from 2017 to 2019 – found that this helped many of them to find work which provided greater economic security.\u003C\u002Fp\u003E\n\u003Cp\u003E“They recently released the final results, which showed the nature of the jobs that people got once they received a basic income was changing,” says Forget. “So instead of taking on precarious part-time work, they were much more likely to be moving into full-time jobs that would make them more independent. I see that as a great success.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Critics have stated that no trial conducted so far has provided any indication of whether governments could afford such a large-scale programme, nor whether citizens would be willing to accept the higher levels of taxation needed to fund it","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EBut to understand some of the broader implications of how a basic income scheme may work across a larger population, some experts believe it may be necessary to first try it on a state-wide or regional level, before rolling it out on a nationwide scale can be considered.\u003C\u002Fp\u003E\n\u003Cp\u003EThis could provide governments with a better idea of what it could cost in practise, as well as analyse critical social factors such as what Greg Mason, an economist at the University of Manitoba, calls the ‘politics of envy’.\u003C\u002Fp\u003E\n\u003Cp\u003E“All the experiments so far have only considered whether basic income affects the willingness to work of those receiving the extra payments,” Mason says. “But they haven’t looked at the people who are just above the threshold for receiving basic income. Those people could well become very resentful of anyone who isn’t working, and yet only earn slightly less than them.”\u003C\u002Fp\u003E\n\u003Cp\u003EMason believes that for basic income to work on a larger scale, governments would need to find an eligibility income threshold that is reasonable enough to cover necessities, while not allowing people to live “the good life”. He predicts that such a threshold is likely to lie in the region of CAD$15,000 ($11,000, £8,800) – very similar to the equivalent sum which families in Dauphin received during Mincome.\u003C\u002Fp\u003E\n\u003Cp\u003EAlthough many questions do need to be answered surrounding the affordability of basic income on a larger scale, Forget believes that the impact of the coronavirus pandemic could render it necessary to consider taking radical measures to plug gaps within existing welfare programmes.\u003C\u002Fp\u003E\n\u003Cp\u003E“When Covid-19 came along and people started to lose jobs in Canada, we discovered that the suite of social programmes in place was really not up to the task,” she says. “You have this mismatch of inconsistent programmes, and you’ve got people falling through the gaps so they’re not getting the support they need. That’s only going to continue as many of the firms suffering now because of the pandemic are probably finished. With so much employment, I think basic income needs to be considered as it provides a much more coherent solution.”\u003C\u002Fp\u003E\n\u003Cp\u003EFor the residents of Dauphin who lived through the Mincome project during the 1970s, there are no doubts of its merits. “I’m a huge advocate of basic income to this day,” says Taylor. “Knowing that extra money was coming in made life that bit easier. You no longer needed to be afraid of paying the bills or what you were spending on food. It gave you that piece of mind.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment-10"}],"collection":null,"disableAdverts":false,"displayDate":"2020-06-25T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Canada’s forgotten universal basic income experiment","headlineShort":"Canada's lost social experiment","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":[],"summaryLong":"Amid wide unemployment during Covid-19, basic income schemes have gained fresh relevance. A successful Canadian scheme that's over four decades old could provide a road map for others.","summaryShort":"What the world can learn about safety nets amid pandemic job loss","tag":[],"textToSpeech":false,"creationDateTime":"2020-06-24T20:11:16.880295Z","entity":"article","guid":"1d6c5c5c-2fff-4ccf-b521-19e34bcadda5","id":"worklife\u002Farticle\u002F20200624-canadas-forgotten-universal-basic-income-experiment","modifiedDateTime":"2021-09-02T05:07:28.925729Z","project":"worklife","slug":"20200624-canadas-forgotten-universal-basic-income-experiment","cacheLastUpdated":1642280100096},"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits","_id":"6183c28445ceed64ed12b787","ambientVideo":"","articleType":"story","assetVideo":null,"author":null,"bodyIntro":"Cases worth hundreds of millions can chip away at long-standing workplace inequality.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EThis is the latest story in \u003Ca href=\"http:\u002F\u002Fwww.bbc.com\u002Fcapital\u002Ftags\u002Fthe-diversity-box\"\u003EThe Diversity Box\u003C\u002Fa\u003E, our new series looking at representation in the workplace.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003EMost companies will be able to quickly point to their diversity scheme, whether it’s a well-thought out plan to create a more balanced workforce or a token public relations effort.\u003C\u002Fp\u003E\u003Cp\u003EA lack of diversity can show itself in ugly ways, when workers are discriminated against or harassed due to their age, race, gender, sexuality, and more.\u003C\u002Fp\u003E\u003Cp\u003EOften these instances are swept under the rug or shrugged off and go unreported. But sometimes, people fight back against discrimination – and win, punishing companies that allow workplace discrimination to happen. In the process, these cases raise awareness about the broader issues of discrimination, harassment, representation and diversity.\u003C\u002Fp\u003E\u003Cp\u003EIn the US, individuals can sue their employers for enormous sums. Here are some landmark lawsuits that have commanded headlines through the years.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EClick or pinch to zoom on mobile.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EClick or pinch to zoom on mobile.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EClick or pinch to zoom on mobile.\u003C\u002Fem\u003E\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E\u003Cem\u003EClick or pinch to zoom on mobile.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003EResearch by Miriam Quick. Design by Tiziana Alocci.\u003Cstrong\u003E\u003Cbr \u002F\u003E\u003C\u002Fstrong\u003E\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E\u003Cem\u003ETo comment on this story or anything else you have seen on BBC Capital, please head over to our\u003C\u002Fem\u003E \u003Ca href=\"https:\u002F\u002Fwww.facebook.com\u002FBBCCapital\"\u003E\u003Cem\u003EFacebook\u003C\u002Fem\u003E\u003C\u002Fa\u003E \u003Cem\u003Epage or message us on \u003C\u002Fem\u003E\u003Ca href=\"https:\u002F\u002Ftwitter.com\u002FBBC_Capital\"\u003E\u003Cem\u003ETwitter\u003C\u002Fem\u003E\u003C\u002Fa\u003E\u003Cem\u003E.\u003C\u002Fem\u003E\u003C\u002Fp\u003E\u003Cp\u003E{\"image\":{\"pid\":\"\"}}\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits-8"}],"collection":null,"disableAdverts":false,"displayDate":"2018-08-16T22:47:29Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"","headlineLong":"The most influential US workplace discrimination lawsuits","headlineShort":"Do discrimination lawsuits work?","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":false,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":null,"summaryLong":"How cases worth hundreds of millions can chip away at long-standing workplace inequality","summaryShort":"Some of them are worth hundreds of millions","tag":[],"textToSpeech":false,"creationDateTime":"2018-08-16T01:39:29.509159Z","entity":"article","guid":"f2ebad3d-40ea-490e-8703-0daa3b845ffd","id":"worklife\u002Farticle\u002F20180815-the-most-influential-us-workplace-discrimination-lawsuits","modifiedDateTime":"2021-09-02T04:26:58.160932Z","project":"worklife","slug":"20180815-the-most-influential-us-workplace-discrimination-lawsuits","cacheLastUpdated":1642280100097},"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid","_id":"6183c2c845ceed0ed1111a26","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Whether it's a small balcony, a home garden, or access to a park, outdoor space has long been a luxury for many – not a given. And the pandemic's made it even worse.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMoikgantsi Kgama has seen far too much of her apartment recently. She’s spent the pandemic inside her home in New York’s Harlem neighbourhood, an affordable housing flat which has no balcony, rooftop or private garden. A communications consultant by day and CEO of her own film company on the side, she spends her time working in a tiny home office alongside her husband, who lost his job in the concert industry when coronavirus hit. They’re also home-schooling their son, who’s developed insomnia due to the abrupt lifestyle change. Having no outdoor space makes everything worse.\u003C\u002Fp\u003E\n\u003Cp\u003E“I don’t have anywhere to go, except outside into the pandemic – which feels extremely scary,” says Kgama. \u003C\u002Fp\u003E\n\u003Cp\u003EStudies have long shown \u003Ca href=\"https:\u002F\u002Fwww.ncbi.nlm.nih.gov\u002Fpmc\u002Farticles\u002FPMC6651051\u002F\"\u003Ethat access to green or open space is often linked to income\u003C\u002Fa\u003E, particularly in cities. Covid-19 \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fusa-spaces-minorities\u002Fprotests-pandemic-pile-pressure-on-u-s-public-space-idUSL8N2DO1RM\"\u003Ehas placed this issue front and centre\u003C\u002Fa\u003E: those with access to balconies, gardens or good, close neighbourhood parks have been benefiting from them during weeks of lockdown, while others have been trapped inside. Kgama says that she could walk to a park, but that would mean making her way through crowds of people gathered on the pavement to throw birthday parties. “You only see that in poor neighbourhoods,” she says. “People haven’t stopped doing that during the pandemic. I walked through one yesterday.”\u003C\u002Fp\u003E\n\u003Cp\u003ELacking that private outdoor space is something that “defines the haves and have-nots”, she feels. And there’s no guarantee living outside the city is better; poverty is rising in US suburbs and residents of emerging suburbs have \u003Ca href=\"https:\u002F\u002Fwww.brookings.edu\u002Fblog\u002Fthe-avenue\u002F2019\u002F08\u002F21\u002Fparks-make-great-places-but-not-enough-americans-can-reach-them\u002F\"\u003Esome of the lowest park access\u003C\u002Fa\u003E in the nation.\u003C\u002Fp\u003E\n\u003Cp\u003ECovid-19 has shone a harsh light on numerous inequalities in our society. Is access to green space one we can fix?\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETrapped inside\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EDecades of research have shown that spending time in green space is good for our physical and mental health – including boosting \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F238428905_Why_Is_Nature_BeneficialThe_Role_of_Connectedness_to_Nature\"\u003Eour emotional states and attention spans\u003C\u002Fa\u003E and improving our \u003Ca href=\"https:\u002F\u002Fwww.cnn.com\u002F2019\u002F11\u002F21\u002Fhealth\u002Fgreen-spaces-life-expectancy-wellness-trnd\u002Findex.html\"\u003Elongevity\u003C\u002Fa\u003E. Even a little goes a long way: \u003Ca href=\"https:\u002F\u002Fscience.sciencemag.org\u002Fcontent\u002F224\u002F4647\u002F420\"\u003Ea study in the 1980s\u003C\u002Fa\u003E showed that post-surgery patients assigned to hospital rooms with greenery outside recovered faster than those who didn’t have such accommodations.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","imageOrientation":"landscape","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EYet in many cities, outdoor space – whether your own or in terms of proximity to parks – comes at a premium. Last month, a \u003Ca href=\"https:\u002F\u002Fwww.ons.gov.uk\u002Feconomy\u002Fenvironmentalaccounts\u002Farticles\u002Foneineightbritishhouseholdshasnogarden\u002F2020-05-14\"\u003Estudy\u003C\u002Fa\u003E from the Office of National Statistics revealed that one in eight British households had no access to green space at home, whether a private or shared space. That inequity was starker among ethnic groups: in England, black people are almost four times more likely than white people to have no access to private outdoor space. Access to public outdoor space can be a challenge, too: “There are about 100 million people in the US who don’t live within 10 minutes of a park or green space,” says Kimberly Burrowes, a researcher at the Urban Institute, a think tank based in Washington, DC that studies cities. And \u003Ca href=\"https:\u002F\u002Fwww.brookings.edu\u002Fblog\u002Fthe-avenue\u002F2019\u002F08\u002F21\u002Fparks-make-great-places-but-not-enough-americans-can-reach-them\u002F\"\u003Ethe poorer an area is, the worse the park quality\u003C\u002Fa\u003E, even if a park is close by.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-2"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People view nature as an amenity, not as an essential – Lorien Nesbitt","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-3"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“People view nature as an amenity, not as an essential,” says Lorien Nesbitt, an assistant professor of urban forestry at the University of British Columbia in Canada. “I think we don’t always view urban nature as important as running water, housing, that kind of thing.” Nesbitt led a study last year \u003Ca href=\"https:\u002F\u002Fwww.researchgate.net\u002Fpublication\u002F328030472_Who_has_access_to_urban_vegetation_A_spatial_analysis_of_distributional_green_equity_in_10_US_cities\"\u003Eexamining green space in 10 major US cities\u003C\u002Fa\u003E. Across the board, she says, green space was harder to access in lower-income neighbourhoods and in areas with mostly residents of colour. In general, in richer areas, it’s easier to find any kind of garden, rooftop or balcony greenery, ‘micro parks’ on pavements or city blocks, and even trees, which require long-term investment and maintenance, meaning they are found more often in those wealthier neighbourhoods.\u003C\u002Fp\u003E\n\u003Cp\u003EMoving further out of cities is a solution many seek. Yet, cheaper suburban life, with its houses and front and back gardens, isn’t always the solution. In some areas people (especially women and people of colour) may not feel safe in their gardens, or homes might be next to loud, pollution-heavy structures like a highway or airport. Not all suburbs \u003Ca href=\"https:\u002F\u002Fwww.citylab.com\u002Flife\u002F2019\u002F11\u002Fsuburbs-demographic-trends-population-data-immigration\u002F601546\u002F\"\u003Eare created equal\u003C\u002Fa\u003E, either: from 2000 to 2015, the poverty rate in US suburbs \u003Ca href=\"https:\u002F\u002Fwww.brookings.edu\u002Ftestimonies\u002Fthe-changing-geography-of-us-poverty\u002F\"\u003Egrew by 57%.\u003C\u002Fa\u003E “There are still marginalised people in suburban areas as well,” says Nesbitt. “It’s not so much about the amount [of green space], it’s the quality.”\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-4"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-5"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EIn a place like the US, public green spaces are funded by city budgets (whose parks departments can often operate on a shoestring) from local tax dollars. In richer areas, green spaces can be high quality, since private non-profits can “conduct massive fundraising campaigns among the affluent stakeholders with access to these parks”, says Ingrid Gould Ellen, faculty cirector of New York University’s Furman Center, which researches urban policy. “Since state and local budgets seem likely to shrink [because of the pandemic], potentially dramatically, there's a worthwhile conversation about how to raise private funds to support investment in parks in lower-income neighbourhoods.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ESmart solutions\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003ESome cities have prioritised accessible green space more than others; in Vancouver, \u003Ca href=\"https:\u002F\u002Fvancouver.ca\u002Ffiles\u002Fcov\u002FGreenest-city-action-plan.pdf\"\u003E92% of residents\u003C\u002Fa\u003E live within a five-minute walk of green spaces. In Milwaukee, in the US state of Wisconsin, Burrowes points to an urban trail that was deliberately designed to makes its way through several neighbourhoods of colour, allowing residents greater access close to home. She says cities like these have nature-minded advocates in local government: she points to the \u003Ca href=\"https:\u002F\u002Fwww.tpl.org\u002F10minutewalk\"\u003E10-Minute Walk Challenge\u003C\u002Fa\u003E, which challenges mayors to make parks a 10-minute walk from all homes by 2050. It’s a national initiative led by organisations like the US’s National Recreation and Park Association, and nearly 300 city mayors have signed on, with San Francisco \u003Ca href=\"https:\u002F\u002Fwww.sfchronicle.com\u002Fbayarea\u002Farticle\u002FSF-1st-city-in-nation-with-a-park-10-minute-walk-11150987.php\"\u003Ebecoming the first city\u003C\u002Fa\u003E to hit the challenge’s goal in 2017.\u003C\u002Fp\u003E\n\u003Cp\u003EBurrowes also points to New York City’s work with minority communities in Manhattan’s Lower East Side decades ago \u003Ca href=\"https:\u002F\u002Fwww.theguardian.com\u002Flifeandstyle\u002F2015\u002Faug\u002F11\u002Fnew-york-lower-east-side-community-gardens\"\u003Eto create ‘pocket parks’ tucked into the city blocks that exist to this day.\u003C\u002Fa\u003E Even when the city was gripped by crime, drugs and bankruptcy in the 1970s, it helped neighbourhood residents develop the public community gardens they made out of abandoned clearings that continue to provide green space for small public art events and other gatherings.\u003C\u002Fp\u003E\n\u003Cp\u003EThen there’s the matter of balconies. “I live in affordable housing, and I’m grateful for the housing,” says Kgama. “But I was kind of thinking, ‘would it have hurt them to put a balcony here?’” She isn’t alone in that sentiment: from New York to \u003Ca href=\"https:\u002F\u002Fwww.theglobeandmail.com\u002Freal-estate\u002Ftoronto\u002Frising-demand-for-balconies-poses-riddle-for-developers-intoronto\u002Farticle35997696\u002F?ref=http:\u002F\u002Fwww.theglobeandmail.com&\"\u003EToronto\u003C\u002Fa\u003E, \u003Ca href=\"https:\u002F\u002Fwww.citylab.com\u002Flife\u002F2020\u002F04\u002Fapartment-design-balcony-private-outdoor-space-zoning-laws\u002F610162\u002F\"\u003Ethere’s been more demand for balconies\u003C\u002Fa\u003E built into apartment units. Strict zoning laws and extra cost are roadblocks, however, as is the fact that bigger balconies can mean less space inside.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-6"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-7"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E“Balconies and communal rooftops were not common features of pre-war construction, and 57% of all units in New York City were built before 1947,” says New York University’s Ellen, who says small courtyards are more common, and many public housing buildings were built to include them. But many, like Kgama’s, don’t allow residents access, as that would require extra maintenance money.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Ca href=\"https:\u002F\u002Fwww.dezeen.com\u002F2020\u002F04\u002F14\u002Fcoronavirus-pandemic-reveals-inequities-in-new-york-housing-say-local-architects\u002F\" target=\"_blank\"\u003ESome local architecture firms\u003C\u002Fa\u003E, like New York City-based PRO, think now is the time to address this issue, with proposals to retrofit screened-in balconies onto the sides of World War Two-era brick buildings. Nathan Rich, the founding partner at PRO, \u003Ca href=\"points%20to%20a%20project%20in%20France%20\" target=\"_blank\"\u003Epoints to a project in France\u003C\u002Fa\u003E that’s done something similar, adding balconies on to 1960s social housing developments. His firm is looking at buildings within the New York City Housing Authority (NYCHA), which provides housing to low and middle-income residents, to design possible solutions.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-8"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"Covid continues to spotlight where these inequities are and what they look like – Kimberly Burrowes","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-9"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EMost NYCHA buildings lack outdoor space, plus many of the buildings are ageing rapidly, with potentially huge maintenance costs – meaning any solutions need to be creative. “We are looking at strategies that would allow new balconies to perform multiple functions and piggyback on NYCHA maintenance efforts that are already underway,” says Rich.\u003C\u002Fp\u003E\n\u003Cp\u003ENesbitt says changes don’t have to be so radical; even “view corridors” to parks from your home could help. Extra flowers on the street could work, too, because we can’t go to the park every day. “Especially if we’re busy, or a single parent, or low income and we have to work a couple [of] jobs. You’re not going to be in the park five blocks from your house – you will be walking down the street in front of your house, and that contact with nature is important.”\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EA renewed conversation\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EOf course, trying to increase access to outdoor space has been a goal of cities way before Covid-19 struck. But the conversation has taken on greater intensity since the pandemic has exposed just how unequal access can be. It’s not yet been possible to quantify the mental-health toll of long weeks of lockdown, and any correlation with access to outdoor space. But we do know that isolation \u003Ca href=\"https:\u002F\u002Fcapmh.biomedcentral.com\u002Farticles\u002F10.1186\u002Fs13034-020-00329-3\" target=\"_blank\"\u003Eis bad for everyone’s mental health,\u003C\u002Fa\u003E and that people \u003Ca href=\"https:\u002F\u002Fwww.kff.org\u002Fcoronavirus-covid-19\u002Fissue-brief\u002Fthe-implications-of-covid-19-for-mental-health-and-substance-use\u002F\" target=\"_blank\"\u003Ewho lost incomes or had low incomes to begin with experienced more stress\u003C\u002Fa\u003E. “Covid continues to spotlight where these inequities are and what they look like,” says Burrowes.\u003C\u002Fp\u003E\n\u003Cp\u003EExperts hope this will accelerate pre-pandemic trends: a push for more balconies, better community gardens and easier entry points to parks. But this must come from city governments prioritising them. “We can have good housing and good access to nature – not one or the other,” says Nesbitt. “In the pandemic, that relationship with nature is really important.”\u003C\u002Fp\u003E\n\u003Cp\u003EKgama, meanwhile, is finally managing to get some fresh air – in Charlotte, North Carolina. She and her family bought plane tickets for $15 each and will fly down for a weeklong getaway. But she wishes it was even longer. If a second wave of Covid cases hits New York, it’ll mean being cooped up inside for months all over again. “If I could, we would’ve left for the whole summer,” she says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid-10"}],"collection":[],"disableAdverts":false,"displayDate":"2020-06-18T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"What outdoor space tells us about inequality","headlineShort":"The luxury of having outdoor space","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":[],"relatedTag":[],"summaryLong":"Whether it's a small balcony, a home garden, or access to a park, outdoor space has long been a luxury for many – not a given. And the pandemic's made it even worse.","summaryShort":"In Covid-19, balconies and gardens reveal a lot about inequality","tag":[],"textToSpeech":false,"creationDateTime":"2020-06-17T18:54:44.408435Z","entity":"article","guid":"ba673f54-38dc-4ffb-aee5-731fe188df84","id":"worklife\u002Farticle\u002F20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid","modifiedDateTime":"2021-09-02T05:07:17.670728Z","project":"worklife","slug":"20200617-the-luxury-and-privilege-of-a-balcony-or-yard-during-covid","cacheLastUpdated":1642280100101},"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum":{"urn":"urn:pubpipe:wwverticals:article:worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum","_id":"6183c26e45ceed60032f7c16","ambientVideo":"","articleType":"story","assetVideo":null,"author":[],"bodyIntro":"Our brains don’t all work the same way. One New York-based software company sees that as a competitive advantage.","businessUnit":"worldwide","cards":[{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ERajesh Anandan founded his company Ultranauts (formerly Ultra Testing) with his MIT roommate Art Shectman with one aim: one aim: to prove that \u003Ca href=\"https:\u002F\u002Fwww.bbc.com\u002Fworklife\u002Farticle\u002F20190719-neurodiversity\"\u003Eneurodiversity \u003C\u002Fa\u003Eand autism could be a competitive advantage in business.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“There is an incredible talent pool of adults on the autistic spectrum that has been overlooked for all the wrong reasons,” says 46-year-old Anandan. “People who haven’t had a fair shot to succeed at work, because of workplace and workflow and business practices that aren’t particularly effective for anyone but are especially damaging for anyone who is wired differently.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe New York-based quality engineering start-up is now one of an increasing number of firms looking towards autistic talent. But while programmes at companies including \u003Ca href=\"https:\u002F\u002Fwww.reuters.com\u002Farticle\u002Fus-world-work-autismatwork\u002Fautism-in-the-workplace-a-spectrum-of-hiring-choices-idUSKCN1SD0YB\"\u003EMicrosoft and accounting firm EY\u003C\u002Fa\u003E are small and focused around supporting neurodiverse workers in the office, Ultranauts has redesigned its entire business around neurodiversity, changing hiring efforts to actively recruit individuals on the autism spectrum and developing new workplace practices to effectively manage neurodiverse teams.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“We set out to change the blueprint for work, and change how a company could hire, manage and develop talent,” says Anandan.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"infographic","imageAlignment":"centre","pullQuoteImageAlignment":"centre","videoImageAlign":"centre","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-0"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-1"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003ENeurodiversity has risen to the top of the agenda around inclusion at work in recent years, yet it is not a common term. It refers to \u003Ca href=\"https:\u002F\u002Fneurodiversity.io\u002F?option=com_content&view=article&id=1\"\u003Ethe range of differences in individual human brain function\u003C\u002Fa\u003E which can be associated with conditions such as dyslexia, autism and ADHD.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EResearch by the UK’s National Autistic Society (NAS) shows that the figures around employment of people with autism in the UK are still very low. In its survey of 2,000 autistic adults, just \u003Ca href=\"https:\u002F\u002Fwww.autism.org.uk\u002Fget-involved\u002Fmedia-centre\u002Fnews\u002F2016-10-27-employment-gap.aspx\"\u003E16% were in in full-time work\u003C\u002Fa\u003E, despite 77% of people who were unemployed saying they wanted to work.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe barriers to work for people with autism can still be huge, and Richmal Maybank, employer engagement manager at NAS, says many factors contribute to this. “Job descriptions can often have core tick-box behaviours, and can be quite general,” she says. “Forms look for ‘team players’ and ‘staff with great communication skills’ but lack specific information.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003ETerms like these – or interview questions such as ‘where you see yourself in five years’ – can be too general for people with autism, as many with the condition can find vague questionsparticularly hard to decipher. Additionally, people can feel uncomfortable disclosing their disability or feel challenged by open-plan workplaces, where they may feel they need to socialise or absorb uncomfortable levels of noise.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-2"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-3"},{"bodyHtml":{"assets":[]},"cardType":"PullQuote","iFrameType":"","pullQuote":"People can feel uncomfortable disclosing their disability or feel challenged by open-plan workplaces, where they may feel they need to socialise or absorb uncomfortable levels of noise","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-4"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003EFive years in, 75% of Ultranauts’ staff are on the autistic spectrum – and one reason for this is its innovative approach to hiring. In other companies, assessing candidates often focuses heavily on communication competencies, which means neurodiverse voices can be excluded. But at Ultranauts there is no interview process and applicants don’t need relevant experience of specific technical skills. “We have adopted an approach to screening job applicants that is much more objective than you’ll find in most places,” says Anandan.  \u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EInstead of using CVs and interviews, potential employees undergo a basic competency assessment in which they are evaluated against 25 desirable attributes for software testers, such as the ability to learn new systems or take on feedback. Following these initial tests, potential staff undergo a week of working from home fully paid. Potential recruits also know they can choose to work on a DTE (a desired-time equivalent) timetable, meaning they can take on as many hours as they feel comfortable managing, rather than being tied into full-time work.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“As a result, we have a talent screening process to take someone who has never done this job and at the end of that process have a 95% degree of confidence… whether people would be great at this,” says Anandan.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003EThe competitive advantages of ‘neurodiversity’\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EStudies by \u003Ca href=\"https:\u002F\u002Fhbr.org\u002F2017\u002F05\u002Fneurodiversity-as-a-competitive-advantage\"\u003EHarvard University\u003C\u002Fa\u003E and \u003Ca href=\"https:\u002F\u002Fwww.bima.co.uk\u002FTech-and-Inclusion-Report\"\u003EBIMA\u003C\u002Fa\u003E have shown that embracing and maximising the talents of people who think differently can have huge benefits for a business. Having a neurodiverse workforce has been shown to improve innovation and problem solving, as people see and understand information in a range of different ways. Researchers have also found that accommodations made for neurodiverse staff members such as flexible hours or remote working can benefit neurotypical staff, too.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-5"},{"bodyHtml":{"assets":[]},"cardType":"Image","iFrameType":"","image":[],"imageAlignment":"centre","imageOrientation":"landscape","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-6"},{"bodyHtml":{"assets":[],"html":"\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EThe NAS say they have seen a rise in organisations reaching out to them to find out how they could better recruit autistic talent and neurodiverse workers, especially outside the IT sector. NAS offers suggestions for small changes, such as ensuring every meeting has an agenda. Agendas and similar tools can help neurodiverse staff focus on the relevant information needed and help people plan things in advance, making the meeting more accessible.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“The things we suggest are good practice for any company, not just people with autism. They aren’t expensive, and are often easy quick wins,” says Maybank. “Employers need to recognise cultures in their organisation and to understand the unwritten rules of their organisation, to help people navigate that.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EMaybank, who has been working with autistic people for the last decade, says she’d like to see more mandatory training for managers around neurodiversity and more buddying programmes to help people create better social links at work. She also feels employers should look at different progression routes for employees who may not want to become managers.  \u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBut she says increased awareness of neurodiversity has improved understanding in workplaces. “People are becoming way more open about recognising different strands of autistic and neurodiverse behaviour,” she says. “People have a pre-conceived perception of what autism is, but it’s best to ask that person. People may be opposites of each other despite having the same condition.”\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cstrong\u003ETailoring new technology\u003C\u002Fstrong\u003E\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EYet it’s not just increased awareness; remote working and new technologies are also helping to support workers who may previously have struggled to enter the workforce.\u003C\u002Fp\u003E\n\u003Cp\u003E\u003Cspan\u003E \u003C\u002Fspan\u003E\u003C\u002Fp\u003E\n\u003Cp\u003EWorkplace tools including instant messaging platform Slack and list-making application Trello have improved communication for staff who may work outside a standard office environment. These tools can have additional benefits for people on the autistic spectrum, who might find things like face-to-face communication difficult.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EUltranauts has made use of these technologies, as well as creating its own tools to suit staff needs.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003E“A couples of years ago, a colleague on our team said they wished people came with a user manual,” says Anandan. So that’s exactly what they created, a self-authored guide called a ‘biodex’ which gives colleagues at Ultranauts all the information they need to find the best ways of working with a particular person.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EBeing flexible about workplace set-up and tailoring company behaviours to cater for autistic needs has been a huge success for Ultranauts, which is beginning to share its experiences on best practice with other companies.\u003C\u002Fp\u003E\n\u003Cp\u003E \u003C\u002Fp\u003E\n\u003Cp\u003EAnandan says he’s learnt that making a workplace inclusive for neurodiverse colleagues hasn’t added friction or inefficiency, but allowed people who have largely been ignored by society to show their true talents. “We’ve shown over and over… that we’ve delivered results better because of the diversity of our team,” he says.\u003C\u002Fp\u003E"},"cardType":"Body","iFrameType":"","id":"worklife\u002Farticle\u002F20191018-where-75-of-workers-are-on-the-autistic-spectrum-7"}],"collection":[],"disableAdverts":false,"displayDate":"2019-10-21T00:00:00Z","embeddedCustomHtml":"","embeddedInfographicUrl":"","embeddedType":"infographic","headlineLong":"Where 75% of workers are on the autistic spectrum","headlineShort":"The firm that got rid of job interviews","image":[],"imageAlignment":"centre","imageAltText":"","isSyndicated":true,"latitude":"","longitude":"","mpsVideo":"","option":[],"partner":null,"primaryVertical":"worklife","promoAlignment":"centre","promoAltText":"","promoImage":null,"relatedStories":null,"relatedTag":null,"summaryLong":"Our brains don’t all work the same way. 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